Japan's Battered Men Suffer abuse in Silence Research Paper

Japan's Battered Men Suffer abuse in Silence - Research Paper Example The study also indicated that, the reported cases of men were however; lower in number as compared to those of women. The research showed that, despite the indifference in the number of reports, both men and women were similarly agonizing on the issue of marital abuse. Police and hospital surveys carried out showed percentages of men and women battered during a certain period as being 82% and 96% respectively (Cook, 2009, P. 3). Evidently, the gap between these two statistics is very small as compared to the case reported by the media. This was an indication that not all the battery cases involving men had been reported. The law in many countries differentiates battery from assault though both are considered to be crimes. Statistics taken also showed that the percentage representing women cases also include many assault cases. Thus, while women will go ahead and report assault cases to the authorities, very few men, if not none, were noted to report assault cases. In fact, most of th e cases reported by men were fatal and most involved injuries. Most men therefore, will prefer to suffer in silence, than to report their cases to the authorities. Due to lack of reporting, the male spousal abuse has been being disregarded, ignored or downplayed (Cook, 2009, P. 17). Background In Japan, the issue of wife battering is so rampant and of concern in the whole country. With recent findings showing that approximately 33% of married women in Japan suffered from domestic violence, the findings did not give a percentage of the men suffering from the same issue. Again, the men in Japan too do not report their abuse cases and hence, the authorities are likely to turn a blind eye to such cases (Leeder, 2003). The background of abuse of men in Japan was mainly reported to be the fact that most of these men did not control their partners and were therefore, likely to be controlled in turn. The issue was also reported to be on the increase due to the fact that the English press ha s been ignoring it a great deal. A private research once conducted showed that while the press was reporting 33% of the married women involved in spousal violence, it did not report the 20% number of men who suffered in their marriages. While the same press was reporting 14% of women who were coerced into sexual relationships, it did not give the 4% of men who were bullied to engage into the same by women. The English press also finalized its report by indicating that 40% of the Japanese women still suffered from marital violence in silence. The report on the other hand, did not account for the 76% of men who had suffered in silence too, despite their percentage being higher. The neglect of men’s abuse cases has therefore, also served as a key root of the increase in their suffering. With no one being aware of their agony, there has been no action being taken against those who cause this and thus, the issue continues to rise with time (Cook, 2009, P. 16). Current State of Aff airs The current Japan however, has had its eyes opened to many hidden incidences that take place in the society without the knowledge of the public. A report by the Japan Times newspaper indicated the press had previously ignored spousal violence against men due to the fact that, the purpose of the government bureau formed in Japan was to protect women and not men. However, with violence reports against women being on

Kenndey and King Essay Example for Free

Kenndey and King Essay What does Hemingways attitude toward the character of Robert Cohn appear to be? Support your answer with at least two examples from the excerpt. Robert Cohn has a low self esteem. Hemmingway, sees Cohn as a mark and gets other people to do his job. 2. Find an example of vigorous English from the excerpt. He took it out in boxing, and he came out of Princeton with painful self-consciousness and the flattened nose, and was married by the first girl who was nice to him. . How is Hemingways love for sports represented in this excerpt? Hemingway incorperates his love for sports into the story by talking about his favorite sports are Football and Boxing . 4. Hemingway was influenced by the stream of consciousness style of fellow writer Gertrude Stein. Find an example from the excerpt of how Hemingway incorporated this style into his own. An example of hemingway incorporated his style is â€Å"I mistrust all frank and simple people, especially when their stories hold together, and I always had a suspicion that perhaps Robert Cohn had never been middleweight boxing champion, and that perhaps a horse had stepped on his face, or that maybe his mother had been frightened. 5. What is the tone of this excerpt? Do you feel the story will end in a positive or negative way for Robert Cohn? The story will end in a positive or maybe negative way for Robert Cohn. Its up to him to make the choice himself.

Examining Motivational Strategies in Multinational Organisations

Examining Motivational Strategies in Multinational Organisations Motivation is next to directing/leading. Managers can motivate their subordinates while guiding them. Motivating means encouraging people to take more initiative and interest in the work assigned. It is an art of getting things done willingly from others. Motivation avoids clashes and non-cooperation and brings harmony, unity and co-operative outlook among employees. Managers have to work as motivators of their subordinates. For this, effective communication, proper appreciation of work done and positive encouragement are necessary and useful. Motivation is inspiring and encouraging people to work more and contribute for achieving the objectives of the company The creation of the desire and willingness to perform the job efficiently is known as motivation Motivation is a psychological and sociological concept as it relates to human behavior and human relations. It is the most fundamental and all pervasive concept of psychology. For motivation, sweet words are useful but are certainly not adequate. Motivation basically relates to human needs, desires and expectations. In other words, these factors suggest the measures which can be used for the motivation of employees. In motivation, efforts should be made to satisfy the different needs of employees so that they will be satisfied, happy and away from tensions. This creates favorable environment because of which employees take more interest and initiative in the work and perform their jobs efficiently. Motivation is a technique of creating attraction for the job. It is encouraging employees for better performance in order to achieve the goals of an Organization. The process of motivation is a continuous one (circular one) and is beneficial to both employer and employees. It is a key to improve work performance of employees. The term motive is derived from the Latin word emovere which means to move or to activate. Motivation is the act of making someone to act in the desired manner through positive encouragement. It is through motivation that employees can be induced to work more, to earn more and to give better results to the Organization. 2. Definitions of Motivation. According to W. G. Scot, Motivation means a process of stimulating people to action to accomplish the desired goals. According to Michael J. jucius, Motivation is the act of stimulating someone or oneself to get a desired course of action, to push the right button to get a desired results. 3. Features or Characteristics of Motivation. Psychological Process: Motivation is a psychological process useful for encouraging employees to take more interest in the work assigned. It relates to human relations. Initiative by Manager: The initiative for motivation is by the manager by offering guidance and also by other methods like appreciation of good work or offering incentives. Management has to adopt special measures for motivating employees. They include monetary as well as non-monetary. Continuous activity: It is a continuous and circular process. Subordinates need motivation in a continuous manner as their needs and expectations change from time to time. A manager has to study the needs of workers and use the technique of motivation accordingly. The process of motivation must be made a regular and continuous one. Goal-oriented and action-oriented: Motivation diverts human behavior towards certain goals. Attainment of organizational and individual goals depends on the motivational plans. Broad concept: Motivation covers needs, human relations and satisfaction of employees. For employee motivation, monetary and other incentives need to be offered. Job satisfaction is one such need and is useful for their motivation. Essence of management process: Motivation is an essential function of a manager. He has to motivate his subordinates for achieving organizational objectives. Motivated labour force is an asset of a business unit. Motivated employees bring prosperity to a business unit. Beneficial to employees and management: Motivation offers benefits to employees and Organisation. It avoids crashes and encourages cooperative outlook among employees. Motivation leads to cordial labour-management relations. It provides more profit to management and better welfare to employees. Varied measures available for motivation: For motivation, various monetary and non monetary incentives can be offered to employees by the management. Attractive wages, welfare facilities, job satisfaction, appreciation of good work, encouragement to self-development, job security and fair treatment are some measures of motivating employees. Motivation is different from satisfaction: Motivation implies a drive towards a result while satisfaction involves result already experienced and achieved. When desire is satisfied, employee is motivated. Related to a person in totality: An employee is motivated in totality and not in part. Employees basic needs are interrelated. Management must fulfill all the needs through monetary and non-monetary incentives. 