Comparing Leonardo Da Vinci with Michelangelo - 1798 Words

Leonardo Da Vinci and Michelangelo Buonarroti were, and still are considered to be two of the greatest minds, even geniuses of the Renaissance. But which one is more of a genius than the other? Leonardo Da Vinci was born on April 15th, 1452, son to a notary called Ser Piero. Ser Pier has sex with a woman called Catarina, which resulted in her pregnancy. For a believed reason that Catarina was the Daughter of a farmer, they never got married. Ser Pier later married another woman, when he was 25, which is the time Leonardo was born. As for Michelangelo, he was born on March 6, 1475, to a father called Ludovico, and a mother named Francesca, who was not capable of taking care of him. She sent her son to a family of stone cutters, and whose†¦show more content†¦The bridge worked and has a very modern shape. These two superb artists are so much alike, yet they are very different as well. Michelangelo had his very own aspects which made him a unique person. Michelangelo was a person brilliant in sculptures only. On august 4, 1983, Pope Julius II Della Rovere told Michelangelo to paint the Sistine Chapel. Although never experienced with paint, especially fresco painting, he painted the whole ceiling by himself, standing up while most painters that painted ceilings did it lying on their backs. He asked his old friend Francesco Granacci to help him, as well as four other fresco painters. However, when he saw that they werent as good as he thought, and have the imagination he wanted, he dismissed them and continued by himself. All he had was two men that helped make the paint. Michelangelo was very bad at mathematics, and languages. He failed to learn how to speak Latin, which was taught to most nobles in Italy. After being taught by Ghirlandaio, he soon excelled to being even better than his teacher, and walking his own path and trying new things. Rock is one of the hard est objects to work, and craft with. However, for Michelangelo, he turned a piece of dull marble, or other rock, into a work of art. It would be impossible to find a body showing greater mastery of art possessing more beautiful members, or a nude with more detail in the muscles. Veins, and nerves .... His work was so amazing, you couldShow MoreRelatedThe School of Athens1549 Words   |  7 Pagesmeeting Leonardo Da Vinci, his style expanded once again. There were other artists in Florence that aided Raphael while he was busy honing his style. One in particular, Fra Bartolommeo, most noticeably influenced Raphael’s technique. â€Å"From him Raphael learnt to replace the fragile grace of Perugino with a more measured movement, far ampler draperies, more gravity and grandeur.† Raphael also studied sculpture while in Florence. He poured over the many great works of both Donatello and Michelangelo. HisRead MoreDifference Between Baroque Art And Renaissance Art843 Words   |  4 Pagesemotional intensity and viewer involvement. When comparing the styles of art in the Renaissance era and the Baroque era, the artworks of Michelangelo and Bernini perfectly reflect the styles of art during those time periods. Michelangelo’s David sculpture is a work of art that is firmly based in Renaissance ideas, while Bernini’s David sculpture reflects the changes that came about in the Baroque. There are clear differences between the works of Michelangelo and Bernini that reflect their time. Michelangelo’sRead MoreArt : Comparing Medieval Art to Renaissance Art1248 Words   |  5 PagesArt Appreciation Name: Chadwick West Instructor: xxxxxxxxxxxx Course: Art Appreciation, ART 137 School: xxxxxxxxxxxxxxx December 19, 2012 Comparing Medieval Art to Renaissance Art Medieval art period Medieval art covers a large scope of time. The period covered over 1000 years of art in Europe, Middle East and North Africa. The period was characterized by major art movements based on national art and regional art. There was alsoRead MoreHigh Renaissance Painting In Florence And Environs, 1490-1550.1403 Words   |  6 Pages You become aware, of the color harmonization’s, and reason behind each detail drawn in a portrait or made in a sculpture. Symmetry, geometry and color coordination were revolutionized in portraits and paintings by famous artist like Leonardo da Vinci, Michelangelo, and Raphael which is momentous. These three individuals played an enormous role during the Renaissance with their artistic work. The west building, known as the edifice had a roman traditional classical style, but built with modern technologyRead MoreThe Status Of The Artist1829 Words   |  8 Pagesrequests additional funding for higher quality materials, before stating that he will follow Giovanni’s every instruction, without deviation. Clearly when considering this commission it is clear that it was the patron Giovanni who held the most power. Comparing this with Donatello’s outburst, when he destroyed a bust of a client who tried to underpay, demonstrates the wide spectrum of relationships requiring consideration. Initially it would seem that Evelyn Welch is correct with her assertion that eachRead MoreIwt1 Task1 Essay769 Words   |  4 Pages COMPAIRING ARTISTIC PERIODS RENAISSANCE ART AND MANNERISM ART WESTERN GOVERNORS UNIVERSITY IWT1 TASK1 COMPARING ARTISTIC PERIODS The Renaissance period was from roughly the 14th century to the 17th century of the common era (CE) beginning