Bronfenbrenners Ecological Theory of Development Essay

BRONFENBRENNERS ECOLOGICAL THEORY OF DEVELOPMENT Bronfenbrenners Ecological Theory of Development Jermor Simmons Capella University #8195; Table of Contents Table of Contents 2 Abstract 3 Method 4 Results 4 References 5 #8195; Abstract The development and growth of an individual is within the constraints of the social environment (Jordan 183). Bronfenbrenners theory that development is influenced by experiences arising from broader social and cultural systems as well as a childs immediate surroundings. Ecological Systems Theory, also called Development in Context or Human Ecology theory, specifies four types of nested environmental systems, with bi-directional influences within and between the systems.†¦show more content†¦For example, an individual usually acts differently within his or her own family than within a classroom. The person may speak more often at home, be less goal-oriented, and, almost certainly, will not sit at a desk for hours on end. Other things being equal, according to Bronfenbrenner, when the relation between different microsystems is a compatible one, development progresses more smoothly. A common example of this is the relationship between home and school. When role expectations ar e similar in both settings, e.g., try your hardest, do your own work, be on time, etc., children will be expected to perform better than if role expectations differ substantially from one setting to the next. The microsystem is described as the settings in which an individual lives. Family had played a big role in my entrance into graduate school, because I would be the first person in my family to enter graduate school and complete it. The mesosystem direct impact on my entrance into graduate school is a little complicated, because I was raised by my grandmother, whom worked very hard to make sure we had a place to lay our head and a table to eat at. She didnt have time for all the parent teacher conferences and any sports I was involved in. So the connection between home and school was very seldom unless I did something wrong and she had to come up to the school. The exosystem direct impact on me entering graduate school didnt play aShow MoreRelatedBronfenbrenners Ecological Theory of Development1479 Words   |  6 Pagesdecision HS5002 Survey of Research in Human Development and Behavior Bronfrenbenner’s Ecological Theory Urie Bronfrenbenner (1971-2005) created the ecological theory based on different levels to indicate how a child’s environment affects his/her development as well as minor and major life decisions. Bronfenbrenner categorized his theory into four levels: the microsystem, the mesosystem, the exosystem, and the macrosystem. Each level of the theory plays a role in the decision making process andRead MoreThe Effects of Bronfenbrenner’s Ecological Theory Essay1137 Words   |  5 PagesThe Effects of Bronfenbrenner’s Ecological Theory Kathleen A. Gebert Capella University Abstract Urie Bronfenbrenner Ecological Theory suggests that child growth and development started and ended with a layer of ecological systems. The systems consists of microsytem (family or classroom), meosystem (two microsystem interacting such as neighborhood and family), exosystem (external environments that affect a child’s growth i.e. parents workplace), macrosystem (the larger society cultural environment)Read MoreBronfenbrenner s Theory Of Human Development1673 Words   |  7 PagesBronfenbrenner’s Bioecological Theory Background The study and research of human development has always been intriguing and intensive. There are five perspectives commonly discussed: psychoanalytic, learning, cognitive, contextual, and evolutionary/sociobiological. Those who follow the contextual perspective believe that development can be understood only in its social context. Also, they observe the individual as an inseparable component of the environment. Psychologist Urie Bronfenbrenner isRead MoreThe Bronfenbrenner Theory Essay1228 Words   |  5 PagesThe composition of Urie Bronfenbrenner’s ecological theory cultivate a framework to study the numerous connections between the developing child from mother and father relationships to the environment, community settings, cultural influences and financial factors. The four levels of environmental stimuli the micro- , meso- , exo- and macrosystems, each intermingled within one another representing degrees of personal connections. Change and constancy are mediated by t he passage of time. The chronosystemRead MoreJuno Developmental Theories898 Words   |  4 Pagesgive it up for adoption, Juno’s journey centers around the result of that decision. There are a number of developmental theories that can be applied to Juno’s journey, however the one that will be expounded upon in this paper will be Bronfenbrenner’s Ecological Systems Theory. According to Bronfenbrenner’s theory there are five different layers of an individual’s personal development. These layers are composed of multiple varying factors of universal values, societal customs, and governing laws. AnRead MoreExamples Of Bronfenbrenners Ecological Model1341 Words   |  6 PagesBronfenbrenner’s Ecological Model Tommy G. Maher, Jr. Bakersfield College CHDV B42 Fall 2017 October 29th, 2017 Abstract Bronfenbrenner’s Ecological Systems model describes four (4) systems that work intricately within each other, similar to a circle of rings, which influence human development. With the individual positioned at the center of the model encompassed by these four (4) rings, each ring acts as a different context by dictating the way in which the individual behaves, developsRead MoreRelations of Urie Bronfenbrenner the Ecological Systems Theory to the â€Å"Growing