4. Importance of Motivation. Motivation occupies an important place and position in the whole management process. This technique can be used fruitfully for encouraging workers to make positive contribution for achieving organizational objectives. Motivation is necessary as human nature needs some sort of inducement, encouragement or incentive in order to get better performance. Motivation of employees offers may benefits to the Organisation and also to the employees. This suggests the importance of motivating employees. Motivation acts as a technique for improving the performance of employees working at different levels. Motivation of employees is one function which every manager has to perform along with other managerial functions. A manager has to function as a friend and motivator of his subordinates. Motivation is useful in all aspects of life and even our family life. The same is the case with business. This dearly suggests that motivation is extremely important. It is an integral part of management process itself. 5. Advantages of Motivation. (A) Advantages to Management or Organization: Increase in the efficiency and productivity of employees. Motivation ensures a high level performance of employees. Better co-operation from employees and cordial labour-management relations. Reduction in the rate of labour absenteeism and turnover. Reduction in the wastages and industrial accidents. Improvement in the morale of employees. Quick achievement of business/corporate objectives and favorable corporate image. (B) Advantages to Employees or Workers: Employees get various monetary and non-monetary facilities/benefits which provide better life and welfare to them. Security of employment and other benefits due to cordial relations with the management. Job attraction and job satisfaction. Higher status and opportunities of participation in management. Positive approach and outlook of employees towards company, management and superiors. Reduction in the rate of labour turnover which is harmful to employees and management. Better scope for improvement in knowledge and skills of employees. 6. Motivational Factors or Motivational Incentives. (A) Monetary or Financial Incentives: Monetary incentives are offered in terms of money. Such incentives provide more cash or purchasing power to employees. Monetary incentives are extremely attractive to employees (particularly those working at lower levels) as they get the benefit quickly and in concrete terms. At the higher levels of management, non-monetary incentives are more important than monetary incentives. Workers prefer monetary incentives as compared to non-monetary incentives. Managements also offer liberal monetary incentives to all categories of workers. Monetary incentives may be further classified as following:- Individual Monetary Incentives: The benefit of individual monetary incentive is available to concerned worker only. For example, F. W. Taylor suggested differential piece rate system which offers different wage rates to different workers as per their production efficiency. Different incentive wage plans are the examples of individual monetary incentives as the benefit is offered individually to every worker. Here, a worker is paid as per his efficiency, productivity or as per the production given by him. Efficient/sincere workers give more production and get higher reward in terms of wage payment. Group Monetary Incentives: In the group monetary incentives, the monetary benefit is not given individually but to a group of workers or to all workers in the Organisation. Workers have to work jointly/collectively as a team in order to secure the benefits of group monetary incentives. Bonus payment, pension, P.F, production/productivity bonus, profit sharing, etc. are the examples of group monetary incentives. For the employer/management, group incentives are more important as they offer many benefits to the management. (B) Non-monetary Incentives for Employee Motivation: Job security and job enrichment: Job security is useful for the motivation of employees. Such security keeps the employee away from the tension of becoming unemployed. Job enrichment provides an opportunity for greater recognition and advancement. Job enrichment refers to redesign of jobs. Fair treatment to employees: Employer should give attention to the needs, difficulties and grievances of employees. Small work groups and effective communication are useful for solving the problems of workers. Employees must be given decent treatment. They will be co-operative only when they are treated with sympathy and love, affection and dignity. Employees should also be given help in personal matters. Recognition of good work: Recognition of good work at an appropriate time gives encouragement to employees to show better performance in future. As an appreciation of good work, prizes, rewards, promotions, etc. should be given. Encouragement to self-development and career development: Employees should be given varied training facilities. Training facilitates self-development and also provides opportunities for career development. Every employee has a desire to grow, develop and rise higher. This desire should be exploited fully for motivating employees. For this, training as well as management development programmes should be introduced. Delegation of authority: Due to delegation of authority, a subordinate employee feels that superior has faith in him and also in his ability to use authority in a proper manner. Employees get mental satisfaction when authority is given to them. They take interest and initiative in the work and try to prove that they are competent to work at the higher levels. Thus, delegation of authority becomes a motivating factor. Congenial working conditions: It is a non financial incentive for motivation. Employees should be given various facilities and conveniences at the work place. The work environment should be pleasant and safe. This creates desire to work efficiently. Helpful attitude of management: The helpful attitude of management towards its employees creates a sense of affinity for the Organisation. Fair treatment to workers creates better understanding among workers. Cordial industrial relations also motivate employees. Thus, enlightened and pro-employee attitude of management acts as a motivating factor. Fair opportunity of promotion: Fair opportunity of promotion to all eligible workers is one more method useful for motivating employees. They take interest in the work as they feet that they will be rewarded in the form of promotions. Training facility should be provided to employees in order to make them eligible for promotion. Labour participation in management: Labour participation in management is useful for the motivation of employees. Workers get higher status and better scope for expressing their views through such participation. Even the formation of quality circles or joint management councils is useful for motivating employees. Designation and status: When an employee is provided with a better designation, it adds to his status. Employees are proud to reveal their attractive and high-sounding designations. 7. Theories of Motivation. A. H. Maslows Need Hierarchy Theory. Hertzbergs Motivation Hygiene Theory (Two Factor Theory). Douglas McGregors Theory X and Theory Y. McClellands Achievement Motivation Theory. 8. Elton Mayos Hawthorne Experiments 1927-1936. The most famous of all human relations movement and research were Hawthorne Experiments. So named because they were carried on in Hawthorne plant of western Electric Company of Chicago in USA. Dr. Elton Mayo led a team from Harward University which cooperated with western electric co. in the period 1927-1936 to carry out Hawthorne Experiments. They identified following details. Recognized the importance of employee attitudes such as understanding voluntary co-operations and willing dedication in accomplishment of organizational goals. Found that employee performance is very much influenced by his attitude towards his job, associates and management. Proved that organizational firm can gain only when its employees are satisfied contented in their jobs. Pointed out that any change to be should be made should be explained and its meaning should be clear to employees. The fact that change is logical is not enough because employees may not appreciate the logic. Explored much of information on group behavior. Thus have provided the basis for much of what we know about getting along with all, problem employees in particular. Employee Motivation: Theory and practice The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But thats easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. And there lies the problem! Human nature can be very simple, yet very complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore effective management and leadership. These articles on motivation theory and practice concentrate on various theories regarding human nature in general and motivation in particular. Included are articles on the practical aspects of motivation in the workplace and the research that has been undertaken in this field, notably by Douglas McGregor (theory y), Frederick Herzberg (two factor motivation hygiene theory,) Abraham Maslow (theory z, hierarchy of needs), Elton Mayo (Hawthorne Experiments) Chris Argyris Rensis Likert and David McClelland (achievement motivation.) Why study and apply employee motivation principles? Quite apart from the benefit and moral value of an altruistic approach to treating colleagues as human beings and respecting human dignity in all its forms, research and observations show that well motivated employees are more productive and creative. The inverse also holds true. The schematic below indicates the potential contribution the practical application of the principles this paper has on reducing work content in the organization. Motivation is the