Essay on Lisa Belkins The Opt-Out Revolution - 1476 Words

I. Synopsis The main argument posed by Lisa Belkin in â€Å"The Opt-Out Revolution† revolves around the multi-faceted issue of women’s involvement and presence in the paid work sector. Belkin argues that the issue of the unequal representation of women in full-time, full-year careers is a culmination of the impact of the maternal wall, the nature of the â€Å"stalled revolution†, and personal life â€Å"decisions† made by women. Throughout her work, Belkin addresses the tangible reality of the maternal wall and it’s impact on women’s ability to climb the corporate ladder, as well as the obstacles it creates for women seeking to re-enter the workforce post-childbirth. Belkin elaborates on the â€Å"stalled revolution† that women and feminists alike are facing†¦show more content†¦There is evidence that these biological, neurological differences could lead to correlating differences in life choices, but to use these as a compreh ensive explanation for the stalled revolution would be radically essentialist and ignore the roles of sociological and environmental factors. The feminist response to the biological explanation for the stalled revolution negates the theory with the idea that â€Å"Biology is not destiny† (Belkin 2003). This idea is pivotal; turning the biological differences between men and women into an overarching belief system is dangerous because as previously stated, it does not account for sociological or cultural explanations of segregation of gender in the workplace. In a sociological or environmental context, there is an implied obligation for women to conform to socialized gender roles. The socialization of these gender roles in young women works to counteract the progress that the feminist movement has made in recent years. Consequently, the impression of Generation Y females is influenced by the notion that personal sacrifices must be made, as a woman, in order to excel in the wor kplace. Likely in part to socialization, and possibly in part to biology, women are implicitlyShow MoreRelated Feminism Essays3962 Words   |  16 PagesEhrenreich to a seemingly brightpanacea: the idea of opt-out feminism. Biological differences and moral inherency aside, women have the unique opportunity to remove themselves from a system that is not built or upon their values, decisions or input or contingent upon their participation. Just say no feminism is an appropriate summation of the thoughts and concerns expressed in Lisa Belkins now-famous article in the New York Times, The Opt-Out Revolution. In her article, published in November 2003Read MoreThe Least Worst Choice : Why Mothers Opt Out Of The Work Place1388 Words   |  6 PagesIn Judith Stadtman Tuckers â€Å"The Least Worst Choice: Why Mothers Opt out of the Work Place† Judith Stadtman Tucker looks at why hard working, intelligent woman are choosing to leave their high end jobs to stay at home with their children. Judith Stadtman Tucker expresses her option that it is nearly impossible to work 40 hours a week, be available on your off hours as well as raise children. I fully agree with Judith Stadtman Tucker’s point of view that it is absurd to have to be at the mercy of your

Analysis Of Avengers Age Of Ultron - 1816 Words

1.Introduction â€Å"Avengers: Age of Ultron† was a popular American superhero film that released in 2015 directed by Marvel Entertainment and Walt Disney Pictures release. The film works for the Ministry of article 11 of the Marvel Cinematic Universe and the 2012 film The Avengers sequel, which has grossed over $1.399 billion (Mojo, 2015) in the world. Senior film and media reporter Brent Lang said â€Å"it scored the second-biggest domestic opening in history this weekend, kicking off summer blockbuster season† (Lang, 2015). It became the third-highest-grossing film of 2015 and the sixth-highest-grossing film of all time (See appendix 1) (company, 2015). The Marvel series are more and more popular from â€Å"Iron man† and â€Å"Capital America†. They†¦show more content†¦Mickey mouse, Disneyland or cartoon movies? We normally see Disney that is just the tip of the iceberg of the company. The Walt Disney Company is a huge media company, which sold 450.41 million dollar in 2013, and total assets reached 454.29 million dollar (The Walt Disney Company, 2013). It is hard to describe Disney by magic and dream. It is a multinational company with a strategic innovation capability. Walt Disney, Roy O. Disney and M.J Winkler agreed to produce a series of â€Å"Alice Comedies† as partners. Disney Brothers Studio was established in October 16, 1923, which is a start of the establishment of the Walt Disney Company. The company continued to experience a variety of setbacks in this era, such as intellectual property disputes, financial crisis. Until 1928, Disney was famous for every member of the family, across America and around the world because of creating Mickey Mouse, which means creating a company s future. It is more than nine decades, and the Walt Disney Company still provides quality entertainment for everyone. â€Å"Snow White and the Seven Dwarfs† was the first feature-length animated film in 1934, which gained massive success, the number of visitors were more than the previous movie Twilight snow (Gabler, 2007), Snow White became highest-grossing film in 1939. Not only in the United States, the world can see this movie. Success of â€Å"Sn ow White† made Disney Company that have 800 employees get rid of

