Gaining a “sense of the arts” through music Essay

Gaining a â€Å"sense of the arts† through music The arts are forms of personal and social expression. They stimulate imagination, thinking, thinking, and understanding. The arts are fundamental in the development of children, who can feel as well as think, and who are sensitive and creative. In early childhood education children identify and express the feelings and ideas in different forms such as music, dance, drama, and visual arts. This essay highlights the key ideas of how young children between the ages of three to five make sense through art such as music. Furthermore, this essay makes links to early childhood curriculum as a bicultural perspective. It concludes with the role of teachers and adults in providing support during†¦show more content†¦All this can be encouraged by means of active involvement in music making, and by watching musical performances. For example, children can watch an orchestra perform and have their attention drawn to how the instruments are conventionally held and played, each instrument having its own special time to play and to rest. They can watch cultural dances and observe various conventions, such as what dancers do with their hands or which cultural groups join hands and which do not. Through music children have the opportunity to use their bodies in rhythmic ways. Children benefit through use music in many ways such as language development, socialising and communication. In terms of language development children will be able to extend their oral language skills and verbal sounds. Music helps children with verbal skills, especially by nursery rhymes, singing and dancing. Through the presence of recurring poetry and the use of a bigger vocabulary, children learn to speak and write better. In terms of socialisation children will be have the opportunity to work with other children in small groups. These will help children learn about themselves and others. Te Whariki recognises that â€Å"children experience an environment where children are encouraged to learn with along side other† (MoE, 1996, p.70). For example when children are moving to music they areShow MoreRelatedTeaching Methods Can Affect Young Children s Initiative961 Words   |  4 Pagescooperation. Even though I am gaining ground on my engineer career path, my aspiration to teach young children is becoming increasingly stronger. Having seen many children’s unwillingness to study, I am acutely aware of how teaching methods can affect young children’s initiative. Some pupils have positive attitudes towards study, whereas others have an aversion to learning from a young age. 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Organisational dialogue Free Essays

First, this essay will explore the definitions of dialogue as well as organizational cultures and how these concepts related to each other. It is followed by a discussion on the ways that dialogue may have positive effects regarding the cultural aspects. The final section of this essay pays attention to the challenges of and solutions to implementing and promoting dialogue within an organization. We will write a custom essay sample on Organisational dialogue or any similar topic only for you Order Now There Is a variety of deflations of dialogue. The derivation of this word stems from the Greek roots dialogs which consists of did and logos. Did means through, and logos means the word, or more specifically, the meaning of the word’ (Boom 1996, p. 6). Based on its origin, Boom (1996) defines dialogue as a combination of communication practices flowing through and among people, focused on discovering the essence and power of people thinking and how the group’s culture is built through this process. Isaacs (1999) believes that dialogue Is, In particular, a flow of meaning, while Gerard and Eleanor (2001 ) define dialogue by contrasting It with discussion and conclude that dialogue is seeing the whole and connections between arts, learning through asking and answering, and creating shared meaning among group members. In further similarities, Gerard and Turfs (1995) assume that dialogue is concerned with the environment where belief and communication diversity are encouraged In terms of respects, honors and values, as well as awareness to raise the creation of shared meaning. The role of dialogue in relation to organizational culture is of thorough understanding through many deferent organizational culture definitions. In fact, we all commonly think that it is the way we do things around but through research of organizational behavior, Machines, Lessons Traveling (2013) believe it ‘consists of values and assumptions shared within an organization’ (p. 448). At the same time, for E. C. Martins and F. Turbulence (2003), the central Ingredient of culture Inside an organization is the subconscious shared values and beliefs. A powerful culture offers shared values that ensure everyone in the organization focus on the same goals and objectives (Robbins, 1996). Organization has its culture usually performs higher in the market. In a word, the key feature of building and transforming organizational ultra Is creating and maintaining shared values that seem to be the main purposes of outlining dialogue among members. Through practicing dialogue, collective communication is created, and organizational culture is transformed. These aspects include transformation of member behavior, the experiential feeling of community and people’s attitudes. Firstly, in the comparison between dialogue and discussion of Gerard and Eleanor (2001), the main role of dialogue is to help people learn how to communicate with each other differently and produce collective understanding. While in discussion, people intend to keep their opinions and only the most powerful and influenced person might decide the results of the whole