in Italy later spreading throughout Europe. The word Renaissance comes from the original Italian word Rinascimento or rinascere which means to be reborn according to Harper (2012). The influence of the Renaissance movement can be observed in artRead MoreMichelangelo Buonarroti Essay2343 Words   |  10 PagesMichelangelo Buonarroti 1 Michelangelo Buonarroti is one of the most famous sculptor, painter, architect and poet during the High Renaissance. He is most famous for his sculpture of David and his fresco painting on the ceiling of the Sistine Chapel. Michelangelo led a very interesting life and had a huge impact on art as we see it today. Michelangelo was considered a contributor of the Mannerism movement. Mannerism is defined as â€Å" an art style in late 16thRead MoreThe School of Athens2478 Words   |  10 Pagesperiod are executed in styles so similar that art historians have found it difficult to determine which were painted by Raphael. In 1504 Raphael moved to Florence, where he studied the work of such established painters of the time as Leonardo da Vinci and Michelangelo, learning their methods of representing the play of light and shade, anatomy, and dramatic action. In 1508 Raphael was called to Rome by Pope Julius II and commissioned to execute frescoes in four small stanze, or rooms, of the VaticanRead MoreEssay The School of Athens2445 Words   |  10 Pagesperiod are executed in styles so similar that art historians have found it difficult to determine which were painted by Raphael. In 1504 Raphael moved to Florence, where he studied the work of such established painters of the time as Leonardo da Vinci and Michelangelo, learning their methods of representing the play of light and shade, anatomy, and dramatic action. In 1508 Raphael was called to Rome by Pope Julius II and commissioned to execute frescoes in four small stanze, or rooms, of the VaticanRead MoreThe Influence Of The Teenage Mutant Ninja Turtles1785 Words   |  8 PagesThe names of the Teenage Mutant Ninja Turtles are familiar to everyone’s inner child: Michelangelo, Raphael, Donatello, and Leonardo. However, the actual people after whom the ninjas are named were resplendent artists of the fifteenth and sixteenth centuries, and each of these men had a profound effect on the trajectory of art. During the Renaissance (late 1400s-1600s), an era of society emerging towards a new way of considering the world through artistic study, the marvelous coalition of citizens

How to Promote Student Growth

There is a growing need to measure students growth and success in the classroom, especially with all the talk in the media about teacher evaluations. Its standard to measure student growth at the beginning and the end of the school year with standardized testing. But, can these test scores give teachers and parents a good understanding of the students growth? What are some other ways educators can measure students learning throughout the year? Here we will examine a few ways that teachers can promote student understanding and performance. Ways to Promote Student Development According to Wong and Wong, there are some ways professional educators can promote student growth in their classroom: Set high expectations for student achievementMake sure that students perform at or above expectationsSolve problems so students will receive servicesUse up to date research and technologyPlan instructional strategiesApply higher-order learning skillsApply information-processing strategiesApply complex learning tasksUse cooperative learning in the classroomUse invitational learning in the classroomArticulate information clearlyApply classroom management These suggestions that the Wongs gave will indeed help students to achieve and demonstrate their abilities. Promoting this kind of learning can help students prepare for the standardized testing that measures their growth throughout the year. By using the suggestions from the Wongs, teachers will be preparing their students to be successful on these tests while promoting and developing important skills. A Variety of Ways to Measure Student Performance Measuring student growth solely on standardized tests have always been the easiest way for teachers to determine that the students are grasping the information taught. According to an article in the Washington Post, the problem with standardized tests is that they mainly focus on math and reading and do not take into account other subjects and skills students should be developing. These tests can be one part of measuring academic achievement, not the whole part. Students can be evaluated on multiple measures such as: Growth throughout several yearsPortfolio of students work in all subjectsExamsCritical thinking skillsProblem-solving skillsGroup ProjectsWritten and oral presentationsClass projects and experiments Including these measures along with standardized testing would not only encourage teachers to teach a wide range of subjects well but would also accomplish Presidents Obamas goal to make all children college ready. Even the poorest of students would have the opportunity to demonstrate these critical skills. Achieving Student Success To achieve students academic success, it is paramount that teachers and parents work together to help develop and build skills throughout the school year. A combination of motivation, organization, time management, and concentration