Scott Joplin Essays - Rags, Music, Ragtime, American Music

Scott Joplin Essays - Rags, Music, Ragtime, American Music Scott Joplin CHOW, BENJAMIN F EXTRA CREDIT In the late 1890s ; a craze for a new kind of music called ragtime swept the country off its feet. Instant popularity of ragtime increased before the turn of the century. By 1910, the ragtime mania reached its peak in all elements of music: popular dance, theater, and movie music. Scott Joplin was a young black man that mastered and polish this subtle art. Born in Texarkana, Texas on November 29, 1868, Scott became facinated with the piano at an early age and was mentored by a old german teacher that took him in as a pupil. Scotts style of piano playing stress his smooth singing tone and subtle sense of rhythm. Scott has the tendency to turn melodic lines into delicate and but simple notes. Generally all of his pieces share the customary ragtime layout and composition of a pair of contrasting lines, each repeated and followed by the return to the first line, then a new section consisting of two or three repeated lines emerge and is usually subdominant. In Scotts piece the Magnetic Rag. The reappearance of the orginal theme at the close of the piece, shares a shocking likeness to Beethovens famous reoccuring I am Death Theme. In the Magnetic Rag, the return of the opening theme at the end of the piece creates a rondo-like structure with a scheme ABCDA, with the outer A section and the central C section stands in tonal harmony. This can be compared to his other famous pieces of work Maple Leaf Rag and The Entertainer which all exercise the reappearing theme that shows a tendency to round out by always returning to the home key. Magnetic Rag was the last piece that Scott completed. It was subtitled : syncopation classiques because of his wonderful blend of syncopation on every up-beat and mad-cow improvisations tailored to sound like European dance music that influenced early ragtime.

Top 5 Lucrative Tech Careers You Should Consider

Top 5 Lucrative Tech Careers You Should Consider don’t let the prospect of tedious, isolated computer work dissuade you from exploring careers in it- there are more engaging and compelling options to consider! take a look at this list from aftercollege’s joy miller.   big data scientistas the name implies, this is the big-picture approach to data analysis- you’d be responsible for developing programs and systems to house and investigate data. your ingenuity and creativity will help you identify trends and insightful conclusions, solve problems, and propose areas for growth or company innovation.these positions can pay as much as $188,000 annually, so it’s worth the time and labor-intensive demands of the gig.  computer forensic investigatormake the most of your interest in law enforcement and pursue a bachelor’s degree in computer forensics, information security, or cyber security- you can even get a certification from a computer examiner board. with it, you can help law enforcement and invest igative agencies solve crimes and testify at trial. average salaries can run to $91k.  geospatial analysteven bigger than big data is an analyst that works with global geography and modern technology. where are people living and working and moving, what models can help us predict or analyze their behavior, and what technological resources can help accommodate and address their needs?certifications in geospatial intelligence analytics, cartography, or related fields can help you earn as much as $74k.  software engineerif your degree is in software engineering, computer science, or a related field, chances are you already know about the countless opportunities available to people who can design games, create apps, and write code. whether you find an in-office gig or stay flexible as a freelancing contractor, you could potentially stand to earn as much as $93k.  it consultantthe classic it gig involves finding a company where you’d like to work- based on their products, th eir mission statement, or even just the team you’d get to work with, from a start-up to a massive corporation- and getting your foot in the door. whether you take the late shift or the daily grind, you may earn as much as $94k.

Madison square garden new york Essay Example | Topics and Well Written Essays - 3250 words

Madison square garden new york - Essay Example This paper illustrates different aspects of the Garden along with a speculation of how such a sporting venue would be, if it was to be built today. The Garden was first completed at a cost of $3,000,000 in 1890 and underwent three major renovations thereafter. The sports culture and civilization that was prevalent in the New York City in the 1890’s and 1900’s shaped the Garden to emerge into a predominant sports venue. The Madison Square Garden (known as Madison Square Garden I) was located at the 26th Street and Madison Avenue. With a seating capacity of 10,000, the Garden was reopened to the public on May 31, 1879. The facility had a track cycling arena, and served as the venue for other popular sports such as boxing matches and circuses. The Garden I was also the first in the country to have an indoor rink. In 1890, the Madison Square Garden I was shut down. The Madison Square Garden II was designed by Mr. Stanford White, a member of the architecture firm McKim, Mead and White. The Garden II was also located at 26th and Madison Avenue. Built on Moorish architecture, the building measured 200 feet by 485 feet with 32 stories soaring over Madison Square Park, making it the second tallest building in the city then. The Gardens main hall had a seating capacity of 8,000 people. The Madison Square Garden II was replaced by the Madison Square Garden III in 1925. The Garden also temporarily held the Diana sculpture (Encyclopedia of New York City) (see fig. 1) designed by Augustus Saint-Gaudens. The Madison Square Garden III was located on 50th Street and Eighth Avenue, and had a seating capacity of 18,496. Built by Tex Rickard, a boxing promoter, the Garden III was in focus for the Barnum & bailey Circus and the Ringling Bros. The arena also hosted ice hockey, basket ball, boxing matches, and other different events. The Garden III was closed in 1967 mainly because of problems such as ventilation and poor lighting. Until

