Wolfgang Mozart was born January 27 1756. He died in...

Wolfgang Mozart was born January 27 1756. He died in December 5th 1791. he was born in Salzburg Austria and he died in Vienna Austria. Mozart was a musician capable of playing multiple instruments who started playing in public at the age of 6. Over the years Mozart aligned himself with wide options of European venus and different things composing hundreds of works that included symphonies and operas marked by very difficult feelings.Wolfgang Amadeus Mozart was one of the most influential composers of all time. He composed more than 600 pieces that many people still listen to today. In fact there are whole festivals dedicated to the music of Mozart. Imagine spending an entire week just listening to Mozart thats how his amazing music that†¦show more content†¦The children were involved in at three and a half year tour taking the family to Paris, London, and again to Paris, then back home to Donaueschingen and Munich. One of Mozart’s greatest influences was Johann Christian Bach. In 1773, Mozart was 17 years old and had accepted a post as a court musician in his home town . He was not happy at this post because it was low paying and it had limited opportunities. For the next 8 years, he traveled to try to find a better thing to do. When he visited Vienna, he resigned from his court position and chose to stay in Vienna. Wolfgang enjoyed Vienna very much because it was very beautiful, and there were lot’s of opportunities that he could advance. He spent the rest of his life in Vienna. His career in there began very well but he still didn’t have a lot of money. He eventually fell into great debt. While in Vienna Wolfgang met the Weber family and fell in love when he was 21 with a 15 year old named Aloysia. She didn’t feel the kind of love he did for her so she rejected him. In 1782 he married her sister Constanze Weber. Their families did not approve of this marriage. They had six children but only two died being an infant. Karl Thomas Mozart and Xaver Wolfgang Mozart. This period in time was a period of creativity in music. There were the productions of many world famous symphonies. Mozart often performed as a pianist. His fame began to die after one of his most famous opera The marriage of Figaro because theShow MoreRelated Wolfgang Amadeus Mozart Essay1138 Words   |  5 PagesWolfgang Amadeus Mozart Mozart is perhaps the greatest musical genius who ever lived. Mozart s full name is Wolfgang Amadeus Mozart. Most people called him Mozart or Wolfgang. Mozart was born in Salzburg, Austria, January 27, 1756. His father, Leopold, perhaps the greatest influence on Mozarts life, was the vice Kapellmeister (assistant choir director) to the Archbishop of Salzburg at the time of Mozarts birth. Mozart was actually christened as Joannes Chrysotomus Wolfgangus Theophilus,Read MoreWolfgang Amadeus Mozart Essay examples1504 Words   |  7 PagesWolfgang Amadeus Mozart Wolfgang Amadeus Mozart was born in Salzburg in Austria, the son of Leopold, Kapellmeister to the Prince-Archbishop of Salzburg. By the age of three he could play the piano, and he was composing by the time he was five; minuets from this period show remarkable understanding of form. Mozarts elder sister Maria Anna (best known as Nannerl) was also a gifted keyboard player, and in 1762 their father took the two prodigies on a short performing tour, of the courts at ViennaRead MoreClassical Vs. Modern Music1409 Words   |  6 PagesClassical vs. Modern Music Wolfgang Amadeus Mozart was born on January 27, 1756, in Salzburg, Austria. He was born to an overbearing and ambitious father, Leopold, who was more than anxious to exploit his son s extraordinary musical gifts. Mozart began composing at an early age, and he began touring around the same time. Throughout his life, Mozart made many enemies, many his own fault, through his naive arrogance and harsh critique of his musical contemporaries. He worked feverishly, composingRead MoreClassical vs. Modern Music Essay1080 Words   |  5 PagesClassical vs. Modern Music Wolfgang Amadeus Mozart was born on January 27, 1756, in Salzburg, Austria. He was born to an overbearing and ambitious father, Leopold, who was more than anxious to exploit his sons extraordinary musical gifts. Mozart began composing at an early age, and he began touring around the same time. Throughout his life, Mozart made many enemies, many his own fault, through his naive arrogance and harsh critique of his musical contemporaries. He worked feverishly, composingRead MoreThe Aesthetic Qualities Of A Musical Selection From Space Odyssey1568 Words   |  7 PagesIntroduction From a young age, I’ve had a great interest in all sorts of music. I appreciate and enjoy listening to classical, opera, rap, hip-hop, country, contemporary and Mexican music. When I signed up for Music Appreciation, I was excited to learn more about the history of music and the instruments used. I wanted to learn what to listen for and how to understand the different types of music. There are many styles of music from different eras. After taking notes on a variety of listening exercises

Critiques of Frederick Douglass Work, from The Narrative...