will help students stay on track and be able to achieve successful test scores. Use the following tips to help students achieve success: Motivation To help motivate students to find out what they are passionate about and use their interests to connect with their school work. Organization For many students, something as simple as staying organized is the key to academic success. To help students stay organized, organize and label all materials and notebooks and keep a checklist of essential tasks. Time Management Learning to prioritize and manage time can be difficult for students. To help them manage their time keep track of assignments and tasks by creating a school calendar. Concentration Students get distracted very easily, to keep their minds on the task at hand enlist parents to designate a quiet zone for homework where there are NO interruptions. Sources: Wong K.H. Wong R.T (2004).How To Be An Effective Teacher The First Days Of School. Mountain View, CA: Harry K. Wong Publications, Inc. TheWashingtonpost.com

Multinational Corporation and Country Nationals Free Essays

string(34) " responsibility for the business\." In the recent decade, international human resource management (IHRM) experienced tremendous research growth due to the increase number of organizations begun to extend their businesses into overseas markets. Multinational Corporation (MNC) is the term used to describe a business with overseas operation. Some of the main reasons for the growth of interest in IHRM are: 1) the number of MNC has increased with rapid growth of global competition which resulted in increased mobility of human resource. We will write a custom essay sample on Multinational Corporation and Country Nationals or any similar topic only for you Order Now 2) Effective HRM strategy has been recognized as determinant of success or failure of organization. ) It is more difficult to exercise control and implementation of corporate strategy over remote subsidiaries with different culture and background. (Fernando, 2006)In this article, we will discuss the difference between international and domestic human resource management and the challenges that organization faced when selecting, developing, motivating and maintaining the employees for the overseas assignment and how these issues will affect the strategy of the organization. Finally, the article will conclude that IHRM is complex, difficult and critical to global business success. Stone, 2008) It faces a lot of challenges as compared to domestic human resource management mainly due to the geographic dispersion and multiculturalism. Defining International Human Resource Management (IHRM) There is no consensus about what the term IHRM covers although most studies in the area have traditionally focused on the area of expatriation (Brewster and Harris, 1999). Taylor et al. (1996) define IHRM as a range of people management functions, processes and activities which involve consideration of more than one national context.Difference b etween Domestic Human Resource Management and International Human Resouce Management IHRM has similar human resource activities as domestic human resource management except that it is at a global level. Regardless of whether they are specific to one or several countries, the external constraints such as political, legal, economic and cultural can significantly influence the way HR functions are carried out and the HR manager will have to plan for the human resources, do acquisition for the right people in the right number at the right time, train and develop, aintain and motivate the employees. As stated by Dowling and Welch (2005), the complexities of operating in different countries and employing different national categories of workers are a key variable that differentiates domestic and international HRM. Domestic HRM involved employees within only one national boundary while IHRM deals with three national or country categories: the parent country where the firm is usually headquartered; the host country where a subsidiary may be located; and other countries which may be the source of labour, finance or research and development.In addition, there are three types of employees of an international firm: parent-country nationals (PCNs); host-country nationals (HCNs) and third-country nationals (TCNs) (Dowling, Welch and Schuler, 1999). Dowling (1988) argues that the complexity of international HRM can be attributed to six factors such as more HR activities; the need for a broader perspective; more involvement in employees’ personal lives; change in emphasis as the workforce mix of expatriates and locals varies; risk exposure and broader external influences.Types of employees Managers can be hired three types of employees: parent country nationals; host country nationals and third country nationals. Parent country nationals (PCNs) are residents of the international business headquarter who are transferred to one of its overseas operations. Even though communications and coordination with headquarters is typically facilitated when PCNs are employed since they share a common culture and education background with headquarter but the number of PCNs employed in an organization is limited.This is due to the high cost in relocating and maintaining them in host country and the lack of knowledge of local laws, culture, economic conditions, social structure