Cultural Food - Tomatoes Essay Example | Topics and Well Written Essays - 1500 words

Cultural Food - Tomatoes - Essay Example There is further speculation as to how the tomato became more widely available. The most popular school of thought is that Cortez, who was a Spanish explorer who took over the now called Mexico City in 1521 took the yellow fruit to Europe where it gained popularity. Another school of thought is that Christopher Columbus was the first to introduce the tomato. Regardless of this, there was mention of the tomato in European literature in 1544 where it was referred to as a golden apple. The modern-day name tomato is derived from the Nahuatl language but the name Lycopersicum literally translated means ‘wolf-peach’. This was thought to be a reflection of the widely held view, particularly in Europe that the fruit was poisonous and could, therefore, be used to protect against wolves. From a very early stage, tomatoes have been seen as a perfect fruit for cooking in many cultures. Culturally they were very important to those in Southern Mexico region of Pueblo thinking that anyone who saw another individual eating a tomato would gain divination powers. Culturally the tomato had a bit of a slower introduction within Europe. Whilst the Mediterranean climate was perfect for tomato growing there was no immediate evidence that it was used as food. There is evidence that the Spanish used the tomato as fruit from the early 1600s although it is possible that it was recognized as a food before then. Clear recipes including tomatoes were published in 1692 but it was also evident that the main role of the tomato across much of Europe was as a table decoration and not as a food. By contrast in England, the tomato did not get cultivated until the late 16th, early 17th century. There is no denying that the tomato has become a critically important element of modern society and recognized on a global level as an important food item. In modern society, there is a positive attitude towards the fruit although deeply rooted historical perceptions have now shaped the symbolic influence of this widely accepted fruit, be it negative or positive.

Stepping out Essay Example | Topics and Well Written Essays - 500 words

Stepping out - Essay Example n expressing their desires.  It should not be surprising then that quite a majority of females have once had these desires without the public knowledge, which makes them either lesbians or bisexuals. Recent studies have also indicated that the contemporary society is getting more comfortable with the concept of lesbianism and homosexuality, (Schroeder 5-6) as opposed to several years ago. Lesbians have a right to pursue their feeling just as anybody else, and their sexual orientation is purely informed by the fact that females are emotional beings. Many lesbians have developed their sexual orientations because of both physical and mental reasons (Walker et al 391). Traditionally, women have felt a need to have much more satisfying relationships that are based on trust, love and understanding. However, this  has not been gotten in heterosexual relationships as many women consider them unsatisfactory; females understand each other’s needs more than men do. Because of this disconnect, females tend to turn to fellow females for emotional and sexual gratification. Given that sexual orientation is discovered rather than decided at birth, it must be understood if a female’s sexual orientation is towards fellow females than towards males as is the norm, accepting one’s sexuality is more helpful than denial as it may lead to multiple psychological problems. For instance, the stigmatization of lesbianism may cause psychological trauma to lesbians, which has far reached repercussions in their later lives (Hilton and Szymanski 292-293). In this regard, lesbians must be given the love and support of family, friends and society without discrimination; moreover, it should also be acknowledged that lesbianism does not destabilize the norm of heterosexual relationships in any way as opposed to the fears of those who reject it. Lesbianism in any case should be looked at as an alternative form of relationship to females, rather than being ostracized in society. Lesbians have