Cross Cultural Management Culture and Management Across the World

Question: Discuss about the Cross Cultural Management forCulture and Management Across the World. Answer: Introduction Cross cultural management is signified as the process of managing the team works in a diversified cultural environment. The cross cultural management initiates the preferences and practices of the business management in the global context. The adaptation of the diversified cultures and approaches is necessary in order to maintain the cross cultural management skills. According to Thomas and Peterson (2014), the intercultural interactions between the expatriates have enhanced the opportunity of accessing the wider business market along with the advanced technologies. The managers in the cross cultural management have to deal with numerous challenges, besides need to keep the sequential pace while making any relevant organisational decision. The study will be highlighting the interview questions of two expatriate employees in Singapore. The first interview will be reflecting the business dealing with the Chinese people. The diversified work attitudes and the value based understanding required for the skilled outcomes will be specified in the section. Second interview will be ensuring the business dealings in the Singaporean environment. The aim of the study is to discuss the challenges faced by the managers in executing business practices in the diversified cultural environment. The project will also outline the theoretical analysis regarding the issue specifications. In keeping concentration on the theoretical alignment, the suitable recommendation will be presented. Furthermore, the reflection will describe the experiences shared while conducting the research with other students. Section One The project is associated with two interview sections of two interviewees. The first interviewee is Dedra, who worked in General Motors. In the initial phase she was quite confused about selecting the proper location of her work. However, she finally selected Shanghai, the capital of China. While expatriating in China, she faced the diversity in working cultural and business practices. Apart from that, she also faced the diverse nature of people in dealing with the management practices. In this study, the different working cultures and required aspects of dealing with the business people in China will be described accordingly. In the second phase, the top management executives took the part in the second interview session. The interviewee is Alison Jansen, who is a foreigner from Denmark and working in Singapore. In both of the cases, the interviewees have to face the cross cultural environment. The latter consequences of the interview section included perspectives upon the participations of gay, transgender, bi-sexual, and lesbians in business practices. In spite of being a conservative country, Singapore people have conducted pink dot campaign to support LGBT. However, some people even do not support the participation of this group as well. Therefore, this interview section will highlight the performance of the company to work with people of diversified groups. Section Two Concept of Cross Cultural Management The cross cultural management is signifying the adoption of the inclusive management methods that provide insight to the diversified cultural aspects of the subsidiaries in different nations. The diversified forms of human race, different cultural development, and diversified cultural types are foreseen. Chanlat, Davel and Dupuis (2013) defined that the cross cultural management study is conducted to state the feasibility analysis of organisational structure and management mechanisms in diversified cultural atmosphere. On the other hand, Eisenberg, Hrtel and Stahl (2013) argued that the cross cultural management indicates the development of the generations by acquiring the advanced forms of business mechanisms. Concentrating on such conceptualised assertion, the components of cross cultural nature have been presented further. Hofstedes Model of Cultural Dimensions In considering the model of cultural dimensions, it is required to define six components. These components are generally representing the independent preferences amongst the different nation cultures. As per the Hofstedes Model of Cultural Dimensions, these six components are described further: Power Distance Index (PDI) The PDI dimension is explaining the degree of accepting the unequal distribution of powers. When the expatriate is working in the different cultural environment, it is required to adopt the cultural traits that are maintained in the very society (Romani and Claes 2014). As per the interview, it is reflecting that the Chinese people respect the decisions of the top management. It is true that the power distance between the management and the employees is quite prominent. However, the leadership approach in Chinese firms is always autocratic. The Chinese employees tend to maintain the suggestions and orders came from the upper management (Schaaper et al. 2011). On the other hand, the Singaporeans are more likely to make their independent decisions. However, the respectful behaviour of the Chinese people