key to performance improvement There is an old saying you can take a horse to the water but you cannot force it to drink; it will drink only if its thirsty so with people. They will do what they want to do or otherwise motivated to do. Whether it is to excel on the workshop floor or in the ivory tower they must be motivated or driven to it, either by themselves or through external stimulus. Are they born with the self-motivation or drive? Yes and no. If no, they can be motivated, for motivation is a skill which can and must be learnt. This is essential for any business to survive and succeed. Performance is considered to be a function of ability and motivation, thus: Job performance =f(ability)(motivation) Ability in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation. Positive reinforcement / high expectations Effective discipline and punishment Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs Base rewards on job performance These are the basic strategies, though the mix in the final recipe will vary from workplace situation to situation. Essentially, there is a gap between an individuals actual state and some desired state and the manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate this gap. It is inducing others in a specific way towards goals specifically stated by the motivator. Naturally, these goals as also the motivation system must conform to the corporate policy of the organization. The motivational system must be tailored to the situation and to the organization. In one of the most elaborate studies on employee motivation, involving 31,000 men and 13,000 women, the Minneapolis Gas Company sought to determine what their potential employees desire most from a job. This study was carried out during a 20 year period from 1945 to 1965 and was quite revealing. The ratings for the various factors differed only slightly between men and women, but both groups considered security as the highest rated factor. The next three factors were; advancement type of work company proud to work for Surprisingly, factors such as pay, benefits and working conditions were given a low rating by both groups. So after all, and contrary to common belief, money is not the prime motivator. (Though this should not be regarded as a signal to reward employees poorly or unfairly.) Motivation theorists and their theories (1 of 2) Although the process of management is as old as history, scientific management as we know it today is basically a twentieth century phenomenon. Also, as in some other fields, practice has been far ahead of theory. This is still true in the field of management, contrary to the situation in some of the pure sciences. For instance, Albert Einstein, formulates a theory, which is later proved by decades of intensive research and experimentation. Not so in the field of management. In fact this field has been so devoid of real fundamental work so far, that Herbert A. Simon is the first management theoretician to win the Nobel Prize for Economics in 1978. His contribution itself gives a clue to the difficulty, bordering on impossibility, of real fundamental work in this field concerned with people. In order to arrive at a correct decision, the manager must have all the information necessary relevant to the various factors and all the time in the world to analyze the same. This is seldom, if ever, the case. Both the information available and the time at the managers disposal are limited, but he or she must make a decision. And the decision is, therefore, not the optimum one but a satisficing one in effect, a satisfactory compromise under the real conditions prevailing in the management arena. Traditional theory X This can best be ascribed to Sigmund Freud who was no lover of people, and was far from being optimistic. Theory X assumes that people are lazy; they hate work to the extent that they avoid it; they have no ambition, take no initiative and avoid taking any responsibility; all they want is security, and to get them to do any work, they must be rewarded, coerced, intimidated and punished. This is the so-called stick and carrot philosophy of management. If this theory were valid, managers will have to constantly police their staff, whom they cannot trust and who will refuse to cooperate. In such an oppressive and frustrating atmosphere, both for the manager and the managed, there is no possibility of any achievement or any creative work. But fortunately, as we know, this is not the case. Theory Y Douglas McGregor This is in sharp contrast to theory X. McGregor believed that people want to learn and that work is their natural activity to the extent that they develop self-discipline and self-development. They see their reward not so much in cash payments as in the freedom to do difficult and challenging work by themselves. The managers job is to dovetail the human wish for self-development into the organizations need for maximum productive efficiency. The basic objectives of both are therefore met and with imagination and sincerity, the enormous potential can be tapped. Does it sound too good to be true? It could be construed, by some, that Theory Y management is soft and slack. This is not true and the proof is in the pudding, for it has already proved its worth in the USA and elsewhere. For best results, the persons must be carefully selected to form a homogeneous group. A good leader of such a group may conveniently absent from group meetings so they can discuss the matters freely and help select and groom a new leader. The leader does no longer hanker after power, lets people develop freely, and may even (it is hoped) enjoy watching the development and actualization of people, as if, by themselves. Everyone, and most of all the organization, gains as a result. Theory Z Abraham Maslow This is a refreshing change from the theory X of Freud, by a fellow psychologist, Abraham Maslow. Maslow totally rejects the dark and dingy Freudian basement and takes us out into the fresh, open, sunny and cheerful atmosphere. He is the main founder of the humanistic school or the third force which holds that all the good qualities are inherent in people, at least, at birth, although later they are gradually lost. Maslows central theme revolves around the meaning and significance of human work and seems to epitomize Voltaires observation in Candide, work banishes the three great evils -boredom, vice and poverty. The great sage Yajnavalkya explains in the Brihadaranyaka Upanishad that by good works a man becomes holy, by evil works evil. A mans personality is the sum total of his works and that only his works survive a man at death. This is perhaps the essence of Maslows hierarchy of needs theory, as it is more commonly know. Maslows major works include the standard textbook (in collaboration with Mittlemann), Principles of Abnormal Psychology (1941), a seminal paper, A Theory of Human Motivation (1943) and the book, Eupsychian Management (pronounced yew-sigh-keyan) published in 1965. Maslows theory of human motivation is, in fact, the basis of McGregors theory Y briefly described above. The basic human needs, according to Maslow, are: physiological needs (Lowest) safety needs; love needs; esteem needs; and self-actualization needs (Highest) Mans behavior is seen as dominated by his unsatisfied needs and he is a perpetually wanting animal, for when one need is satisfied he aspires for the next higher one. This is, therefore, seen as an ongoing activity, in which the man is totally absorbed in order to attain perfection through self-development. The highest state of self-actualization is characterized by integrity, responsibility, magnanimity, simplicity and naturalness. Self-actualizers focus on problems external to themselves. His prescription for human salvation is simple, but not easy: Hard work and total commitment to doing well the job that fate or personal destiny calls you to do, or any important job that calls for doing. Maslow has had his share of critics, but he has been able to achieve a refreshing synthesis of divergent and influential philosophies of: Marx economic and physical needs; Freud physical and love needs; Adler esteem needs; Goldstein self-actualization. Frederick Herzberg Hygiene / Motivation Theory This is based on analysis of the interviews of 200 engineers and accountants in the Pittsburgh area in the USA. According to this theory, people work first and foremost in their own self-enlightened interest, for they are truly happy and mentally healthy through work accomplishment. Peoples needs are of two types: Animal Needs (hygiene factors) Supervision Interpersonal relations Working conditions Salary Human Needs (motivators) Recognition Work Responsibility Advancement Unsatisfactory hygiene factors can act as de-motivators, but if satisfactory, their motivational effect is limited. The psychology of motivation is quite complex and Herzberg has exploded several myths about motivators such as: shorter working week; increasing wages; fringe benefits; sensitivity / human relations training; communication. As typical examples, saying please to shop-floor workers does not motivate them to work hard, and telling them about the performance of the company may even antagonize them more. Herzberg regards these also as hygiene factors, which, if satisfactory, satisfy animal needs but not human needs. Chris Argyris According to Argyris, organization needs to be redesigned for a fuller utilization of the most precious resource, the workers, in particular their psychological energy. The pyramidal structure will be relegated to the background, and decisions will be taken by small groups rather than by a single boss. Satisfaction in work will be more valued than material rewards. Work should be restructured in order to enable individuals to develop to the fullest extent. At the same time work will become more meaningful and challenging through self-motivation. Rensis Likert Likert identified four different styles of management: exploitative-authoritative; benevolent-authoritative; consultative; participative. The participative system was found to be the most effective in that it satisfies the whole range of human needs. Major decisions are taken by groups themselves and this results in achieving high targets and excellent productivity. There is complete trust within the group and the sense of participation leads to a high degree of motivation. Fred Luthans Luthans advocates the so-called contingency approach on the basis that certain practices work better than others for certain people and certain jobs. As an example, rigid, clearly defined jobs, authoritative leadership and tight controls lead in some cases to high productivity and satisfaction among workers. In some other cases just the opposite seems to work. It is necessary, therefore, to adapt the leadership style to the particular group of workers and the specific job in hand. Victor Vroom Vrooms expectancy theory is an extension of the contingency approach. The leadership style should be tailored to the particular situation and to the particular group. In some cases it appears best for the boss to decide and in others the group arrives at a consensus. An individual should also be rewarded with what he or she perceives as important rather than what the manager perceives. For example, one individual may value a salary increase, whereas another may, instead, value promotion. This theory contributes an insight into the study of employee motivation by explaining how individual goals influence individual performance. We have discussed above only a selection of the motivation theories and thoughts of the various proponents of the human behavior school of management. Not included here are, among others, the thoughts of: Seebohm Rowntree labor participation in management; Elton Mayo the Hawthorne Experiments; Kurt Lewin group dynamics; force field theory; David McClelland achievement motivation; George Humans the human group; William Whyte the organization man. What does it all add up to? Back to square one? Yes, indeed, the overall picture is certainly confusing. This is not surprising, for the human nature and human mind defy a clear-cut model, mathematical or otherwise. In some of the theories and thoughts presented, however, one can see some glimpses of the person and how, perhaps, he or she could be motivated. This is rewarding in itself. But, as noted earlier, practice has been ahead of theory in this field, so let us now move to the practical side of management of human behavior and motivation in the workplace. Application of employee motivation theory to the workplace Management literature is replete with actual case histories of what does and what does not motivate people. Presented here is a tentative initial broad selection of the various practices that have been tried in order to draw lessons for the future. Stick or carrot approach? The traditional Victorian style of strict discipline and punishment has not only failed to deliver the goods, but it has also left a mood of discontent amongst the working class. Punishment appears to have produced negative rather than positive results and has increased the hostility between them (the management) and us (the workers). In contrast to this, the carrot approach, involving approval, praise and recognition of effort has markedly improved the work atmosphere, leading to more productive work places and giving workers greater job satisfaction. Managers motivation toolkit The managers main task is to develop a productive work place, with and through those he or she is in charge of. The manager should motivate his or her team, both individually and collectively so that a productive work place is maintained and developed and at the same time employees derive satisfaction from their jobs. This may appear somewhat contradictory, but it seems to work. The main tools in the managers kitbag for motivating the team are: approval, praise and recognition trust, respect and high expectations loyalty, given that it may be received removing organizational barriers that stand in the way of individual and group performance (smooth business processes, systems, methods and resources see outline team building program) job enrichment good communications financial incentives These are arranged in order of importance and it is interesting to note that cash is way down the ladder of motivators. Lets look at a couple of examples taken from real life situations. The Swedish shipbuilding company, Kockums, turned a 15 million dollar loss into a 100 million dollar profit in the course of ten years due entirely to a changed perception of the workforce brought about by better motivation. At Western Electric there was a dr

Gewirth and Nagel :: Alan Gewirth Thomas Nagel Rights Essays

Gewirth and Nagel One difference between Alan Gewirth’s defense of absolutism and that offered by Thomas Nagel is that Nagel concedes that it can be wrong to fail to violate absolute prohibitions (or absolute rights) in order to prevent catastrophic consequences whereas Gewirth does not. Explain what you regard as the most important advantages and disadvantages of each author’s position. Which one has the more compelling defense of absolutism? Rights delineate a space around individuals that must be respected. The study of rights is a struggle to understand how rights may be prioritized, and in what cases the interests of someone may overcome the rights of another. Gewirth and Nagel are both asking whether there are rights which may not be overridden, even in the case where it seems that overriding them would serve some greater common good. They call these rights ‘absolute.’ Gewirth is attempting to show that there are such rights, and that respecting them does not conflict with the rights of others. Nagel, on the other hand, believes that some situations require the violation of the rights of one or another, and argues that absolutism can provide important criteria attempts for determining how to evaluate claims in such events. Gewirth’s conclusion rests upon a strict delineation of responsibility, so that a responsible actor can always be identified for a violation of rights, and other actors can always avoid violating another’s absolute right. This formulation appears to be too strong. It is also limited in that it requires the identification of an actor; there are situations in which it offers us no help in evaluating right action. But, while Gewirth’s formulation is problematic in practice, it is powerful in that it offers a coherent, consistent defense of absolute rights. Nagel is not interested in justifying absolute rights, but in articulating actions that are prohibited. His belief is that the world is an imperfect place; that fear and human cruelty will always present difficult moral situations, and that therefore, establishing criteria to deal with these less than ideal situations is essential. He also argues, unlike Gewirth, that one can be confronted with two choices, both of whose outcomes are bad, and for both of which one bears responsibility. Thus, he asks, when both respecting and violating an absolute right are wrong, what is the morally right thing to do?

Young People In Malta Education Essay

IntroductionFor the bulk of immature people age group here please in Malta, the institutionalised and progressively standarised humanistic disciplines have perfectly no topographic point in their lives. Many have a negative position: the humanistic disciplines are seen as distant and institutional. Art galleries, museums and concert halls are ‘not for the like of us ‘[ 1 ]. Therefore if the NMFA wants immature people to love the museum, it must offer them some values that are of import to them, in activities that meet some of their demands, while besides go oning to supply the frequent visitants with what he or she already finds fulfilling and honoring. Young people are known for seeking topographic points to run into other immature people, and on an international degree, museums have become smart and safe locales to run into high-status persons Give names of the museums which are pulling such an audience Sociability, dating and networking are big parts of their visits. M any immature people want to take part in museums and other cultural organisations where did you acquire this resource from? . The thought of holding activities has spread fast in all the major and little museums worldwide please back this with a mention. These activities were ab initio held merely on Friday eventide, nevertheless mid-week activities are besides taking topographic point mention please. They offer a combination of music, lectures, arguments, one-off shows, manner, movies, nutrient and drink and through these they besides encourage rank give illustrations of which museums which undertake these events. Some museums have besides organized immature people consultative groups to raise financess for the purchase of art and other museum activities please give mention to which museums. Giving immature people a interest in a museum ‘s activities is a manner to advance engagement and creativeness, by offering them the chance to make exhibitions and programmes for illustra tion[ 2 ]. Finally these immature people will go members and givers as museum communities grow older. Please give mentions during this paragraph as it does sound like it is your sentiment and non based on research. The followers are a figure of instance surveies that have worked effectivelyaˆÂ ¦ etc, etc,2.1 National Portrait Gallery, LondonIntroduce the National portrayal Gallery and its success narratives or otherwise with a immature audience so travel on to a specific instance study/studies that you think is relevant to your capable – ATTRACTING A YOUNG AUDIENCE. Pleaser besides evaluate its relevancy and give your sentiment on why it worked or otherwise In 1993 the National Portrait Gallery in London proposed a programme that was intended to promote a diverse mix of immature people, the bulk of whom were non-visitors to the