Choose two composers from two different musical time periods Research Paper

Choose two composers from two different musical time periods (Renaissance, classical, etc then compare their upbringing, education, legacy and musical compositions - Research Paper Example The earliest signs of Renaissance music appeared in the early 15th century. On the other hand, both the Classical and Renaissance periods were characterized by a lot of composers. In light of this, the paper will focus on analyzing the upbringing, education, legacy and musical compositions of Giovanni Gabrieli (Renaissance era composer) and Wolfgang Amadeus Mozart (Classical era composer). Giovanni Gabrieli was an influential Italian organist, composer and teacher during the Renaissance period. He is primarily acknowledged for his holy/sacred music which includes instrumental motets and a massive choral work for the liturgy of the church (Kenton, 1967). Venice is Gabrieli’s birth place. His father hailed from Carnia and moved to Venice before the birth of Giovanni. Giovanni studied under his uncle (Andrea Gabrieli) who was himself a composer. In fact, it is believed that his uncle brought him up since Giovanni commonly referred himself as his uncle’s son. Next, he studied with Orlando de Lassus in Munich at Duke Albert v’s court. Consequently, Lassus had a great impact on Gabrieli’s music. In 1585, Gabrieli became Saint Mark’s Basilica’s main organist after the post was left vacant by the exit of Claudio Merulo. Also, he became the principal composer after the demise of his uncle. Subsequently, Giovanni commenced editing and compiling his uncle’s work who had no inclination or urge to publish his work. Thus, he saved his uncle’s work which otherwise would have been lost (Charteris, 1987). Additionally, Giovanni became an organist at Scuola Grande di San Rocco; a post he held for his whole life. This post contributed positively to his musical career since San Rocco was among the most wealthy and prestigious Venetian confraternities. The San Rocco organization was utilized by renowned composers who often performed there. A vivid description of the

Final Project Assignment Example | Topics and Well Written Essays - 1250 words

Final Project - Assignment Example that has to be carried out in detail, and the effectiveness of the intervention method weighed using relevant data collection methods to ensure its effectiveness. Most companies with the right approach to QI have been able to claim a competitive edge in the market and achieve major benefits raging from reducing costs, to increasing the quality of goods, adding value of the entire process in goods or service manufacturing. Therefore, QI is a value proposition approach aimed at satisfying customers and facilitating effective business operations. In any organization, continual improvement in systems and process to ensure quality has to be made part of the organizational culture. Continual improvement requires management to determine the problem in an organization, seek ways to solve the problem, plan implementation of the plan, and then ensure system checks to uphold quality in systems and processes. This leads to the principles of quality improvement. Quality improvement story may be described as systematic plans and procedures taken by a company with an aim of improving quality in goods production or services, to offer more value proposition to customers, while at the same time reducing costs to the company. An example of this is the Just in time (JIT) system, which is a Japanese quality improvement process that reduces inventory costs, resulting in reduced operating costs to the company, increased efficiency, and more value to customers. The quality improvement process as defined by Omachonu & Ross (2004) involves seven s ystematic steps that have to be taken to solve a specific problem. These are identifying a problem, planning how to solve the problem and putting long term measure to ensure the problem does not reoccur in the process again. Quality improvement story involves the use of the quality improvement wheel that requires checking, doing, planning, and acting as a continuous process aimed at improving systems and ensuring quality (Dessler & Farrow,