and the willingness of learning more are quite remarkable in such cases. Individualism Versus Collectivism (IDV) Rodrguez-Carvajal et al. (2014) explained that the major side of the dimension is specified as individualism, which is determining the evaluation of the self preferences. People tend to take care of themselves and their families in defending the power of individualism. On the contrary, the collectivism specifies the preferences of working in group. As per the case scenario, Dedra is the Singaporean employee who is accommodated in a place of Shanghai, China. She prefers the individualism context where she can make her own decisions. However, while shifting to the Chinese location, the scenario is quite different. People in China like to work in group and usually have faith on each other. In one aspect, this method is quite fruitful, as an employee gets the chance to learn more and develop their professional skills (Taras, Steel and Kirkman 2012). However, adoption of such culture is also quite challenging for the expatriate who belongs to different ideologies. Masculinity Versus Feminity This particular dimension has been representing the society preferences in terms of assertiveness, heroism, and materialistic rewards achieved through success. This dimension is much signifying the competitive scenario of the business management. On the contrary, the feminism stands for the degree of adaptation, modesty, cooperation, and quality of life. Some of the nations usually prefer the aggressive behavioural approaches while undertaking the management practices (Venaik and Brewer 2013). On the other hand, it is required to be much adaptive in case of expatriating in a different nation. The maintenance of such nature is the key to success as the business employee. Uncertainty Avoidance Index (UAI) The Uncertainty Avoidance Index dimension is expressing the degree of maintaining the justified attitude while dealing with the uncertainty and ambiguity. In concentrating on the cultural traits of Chinese people, it has been seen that they usually have the short term vision. They are usually interested in working on the current sequences rather than observing the long term aspects. Therefore, the aggressiveness in their business practices is much highlighted. In concentrating on such shrewd business behaviour, the people have less patience in dealing with the situational crisis. Therefore, the recognition of these aspects is necessary in determining the competitive advantage in the business management. Long Term Orientation Versus Short Term Normative Orientation The linking with the past affairs to deal with the current challenges and future construction is much prominent in this dimension. The competitive business usually looks for the long term orientation, which can build the significant future prospects in determining the longer success. In describing the case scenario, it can be inferred that while Singapore employees are much interested in setting the long term goals. However, the changing effects of globalisation create the diversified vision (Taras, Steel and Kirkman 2012). On the contrary, the Chinese business people are concentrating on the short term oriented goals performed in the current business market. For example, Chinese people manufacture the products and the services, which maintain the short product life cycle. However, people from Singapore face the challenges in making the long term goals with the Chinese business people. Therefore, the possibility of cultural conflict is much predicted in such cases. Indulgence Versus Restraints The indulgence refers to the free gratification of naturalistic human behaviour. On the contrary, the restraint determines the suppression of the gratification with the strict social norms. The business expatriates face some of the challenges regarding the acceptability of the society in a different country. The rules and regulations applied by the government can sometimes be difficult for the business conduction. Hence, the people from the different country need to concentrate on such social obligations related to the nationwide cultural values. The theoretical alignment with the case study scenario has been determining the diversified cultural influences on the business executions. While describing the diversified work culture, the adoption capabilities are much necessary for the expatriates. Dedra, the Singaporean employee may feel comfortable in the Chinese business market. However, she will also be interested in relocated to her native country. Even though the changing climate and business market may influence the lifestyle, it would be easier to be accustomed with the home culture. It is needless to say that the expatriation in the different country would be effective enough in developing the skills. Moreover, it helps in knowing the people of different cultures more specifically. The employee can even avail the opportunity for the future business purposes. Leadership in Cross Cultural Management The implementation of the proper leadership style is necessary in the cross cultural management. Leaders are the key drivers towards achieving the organisational excellence and due to such reason; it is required to select the proper leadership style (Du et al. 2013). The leadership style can be classified in diversified components. Autocratic