Fascist Italy, Nazi Germany and Imperial Japan - 1741 Words

Fascist Italy, Nazi Germany, and Imperial Japan all shared a global concept of fascism where the willingness to create a collective conscious of nationhood was justified through imperialism. Indeed, the importance of nationalism within Fascist culture would greatly affect the foreign policies of Italy, Germany, and Japan during the 1930s and 1940s. World War one had brought about revolutionary changes in the nature of war, society, and technology, where the advent of total war and mass mobilization showed the potential of a unified community run by the state. Fascists saw World War One as symbolizing the beginning of a new era where totalitarian governments sought to unify their nations by mobilizing the national community. In Italy, Benito Mussolini and his Fascist regime created one national community by eliminating the boundaries between the public and private sphere where the Nation would come before the Individual. In Germany, Hitler used nationalism to call for the unificatio n of all German speaking peoples into a single empire known as the Volk. In Japan, the success of imperialism and the emphasis on collective belonging and shared past led to a nationalistic movement known as Pan Asianism where the Japanese aimed to unify all Asians. The respect of the state, a devotion to a strong leader, and the emphasis on militarism were all common features of the totalitarian states of Italy, Japan, and Germany but nationalism served as a pivotal feature in creating aShow MoreRelatedThe Causes Behind The Atrocities Experienced During World War II1166 Words   |  5 Pagesas Japanese militarism. Issues developed within Weimar Germany that lead to surges of revanchism after the Treaty of Versailles was formed to mend the damage done from the first World War. Germans suffered the most punishment with the demilitarization of the Rhineland, the denial of unification with Austria and the separation of German states, extreme limitation upon their military, as well as significant war reparations placed upon Germany. Moving further, Germans began challenging their currentRead Morehistory fact files Essay943 Words   |  4 Pagesefforts were cut short, however, when Benito Mussolinis Italian army invaded the country in 1935. The Italian military used superior weaponry, airplanes, and poison gas to crush the ill-fated resistance led by the emperor. After the invasion, a fascist regime (a country under the control of an all-powerful ruler) occupied the country and marked the first loss of national independence in recorded Ethiopian history. In 1936 Haile Selassie was forced out of th e country. While in England he unsuccessfullyRead MoreEssay on Why Did Japan Turn to Militarism?749 Words   |  3 Pagesdid Japan turn to militarism and drift away from democracy in the 1930s and the 1940s? How did US occupation authorities seek to prevent Japan from relapsing into the past system of military expansion? The root of Japan’s militarism started out from the developments of the Meiji era that was established by imperial restoration after Edo period. The idea of the Meiji Revolution, to boost morale and to extricate Japan from the idea of Tokugawa feudalism, had been carried over to turn Japan intoRead MoreNotes Chapter 21 WWI1292 Words   |  6 PagesEurope, 1914–1970s CHAPTER LEARNING OBJECTIVES: †¢ To examine the history of Europe between 1914 and the 1970s as an organic whole made up of closely interconnected parts †¢ To consider the repercussions of nationalism and colonialism in Europe and Japan †¢ To increase student awareness of the effects of the two world wars †¢ To help students imagine the appeal of totalitarian movements in the twentieth century KEY TERMS: blitzkrieg: German term meaning â€Å"lightning war,† used to describe Germany’sRead MoreShelby Meyer. Mrs.Cour. Composition. 8 May 2017. Axis Powers.882 Words   |  4 PagesShelby Meyer Mrs.cour Composition 8 May 2017 Axis Powers The Axis Powers were a group of countries during WWII (world war two). The powers were comprised of Germany, Italy, and Japan. They wanted to take over the world. They fought against the Allied Powers, which were basically the rest of the world, and they almost won. How? I m about to tell you! A big part of why they got so far was their leaders.Adolf Hitler, Benito Mussolini, and Hideki tojo These men knew how to get what they wanted. TheyRead MoreWorld War Ii Timeline1818 Words   |  8 Pagesbecomes Chancellor of Germany, bringing ideas of Nazi Party with him June 6.14.1933- Nazi party outlaws all other political parties, signaling the beginning of a totalitarian regime October 10.1933- President Roosevelt recognizes the USSR and establishes diplomatic relations 10.14.1933- Germany leaves the League of Nations 1934 December 12.29.1934- Japan denounces the Washington Naval Treaty of 1922 and the London Naval Treaty of 1930, identifying that Japan would no longer abideRead MoreBenito Mussolinis Impacts on Italy During His Rule1660 Words   |  7 Pagesminister of Italy. Mussolini was very loyal towards Italy and set out to make changes to advance his country. Mussolini is also the founder of Fascism which was adapted by Italy. Mussolini also had ties with Adolf Hitler before and during World War Two. Many people would argue whether or not Benito Mussolini was a good leader or a bad leader. What we do know is that during Mussolini’s rule of Italy, he made a negative impact on the country. Even