up in New Zealand† 1137 Words   |  5 Pagesone developmental theory; and discuss its relevance in relation to findings from the â€Å"Growing up in New Zealand† study. I have chosen Urie Bronfenbrenner the Ecological Systems Theory. I will look at the findings of the Now We Are Born Report that has collated study cohort data from birth to 9 months old (Morton, Atatoa-Carr, Grant, Lee, Bandara, Mohal, Kinloch†¦et al 2012). I will discuss how two finding relate to Brofenbreener’s model. Urie Bronfenbrenner: Ecological System Theory Urie BronfenbrennerRead MoreThe Ecological Systems Theory Developed by Urie Bronfenbrenner1314 Words   |  5 Pagesand development. The Ecological Systems theory developed by Urie Bronfenbrenner exposes these influences and discusses how they can either have a positive or negative impact on the relationship children have with their parents, peers and community. In an ever-changing occupation, it is important that theories can first be practically used throughout the industry, and also adapted easily when changes are made throughout time. Developed in 1979 by Urie Bronfenbrenner the Ecology Systems Theory focusesRead MoreThe Cultural And Contextual Impacts Of A Child s Development Essay1630 Words   |  7 PagesPiaget, Gesell, Erikson are all theorists that looks and discusses the development of a child. Each theorist looks at the different domains of a child’s development. Piaget looks at the cognitive development, Gesell looks at the physical and Erikson looks at the emotional development. Bronfenbrenner’s theory will also be looked at as it examines the cultural and contextual impacts of a child’s development. Ruby will be the child that will be looked in this essay. She is in the early childhood stageRead MoreBronfenbrenners Ecological Model757 Words   |  4 PagesCHDV B42 Child, Family, and Community Bronfenbrenner’s Ecological Model Bronfenbrenner’s ecological theory of development is relevant to state of all our lives. His research shows how our development is affected by the environment we are in. This is explained to us in five different parts. Urie Bronfenbrenner proposes an ecological theory that centers on the relationship between the developing individual and the changing environmental systems. This theory is broken down into a model of five

Essay on Natural Gas Fracking Risks - 1519 Words

Natural gas is said to be one of the most popular forms of energy today. In the past, often left undeveloped and wasted, it was once considered â€Å"unusable† and â€Å"worthless†, compared to oil. In order to try to break our country’s dependence on foreign oil supplies, we have begun to dip into our own natural gas supply. Natural gas is found underground, and is produced when trapped gas is released above ground. Hydraulic fracturing or fracking is a process that extracts natural gas from the ground. As harmless as the billion dollar producing oil companies would want us to believe, environmental groups, scientists, and average citizens have raised concerns about the negative impact of hydraulic fracking on the environment and†¦show more content†¦As more and more natural gas locations are sprouting up so close to home, it makes sense to explore the risks proven to be associated with fracking. Groundwater polluting of communities near natural gas drilling sites, has been linked to fracking. â€Å"At least 15 water-wells in Rosebud, Alberta, have gone bad since EnCana Corporation fracked into their aquifer in search of shale gas in 2004† (Nelson 25). By fracking into the aquifer, the chemicals used in the process undoubtedly contaminated the drinking water of the area. Nelson also reports of Rosebud resident, Jessica Ernst and her family’s experience with fracking. Ms. Ernst stated that Encana gas told her family that they would never fracture near her family’s aquifer. By 2005, Ms. Ernst says that her water started going bad, she was receiving horrible burns and rashes from showering, and her dogs refused to drink the water so that is when she began to pay attention (Nelson 25). It is a horrible thought that a person could get burnt taking a shower in their own home or not be able to provide their pets safe water to drink. â€Å" In 2006, Ernst decided to go public, showing reporters how she could set fire to her tap water, and speaking out about the industry† (Nelson 25). â€Å"One gas company recently bought out the town of Dimock, Pennsylvania, for $4.1 million because fracking made the water completely undrinkable† (Nelson 26). It makes one wonder how large drillingShow MoreRelatedFracking : A Controversial Controversy1486 Words   |  6 PagesFracking is a highly controversial practice that utilizes the injection of water, chemicals and abrasives to extract relatively inaccessible pockets of natural resources. Although fracking has the potential to benefit the domestic economy, the practice of hydraulic fracturing, if left unregulated and mismanaged poses significant risks to the environment, the ecosystem and safety. Fracking has become a highly controversial and publicized topic in recent years due to rising concerns into the potentialRead MoreThe Economic Report On Fracking, Is It Worth It?1465 Words   |  6 PagesEconomic Report Fracking, is it Worth it? Ron Withall Business 630, Dr. Lynn Reaser SUBJECT Our dependence on foreign oil and natural gas has created a vulnerability affecting our national security and economic stability. Up until this past decade there was an appreciable decline in our oil and natural gas production in the US and we were tied to world market price fluctuations. Oil prices and natural gas prices rose and fell based on OPEC’s and other large oil and natural gas producers’ productionRead MoreHydraulic Fracturing Is Risky