Lucretia of Rembrandt Essay Example | Topics and Well Written Essays - 1000 words

Lucretia of Rembrandt - Essay Example Rembrandt's excellent attention to detail allows the viewer to observe the intricate designs on Lucretia. The model is dressed in a decorative, highly stylized dress indicating enormous wealth. The head of Lucretia is bent to one side and lowered a little as though in shame and in anguish. At the left portion of her white robe is a long streak of dripped blood. The white robe appears slashed beyond comfortable length in the middle of her bosom, indicating unwelcome hands. On the weighty left hand of Lucretia, she holds a string hanging from higher space as though just by a slight pull she would be lifted up in deathly space. Round her neck is the ready loop of the noose. On her right hand is a dagger pointed at herself, ready to harm. From just the sight of bloodstains, however, she might as well have already cut herself to death and is slowly dying. There is an expressed effort to die by all means in Lucretia. Meanwhile, the face is that of loneliness and resignation from life. She appears to have cried so much in her despair. There is a fantastic element of color coordination throughout this painting of Rembrandt. The color of the rope, her fluffy white silk cuffs, her silky blouse, and her golden jewelry shows the continuity of color. The tone is important to painting, perhaps even more than color. The tone is how light or dark a color is, rather than what the actual color is. The implementing tone in a painting is often bothersome to artists because people get distracted by the strong appeal of color.

Conservation of momentum Lab Report Example | Topics and Well Written Essays - 250 words

Conservation of momentum - Lab Report Example During the experiment one should ensure that at least three readings for a particular step are taken then an average of the reading obtained so as to minimize the errors of parallax. The experiment needs to be done at least twice to confirm the recorded values and minimize the errors. The stop watch and all the apparatus used for the experiment needs to be observed before the beggining of the experiment to ascertain their efficiency. The experiment could also be done in an area with vacuum conditions in order to minimize the interferences in obtaining the readings due to air resistance. The two values for V obtain in part 1 and part 2 are not as close as they are expected. This is so due to the errors during the experiment. Without errors, the two values of velocity should be the same. Reanalyzation of the tale values using the largest h fails to make any significant change in the final results of v (Susan 10). The fact is that the two values fail to be as close as they are expected to be. However repeating the entire experiment while avoiding the experimental errors may give out values that are close to the theoretical

History and Types of Regiment Units

History and Types of Regiment Units At first, there is the MOD (Ministry of Defence) which is a British department in the government that is responsible the defence policy set by the majesty government and the British armed forces. The Ministry of Defence mainly objectives are to defend the UK of Great Britain and North Ireland and to strengthen them with stability and peace. The MOD also protects independence security of interest of the United Kingdom whether is in the UK or out of the UK. Michael Fallon is currently the minister that is responsible of the Ministry of Defence. Then seconded in line is the 1st Division which is a large military unit with normally around 15-20 thousand soldiers. In most armies, a division is usually separated between brigades or regiments. The division is big, but they also can be small a combined armed unit that can do independent operations. The 1st Division is at the top of the armed divisions in the United Kingdom and are 7th in the world, which are also in charge of the roles they give to the soldiers to set out their authority. The division is a defensive army that serves for Britain resilience and fights with a few brigades and other armies from other countries. Of course, a major-general is in charge of the 1st Division but is also aided by three other Brigades such as the 4th Mechanized Brigade (The Black Rats), the 20th Armoured Brigade (The Iron Fist), and the 7th Armoured Brigade (Desert Rats). Brigades are major tactical military units that are usually made up of 3-6 battalions. Brigades are equal to a large unit of regiments, with 2 more brigades it would then make up a division. Brigades are normally in infantries or armoured units. The 4th Mechanized Brigade is based in Yorkshire and does mostly operational missions within the north-east of England. They have 2 forces under its command which are the Army Cadet Force and the Combined Cadet Force. The 4th Mechanized Brigade is basically under the command of the 1st Division to train the 18 forces they have under their command but the one who is in charge of the Black rats is Brigadier Charlie Hebert who is a one-star officer. Sir Herbert is then responsible to retain the conduct and discipline of his armoured military sized unit. However as for the 20th Armoured brigade is different from the black rats, for starters even though they are a British army they are based in Germany but are looking to relocate their headquarters back to the United Kingdom in a few years to come. This brigade had its most recent operation in Iraq, and is not back in Germany but is aiding the Afghanistan army as for now. From this The Iron Fist is an army that is not only part of the 1st Division but also from the 3rd Division who are also titled The Iron Division. This Division only has 3 separate brigades, Infantry Brigade and only one Logistic Brigade; all of the 3 brigades are based in the United Kingdom. The Brigadier who is responsible for the black rats is Brigadier Mike Elviss. The 7th Armoured Brigade also called the Desert Rats and are quite similar with The Iron Fist even though the 7th Armoured Brigade were renamed into the 7th Infantry Brigade but still have the name the Desert Rats as its a nickname for the Brigade. For some reason their motto/shout out is Floreat jerboa which means in English; in the English translation Let the Desert Rats flourish. Again they have brigadier that is in command of this brigade and the other 49 brigades that has been combined with the original o be named the 7th Infantry Brigade. Regiments are a military unit that varies their role and size depending on their country and their armed service who have a smaller size of units that are then called a battalion. A battalion is also a military unit that consist of 300-800 soldiers. Battalions are mostly commanded by a lieutenant colonel. Even though a battalion is one small military organization they are still capable of independent operations that are limited. The lowest level someone could get in a battalion unit is either an executive officer or the support and service unit. The term company in the armed forces is used only when a private military made out of 4-10 soldiers are providing armed combat. Private Military Companys like to call their staff as security contractors or private contractors. Private military companies also like to call their business generally as the Circuit which hires mostly mercenaries and bodyguards.