Expectancy Theory of Motivation

Expectancy Theory of Motivation Introduction When we talk about motivation, we can see motivation as the strength arising from the mind / mental effort that dictates how an individual will behaviour in an organization or work place, how much effort this individual has on his/her tasks and how this person continues firmly on his /her tasks whenever hurdles face him/her. To managers, their interest is to ensure implementation of strategies and thus they have the obligation to motivate their workers because loosing an employee can be very costly. In addition, managers need to motivate workers so that they can retain the valuable ones as well recruit the best to join the organization as this translates to success in implementing strategies. Through intrinsic reward (self-satisfaction on completing a task) and extrinsic reward (being recognized by others for good work done), employees are able to perform as managers expect, thus managers have to ensure they motivate their employees. As there are several motivation theories, only thr ough comparing and contrasting one can establish which ones motivate workers more than others. Maslows pyramid or hierarchy of needs theory of motivation has greater motivation to employees than Vrooms expectancy theory. Comparing First, Maslows hierarchy theory as an earlier proposition, it creates the base on which Vrooms expectancy theory, a later edition, builds on. Secondly, both the Expectancy and the Maslows hierarchy of needs motivational theories, they both enable a person to modify his/her input (efforts to undertake a task) depending on the importance they have on the expected result in the entire procedure of undertaking that task and what they understand about input and output. For example, Maslow theory of motivation as a commonly known theory, it addresses needs of an individual in a hierarchy manner. It considers a single need and this need depends on already other satisfied needs. From an arrangement of how these needs need to fulfilment in a hierarchy manner, one can establish those that require early fulfilment than others. In addition, both theories allows an individual to establish which results are most likely to motivate people and this will dictate the best measures to take as factors o f their experiences and expectations ( Droar 2006). Maslows understanding on the effect of unsatisfied needs relates to expectancy theory in that like Maslow, Vroom indicates in the expectancy theory that the need to fulfil unmet demands is what motivates individuals where such a person will make a concerned decision to undertake a certain task in a manner that he/she understands as satisfying that need. Therefore, high motivation will manifest where there is concise and quantified goals that for example in a team the team members understand how a task as achievable and how it would benefit them considerably. In cases of low motivation, team members usually become frustrated as they cannot define the best ways to undertake different tasks and for what rewards these tasks can bring to them (Yeatts and Hyten 1998, p. 64). In addition, whenever an individual understands that he/she is lacking an essential item/want necessary for wellbeing, then this understanding will establish a need for that individual to undertake activities or behave in a manner that will lead to satisfying that particular need. Moreover, if someone understands that certain need is being satisfied, then this person will lack motivation to manifest characters/behaviours that associate with fulfilling the need (Yeatts and Hyten, 1998, p. 63). Considering this perspective in a work place, what this indicates is that financial benefits will act as a significant motivation tool until an understanding that the money is a way of fulfilling different categories of demands (basic needs). Contrary to this, if these people understand that such demands are fulfilling, then these people/employees will lack motivation to fulfil such needs and will rather establish other ways of fulfilling higher ranked needs touching self-esteem. The more the ex pectations employees have on their job, the greater the motivation they will have to perform. These approaches are common both the Maslows hierarchy of needs and Vrooms expectancy theories of motivation. Contrasting As suggested by Victor Vroom and unlike Maslow theory, the expectancy theory of motivation does not focus on needs but concentrates in the results. When Maslows hierarchy of needs theory concentrates on the association of internal needs of an individual and the expected effort needed to satisfy them such as time and money, Vroom puts apart effort (a result of motivation), performance, and results/outcome. What this means is that for anyone to get motivated, the drive behind effort should associate with execution of relevant tasks and the outcome. To connect the drive/effort with performance, expectancy helps one to believe that extra dedication on a task will improve performance, meaning hard work pays. For the hard work to be fruitful there has to be right resources (adequate time, appropriate skills, and support). Linking performance and outcome will be instrumentality that helps one perceive that whenever an individual performs excellently, then a worthy outcome is viable and fina lly valence connects outcome and effort as dictated by the main motivation. For example, if cash motivates someone, then taking leave would not be valuable to this person because he is not making money. In Maslows theory of motivation, individuals get motivation from something extra as compared to only cash/financial benefits and job fulfilment. Therefore, the broad consideration of varying factors improves motivation of individuals/employees. Expectancy theory on its part only illustrates motivation as not applying to all cases as the understanding of whatever one wants to achieve/objects relates to efforts on a task and performance of that task, performance and compensation/gain, gain and objective fulfilment. As these will differ for different individuals as well as locations, to design rewarding systems, managers should thus always consider respective organizational structure so that the rewards offered relate to individual goals in such environments (Gunkel 2006, p. 15). Expectancy Theory of motivation proves to be most sophisticated comparing to Maslows theory in motivating employees because the effort to undertake a task will relate to the surrounding and capability to dictate the resulting achievement/performance of a person (Griffin and Moorhead 2009, p. 99). This theory to significant number of people and situations, might fail to apply. For example, it is more difficult to change management practices of an organization to meet individual needs, which might appear as outdated ways of doing things to many people and thus expectancy theory viewed as an individualized theory rather than management oriented (Hassard and Parker 1993, p. 93). Contrary to the expectancy theory, Maslows hierarchy of needs theory has the option that working towards self-actualization, rather than actually achieving it may be the ultimate motivation for most people (Griffin and Moorhead 2009, p. 88). As currently, some people find themselves leaving high paying jobs that fail to satisfy their job objectives to low paying jobs that satisfy. Maslows gives a sense of understanding without conscious reasoning thus common to many practicing managers and gives a general structure to classify demands as needs will not necessary fit to Maslows model. In the manner in which the needs rank, the bottom needs will be termed as physiological needs (food and water) and they determine when the following batch of growth needs (knowing and perceiving ones needs) will start fulfilment. It is only when the growth needs are fulfilled that one is at peace to attain his/her potential such as self-actualization (example) after which one can overcome his/her self-es teem (example) to assist others (Droar 2006). This is a more realist arrangement that enables one to progressive exploit his/her potential through satisfaction from preceding level of needs unlike expectancy theory that limits only on reward and job satisfaction. The expectation theory to managers will base their reward on individual achievement as to how better that individual relates input and output paying attention of any possible changes in the process to reduce risk. Furthermore, managers are required to utilize organizational structure that hold rewards and performance together as well as ensuring rewards are worthy to employees, and should involve in training to improve employees ability and understanding that extra effort yields good performance. This can be challenging as the process might turn out to be complex for some mangers. However, Maslows hierarchy of needs theory will give the flexibility for managers to allow development up the ranks of their employees in the best way they feel satisfied increasing motivation. In addition, Maslows theory allows managers to understand the significant needs active for specific employee ensuring motivation. Conclusion In summary, Maslows hierarchy of needs theory has greater motivation to employees compared to the expectancy theory. Although they compare in some aspects, the significantly differ in others. These two theories compare in Maslow theory creating a base from which expectancy theory develops from, both enabling a person to modify his/her input depending on the importance they have on the expected result after performing a task, as well as allowing an individual to establish which results are most likely to motivate them or others. Contrary to the similarities, expectancy theory concentrates on the needs rather than the results on a particular task where else Maslows theory focuses on how the different needs associate with themselves and what it calls fro to satisfy them and allows managers to understand the significant needs active for specific employee ensuring motivation. Expectancy theory separates effort, performance, and achievement of a certain task making it difficult and sophist icated for many individuals to explore their potentials because the effort to undertake a task will relate to the surrounding and capability to dictate the resulting achievement/performance of a person. This can be a complex process. Therefore, Maslows hierarchy of needs theory of motivation is more realistic and cheaper in motivating compared to expectancy theory of motivation. References Droar, D., 2006. Expectancy theory of motivation. Available at: http://www.arrod.co.uk/archive/concept_vroom.php [accessed 18 March 2010] Griffin, R. and G. Moorhead, 2009. Organizational behavior: managing people and organizations. 9th ed. Connecticut, US: Cengage Gunkel, M., 2006. Country-compatible incentive design: a comparison of employees performance reward preferences in German and the USA. New York: Springer Hassard, J. and M. Parker, 1993. Post modernization and organization. London, UK: SAGE Yeatts, D. and C. Hyten, 1998. High-performing self-managed work teams: a comparison of Theory to practice. London, UK: SAGE