And Dangerous For The Environment1153 Words   |  5 Pagesresidents of Flint did. Well there is. Everywhere there is Hydraulic Fracturing, there is a risk that your tap water will become polluted. Hydraulic Fracturing is risky and dangerous for the environment and not worth the benefits of natural gas. Hydraulic Fracturing is a process that involves drilling a well and injecting water at high speeds to break up rocks and minerals underground and allows natural gas to flow out to be collected, according to Hydraulic Fracturing Should be Banned written byRead MoreFracking Boom : How Fracking Ignited American Energy Revolution And Changed The World Essay741 Words   |  3 PagesNatural gas is the transitional fuel that is cleaner than coal and oil that has been experiencing a boom in the United States for the last few decades. Natural gas is most familiar to us in the form of heating and cooking on gas ranges. It is abundantly available and modern technology has made it much more accessible and cheaper than other energy sources. Hydraulic fracturing, known short as fracking, is the combination of technology with water and chemicals, and high pressure, that breaks throughRead MoreThe Effects Of Fracking On Environmental Impacts On The Environment1094 Words   |  5 PagesSubstantial societal concerns regarding fracking s environmental impacts have been raised. Firstly, the water requirements are significant, with an average of 20 million litres used per well. This is 50-100 times more water than in conventional natural gas extraction. An increase in fracking may exacerbate current global water stress due to pollution, climate change and population growth (Kim 2014). In addition to this, the water mixtures used in fracking contain an average of 200 000 litres ofRead MoreA Brief Note On Environmental Injustice And Fracking1341 Words   |  6 PagesOctober 8, 2015 Environmental Injustice and Fracking Recently, North Carolina has been conducting pilot studies to determine whether or not hydraulic fracturing should be pursued in the state’s shale beds, a topic that causes much polarized debate. Hydraulic fracturing, otherwise known as â€Å"fracking,† uses water, sand, and chemicals to release natural gas from as far as 10,000 feet below the Earth’s surface. Supporters of fracking claim that natural gas is an ideal â€Å"bridge fuel† as the energy industryRead MoreFracking, The Splitting Decision : An Analysis1726 Words   |  7 PagesFracking, The Splitting Decision: An Analysis of the Advantages and Disadvantages of Fracking Abstract Fracking, or hydraulic fracturing, is the process of drilling into the Earth and subsequently directly a high-pressure water, sand, and chemical mixture at shale rock to release the gas inside, out through the head of the well. Fracking allows firms to access previously inaccessible resources of oil and gas buried underneath the earth and hidden in the rocks. In the U.S., fracking has boostedRead MoreFracking : A Natural Source Of Clean Energy Essay1191 Words   |  5 Pagescreate tiny fissures in the rocks that lie deep beneath the earth; The rocks then allows gas and oil to flow into the well. In fracking, or hydraulic fracturing, drillers inject water, chemicals, sand, or gravel, deep underground to crack open shale rock that can contain huge deposits of oil and gas. Combined with another technique known as horizontal drilling, which is exactly what it sounds like. Fracking is often used as an overall term to describe the whole process of shale energy developmentRead MoreFracking And The Gas Industry1573 Words   |  7 Pageshydraulic fracturing - a process for extracting natural gas- has spread rapidly across the United States. High volume hydraulic fracturing, or â€Å"fracking,† is a process in which water and chemicals are injected into shale formations underground in order to release trapped natural gas. As fracking spreads throughout the United States, there are more and more reported cases of contaminated drinking water and illness among citizens living near fracking sites. Even with these cases, it is still difficultRead MoreFracking : Fracking And Fracking1524 Words   |  7 Pages Hydraulic Fracturing Research Paper Hydraulic Fracturing (also commonly known as fracking) is a process used to extract natural gasses deep within the earth. This is done by drilling vertically into the ground until the desired depth; then drilling horizontally; and pumping millions of gallons of water, sand, and other chemicals into the drill at a high pressure to create fissures through which the gas can escape. Currently, hydraulic fracturing is extensively used in the United States in order

Some Are Employee Behavior And Motivation †Myassignmenthelp.Com

Question: What Are Values Of Employee Behavior? Answer: Introduction: Employee behaviour and motivation are some of the organizational concepts that have been studied by the researchers in order to know about the behaviour of the people at the workplace in different situations. Human resources have become the specialized department so that the employees can be managed at the workplace. The major concern of the human resource managers these days is related to the values and the behaviour of the people of different age at the workspace (Cennamo Gardner, 2008). This is because the people of different age groups have different requirements and need as well as different ways of working in the organizations. This study helps in understanding about the changing nature of work values at the workplace because of the difference in the age group of the people. This is because managers have to maintain the balance between the different generations employees who work together under a roof having different thinking processes. Values