group, dialogue, in contrast, gives members a commitment to a common set of guidelines (Gerard and Turfs 1995). Participants try to minimize conflicts and bring all different points of view into a standard value. Therefore, the more often people practice dialogue, the more behavioral changing they have to integrate and sustain in community. Moreover, based on Bomb’s research in 1996, Isaacs (1999) stated four principles of dialogue which include listening, respecting, suspending and voicing. Among these principles, listening skill plays an important role in changing behavior of a group. As a whole song could not be sensed and understood through a single note (Isaacs 1999), organizational cultures and objectives are not able to be established by a single idea. Hence, dialogue is a powerful tool to encourage people to listen thoroughly to others’ ideas and engage in the conversation. Then, shared meanings, or the culture of the company is gradually transformed. Secondly, by setting up the conditions of community, dialogue transforms the feeling of the corporation culture (Gerard and Turfs 1995). When a new group starts to involve in the community, dialogue will generate an atmosphere having the ‘experiential feel’ (Gerard and Turfs 1995, p. 148) of community. In an organizational scope, employees commence to sense what the company’s culture would seem to be in full community based on its principles. Furthermore, for Sense (1995), dialogue is as a facilitator for team learning. He believes that team is the key feature to create shared values, and through the application of dialogue into team learning process, knowledge and feeling of the community cultures are transferred from one to others, ND individual’s values as well as beliefs are positively transformed and integrated into the collective cultures. The final aspect that dialogue has the power to change the organizational culture is attitudinal transformation. As participants experience the effects of dialogue, the attitude level becomes as a ‘byproduct of the incorporation of new modes of behavior and learning the â€Å"feel† of what being in community is like’ (Gerard and Turfs 1995, p. 148). Then, cooperative and collaborative attitudes start to replace the attitudes of inflexible individualism. This statement is conformable with the research f Scheme (1993) where he describes dialogue as talking around the campfire’ (p. 391). During the past time, meetings were usually held around a campfire where people could simply share their opinion without any discussion or arguments. Through that, (Scheme 1993) and spend time listening to others’ opinions before reflecting on their assumptions. Moreover, Isaacs (1999) also emphasized the main goal of the respecting principle of dialogue that is not to seek a decision, but to tolerate difference, gap and conflict. Therefore, the more people practice dialogue, the more hey have collective orientation by gradually changing their individualistic behavior, and then, the whole organizational culture is enhanced. Although dialogue has been proved to have a positive effect on organizational culture, people still face challenges in applying it into organization learning system. First, most organizations are generally a hierarchy and authorized structure which is contrary to the principles of dialogue (Boom, 1996), so employees tend to afraid of expressing their ideas or opinions to the people who are at higher level. In fact, in some top-down companies, managers have the right to create and change organizational culture as well as enforce rules and delegate duties to employees. Although it has its value, this structure might find it difficult to get dialogue going. Moreover, there are situations where people have different ideas and assumptions, and dialogue might become frustrated. If someone is not willing to listen to other’s assumptions, it is considered as an act of violence (Boom, 1996) which may lead to an argument and no results could be concluded. And last but not least, in case of a cross-culture organization, dialogue becomes a more complicated and lengthy Scheme 1993) process due to the different cultural backgrounds of the employees. Then, it is necessary for companies to allocate more time and resources in designing dialogue process that may help employees communicate effectively, and the organizational culture is transformed on the right track. Despite all these challenges, dialogue still plays a significant role in transforming organizational culture if companies have methods and strategies to apply it appropriately. Sense (2006) gives a simple analysis about balancing dialogue and discussion within members of an organization. As ‘in a discussion, decisions are made. In a dialogue, complex issues are explored’ (Sense 2006, p. 230), learning team must learn how to control movement back and forth between dialogue and discussion and distinguish between the ground rules and the goals to have both dialogue and constructive discussion. Communication audit is another approach to deal with the organizational practice of dialogue. For Harrier and Tourist (2004), communication audit is the key to creating a world-class communication system since the results of communicating performance among all staffs is accurately reported to the managers. This process is effective to solve problems both in top-down organization and cross-culture since it reveals communication strengths and weaknesses among employees at all levels as well as suggests solutions for improvement. In conclusion, dialogue has proved itself as an effective but challenging way of transforming organizational culture. Through behavioral, experiential and attitudinal transformation, corporation culture is positively changed as dialogue awareness of the collective assumptions, minimize arguments and by practicing dialogue, people learn how to accept the differences of others. How to cite Organisational dialogue, Papers