and political processes. Host country nationals (HCNs) are residents of the host country and are the most common choice of mid-level and lower-level job. Employing HCNs is popular because they are familiar with local laws, culture and economic. Even though HCNs may be cheaper than PCNs but HCNs may not be familiar with the firm’s corporate culture nor its business practices.Third country nationals (TCNs) are citizens of neither the headquarter nor of the host country. They are most likely to be employ in upper-level or technical positions. Expatriate Expatriates are people working and residing in countries other than their native country. TCNs and PCNs are collectively known as expatriates. Organization usually takes great care in selecting expatriate as important roles are usually assigned to them and the cost of transferring wrong person overseas is enormous. It is known as expatriate failure when the expatriate return homes before the assignment is completed.The cost of failure would incur direct and indirect cost to the organizations and the expatriate. The indirect costs are harder to quantify in money terms and it includes causing the organization to lose its market share and expatriate may lose self-esteem. Dowling Welch (2005) had concluded that factors moderating performance would include: spouse/ partner dissatisfaction; inability to adapt; difficulties with family adjustment in the new location; culture and language difficulties. RecruitmentRecruiting and then deploying people to positions where they can perform effectively is a goal of most organizations whether domestic or international. Recruitment in international context is no easy job. Cross-national differences in work values influence how attractive a firm is perceived to be within any given culture because what individuals want from an employer may vary across culture. (Caligiuri, Lepak Bonache, 2010) Therefore, companies should adopt different sets of selection practice and recruitment message based on the culture of the country they are recruiting.In MNCs, most positions are filled by HCNs as it is cheaper than hiring expatriate and they are more familiar with the local culture, economics and business environment. But it is still common to employ expatriate in management role since they had better understanding of the culture and business background. Expatriate selection is much more difficult than domestic selection. The HR manager may have stringent screening process as these expatriate will be mostly being employ in management level that has greater responsibility for the business. You read "Multinational Corporation and Country Nationals" in category "Papers"Therefore, only experienced candidates will be selected for overseas assignment. On the other hand, candidates are becoming increasingly selective regarding their choice of overseas assignment making it more difficult for expatriate to be employed. Selection is often conducted through supervisor’s interview of candidates. With expatriate being employed in management role could mean that they are the ones interviewing the HCNs. In this case, it would be especially challenging as behaviors may be interpreted through a cultural lens and unintended inferences may be made.Caligiuri, Lepak Bonache (2010) had concluded that firm that dedicates the time to answer the strategic questions about employee competencies globally – and, i n turn, effectively selects for them within the various countries where it operates – has a competitive advantage within its global workforce for implementing global business strategy. Training and Development The objective of training and development is to foster learning among the organizational members and to develop enriched and more capable workers, who, in turn, can enhance organizational competitiveness and effectiveness.As compared to domestic organization, multinational organization faces a number of unique challenges in training and developing function. This is due to that multinational firms differ in their operations from those of domestic firms in terms of geographic dispersion and multiculturalism. (Adler, 2002) It may be difficult when translating training material; therefore it is important to understand the importance of sensitivity to local language and culture. Sims (2002) states that how people learn and the methods of training with which they are comfortable vary across cultures.In order to achieve success in oversea assignment, it is very important to train the employees based on the economics and practices of foreign countries. Dessler G. (2008), concluded that overseas candidate required special training like focusing on the impact of cultural differences, provides factual knowledge about the target country and provides skill building in areas like language and adjustment and adaptation skills. It is very challenging when come to designing training and development programs for multinational company. A unique training program for each subsidiary is needed based on the country language and culture.Performance Management Performance Management (PM) is a strategic HRM process that enables the immediate supervisor to evaluate the employee’s job performance and contribution towards the organization’s goals and rewards as outcomes of performance evaluation or appraisal. Training and development plan can be derived from PM to enhance the performance