The Impact of Native Americans in Today's Society Research Paper

The Impact of Native Americans in Today's Society - Research Paper Example Currently, there are a wide variety of tribes and ethnic groups that come under the descriptor of Native American. Since the arrival of the Europeans, there has been a progressive and steady degradation of the Native American culture, with little evidence or indications in the present day of their culture. Throughout the history of the country there have been numerous examples of the race being mistreated, ignored and treated as the same or less than the Europeans, rather than as a distinct race with its own traditions. This has had widespread consequences for the remaining individuals of Native American origin. Studies have shown an increased rate of suicide, social issues and violence within Native Americans as a consequence of unresolved historical grief. One suggestion has been to incorporate more Native American culture into the lives of these people to help them heal and understand their grief and their own histories. Early Conflicts The culture of Native Americans before the i mmigration of European colonists to the country was that of hunter-gatherer societies, where cultivation of many staple crops was also carried out. History was carried from one generation to the next by stories and oral traditions. Unlike European society, which was patriarchal in nature, and held the concept of individual ownership of property and land, the Native American society focused on land use for all of the community. This difference in approach and culture as well as changes in the alliances that different groups held resulted in high levels of conflict throughout the history of America. There were numerous conflicts between the Native Americans and the British government. Native Americans were not content to sit and watch their own rights be taken away, and they acted to ensure their own interests, both in the diplomatic and in the economic sense1. The introduction of Europeans to the Americas had large effects on the Native Americans, resulting in the deaths of many numb ers of individuals, as well as a long-lasting history of racism, prejudice, and loss of tradition2. The first experience that the fledgling government of the United States had with the Native Americans was during the Revolutionary War. It was important for the government to ensure the support of Native American tribes in the war with Great Britain. Failing this, the next most important factor was ensuring the Native Americans remained neutral, i.e. they did not fight against the United States. This brought the first use of treaties between Native Americans and the United States government into being. Following the revolution, the relationship between the United States and the Native Americans was irrevocably changed.

Exploring Programming Languages Essay Example | Topics and Well Written Essays - 750 words

Exploring Programming Languages - Essay Example Secondly, the C# is also an object-oriented programming language developed by Microsoft for the development of windows based and internet applications which is literally the counterpart to Java of Sun Microsystems. Thirdly, the C++ programming language was developed by Bjarne Stroustrup, and defined as general purpose programming language that is better than the C language which supports data abstraction, object-oriented programming, and generic programming. Due to its extensive capabilities, most of the programs running in computer system such as applications, games, and even the operating system are written in C++ language. As what I have mentioned above, the three different programming languages are all object-oriented wherein the programming methodology focuses on the data rather than the process. The data can be entities or objects that are being manipulated. Objects are commonly defined as sufficient modules, conceptual entities, and run-time units that are used as the foundation of the program. In most object-oriented programming language, an object is characterized by its identity, state, and behavior. Identity is a property of an object that distinguishes from other objects, while the state describes the data stored in the object, and lastly, the behavior is the one that describe the methods of the object's interface Ja Java programming language defined objects as the bundle of related state and behavior wherein it stores its state in the fields and exposed its behavior through methods. In other programming languages, fields are treated as variables while methods are treated as functions. The classes in java are blueprints that are used for the creation of an object, thus, it makes an object an instance of a class. Java uses inner classes instead of pointers to create a concise adapter classes that are often used to connect a callback and event from a module to others. Inheritance in Java is the ability of a class to inherit frequent used states and behaviors of other classes. In general rule of inheritance, a class must only have one direct superclass or parent class, while one superclass can have unlimited subclasses or child classes. Instead of the templates being used by other programming languages, Java used generics to create classes and objects that can operate on any defined types. This adv antage gives the programmer an ease of use and better code. In C# programming language, a type was defined by a class, while the instances of the class are called objects. There is a similarity in the definition of the object in both C# and Java, wherein it stated from the latter that object is an instance of a class. The class is the heart or core of all object-oriented programming and so it is vital in C#. A class is a container of data or fields and operations that manipulate the data or method. Pointers are variables that hold the address in the memory of other variable. Since it is a pointer, it could be used in value types and arrays but not to a structure containing a reference types. The same as Java, that inheritance was also implemented for it was the specialization relationship wherein the class could inherit only from a single parent or superclass, but a certain class can have many or multiple interfaces. C# uses generics instead of