though Benito Mussolini stayed loyal to Italy and madeRead MoreThe Distinct Characteristics of Fascism and Prominant Fascist Leaders2934 Words   |  12 Pagesthe lives of the people and in which individuals are not allowed to disagree with the government. It is derived from the Italian word fasces whi ch mean a bundle of rods with an axe-blade protruding. This signifies the authority of magistrates in Imperial Rome. Generally, fascism is one of the political ideologies among many others such as liberalism, conservatism, socialism, anarchism, nationalism, fascism, ecologism, religious fundamentalism and multiculturalism. To paint a clearer picture, anRead MoreWorld War I And The Era Of The Twentieth Century Essay1630 Words   |  7 Pagesimportant superpower of the twentieth century, saw a rise of nationalism while trying to expand the idea of communism worldwide. In Nazi Germany, Nazism represented an extreme form of nationalism. Italian nationalism became apparent in World War I and the era of Italian fascism. Growing nationalism in China was used to modernize imperialist encroachment. Imperial Japan saw a spark of nationalism during their westernization period. Arab Nationalism became the basis for alienation and loss of nationalRead More World War II Essay1621 Words   |  7 Pagesand ended in 1945, with the invasion of Poland and the Axis surrender, respectively. It changed the economy and the growth of big countries, including Germany, Great Britain, United States, Japan, Russia and France. Aside from this, Jews were greatly influenced too. They were damaged, but then gifted. The war started in September 1, 1939 when Germany invaded the territory of Poland, which was allied with Great Britain and France. German officials signed a peace treaty in August 24-25 with the Soviet

Japan cracking U.S. pop culture hegemony Essay - 2108 Words

Thoughts of Japanese culture typically includes reference of the traditional words such as Kabuki, sumo, samurai, or ninja according to Amelia Newcomb, author of â€Å"Japan cracking U.S. pop culture hegemony†. This is not true anymore, in fact, without realizing it, Japanese culture has seeped in under the door an invaded the American culture. Roland Kelts, author of the book Japanamerica, wrote about such ideals: The terms anime, manga, and otaku have become common parlance in the American media, no longer explained or defined in parentheses. Anime conventions are held nearly every weekend somewhere in the U.S. chain and independent book, video, and DVD stores devote ever expanding plots of valuable floor space to products shipped in from†¦show more content†¦Many American channels play anime in their normal scheduling. â€Å"Cartoon Network fills about half its airtime with Japanese or mock Japanese animations† (Kelts, 73). These shows include Ben Ten, Thundercats, and Adventure time. Another anime, Afro Samurai, was played on Spike TV starting in 2006. The CW 18 plays certain anime on Saturday mornings including shows such as Sonic X and Yu-Gi-Oh. Cartoon Network’s Adult Swim also plays anime in Saturday nights with shows such as Durarara! and Bleach. Syfy also plays anime normally on Monday nights showing anime like Gurran Luggan and Monster. Some channels show an ime twenty four/ seven, like the Anime Network, which debuted in 2002 as the first channel to do so (Kelts, 20). Many children in America grew up watching shows such as Power Rangers, Powerpuff Girls, Teenage Mutant Ninja Turtles, Dragonball, or even Speed Racer. Nowadays, American children cannot seem to differentiate between anime and American cartoons (Kelts, 92). In fact, Shinichiyo Ishitawa, president of Gonzo Digimation Holdings Productions (GDH), states â€Å"There are a lot of U.S. kids who think Pokà ©mon is an American word. Older viewers can tell it was made in Japan, but little kids can’t† (qtd. in Kelts, 198). American children who grew up watching these shows, or playing videogames â€Å" are now expanding their interest to other Japanese- inspired products, or even creatingShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.1 63893 Words   |  656 PagesPublic Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture in Recent America Joanne Meyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David M. Scobey, Empire City: The Making and Meaning of the New York City Landscape Gerda Lerner, Fireweed: A Political

Diversity Management and Leadership Challenge

Question: Discuss about the Diversity Management and Leadership Challenge. Answer: Introduction In this globalized environment, business needs to maintain a diversified workforce that can work across boundaries. Diversified workforce aims at maintaining a multicultural and inclusive workforce to retain global workforce effectively, reduce conflict and enhance productivity. Diversity is crucial to ensure equal rights to all individual; it is based on the core belief that all individuals are different from each other on various terms. Diversity aims at fostering multi-belief system, values and information within organization; it facilitates in understanding employees, their thinking and behavior pattern that influence overall working culture. Despite of being a widely accepted concept, it involves number of challenges while execution. Due to immense challenge during implementation, diversity is liked by all but implemented by only few. This paper involve similar scenario in context of a UK based renowned MNC that deals in groceries and