The Harmful Effects Of Coal Mining Environmental Sciences Essay

The Harmful Effects Of Coal Mining Environmental Sciences Essay Coal mining particularly surface mining requires large areas of land to be temporary disturbed. It causes and number of harmful effects. This raises environmental and human challenges, including, the impact of its activities on the neighboring community, impacts on biodiversity, water and air pollution. Trees, plants, and topsoil are cleared from coal mining areas, destroying forests and wildlife habitat, encouraging soil erosion and floods, and stirring up dust pollution that can cause respiratory problems in local communities. Underground mining, including an intensive method known as long wall mining, leaves behind empty underground spaces which can collapse and cause the land above to sink. Known as subsidence, this process can cause serious structural damage to homes, buildings, and roads when the land collapses beneath them. This destructive mining method destroys habitat, eliminates forests, and damages local property. The government estimates that if this mining continues unabated Appalachia it will destroy 1.4 million acres of land by 2020. Coal mining and coal preparation both stir up small dust and coal particles, which combine with other chemicals in the air and can cause serious and potentially fatal respiratory problems like black lung. About 75 percent of all local shipments in the U.S. are made via railroads, which are one of the nations largest sources of soot and smog pollution. Both soot and Fig. 1. A cartoon shows the environmental effects of coal mining (Joel Pett). smog can cause health problems, including respiratory problems and increased risk of asthma attacks. Coal-laden railcars and trucks also cause soot pollution when coal dust blows off into the surrounding air. Coal mining releases about 26 percent of all energy-related methane emissions in the U.S. each year. Methane is a global warning gas more than 20 times as potent as carbon dioxide, and is released from surrounding rocks when coal is mined, as well as during coal preparation and transportation. According to the Intergovernmental Panel on Climate Change, methane has a global warming potential 21 times greater than that of carbon dioxide on a 100 year time line. While burning coal in power plants is most harmful to air quality, due to the emission of dangerous gases, the process of mining can release pockets of hazardous gases. These gases may pose a threat to coal miners as well as a source of air pollution. This due to the relaxation of pressure and fracturing of the strata during mining activity, which gives rise to serious safety concerns for the coal miners if not managed properly. The buildup of pressure in the strata can lead to explosions during or after the mining process if prevention methods, such as methane draining are not taken. A common source of acid mine drainage is abandoned mines that fill with water that becomes acidic and mixes with heavy metals and minerals. When this toxic water leaks out, it combines with groundwater and streams, causing water pollution, damaging soils, and harming humans and animals. For example, in Pennsylvania alone acid mine drainage has polluted more than 3,000 miles of streams and ground waters, which affects all four major river basins on the state. Coal preparation uses large quantities of water and chemicals to separate impurities from mined coal, washing away the wastes in a sludge known as slurry. Up to 90 million gallons of slurry are produced every year in the U.S. In 2000, a 72-acre slurry impoundment in Martin County, KY breached, spilling 250 million gallons of water and 31 million gallons of local wastes into the local watershed-over twenty times the amount of oil spilled when the Exxon Valdez ran aground. Mountaintop removal mining involves literally blowing the t ops off mountains to reach thin seams of coal. Then, to minimize waste disposal costs, mining companies dump millions of tons of waste rock into the valleys and streams below, causing permanent damage to the ecosystem and landscape. This destructive practice has damaged or destroyed approximately 1,200 miles of streams, disrupted drinking water supplies, and flooded communities. Black lung is a group of respiratory disease in coal miners that can cause serious lung disease and death. About 12,000 miners died from black lung in the U.S. in the ten-year period ending in 2002. Symptoms include coughing, spitting up black material, shortness of breath, and eventual hardening and scarring of the lungs. Although some of the symptoms can be alleviated, there is no known cure for black lung and reversal of the symptoms. Like all occupational diseases, black lung is man-made and can be prevented. In fact, the U.S. Congress ordered black lung to be eradicated from the coal industry in 1969. Today, it is estimated that former coal miners each year die an agonizing death in often isolated rural communities, away from the spotlight of publicity. Those who are falling ill and dying are not just the coal miners. Everyone who lives near the mines or processing plants or transportation centers is affected by chronic socioeconomics weakness that takes a tool on longevity and health. Residents of coal- mining communities have long complained of impaired health. This study substantiates their claims. Those residents are at an increased risk of developing chronic heart, lung and kidney diseases (Michael Hendryx). Coal mining can destroy sources of local revenue, including losses from tourism and recreation, such as the estimated $67 million lost annually in Pennsylvania from sport fishing because of streams too polluted from acid mine drainage. Coal mining can also damage homes and decrease property value, making it hard for people to sell their houses and move. Coal mining has been a decreasing source of jobs over the last two decades and is still considered to be one of the most dangerous jobs in America. Estimates of mining production and working coal miners show that between 1985 and 2005 mining production in the U.S. increased 22 percent, while the number of coal miners decreased by about 55 percent. The average income of coal miners has also been on the decline, dropping 20 percent over the same period. In 1952, Alabama became the first state to provide compensation for coal workers pneumoconiosis. A few years later, Virginia recognized the disease as compensable, but pressures were exe rted the following year and the amendment was repealed. Pennsylvania enacted legislation effective on December 1, 1965, and Virginia again amended its compensation law in 1968. Late in 1968, a number of miners organized the West Virginia Black Lung Association, which successfully led a campaign to introduce a bill in the 1969 session of the West Virginia legislature making coal workers pneumoconiosis a compensable disease. The compensation bill was quickly made a major issue by the Black Lung Association and militant miners in February when the legislation ran into opposition from the coal-operator-dominated legislature. Most of the 40,000 miners in West Virginia walked out of the mines, and large number of them marched on the state capitol in Charleston demanding passage of the bill. This was one of the largest and longest strikes ever on the single issue of occupational health.