museum. On offer there was practical art and picture taking workshops inspired by the galleries lasting and impermanent exhibitions. The format of the picture taking workshop was to see the exhibition infinite, followed by a group treatment before the practical activities kicked off[ 3 ]. The participants were besides given a subdivision in the gallery in which their work was displayed mounted as a manner of advancing the educational programmes to wider gallery audiences, therefore promoting more participants in the workshops. The overall purpose was to show the galleries experience to immature people, by making a programme of activities that would stress the educational and challenge participants into better understanding the aggregation? , . It besides had enabled socialization, pleasance and amusement and besi des set uping a repute among instructors, young person workers, parents but more significantly immature people themselves[ 4 ]. This had to set? the National Portrait Gallery on the map, as a locale of involvement and relevancy. How were these workshops structured? What was different from the 1s held earlier and what madecthem attractive to a immature audience? In the paragraph that follows you move on to promotionaˆÂ ¦ why? For the range of the flow of your statement this does non keep. I would propose you foremost discourse the event, its strngths and failings and so travel on to discourse selling, etcaˆÂ ¦ The gallery had antecedently run activities for the 13-23 age group. These were recruited through mailing lists built up by interested gallery visitants. As a consequence, when activities were programmed the available infinites were filled by the boies and girls of frequent visitants. Obviously there was a high degree of parental encouragement, which can on occasion be a assorted approval, as immature people who are progressively seeking for their independency may be more receptive to prosecuting in an activity which they have chosen out of their free will. The first planned activitie s under the new programme were specifically targeted at groups contacted through young person services. The National Portrait Gallery was willing to join forces with young person groups and besides promote youth workers to advance the activities to interested persons[ 5 ]. In the summer months the National Portrait Gallery hosts the BP ( British Petroleum ) portrait award exhibition, an event designed t o foreground modern-day portrayal picture and the encourage the work of younger creative persons. In the first twelvemonth of the new immature people ‘s programmes the activities were extended to include 10 half twenty-four hours painting workshops and a two twenty-four hours picture taking workshop. The picture taking workshop was filled up while the picture was ill attended[ 6 ]– this is the positive result of the event – would associate it with the paragraph above. During an informal staff treatment a suggestion was made to include a circular in the following one-year school mailing. The circular was targeted at art instructors to show to pupils, ask foring names to be put frontward for a mailing list through which to publicize future art and picture taking activities. The consequence this generated was out of the blue positive and offered utile insight into how galleries might be marketed to immature people. It was the pick of these immature people to set their names down and be included in the list. By October the National Portrait Gallery had received over 400 names, with some schools returning a list of 20 names and reference while others merely two or three[ 7 ]. From now onwards you are discoursing a 2nd term of the programmeaˆÂ ¦ I would divide the gains/successes of the first session from those of the 2nd which should be progressively exponential When the gallery came to publicize the new programme of activities in the fall, the pe rsons who had expressed involvement were contacted straight by mail. This manner people were having first manus information instead than through instructors or parents. The response was once more impressive, with the sketch and imitation workshop and the three picture taking workshops oversubscribed in the first two hebdomads after the launch of the programmes. The most hearty thing of the ego subscribed mailing list was the mixture of people that appeared at the workshops. The common nexus between everyone was the enthusiasm for art, picture taking and design, together with the fact that merely a few had visited the museum. The policy of the instruction section of the National Portairt Gallery is to concentrate energies on supplying a face-to-face service for visitants, instead than interceding instruction experiences through the production of resource stuff. One direct benefit of the policy is that instruction work has a high public profile at the National Portrait Gallery and on any twenty-four hours a visitant is likely to meet groups and persons working in forepart of the images, engaged in activities such as drawing, public presentations or treatment, while more formal talks, movies and video showings and practical art Sessionss occur in the studio and talk suites. The section besides responds to a heavy demand for Sessionss in support of school course of studies runing from A degree to the National Curriculum. The heaviest demand comes from history instructors, for which the gallery provides a scope of both basic treatment Sessionss and more specialised activities on Tudor, Stuart and Victorian su bjects[ 8 ]. The National Portrait Gallery stresses the importance of the diverse peoples ‘ disablements. These non merely include those who are physically impaired, but besides immature people who are wholly or partly blind or deaf, immature people with speech damage, every bit good as those with moderate or terrible larning troubles, and those immature people who suffer from mental unwellness[ 9 ]. In developing services for such audiences with disablements, the National Portrait Gallery designed activities entirely for groups of handicapped visitants, orienting work to run into their demands and providing for moderate-sized groups, with the purpose of set uping and constructing a niche audience such as supplying negotiations and Tourss and workshops in mark linguistic communication[ 10 ]. These handicapped immature people, will merely bring forth a comparative little audience, but over clip that audience will be established and will desire to come back and be pro-actively involved with t he gallery in advancing and farther improving entree[ 11 ]. Please include the age bracket which you are discoursing. Does this age bracket coincide with the age bracket which you are research for the NFMA? An of import facet of the betterments made to the new 20th century galleries within the National Portrait Gallery was the inclusion of a touch trail for visually impaired people. This involved the choice and arrangement of 10 graven portrayals chosen for their varied scope of stuff and of technique and in the best tradition of the gallery, for their scope of Sitter. This promoted touching nevertheless this can merely be done while have oning cotton or latex baseball mitts. The trail is supplemented by 12 pictures selected for their graduated table and in writing daring and with entree aided by Braille labeling, big print usher, thermoform alleviation representations of the pictures and an audio-tape usher, all of which are available at the information desk[ 12 ]. The gallery besides offered sculpture workshops which begin with a circuit of the shows which introduce the participants to the gallery ‘s aggregation and so travel on to the geographic expedition of unfamiliar stuffs and work on new techniques. These events were promoted through disablement imperativeness and humanistic disciplines listings. However, the gallery besides promoted inside informations of events and workshops on local wireless. Noelle this is out of pointaˆÂ ¦ how does it associate to a immature audience? If it is an debut to the NPG educational programmes for a immature audience so it should travel at the beginning and as an debut to the instance surveyTate BritainRecognizing that museums and galleries have sometimes served to perpetuate exclusivity, the acquisition section at Tate sees art as a manner to analyze, challenge and transgress fanciful boundaries. One manner to make this is by acquiring immature people actively involved in gallery civilization[ 13 ]. Oky this is interesting – should you compare and contrast instance surveies? Why have you chosen Tate and NPG? It is better if you give the grounds why The Tate Gallery has been working with immature people beyond the schools sector since 1988, utilizing methods whereby immature people contribute to the programme and the establishment, through audience and peer-leadership. Is this different from NPG and V & A ; A? Originally established at Tate Liverpool in 1994, Young TateA is now the umbrella name for the young person programme across all four gallery sites, every bit good as a dedicated online infinite[ 14 ]. Although each of the four sites has a typical programme of activities and frequently a peculiar targeted audience focal point, developed through discreet local partnerships, Young Tate has devised a common set of purposes. This can it in really good with Heritage Malta ‘s corporate programmeaˆÂ ¦ what do you believe? These include long-run benefits for immature people who are already committed to ocular civilization, to pull in those who are non and to heighten the lives and career potency of all Young Tate partic ipants through deeper and more varied engagement in Tate and their local galleries. Equally good as create a infinite for the exchange of new thoughts in which immature people are consulted, have chances to take part in Tate ‘s cultural procedure and can take control of their acquisition and eventually to be inclusive and diverse both in programme content and in the immature people who participate in