can be defined as the beliefs of the people that remain constant in different situations. The values of an individual form his personality and the way he works at the workplace (Twenge, Campbell, Hoffman Lance, 2010). There are many reasons that can affect the values of the person such as his upbringing, his cultural background, his family, the environment and the educational values of the arson. Values developed slowly and steadily among the individual. The experiences they go through in their lives may also affect their beliefs and the thought process for different situations. For instance, there are cases where an individual have different beliefs then his family such as the whole family of the individuals believes in God but he may be an atheist because of some of the situations he may have experiences (Adner Kapoor, 2010). Thus, experiences also play a great role in framing the values of the individuals. It has been analysed that different researchers have different views regarding the work values. Some argues that the personal values and work value have some kind of similarities in the structural aspect while other argues that work values can emerges when the personal values of the person have projection on the work that person is doing (Gursoy, Maier Chi, 2008). Work values are considered as the element that is the basis of the behaviour of an individual in the organization and various organizational factors also affect the work values of the people. It has been identified that the work values of the person should be the fundamental rights and wrongs that need to be articles at the workplace. There are two dimensions in which the values at the work can be assessed (Beutell Wittig-Berman, 2008). One dimension is the moral aspect of the value and the other dimension is the requirement of the value at the workplace. Importance of work values at the workplace: Work values have become a vary import part of workplace these days. This is because there are different generation that are working at the same workplace and the generation gap can be observed even in the gap of 5 years of age. Generation gap results in difference in the thinking process of the people at the workplace. Thus, or makes it difficult for the managers to manage such distinct people (Cogin, 2012). Examining the values at the workplace helps the managers to know about the intergroup differences in the groups that are working together in the organization. This information helps the HR manager to manage such employees who have different thinking and working process. Changing trends in the work values of generational groups: Difference in the generation affects the values that develop among the people. It has been identified that the social and the historical events affect the values of the groups in different generations. The theory of life span suggests that all the people generally experience same things at the same time of their life span. There are different developmental stages in the life span of the individuals and those stages provide them with different experiences that affect their beliefs at that point of time in their life. As similar situation are experienced by the people at similar age, it is possible that they develop same kind of values in their life span in accordance with the time. It has been analysed that the workers who are old may have received different types of training as compared to the younger ones (Guest, 2011). The concept of career has also changes and so as the thinking bad values of the people. In earlier times, people used to work for a single company for long period of time or for a life time as they feel committed towards their company but now people also thinks individually about their career and look for opportunities in the market now and then. Introduction of contractual jobs have reduced the concept of job security from the market and thus the trust between the companies and the employees have vanished. Work values and different generations: It has been analysed that very less research has been conducted on the topic of work values in different generations at the workplaces (Ng, Schweitzer Lyons, 2010). Some of the researchers have considered only the age factor in order to understand the value perspective and neglected the aspects of social and historical factors. Thus, it may give the decision or the result of only a single dimension of the concept. The group of employees or the generations of the employees have been divided into three categories such as baby boomers, generation X and millennial. Work values in baby boomers: These are the employees who are at the verge of their retirement or spending the last years of their life in the employment (Kowske, Rasch Wiley, 2010). It has been analysed that they are people whose motivation factors at the organization are job security and economic benefits. It has been stereotypes that these employees are hardworking and traditional in nature. Their traditional approach to work makes them believe in craftsmanship more than the younger workers. They want that the roles of the members should be clearly defined and a proper formal hierarchy needs to be followed in the organization as thus is their value. If they are at the higher position, they want the respect to an extent and if they are at lower post, they respect their higher authorities to a great extent. Any informal approach to these people may offend them as they think that behaving informally at the organization is not what they have accept what their values are (Parry, E., Urwin, P. (2011). Their values never support such kind of information behaviour at the workplace. The primary of object of employment for this kind of generation is to earn respect