Feminist Critique And Institutional Critique - 2079 Words

Introduction The museum in modern society is no longer a place for an unchallenged authority to civilize the barbaric masses, but instead a place fraught with conflicting views. Numerous artists and activists’ groups are performing critiques on museums for the ways they are still upholding anachronistic ideals and remain hegemonic, privileged, and patriarchal intuitions in society. This paper will be looking at these issues through the lens of Feminist critique and Institutional critique. This paper will analyse how Feminist art is de-contextualized and commercialized for use in museum spaces eliminating much of its radical meaning, and the limited successes and the failures of Instructional critique. This paper argues that while both Feminist and Institutional critiques are de-radicalized by being held within institutions, the critically specific and activist nature of feminist critique allows it to retain more power than Institutional critique. Feminist and Institutional cri tique will be contextualized by a case study in The Tate Modern museum, specifically the â€Å"Media Networks† gallery. The Tate Modern The Tate Modern stands proud and impressive on London’s Southbank. The formidable exterior of a former power plant emblazoned with the names of artists: Rauschenberg, Tillmans, Giacometti, Modigiliani (see Figure 1). These artists are some of the greatest artists of the twentieth century; some of the best male artists of the twentieth century. Regardless of it’s faà §ade,Show MoreRelatedFeminist Critique Of Feminism And Media Essay2134 Words   |  9 PagesFeminist Critique of â€Å"Feminism and Media† The main introductory label in â€Å"Feminism and Media† features an incredibly small amount of text compared to the other room labels. It also does not attempt to show a variety of views about feminist art, and those it does express focus solely on personal appearance. 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They all exist to examine and develop their critiques on the individual welfare services  ¡V health, housing, education, social security and the personal services. The aim of this paper is to examine the various feminist critiques and thus to decide which perspectives are effective in analyzing the gender inequality in Hong Kong. This paper is divided into three parts. The first part will discuss the different theoreticalRead MoreFeminist Theory : A Feminist Life1591 Words   |  7 PagesWriter, feminist theorist, and professor Sara Ahmed wrote Living a Feminist Life alongside her blog feministkilljoys.com. She started writing it before and completed it after her resignation in 2016 from her post as director of the Centre for Feminist Research at Goldsmiths at the University of London after a lengthy struggle to hold the school accountable for incidents of sexual harassment on campus (Ahmed, n.d.). Her resignation, and location both in and out of the academy informed a lot of theRead MoreThe Trouble With Normal By Michael Warner976 Words   |  4 Pagesnature of placing the fight for legal marriage rights at the forefront of LGBTQ activism, although they do also introduce emerging improvements with the increasingly intersectional awareness of modern advocacy efforts. Warner contends that the institutional system of marriage implicates couples who are not married as being â€Å"less worthy† than their married counterparts, not just through the tangible benefits of marriage but through the social capital a married couple has over an unmarried couple or

The Penn Foster Career School Small Business Management...

Introduction There are certain skills you need to manage a small business. The Penn Foster Career School Small Business Management Program helps you learn them quickly and conveniently (Small Business Management, n.d). Sophia’s Car Mart Limited will provide low income earners with affordable and reliable used cars, its primary target being parents/guardians of existing university students and graduates who have just entered corporate Jamaica. Sophia’s Car Mart Limited will also provide after sale services to its customers by servicing vehicles and stocking spare parts. The company is a limited liability company incorporated in Jamaica on January 1, 2016 with its registered office at 72 – 76 Harbour Street, Kingston. The company came into†¦show more content†¦We are committed to providing an excellent product and after sales service and being a good corporate citizen, while we grow and enhance stakeholders’ value. Our empowered and motivated employees are eager and dedicated to the company’s goals and objectives. We intend to expand our business locally to other parishes to serve a wider cross-section of customers, which will also be beneficial to corpora te citizens, employees and stakeholders. Employees The management team will comprise professional covering a wide spectrum of experience and knowledge. †¢ General Manager with responsibility for planning, organizing, coordinating and carrying out the general functions of the enterprise, working with the co-operation of the other members of the management team. †¢ Financial Controller who has the responsibility for developing the financial policy of the company. †¢ Human Resource Manager with responsibility for development and monitoring of the company’s plans and budget for personnel and training. †¢ Marketing Manager and is responsible for the development and implementation of marketing strategies and plans, including advertising and promotions activities, preparation of market budgets and coordination of the marketing team. †¢ Executive Auto Technician, who will head the Auto Service Repairs Division of the company which will provide service to all units sold and to ensure productivity and cost reduction initiatives. †¢