Experiment to investigate factors affecting the rate of reaction betwee

Experiment to investigate factors affecting the rate of reaction between magnesium ribbon and hydrochloric acid Rates of Reaction: Investigation Experiment to investigate factors affecting the rate of reaction between magnesium ribbon and hydrochloric acid. Chemical reactions between substances are caused by the collision of particles. More collisions mean a quicker rate of reaction. In the reaction between hydrochloric acid and magnesium ribbon, the chemical reaction takes place when the magnesium ribbon is dropped into the hydrochloric acid. The products are hydrogen gas and magnesium chloride. The equation for this reaction is as follows:- Magnesium + Hydrochloric acid Magnesium chloride + Hydrogen Mg (s) + 2HCL (aq) MgCl2 (aq) + H2 (g) Factors that affect the rate of reaction:- * Temperature * Mass of magnesium ribbon * Concentration of hydrochloric acid * Surface area of magnesium ribbon I have chosen to use the concentration of hydrochloric acid as my independent variable. These different concentrations can be varied easily and made up accurately for the experiment. Each experiment will be done four times so that an average reading can be calculated - ensuring an accurate and reliable conclusion. The measured variable will be the time taken for the same quantity of magnesium ribbon in each experiment to be used up in reaction. The constant variable will be the length of the magnesium ribbon used in each experiment. Rate of reaction = Gradient of the line of a graph plotted with time taken to cease reacting against concentration. Concentration of a solution describes the number of active particles in a particular volume. The unit of concentration is: mol.dm-3 Prediction I predict that the higher the concentra... ...ing around faster. This would mean HCL and magnesium particles would collide more frequently, thereby increasing rate of reaction. I think that my results on graph 1 were suitable to draw an accurate best-fit line. The points are all joined by the line. I used 5 different concentrations which were in a suitably wide range. If I were to repeat the experiment I would use a slightly wider range of concentrations to expand my conclusion, such as 1.25M, 0.75M and 0.25M. If the resources were available, I would also extend the range to higher concentrations than the 2M I was restricted to in this investigation. Further investigation could also include using another factor as my independent variable. I could differ the surface area of magnesium in my experiments, and see how this affects rate of reaction; in what way and if there is a definite proportional relationship.