Analysis of Market Evaluation

Question: Discuss the Market Evaluation. Answer: Market evaluation is an effective analysis about the real estate market in order to understand the value of subject property. As stated by Aghdaie, Zolfani and Zavadskas (2013), marketing metrics is one of the major tools of marketing evaluation. With the help of marketing metrics procedure, various organizations or enterprises are able to understand and enumerate various marketing performances. Why marketing metrics is important in market place? By applying marketing metrics technique managers of a particular organization get to know how their brands or products are able to create a demand in the market (Fregonara et al. 2013). The concept of marketing metrics helps the marketing managers to understand how their brand is performing to fulfill the needs of customers. As per the performance of their brand, the managers like to make some of the effective plans and procedures to improve the quality of brand and the product. As per the reaction of the customers, the market evaluators lik e to plan and process their brand strategies. Walmart after launching a retail brand in the market tries to keep a market survey to collect the customers feedback. Fight and spark change is one of the campaign that they promoted for the poor. Now Walmart is primarily concerned for the kids food. While launching this particular recipe in the market, the organization intended to follow metrics procedure (Krebs and Scheffel 2013). As a result, the marketing managers were able to collect a necessary feedback from the customers about the ingredient quality of their brands and products. Walmart is a global company. Walmart opened their first store in Arkansas. It gained his fame in market place as the most innovative store of the world. Healthy kids are the innovative branch they launched keeping in mind the health benefits of the kids. Several reasons are there based on which a marketing managers need marketing metrics for running their business successfully. They have accumulated around $ 299.3 billion this year and have become the leading company of the world. In order to launch a new product in the market, to increase the price rate, to add some additional ingredients for enhancing the brand quality this particular procedure like marketing metrics is highly necessary (Lechner 2012). Marketing metrics is constituted with several types that include behavioral metrics, memory metrics, financial metrics, customer profile metrics, marketing activity metrics, memory metrics and physical availability metrics. Financial metrics has been defined as per the profits contribution of a brand. Profit contribution has been calculated based on sales revenue minus direct cost. Customer lifetime value indicates the net profit that is attributed to the future relationship with the customers (Pouraghajan and Emamgholipourarchi 2012). Based on the customer lifetime value the marketing managers are able to identify the future needs and demands of the customers from the particular organization. For an example, in order to enhance the market growth of Woolworth, the marketing managers have to concentrate primarily on two factors. Market urgency and market size is one of the most important reasons to deal with the customers needs and demands. In order to create market urgency Walmart has launched healthy kid products to draw the attention of the parents. Walmarts market evaluation report says that this particular company is successful enough to create a market demand on healthy kid product. As a result, within few years more than twenty million people have become their daily customers (Saha and Zaman 2013). The service providers have to deal with almost thirty million people daily in order to fulfill their demands. Behavioral metrics indicate that sales, market share, market penetration and share and category requirement. The aspects of sales indicate how many units or products an organization has to sell in order to create a market demand. Based on the market share the company would be able to understand the proportion of marketing which tends to use the organizational brand. Market penetration indicates the actual proportion of products that is sold in the market. Finally purchase frequency indicates how frequently one particular customer tends to use the product of an organization. But the question arises whether Woolworths healthy kids can achieve long term goals. Is their market evaluation technique effective enough to acquire desired market place? Reference List: Pouraghajan, A. and Emamgholipourarchi, M., 2012. Impact of Working Capital Management on Profitability and Market Evaluation: Evidence from Tehran Stock Exchange.International Journal of Business and Social Science,3(10). Lechner, M., 2012. Sequential causal models for the evaluation of labor market programs.Journal of Business Economic Statistics. Fregonara, E., Curto, R., Grosso, M., Mellano, P., Rolando, D. and Tulliani, J.M., 2013. Environmental technology, materials science, architectural design, and real estate market evaluation: A multidisciplinary approach for energy-efficient buildings.Journal of Urban Technology,20(4), pp.57-80. Krebs, T. and Scheffel, M., 2013. Macroeconomic evaluation of labor market reform in Germany.IMF Economic Review,61(4), pp.664-701. Saha, N. and Zaman, M.R., 2013. Evaluation of possible health risks of heavy metals by consumption of foodstuffs available in the central market of Rajshahi City, Bangladesh.Environmental monitoring and assessment,185(5), pp.3867-3878. Aghdaie, M.H., Zolfani, S.H. and Zavadskas, E.K., 2013. Market segment evaluation and selection based on application of fuzzy AHP and COPRAS-G methods.Journal of Business Economics and Management,14(1), pp.213-233.