Employee Satisfaction Level for Social Structures- myassignmenthelp

Question: Discuss about theEmployee Satisfaction Level for Social Structure. Answer: In the current era, organizations represent themselves as very common social structures as because of their dynamic nature. However, the employees working in the organizations are the major role players because it is through their commitment and effective involvement that a particular organization becomes competitive in the marketplace. Although the relation in between the employees and their organization is interdependent, both the parties have influence on each others ability for achieving a positive outcome (Carter et al., 2013). However, the paper is going to elaborate on to what extent does the satisfaction level of the employees determines the brand reputation and internal culture of an organization. In most of the cases, the perception and the satisfaction level of the employees create organizational culture (Biswas Bhatnagar, 2013). Strong and powerful culture constructs an unified working atmosphere in an organization, whereas weak internal culture always lacks in shared sense of difference in between the employees. The satisfaction level of an employee encompasses a significant place in the list of main concerns of the HRM department of the organizations. This is due to two reasons. The first is that satisfaction level of the employees helps in retaining more employees and the second is that, it also raises the performance level of theirs. It is very difficult to build a successful organization if the employee turnover in the organization is excessive. Finding out new employees or candidates, then training them from the very base and later integrating them into the actual business not only takes a lot of time but also costs a lot. This may also result in lowering the overall morale. Along with a powerful company culture, which encourages the people to come to work every day, the retention number of employees too gets increased. The stronger the culture, the less will be the possibility of the employees to leave the organization. As described by Adhikari and Deb (2013), job satisfaction is a combination of physiological, environmental and psychological circumstances, which makes a man to say that he is not satisfied with his job. Furthermore, Vlachos, Panagopoulos and Rapp (2013), too have stated that job satisfaction refers to something for which an employee feels how good he is in the organization. However, a basic knowledge and understanding of culture is very important for understanding formal and informal behaviors of the employees. The organizational culture affects an employee both directly and indirectly. It affects employees productivity, performances, effectiveness, innovativeness, decision-making, leadership and his level of job satisfaction. A supportive culture trait within an organization such as of motivation, growth opportunities, supervisory support and communication makes the employees feel entitled to behave and think as leaders within their domain. Low satisfaction level of the employee job satisfaction depicts weak organizational culture (Zopiatis, Constanti Theocharous, 2014). Weak organizational culture refers to such an internal culture within the organization that is not implanted deeply into the process and organization does its things. Within a weak internal culture, there exists poor motivation and common factors for the employees as well as lack of focus. Employees in such a company are generally lost as far as the norms and core values within the company and they are unaware of their roles and duties that are expected from them. Giving the employees an ideal cultural working environment in which working is much more than just stopping themselves from quitting, it is about making them feel invested in their respective jobs. When an organization creates a culture in which its employees really love to work, they will for sure feel that their office is elaboration of their home (Pfeffer, 2014). Hence, they then will feel both passionate and excited regarding the work that they are doing. The more passionate are the workers, the more will be their production, innovation and creativity. When an employee feels satisfied with his work, he is likely to give better performance and productivity than when he was less satisfied. This will ultimately reflect the true culture of the organization. In other words, analysis of employee satisfaction works as a tool to assess the organizational or internal culture of a firm. Employee satisfaction and a strong reputation are related in various ways. The employees who are not satisfied have the potential to damage the reputation of a business (Horn et al., 2015). The satisfied employees are likely to put extra efforts as they feel valued. Furthermore, studies have shown that there is 87% less likelihood of the well-satisfied employees to leave their respective organizations as compared to the unsatisfied employees. Treating the employees poorly would never encourage their enthusiasm for the work and loyalty to the brand of the organization. This for sure, will not only have a detrimental impact on the internal environment of the company but will also affect its external reputation a lot as well. Employee satisfaction also measures their attachment and relationship with their organizations, their job roles and responsibilities, their relationship with their colleagues as well the working culture of the organization (Dhar, 2015). The level of satisfaction wi ll both positively and negatively affects the willingness of the employees to do the work beyond their responsibilities. They no longer care about working for making the customers of the organization feel valued and taken acre by the brand. Researchers have also found out that the companies with highly satisfied employees have high brand reputation. Low level of employee satisfaction is directly related to poor service and quality and high employee turnover, low company morale, safety incidents and fall in reputation. All this affect the ultimate profit of a company and their public image. Common public does not take much time to notice that there is a decline in the service. The main aim of employee satisfaction is to reduce the negative impact that could cause the brand reputation to suffer and could snowball. Hence, it can be concluded from the above discussion that the job satisfaction level of an employee do determine the internal organizational culture and the brand reputation of organizations. It can be depicted from his performance, productivity, and well being that he is indeed happy with his work. Furthermore, the employees who are not at all satisfied have no motivation to confirm the standard of service of the company. References: Adhikari, K., Deb, P. (2013). Factors influencing job satisfaction of bank employees.Sumedha Journal of Management,2(2), 22. Retrieved from https://www.academia.edu/18555846/Job_Satisfaction_of_Bank_Employees_A_Study_with_reference_to_United_Bank_of_India Biswas, S., Bhatnagar, J. (2013). Mediator analysis of employee engagement: role of perceived organizational support, PO fit, organizational commitment and job satisfaction.Vikalpa,38(1), 27-40. Retrieved from https://www.vikalpa.com/pdf/articles/2013/jan-mar-vol-38-1-27-40.pdf Carter, M. Z., Armenakis, A. A., Feild, H. S., Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), 942-958. Retrieved from https://business.troy.edu/Portal/Data/Sites/1/userfiles/46/carter-et-al-job2013.pdf Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, 419-430. Retrieved from https://pdfs.semanticscholar.org/20df/1f003cc6009bb6fdc345dd311c7a9b337c42.pdf Horn, I. S., Taros, T., Dirkes, S., Her, L., Rose, M., Tietmeyer, R., Constantinides, E. (2015). Business reputation and social media: A primer on threats and responses.Journal of direct, data and digital marketing practice,16(3), 193-208. Retrieved from https://link.springer.com/article/10.1057/dddmp.2015.1 Pfeffer, J. (2014). Business and the spirit: Management practices that sustain values. InHandbook of workplace spirituality and organizational performance(pp. 43-59). Retrieved from https://journals.sagepub.com/doi/abs/10.1177/0971685816689741 Vlachos, P. A., Panagopoulos, N. G., Rapp, A. A. (2013). Feeling good by doing good: Employee CSR-induced attributions, job satisfaction, and the role of charismatic leadership.Journal of business ethics,118(3), 577-588. Retrieved from https://link.springer.com/article/10.1007%2Fs10551-012-1590-1 Zopiatis, A., Constanti, P., Theocharous, A. L. (2014). Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus.Tourism Management,41, 129-140. Retrieved from https://clok.uclan.ac.uk/13142/1/13142_1-s2.0-S0261517713001751-main.pdf

