Running Fence by Christo and Jeanne-Claude Essay

Running Fence by Christo and Jeanne-Claude - Essay Example The biggest continuous part of the Running Fence that remains intact is hanging below Rio Theater’s ceiling in Monte Rio. The Running Fence is perceived to be among the most significant projects as far as public arts are concerned, and at the time when it was installed, it was one of the most ambitious projects that were embarked on by Christo and Jeanne-Claude after they arrived in the US in 1964. When the art piece was made public at America’s bicentennial, it caught the imagination of the public as the exceptional beauty of the light as well as the weather that played across the fence’s fabric sharply contrasted with the issue of limitations and division that underlie the aspects that are usually conveyed by fences. In the case of Christo and Jeanne-Claude, the fence was an embodiment of bigger issues in regards to human freedom as well as a constraint. The manner in which the Running Fence was planned, designed and installed along with the critical response t o the piece was a tone-setter for the rest of their bigger projects as none of them could have been conceivable without the Running Fence. Between 1972, when the idea of the Running Fence was initially conceived and 1976 the artists experienced apparent overwhelming difficulties and apart from negotiations of land rights with numerous ranchers, they had to deal with administrative obstacles at a time when they were not famous. The two artists had the ability to convince ordinary people of the transformative aspects associated with art.

Michael Clayton: Attorney Client Privilege Essay -- Film Analysis

It is a plot line that seemed to come straight out of a John Grisham novel. After all it had all the major elements: a conspiracy, a corrupt corporation, but most importantly a lawyer examining his inner conscience only to decide to break with the status quo and expose his corporate masters. In fact, one could say that the film Michael Clayton (2007), was a modern day John Grisham film that never was. In all certainty, Michael Clayton is a typical Hollywood movie with a typical Hollywood ending where good defeats evil and where truth prevails over obfuscation.That does not mean that it should be dismissed so readily however. The film Michael Clayton still raises many of the ethical questions within the legal profession. Namely, the film explores the concept of the Attorney Client Privilege, and through its plot and rich storyline, questions the very notion of it. However, it is easy to forget that the film is a pure work of fiction; and although it does a adequate job of pointing out the disadvantages of the Attorney Client Privilege, its assertion that the privilege should be eroded when the attorney knows that his or her client is lying, is just as phantasmal as the scenes are which are in the film. â€Å"I’m not a miracle worker; I’m a janitor,† remarks Michael Clayton in one of the opening scenes of the film. An apt phrase because Clayton has been dispatched to rein in a fellow associate named Arthur Edens who is suffering from a manic breakdown—stripping off his clothes during the middle of a deposition and running around naked in the parking lot. Visiting Edens in jail after the incident, the sighs of the breakdown showed no sighs of subsiding. In the middle of a conversation with Clayton, Edens goes on a tirade, eventually aski... ...t everyone has a job to do. Lawyers are—and should not be—an exception to that rule. Works Cited Freedman, Monroe H., and Abbe Smith. Understanding Lawyers' Ethics. New Providence, NJ: LexisNexis, 2010. Print. Kairys, David. "Legal Education As Training For Hierarchy." The Politics of Law: a Progressive Critique. By Duncan Kennedy. New York: Basic, 1998. 54-75. Print. Keefe, Patrick Radden. "Michael Clayton's Devastating Critique of the Legal Profession. - By Patrick Radden Keefe." Slate Magazine. Washington Post.Newsweek Interactive Co. LLC, 19 Feb. 2008. Web. 10 Mar. 2011. Shanahan, Sara Jane. "Another View: The Eroding Attorney-Client Privilege - NYTimes.com." NYTimes.com. The New York Times Company, 2 Nov. 2009. Web. 10 Mar. 2011. Simon, David. "The Attorney-Cleint Privilege As Applied to Corporations." Yale Law Journal 65.7 (1956): 953-90. Print.