Agriculture In More and Less Developed Countries Essay -- Agriculture

Dark, thick smoke rises from the engine of a huge tractor that is plowing the plains of Dumas, Texas with enough power and technology to plow fifteen rows at one time. While just overseas in Pakistan a farmer works to plow one row in his field with the help of his oxen. Both farmers come home late at night, one just the same as the other, but the work they have accomplished for the day will be drastically different. The farmer in Pakistan farms 2.5 acres of land hoping to use what he harvests for feeding his family and his village. The farmer in Dumas farms 500 acres of land, which is 200 times the size of the farmer's land in Pakistan, and he uses what he harvests to make a living and to sell to grocery stores in the United States. Agriculture is practiced all over the world but agriculture in one country can be far different than in another country. The world can be divided into the less developed countries, where the output of the farm is used on or near the farm where it i s produced, and the more developed countries, where the farmer sells the crops and livestock. There are some major differences between what we do in the United States and what others do in other countries concerning agriculture. As one can see, agriculture is a very important way of life for many different people all over the world. The uses of agriculture are very different throughout the world considering whether the country is more or less developed. First, we must define agriculture and determine how agriculture began. Agriculture is the deliberate modification of Earth's surface by cultivating or caring for plants and rearing animals to obtain sustenance or economic gain (1). So how did agriculture begin in the United States? Before agric... ..., so maybe someday they can be more fortunate in their living conditions. Through agriculture, we as humans are surviving together as we provide for each other. Works Cited: 1. Rubenstein, James M. An Introduction To Human Geography. New Jersey: Prentice Hall, 1996. Sources of Information 2. "History of Agriculture." 199?. http://www.ag.usask.ca/cofa/displays/college/plains/history.html (16 April 1998) 3. "The Nation and the People." 1996. http://www.prica.org/indonesia/nation_people/econ2.html#Agri (16 April 1998) 4. "Pakistan Goverment - Agriculture." 199?. http://www.pak.gov.pk/govt/agri7.htm(16 April 1998) 5. http://www.ext.missouri.-edu/agebb/commag/index.htm (16 April 1998) 6. Deterling, Del. "Grain Growers Look South for Markets" 1998. http://www.progressivefarmer.com/markets/0498/south/index.html (16 April 1998)