Digital Age Essays -- Essays Papers

Digital Age Looking back in the past several years, we can see that technology has contributed an important role in our society nowadays. It changes the way people work, the way people live, and also the way people treat each other. Knowing the important of the development of technology, scientists and engineers are constantly inventing and exploring the world of technology to build a better society for everybody. Can you imagine your life with technology in the next thirty years? Do you prefer to work at the office and chat with your co-worker face to face or just stay home, transfer files to your computers and chat with your co-worker through the web camera from home? Do you prefer to have a little chip implanted in your body, so your family will easily find you? Or do you prefer to have a private life, so nobody will know where you are or what you do? I can see clearly the heat of the discussion right now in every student in the CSC 4735 - Computers Societies and Ethics teach by instructor John Clark at University of Colorado - Denver lately. Some choose the new technology and some against it totally. It rises to the question that whether technology will improve the life of everybody or just makes it worst. A little chip implanted in your body will make you feel safer or make you feel less privacy? Participating in the discussion room in class, reading the article "Only disconnect, A taste of life in 2033" from the Economist print edition on January 23rd, 2003, and skipping through lots of frequently ask question about life with new technology, I myself believe that the exposed of digital technology in the near future will change the ethical, moral, and legal issues in every human being. ... ...iew. With the advantage of the digital world, women will have more opportunity in life and participate in her favorite clubs. If she have the chance to hang out with her husband and her kids in the real world, her relationship and the bond between her children and she will be better. Also, if Dick stop worrying about his privacy life, his life will be better since he did not do anything wrong. Anyway, what does your life look like in the next 30 years? WORKS CITED 1. "Only Disconnect, A Taste of Life in 2033" http://www.economist.com/opinion/displayStory.cfm?story_id=1534295 2. "Now Digital, Spy Camera Technology Widens Gaze" - Laurie J. Flynn http://www.nytimes.com/2003/04/21/technology/21CAME.html 3. "Technology to Meld Chips into Humans Draws Closer" - Paul Eng http://abcnews.go.com/sections/scitech/DailyNews/chipimplant020225.html