Comparing to Gospels: Mark & John

Claudia Corbetta April 5, 2013 THE-307 The Bible is a collection of texts considered sacred in Christianity. Separated in many sections, the Bible includes four gospels by four different authors that tell stories, miracles, parables, teaching and stories telling the world on Jesus’ life. The gospels are named after the four apostils Mark, Matthew, Luke and John. Each gospel has similarities and differences in many aspects, but they all have a common end: they all tell the story of Jesus of Nazareth.The Gospel of Mark is directed towards gentile Christians, because he has to explain Semitic terms that Christians might not understand. It shows that the author is unfamiliar with the geography and is unfamiliar with Jewish customs. This gospel is also the earliest one written and narrates the Ministry of Jesus, including the baptism all the way to Jesus’ death and resurrection. Mark doesn’t have any information about his life before the baptism or his genealogy, it s imply says that he â€Å"came out of Galilee†, similar to Johns gospel that mentions he is of Galilean origin.Throughout Mark’s gospel, Jesus is named the â€Å"Son of Man† (MK 2:28). Referring him as and agent of God that will wipe out all evil and Israel will be in power. There are two types of gospels written. There is the high Christology and the low Christology or also named Christology from above and below. Between Marks gospel and Johns gospel they are both written in two types of ways. Mark’s gospel is considered to be a synoptic gospel with a low Christology. This means that the gospel writers begin with the earthly Jesus where his divinity is revealed.The gospel shows has examples of Jesus being human and shows emotions that he might feel and mistakes that he might make. An example of this is when Jesus is healing the blind, his humanity is shown here because he tries twice to heal the blind instead of being able to heal him twice (MK 8:22-26). It also means that the life of Jesus of Nazareth is described more through the gospel for example the beginning when the unknown author speaks about the baptism, a human trait that Jesus has; â€Å"In those days Jesus came from Nazareth in Galilee and was baptized by the Jordan in John.As soon he came out of the water, he saw the heavens being open and the Spirit descending to him like a dove. And a voice came from heaven: You are My beloved son, I take delight in you. † (MK 1:9-11). John’s gospel on the other hand is more of a high Christology. A high Christology or a Christology from above starts with the heavenly Christ who descends to Earth and is dwelling among us â€Å"In the beginning was the Word, and the Word was with God, and the Word was God. He was in the beginning with God, and through him were all things made. † (JN1: 1-3).This means that God is everything, and that there was never a time that he existed. He was the beginning and because of him eve rything was created. Also saying the beginning of the world began with him. In this example, the gospel doesn’t begin with the baptism as mentioned before; it begins with the creation of God onto the world. Also, a Christology from above shows more of the divinity of Jesus rather than the humanity of Jesus. Throughout Marks gospel, Jesus of Nazareth is described as a great teacher and emphasizes the suffering messiah because his community is suffering.Jesus is also a popular teacher but they are afraid of his power. An example of this is MK 6:1-6, where he is teaching all of his people but they are doubting him and wondering where he got all this information from, but at the same time when he heals the people â€Å"marveled because of their disbelief†. The feeding of the five thousand appears in both John’s gospel and Mark’s gospel (JN 6:1-14, MK 6:30-44). The fact that this story is in both gospels shows that Mark’s gospel has miracles as well as John’s and that in both gospels there is a theme of compassion towards the people.When the story is told in Mark, it is mentioned that the miracles was done by Jesus’ compassion for the crowd and concern that they might faint without food returning home (MK 6:34-44). The story shows Jesus ‘supernaturally’ providing for his followers. In John, he says that this is the work of God (MK 6:29). The ending of both Mark and John’s gospel are different. In Marks Gospel there are two endings MK: 16:1-8 and MK 16:9-20. The first ending shows an empty tomb and the divine messengers while the second ending is a longer ending and the people that saw the empty tomb leave and don’t say anything.John’s gospels ending is different in JN 30:30-31; â€Å"And many other signs truly did Jesus in the presence of his disciples, which are not written in this book: But these are written, that ye might believe that Jesus is the Christ, the Son of God; and that believing ye might have life through his name. † As mentioned before, because Johns gospel is a Christology from above, there are no feelings shown especially at the end, it shows more the Divinity of Jesus of Nazareth. As you may notice, even though there are four gospels in the New Testament, there are differences and similarities in all of them.Not only their authors but the way it was written, the literary devices and the stories that were told. However, if you put both John and Mark together, even though they were written at different times, there is still the completion of the story of Jesus of Nazareth, and if you put all four of them together, the story is more complete than only having two of the gospels. Many might nor fully believe them because there might be some discrepancies between them, but as mentioned before they all have a common end: they all tell the story of Jesus of Nazareth.