leaders are suggesting the commands over the workforce while performing the organisational practices. The employees cannot take the participation in any decision making process. In analysing this particular case study, it can be inferred that the people in China are much reliable on their leaders. The autonomy decisions are much preferable in this business environment. Democratic leaders prefer the consultation with other employees before taking any relevant organisational decision. The Singaporean organisations usually prefer this type of leadership style while forming any group. Another leadership style is laissez-faire, which considers the power shifting from the managers to the employees. The employees do not receive the regular monitoring session from the seniors and the leaders believe in employees to implement the innovative thoughts. Transformational leadership style is directing the employees to develop their professional and personal skills (Muenjohn and Armstrong 2015). Finally, the transactional leadership style is the form of distributing rewards or punishments as per the performance outcomes of the employees. The adoption of the proper leadership style is necessary to promote the effective business practices. Moreover, the employees receive the necessary motivation to bring out the best performance outcomes. It is to be noted that the leadership style differ in diversified cultural traits. In China, leaders are much oriented in formulating the personal relationships with the subordinates, which enhances the skills of the employees in a more effic ient way. The coordination between the diversified cultural leaders can thus form a global leadership that will be effective enough in developing business goals. In keeping concentration on the extracted answers from the interview questionnaires, it has been seen that the Chinese people are much depended on the decisions made by the upper management. The authoritarian leadership style is much followed in China where Dedra was placed. Dedra Mentioned, the supervisor is all-powerful as in the patriarch. This statement has been specifying that the people in China tend to follow the traditional leadership style as well as the values of incorruptible and good moral. It is quite helpful in improving principles of equality and harmony. More specifically, it helps in developing the personal skills of the employees, as they are able to be monitored by the supervisors frequently. The business practices in China are mainly following the paternalistic style of leadership, which is considering the autonomy in decision making process. Negotiation Process According to Lee, Adair and Seo (2013), negotiation is specified as the process of discussing the third party agreement related to the organisational strategies. In considering the inter-organisational relationships, such as joint ventures, strategic alliance, mergers and acquisition, distribution and agreements, and licensing, the involvement of the negotiation process is much foreseen. It is to be noted that the global business has become much dominant in this current world. Thereafter, the people from diversified cultures are much relied on negotiation process. It is important to note that the persuasion styles differ as per the cultural traits. Therefore, the negotiation process in Canada, China, Japan, Brazil, Mexico, and France is different to each other. Some of the considerable factors have been influencing the process of negotiation in a prominent way. Verbal and non-verbal communication is one of the significant factors, which are needed to be taken into consideration. It is notified that the verbal and non-verbal communication is the origin of persuasion and it helps in identifying the feelings through words and body languages. On the other hand, some of the cultures even signify Time as the most preferable aspects in the negotiation process (Thomas and Peterson 2014). The maintenance of the punctuality is necessary. The effective decision making system is also essential during the execution period of negotiation process. Concentrating on these factors is necessarily needed to be implemented while promoting the negotiation process in the diversified cultural scenario. In determining the business process in China, it is noted that the negotiation process needs a much longer time to be executed. Chinese are much aware of the legitimacy and takes longer time to conclude any decision. Therefore, they usually try to analyse more deeply before considering any negotiation. Guanxi in China is thus much preferable and it signifies the effective relationship building with the business personnel. In China, people cannot conduct any business unless the associates trust the business. Chinese are more likely to take time for selecting any business partner and need a translator to lengthen negotiation process. Therefore, it is required to keep the records of the meetings, as the memories sometimes differ over time. Dedra has highlighted these major points in the interview session to clarify the entire negotiation process. Third Section Based on the questionnaire, the scheduled interviews are carried out to investigate the cross-cultural concepts for developing a useful understanding. In order to develop the section, critical analysis will be done to the outcomes of the interviews conducted by the