Comparing 4 images Essay Example | Topics and Well Written Essays - 1250 words

Comparing 4 images - Essay Example Among the most conspicuous cultural features, that different paintings portray is the gender role and differences. Different societies viewed gender differences adversely with the people apportioning unique roles for each gender as the below analysis of four distinct paintings portrays. Gender differences and roles differ with differences in cultural and historical contexts. Artists capture such cultural and historical differences in the roles of different genders. Painted in the 1617, Abduction of the daughters of Leucippus is typical representation of the differences in genders and the roles of each of the genders. Among the conspicuous features of the painting is the portrayal of both males and female. From the painting, women are fairer than their male counterparts are a feature that arises from the cultural and historical roles of each gender. The bodies of the women in the painting are fairer and lighter than the bodies of the men are. The painting portrays that women cared for the body besides the fact that they did light chores. The female bodies are voluptuous, soft and fleshy. In the early society, such features were considered sexy thus feminine. The painting portrays men as darker than the women with strong and muscular bodies. Such personality features were fundamental owing to the cultural and historical roles of men at the time. They performed laborious duties thus enhancing the growth of the masculine body frames. Additionally, their skins are darker then the skins of the women are a feature that arises from the extensive exposure to the harsh environmental features. The painting portrays the men as enjoying numerous privileges over their female counterparts. The men for example are riding on horses while grabbing the women who were walking on foot and are evidently resisting the capture. The men enjoy impunity and

Museum of Islamic Art in Qatar Assignment Example | Topics and Well Written Essays - 250 words

Museum of Islamic Art in Qatar - Assignment Example Collection of Islamic artifacts is exceptional. Museum showcases collection of metal work, ceramics, woodwork, jewelry, glass work, six hundred artifacts of ivory and silk inscribed with Arabic inscriptions, imperial tents of Iran decorated with gold thread, curtains decorated with calligraphy, collections of ancient Quran and Christian calligraphy. Audio tours in different languages are also exhibited. To make it operations highly professional museum consults British Museum. A museum has a staff of approximately 160. Apart from epic artwork Museum of Islamic Art, Doha also has an excellent bookshop and children art workshop. It’s also planning to provide research activities, support local education, auditorium and five star restaurants. Outside the museum people can also enjoy boating. Museum is surrounded by large park with well-maintained gardens that increases its external scenic beauty. In short, Museum of Islamic Art is pretty beneficial for the arts.

Uniqlo in the Philippines Essay Example for Free

Uniqlo in the Philippines Essay Uniqlo is a Japanese company that brings great casual wear to people and around the world. Their target market is for everyone. Young or old, class a b and c. Uniqlo retail store is very in nowadays, especially here in the Philippines. Because last June 15, 2012 they open their store at Mall of Asia Philippines and they’re giving away tote bags to the first 500 daily customers from June 15 to 17 and to shoppers with a minimum single receipt of Php2,000 for free. They make a strategy that other retail store not been made. Their stores have many counters for cashiers, because they want to make their transactions very fast. It’s also one way of their customer service, at the same time before they open their store they have lots of billboards, advertisement in newspapers, posting in the internet, etc. so people might aware to their new store. Maybe we are asking, are Uniqlo can affect the sales of other retail store when it comes to casual wear? The answer is yes, but just in the limited time. Maybe we are aware that most Filipino is likely to buy imported stuff. When Mango (U.S. brand) is opened here in the Philippines, Filipinos love to go there and buy clothes, when Forever 21 (Korean brand) is also opened, you can see that Filipinos are wearing their apparel too, and now Uniqlo (Japanese brand) is opened they said they want to be how Japanese wear clothes, because they said that in Paris, and Korea they just copied the style how Japanese people wearing their clothes and Maybe the real case of why Filipinos are buying stuff from different stores is that they want to be in always. Their behavior is unpredictable and they feel that if they’re wearing other country’s brands of clothes, bag, and shoes they are like (sosyal) the Uniqlo Company said in the internet that they studying peoples behavior when it comes to buying apparels. That’s why in their store opening last June 15, 2012 they give away lots of bag, because they studied that Filipinos are love to have freebies. They captured the heart of many Filipinos who live near at moa, some of them their customers too are from different residence in metro manila. And I know why they opened their store at moa. Because of convenience, Uniqlo wants to target the north and the south area of metro  manila. At the same time the price of their clothes are very reasonable why it is ok to buy them at a high cost. The cotton of their clothes is very soft and it not that thin when you wear it, the styles is also very nice compared to other retail stores, they have lots of variances when it comes to men’s wear than women. Because they said Japanese men are more fashionable than women and that’s the thing they want to teach to Filipino people that it’s not sin if men are vainer than women. To conclude the things that Uniqlo want to tell to people is that. They more new quality that can market to people around the world and more good customer service if no one retail store does.