To What Extent Does Personality Predict Employee Performance - Free Essay Example

Sample details Pages: 7 Words: 2176 Downloads: 10 Date added: 2017/06/26 Category Marketing Essay Type Analytical essay Did you like this example? To what extent does personality predicts employee performance? Introduction: An employee need to perform well in the role and activities listed in the job description. Also for a better performance an employee need to have the skills, knowledge and the right attitude needed for the job. In order to get the best performance from an employee, personality assessment is been carried out during the recruitment process. There are many types of personality assessment such as MBTI personality test, MMPI, FIRO-B personality assessment model, Kellyà ¢Ã¢â€š ¬Ã¢â€ž ¢s personal construct theory, Eysenkà ¢Ã¢â€š ¬Ã¢â€ž ¢s personality dimension, Raymond cattellà ¢Ã¢â€š ¬Ã¢â€ž ¢s two types of personality traits, the big five factors and many more. However, this essay will only discuss about the big five model as it is one of the personality assessment that is most commonly used in a work place to predict employee performance. It is essential to understand that there are s ome criticism about the big five factors as well as the other personality assessment. However, despite the criticism the big five factors was successful in predicting employee performance. It is important to know that there is a close relationship between employee performance and personality. This connection between both employee performance and personality depends on the characteristic of the Job, the organisation and co-workers. It is also important to keep in mind that the success of an organisation would depend on the employee performance. This coursework will address the extent to which personality is used to measure employee performance as well as the relationship between the big five personality and Job performance. Furthermore, this essay will discuss about the two main approaches of personality and will further investigate how personality link into career success and furthermore, predict employee performance. In addition, this essay will briefly address the nature and nurture approach. Main body: The nature and nurture approach may both have an effect in an individual personality. Nature is mainly about genetic inheritance, whereas Nurture is mainly about environmental factors. Researchers found out that genes plays an important role in the development of personality as well as the environment as it help to shape the personality of an individual. According to Funder (2001), à ¢Ã¢â€š ¬Ã…“personality is an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s characteristic patterns of thought, emotion, and behaviour, and together with the psychological mechanisms-hidden or not-behind those patternsà ¢Ã¢â€š ¬Ã‚ . He proposed that personality is a predictor of work. Personality can be divided into two main approaches: Nomothetic approach and Idiographic approaches. The nomothetic approach is a measurable and specific perspective that looks at the identification of traits and personality as a collection of characteristics (Mullins 2013). Nomothetic approac h view personality as consistent, mainly inherited and resistant to change. Nomothetic theorist believes that it is possible to measure individual personality through personality assessment without diminish the difficulties that measuring personality brings, as it will help employer to identify employee personality types and how individual would behave in a given certain circumstances. Whereas, Idiographic approach is a self-motivated perspective which insists that managers should take into account a à ¢Ã¢â€š ¬Ã‹Å"wholeà ¢Ã¢â€š ¬Ã¢â€ž ¢ understanding of the individual at work (Mullins 2013). An individual attitude towards his or her work is affected by his or her personality. Idiographic theorist believes that individual are unique and it is vital to understand such uniqueness and are also concern about the development of personality as it is a process that is open to change. Furthermore, they regard that individual responding to the environment and people around them like friends and families or co-workers can shape and affect individual personality. Idiographic approach suggest that using personality assessment to measure the unique ways in which a person understands and responds to the world is inappropriate and is not valid (Mullins 2013). So therefore, it is vital to understand individual personality in order to predict individual performance. Personality plays an important role in predicting how an individual will work. Hence, using personality assessment, employers can simply identify whether a potential employee will work, happily, intelligently, attentively or even willingly. Personality assessment is used by many companies. Employers make use of personality assessment in order to improve their decision making with respect to future applicants. They have recognized that through personality assessment; high-potential applicants can easily be identified. At this stage, we can state that an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s