various other businesses. This paper also presents a general perspective on diversity, its principles. Further, it elaborates on different challenges faced by managers in creating and managing diversified workplace that help in understanding major hindrances in the implementation process. Later part of the report aims to present solution on discussed problem by presenting various strategies that help in proper and successful diversity management. Selected MNC is a renowned brand in global market. It is an UK based grocery and merchandise retailer that operates globally. It operates using various store formats, presently the brand own 923 stores worldwide, it have very strong presence in UK market with almost 75 percent of the stores located locally. It is expanding its business in new international markets and also opting for product diversifications. There is problem of ageing population which shows need for new employees in the company. Presently the company has total work strength of 460,000 employees; wide availability of staff ensures high capability of the company to fulfill requirements. The company follow the strategy of market expansion, so for acquiring new market, company need to hire new staff to meet requirements. Diversity management The concept of culture is closely associated with diversity. Culture is the set of belief and values that people use to generate their social behavior which distinguish one group of people from other. It involve understanding of people of particular society, their way of living and it also help in understand the way they behave with each other (Barak, 2013). This difference between people from one culture to another is diversity. Though successful diversity implementation can help in gaining competitive advantage in the market, it also helps in enhancing overall employees as well as organizational productivity, commitment and reducing potential conflicts. Diversity can be defined as concept that helps in understanding and respecting individual differences within organization. It deals in number of elements such as ethnicity, gender, race, physical ability, social and economic status, religion, political belief system etc. Diversity management is a process of planning and implementing organizational strategies to management workforce in such manner that advantages from diversity can be used maximum and weaknesses can be minimized by promoting flexibility and creativity within organization(D'Nettoa, Shenb, Chelliahc, Mongab, 2013). Especially in context of retail industry, diversified workforce plays key role due to high degree of interdependence on each other. Cultural conflict might lead to low productivity and adverse supply chain management. For instance, selected company operates in 14 different countries, it has headquarter in UK, there is need to establish synergy at work, coordination among operations in different countries by balancing right degree of freedom and control. Retail organizations try to attract talented, dedicated workforce, creative thinkers; whereas employees are also interested in working with companies that offer them growth. There are different types of diversities exists within organizations. Principle of diversity management Selected company operates in global market, internal policy of the company aims to maintain diversity and inclusive culture by incorporating people from different background within organization. It also aims to maintain gender equality workforce. The diversity management strategy of the company involves recruitment, training and development; therefore three major stages of doing so include talent plans for business, career plans for individuals and succession plans for jobs. Internally the organization maintains a rigid anti-discrimination policy to ensure equality for all. There is strict whistle blowing policy that fosters zero tolerance towards any form of discrimination, harassment or victimization within company. It is registered with Equality Commission in Northern Ireland to hire handicapped people and provide them scope for development (www.ourtesco.com, 2015). Despite of such actions and strategies, there is several discrimination case registered against this company, which shows that some loophole is present in the system. Therefore, focus needs to be given on principles of diversity management that would ensure better system implementation. To foster differences positively, it is crucial to understand differences properly, there is need to evaluate different ideas, values, perspectives to ensure fair treatment towards all employee. Another key factor is communication, which can make or break employee relationship, management need to practice inclusion policy to increase employee participation, information sharing and also better problem discussions. There are two approaches to diversity management, one is human resource management and another is multi culture organization. Human resource process of diversity management can opt for four different approaches to manage it, which include diversity enlargement which involves inclusion of people from different ethnic backgrounds in the workforce. Another is diversity sensitivity which involve understanding potential problems encountered due to difference in culture and individuals. Third is culture audit, which involve examining the overall organizational scenario and identif ying potential problems encountered by employees (Dass Parker, 1999). For