Biophysical Lab Report free essay sample

There are many patterns that can be observed throughout our environment. In this experiment, the temperatures of organisms in a biophysical environment were analyzed to see if a pattern could be recognized that was related to the behavior of an ectotherm. An ectotherm is an organism that relies on the environment to regulate its body temperature. Organisms such as Pseudemys (turtles) and Lacertilia (lizards) are examples or ectotherms. After arriving at Maxcy Gregg Park and analyzing the temperatures of four microhabitats within two habitats with infrared thermometers, the temperatures were compared between the microhabitats. Then, one habitat was chosen to analyze the temperatures between temperatures of ectotherms using I-buttons that were placed inside Peeps. After the five Peeps? were placed in each microhabitat our predictions were that as the ectothermal organism increased in elevation, the temperature of the organism would decrease do to access to the wind and convection (Biology 301 Handout 2013 Thermal Enviroments). After gathering the temperatures from the I-buttons, over a twenty minute reading in each microhabitat the data was organized in Excel? to be placed into an ANOVA? calculation to calculate the null hypothesis. Once the p value was compared to alpha (. 05) it was determined to be significant because the p value was lower than alpha. Therefore it is clear that the body temperature of an ectotherm could be affected by the elevation of the organism and convection. For future experiments in this subject it would be more beneficial to test microhabitats that vary more in temperature to truly be able to analyze the factors of thermoregulation in microhabitats. Introduction: The thermoregulation of ectotherms such as reptiles and insects has increased in â€Å"concern about the impacts of global warming on biodiversity†¦ into direct impacts on living animals that remain simplistic† (Kearney, Shine, Porter, 1). Unlike mammals, ectotherms â€Å"have variable body temperatures. Because physiological rates are temperature sensitive, an ectotherm’s behavioral and ecological performance†¦ can be influenced by body temperature† (Huey, Kingsolver, p. 131-135). The habitats chosen in this lab were under a large oak tree and in a shaded area in the front of the park. The habitat under the oak tree was used to analyze the microhabitats within it, one at the ground of the tree and one on a branch of the tree, six feet above the ground. Through analyzing the microhabitats of Maxcy Gregg Park it was predicted that the elevation, related to wind availability and convection, is a pattern that could affect ectothermal organisms by decreasing the body temperature of the ectotherm as the organism increases in elevation. Materials and Methods: After the lab members arrived at Maxcy Gregg Park groups were formed to analyze the habitat of Maxcy Gregg Park (taking into account the water access, common vegetation, and five temperature readings) and recording the observations. Within one of the habitats the groups analyzed two microhabitats within the habitat. The microhabitats were found by analyzing the temperature differences within the habitat. The temperature differences of the two microhabitats were taken by using infrared thermometers. A group member held the thermometer very close to the microhabitat and pressed the button on top for five different temperature readings (in degrees Celsius), these temperatures were recorded. The groups then found another habitat within Maxcy Gregg Park and repeated the steps from the first two microhabitats to two more microhabitats within the new habitat. The groups then analyzed the recordings of the infrared temperatures within the four microhabitats. A hypothesis was constructed about the ectotherms ability to sustain in the microhabitats the group analyzed. Since two microhabitats were on the ground, with more coverage, and had a higher temperature than the two other microhabitats that were more exposed to conditions and were higher in elevation, the group concluded that if an ectotherm is higher in elevation and exposed to conditions such as wind the body temperature of that organism will be lower than an ectotherm on the ground. The group then chose one of the two habitats to further investigate its microhabitats. The habitat with the biggest temperature difference between the infrared readings of the two microhabitats was the one chosen by the group. The group used ten I-buttons, temperature-recording devices, and ten marshmallow Peeps to analyze the temperatures of ectothermal organisms within microhabitats. The small I-buttons were taken out