Competency in Information and Technology Literacy Essay

The dynamic changes in information technology has advocated for nurses highly qualified in nursing informatics. This paper discusses some barricades allied to the employment of essential Nursing Informatics competencies into undergraduate nursing websites. Introduction Information Literacy is the set of skills needed to discover, repossess, evaluate, and use information. The Changes in information technology have led to new changes in the way nurses operate on patients. These nurses have to undergo various competencies. This paper discusses the changes and the required competencies. Discussion Information literacy is important in the nursing researches and practical working with the nursing informatics equipment. It is not just for students to learn but for practicing nurses and other healthcare practitioners as well. The practice of nursing in which the nurse makes medical decisions based on the best existing research proof, his or her own clinical expertise, and the needs and inclinations of the patient is referred to as evident based nursing. The nurses should learn to practice Information system to design and maintain their healthcare information. For instance, PDAs (Personal Digital Assistant or Patient Data) could allow nursing scholars to access various decision support systems that would offer them with professional guidance relating to specific care and treatment matters at their patient’s bedsides. There are various sources where one can learn about information literacy and find ideas about relationship between them. These include the website, libraries, journals, electronic full-text for nursing, that is, books, journals, virtual libraries, other articles and databases. To evaluating a website containing medical records, determine the website goal; discover the website objectives; website content description, evaluation questions, sources of evaluation data, methods of data collection. The steps performed are performed systematically. First and foremost, find out if the results have been reproduced in other research laboratory or by other scholars. Next step involves an attempt to conclude the study’s credibility. Look keenly at the material of study that is, if investigators essentially compare two sets of topics or did they just make bservations? If a control was used were the group results comparable? Evaluate the criteria used to conclude this study. Consider the modification and duration of the study. The next step is to look at the conclusions. Consider if they are warranted by the evidence. If one can’t find useful solutions in the website, then it is time to address some questions like: does one have to take illegalized results? How does one know that the product in question is the right one? If the product is or could be the right one, then, what guarantees this? Moreover one must to know more information on the product. Any information that is relevant should be taken into account. If the person still decides to take the product, he or she should be sure to tell the doctor who can make observation on the side effect about the product. Conclusion Nursing informatics is very important in today’s dynamic technological application. It is very important for nursing professionals to have the knowledge of nursing informatics as this will help them to participate fully in the technology enabled nursing.

Human Resource Planning Essay

Objectives of HRP: †¢To recruit and retain the human resource of required quantity and quality. †¢To foresee the impact of technology on work, existing employees and future human resource requirements, meeting the needs of the programs of expansion, diversification and to estimate the cost of human resources. †¢To improve the standards, skills, knowledge, ability, discipline etc. †¢To assess the surplus or shortage of human resources and take measures accordingly thereby minimising the imbalance. †¢To maintain congenial industrial relation by maintaining optimum level and structure of human resources. Process of Human Resource Planning: 1. Analysing Corporate Level Strategies: – Human Resource Planning begins with analysing corporate level strategies which include expansion, diversification, mergers, acquisitions, reduction in operations, technology to be used, method of production etc. 2. Demand forecasting: – Forecasting the overall human resource requirement in accordance with the organisational plans is one of the key aspects of demand forecasting. Forecasting of quality of human resources like skills, knowledge, values and capabilities needed in addition to quantity of human resources is carried out. 3. Analysing Human Resource Supply: – Every organisation has two sources of supply of Human Resources: Internal & External. Internally, human resources can be obtained for certain posts through promotions and transfers. Once the future internal supply is estimated through human resource audit, supply of external human resources is analysed. 4. Estimating manpower gaps: – Manpower gaps are identified by comparing demand and supply forecasts. Such comparison will reveal either deficit or surplus of Human Resources in the future. Employees estimated to be deficient can be trained while employees with higher, better skills may be given more enriched jobs. 5. Action Planning: – Once the manpower gaps are identified, plans are prepared to bridge these gaps by redeployment of surplus manpower. People may be persuaded to quit voluntarily or retrenched. Deficit can be met through recruitment, selection, transfer and promotion. In view of shortage of certain skilled employees, the organisation has to take care not only of recruitment but also retention of existing employees. 6. Modifying organisational plans: – If future supply of human resources from all the sources is estimated to be inadequate or less than the requirement, the organisation should consider alterations or modifications in the organisational plans.