Managing Cultural Diveristy

SHMS – Leysin| Leadership Across Cultures| Managing Workforce Diversity| 131LAC| Mukhtar Mammadov| BAHE 2| 3/22/2013 | Table of Contents Introduction2 Discussion3 Conclusion7 Introduction Culture in its many forms and approaches is a very popular subject researched by many authors. The definition of culture from Geert Hofstede, the most cited social scientist according to Powell (2006) comes as â€Å"the collective programming of the mind that distinguishes the members of one group or category of humans from another†. (1982) He mentions that these differences exist in nations, geographic regions, generations, genders, social classes and many more.As Hofstede simply puts it, â€Å"the unwritten rules of the social game†. (2013) It has also been described in a less scientific language as â€Å"something to do with the people and unique quality and style of organization†, (Kilmann et al. 1985) and â€Å"the way we do things around here†. (Deal & Kenned y, 1982) Other sources provide hundreds of various definitions. Lee and Yu (2004) argue that the number of definitions is so broad because of the versatile approaches and frameworks in which culture is researched. The 3 main social sciences – psychology, anthropology and sociology have different views on the issue.However, the researchers tend to agree that culture cannot be defined using one universal definition. Groeschl and Doherty(2000) quote Tayeb (1994), who argues that â€Å"culture is too fundamental to be solved through tighter definition†. Greater implication for the managerial tasks, however, comes from the cultural diversity. Cox (1993) defines diversity as â€Å"representation, in one social system, of people with distinctly different group affiliations of cultural significance†. Factors differentiating these people include cultural background, race, education, age, physical and cognitive ability among other. Seymen, 2006) These criteria indicate th at difference is significant not only at the level of national or ethnic customization but also at an internal, individual level. In the modern globalized world, people of various backgrounds inevitably meet, work in teams, arrange business deals, receive and provide service to each other and live together in the same environment. In such conditions, individuals and especially companies, poorly prepared to the variety of values, beliefs and attitudes towards same issues will find themselves at a disadvantage.This report will outline the issues of managing cultural diversity, their importance in hospitality industry as well as benefits and disadvantages. Further, the importance of diversity recruitment will be discussed along with contemporary theories and strategies used to gain competitive advantage. As the topic is very broad, The main issues and in recruitment policies will be briefly outlined followed by a focused discussion on selecting and recruiting employees and managers for international assignments (IA). DiscussionTwo interconnected activities have been identified that can grant companies a competitive advantage in terms of cultural difference: 1) having a diverse workforce and 2) managing the workforce diversity. (Aghazadeh, 2004) Aghazadeh discusses the forecasted changes in demographics and argues that having diverse workforce and being prepared to the demographic changes will also be ready to the change in market demands, giving it a competitive advantage. (2004) By doing so companies will have an inner source of information what the customer base expects an on dealing with the community.A diverse workforce also brings with it an obvious benefit of the language skills. According to White (1999, p. 477), having a diverse workforce benefits companies in 5 ways: * Easier attraction and retaining of the human talent. * Ability to understand and penetrate wider and enhanced markets. * Higher creativity and innovation * Better problem solving ability * Better adaptation to change and organizational flexibility Building a diverse workforce alone is not enough to gain the advantages connected to it. In order to benefit from the multicultural environment, it is important to effectively manage the diversity of existing staff.Magdaleno and Kleiner predicted that effective management of workforce diversity â€Å"will become the major determinate of the continued survival and success†¦ â€Å". (1996) A strong organizational culture can be a priceless intangible asset for any company that plans to grow. A â€Å"strong culture† must include artifacts such as rituals and organizational stories to illustrate particular cultural traits. (Lee & Yu, 2004) The research by Denison (1984) has revealed that there is direct correlation between 1)organization of work, 2)decision making and financial performance.Various techniques and strategies, such as recruitment, training, managing â€Å"culture shock† and using predictors su ch as personality traits for international assignments can be used in aligning diversity management with requirements. (Gabel et al. , 2005; Migliore, 2011; Uwaje, 2009; Harvey, 2012; Tipper, 2004) Workforce diversity and its management, due to complexity, has several disadvantages. First and most obvious is the increase in training expenditures. The trainings such as lectures and seminars â€Å"are given to all levels of staff within the organization† are associated with high costs. Aghazadeh, 2004) Secondly, there is a threat of reverse discrimination. (Brunner, 2003) Reverse discrimination takes place when the cultural majority (e. g. Caucasian) claims to have been discriminated by a minority. Such events occur because of the appraisal and affirmation of a minority with little consideration for the majority. Another major drawback is the high probability of conflicts. (White, 1999, p. 478) Aghazadeh states that such incidents usually occur as a result of an individual's fe eling superior. 2004) Indeed, it is a common sight that, for example, an older employee has disagreements and misunderstandings with younger. It can, however be combated using ongoing training and managerial intervention. A study by Bajawa (2006) on the executives' opinions on the advantages and disadvantages of culturally diverse workforce discovered that they are not threatened by possible negative effects. As one of the senior HR managers responsible for diversity policy and implementation mentioned, he does not think there are any disadvantages; â€Å"they are all advantages – †¦ etention of employees, reduced training costs, attraction in the first place†¦ â€Å". Not only has he mentioned the positive effects but also finds that diversifying and managing workforce correctly reduces the training costs. In the hospitality industry managing cultural diversity is perhaps even more important that most other industries, – diverse staff body constantly inter acts with customers of various cultural background and on every level of operation. (Baum et al. , 2007) Particularly in hotel, tourism and travel industries the amount of intercultural communication can be overwhelming.It is, therefore of grave importance to carefully develop and apply practices necessary to upkeep employee motivation and comfort. One of the strategies that can be used to manage cultural diversity is to understand the importance and carefully implement practices in recruiting the diverse workforce. Hiring the best candidate for the job available, regardless of the cultural background also assures a reliable, diverse pool of talent is available for promotion, since many companies prefer to look for managers internally.D'Netto and Sohal (1999) provide a list of the best practices popular in recruiting diverse workforce: development of job description, that complies with anti-discrimination legislation and that covers experiences and qualifications; job advertisements in a number of languages; presence of diverse managers in selection boards; implementing user-friendly techniques allowing interviewees an easy understanding and ability to answer questions to their best ability. They also argue that most managers fail at adjusting interviews to diverse candidate base.According to Tipper (2004), there are 5 elements for a successful diversity recruitment strategy: 1) Knowing the market. It is essential to know the pool of available talented candidates in order to effectively recruit from minority groups. These employees can then be used internally in coordination with sales and marketing departments to develop a more â€Å"sophisticated marketing strategy for attracting and retaining diverse customers†. By doing so companies hit 2 hares with 1 shot – get talented employees and enhance their marketing strategies. 