Apples Management Strategies

Apples Management Strategies In a highly competitive environment such as the computer and technology industry, the structure of an organization needs to balance the benefits of a free and creative workforce all the while employing rigid guidelines to ensure cost control and efficiency. Apple Computer tried to accomplish this grey area of management when they restructured the organization in 1992. While some of the techniques they implemented looked promising, others appeared as if they were not going to solve their current problems. To facilitate creativity in generating new and unique products, Scully will articulate a far-sighted vision very broadly, at a 50,000 foot level and leave the lower level managers and workers to fill in the blanks. While it is important for Scully to allow the engineers freedom in generating ideas for new products, he may be allowing them too much freedom. Without providing the lower level workers certain specifications and milestones, they will surely overshoot their budget and miss deadlines. To ensure that these milestones are met, Scully should provide them with a semi-rigid guideline for the development, yet still allowing wiggle room for creativity that will distinguish their products in the market. The freedom that is allowed for creativity at Apple also has the potential for abuse. The current structure is lacking boundary controls that define what behaviors will be tolerated and which behaviors are prohibited. These controls should be carefully chosen by upper management and designed to facilitate creativity and boost employee morale, yet keep the workers behavior professional and goal oriented. Recently, upper management has received negative feedback in surveys from the companys employees. We feel that the upper management at Apple is too inexperienced and that it should be comprised of workers promoted from within the company. The average senior manager has only been with the company for 5.5 years, when many of the lower level employees have been with the company for double that amount of time. This may be leading to the decrease in employee morale, thus resulting in them losing the drive they need to keep Apple innovative and profitable. Apples employees are adequately educated and know the products as well, if not better, than most of management, and may potentially lead to the subordinates undermining any recommendations made by their seniors. Compensation and bonuses are a main incentive for exceptional performance and motivation at Apple. While the goals and measures that the bonuses are based upon are aligned with Apples long term goals, we feel that lower level employees bonuses are based on goals that they are not responsible for attaining. For instance, a line worker certainly does not have great control over the companys market share, just as a marketer has no influence over any product flaws that engineering may have missed. Each division should have their own independent measures to determine bonuses. These measures should only consist of goals that they have direct control over. If an employees bonus is dependent on a goal that their job affects, it gives them incentive to excel at their respective duties in the organization. Senior managements compensation on the other hand, should be based on all of ACPIs, as they are responsible for the success of the organization as a whole. Apples new strategy calls for an increase in productivity, which often can mean an increase in speed. Though it was said that Apple remained a very pleasant place to work: its offices were bright, modern, high-tech buildings. The atmosphere was still casual, reflecting the California lifestyle of many of the employees. And the companys historically strong, individualistic culture was reinforced by Apples own technology. It seemed that even though people still enjoyed the environment, they did not necessarily still love the work. One manager said people were being pushed to the limits; long hours and limited resources were leading to burnouts.' The issue here is that to increase productivity the correct way means an increase in efficiency. Most people agreed that the new system had not fundamentally reengineered anything; they were simply having employees work harder with fewer resources. Apple was used to an informal style and not used to employees feeling overworked. Apples people management seemed to be letting its people down. A 1992 Survey suggested that the vast majority of employees perceived that the company did not invest in its workforce and that executive management was not concerned about their future. It also suggested that most employees believed that Apples best people had been passed over for a promotion. Apple was supposed to be a place that people longed to work for. Now it has become a place where employees are unhappy and with the rapid growth new employees were often promoted with little time to develop appropriate management skills. John Sculley often emphasized the importance of leadership. Shortly after he announced his long term view of the organization in a companywide meeting, he released his public view of management: Capable leadership is essential to Apples immediate and long-term success. Thoughtful planning and execution of executive capabilities will be a strategic edge for Apple as we move forward. With all the new management positions due to the rapid growth, this capable leadership began to be questioned. We have learned that there are many ways in which managers can positively affect organizational culture. The way that employees were currently being hired did not seem to use these techniques. Part of the reason that the managers were lacking the proper skills could be because they were not hired based on their value or belief in the new strategy. If the practices are going to be consistent throughout an organization it must promote people whose values are consistent with the companys culture. In order to fix this problem and ensure the successful management of Apple, the manager in charge of getting managers ready for their job sat down with each general manager and created a list of core competencies needed for that division. These would align with the new strategy for the most part; however there was a new focus. The new focus was one that had never been used before, customer focus. It is interesting that in the middle of implementing this new strategy that seemed to be centered on higher productivity, lower