example, this strategy is also adopted by Ford motors, the company conduct global staff satisfaction survey to evaluate employee commitment, issues etc. fourth is strategies to achieve diversity and organizational goals which aims to ensure that diversity should help in achieving organizational goals and it should not be treated as goal in itself. Further, the multicultural paradigm also involves three approaches, which include monolithic organization, plural organizations and multicultural organization. To ensure effective diversity, management need to set clear goals and objectives that should be used to build metric to measure short and long term goals. It is crucial to recruit candidates who fulfill diversity criteria, it helps in improving performance. Another is to provide training to employees to help them in understanding and accepting differences. While recruitment, equal opportunities must be given to all employees from different backgrounds. Challenges in diversity management Though there is detailed policy implementation on diversity management, still there are issues within companies; there are employee conflicts, legal cases which are hampering organization brand image adversely and also causing financial losses. Diversity management is easy said than done, it require continuous efforts, changes for proper execution. Different challenges that management or implementation team might encounter during diversity management are discussed below. First among all is the communication challenges, when an organization operates in global market there are language barriers encountered by employees. For example, in America, English is the business language but in China, people prefer to talk in local language. This language barrier often causes different miscommunication between employees, such as wrong interpretation of message, perception barriers, wrong decoding of non-verbal cues etc. These scenarios impact team productivity adversely; it might also impact employee motivation negatively leading to low morale, productivity and efficiency(Kulik, 2014). A research was conducted on diversity in Australian manufacturing sector, findings states that government is also implementing various laws to implement diversity; even government is treating diversity management as mandatory requirement for doing successful business in market, for example Federal agencies does not deal with suppliers who does not maintain proper diversity culture within their organizations. Analysis also shows that lack of information about overseas skills, cost of training also causes hindrance in creating effective diversified workplace. Lack of training is considered as major challenge in diversity management, which causes perceptual barriers, language barriers etc. Though focus is given on internal barriers but employees also fail to adjust due to family responsibilities, failure in balancing non-work and work activities. Employees are the one who encounter diversity in their daily jobs, they need to cope with it properly, and however rigid attitude towards change, reluctant and ignorant towards development also causes challenges. Employees might perceive diversity as threat to their job security, which gives rise to competition and conflict. Employees might have fear that being cooperative with different culture might cause job loss to them, such negative attitude leads to poor team performance. In case of selected organization, there are several instances in which there is diversity and inclusive policy is written but execution varies, therefore all employees might not perceive and implement policy in standardized manner (mend.org.uk, 2013). Another key challenge is to establish a cultural synergy within organization, in diversified organization culture, people from various culture operates together, which might lead to conflicts and issues due to lack of knowledge regarding culture differences, mis understanding of cultural symbols and other barriers, all this factors impact organizational productivity adversely. Apart from this, there are challenges that internal management encounter in diversity management, for instance executing team find it challenging to make a sound appealing to different types of workers, for instance female employee prefer flexibility whereas male candidates prefer more challenging work. Different groups have different job expectation which might not be fulfilled by single job, similarly it is also challenging task to target diversified work groups. Third key challenge that internal management encounter is biasness in interviewing process, analysis and responses(Perlmutter, Bailey, Netting, 2011). Recommendations for diversity management Analysis states that though there are problems in executing diversified work culture nonetheless, these barriers can be overcome through planning and strategic implementation. This sections aims to evaluate various strategic actions that can be taken to establish diversity within organization, overcoming challenges; here reference from other successful cases will be taken to plan a strategy for the company. Diversity analysis First stage of proper diversity management is to evaluate it from three different perspectives, which include micro level, macro level and meso level. Micro level analysis aims to evaluate the regional and cultural level belief system of people working in the company; information is collected through interactive sessions. Macro level