of the employees. As is stated by Armstrong (1994), PM involves the links to organizational strategy, setting individual performance goals, providing regular feedb ack on progress towards those goals, providing opportunities for improving and linking result and rewards.The scope of PM in multinational companies (MNCs) is much broader and complicated that in domestic companies. This is due to that MNCs operate in many nationals with various types of employee groups. (Scullion H. Linehan M. , 2005) Generally, an employee’s performance on the job is affected by their skills, perceptions, relationship with peers and superior, personal values, levels of motivation and commitment, the work environment and the level of challenge assigned to them.In a global context, this multiplicity of factors is further complicated by differences in culture, education, values and long distances between superior and subordinate. Fernando K. V. (2006), had concluded that the challenge of organization’s when it comes to performance management is to retain and develop their talent; enable the mass majority to perform at their best level; align performance at all levels globally to effectively deploy strategy; recognize and motivate performance at all levels and help differentiate employee performance.PM in IHRM will require different program and criteria based on the country culture to effectively measure the performance of the employees. Simply exporting the head office program may end in disaster if it is not culturally sensitive. (Stone, 2008) Compensation Compensation is one of the most important HRM functions. In both IHRM and domestic HRM, compensation has the same common objectives that are to attract and retain the desired quality of employees and motivate employees to improve their performance and contribute their best to help to achieve the organization’s business objectives.According to resource-base d theory, organizations that effectively apply appropriate compensation policies to maintain and retain knowledgeable and skilled employees can serve to protect this source of sustainable competitive advantage. As is stated by Dowling (1988), the key differences for HRM in MNCs lie in the increased scope; perspective and level of involvement required in employees’ live as well as the level of risk. Compensation in IHRM has the greater risk.The risk increased by the complexities of operating within multiple diverse economic, employment and taxation regimes and through direct and indirect cost inefficiencies associated with international staff transfers and also with the implementation of an international compensation strategy. (Harzing Ruysseveldt, 2004) In IHRM, the compensation strategy is influenced by a list of internal and external variable. Some of the variables would include: (internal) capacity to pay; competitive strategy; organizational culture; (external) labour market characteristics; local culture and parent nationality.The most challenging part is to reduce the risk of perceived inequities by maintaining companywide pay scales and policies. By doing so, the organization can ensure that the same job grade will be paid within the same narrow range. Implementing companywide pay scale might not be fair for those who are being transferred to country, like Japan, where the cost of living is higher. One way to handle the problem is to pay a similar base salary companywide, and then add on various allowances according to individual market conditions. (Infante V. Determining equitable wage in many countries is no simple matter due to the differences in culture and market characteristic. As a result, one of the greatest difficulties in managing multinational compensation is establishing consistent compensation measures between countries. (Dessler, 2008) Industrial relations It is difficult to compare industrial relations systems and behavior across national boundaries as national differences in economic, political and legal systems produce markedly different industrial relations systems across countries.Trade unions may limit the strategic choices of multinationals in three ways by influencing wage levels to the extent that cost structure may become uncompetitive; by constraining the ability of MNCs to vary employment level at will and by hindering or preventing global integration of the operations of multinationals. Trade unions will be able to cause the MNCs to suffer labour cost disadvantages which may narrow their strategic options or caused industrial or political problems. Therefore the HR managers should ensure that the practices adhere to and reinforce strategicHRM objectives and policies and are in harmony with the desired corporate culture, concessions granted in one location do not create damaging precedents for the rest of the organization and ethical and legal obligations are met. (Stone, 2008) MNCs must be well versed in international industrial relations and be aware that each industrial relations system is unique in order to translate organizational HRM objectives and policies into appropriate industrial relations practices on a worldwide scale. ConclusionIHRM is the handling of HRM activities at a global level. It is complex, difficult and critical to global business success. (Stone, 2008) It faces a lot of challenges as compared to domestic human resource management mainly due to the geographic dispersion