by sacrificing and working hard whole of their life at the organization rather than earning more wealth and money. They take job as their responsibility and believe in being committed to a single organization rather than switching their jobs for new and better opportunities. They are also stereotype are workaholics and may sacrifice their personal happiness for work responsibilities. They are more loyal to their organization as compared to the younger generation people. All the discussion suggests that their values are very clear at the workplace. It also suggests that they personal nature affects their values at the workplace as they feel that work are the prior responsibility for them. Generation X: This group of generation X are stereotyped as the group with selfish nature. Actually, the selfishness can be explained with the terns called in dependence and autonomy. This autonomy and independence is supported by the fact that the employees in this generation wants to be creative and wants to work with their own ways which is vary contrasting with the views of the baby boomers who believes in standard processes to be followed. This independency is also links with disloyalty of the employees who are in the category of generation X. this is because they look for opportunities or the creative opportunities and hence leads to stitching of jobs from one organization to another (Deal, Altman Rogelberg, 2010). The competition has increased now for the generation X people and thus they have to be competitive at the same time for grabbing the creative opportunities available in the market in order to grow in their career. The companies at the same time are also looking for the creative p eople rather than the committed people. With the change in the requirements of the companies, the change can be easily observed in the values of the generation X employees. It has been analysed that the employee who falls under the category of generation X usually change their jobs frequently. It has been analysed that change in the marketing situations and the companys strong policies force the employees in generation X to change their jobs so frequently (Angeline, 2011). The lack of commitment by the people of generation X is not clear. This is because they are the people who want job security and if they have job security than they remain committed to the organization for long time. If the organization is providing them enough opportunities to grow than the employees will not show this behaviour of non-commitment towards the company. As far as hierarchy and seniority are considered, it has been analysed that the employees from generation X does not believe in formal hierarchical organization. They believe in equality and open communication between the employees rather than following the process to communicate. They believe that the position of manager can filled by the competence of the employee and not just by their experience. They should earn their respect by their performance and not by their title. They want managers who are open in nature and believe in group growth rather than individuals growth. They want that their views should be considered at the time of making decisions. A positive side of the people from generation X has been observed. It has been identified that they are the people who believes in work life balance and they are capable of doing the same. Work values for Millennial: This is the generation group of the employee who wants more freedom from their working life as compared to above both generation groups. This generation is the mixture of mature baby boomers and the generation X people. The stereotype that has been formed for this group is being materialistic. It has been analysed that these are materialistic and can switch jobs if they get short term benefits in other organization (Kapoor Solomon, 2011). The employees of this generation are very fortunate as they are coming up with the technology and skills that are required by the organization. The organisation needs not to train them with the new and updated technology as they have already learnt the same in their universities. Thus, hiring such skilled workforce is very beneficial for the organization. These generations said to be violent in nature and want to have higher positions very early and thus switch their jobs in shirt term that might affect their career development in negative way. Thi s is because the companies cannot trust the employees who switch frequently. It has been analysed that in this generation, the candidates are available in large quantity but the jobs are not available that much thus it affect the employment level. Competition is very high and candidates have to be very effective and efficient in their skills to grab the jobs available (Lieber, 2010). The education level of these employees is too much high that their expectation from the work and life is so high. They are the rebellions and want freedom of speech. This is because they believe in sharing their views. Development of relationship and better working environment is very important for these people are very important. They look for the organization that provides tam with large benefits that helps them to maintain their life and work simultaneously (Stevens, 2010). This is because they are the people who want to live their life to the fullest ad look for money as well as comfort at the same time. They are hard as well as smart workers and have the social skills that help them to communicate with their managers properly. Conclusion: Changes in the trends of the work values can be easily observed in the above discussion. It has been analysed that it is not just the age factor that affect the values of the person but