of ice water and pressed into a hole that was made with then end of a pen cap into the bottom of the marshmallow Peeps. Then five were immediately placed into each microhabitat for twenty minutes. The time that the Peeps were placed into the microhabitats was immediately recorded. Twenty minutes later the stop time was recorded and the group took the I-buttons out of the Peeps, recorded the serial numbers of the I-buttons corresponding to the microhabitat they were placed in and then returned the materials to the lab TA and the Peeps were discarded. Back in the laboratory, the data from the I-buttons was collected and put into a spreadsheet by a TA and put of Blackboard. sc. edu for the lab groups to use to use the data. The groups gathered at a computer to put the data from Maxcy Gregg Park into Excel to eventually be able to run an ANOVA. First, two charts (Figures 1 and 2) were made, one for temperatures from microhabitat one and the next for microhabitat two (labeled Branch and Ground. ) The groups started by making a column in each of the two charts for time elapsed, then the temperatures for each minute (recorded from the I-buttons) were put into the next five columns (Biology 301 Handout, Graphing Populus Data pg 1-4). Then the average of each of the five I-button readings were put into the seven column of each of the two charts. To find the average in Excel they typed â€Å"=AVERAGE (highlight all cells to be averaged)† in the function box and selected the box where the answer should go. Then, dragged the blue marker in the corner of the box down the column to find all of the averages (Biology 301 Handout, Graphing Populus Data pg 1-4). The standard deviation of the five I-button readings was put into the eight column of each of the two charts. To find the standard deviation a group member typed â€Å"=STDEV(highlight all cells to be averaged)† in the function box and selected the box where the answer was needed. Then, dragged the blue marker in the corner of the box down the column to find all of the standard deviations (Biology 301 Handout, Graphing Populus Data pg 1-4). The confidence interval for each minute of the five I-buttons was then calculated and put into the ninth column of each of the two charts. To find the confidence interval, a group member typed â€Å"=CONFIDENCE(alpha (. 05, standard dev of the row you are calculating from, and the sample size (5))†in the function box and select the box where the answer was needed. Then, dragged the blue marker in the corner of the box down the column to find all of the confidence intervals (Biology 301 Handout, Graphing Populus Data pg 1-4). The final two columns of the to charts were the upper and lower confidence intervals for each microhabitat. The upper confidence intervals were calculated and put in column ten. A group member calculated the upper confidence interval in each chart by, finding the average (from the row of the same minute) for the microhabitat and adding it to the confidence interval, and repeated for every minute elapsed in both charts. The lower confidence interval was then calculated and put in column eleven of each of the two charts. This was done by subtracting the average for each row (minute elapsed) by the confidence interval for that particular microhabitat. This was repeated for each minute elapsed. Then a new chart was created in Excel (below the previous two, but on the same page) by copying and pasting the time elapsed column, then the confidence intervals, averages, and upper and lower confidence intervals for both microhabitats. Then the groups preformed an ANOVA in Excel by clicking in a blank cell and hitting â€Å"data† then â€Å"data analysis† from the Data menu. Single factor ANOVA was then selected, and a group member clicked the red arrow in the ANOVA menu to ‘input range. ’ Then by highlighting the entire data set needed for the ANOVA (the time elapsed, the average, the confidence interval, and upper and lower confidence intervals for each microhabitat) and clicking the red arrow to ‘output range’ and selecting a single blank cell to place the output. Then the group member selected â€Å"okay† and the p value was indicated in the ANOVA chart that was generated in Excel (Figure 4. ) After analyzing the p value given in the ANOVA to the alpha, the group found that the p value (. 305201) was less than alpha (. 05) and the null hypothesis was rejected. Then a line graph was generated in Excel to display the data from the I-buttons (Figure 5. ) By clicking â€Å"Design† and â€Å"Line graph† and selecting the type of graph the group wanted they were able to select the data from the charts that were already created to generate a line graph.