Student Interview Essay Example | Topics and Well Written Essays - 500 words

Student Interview - Essay Example The class was interestng even if it involves math heavily. Perhaps it is because the examples that were used by the professor was about everyday life like how much your $1,000 will be worth after 5 years. The approach and method of teaching was also clear because I was able to understand it even if I did not belong in that class. With the professor’s approach in teaching, I think anyone will be able to get it for as long as they have taken their algebra. The way I see it, the class requires minimal reading but instead requires a lot of analysis and critical thinking. In my opinion, a student can even pass the class without reading for as long as he or she pays attention to the lecture of the teacher. It involves understanding of the problem and problem solving exercises for the student to get a hang of it. I asked my friend what he think of the class and his other class at Taylor as well. He replied that class was pretty easy because the lecture was clear for as long as a student don’t miss classes. He says that difficulty only arise when a students absents from the class because the next lesson will become greek to him or her. And that is time he or she has to read and I doubt if one can really get the lesson from the book because its not clear there and you cannot ask question. When I asked what he meant by that, he explained that almost all of the lessons were linked together, like the previous lesson a requisite to understand the next lesson. He furhter explained that unlike this class that does not require reading, other classes requires paper works in addition to classroom exercises. I asked him if he was able to manage, he replied in the affirmative. He gave me a â€Å"survival tip† on how to handle the rigor of academic requirement at Taylor so taht I will not have hard time. He told me just to get back at my lesson regularly that way I’m updated.

Film Analyzing Instructions Essay Example | Topics and Well Written Essays - 750 words

Film Analyzing Instructions - Essay Example The paper "Film Analyzing Instructions" shows film analyzing instructions. According to Jaikisham, a proper film critic must know how to elucidate why a film work or doesn’t work by looking beyond the noticeable rudiments added to sell a film to the spectators. In allowing viewers to experience the story on various levels you’ve got to analyze the specific details. Seize your note book, skull to the theater, and get ready to enter the world of film critic. Study some of these professional tips on how to analyze a film and determine the fine nuances which a lot of people miss out. This is because a glass maybe half empty or half full. Therefore it is all a substance of perception. Luckily or unluckily an excellent moviemaker does not habitually share the perspective of the audience. Hence, it is vital that one value is the importance of another’s view point. Additionally, if you are watching any film with your family or friends, it is essential that you take note of the things which an untailored film typically does and this forms origin for all your opinions about a film in the end. There is copiousness of things about a film which can be dissected to get the preeminent picture on what a film is all about. Cinema can be interpreted in many different ways and each of them is correct. The following tips are essentially important in analyzing movies. This is very important as this shows how relevant a film is for the recent time. Is it just for entertainment or is it momentous cinema?