Critiques of Frederick Douglass Work, from The Narrative to the North Star Right is of no sex-Truth is of no color-God is the Father of us all, And all we are brethren. A brief biography of Frederick Douglass Some historical criticisms of Douglass Narrative New criticisms of Douglass work Frederick Douglass Links See the First edition of The North Star, Douglasss newspaper A brief biography of Frederick Douglass Frederick Douglass was born into the institution of slavery in 1817, in Tuckahoe, Maryland. Frederick Douglass did not know the exact date of his birth so he adopted February 14th, because his mother used to call him her little valentine. Douglass knew very little about his mother since she was a†¦show more content†¦Douglass calls his standing up to Mr. Covey a glorious resurrection, where his manhood was reinstated. He was again sent to Baltimore, where he met Anna Murray, a free black woman, who gave Douglass enough love and encouragement for him to heighten his quest to be a free man. On September 3, 1838, Douglass dressed in a Sailors uniform and carrying identification papers provided by a free Black seaman, managed to reach New York City. There he met David Ruggles, an Abolitionist, who sheltered Douglass and assisted him with his wedding plans. Douglass then changed his surname from Bailey to Douglass, married Anna Murray, and the couple then moved to New Bedford, Ma ssachusetts. Douglass soon began frequenting Anti-Slavery meetings, and on one occasion was unexpectedly called to speak. In the presence of some of the prominent Abolitionist (William Lloyd Garrison, Wendell Phillips, and William Collins), Douglass told the story of his life and was immediately urged to become an Anti-Slavery lecturer. Douglass used his knowledge of the English language and his vivid imagination to de4scribe slavery. His speeches were so eloquent that the public began to doubt that he was ever a slave. Douglass showed his objection to this doubt by writing The Narrative, in 1845. After publishing this account of his life, he fled to England, fearing that he jeopardized his freedom. With the aid of hisShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesBenson, Stephen Brier, and Roy Rosenzweig Also in this series: Paula Hamilton and Linda Shopes, eds., Oral History and Public Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture in Recent America Joanne Meyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left

Case Study Of Organization Whitlam Memorial Hospital †Free Samples

Question: Discuss about the Case Study Of Organization Whitlam Memorial Hospital. Answer: Introduction: The essay is focused on the case study organization Whitlam Memorial Hospital (WMH) and the latest decision to consider a restructuring of organizational structure. There is a reason behind the restructuring decision. They are now considering enhancing their existing bed capacity from 130 to 250 and also they are expanding with the list of medical services such as cardiovascular, renal services, cancer, paediatric, aged care, trauma services and community services. The management has felt that the existing organizational structure may not be effective enough to handle the enhanced operation. They have come up with a new vision and mission statement. There are also some changes in the overall strategic goals. Hence, the study looks for a more feasible organizational structure that could effectively help the management in managing the enhanced service related responsibilities. Thesis statement: Divisional Organizational Structure is more effective to support the management of elevated services Strengths and limitations of the current functional (traditional bureaucratic) structure: Strengths: The entire team is dedicated or aligned with a manager who is well versed in the product knowledge. Hence, the manager is skilled enough to judge and reviews the work of others in the team. This is quite effective in the healthcare centers because experts can easily be reached and consulted in a very less span of time. It is a good utilization of experts skills and abilities (Islam, Jasimuddin Hasan, 2015). Since they work in a team or with the seniors; juniors are more likely to gain the knowledge. This is indeed a good resource for knowledge management. Promotions are also a likely fact as juniors working in a team with the seniors can then be able to prove their skills. Seniors will be able to closely follow the development of skills and abilities in juniors. In the health care sector, many junior doctors work with the seniors when needed. Hence, the cases will be resolved faster. The effectiveness will also be high. Nevertheless, employees will also feel motivated. Th ey will not be under pressure as they are not just connected to seniors but, the connectivity is also very faster. This structure is ideal for those firms that focus on one or very fewer products range (Zaridis Mousiolis, 2014). Weaknesses: In functional structure, there can be unhealthy competition. In such structure, works are performed based on urgency level. This means that one department is given the preference over other if that department is in some kind of urgency. Hence, an internal competition may arise with such structure. In such structure, teams are grouped based on their expertise. Hence, any change at the organizational level may not get a wide reception (Carley Prietula, 2014). Another disadvantage of such structure is that it does not facilitate communication on a frequent basis. Communication happens only when juniors are not able to tackle the case on their own. This may slow down the process of innovation and flexibility. Management issues may also arise. Actually, departments are not accountable to each other if there is an issue in one department. The high level of professionalism which is part of the organizational structure may hamper the faster decision making. A cooperative