personality does predict the le vel of performance (Ferguson, 2009). However, Schmitt et al. (1984) found that personality tests were among the least valid types of selection tests. Additionally, Spillane Martin (2005) stated that personality and performance are not related as the efforts of using personality test to predict performance have been spectacularly unsuccessful. Furthermore, it can also be argue that personality assessments are not a good method for predicting employee performance, as individual can give false answers to any question asked in order to meet the company expectation and get the Job (Buchanan, Huczynski, (2010). Pp.173-189). Many studies have been carried out in order to find the relationship between personality and employee performance. Employee performance is the job related activities expected of a worker and how well those activities were performed. Researchers in both personality and industrial-organizational psychology have touched on a five factor model (FFM) which is commonly r ecognised as personality framework. The FFM can be linked to predict performance (Barrick and Mount 1991) and it can also be linked to career success (Tharenou, 1997). Furthermore, the FFM are vital when predicting the job performance of an employee on the basis of personality. The FFM includes Extraversion, Conscientiousness, Openness to experience, Emotional Stability and Agreeableness. Extraversion contains traits such as confidence, activity, and friendliness. Extraverts are active and cheerful. Extraversion is considered to be positive frame of mind and capabilities and is therefore seen as a positive effect (Clark Waston, 1991). Research suggests that extraverted personalities are expected to surpass in occupations that involve individuals to socialize and communicate with other individuals (Barrick and Mount, 1991). Barrack and Mount (1991) also decided that Extraversion predicts not only overall job performance, but mainly sales performance as well. Agreeableness refers to individuals who tend to be innocent, caring towards others, merciful, soft hearted, and kind (Costa McCrae, 1992). Previous research has found no relationship between agreeableness and overall job performance (Barrick and Mount, 1991). However, Barrick et al. (2001) found that the measurement predicts teamwork and that the dimension respectively can predict success in specific jobs. This shows that, depending on the type of occupation, agreeableness may still be theorised as a contributing factor to job performance. Tett et al. (1991) stated that Openness to experience is not effective in predicting job performance. Openness to experience applies to individuals who tend to be productive, inspired, and interested to experience new things amongst other things (Costa McCrae, 1992). Barrick et al. (2001) found no major relationship between openness and performance. Research has shown that openness to experience is linked to success in accessing (Hamilton, 1998), training (Barrick M ount, 1991) and adapting to adjustment (Horton, 1992; Raudsepp, 1990). Emotional stability indicates that individuals who tend to be protected, peaceful and thus more likely to control their desires and survive with stress (Costa McCrae, 1992). Dunn, Mount, Barrick and Ones (1995) indicated that emotional stability is the second most important characteristic that affects the employability of candidates.Out of the big five model, conscientiousness is recognised as the most valid predictor for measuring performance for most jobs. Factors included in conscientiousness lead to excellent job performance. Recent experimental evidence supports the importance of conscientiousness at work, relating the construct to counterproductive work behaviours (Hogan Ones, 1997), effective job seeking behaviour (Wanberg, Watt, Rumsey, 1996), Maintenance (Barrick, Mount, Strauss, 1994), and attendance at work (Judge, Martocchio, Thoresen, 1997). A relationship exists between the big five traits an d career success which in returns lead to employee performance. However, out of the five big traits neuroticism, extraversion and conscientiousness is the most relevant to career success. It can be argued that to some extent, employee performance is predicted by personality. However, to some extent career success can also predict performance through the personality of the employee. For example, if a person career is to become an accountant and they work in a bank, it is most likely that the performance of that person would be positive. Nevertheless, if the career of that individual does not align to the job he/she is doing then it can be argued that performance of such individual might be affected. Career success is defined as what an individual achieved as a result of their work experiences (Judge, Cable, Boudreau, Bretz 1995). Career success depends on two things such as intrinsic success (job satisfaction) and extrinsic success (income and status). Job satisfaction has been defi ned as the comprising between the actual outcomes and desired outcomes of an employee reaction based on the Job (Egan et al., 2004). Research shows that neuroticism