the social and historical development of the people also matters a lot (Tolbize, 2008). In the above discussion, the categorization is done in accordance with the age because most of the people go to the same situation at the similar time of their life span and this affect their life similarly. The mature baby boomers were more formal in their values as compared to the generation X groups. On the other hand, Millennial are considered as the rebellions that look for better opportunities and have entrepreneurial behaviour at their workplace. References: Adner, R., Kapoor, R. (2010). Value creation in innovation ecosystems: How the structure of technological interdependence affects firm performance in new technology generations.Strategic management journal,31(3), 306-333. Angeline, T. (2011). Managing generational diversity at the workplace: expectations and perceptions of different generations of employees.African Journal of Business Management,5(2), 249. Beutell, N. J., Wittig-Berman, U. (2008). Work-family conflict and work-family synergy for generation X, baby boomers, and matures: Generational differences, predictors, and satisfaction outcomes.Journal of Managerial Psychology,23(5), 507-523. Cennamo, L., Gardner, D. (2008). Generational differences in work values, outcomes and person-organisation values fit.Journal of Managerial Psychology,23(8), 891-906. Cogin, J. (2012). Are generational differences in work values fact or fiction? Multi-country evidence and implications.The International Journal of Human Resource Management,23(11), 2268-2294. Deal, J. J., Altman, D. G., Rogelberg, S. G. (2010). Millennials at work: What we know and what we need to do (if anything).Journal of Business and Psychology,25(2), 191-199. Guest, D. E. (2011). Human resource management and performance: still searching for some answers.Human resource management journal,21(1), 3-13. Gursoy, D., Maier, T. A., Chi, C. G. (2008). Generational differences: An examination of work values and generational gaps in the hospitality workforce.International Journal of Hospitality Management,27(3), 448-458. Kapoor, C., Solomon, N. (2011). Understanding and managing generational differences in the workplace.Worldwide Hospitality and Tourism Themes,3(4), 308-318. Kowske, B. J., Rasch, R., Wiley, J. (2010). Millennials(lack of) attitude problem: An empirical examination of generational effects on work attitudes.Journal of Business and Psychology,25(2), 265-279. Lieber, L. D. (2010). How HR can assist in managing the four generations in today's workplace.Employment Relations Today,36(4), 85-91. Ng, E. S., Schweitzer, L., Lyons, S. T. (2010). New generation, great expectations: A field study of the millennial generation.Journal of Business and Psychology,25(2), 281-292. Parry, E., Urwin, P. (2011). Generational differences in work values: A review of theory and evidence.International journal of management reviews,13(1), 79-96. Stevens, R. H. (2010). Managing human capital: How to use knowledge management to transfer knowledge in todays multi-generational workforce.International Business Research,3(3), 77. Tolbize, A. (2008). Generational differences in the workplace.Research and training center on community living,5(2), 1-21. Twenge, J. M., Campbell, S. M., Hoffman, B. J., Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing.Journal of management,36(5), 1117-1142.

Lorenzo Colbert Jr. Essays (404 words) - Africa, San People

Lorenzo Colbert Jr. Africana Studies 235 MWF 3:25-4:20 Most Ancient Race Did you know that the most ancient race on the planet is an African tribe? That African tribe goes by Bushmen or The San People of Kalahari Desert. The Bushmen are apart of a group called Khosian and are related to the Khoikhoi. They are hunter and gathers who live in temporary wooden shelters. Scientists have evidence that they have been around for 30,000 years and are rich in skills, folklore, and art. Genetics have traced that they are the oldest human population on the continent. First, Studies of African DNA has shown high levels of genetic diversity in the Bushmen. These studies conclude that they are the oldest population on Earth. In 2009, a team of scientists gathered information from genetic material from 121 African populations and reported they found 14 ancestral population clusters. With this research they also found the origin of human migration and this is said to be the homeland of the Bushmen communities. Studies show that all other Africans are descendants of the Bushmen people and possibly so is every other human. Secondly, Bushmen hunt enthusiastically in their own way and fashion. They are excellent marksman and use bow and arrows to hunt. They will spend days out hunting for the village especially for big animals that have to be exhausted. Bushmen believe that some fat from certain animals give them supernatural potency. The women are usually gatherers and their gathering gear is simple and effective. They use a sling, blanket, and a cloak to carry food, wood, children, and/or a digging stick. The Bushmen people were true nomads and some still hold these traditions close. Thirdly, Bushmen are very rich in folklore, skills, and art. They have left over 20,000 rock paintings which can all be found in caves in over 500 different sites. Some of these paintings represented evocation of a spiritual power and they believe that some even opened up portals to the spirit world. Through these practices the Bushmen believed that they can gain power in their lives and gain power with the hunt. To conclude, the Bushmen are the oldest civilization on the Earth. They are from the Kalahari Desert and still are alive to this day. They are somewhat still the same people they were 20,000 years ago today.