Redbox

Management Policy November 19, 2012 Red Box Red Box is the industry leader in DVD rental kiosks. It has established itself as an inexpensive and convenient method for customers to rent DVDs. Although Red Box is a cost leader in its segment, it is threatened by the slow but impending disappearance of the DVD format. Threat of New Entrants RedBox has a cost performance advantage over possible new entrants since it is owned by a publicly traded company and already has an established distribution channel relationship. RedBox has an advantage over new entrants in that it already has a well-known brand image amongst movie viewers.People often say â€Å"why don’t you go just rent it from RedBox† during conversations. However, consumers can readily switch over to Blockbuster or cable pay-per-services. Porter’s Five Forces I. Bargaining Power of Buyers The bargaining power of buyers is high since it is extremely easy and inexpensive for the consumers switch viewing medium s. II. Threat of Substitutes The thread of substitutes is high due to competitors such as Netflix, Blockbuster, cable and satellite T. V. companies. III. Bargaining Power of Suppliers The bargaining power of suppliers is high since there are only a handful of movie studios that are able to supply the DVDs.Movie studios can limit the quantity, as well as increase the price and royalty payments of DVDs. Other wholesalers can also increase the price and limit the supply of DVDs. IV. Intensity of Rivalry among Existing Competitors The intensity among existing competitors is fierce since Blockbuster has the ability to install more rental kiosks at existing stores and sign new contracts with existing retailers. Customers can buy new movies for $5 at retailers such as Walmart or get them shipped to their homes from retailers such as Amazon. V. The Threat of SubstitutesThe threat of substitutes is high. A motion picture DVD is difficult to duplicate unless it is burned illegally. However, d igital formats of movies are becoming more prevalent and as the smart phone population grows. Cellular signal carriers are also rapidly increasing their bandwidth and it is predictable, soon mobile signals will be as strong as or stronger than current broad band signals offered by cable providers. Automakers will eventually install TV monitors in each family vehicle that will allow children to watch movies downloaded or streaming live, instead of viewing DVDs.S. W. O. T. I. Strengths Redbox is owned by a publicly traded company and has the funding of its shareholders. Redbox has pre-existing retail contacts that were established by its parent company, Coinstar that enables them to expand faster than competitors who need to establish new contacts. II. Weaknesses Redbox is under the mercy of the movie studios. Should any movie studio decide to terminate their contract with Redbox, it will lose a significant percentage of its suppliers considering there are only a handful of movie stud ios.The movie studios also have influence on wholesale distributors, which can affect Redbox’s supply chain. III. Opportunities Redbox can enter the home digital rental market to directly compete with Netflix. It can also start selling other products, such as popcorn and soda, with its DVDs, in its vending machines. IV. Threats Redbox is threatened by the ever growing population of mobile users who will be able to download movies to their portable devices at speeds greater than DSL in the near future. Redbox is also under threat from pirated copies of movies that are prevalent worldwide.

The English Culture essays

The English Culture essays What is it that defines a culture of a historical period? It can be the accumulation of the arts or advances in technology, science, music, teacher, the economy, war, or religion. It can also just be a simple change of view or beliefs in a group of people. These changes were clearly seen in England during the 17th century. The King's followers and Parliament began to dispute over the future government and religion of England. While these disputes were occurring, the common people, along with the upper class, argued over Catholicism, Puritanism, and the Anglican Church of England that, in turn, combine with the above, influenced society as well as marking it for this period. What and where did this theological movement come from? Many historians, such as G. E. Aylmer, believe that it was the Puritans, who didn't want to stem from the Anglican Church, who sparked the movement. They believed that they were in favor of higher education and moral theological training, but not of free speculation and expression if these led in unacceptable directions (Aylmer pg. 103.) During this time of social and political movement, it was the religious and strict puritans that developed and spread new philosophies. Most of the truly original ideas were produced by people in varying ways out of step with prevailing orthadoxies- Anglican, Puritan, royalist, and parliamentarian. New theories about the individual, the state, and society were in the fullest sense the product of their time, yet the produced as it were against the grain (Aylmer pg. 103.) Another movement that developed new ideas and speculation was the area of the sciences. The public events of 1640-1660 were tangential to the progress in mathematics, physics, mechanics, astronomy, optics, chemistry, anatomy, and physiology, which taken together have without exaggeration been called the Scientific Revolution, (Aylmer pg. 107.) ...