Memorandum Term Paper Example | Topics and Well Written Essays - 2500 words

Memorandum - Term Paper Example However, due to previous conflicts with her husband, based on domestic abuse, she had to face infliction by Cranston who was her neighbor in Youngsville, wherein Cranston was reported to have an illegitimate claim on the property. As a consequence, the continuous disruptive behavior of Cranston had severely impacted the psychological condition of Walsh causing her emotional distress. In relation to the provisions included under the Public Law, it can be stated that Walsh has a claim against Cranston due to his behavior of intentional infliction, which led her to suffer severe emotional depression. In this case, the continuous emotional distress intentionally caused by Cranston can also be treated as an offense, affecting psychological well-being of Walsh. BRIEF ANSWER TO THE CONCLUSION In relation to the case scenario, the conduct of intentional infliction by Cranston applying various means can be recognized to be guided by the purpose of forcing Walsh to leave the Youngsville commun ity and the property. The case records also reveal that the intentional behavior of Cranston was influenced due to the previous records of Walsh concerning the conflicts with her husband. ... The continuous intentional pressure imposed on Walsh by Cranston, to leave the residing place finally made Walsh to face severe psychological depression. Moreover, using PYR's "official" eviction notices can also be considered as the violation of public law by Cranston, which in turn also calls for an investigation to the justness of his claims as per the relevant statutes of property law. Further investigations of the justness of corporate claims brought by Cranston using the official eviction letter from PYR, it can be justified whether the claimant can force any individual to leave any residing place. In this context, Cranston should procure adequate evidence regarding the illegal residing process of Walsh in that particular community. Additionally, Cranston must need to bear adequate formalities, if he desires to prosecute any legal case against Walsh. In this regard, Walsh can also raise major legal actions against Cranston due to his continuous conduct of intentional infliction practices in order to force her to leave Youngsville. Subsequently, she can adopt adequate legal measures on the grounds of intentional infliction conducted by Cranston, causing her psychological depression and nervous wreck. STATEMENT OF FACTS With regard to the background of the case, the major purpose of Cranston was to form Youngsville community, primarily with retired persons. In order to accomplish the goal of establishing Youngsville community for the retired persons, Cranston has been identified to send â€Å"eviction notice† to the families having minor children, who were residing within the particular community. However, it has been

Qualitative Research in Educational Processes Essay

Qualitative Research in Educational Processes - Essay Example The benefits of the use of qualitative research are also highlighted. The key social processes in educational environments are thinking, understanding, learning, studying, teaching, and interrelating. With respect to studying gender related issues in the primary school setting, all of these can show that there exist gender differences i.e. between boys and girls expressing their gender roles warranting a closer study of these social phenomena. The justification could be to prevent gender bias, stereotypes, discrimination, and so on. A study of these social processes especially requires a close examination of the phenomena of relationships within it. These relationships involve interactions mainly between students, teachers, the school management and parents. But the nature of these relationships is shaped by the context or environment and ethos within which they function i.e. the classroom and school atmosphere. For example, there are particular school rules that define these relationships, and children tend to behave differently at school than they do at home. In the latter, student behaviour is the phenomenon and the context is the classroom and school. ... The justification could be to prevent gender bias, stereotypes, discrimination, and so on. A study of these social processes especially requires a close examination of the phenomena of relationships within it. These relationships involve interactions mainly between students, teachers, the school management and parents. But the nature of these relationships is shaped by the context or environment and ethos within which they function i.e. the classroom and school atmosphere. For example, there are particular school rules that define these relationships, and children tend to behave differently at school than they do at home. In the latter, student behaviour is the phenomenon and the context is the classroom and school. If we distinguish between two sets of relations on the basis of gender, behavioural differences can be noted between boys and girls. These would typify behaviour associated with that gender although there could also be observed differences due to variations of the social context. In the process of learning too, there are observed gender differences. Qualitative research can help to understand these processes so that we can deal with the issues better. There is also a prevalence of stereotypes in the way boys and girls perceive different subjects and their contrasting attitudes towards them. A study of the role of gender can help to understand why certain subjects are regarded as masculine and others as feminine. Attitudes and study patterns differ between the sexes. The perceptions and attitudes formed early on can later impinge on their academic choices later in life. Gender differences and other gender related issues in a school could manifest not only whilst studying in

