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Presentazione Con oltre 20 milioni di praticanti negli Stati Uniti, con centinaia di brevetti registrati e di sistemi di tutela di copyright, con decine di palestre in ognuna delle grandi città europee, con un giro d'affari annuale che supera, tra Nordamerica e Unione Europea, diversi miliardi di dollari, lo yoga è senza dubbio uno dei più straordinari esempi di "commodification" e commercializzazione di beni simbolici dei nostri giorni. A fronte di queste cifre non stupisce che economisti e giuristi in tutta Europa si stiano dedicando alla messa a punto di regolamenti e forme di tutela legislativa atte a governare un siffatto fenomeno, che tocca da vicino la vita e le risorse di milioni di persone. L'Università Ca' Foscari Venezia, sempre attenta ad anticipare e interpretare tendenze come queste, propone qui il primo Master europeo dedicato allo yoga. Unico nel suo genere e pionieristico nei suoi intenti, il Master in Yoga Studies coniuga le più innovative ricerche storiche e filologiche sullo yoga alle più avanzate conoscenze in campo medico-scientifico e giuridico-economico. Il Master in Yoga Studies è un momento formativo irrinunciabile sia per insegnanti e praticanti di yoga che intendano perfezionare le proprie competenze pratico-teoriche, sia per la preparazione di figure professionali competenti, in grado di offrire consulenze altamente qualificate ormai indispensabili. Il Master è stato pensato, dunque, per chiunque si voglia confrontare con uno dei più inattesi fenomeni di massa del ventunesimo secolo, dal singolo privato ai governi regionali e, com'è naturale, per tutti i neolaureati in materie indologiche, filosofiche e storico-religiose. Il Master si rivolge prevalentemente a: laureati di qualsivoglia disciplina-in possesso almeno della laurea triennale-che desiderino arricchire la loro professionalità, le loro conoscenze e competenze relativamente all'ambito sia teorico che pratico dello yoga e delle tradizioni meditative e corporee dell'Asia ad esso collegate.
The catastrophic ascension of the Europeans to the stage of world history entailed the launching of a race war against Africans, which is still raging to this day. This race war is multifaceted; however, its ultimate objective is the racial extermination of the Africans. In the interim period before the racial extermination of Africans, the Europeans have chosen to embark on a cruel project to "falsify African consciousness". This falsification is achieved through a process of culturicide. By the latter, we imply a form of "intellectual warfare" waged by the Europeans to confuse Africans, especially their most gifted members, about their African identity and culture to serve global white supremacy. The integrationist "double-consciousness" of the New Negros in America and the "New Africans" in South Africa is the highest stage of this intellectual warfare. The latter has resulted in the emergence of integrationist double-consciousness (which accepts whites and seeks to coexist with them) among the black elite, like Dubois, and revolutionary double-consciousness (which rejects both whites and white supremacy) among ordinary Africans both in America and South Africa. Using African phenomenological framework, this paper will argue that the integrationist double-consciousness of the black elite must be abandoned and replaced with the revolutionary double-consciousness of ordinary Africans such as Garveyites and amaqaba. This is in order to destroy whites and global white supremacy and to restore African Renaissance
En general se trata de bosques densos que miden entre 15 a 40 m de altura, y más o menos cerrados por la manera en que las copas de sus árboles se unen en el dosel. Cuando menos la mitad de sus árboles pierden las hojas en la temporada de sequía. Sus temperaturas son de 0°C a 28 °C .
Environmental Archaeology, 2024
Signe S. Termansen, Peter M. Astrup, Welmoed A. Out & Niels N. Johannsen 2024. Rebooting the Study of Forager Plant Economies: The Potential of Submerged Archaeological Sites. Environmental Archaeology. The contribution of plants to the diets and wider economies of most prehistoric foragers is inadequately studied and poorly understood, also in comparison with other aspects of their economies and with prehistoric plant economies from the Neolithic onwards. This situation even applies to the Mesolithic of southern Scandinavia, which is a particularly intensely studied prehistoric forager sequence. In this paper we consider taphonomic, methodological and ideological reasons for the relative lack of research focus, after which we discuss the potential of strategic bulk sampling for plant macroremains at submerged sites. We then briefly present a pilot study of such macroremains obtained from the submerged site Hjarnø Sund, Denmark, and discuss next steps, including methodological initiatives to improve the distinction between anthropogenic and non-anthropogenic material. We conclude that the potential of this type of site in the effort to understand the dietary and wider economic roles of plants in the Mesolithic far exceeds the general level of attention that they have received so far. Accordingly, we argue for increased focus, strategic sampling and a sustained, longer-term research effort in order to improve our understanding of this central aspect of prehistoric forager life and culture.
Organisational culture is a widely used term but one that seems to give rise to a degree of ambiguity. Watson (2006) emphasises that the concept of culture originally derived from a metaphor of the organisation as 'something cultivated'. For the past number of decades, most academics and practitioners studying organisations suggest the concept of culture is the climate and practices that organisations develop around their handling of people, or to the promoted values and statement of beliefs of an organisation (Schein, 2004). Schein (2004) highlights that 'the only thing of real importance that leaders do is to create and manage culture; that the unique talent of leaders is their ability to understand and work with culture; and that it is an ultimate act of leadership to destroy culture when it is viewed as dysfunctional' (p.11). Culture therefore gives organisations a sense of identity and determines, through the organisation's legends, rituals, beliefs, meanings, values, norms and language, the way in which 'things are done around here'. An organisations' culture encapsulates what it has been good at and what has worked in the past. These practices can often be accepted without question by long-serving members of an 4 2 Organisational culture: lessons from the literature ORGANISATIONAL CULTURE: LESSONS FROM THE LITERATURE 5 organisation. One of the first things a new employee learns is some of the organisation's legends. Legends can stay with an organisation and become part of the established way of doing things. Over time the organisation will develop 'norms' i.e. established (normal) expected behaviour patterns within the organisation. A norm is defined as an established behaviour pattern that is part of a culture. Schein (2004) emphasises that 'perhaps the most intriguing aspect of culture as a concept is that it points us to phenomena that are below the surface, that are powerful in their impact but invisible and to a considerable degree unconscious' (p.8). Schein uses an analogy that culture is to a group what personality or character is to an individual. 'We can see the behaviour that results, but often we cannot see the forces underneath that cause certain kinds of behaviour. Yet, just as our personality and character guide and constrain our behaviour, so does culture guide and constrain the behaviour of members of a group through the shared norms that are held in that group' (p.8). Schein (1990) emphasises that there are visible and invisible levels of corporate culture (the 'culture iceberg' analogy-the visible levels (surface manifestations) of the 'culture iceberg' incorporate observable symbols, ceremonies, stories, slogans, behaviours, dress and physical settings. The invisible levels of the 'culture iceberg' include underlying values, assumptions, beliefs, attitudes and feelings. Often, change strategies focus on the visible levels. Deal and Kennedy (1982) emphasise the more visible levels of culture (heroes, rites, rituals, legends and ceremonies) because it is these attributes they believe shape behaviour. But it is the invisible levels that may be of more interest to public sector organisations in terms of their influence in progressing or impeding organisational change.
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