2) Build the business case.Letting the hiring managers understand and appreciate the reasons and benefits for diversity recr uitment can make a great difference. Successful companies put presence of cultural diversity in their ranks as an improvement to their bottom-line and benefit from financial improvements. 3) Channels to Market. Widening the number of channels used to advertise available positions might greatly improve the chances for success in diversity recruitment. Placing information in magazines, journals and websites popular among the known talent market instead of only national, traditional media can be a decisive factor.It is important, however, to notice, that some minorities might be suspicious about the reasons for companies to target them as potential employees. Therefore it has to be clearly communicated why companies target diverse employees. 4) Reward recruiters. It takes money, time and skill to produce desired results. Therefore successful recruiters should be legitimately rewarded for their efforts in this, sometimes undervalued, issue. Tipper suggests that 5-10% of the hiring manag er's pay should be â€Å"based on diversity recruitment and retention results†. ) An ongoing focus. The task is not finished once new diverse employees have been recruited. After the successful â€Å"first step† the new personnel needs to be trained on an ongoing basis. At the same time companies must understand the inner drivers and motivators of their staff. To do so, additional measures like informing supervisors of the importance of minority employees, hiring internal audits and diversity policy communication tools should be implemented. For the hospitality industry, given its nature, there is an increased need or developing and implementing the strategies and techniques to recruiting and retaining talented diversity. Taking into consideration the international customer bases making up the majority of hotels' and airlines' clientele, a multicultural workforce may generate better experiences and in the long term, generate substantial financial and reputational benef its. Re-recruiting or simply assigning an employee to a new workplace abroad (further International Assignment or IA) requires additional measures to ensure successful execution.The managers assigned to work abroad need to be able to adjust to the new environment in the shortest period of time to provide maximum effectiveness. As in many cases these individuals experienced themselves as a part of majority, behavior as a minority representative in an another country may change dramatically, resulting in a phenomenon known as â€Å"Culture Shock†. Ward et al. (2005) argue that under shock, culture is rejected leading to anxiety and aggressiveness. Contemporary psychological research has revealed methods capable of predicting cultural adaptation.A study by Gabel et al. (2005) discovered that emotional intelligence (EI) above other factors, including empathy and social relations can predict the rate of adaptation to IA. Findings indicate that individuals with higher EI scales ten ded to adapt to the new cross-cultural environments better reducing the chance of them willing to terminate assignments. As EI is associated with the neuroticism dimension (also known as emotional stability) of the Big Five personality model used as a basis for many psychometric tests, this trait can be measured before the IA of an individual.It can have its implications when hiring a new manager for an IA or better preparing an existing employee. A latter research by Migliore (2011) has found correlations between the Big Five personality traits and the cultural dimensions presented by Geert Hofstede. It has detected particular connections between specific dimensions of the two theories: Extraversion | Individualism| Agreeableness | Power Distance| Conscientiousness | Masculinity| Neuroticism | Uncertainty Avoidance| Openness | Time Orientation| It might be difficult to measure the cultural preferences of an employee.Psychometric testing, aligned with the above mentioned findings of fers a reliable way to compare the psychological profile of an employee with the cultural context of the location of new assignment on an individual level. Cain (2012) classifies some nations as introverted or extroverted. According to her, Finland and Japan are highly introverted, while the US is an extroverted country. Although she does not provide any correlations between personality and cultural dimensions, there is evidence of extroversion aligning with individualism, while introversion is closer to group orientation.Therefore, for example, a Finnish employee might find himself uncomfortable in the dynamic US, but have easier time adapting in Japan than an American at least as far as individualism dimension goes. Conclusion A multicultural workforce has its advantages and disadvantages. It is essential, especially in the hospitality industry, to engage in culturally diverse recruitment, as it enhances understanding and communication with the customer base, makes organizations m ore flexible and innovative, helps attract and retain talents and simply have a positive image of social responsibility in the media.Although it is associated with some drawbacks, such as increased costs of training, conflicts and misunderstanding among the employees, executives and researchers believe that building diversity in a company lead it to a competitive advantage. It has been shown, however, that simply employing diverse workforce is not enough; strategies for correct recruitment, retaining and training employees are necessary to reap the benefits. It is important to attract and select the right candidates through methods which do not affect their cultural background.In order to do so both internal and external measures need to be taken. Externally, it is important to clarify the reasons why cultural diversity is pursued in an organization, utilize the correct media channels. From inside the companies it is required to clearly state and create understanding of how cultural diversity in the organization benefits it intangibly and financially rather than â€Å"because it is the right thing to do†. It is also important to keep in mind the management's efforts towards quality staff recruitment and to carry on the diversity policies on an ongoing basis.Another issue is the regular need to send managers and employees to international assignments. During these tasks there is a high probability of culture shock happening to traveling individuals without appropriate preparation. The resent research in psychology has revealed several ways of predicting successful adaptation to the international assignments. High scores in factors such as emotional intelligence were found to be able to forecast quick overcoming of culture shock and reducing the threat of rejecting assignments/withdrawal.Furthermore, it is possible to test the approximate correlations between the culture of destination and the personal habits of an individual using the psychometric tests. Overall, there are many strategies and methods to managing workforce diversity, but only careful and sophisticated organizational culture and established policies can lead to the highest levels of rewards it can bring. As long as the concern about multicultural staff is genuine, is communicated extensively and is perceived to be true, it will grant great competitive advantage.Bibliography Aghazadeh, S. (2004). Managing Workforce Diversity as an Essential Resource for Improving Organizational Performance, International Journal of Productivity and Performance Management. [e-journal] 53(6), pp. 532-531. Available Through: Emerald ;http://www. emeraldinsight. com. ezproxy. derby. ac. uk/journals. htm? issn=1741-0401;volume=53;issue=6;articleid=1509196;show=html; [Accessed 21 March 2013] Bajawa, A. and Woodall, J. (2006).Equal Opportunity and Diversity Management Meet Downsizing: A Case Study in the UK Airline Industry, Employee Relations. [e-journal] 28(1), pp. 46-61. Available Through : Emerald ;http://www. emeraldinsight. com. ezproxy. derby. ac. uk/journals. htm? issn=0142-5455;volume=28;issue=1;articleid=1535132;show=html; [Accessed 21 March 2013] Baum, T. , Dutton, E. , Karimi, S. , Kokkranikal, J,. , Devine, D. and Hearns, N. (2007). Cultural Diversity in Hospitality Work, Cross Cultural Management: An International Journal.