these programmes[ 15 ]. These were devised and agreed in 2006, through a series of meetings between the conservators from the different sites, pulling together their experiences of edifice, developing and measuring peer-led programmes over several old ages[ 16 ]. A programme called Tate Extra was established in 2001, with local authorities[ 17 ], to make chances during out of school hours for immature people. One of their key purposes was to better battle, motive and accomplishment through after hours ‘ activity, so there was a really direct nexus to formal instruction. The conservator worked with instructors drawn from schools in countries local to Tate Britain to enroll immature people who were already demoing marks of alienation towards the formal course of study, but who found art a topic they could associate to[ 18 ]. For Tate Britain the purpose was to convey more immature people into the galleries, for the gallery to react to the concerns and involvements of immature people and for them to derive entree to the gallery and the aggregation, in many instances for the first clip. After several old ages of running these one-year programmes, there was a clear demand to make a manner for these immature people to retain and develop their relationship with Tate. It merely became more and more evident that immature people were experiencing left out in the cold at the terminal of that undertaking. Tate had been successful plenty to develop a relationship with them that was independent from school and they wanted to go on it, and that ‘s when they started to believe about a peer-led programme[ 19 ]. This is non clearaˆÂ ¦ Tehre is Umbrella Tate ( ? ) so Tate Extra, Tate Forum and Raw CanvasaˆÂ ¦ can you present the wide image foremost and so discourse each programme in sequence? Is at that place a sequence? Apparently Raw Canvas was established before Tate Forum aˆÂ ¦ Therefore Tate Forum was set up in 2002 as a peer-led young person consultative group. At this pointA Raw Canvas[ 20 ], Tate Modern ‘s Young Tate group, was already established, ab initio enrolling most of its participants and audience through the web site. Many of them were art pupils, already involved in gallery-going and no longer in secondary instruction. In contrast, Tate Forum was aiming a somewhat younger and less confident audience, with an involvement in art but non a history of gallery attending. It was felt that working with schools would make a more socially and culturally diverse audience[ 21 ]. Youre back on Tate Forum now – Can you discourse each programme separately and in sequence? Tate Forum has developed over six old ages and now draws in immature people aged 13-25 through a scope of different events and undertakings, many straight targeted, others open to all immature people across London[ 22 ]. Other programmed drop-in activities and events are for a wide audience of immature Londoners, marketed through the Young Tate web site, e-bulletins, MySpace, local wireless musca volitanss, nine circulars, schools and colleges. The biggest one-year event, Loud Tate[ 23 ], one of three Saturday events sponsored by BP, attracted 2,500 immature people in 2007. Many of these immature people were sing the gallery for the first clip, drawn in by the promise of a free concert by DJs and Bands. The exciting thing about Loud Tate is the manner it involves immature people programming events across the gallery, transforming non merely the edifice but how one exists in and experiences that infinite: troubling for some, emancipating for others. Contributions such as loud music are perfectly valid originative activity and Tate Forum clearly feels ownership of both the infinite and the event. Bing a diverse group of immature people, necessarily they propose, and argue about, a varied scope of events and activities, exemplifying the world of democratic engagement in gallery civilization. Over the twelvemonth Tate Forum plans a figure of short, public events, programmed for immature audiences, including creative persons ‘ negotiations, originative art workshops and on-line undertakings. Devising, selling, running, documenting and measuring the undertakings is the duty of the immature people, in audience and with support from the Youth Curator and other relevant members of Tate staff[ 24 ]. The present Tate Forum construction consists of bi-weekly, two-hour eventide meetings throughout the twelvemonth when members meet and plan undertakings and events. There are a figure of recruitment events in spring, known as Taster Days, in add-on to the longer targeted undertakings. Attending two or more of these leads to an one-year twelve-session preparation class – in a hebdomadal, two-hour eventide slot over the summer – investing members into the assorted facets of the gallery including curating, selling, preservation, wellness and safety, visitant service s, art-handling and instruction[ 25 ]. Having completed this, members take an active portion in youth-programme development and production. Those over 16 are besides invited to go involved in other departmental events such as Late at Tate or Education Open Evenings, for which they are paid. Many of the original group of recruits joined through their engagement with GCSE Art, and ab initio the nexus between Tate Extra and developing GCSE coursework was rather expressed, so the group was mostly people interested and actively involved in art[ 26 ]. For these pupils Tate Forum offered the infinite to believe beyond the confines and conventions of art as a course of study topic, to develop and discourse thoughts with equals and to hold a broader apprehension of art ‘s signifiers and maps. One of the members Charlotte Allen please give age here of the Charlotte, who loves art but hated the manner it was taught in school provinces that: I ‘ve lost involvement in art in the schoolrooms. I do n't see why I have to be in a schoolroom to pull or make anything. Why do I hold to be regimented? Why do I hold to make what my instructor says when surely art is an opinionative topic? aˆÂ ¦ I see coming here as what I think art should be. It should n't be in the schoolro om – it should be in galleries, it should be outside aˆÂ ¦ That ‘s what I think is the job with art in schools. What is your idea on this quotation mark? Do you experience that many pupils of her age agree with this? From where did you acquire this? The nexus between Tate Forum and academic or calling chances is a complex, and non straight causal, one. But several members cited specific illustrations where an penetration into the establishment, the assurance built through being portion of the group, or the connexions and conversations with professionals had been important[ 27 ]. For case, through the young person programme ‘s connexion with University of the Arts London, Widening Participation enterprise and the National Arts Learning Network ( NALN ) , one or two Tate Forum members met and had informal treatments with coachs from colleges where they went on to do an application and finally derive a topographic point. The relationship works both ways: NALN sees Tate Forum as a theoretical account of good pattern and has employed members as pupil embassadors at events such as Portfolio Advice Day[ 28 ]. Making entree for immature people who do non hold a tradition of museum and gallery-going beyond school trips could be cha racterised as worthy, and can be classified as portion of the tradition of a ‘civilising ritual ‘[ 29 ], that is, museums act as public infinites where moral and societal betterment can be obtained.A2.3 The National GalleryTake One Picture[ 30 ]is the National Gallery ‘s nationwide strategy for primary schools. Each twelvemonth the Gallery focuses on one picture from the aggregation to animate cross-curricular work in primary schoolrooms. For 2008/2009 the focal point picture was on Renior ‘s Umbrellas and this saw more so two hundred schools submit their work[ 31 ]. This twelvemonth ‘s focal point picture is Tobias and the Angel by Andrea del Verrochio ‘s workshop. Take One Picture encourages pupils of all abilities because of the flexible and unfastened model[ 32 ]. Childs who are involved in category, whole school and national undertakings improve assurance in their ain work and enhances a sense of ownership for their national aggregation of pi ctures. During a one-day go oning professional development class at the Gallery, instructors are given a print of the picture. The challenge is so for schools to utilize the image imaginatively in the schoolroom, both as a stimulation for graphics but besides for work in more unexpected curriculum country. The National Gallery instruction section so displays a choice of the work on the one-year Take One Picture exhibition in the National Gallery. Over the old ages, the chosen images have been used by instructors in different ways. For illustration, a twelvemonth 6 instructor whose category was analyzing ‘A Midsummer Night ‘s Dream ‘ thought how this could be linked to Titian ‘s Bacchus and Ariadne through believing approximately charming and fabulous animals. These connexions were used to bring forth a videoA in which students from the school brush enigma and thaumaturgy in the forests environing their school[ 33 ]. Another instructor used Uccello ‘s picture in maths and created a Saint George and the Dragon serpents and ladders game. Another school planned to suspend the timetable for three yearss to concentrate on graphics across the course of study inspired by Titian ‘s Bacchus and Ariadne[ 34 ].A There is something ill-defined hereaˆÂ ¦ why are you discoursing kids when the range is to pull a immature audience? ? Please stipulate age bracket Take One Picture activities have a broad scope, and have included poesy, play, dance, sculpture, and even scientific discipline experiments and ICT[ 35 ]. The procedure of doing work collaboratively or separately can be really prosecuting for pupils. Teachers frequently remark on how ill-affected pupils have been motivated