help of questionnaires. The perspective of these interviews are different from each other, where the first interview focuses on an individual from Singapore working in China, second interview concentrates on the Singaporean working environment. Therefore, the findings of both the interviews address the cultural difference of these two countries from the perspective of the working environment(Altbach 2003). In order to develop the first interview, the primary feedbacks are collected from one of the employees of General Motor China (GM China). Dedra previously travelled her way from Singapore to Shanghai for working purpose, where she required to station in China for a permanent basis later according to the demand of her job roles. During the time of her employment, she had gained different kinds of experiences reflecting critical information regarding the working environment of China. Based on the collective feedbacks, the fact can be extracted that the Chinese people highly value the establishment of a strong relationship, as they love their language very much(Chan et al. 2014). It is observed that conducting business or achieving satisfactory results from the business context is highly difficult for the people coming from different country if they fail to develop a sustainable relationship with the local people. On the other hand, it can be acknowledged that the Chinese people are shrewd businesspersons, which makes it difficult for developing a strong enforcement with the effective engagement of policies and guidelines. The involvement of a sound implementation of business rules and guidelines is necessary for promoting the outcomes and achievement of business results in the superior manner. Theref ore, the result of the second interview successfully able to capture the mind-sets of the Chinese population from the perspective of conducting a business oriented practice(Leong and Berry 2010). Initially, the Chinese people lack of having long-term vision, as they tend to provide importance to the results occurring in a short period while the bigger picture behind the scenario is avoided continuously. Based on the feedbacks obtained and analysed, it can be stated that the people within the country are not process oriented, as they rather focus on becoming proactive instead of reactive to different business related scenarios. Based on the importance, they prioritise the face value regarding the business related processes and outcomes while engaging in different types of comparisons to focus greatly on their self-advantage. Based on the findings obtained from the second interview, the cultural understanding of the Singaporean working environment can be determined. It is majorly observed that the workplace of the country is highly comprised of people with their different orientations, such as lesbian, gay, bisexual, and transgender (LGBT)(Lewis 2012). Despite of having different supportive measures defined by the government to promote the development of a collaborative working environment, the majority of Singaporean does not reflect an understanding approach. Therefore, the individuals from the country or outside the country are required to participate in a diverse working environment as part of the different companies operating in Singapore. One of the major advantages of such environment is improving the communication and adaptability of the individuals as part of the workforce(Thomas 2015). Based on the investigation, the cultural differences among the people within the workplace are observed and it is suggested out of the different feedbacks that the Singaporean workplace culture possesses more adaptability. Furthermore, there are different workplace policies designed for shaping up different types of benefits for the expatriates associated with the operations of different companies within the country. The particular fact can be determined by conducting the interview with the HR of the organization(Wong 2012). On the other hand, considering the interview with the top management, it can be determined that the individuals at the superior level tend to provide importance to the individuals participation in the decision making process. Recommendation From the help of the investigation to difference in working culture of two different countries, it can be observed that the individuals often experience with significant number of challenges with the cultural involvement. Each country consists of individual sets of values, beliefs, religions, and opinions. Thus, the cultural difference emerges. For an individual coming from dissimilar culture, involving in a workplace and adopting according to the comfort level is highly difficult (WorldatWork. 