Culture and Literature Essay

Humans are generally described as unique, not one of us are ever exactly the same to another person. If we put a little logic, unique individuals make up societies, thus societies are also somehow unique to each other. Uniqueness is commonly regarded as a positive trait simply because it makes something interesting. In many respects, the societies of the world would never run out of interesting things to share with each other. And among these interesting things, stories are seemingly the medium of communication that is enjoyed by all cultures. Moreover, listening to stories of a different culture make us learn something about that particular culture. This paper will feature the Chinese classic story â€Å"Journey to the West† by Wu Cheng-en. The story is about an epic adventure of a monkey with superhuman strength able to withstand the 100,000-man army of the heavens. However, the monkey uses his superhuman strength for mischievous acts. As a punishment, Buddha had put a mountain on top of him. After so many years, the monkey fatefully meets a monk. The story teaches us how the Chinese views the aspects of loyalty, responsibility, spirituality, and many other aspects about the Chinese culture. Other cultures could learn many lessons from this Chinese classic such as discipline. Since the monkey was still behaving wildly even though he is freed, the monk had put a headband spell that would contract each time the monkey would act in an undisciplined manner. (Cheng-en 342) All in all â€Å"Journey to the West† by Wu Cheng-en is an action packed epic adventure that is also packed with valuable lessons. It could also be said that he popularity of this particular story had introduced China to the western world. In many respects, this classic of literature is China’s gift to the world that the country is proud and willing to share with other cultures. Work Cited Cheng-en, Wu. Monkey: Folk Novel of China. TN: Grove Press. 1958