Performance Management Analysis

Performance Management Analysis Introduction In the recent past, there has been a shifting paradigm from Taylor’s model of organizational management to more productive methods of production. The new methods aim at increasing production through efficient management of human and capital resources. A number of scholars have conducted extensive research to establish the effects of various managerial techniques on the performance of employees.Advertising We will write a custom report sample on Performance Management Analysis specifically for you for only $16.05 $11/page Learn More Some researchers note that task formulation is the most notable aspect of management, whereas others observe that the availability of human resources is the crucial factor that influences the performance of the management team. However, scholars concur that three factors are essential as far as the best managerial practices are concerned. One of the factors is production management while the other is the organi zation of work. In addition, the relationship between various groups in the organization influences the performance of employees. Scholars agree that a new model of management should be applied in case the organization is to achieve high results. The new model must incorporate the tenets of neo-liberalism into its productivity structures. Currently, scholars focus on exploring the new management dynamics that relate to post-Ford model of production. Scholars in the UK and the US perceive that the model should be adopted in order to enhance productivity in organizations. However, changing the work structure has micro and macro implications. Scholars of political economy and ethnographic sociology have posted their findings on the topic given its importance in the performance of organizations. This paper reviews a number of articles in order to shed some light on the topic. Views of Various Scholars on Post-Ford Production Model As earlier noted, scholars have posted various views reg arding the management models in the current managerial systems. Their views can be categorized into a number of models. Under high performance work systems model, scholars such as Danford and Thompson have contributed enormously in enriching the topic. Handel and Gittleman are some of the scholars who have contributed to the development of high-performance work practices model. Ashton and Sung have conducted extensive research to establish the influence of high-performance work on organizations.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A number of scholars have also discussed the issue of high involvement in detail. Some have talked about high involvement work systems while others stick to high involvement work practices. Harmon is one such scholar who talks about high involvement work systems while Fuertes and Sanchez capitalize their study on high involvement practices. The issue of high involvement management is also of importance to scholars. Forth and Millward are some of the scholars who analyze the relationship between high involvement practices and the management strategies. Scholars such as Brown and Reich have postulated their findings regarding the relationship between high performance and employment systems. High commitment management is another model employed in analyzing the performance of employees. Baird, Whitefield, and Poole are some of the scholars who have posted their findings on commitment management model. Danford (2004) notes that the idea of high performance work systems is a mechanistic model that does not take into account the demands of human beings. He conducted a study on JetCo manufacturing company and came up with a number of suggestions. The company had a number of efficient practices at the start, but ended up with practices that were unpleasant to the workforce. The company had prolific initiatives aimed at improvin g the quality of production. The introduction of team leaders created tension among employees, which lowered the firm’s productivity. Employees perceived that their views were not given serious attention. On his part, Thompson (2003) notes that a significant factor regarding high performance work systems is reciprocity. In this regard, employers have a responsibility of ensuring that they develop trust and commitment towards employees. Therefore, the employer is charged with the responsibility of ensuring that the employee is provided with adequate training and efficient reward system. However, Thomson admits that employers in the neo-liberal economy are unable to fulfill the wishes of employees due to the challenges posed by the economy. On high performance work practices, Handel and Gittleman (2004) criticize the model by observing that it does not create a working relationship between workers and employers. The model is only known to increase wages. Therefore, the new mode l of high performance management is simply aimed at benefitting an individual, but does not increase productivity in the organization.Advertising We will write a custom report sample on Performance Management Analysis specifically for you for only $16.05 $11/page Learn More Ashton and Sung (2002) assert that it is proven scientifically that a strong relationship between human resource practices and improved performance exist. In particular, the relationship is strong in matters related to profitability and productivity. Therefore, the two scholars suggest that performance practices are closely related to the skills acquired by the employee. The relationship serves to strengthen the effectiveness and efficiency of the organization. However, the scholars caution that the model is only applicable to certain industries. This means that the model does not solve managerial problems in all scenarios. Harmon (2003) conducted a research to