Theories and models of change management

Theories and models of change management Nothing in this world is at the state of constant static. Everything is changing. Likewise, organisations are also changing all the time. If we look few decades back things have changed a lot. Change neither disappears nor dissipates. It is a process which is inevitable. What is important is how we manage the change to get the best out of it. Change is the major driving force for a company to be innovative and experiment with new management styles and tools. Changes can bring fortune in the company with improved profit margins and satisfied employees provided that the changes are handled properly with appropriate management strategies, however, if the organisations fails to come across the appropriate and effective management strategies then it can affect the company badly and at worst even collapsing or bankruptcy. So, the changes that an organisation face has to be planned, organised, directed, controlled and channelled effectively. This requires a good leadership quality in the le ader whoever that might be. Leaders can be CEO, Mangers, Chairperson or Board of Directors depending on the organisation. There are many management thinkers at different times who have proposed many different theories and model regarding the nature of change management and how to manage the changes effectively for better of the organisations. The next section of this essay will look at the different management thinkers and their management theories and models and their relevance with the changing business environment and how it is crucial for an organisation to undergo changes for its prosperity and progress. One of the first and most popular theories of change management was given by Kurt Lewin (1890-1947). Lewins model is rather simple however other change management theories are based on this model. Lewins model of change is divided into three stages of unfreeze, change and freeze referring 3 stages of changes The first step in the change in the behaviour is to unfreeze the existing situation which is also called quo state which is the equilibrium state. Unfreezing of the quo state is very important to break the resistance from the change. It can be done with either increasing driving forces away from the quo state or decrease the restraining forces that negatively affects the movement away from the equilibrium or use the both method .(Stephen, 2003) The second step which is the change stage is the movement where all the changes happen. This movement can be facilitated with by persuading the employees to agree on the changes, telling them the benefits of the changes and making them sure that everybody has to work together to get the best out of the changes and show them new perspectives.(Stephen, 2003) The third step is the freezing stage which is the step after the change has been implemented. This stage of the change is required for the changes to stick over time. Sustainability is very important when new changes have been made. The new changes have to be properly institutionalised and formally accepted by all. The actual integration of the new changes takes place in this unfreeze stage. (Stephen, 2003) According to Lewin (1951) driving forces facilitate change because they push employees in the desired direction. Restraining forces hinder change because they push employees in the opposite direction. Therefore, these forces must be analyzed and Lewins three-step model can help shift the balance in the direction of the planned change. Changes are very crucial since changes makes new and improved ideas to implement into action possible. (Kanter, R. et al. 1992) After Lewins model many other writers upgraded his theory making it more effective however the fundamental aspects were still there. One of the most popular model of change management is Kotters eight step model (Kotter, 1995). According to Kotter, successful implementation of change depends on the eight steps as proposed by him. Skipping any one of the eight steps might create illusion of speeding of the process but it does not improve the effectiveness of change.(Singh,1963) His eight steps include the following steps: Create a sense of urgency: This step includes analysing the market and examining the possible risks and opportunities along with the competition in the market. (Kotter,1996) Establishing the powerful group to guide the change: This step is to create a group which is capable to handle the changes and has enough power to lead the effort. The group should be encouraged to work as a team. (Kotter,1996) Develop a vision: This stage includes creating a proper vision of change in the organisation. Apart from this the change should be highly focused and should be in rather simple form so that everyone understands and accepts. (Kotter,1996) Communicate the vision : The vision that has been proposed has to be delivered or explained to everyone. A good communication of the vision is very important. (Kotter,1996) Empower staff: The next step is empowering the staffs. This step includes removing hurdles in the change and encouraging new and unconventional ideas and ways of doing things. (Kotter,1996) Ensure there are short terms win: It is very important to keep the staffs motivated. Short term wins help the staffs to remain motivated. This also helps the support needed for the change. (Kotter,1996) Consolidate gains: Organisation should check the policies that inhibit or restrain the changes and if there are any, they should be changed. The policies that catalyse the changes should be brought in to action to speed up the change and efficiency. (Kotter,1996) Institutionalise the change in the culture of the organisation: the changes that have been made should be institutionalised or embedded in the organisation as a culture and should be linked with the performance and leadership. (Kotter,1996) The first four steps of Kotters eight model act as a defroster a hardened equilibrium. Stages five to seven is the introduction of many new changes. It resembles with the change phase in the Lewins model. The last phase grounds the changes that have been made into the business or organisation culture. The success and improvement of the organisation depends on the proper follow of the sequence. ( Kotter,1996) The next change management model is the ADKAR model proposed by Jeffery M Hait (2006). ADKAR is basically a framework to understand change in the individual level which was later used in the field of business and management. It comprises of five elements which are Awareness (of the need of change), Desire ( to support and participate in the change), Knowledge( of how to change), Ability( to implement required skills and behaviours) and Reinforcement( to sustain the change). (Hait,2006) Awareness represents the understanding of the need of the change along with the nature and the affects of not going through the change. (Haitt,2006) Desire represents the desire to participate in the change. Even though desire is much more about the personal choice, it can be created with the intrinsic environment. There are many factors that create desire in the individual about the changes. (Haitt,2006) Knowledge is the basically the trainings and information access about how to change. Knowledge is very important as it is very necessary to have trainings and information access to implement the change. (Haitt,2006) Ability shows the actual implementation of the change at the required pace. It also represents the conversion for knowledge into action. How well the changes have been executed depends on the ability of the group or an individual. (Haitt,2006) Reinforcement represents the sustainability of the change. Sustainability depends on both the intrinsic and extrinsic factors. External factors include recognition, rewards and celebrations that are tied to the realisation of the change. The internal factor is the sense of achievement among the individuals regarding the change.(Haitt,2006) The ADKAR model is in very much sequential manner. It clearly represents how an individual experiences change. Desire cannot come before awareness because desires are only triggered when we are aware, similarly knowledge cannot come before desire as we do not seek for the knowledge before we have desire for it and similarly ability and reinforcement. (Haitt,2006) Having discussed the models of change management it is very important to know that these models were not created just for the sake of creating. Their implications have been highly beneficial in the real context. It is very important to realise that the importance of the change in the corporate society. Technological innovations and globalisation has made this world a much smaller place. Changing according to the changing world is necessary otherwise you just lag behind and can become very hard to get along all over again. To survive and prosper organisations must adopt strategies that realistically reflect their ability to manage multiple future scenarios. ( Paton, McCalman,2000) Business and managers are now faced with ever more complex and high dynamic operating environments than before. If we take a real life example then we can see that the car companies nowadays not only manufacture cars these days but they do much more than just do the manufacturing. They are involved in how to distribute them more widely and how to get more market share and manufacturing more diverse range of cars. Another real life example is the example of BRITISH AIRWAYS. Back in 1981 BRITISH AIRWAYS appointed a new chairperson. When he was appointed the company was very inefficient and wasnt properly utilising the resources. He then made a lot of changes in the company and restructured the whole company. For this he first analysed and realised that the company needed a lot of changes to gain more profit margins and he did so through change management methodology. Then he analysed the areas for the change. The company then systematically reduced the staffs. However, before doing this, through his change management leadership, he let the company know about the need for change to prepare them for the upcoming changes and the benefits behind it. He was able to let the company know about the changes about to happen which shows a good communication and was able to direct the company to prosperity and success. Change as we already said is inevitable and no one can escape the change. The fear of adjusting into new changes and risks that brings along with it is the reason that restrains the change. Having said that change is one of the most important parts of the growth. There can never be development and growth without change. Thats why different writers and management thinkers have published different theories and model to analyse the mechanism of change so as to better understand the change. These theories work as a testimony to the fact that the change is a real phenomenon and can be analyzed through different steps and methods. As I have discussed three models of change management in this essay, each model follows the same basic fundamental framework of the mechanism of change. However, each model has a different way of looking at the things. Lewins model is rather simple which sees change into 3 stages resembling it to the stages before the change, during the change and after the change. Lewins model is more of a generalised model. So, Lewins model of change exhibits the forces that either increase or restrain the changes. To sum up, when the combined strength of one force is greater than the combined strength of the restraining forces, then the change is more likely to happen. (Stephen, 2003) It also says what the factors are that we have to consider during the process of change. Kotters eight model theory sees the change phenomenon into eight different stages. Kotter has defined the change process into many different stages which gives us a more clear idea of how change happens and how a company succeed through change. Kotters model describes how market analysis creates the need of changes and how the changes have to be well communicated to the member of staffs to motivate them for the change. The next theory ADKAR sees change more from individualistic point rather than the change itself. ADKAR says that the staffs have to be aware about the need of change which creates desire for the change. Knowledge increases the ability to cope with the changes and reinforcement stabilises the changes. ADKAR basically cover all the major aspects of change. These three models of changes have a very good implication in the real world. Lewins model being rather simple might not be appropriate for the current change in the business world however the fundamental aspect of change is there. Kotters eight model and ADKAR are quite similar. Kotters model focus more on the change itself however ADKAR focuses on the individual level. I feel that Kotters model covers almost all the aspects of the change. It not only tells about the need of change but also how the changes have to be implemented. It talks about the communication and encouraging each other to work as a team. Apart from this it also says about empowering staffs which is very important and also the motivating factors like short term win makes this model much more applicable for all kinds of institutions and more reliable. With the end of my literature review I would like to research further on the topic: Importance of change for a prosperous future.