and stimulated by originative work.A After making the image, the following phase is to portion the work with a wider audience. Sharing gives pupils and instructors a opportunity to reflect on and to measure their work. This could include anything from demoing work to another category in the school, a school exhibition, a parents ‘ eventide or even a web site. One category performed their version of Saint George and the Dragon at a whole school assembly[ 36 ]. All Saints School in Hampshire published the pupils ‘ work on the school web site. A goupr of four schools from Swansea held a collaborative exhibition based on Canaletto ‘s The Stonemason â €˜s Yard for the whole community[ 37 ]. Traveling to the National Gallery to see their work, was a enormous experience for many of them, as they viewed their ain work next to that of Leonardo[ 38 ]. Same hereaˆÂ ¦ .The Courtauld GalleryArt history short classs and events are offered at The Courtauld Gallery through its Public Programme[ 39 ]for anyone with an involvement in art conditions they are immature people, schools, instructors, bookmans or the general populace. The purpose of these short classs, negotiations and events is to do The Courtauld Institute of Art ‘s scholarly expertness and the wealth of the Courtauld Gallery ‘s aggregation accessible to the wider populace. Courses and events are led by art historiographers and by experiences creative persons. In 2009 The Courtauld Gallery in coaction with the University of Arts, London organized a summer school and eventide classs viz. Inspiring Art History. Twenty-eight immature people from 11 schools and colleges across London aged 16 to 19 took portion in the advanced class which combined art history and life[ 40 ]. The participants explored art history research methods at the Courtauld and traveling images processes at the Graphic Design Department in Saint Martin ‘s College of Art and Design[ 41 ]. The class kicked off by sing the Gallery and the Universities, these were followed by art history talks, research and the opportunity to analyze the original plants of art in the aggregation, every bit good as larning the life techniques at Saint Martin ‘s. The undertaking was to work in braces or groups of three ‘s to take a work of art from the Courtauld aggregation and invent a short life movie that interprets an facet of its history. The life was designed for the new Animating Art History subdivision[ 42 ]for the Courtauld web site and is aimed at animating kids and instructors to research art and art history and see the Gallery. The Courtauld conservators helped them happen out more about the picture and they besides carried out research in the library and online. The development subject for the life had to concentrate on the technique used, the history or the creative person ‘s thought. The spoken text had to be simple, accurate and focussed. The clear academic message was to hold adequate substance to animate the audience to happen out more about art and history of art. A short text panel had to be written to depict why the work of art was chosen. It besides had to include facts about the creative persons, the stuff used, the day of the months of the work and historical information about society and civilization of the clip[ 43 ]. Participants made stop-frame life utilizing merely 12 digital stills inspired by something in the Courtauld Gallery. They took exposures on the courtyard of Someret House and used specializer package at Saint Martin ‘s to inspire them. They besides photographed the architecture of the Gallery[ 44 ]. All this research was conducted in groups together they tried out tonss of different techniques utilizing different cameras, pixilations and computing machines. At the terminal of the class they had to show their work in a screening event attended besides by the Heads of both Universities[ 45 ].The Sir John Soane MuseumThe Sir John Soane Musuem has late launched half- or full-day kids ‘s workshops in the school vacations which include October half term, Christmas holidays, February half term, Easter Holidays, June half term and the summer vacations. The purpose behind these workshops is to either develop a accomplishment or research Soane ‘s hoarded wealths with specialist counsel. The workshops are suited for kids aged 7+ and the cost is ?18 for a whole twenty-four hours or ?10 for half twenty-four hours[ 46 ]. The monetary value includes all the stuffs, nevertheless tiffin is non included and kids must acquire their ain. The activities are huge and are at times besides related to vacations such as Christmas. Christmas, All Wrapped Up, is one of the workshops were kids will be asked to do their ain printed Christmas wrapping paper by making stencils inspired by spiels in the Museum[ 47 ]. The Easter activity viz. Extraordinary Eggs, allows the kids to research the Museums to happen a form and pigment an egg with a Soane inspired design[ 48 ]. For the October half term the activities are based around Halloween, Shadowy Secrets at the Soane, where those taking portion make their ain traveling shadow marionettes to state shade narratives by lamplight in the Museum. On the other manus there are activities that are based on the museum such as Momentous Memorials, here the kids are inspired by Britannia, John Soane ‘s theoretical account of a colossal memorial that could hold been one of Britain ‘s greatest of all time constructions, nevertheless it was ne'er built! The thought of this workshop is to plan and construct your ain great monuments.A Another activity involves runing for Wyrd and fantastic caputs made of rock, clay or plaster know as Heads Galore! And the kids must so plan and do their ain particular caput from clay[ 49 ].2.6 The Victoria and Albert MuseumDesign for Life is a partnership undertaking which focuses on prosecuting immature people in originative design through the usage of museums. The undertaking is led by the V & A ; A with Action for Children[ 50 ]and five regional galleries and museums such as the Brighton, Birmingham and Manchester City Museums and Art Galleries. Design for Life is an action research undertaking which aims to place ways in which museums could back up immature people in developing their endowments and contribute to the originative economic system, both as manufacturers and informed consumers. In the initial pilot stage which was in 2008-09, it was known as Design Your Life and worked with over 300 immature people aged 11-18 from schools and community groups to research and prove a varied scope of design based larning programmes inspired by museum aggregations. TheA undertaking has merely now completed its 2nd twelvemonth and this twelvemonth ‘s subject was Recycled, embracing both the environment-friendly usage of stuffs and besides the ‘recycling ‘ of practical and ocular thoughts gained from museum objects[ 51 ]. Through the originative design procedure each individual re-imagined and individualized these thoughts to make a alone and typical merchandise. This twelvemonth the V & A ; A worked with two groups of immature people- 14 misss from twelvemonth 10 GCSE Product Design class at Eltham Hill Collage of Technology and a group of eight immature people aged 9-14 from the Action for Children Haringey Young Carers undertaking. At Eltham Hill, the brief was to do T-shirts frocks and make a fabric design inspired by the Museum. The misss created necklaces to complement the frock[ 52 ]. At the Museum they were inspired by manner designs by Mary Quant and pop art imagination. Two professional designers- in manner and jewelry visited the school to show their working procedures, aid pupils with their work and give feedback at the terminal of the undertaking. The misss developed their thoughts and created fabric designs with a combination of techniques including cut stencil with spray cloth pigments and iron-on transportation printing of digital images, the jewelry pieces were either dramatis personae in pewter from clay molds or cut from MDF ( Medium-density fibreboard )[ 53 ]. The concluding plants were exhibited at a manner show window event at the V & A ; A. The Haringey Young Carers attended three ‘meet a interior decorator and do ‘ yearss and a 4th show window event[ 54 ]. The first twenty-four hours was merchandise design with the V & A ; A ‘s so designer-in-resident Lao Jianhua where the immature people made lamp shades inspired by the Chinese and Nipponese galleries. The 2nd session was jewellery devising: forms cut in thin Cooper foil inspired by motives in the South Asiatic galleries. The 3rd was T-shirt picture inspired by forms and colorss from the glass gallery[ 55 ]. The concluding show window event was good attended by parents and the three interior decorators presented the immature people with certifications of accomplishment. From 26 April-8 June 2010 the V & A ; A hosted the national exhibition of immature people ‘s work with an attach toing immature people ‘s conference. Over the comingA twelvemonth the undertaking plans to develop a replicable design larning ‘package ‘ to enthuse immature people about originative design and its potency in their lives.A Online resources will be created and training/dissemination events will advance wider engagement by museums countrywide[ 56 ]. Friday Late is held on the lastA Friday in every month ( except December ) when the Museum is unfastened from 10.00 to 22.00 with events get downing at 18.30[ 57 ]. In the June edition of Friday Late visitants had the chance to research seven V & A ; A commissioned constructions located around the Museum. The infinites had been created particularly for the exhibition 1:1 – Architects Build Small Spaces[ 58 ]A by international designers at the head of experimental design. Highlights included a reading tower by Norse designers Rintala Eggertsson with shelves keeping over 6000 books and cocoon ‘reading ‘ booths, Terunobu Fujimori ‘s wooden retreat elevated on stilt-like legs in the Medieval & A ; Renaissance Galleries, plus