explore the efficiency of the American health care sector. In the study, a conclusion was drawn suggesting that a relationship between high performance management and employee efficiency existed. The study can be interpreted to mean that high involvement work systems are related to financial aspects. Fuertes and Sanchez (2003) extend the works of Harmon by observing that some factors motivate employers to adopt certain models. Employers calculate the benefits of the model before adopting it. Employers might prefer using less costly strategies, as opposed to using strategies that would drain their resources. Employers do not prefer some of the practices, such as rewarding employees with financial benefits because they eat up their profits. Employers prefer using non-financial rewards to appreciate their employees, such as awarding a promotion. Forth and Millward (2004) assert that high performance management is a concept that cannot be neglected given its effectiveness and influence on the performance of the organization. They further observe that all management practices are related to the high performance management model in one way or the other. Forth and Millward note that the high performance management model might be interrupted by deregulation of financial markets. Organizations in the modern financial markets go through a number of challenges that make it hard for employers to implement high performance management models.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Competition in the market is stiff implying that employers are concerned with sustaining market competition, not enhancing structural organization of firms. Brown and Reich (1999) conducted a study on one of the Australian manufacturing companies. The company formulated a number of strategies aimed at improving the performance of the organization. The firm emphasized on team building, development of staff, and training. The firm adjusted its policies that focused on Taylor’s model to reflect modern managerial practices. Efficient planning and role allocation were some of the new strategies employed by the firm. The new tactics improved the performance of the organization in a number of ways. Whitefield and Poole (1997) observe that high commitment management is a highly sensitive issue. Therefore, it must be handled carefully. The main concern of employers is to increase production and organize work. The scholars note that before talking about performance management, the caus es of perennial problems in the organization must be handled. The above scholars suggest that organizations utilize their competitive advantages in the market to formulate innovative practices. The researchers conclude that implementation of high performance managerial practices generate new techniques that improve the performance of the organization. High performance management strategies are extremely costly, but their outcomes are productive. In this regard, they observe that high performance management models must produce high results for them to be maintained. In a study conducted in Europe, it was established that organizations with comprehensive new work practices tended to have high training needs. Regarding high commitment management, Baird (2002) notes that all stakeholders in the organization must be consulted before formulating any policy. Through consultative forum, the organization utilizes its resources in the most cost effective way. Moreover, embracing dialogue help s the firm in achieving its competitive advantage in the market. The role of professionals in the organization is to ensure social bonding and commitment to the new techniques of production. Conclusions Model managerial theories suggest that the work place is the main learning institution that enhances the capacity of employees. Older models suggest that employees are expected to join organizations when they are already equipped with adequate knowledge from colleges and universities. Things have since changed in the modern society. For instance, the works of modern scholars suggest that teamwork is one of the most crucial aspects of management. Employees are expected to be given chances to explore their potentials in the organization. This implies that employers are expected to allow some flexibility that permits sovereignty. References Ashton, D., Sung, J. (2002). Supporting Workplace Learning for High Performance Working. Geneva: International Labor Office. Baird, M. (2002). Chan ges, Dangers, Choice and Voice: Understanding What High Commitment Management Means for Employees and Unions. The Journal of Industrial Relations, 44(3), 359-375. Brown, C., Reich, M. (1997). Micro-Macro Linkages in High Performance Employment Systems. Organizational Studies, 18(5), 765-781. Danford, A. (2004). High Performance Work Systems and Workplace Partnership: A Case Study of Aerospace Workers. New Technology, Work and Employment, 19(1), 14-29. Forth, J., Millward, N. (2004). High-Involvement Management and Pay in Britain’, Industrial Relations, 43(1), 98-119. Fuertes, M., Sanchez, F. (2003). High-Involvement Practices in Human Resource Management: Concept and Factors that Motivate their Adoption. International Journal of Human Resource Management, 14(4), 511-529. Handel, J., Gittleman, M. (2004). Is There a Wage Pay-off to Innovative Work Practices? Industrial Relations, 43(1), 67-97. Harmon, J., (2003). Effects of High-Involvement Work Systems on Employee Satisfa ction and Service Costs in Veteran Healthcare. Journal of Health Management, 48(16), 393-418. Thompson, P. (2003). Disconnected Capitalism: Or Why Employers Cannot Keep Their Side of the Bargain. Work Employment and Society, 17(2), 359-378. Whitefield, K., Poole, M. (1997). Organizing Employment for High Performance: Theories, Evidence, and Policy. Organization Studies, 18(5), 745-764.