work is compromised because a functional distribution of different departments may produce a feeling of unwillingness which may decelerate a frequent coordination between the different departments (Deng, Hu Srinivasan, 2017). Importance of organizational mission, vision goals and also its link with the organizational structure: Mission: The restructured mission of the case study company is to provide the highest quality and specialist care in collaboration with patients, carers, communities and the other health care providers. The mission looked good; however, not feasible with the existing organizational structure. The existing organizational structure does not allow a frequent communication between the seniors and the juniors. It means the process of skills development is a bit slower with the functional structure (Lupton Beamish, 2014). The mission is committed to offering the best services to customers in collaboration with other carers as well. The services may be good as juniors when required may follow a professional approach to reach to seniors and get the case done. However, their personal progress as an expert is very slow. Hence, the mission is not entirely fulfilled due to less frequent communication between seniors and juniors (Bolman Deal, 2017). Vision: The restructured vision is to provide health experiences which are effective in responding to the needs of the growing community. The restructured vision may also fall short due to the existing functional structure. The existing functional structure is divided into departments where one department is not accountable for others (Ravasan, Nabavi Mansouri, 2015). On the other hand, the population is growing in the nearby community which is why the restructuring was also considered in WMH. Departments must be closely connected to each other, so that, a large population can be handled effectively with the different expertise. However, as understood earlier this is not realizable in the existing structure. At least, different departments must have an internal communication between those, so that, if the patient makes a query then this could be identified at a faster rate by communicating to the concerned department (Zaridis Mousiolis, 2014). Strategic goals: The changed or restructured goals are to provide high quality service to a larger community with the help of multidisciplinary teams. However, in the existing functional structure, the teams are not closely connected and also not accountable to anything in the other departments. Concerning the scenario, it is never feasible to respond to the rising urgency and fulfill the changed strategic goals or objectives (Carley Prietula, 2014). Proposed structure to support the changed mission, vision and goals: Considering the changed mission, vision and the organizational goals, the divisional organizational structure looks the most feasible. The changed mission, vision, and the goals had needed a structure where departments are closely connected and are also accountable to one another. A structure was needed to support the learning environment at WMH, so that, innovation and creativity is revealed at its best. A creative move will only ensure the specialized services being given to the community. The divisional structure looks the most effective from the identified perspective. In the divisional organizational structure, there will be one specialist expert will be taking care of the one division. In the context of the case study healthcare center, the new services along with the existing services will be aligned to different departments. The different departments will represent to the senior of the department and those senior will report to the CEO or the senior management in the case stu dy center (Deng, Hu Srinivasan, 2017). Strengths: The recommended divisional structure is suitable because it gives emphasis on the end result. The one service is attached to one product or the service line. This will help to attract the entire attraction to be focused on the end result. Hence, the quality of offers will be maximized. The case study company does exactly need the same result. The vision is to deliver the best experience through the maximized specialty services. In this structure, special emphasis will be given to a single product line. Hence, performance can be easily measured then. This also means that any shortfalls will be identified and be nullified in a very less time (Bolman Deal, 2017). A divisional structure is also beneficial in a case when there is a need for introducing another separate division. This will not hamper the progress of either of the product line. Coordination will also improve. Every single product or service lines have a different division. Hence, any overlapping can then be avoided. The structure is also beneficial in producing managers for different service line (Deng, Hu Srinivasan, 2017). In the given case company, WMH will be able to get more managers in future. This is because every single division will be looking after the assigned division only. Hence, they are less burdened. Moreover, chances will increase for them to be the managers in future. The different division will be held accountable for their own division only. Hence, efforts will increase to attain the maximum benefits (Zaridis Mousiolis, 2014). Limitations: Budget can be a limitation as more divisions will be formed tom takes care of the different services. Hence, the total cost will increase. Additionally, this will also need separate managerial positions for each division. Hence, more specialist doctors for separate planned services will be needed. Information monitoring system can also be tested if not being handled appropriately (Lupton Beamish, 2014). Justifying the selection: The divisional structure is being given the preference over other numerous kinds of organizational structures because; this will provide a controlled operation of different specialty services. Moreover, coordination will also improve and hence, the resolution of the problem (Bolman Deal, 2017). Conclusion: Therefore, the divisional structure will be the best possible restructuring for WMH as the separate monitoring of the performance will then be possible. The enhanced focus could then be given to the separate division. An improved coordination will then assist in quick diagnosing of the issues and hence, the fixing of the same. Moreover, the case company will be in good position to fulfill its restructured mission, vision, and organizational goals. References: Bolman, L. G., Deal, T. E. (2017).Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Carley, K. M., Prietula, M. J. (2014). The" virtual design team": Simulating how organization structure and information processing tools affect team performance. InComputational organization theory(pp. 19-36). Psychology Press. Deng, Y., Hu, M. R., Srinivasan, A. (2017). Information Asymmetry and Organizational Structure: Evidence from REITs.The Journal of Real Estate Finance and Economics,55(1), 32-64. Islam, M. Z., Jasimuddin, S. M., Hasan, I. (2015). Organizational culture, structure, technology infrastructure and knowledge sharing: Empirical evidence from MNCs based in Malaysia.Vine,45(1), 67-88. Lupton, N., Beamish, P. (2014). Organizational structure and knowledge-practice diffusion in the MNC.Journal of Knowledge Management,18(4), 710-727. Ravasan, A. Z., Nabavi, A., Mansouri, T. (2015). Can Organizational Structure Influence ERP Success?.International Journal of Information Systems and Supply Chain Management (IJISSCM),8(1), 39-59. Zaridis, A. D., Mousiolis, D. T. (2014). Entrepreneurship and SME's organizational structure. Elements of a successful business.Procedia-Social and Behavioral Sciences,148, 463-467.

Jack Nelsons Problem Essay Example

Jack Nelsons Problem Essay Chapter 1Application Case: Jack Nelsons Problem 1. What do you think was causing some of the problems in the bank home office and branches? There is clearly aproblem with communication, and the effects are felt in the area of employee commitment. Additional contributingfactors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness tothe staffing activities of this organization. 2. Do you think setting up a HR unit in the main office would help? Of course we think it would! Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it wouldneed to help to coordinate the HR activities in the branches. 3. What specific functions should it carry out? What HR functions would then be carried out by supervisors andother line managers? What role should the Internet play in the new HR organization? There is room for quite abit of variation in the answers to this question. Our suggested organization would include: HR Unit: job analyses,planning labor needs and recruiting, providing advising and training in the selection process, orientation of newemployees, managing wage and salary administration, managing incentives and benefits, providing and managing theperformance appraisal process, organization-wide communications, and providing training developing services. Supervisors and Other Line Managers: interviewing and selection of job candidates, training new employees,appraising performance, departmental personal communications, and training development. Internet and HR: shiftsome activities to specialized online service portals and/or providers. Continuing Case: Carter Cleaning Company 1. Make a list of 5 specific HR problems you think Carter Cleaning will have to grapple with? Potential answers could include the following:1) Staffing the company with the right human capital by identifying the skills and competencies that arerequired to perform the jobs and the type of people that should be hired. Sourcing candidates andestablishing an efficient and effective recruiting and selection process will be an important first step. ) Planning and establishing operational goals and standards and developing rules and procedures tosupport business goals and strategies. Failure to do so will result in a lack of clarity around performanceexpectations down the line as each store becomes operational. 3) Implementing effective Performance Management through setting performance standards, highquality appraisal of performance, and providing ongoing p erformance coaching and feedback to developthe abilities of each person and support positive employee relations. ) Designing an effective compensation system that will give the company the ability to attract, retainand motivate a high quality workforce, providing appropriate wages, salaries, incentives and benefits. Apoorly designed system will result in difficulty in attracting candidates, turnover and low employeemorale. 5) Training and developing employees both at the management and employee level to be able toperform the job to meet the performance expectations. We will write a custom essay sample on Jack Nelsons Problem specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Jack Nelsons Problem specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Jack Nelsons Problem specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This should include a new hire orientationprogram as well as a program for ongoing training and development. Lack of attention to thiscomponent may result in errors, increase in operational costs, turnover, and morale problems. 