diversity analysis involve legislative and institutional law regarding diversity within country, labor laws, migration laws, minority laws etc. This analysis helps in understanding national culture difference between regions such as Middle East and UK. Third is meso level analysis which aims at evaluating present policies regarding human resource management, diversity planning within organization? This analysis will facilitate management in evaluating differences in working style in different region and also in deciding strategies which cannot be implemented within particular markets. For example, in UK market employees are motivated through independent working powers whereas in Asian market employee seeks for collective decision making. Therefore, to overcome this, management needs to adopt global diversity policy which needs to be flexible in adopting local needs. Therefore company management can give power to subsidiary companies to make changes according to local conditions, cultures (Houkamau, 2011). Implementing comprehensive planning model It is also advised to the management to opt for comprehensive planning model to implement diversity within organization, it should state step by step approach towards diversity development and management. It involve understanding of present requirement by conducting assessment, it will help in evaluating present level of differences in the system. Further management need to develop a diversity implementation plan, top management plays crucial role in this process, they establish worldwide unity and policy statement for the company; this plan needs to include SMART objectives and then implementation and follow-up (Kramar, 2012). Management need to integrate diversity plan in leadership system and management training modules. Regional units will be responsible for monitoring diversity implementation according to set objective. Company can also put incentive on diversity target implementation (Combs, 2002). Diversity in recruitment and selection To foster diversity, it is crucial to implement it within all HR practices such as recruitment, selection, appraisal, compensation etc. Generally during recruitment, interviewers are bias towards participants with similar cultural values, which causes hindrance in diversity. While making new hiring management needs to ensure diversity workforce selection, it can be done by increasing number of women, minorities and physically handicapped people in the workforce. It is also recommended to implement multi culture workforce and avoid implementation of attraction-selection-attrition model (Kulik, 2014). One of the key reasons behind Apple innovative culture is its acceptance towards differences; it operates with open culture that offers ideas from any part of the world and from any employee. Apple even promotes diversity by building business relationship with companies or suppliers that keep diversity as their priority. Similarly, Wal-Mart major operates on the basis of goal achieved str ategy, they set diversity goals and review their achievement in quarterly basis and report it to governance board. Similarly, during appraisal employees with any disadvantage, minority are not promoted, there are very few women employees promoted to management level, therefore equal promotion opportunities must be given to all. Training and development Training helps in overcoming number of problem, it helps in creating awareness among employees, overcoming negative attitude towards change, removing cultural barriers, enhance social cohesion and teamwork. Training can also help in providing cross culture information to employees, providing adequate scope of development, overcoming job security fear and resistance. Skill development training helps in overcoming employee fear and enhances flexibility(Shena, Chandaa, DNettob, Mongaa, 2009). Conclusion Changing external environmental scenario creates war for talent in the industry, companies are striving hard to hire best talent and retain it. With market expansion, there is rising demand for new talent as well as developing present employees; however in past women, minorities and other groups have been excluded by several companies during recruitment, which imposed challenges for economy growth. With governance and institutional improvements, now organizations need to provide equal opportunities to all employees and also foster diversified work culture by including workforce from different geographical, ethnic and religion. Diversified work culture helps in improving competitiveness in the market, employees are biggest resource for any organization, therefore diversified workforce help in improving learning, knowledge sharing, productivity, motivating employee, lowering employee turnover, increase employee retention and increase overall productivity and profitability. Bibliography Barak, M. E. (2013). Managing Diversity: Toward a Globally Inclusive Workplace: Toward a Globally Inclusive Workplace. London: SAGE Publications. Combs, G. M. (2002). Meeting the Leadership Challenge of a Diverse and Pluralistic Workplace: Implications of Self-Efficacy for Diversity Training. Journal of Leadership Organizational Studies, 4-16. Dass, P., Parker, B. (1999). Strategies for managing human resource diversity: From resistance to learning. Academy of management , 68-80. D'Nettoa, B., Shenb, J., Chelliahc, J., Mongab, M. (2013). Human resource diversity management practices in the Australian manufacturing