prices and product development they would stress the importance of customer focus to all their general managers. This, though not exactly a poor decision, is inconsistent with the other ways that the company went about executing this new strategy. Until this point it had been about increasing productivity with longer hours, rapid growth and successful promotions. After the 1992 survey that showed no improvement in the previous year, it is easy to see that a change was needed. Customer focus seemed to be that change. The reason this inconsistent change was needed was because Apple managers did not believe they had the time to allow the original plan to work. A quality manager was quoted saying We cant wait three to ten years to get results. We wont be alive if we wait that long. As a group, our consulting firm has provided you with several solutions to these ongoing problems at Apple. Our solutions relate to four problem areas at the firm; compensation, promotion, communication, and creativity. Make compensation and bonuses in line with attainable goals. A line workers bonus needs to be attributed to the job he is performing and the goals which go along with that job. The Senior V.P. Secretary is getting his bonus because the RD team has spent 80 hours a week all year cranking out new ideas and products. It doesnt seem fair that the rewards are not in line with the work done to achieve them. Operational level divisions bonuses based on performance, length of time with the company, end of year evaluations done by management. Upper managements bonuses should be based on ACPIs as a cohesive whole since they are responsible for the marketing and final decision making. The company should not cut salary and switch to a commission based pay method. If the Apple wants to improve their gross margin, they need to find other ways to cut costs rather than screw over their employees. If employees feel like they are so far stretched beyond their means and burnt out, they will lose their motivation and drive to do the job they love. This can essentially push employees to stop caring about the end product and companys goals because they are so burnt out from trying to reach these unattainable goals. If you allow them to be creative and just give them simple structure and guidelines as well as some direction, they will still be able to think freely and meet overall goals. Promote from within Management has handed out promotions to employees who may have been unqualified, or may never have worked for the company before. We believe internally advertised job openings would be a better way to make promotions, this way anyone who felt qualified for a position could apply. Other people can make recommendations for co-workers who they feel would also be suitable and qualified to take on that new position. A requirement for the management position will be the Apple University Manager training potential new managers with the Executive readiness program. Rather than simply have this be a review process, they can turn this into a training session. This would help management pass down the organizational vision, image, and voice of the company. The managers will all be trained in a standardized format so everyone works on the same page. The way that Apple had previously promoted employees had significantly decreased their employees morale and made it difficult for them to respect their managers. With a system that allows for more promotion within the company with seniority taken into consideration there will more than likely maintain their culture and dedication to the company. When a large company makes quick management modification and changes, culture can easily be the largest factor affected. Therefore, it is imperative that Apple does whatever they can to maintain a strong culture. A strong part of the group (consensus) feeling gives way to a strong culture, as well as assist in increasing employee morale. Communication Top-Down and Bottom-Up Meeting in San Jose would have been easier to communicate the strategy if they hadnt waited until there were already problems. They would have better off communicating in this style every quarter. This way, employees can give recommendations and ideas to upper management. Managers also need to be qualified and ready to manage. Without management skills there can be a lack of effective communication and implementation. With the proper training and qualifications, managers will have the ability to communicate company ideas and direction in the best way possible to their employees. Promotion from within allows the manager to have pre-existing relationships with co-workers and other employees. They will feel more comfortable talking to them, as well as realize the importance and necessity of communication in the organization. Quarterly meetings with all employees to communicate vision to the entire organization rather than only having the top managers know exactly what is going on and the specific directions theyre headed. Creativity Due to the company wanting to crank out new technology at a faster than ever speed, this has completely stifled employees ability to come up with new products at their own pace and expertise. By forcing the new structure, incentives, performance and commission-based pay, people are not given the same freedom to be creative. There was a sudden change in the company through establishing rules, lowering autonomy, concentration on improving the profits, and constantly having new managers who are not qualified nor trained for the position. This places a large shock value on employees who are used to working so freely and creatively. We think a more productive and efficient method of finding new ideas and technology would be a similar concept to the process IDEO uses. Group think brainstorming sessions for the RD department to boost creativity and piggy-back launch even more creative ideas. We want to instill the idea that it is ok for RD ideas to fail, but the important part is for the employees to take risks and generate as many ideas as possible to throw on the table for discussion. Apples new strategy was good in theory, but it was riddled with implementation problems. Promotion, communication, creativity, and compensation methods all appeared as if they were overlooked when Apple developed their new strategy. Our solutions to these problems should provide a smoother transition for the company, all the while boosting employee morale and productivity.