Peel Memorial Hospital Case Analysis Essay Example for Free

Peel Memorial Hospital Case Analysis Essay Introduction Prior to the 1990s, generous government funding allowed Canadian health care facilities to provide excellent service and quality. In the early 1990s, increasing health care costs have changed government funding, requiring providers to be more financially accountable. In the mid-1990s, hospitals and regional health authorities across Canada were under siege from funding restraints, mergers and forced closures. At the same time, the healthcare industry was focused on delivering high-quality patient care and aligning the key stakeholders to the newly created vision. To evolve and to survive, Peel Memorial Hospital (PMH) implemented the Balanced Scorecard performance management system and that is the focus of this case study. Also highlighted are the value of and the benefits to be gained when best practices from the corporate sector are successfully adapted to the health care environment. History and Issues Peel Memorial Hospital (PMH) in Brampton Ontario lacked measurable targets and tired Mission Statement that tried to be all things to all people (Harber, 1998). Internal surveys revealed that employees were unclear on the organization’s strategic direction and the linkage of various programs and initiatives undertaken. In 1994, PMH embarked on a comprehensive Continuous Quality Improvement (CQI) training program for all staff which was followed by a burst of departmental and interdepartmental improvement initiatives. The hospital management looked closely at whether time, money and energy were being focused on the key clinical and business processes. Meanwhile, the hospital employees wanted to know how the evolving program management structure relates to PMH’s move into a patient focused care model; how these organizational development initiatives tie in with PMH’s move to shared governance models for nursing and the professional discipline; and where the fit for CQI and new computer system were. Working with Xerox Quality Services, PMH identified the â€Å"balanced scorecard† solution as a good fit for PMH and an effective vehicle to further evolve the organization. In 1995, PMH adopted the balanced scorecard system to measure its performance. Performance Management System Analysis The use of balanced scorecard in hospitals as part of their performance management and strategic management system has increased substantially. These scorecards incorporated the concern of the hospitals’ stakeholders, focused on the hospitals’ processes, and included both financial and non-financial indicators for performance measurement. The balanced scorecard at PMH included six categories of business with 23 data elements that were the drivers of the performance results. At the center of the Integrated Management Model framework was the Patient and Community Focus. The other five categories of business were Management Leadership, Human Resource Management, Patient Care Process Management, Quality Tools and Information Utilization, and Performance Results, and their interrelationship was identified in the framework (Harber, 1998). â€Å"The first year of implementation included objectives that identified the need for corporate measurement tools such as patient and st aff/team satisfaction† (Harber, 1998, p. 60). During year two of implementation, the Integrated Management Model was streamlined to reduce the data elements. By now, PMH had become more adept at managing and understanding the causal relationship between performance indicators and performance results. It had a good idea of which performance results help to drive performance results in other areas. Although the development of the balanced scorecard was a major undertaking and the development of performance measures a challenge, the implementation of balanced scorecard at Peel Memorial Hospital was a success as the satisfaction level from patient rose from 89 percent to 95 percent and the staff satisfaction survey participation rose from 33 percent to 75 percent. Also, PMH achieved a better understanding of where to invest time and money  in learning objectives and the ability to relate mission and vision statements to performance. It also enables PMH to become the lowest-cost provider in its peer group. The balanced scorecard provided PMH the ability to translate the hospital’s strategic objectives into a coherent set of performance measures as well as to align the seemingly disparate elements with organizational objectives. Conclusion Mello (2011) says that performance management systems can significantly impact organizational performance and process. The achievement of organizational goals requires a sensible balance between managerial commitment to the strategic interests of a business and to the human interests of its everyday operation at every level. The successful in health care management will depend on organizations and top executives balancing quality and customer satisfaction with adequate financing and long-range goals. The balanced scorecard not only provides a framework for establishing performance measurement goals but also incorporates continued quality improvement throughout the organization. Today, more and more Canadian hospitals have adopted balanced scorecard as their strategic management system. References Mellow, J. A. (2011). Strategic Human Resource Management. Mason, OH: South-Western Cengage Learning. Chapter 10, p. 438-454. Harber, B. W. (1998). The Balanced Scorecard Solution at Peel Memorial Hospital. Hospital Quarterly, p. 59-63.