sector. The International Journal of Human Resource Management, 1243-1266. Houkamau, C. (2011). The incidence and impacts of diversity management: A survey of New Zealand employees. Asia Pacific Journal of Human Resource, 440-460. Kramar, R. (2012). Diversity management in Australia: a mosaic of concepts, practice and rhetoric. Asia Pacific Journal of Human Resources, 20(2), 245261. Kulik, C. T. (2014). Working below and above the line: the researchpractice gap in diversity management. Human Resource Management Journal, 129144. mend.org.uk. (2013, October 4). Supermarket employees win discrimination case against Tesco. Retrieved July 14, 2016, from mend.org.uk: https://mend.org.uk/supermarket-employees-win-discrimination-case-against-tesco/ Perlmutter, F. D., Bailey, D., Netting, F. E. (2011). Managing Human Resources in the Human Services: Supervisory Challenges. London: Oxford University Press. Shena, J., Chandaa, A., DNettob, B., Mongaa, M. (2009). Managing diversity through human resource management: an international perspective and conceptual framewor. The International Journal of Human Resource Management,, 20(2), 235-251. Stone, R. J. (2013). Managing Human Resources (4th ed.). London: John Wiley Sons Australia,. www.ourtesco.com. (2015). Equal Opportunities and Diversity Policy. Retrieved June 17, 2016, from www.ourtesco.com: https://www.ourtesco.com/working-at-tesco/people-policies/expenses/equal-opportunities-and-diversity/equal-opportunities-and-diversity-policy/

Mummies Essays - Egyptian Gods, Egyptian Mythology,

Mummies According to British anthropologist, Edward Tylor, culture is that complex whole which included knowledge, belief, art, morals, law, custom, and any other capabilities and habits acquired by man as a member of society. (Ferraro, 18) Many cultures around the world have fascinating ceremonies and rites held for their dead but perhaps the most amazing is that of the ancient Egyptians. They are famous for their skillful embalming and their elaborate burial customs. The Egyptians believed that every person had a spirit that would live on after the human body died. The spirit would be able to move, eat, drink, and enjoy pleasures just like then the body was alive. But, in order to do this; the spirit had to have a recognizable body to dwell in. After the person died, the Egyptians believed that the spirit took two different forms: the ka and the ba. The ka was the persons double, created by a god named Khnum. The ka lived in the body until death. It would continue to live after death if and only if it was provided with the exact same image of the dead person. Sometimes a statue would be used to house the ka, but a mummy was ideal. The ka also needed food and drink to survive. Therefore, the Egyptians left jars of grain and water in the graves. The ba was the other form of a persons spirit. It was different than the ka in that it was able to leave the tomb. It could do this in any shape it pleased. However, the most common was a small bird with a human head that resembled that of the dead person. Without a mummy, there would be no ka and no ba. Death would be final, with no afterlife and this was something the ancient Egyptians could not accept. There were many gods that were important to the Egyptians but the most important was Osiris. The god Osiris was said to have triumphed over death, and every ancient Egyptian wanted to follow his example. Legend told that Osiris was a good pharaoh who was murdered by his evil brother, Seth. Seth cut Osiris into fourteen pieces and scattered them all over Egypt. His wife, Isis, eventually found all of them and magically Osiris body become whole. This story of the dead kings miraculous resurrection gave Egyptians hope in everlasting life. So to be reborn, a dead person tried to be identified with Osiris in every possible way. Mummies were prepared in exactly the same way as the body of Osiris had been hundreds of years before. If all went well, the mummy would become an Osiris and live forever. The key to making long lasting mummies was drying out the bodies of the dead before burial. The first part in doing this was to remove the organs that were most likely to cause decay. So the Egyptians decided that the stomach, the intestines, the liver, and the lungs would have to be removed. However, they believed that the body parts that were removed shouldnt be thrown away. Each organ was placed in a separate container of wood, pottery, or stone, to be preserved in the tomb forever along with the mummy. As long as the mummy and its insides were protected against, decay, the Egyptians believed that all the body parts would be magically reunited in the afterlife, just like in the story of Osiris. The next step in mummification was the drying out of the body itself. This was done by thickly coating it inside and out with a powdery white salt called naton. This salt had the ability to draw water from the skin and other tissues. This process took anywhere from thirty-five to forty days. During that time, the body lay on a slanted board known as the bed of mummification. This moisture dripped through a channel at the lower end into a pan or bucket. The final step was to wrap and bandage the mummy. A combination of large pieces of cloth and narrower strips of linen were used. The wrappings were applied in many layers. These wrappings covered whatever jewelry had been placed on the mummy. Precious objects were also placed on the mummy. As the layers