Periodical Review Of Human Com :: essays research papers

This is a review of Human Communications Research (HCR) journal. It is published quarterly beginning in September (Fall) and ending in June (Summer). The review being done is on Volume 22, which extends from September 1995 to June 1996. The journal takes a behavioral science perspective in its research of human communications. Research areas include Interpersonal, organizational, mass communication, methodology, information systems and persuasion. HCR is a periodical that recognizes that the world is constantly evolving and that communications research must do the same in order to develop a more clear understanding of the important issues and situational demands that are at hand. In maintaining this approach, HCR focuses on exploring new research areas as well as taking a more theoretical approach. They are also trying to acknowledge more international research studies. Methodologically speaking, they seem to remain open to possibilities and try to promote discussion through their ac ceptance of articles. The new senior editor Cindy Gallois, in her editorial best describes the general direction and intent of HCR. One of the main goals is to encourage diversity so that HCR will have something of interest for every reader. She also says that HCR is moving with a general trend that is away from the databased research studies towards more theory-based research and rigorous interpretations of results. Although they are trying to increase the variety of topics, they are still maintaining a behavioral science approach to communications. Gallois also welcomes the expansion of methods on research and is a firm believer in the idea that a good researcher is one that is capable of choosing the approach and methodology that best fit the research question. It is also her belief that HCR will develop more of an international flavor because the present volume marks the first time it has been edited by a non-U.S. resident. This will allow for a greater recognition of the active communication research studies being done in many countries. Upon review of articles in HCR, I found quite few having similar topics. These included: Communication in the workplace, persuasion, deception, and communication support systems. These topics all deal with important aspects of human communication and are consistent with what is trying to be achieved by HCR. The intent of this journal is to improve human communication in areas that it would be widely useful consistent with the changing world. By researching different perspectives of issues, HCR hopes to get a better understanding of what the obstacles have previously been in order to try and improve communication relationships.