which is the opposite of emotional stability has a negative correlation when link to Job satisfaction and in terms of income and status. Judge and Locke (1993) found out that employees with a negative emotions were likely to have a low job satisfaction which can lead to bad performance as low job satisfaction indicate that employee are not happy with the jobs they are in which can further lead to job stress, poor morale and lack of productivity. On the other hand research shows that Extraversion will be positively related to intrinsic career success and extrinsic success. Watson and Clark (1997) note that extraversion individual has a positive emotion which can lead to a high job satisfaction, and can further predict employee performance. Furthermore, another positive personality related to extrinsic career success is co nscientiousness. Barrack Mount (1997) research shows that conscientiousness may influence extrinsic career success through its high predictor factor on job performance. Conclusion: In conclusion, this essay has found out that out of all the personality assessment used in a company to predict performance, the big five model is the most reliable method of predict employee performance despite all the criticisms of the FFM. This FFM is used by many researchers to predict performance and it has been researched that the most strongly trait that can be used to predict all job occupation is Conscientiousness. It can be argued that FFM is accurate when predicting employee performance as it has also been used for personality assessment. However, one negative effect of using personality assessment to predict performance is that candidate can give false answer in order to meet the job description of the company so that they can get the job. So therefore, it is recommended that companies should not depend on one factor to predict performances as they are other factors that can lead to high performance such as cognitive intelligence/Ability (CI), Emotional intelligence/ Ability (EI) and Motivation à ¢Ã¢â€š ¬Ã¢â‚¬Å" related attitudes/ competencies. It is important to know that although there are some advantages of using personality to predict employee performance, there are also some disadvantages. One advantage would be, it helps to choose the right candidate for the job which will lead to high performance as the employee will be motivated to work hard as their personality is link to the job they are doing (Buchanan, Huczynski, (2010) .pg. 189). Whereas, one disadvantage would be employee giving false answer on the personality test in order to score high so that they can be given the job which might lead to bad performance for the organisation if the employee actual personality does not link to the job description. This essay has also identified the two main p ersonality approach which are idiographic and nomothetic approach. Idiographic approach tells us that personality is unique and the theorist of this approach believes that employee personality should be open to change. Therefore, idiographic approach believes that personality assessment is not valid when predicting employee performance. Whereas, nomothetic theorist identified traits and believes that personality is resistant to change and further agreed that personality assessment should use when predicting employee performance. Overall, there factors that affect personality differences between individuals. These factors are the biological environment, the social environment, the physical environment, the cultural environment, and role playing. All these factors related to the research about the nature and the nurture discussed in this essay. Reference Barrick, M. R., Stewart, G. L., Piotrowski, M. (2002). Personality and jobperformance: Test ofthe mediating effects of motivation among salesrepresentatives.Journal of Applied Psychology, 87: 43-51. Buchanan Huczynski: Organisational Behaviour an introductory text. 4th Ed (Prentice Hall) Egan, T. M., Yang, B., Bartlett, K. R. (2004). The effects of organizational learning cultureand job satisfaction on motivation to transfer learning and turnover intention. 15, 279à ¢Ã¢â€š ¬Ã¢â‚¬Å"301 Hurtz, G., Donovan, J. (2000). Personality and job performance: The Big Fiverevisited. Journal of Applied Psychology, 85, 869à ¢Ã¢â€š ¬Ã¢â‚¬Å"879. Judge, T. A., Higgins, C. A., Thoresen, C. J., Barrick, M. R. (1999). The big fivepersonality traits,general mental ability, and career success across the life span.Personnel Psychology, 52, 621à ¢Ã¢â€š ¬Ã¢â‚¬Å"652. Judge, T. A, Ilies, Remus(2002). Relationship of personality to performance motivation: A meta-Analytic Review. Journal of Applied psychology. 87, P797-807. Mullins, L Gill, C (2013). Management organisational behaviour. 10th ed. Prentice Hall Rothmann, s., Coetzer, E. P. (2003) the big five personality dimensions and job performance. Journal of industrial psychology. 29, 68-74. Spillane R, Martin J,( 2005) Personality and performance: foundations for managerial psychology, Sydney : Australia Don’t waste time! Our writers will create an original "To What Extent Does Personality Predict Employee Performance?" essay for you Create order