and multiculturalism. Individual business units in various countries may have different HRM strategies due to the different in culture. Although the strategies might be different but somehow it is still intact with the global strategy as define by international business headquarter. With this, the MNCs will have competitive advantage as compared to its competitors who are using HRM strategies at a national level. Challenge increases as they have to handle employees from three different nationals: parent country nationals (PCN), host country nationals (HCN) and third country nationals (TCN). Organization takes great care in selecting employees from parent country and third country which is known as expatriate. This is because the failure of the expatriate may cost the organization to lose its market share and the expatriate may lose self-esteem.Training and performance management in IHRM faces a number of unique challenges due to the different in culture. Different program needs to be design for different subsidiary. Simply exporting the head office program may end in disaster if it is not culturally sensitive. (Stone, 2008) Compensation is one of the most important functions. The most challenging part in IHRM is that it needs to reduce the risk of perceived inequities by maintaining companywide pay scales and policies.Various allowances should be added on top of the basic salary especially for those expatriate who are located in countries with higher cost of living. Last but not least, MNCs need to be well versed in international industrial relations in order to translate organizational HRM objectives and policies into appropriate industrial relations practices on a world-wide scale. How to cite Multinational Corporation and Country Nationals, Papers

Personality Disorders Essay Paper Example For Students

Personality Disorders Essay Paper There are many types of personality disorders and each one has differentsymptoms and characteristics. Some characteristics are shared by differentdisorders. People who rebel against their culture or society or who haveoutbursts and rages or have trouble with social skills, how they see themselves,how they cope with being around other people, and how they control theirimpulses are characteristics all shared by those who suffer from personalitydisorders. Many people who suffer from one disorder usually suffer more than oneat a time but does not believe that they have a problem. It is said that,?Symptoms stem from basic personality traits that develop over a period oftime. ¦(Mental Health) There are a few basic treatments for people withpersonality disorders that work for some, but not for others. Psychodynamicpsychotherapy, or psychoanalytical therapy, focuses on past events and longrepressed feelings. Psychodynamic models integrate the past with thepatient-s current life. Behavior t herapy is used to teach different kindsof social skills. Cognitive therapy concentrates on changing of negativethinking. Cognitive-behavioral therapy combines cognitive and behavioral therapytechniques. Personality disorders affect ten to fifteen percent of thepopulation. Some affect certain populations more than others. Studies havesuggested that biology plays a part in these disorders. Personality disorderscan be inherited from generation to generation and are a primary result of theperson-s experience during childhood and adolescence. BorderlinePersonality Disorder is the most common personality disorder and affectsapproximately 2% of the population (Mental Health). Those that suffer from thisdisorder may experience brief periods in which they separate from reality andoften are diagnosed with depression and psychotic disorders. They are unstablein personal relationships and have an unstable self-image and emotions and havelittle control over impulses. They can be self-destructive , but are rarelyviolent to other people or animals. Antisocial Personality Disorder is presentin 3% men and 1% women and between 70-80% of the prison population (MentalHealth). By definition, antisocial personality disorder, or ASP, is a lifelongpersonality disorder that affects many more men than women and begins before age15 (Black). It has been studied more than any other personality disorder and canbe characterized by a pattern of disregarding and violating others- rightsand safety. Sufferers can be defiant, irresponsible, deceitful, irritable andaggressive. They may experiment with drugs, alcohol, and sex at a very youngage. As a spouse they may be abusive, unfaithful, dishonest and manipulative. Histrionic Personality Disorder is present in 2-3% of the population and morecommon in women (Mental Health). Sufferers can be characterized by a pattern ofseeking attention in strange and unusual ways. They are excessively emotional,overly trusting and gullible, self-absorbed and are concerned with presentation. People with this disorder can function with relatively few problems in society. To be psychosocial implies that personality disorders are a result ofexperiences the person has had, particularly during childhood or adolescence. Physical, emotional and especially sexual abuse has all been implicated as acause of personality disorders. Not all abused children develop a disorder andnot all people with a disorder have been abused. It just means that abuse leavesa person vulnerable to developing a personality disorder.