Scarlet Ibis :: essays research papers

In the short story The Scarlet Ibis by James Hurst, has various themes. A theme is a subject, topic or ideas that happen throughout a short story, essay, or a composition. The three themes in The Scarlet Ibis are Doodle never gives up, his older brother loves him and unforeseen things happen. One theme is that Doodle never gave up on the challenges of life. When he was born everybody thought that he would die, but several months after he was born they finally decided to name him. The doctor and his parents said that Doodle would never be able to get out of bed. To everyone's surprise when they put him on the floor he began to learn how to crawl, but he learned how to talk before he learned how to crawl. They also thought that he could never walk because he was so small and fragile. Doodle learned how to walk. It took while for him to learn, but he did it and never gave up. Another theme is that his older brother loves him. Despite the fact that he embarrasses his older brother he still takes the time to teaching him how to walk. He also takes Doodle every where with him. His older brother shows him love by talking about the future and giving Doodle hope. His brother never gave up on Doodle, he kept pushing him and teaching him to walk. When Doodle died his older brother was a great loss because even though Doodle embarrassed him, he still had spent all his spear time with him. Lastly, a theme in the story is that unforeseen things happen. The fact that Doodle lived as long has he did was very unexpected. When he was born the parents bought him a small coffin. Then they waited three months to name him. They did not even think he would live a couple of days, never mind years. Once they realized he was going to live they did not expect him to get out of bed. Once again they were wrong.