Grievance handling procedure in Reliance Infocomm Limited

Grievance handling procedure in Reliance Infocomm Limited To develop a Grievance handling procedure for Reliance Infocomm after studying in detail the types and causes of grievances those are specific to Reliance Communication Limited. Objectives: To frame a Grievance Redressal Procedure for Reliance Infocomm Limited. To analyze the types of grievances that existed among the employees of Reliance Infocomm Limited. To obtain suggestions on the kind of Grievance Redressal Procedures from the employers of Reliance Infocomm Limited. Introduction: Every employee has certain expectations which he thinks must be fulfilled by the organization he is working for. When the organization fails to do this, he develops a feeling of discontent or dissatisfaction. When an employee feels that something is unfair in the organization, he is said to have a grievance. In the Industrial Relations language, Grievance is defined as anything which irritates or tends to make work conditions unsatisfactory and thereby harbors a discontent or dissatisfaction arising anything connected with the company that an employee thinks, believes or even feels, unfair, unjust. In this sense many of the controversial issues in Industrial Organizations may be said to arise as a result of incept or ill-advised handling or neglect of grievances which individually may appear trivial but collectively may become explosive. The basic objective of the project is to frame a Grievance Redressal Procedure for Reliance Infocomm Limited and to analyze the types of grievances that existed among the employees of Reliance Infocomm Limited. Telecommunications Industry IN India The telecommunications industries in India are highly competitive. The growth rates in the number of telecommunication lines (both fixed and mobile) have been growing quite significantly, teledensities have been steadily improving and the ratio of mobile to fixed communications has crossed unity. In addition to the distribution of telecommunications services, India has a sizeable telecommunications equipment manufacturing industry. India has followed a policy of establishing a stand alone public laboratory, which was charged with the responsibility of developing a family of digital switching equipments and then transferring this generated technology to domestic public and private sector telecom equipment manufacturers. The telecommunications industry is a good example of the fact while having cheap factor endowments is necessary for a country to establish its presence in the international market; ability to move up the innovation ladder is a sufficient condition for that to occur. India is been considered to be the emerging technological giant from the developing world. India spent about one percent of their GDP on RD and have a growing number of patents issued in the US to their local inventors. India is an acknowledged powerhouse in embedded software, business software in general, chip designs and in pharmaceuticals. India has one of the largest telecommunications networks in the world. Reliance Infocomm is part of a large Indian conglomerate namely Reliance Industries. The American telecoms company, Qualcomm that pioneered the CDMA technology, holds about 4 per cent of the shares of Reliance Infocomm. Qualcomm makes money from royalties every time a chipset is inserted into CDMA phones and other network equipment as well as from license fees. Further based on my discussions with Midas Communications, it could be seen that the order from Reliance Infocomm has led to a large quantum of orders from both elsewhere within the country and from abroad. For instanc e, following test-run with 25,000 CorDect systems in 24 cities across nine states for over an year, Bharat Sanchar Nigam Limited (BSNL) has recently awarded a contract for over 0.6 million CorDect lines. The BSNL contract is worth around Rs. 7 billion and is divided among Himachal Futuristic Communications Ltd (HFCL), Indian Telephone Industries Ltd (ITI), and Electronic Corporation of India (ECI), Shyam Telecom and Hindustan Teleprinters Ltd (HTL). Literature Review Introduction In a broader perspective, any discontent or dissatisfaction, real or imaginary, experienced, by an employer about his or her employment constitutes a grievance. In their working lives, employees occasionally become aggrieved at the treatment meted out to them by the supervisors or the management on certain service conditions managerial decisions, practices, etc., A grievance should be treated as a show cause issued by the workmen against the management by an undertaking. Grievances can arise mainly under two conditions, namely: When management attempts or does something which it is not expected to do. When the management fails or refrains from doing something which it is expected to do. Thus a grievance is also an indicator of the organizational health. The complainant may or may not specifically assign reasons for dissatisfaction. But once the complaint is formally presented it has got be investigated and a solution is found out. According to Beach, D.S, and Personnel Administration, of People at Work, 1965, Any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of management. According to S. Chandra, Grievance Procedure: A Survey of Practices in India, 1968, the following causes have been given of employee grievances: Promotions, Amenities, Continuity of services, Compensation, Disciplinary action, Fines, Increments, Leave, Medical Benefits, Nature of the job, Payment of wages, Acting promotion, Recovery of dues, Safety appliance, Superannuation, Super session, Transfer, Victimization and Conditions of work. The handling of special grievances may involve special steps as well as, or in place of, skipping certain steps within normal grievance channels, by Petterfer, J.C, Effective Grievance Arbitration in California Management Review, 1970. According to Shea, John, Would Foremen Unionize? in Personnel Journal, 1970, There are always time limits between different steps of the grievance procedure. Additional steps are taken within a grievance system when labour is dissatisfied with the solution put forward by the lower line management. According