Studio Mumbai ‘s series of narrow corridors and illumination infinites inspired by parasitic architecture in theA Cast Courts. The eventide ‘s focal point was on confidant infinites, architecture as an experience and an geographic expedition of the ways in which people could interact with architecture, both physically and emotionally. Particular public presentations took topographic point around the exhibition installings, every bit good as events and impermanent intercessions in the most unusual of the V & A ; A ‘s infinites. Visitors enjoyed exhibition designers Vazio S/A and Triptych Architects in conversation, took an disingenuous ocean trip into modernist architecture with showings of Graham Ellard & A ; Stephen Johnstone ‘s 16mm movie Machine on Black Ground and experienced a ‘musical pronunciamento ‘ talk from Helsinki-based designer, mind and instrumentalist, Tuomas Toivonen[ 59 ]. A bantam personal disco created by Post-Office, theater from The Factory, trade building workshops and a ‘woodshedding ‘ wind session were besides on offer. There was besides the c hance to run into V & A ; A artists-in-residence Aberrant Architecture, and see the alone show of their theoretical accounts and digital projections, to research the Museum ‘s far-out architectural inside informations and secret infinites with a V & A ; A archivist, every bit good as one-off male entree to the Museum ‘s late renovated ladies toilets designed by designers Glowacka Rennie with artist Felice Varini[ 60 ]. In add-on, there was out-of-hours entree to the Museum'sA Grace Kelly: Style IconA andA QuiltsA exhibition. Having had the chance to go to this edition of Friday Late, I can state that the crowd was wholly different from the day-to-day one. There were a batch of people below the 30 age bracket, most of whom, after traveling round the exhibits congregated at the entryway country of the V & A ; A where a unrecorded DJ and nutrient and drinks every bit good as cocktails were served all eventide. Some were standing or sitting as they socialised with their friends over a glass of vino. The V & A ; A besides offers a figure of activities based on diverse cultural backgrounds. These include a Black Heritage Programme[ 61 ]and a hebdomad dedicated to Refugees[ 62 ]. The Black Heritage Programme offers an exciting scope of particular events. These events include unrecorded wind to observe the work of the legendary musician Louis Armstrong, touring the galleries and exhibitions, larning more about societal militant Paul Robeson and his conflicts with the FBI, or pass an eventide researching Rastafarian narration of supplications, verse forms and listening to some vintage Jamdown sounds. There was besides an eventide of vocal and dance for households of all ages named Caribbean Liming Families Night. Here one could detect old and new dances, articulation in a parade having island sounds and larn to sing folk vocals. One could besides listen to narratives and narratives, make charming masks and dress up as a carnival character with a painted face and adorn an island backg round with shells from the Caribbean coast[ 63 ]. Refugee Week is a free event dedicated to refugee-made work and how it has contributed to the V & A ; A aggregations. The hebdomad long events consist of negotiations, Tourss, workshops and unrecorded public presentations. One of the activities during this twelvemonth ‘s Refugee hebdomad was Making Memories where 1 could do an graphics utilizing personal exposure, narrative relation and memories with the aid of textile creative person Natasha Kerr.A The participants had to convey personal household exposure and portion the narratives and memories attached to the images.A An exhibition about the development of comforters ( Quilts: 1700-2010 ) ran at the same time with Refugee hebdomad and served the participants with a farther beginning of inspiration. The participants so spent the afternoon working onA a creative activity of their ain, and left with the accomplishments and inspiration to go on makingA fantastic fabrics at place[ 64 ]. My V & A ; A is a circuit that sees the V & A ; A ‘s aggregations from a different position. It allows a refugee be the usher, taking those interested on a alone circuit of the Museum as objects in the galleries act as a springboard for their ain extremely personal narratives[ 65 ]. The V & A ; A ‘s Access, Social Inclusion and Community Development Team works difficult to stand for the involvements of cultural diverseness and equality across the museum. Their purpose has been to do the Sackler Centre[ 66 ]feel welcoming, attractive, relevant and prosecuting to the widest possible scope of people.A The new infinites has enable them to run exciting undertakings, promoting visitants from diverse backgrounds to research and prosecute with the aggregations in differentA ways and besides to make out farther to wider audiences beyond the walls utilizing the engineering that the new Centre will supply[ 67 ]. An advanced residence strategy has seen two studios in the Centre being used by creative persons, interior decorators and craftspeople interacting with the populace. The Access, Social Inclusion and Community Development Team have late organised a series of jewelry workshops with immature work forces who come from refuge and refugee communities. The immature work forces in these workshops originate from Iran, Iraq, Afghanistan and Somalia and had ne'er made jewelry before[ 68 ].A TheyA were really acute to acquire involved with this extremely proficient and originative art signifier, utilizing the Indian aggregations in the Nehru Gallery as an inspiration.A The group worked with a professional jewelry maker who interacted good with the immature work forces and pitchedA workshops at the right degree in order to to the full prosecute with the participants[ 69 ].A It is expected that these immature people will go on to work with the V & A ; A across its many exciting and diverse programmes in the new Centre.

Free Essays on Sexual Harassment At Work

I will first start with sexual harassment and what it means. Sexual harassment is defined as, â€Å"any unwanted leers, comments, suggestions, or physical contact of a sexual nature as well as unwelcomed requests for sexual favors (Renzetti and Curran 2003: 225).† Sexual harassment in the workplace is a problem for both employees and employers. Women are the more likely gender to be victimized by sexual harassment. Not only do they have to be careful of what type of job they choose, but they also have to be careful of where they choose to work. Sexual harassment is very prevalent in male-dominated jobs where women are new hires, because male workers will harass the women in order to prove their dominance over them (Renzetti and Curran 2003: 225). This proves what Gruber’s study concluded which is, â€Å"Where a woman does her job is more important than the type of job she does in affecting her chances of being harassed (Renzetti and Curran 2003: 226).† If a woman is sexually harassed she may suffer from several physical illnesses due to the harassment. Some of these illnesses include: chronic neck and back pain, upset stomach, colitis and other gastrointestinal disorders, and eating and sleeping disorders (Renzetti and Curran 2003: 226). Her mental health may also be in jeopardy. She might become nervous, irritable, and depressed. Instead of reporting it, women try to get away from this harassment by quitting their jobs. However, since the problem is so big, there is never a guarantee that this harassment will not happen somewhere else. Employers have also had to deal with sexual harassment problems in the workplace. They try to handle sexual harassment in several different ways. Some employers prefer to handle sexual harassment complaints quietly, through private mediation. However, employers have more success in lowering incidents of sexual harassment if they take a visible and proactive approach to addressing the pro... Free Essays on Sexual Harassment At Work Free Essays on Sexual Harassment At Work I will first start with sexual harassment and what it means. Sexual harassment is defined as, â€Å"any unwanted leers, comments, suggestions, or physical contact of a sexual nature as well as unwelcomed requests for sexual favors (Renzetti and Curran 2003: 225).† Sexual harassment in the workplace is a problem for both employees and employers. Women are the more likely gender to be victimized by sexual harassment. Not only do they have to be careful of what type of job they choose, but they also have to be careful of where they choose to work. Sexual harassment is very prevalent in male-dominated jobs where women are new hires, because male workers will harass the women in order to prove their dominance over them (Renzetti and Curran 2003: 225). This proves what Gruber’s study concluded which is, â€Å"Where a woman does her job is more important than the type of job she does in affecting her chances of being harassed (Renzetti and Curran 2003: 226).† If a woman is sexually harassed she may suffer from several physical illnesses due to the harassment. Some of these illnesses include: chronic neck and back pain, upset stomach, colitis and other gastrointestinal disorders, and eating and sleeping disorders (Renzetti and Curran 2003: 226). Her mental health may also be in jeopardy. She might become nervous, irritable, and depressed. Instead of reporting it, women try to get away from this harassment by quitting their jobs. However, since the problem is so big, there is never a guarantee that this harassment will not happen somewhere else. Employers have also had to deal with sexual harassment problems in the workplace. They try to handle sexual harassment in several different ways. Some employers prefer to handle sexual harassment complaints quietly, through private mediation. However, employers have more success in lowering incidents of sexual harassment if they take a visible and proactive approach to addressing the pro...