Essay --

Anthony L. Smith Instructor Cook English IV 11 November 2013 The Nuances of the Black Plague Imagine half of a continent dying seemingly without reason, all within two years. The devastation caused on families would be unbearable. This is exactly what happened just 700 years ago in Europe. Probably the darkest, most devastating catastrophe in that century, and yet, the cause of deaths remains a question. One ‘thing’ has been confirmed; the deaths were caused by a plague. Three strands of the plague were Pneumonic, Bubonic, and the Septicemic. All three included similar symptoms, such as fever and chills; however, distinct symptoms also were noted. In Pneumonic, people experienced bloody sputum and difficulty breathing, whereas the Septicemic plague caused death of tissue in finger tips and in the nose. The Bubonic plague, the focus of this research paper, was the most popular strain of the plague. This strain caused swollen lymph nodes and buboes under the arms and around the groin area. The Plague was airborne, spread by rat bites, and by flea bites. All three of these strains were very painful. The Black plague was a major epidemic from 1348-1350, but it remained a threat until the 1666 London fire. Over 50 million Europeans were affected by this deadly disease, which ignited the rising of inflation, urban and peasant immorality, and challenges to the authorities of the Church. Different theories of contracting the disease brought several twists to this era. The Black plague is commonly believed to have started in Central Asia in the early 1300s. The plague is believed to have been brought to Europe on in October of 1347 when 12 ships docked in Sicily. On the ships were dead and sickly sailors who had the plague. Sicilian citiz... ...ls. They admitted to doing it thinking they would be left alone, but they and a lot of their community were murdered because of it. People began to doubt God and do things their own way. They became frustrated with questions as to why God would let this happen. As the death toll from the plague became higher and higher, people became really sad and depressed from losing friends and loved ones. As jobs were more available after the start of the plague, people began to make more money, but food and taxes also became more expensive. As prices rose, so did the peasants tempers. Violence was not uncommon in European towns and cities. Revolts were a way to release stress. The plague became an epidemic again in 1665, and killed about 100,000 people in that summer. In 1666 the London fire helped to suppress the plague to the point where it did not spread like it did before.

Crime and Punishment Analysis Essay

Raskolnikov’s redemption is an essential element to the story. His interaction with Profiry is a catalyst for this change. Additionally, the psychological concepts and techniques used by the investigator are crucial aspects of the narrative. In fact, his entire investigation involves the use of psychology to lure out the murderer in what Raskolnikov refers to as a â€Å"cat and mouse game. † Though Raskolnikov considers hi an adversary, his admiration for Porfiry’s intelligence and the good use to which he puts it are critical in redeeming certain aspects of his character. Porfiry Petrovitch is an intelligent young man who works for the betterment of his country. He is greatly devoted to Russia and believes his nation has a bright future. He sees Raskolnikov as a bright young man who can contribute to Russia. Through the story Petrovitch comes to realize that Raskolnikov has fallen under the influence of radical new ideas. He is clearly not a common policeman; otherwise he would have arrested the young man much earlier in the novel. Indeed, Petrovitch’s advanced knowledge of psychological methods makes him come across as an open-minded intellectual. He reads the article Raskolnikov had written about crime. He brings this up in their first encounter and Raskolnikov provides details on his ubbermensch theory. Porfiry concludes that the young student must have included himself in the theory, as he was the one who spread the new idea. He also uses other tactics, such as asking whether Raskolnikov noticed two painters at Ivanova’s apartment. This is an attempt to trap Raskolnikov, who realizes it because there were no painters on site until the day of the murder. However these clever mind games and exchanges provide the novel with a rich, compelling interaction. Raskolnikov recognized Porify’s intelligence, and fears him as an antagonist. The investigator however looks at his suspect differently. Soon Petrovitch’s aim is to show Raskolnikov the error of his theory; that his ideas cannot serve humanity unless they are executed by humane people. Thus a person must employ both humanity and intellect simultaneously in order for their ideas to improve society. By discovering the inaccuracy of his theory, Raskolnikov can begin to accept blame and punishment for his actions. Through suffering for his actions, Raskolnikov can begin his ehabilitation and progress towards becoming the valued addition to society that Petrovitch thinks he can be. Petrovitch believes that he can rehabilitate Raskolnikov into someone who can serve Russia in a useful way. This is exemplified by the final interview, in which he gives Raskolnikov additional time to confess to the crime and thereby reduce his level of punishment. Throughout their exchanges, Petrovitch pushes the main character to do the right thing by appealing to his intellect. His influence on Raskolnikov helps the young man to accept responsibility for his actions and move towards rebuilding his life.