to Jucius, J.M., Personnel Management, 1971, A grievance is any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company which an employee thinks, believes or even feels to be unfair, unjust or inequitable. Any real or imagined feeling of personal injustice which an employee has concerning his employment relationship by Keith Davis, Human Relations at Work, 1971. A written complaint filed by an employee and claiming unfair treatment by Dale Yoder, Personnel Management and Industrial Relations, 1972. The Indian Institute of personnel Management, Calcutta, in the year 1973, has briefly summarized the grievance procedure in the following five steps: In the first instance, the grievance should be settled at the lowest level, that is, the employee should raise his grievance with his immediate superior. It should be made clear to the employee that he may appeal if he does not get satisfaction from his immediate superior. He should know who the next person in the echelon of management is to whom he should refer his grievance. The grievance should be speedily dealt with If the grievance is against any instructions issued by the superior, the employee should clearly understand that, in the interest of discipline, the instructions must first be carried out before the grievance can be considered and decided upon. It is only when this has been done that the employer will register his protest and set the grievance handling procedure in motion. It should be clearly understood by the employee that there will be no recourse to any official machinery till the grievance redressal procedure has been set in motion and that, in the event the employee is still dissatisfied, there will be no direct action by either party which might prejudice the case or raise doubts while the grievance is being investigate. The grievance is usually more formal in character than a complaint. It can be valid or ridiculous, and must grow out of something connected with company operations or policy. It must involve an interpretation or application of the provisions of the labour contract says Flippo, Principles of Personnel Management, 1976. Chapman, Brad J., 1976, observes: An employees concern for his job security may prompt a grievance over a transfer, work assignment, or promotion. Sometimes bad relations between supervisors and subordinates are to blame: this is often the cause of grievances over fair treatment. Organizational factors like automated jobs or ambiguous job descriptions that frustrate or aggravate employees are other potential causes of grievances. Union activism is another cause. For example, the union may solicit grievances from workers to underscore ineffective supervision. Problem employees are yet another cause of grievances. These are individuals, who, by their nature, are negative, dissatisfied, and grievance prone. According to Sikula, A.F., Personnel Administration, 1978, It is not possible that all the complaints of the employees would be settled by first-line supervisors, for these supervisors may not have had a proper training for the purpose, and they may lack authority. Moreover, there may be personality conflicts and other causes as well. According to Brian Bemmels, Janice R.Foley, a common criticism of grievance procedure research is the lack of theoretical grounding for much of the research done prior to 1985. Several earlier reviews of the grievance literature raised the challenge of improving on the theoretical aspects of grievance research. According to Michael Corcoran, 2006 a solicitor in the Steeles employment team, offers advice on grievance procedures: The aim of a grievance procedure is to encourage consistency, transparency and fairness in the handling of workplace problems or complaints. It should allow the employer to seek an informal resolution where appropriate but allow for more formal proceedings should the circumstances demand. The grievance procedures must be followed in relation to any grievance about action by any employer that could form the basis of a complaint by an employee to an Employment Tribunal. A grievance is a complaint by an employee about action which his employer has taken or is contemplating taking in relation to him. Research Methodology RESEARCH OBJECTIVES: To gain familiarity with a phenomenon or to achieve new insides into it. To portray accurately the characteristics of a particular individual situation or a group. To determine the frequency with which something occurs with which it is associated with something else. To test a hypothesis of a casual relationship between variables. RESEARCH TECHNIQUE: A research technique refers to the behavior and instruments we use in performing research operations. Here, regarding this project the techniques of Questionnaire is used with attitude skills, nominal scales, ordinal scales, and interval scales, and ratio scales mass behavioral scales. RESEARCH DESIGN: A research design is the arrangement of conditions for collection and analysis of date in manner that aims to combine relevance to the research purpose with economy in procedure. Regarding this project, descriptive research design is applied. Here, Descriptive research design is concerned with describing the dissatisfaction of each individual on his job and the diagnostic research design helps in diagnostic research design helps in determine the frequency with which something occurs or its associated with something else. These two research designs helps in understand the characteristics in a given situation, think systematically about aspects in a given situation, offers idea for probe and research help to make certain simple decision. The researcher adopted random sampling method which includes 100 executives of Reliance Communication Limited. Conclusion In conclusion it is very important to remove the misunderstandings between the misunderstandings between the employer and employee. Human relations are the most important. It is the duty of the employer to remove the conflict from the minds of his employees and to localize problems and to find out ways and means for redressal of grievance. For achieving this goal an effective grievance procedure will certainly contribute to industrial peace and contended or happy labour.