2. What would you do first if you were Jennifer ? Answers will vary; however, probably the most important first step is to ensure that thestaffing process is well designed and targeting the right mix of skills and abilities neededamong candidates. A thorough job should be done in analyzing the requirements of each  job, developing a complete job description for each role, and sourcing candidates thatmeet those requirements. Significant time should be invested in the hiring process toensure that the candidates hired meet the requirements and possess the skills andabilities to do the job. Chapter 3 Application Case: Siemens Builds a StrateUntitled 1gy – Oriented HR System 1. Based on the information in this case, provide examples, for Siemens, of at least four strategically requiredorganizational outcomes, and four required workforce competencies and behaviors. Strategically requiredorganizational outcomes would be the following: 1) An employee selection and compensation system that attracts andretains the human talent necessary to support global diversification into high tech products and services 2) A â€Å"learningcompany† in which employees are able to learn on a continuing basis; 3) A culture of lobal teamwork which willdevelop and use all the potential of the firm’s human resources; 4) A climate of mutual respect in a global organization. Workforce competencies and behaviors could include 1) Openness to learning; 2) teamwork skills; 3) cross-culturalexperience; 4) openness, respect and appreciation for workforce diversity. 2. Identify at least four of the strategically relevant HR system policies and activites that Siemens hasinstitut ed in order to help HR contribute to achieving Siemens’ strategic goals. ) Training and development activities to support continuous learning through a system of combinedclassroom and hands-on apprenticeship training to support technical learning; 2) Continuing education andmanagement development to as developing skills necessary for global teamwork and appreciation for  cultural diversity; 3) Enhanced internal selection process which includes pre-requisites of cross-border andcross cultural experiences for career advancement; 4) Organizational development activities aimed atbuilding openness, transparency, fairness, and supporting diversity 3. Provide a brief illustrative outline of an HR scorecard for Siemens. Metrics could include things such as:1. Level of organizational learning:a. Number of hours of technical training per employee (class room and hands-on)b. Number of hours of education management development2. Level of cross cultural team worka. Number of employees assigned to roles including cross-border and cross-cultural experiencesb. Survey results measuring employee climate on dimensions of teamwork, openness,transparency, fairness, diversity3. Extent to which the employees can describe the company’s core values4. Effectiveness of selection process for identifying high quality candidates – number of qualifiedcandidates per position, turnover and retention statistics. Continuing Case: the Carter Cleaning Company 1. Would you recommend that the Carters expand their quality program? If so,specifically what form should it take? Most students will agree that there areopportunities to expand the quality program. The employee meeting approach is a good tart in terms of utilizing high involvement organizational practices. There are opportunitiesto maximize the overall quality of their human capital. For example, training seems to bean obvious area to focus in terms of educating and building awareness about basicstandards and procedures. 2. Assume the Carters want to institute a high performance work system as a testprogram in one of their stores. Write a one page outline summarizing what such aprogram would consist of . Students should include some of the following ideas in their  outline: Identify the types of HR practices they would implement to improve quality,productivity, financial performance; methods for job enrichment; strategies for implementand leverage a team-based organization; ways to implement and facilitate highcommitment work practices; employee development and skill building to foster increasedcompetency and capability in the workforce; a compensation program which providesincentives (for example profit sharing; pay for performance) for achieving major goals andfinancial targets. Chapter 4 Continuing Case: Carter Cleaning Company The Job Description 1. What should be the format and final form of the store manager’s job description? The format noted in figure 4-7 could be a reasonable format to use. Students mayrecommend that Jennifer include standards of performance section in the job description. This lists the standards the employee is expected to achieve under each of the jobdescription’s main duties and responsibilities, and would address the problem of  employees not understanding company policies, procedures, and expectations. Inaddition, students may recommend that Jennifer instead take a competency-basedapproach which describes the job in terms of the measurable, observable, behavioralcompetencies that an employee doing that job must exhibit. Because competencyanalysis focuses more on â€Å"how† the worker meets the job’s objectives or actuallyaccomplishes the work, it is more worker focused. 2. Was it practical to specify standards and procedures in the body of the jobdescription, or should these be kept separately? They do not need to be keptseparately, and in fact both Jennifer and the employees would be better served byincorporating standards and procedures into the body of the description. The exception tothis would be if the standards and procedures are so complex or involved that it becomesmore pragmatic to maintain a separate procedures manual. 3. How should Jennifer go about collecting the information required for the standards,procedures, and job description? She should first go about conducting the jobanalysis, collecting information about the work activities, human behaviors, machines,tools, equipment, and work aids, performance standards, job context, and humanrequirements. The best methods for collecting this information in this case are throughinterview, questionnaires, observation, diaries/logs maintained by employees, In addition,she should ensure that she is identifying the essential functions of the job, and that thedescriptions are ADA compliant