Pallas Athene Versus Minerva :: essays research papers

Pallas Athene Versus Minerva   Ã‚  Ã‚  Ã‚  Ã‚  The Goddess Athena has been an incredibly well-liked mythological character for centuries because of her complex personality and the values which are taught through her actions. The powerful Goddess has been generally thought of as being the same person in both Greek and Roman stories alike, but this is not true. Athena was looked upon and spoken of very differently in Roman and Greek myths, though she remains with the same basic personality traits in both cultures. Rome acquired it's stories of mythology and religion from the Italians (who derived their beliefs from the Greeks), and therefore most of the myths of deities were the same as the Greeks', but with a few changes. The Italians also gave the Romans stories of Diana, Hercules, Venus, and a few minor characters. The Greeks came about with their Gods from past ancient cultures, weaving in some of their own characteristics as time went on.   Ã‚  Ã‚  Ã‚  Ã‚  Pallas Athena (the name Pallas being that of her best friend, whom she accidentally killed while practicing with spears) in both cultures is the patron Goddess of arts and crafts, weaving, the olive tree, overseer of Athens, and especially of Wisdom/War. Because the Greek culture was one of intelligence, sophistication and knowledge, Their version of Athena was mainly of a logical and sensible person, who would avoid a fight if possible. The Romans, who were a society of warlike men, focused on Minerva's war capabilities and short temper. Both cultures focused on the parts of the Gods which were most like themselves and best suited their needs.   Ã‚  Ã‚  Ã‚  Ã‚  For the Greeks, the Gray-Eyed Goddess was not associated with specific people except for Her rivals. The Romans, however, formed a group of Immortals into the Capitoline triad, consisting of Jupiter, Juno and Minerva. These three assumed a supreme place in the Roman religion, acting like a Jury of Watchers over the mortals. The Romans built a temple in honor of the Triad, named the Temple of Jupiter Capitolinus, which was built in 509 BC.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion, I have been able to see how these two civilizations have viewed one part of their religion and why they do so. There were logical reasons for their viewing of Athene, most of which were based on their strengths Pallas Athene Versus Minerva :: essays research papers Pallas Athene Versus Minerva   Ã‚  Ã‚  Ã‚  Ã‚  The Goddess Athena has been an incredibly well-liked mythological character for centuries because of her complex personality and the values which are taught through her actions. The powerful Goddess has been generally thought of as being the same person in both Greek and Roman stories alike, but this is not true. Athena was looked upon and spoken of very differently in Roman and Greek myths, though she remains with the same basic personality traits in both cultures. Rome acquired it's stories of mythology and religion from the Italians (who derived their beliefs from the Greeks), and therefore most of the myths of deities were the same as the Greeks', but with a few changes. The Italians also gave the Romans stories of Diana, Hercules, Venus, and a few minor characters. The Greeks came about with their Gods from past ancient cultures, weaving in some of their own characteristics as time went on.   Ã‚  Ã‚  Ã‚  Ã‚  Pallas Athena (the name Pallas being that of her best friend, whom she accidentally killed while practicing with spears) in both cultures is the patron Goddess of arts and crafts, weaving, the olive tree, overseer of Athens, and especially of Wisdom/War. Because the Greek culture was one of intelligence, sophistication and knowledge, Their version of Athena was mainly of a logical and sensible person, who would avoid a fight if possible. The Romans, who were a society of warlike men, focused on Minerva's war capabilities and short temper. Both cultures focused on the parts of the Gods which were most like themselves and best suited their needs.   Ã‚  Ã‚  Ã‚  Ã‚  For the Greeks, the Gray-Eyed Goddess was not associated with specific people except for Her rivals. The Romans, however, formed a group of Immortals into the Capitoline triad, consisting of Jupiter, Juno and Minerva. These three assumed a supreme place in the Roman religion, acting like a Jury of Watchers over the mortals. The Romans built a temple in honor of the Triad, named the Temple of Jupiter Capitolinus, which was built in 509 BC.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion, I have been able to see how these two civilizations have viewed one part of their religion and why they do so. There were logical reasons for their viewing of Athene, most of which were based on their strengths