2011). Communication challenge is one of the mostly observed challenges during the cross-cultural process within a country. The result of the interviews along with different historical experiences suggests that the basic priority should need to be provided to the cross-cultural communication to enhance the workplace commitment and productivity within a country. For boosting the cross-cultural communication and mitigating the issues, it is most important for the expatriates to develop a suitable bond based on the trusted relationship with the people across the different cultures. It is required to generate and maintain a strong correlation between the different components of trust and workplace productivity. Effectiveness of communication, rapport, and different actions carried out as part of the conflict management are the most essential elements of trust (Lewis 2012). These elements are needed to be covered by the different initiative designed by the government and population of the country to promote an affiliated working environment for the expatriates. From the perspective of the expatriates, they are required to adapt to the differences among the various cultures by respecting the transformations and supporting the development of a collaborative work environment. Conclusion The overall report is produced for developing fundamental knowledge regarding the key effects of national cultures on the different activities and management practices observed within the workplace. In order to identify the various effects, it is always essential to develop a suitable understanding related to the similarities and dissimilarities across the numerous cultures for determining the particular trends and concepts associated with the management practices and workplace benefits. In one scenario, the Singaporean employee has been adjusting with the business environment in China and experiencing the cultural diversification. On the other hand, Alison Jansen, who is the foreigner from Denmark, is working in Singapore. It is noted that the cultural traits in Denmark is completely different to the business environment in Singapore. The Singaporean society is somewhat reflecting the conservativeness whereas the cultural traits in Denmark is quite free. Hence, the cultural diversit y is creating the impact on the business practices as well. The leadership and negotiation approaches are thus effectively impacted by such cultural consequences. On the other hand, it is acknowledged that the Chinese working culture is crucially based on the Confucian social behaviour, whereas the work culture in Singapore is based on attempting to promote and maintain a harmonious relationship among the different individuals associated with the workforce. References Altbach, P. (2003).The Decline of the guru. New York, N.Y.: Palgrave Macmillan. Chan, S., Chan, M., Lee, S. and Henderson, A. (2014). Retracted : Nurses learning in the workplace: a comparison of workplace attributes in acute care settings in Australia and Singapore.Int Nurs Rev, 61(1), pp.82-89. Chanlat, J.F., Davel, E. and Dupuis, J.P., 2013.Cross-cultural management: culture and management across the world. Routledge. Du, S., Swaen, V., Lindgreen, A. and Sen, S., 2013. The roles of leadership styles in corporate social responsibility.Journal of business ethics,114(1), pp.155-169. Eisenberg, J., Hrtel, C.E. and Stahl, G.K., 2013. From the Guest Editors: Cross-Cultural Management Learning and EducationExploring Multiple Aims, Approaches, and Impacts.Academy of Management Learning Education,12(3), pp.323-329. Ferraro, G. and Brody, E.K., 2015.Cultural Dimension of Global Business. Routledge. Lee, S., Adair, W.L. and Seo, S.J., 2013. Cultural perspective taking in cross-cultural negotiation.Group Decision and Negotiation,22(3), pp.389-405. Leong, C. and Berry, J. (2010).Intercultural relations in Asia. Singapore: World Scientific. Lewis, R. (2012).When Teams Collide. London: Nicholas Brealey Pub. Muenjohn, N. and Armstrong, A., 2015. Transformational leadership: The influence of culture on the leadership behaviours of expatriate managers. International Journal of Business and information,2(2). Rodrguez-Carvajal, R., de Rivas, S., Herrero, M., Moreno-Jimnez, B. and Van Dierendonck, D., 2014. Leading people positively: cross-cultural validation of the Servant Leadership Survey (SLS).The Spanish journal of psychology,17, p.E63. Romani, L. and Claes, M.T., 2014. International Journal of Cross Cultural.Cross Cultural Management,14(1), pp.127-132. Schaaper, J., Mizoguchi, S., Nakamura, H. and Yamashita, S., 2011. Control of French and Japanese subsidiaries in China: implementing control mechanisms before and after the global economic crisis.Asia Pacific business review,17(4), pp.411-430. Spaargaren, G., 2013. 11. The cultural dimension of sustainable consumption practices: an exploration in theory and policy.Innovations in Sustainable Consumption: New Economics, Socio-Technical Transitions and Social Practices, p.229. Taras, V., Steel, P. and Kirkman, B.L., 2012. Improving national cultural indices using a longitudinal meta-analysis of Hofstede's dimensions.Journal of World Business,47(3), pp.329-341. Thomas, D.C. and Peterson, M.F., 2014.Cross-cultural management: Essential concepts. Sage Publications. Thomas, M. (2015).Contemporary Task-Based Language Teaching in Asia. Bloomsbury Publishing. Venaik, S. and Brewer, P., 2013. Critical issues in the Hofstede and GLOBE national culture models.International Marketing Review,30(5), pp.469-482. Vitell, S.J., Nwachukwu, S.L. and Barnes, J.H., 2013. The effects of culture on ethical decision-making: an application of Hofstedes typology. InCitation Classics from the Journal of Business Ethics(pp. 119-129). Springer Netherlands. Wong, T. (2012). Jim Glassman, Bounding the Mekong: The Asian Development Bank, China, and Thailand.Singapore Journal of Tropical Geography, 33(2), pp.271-273. WorldatWork., (2011).Global Rewards. Scottsdale: WorldatWork Press.

Swan Lake Essays - Swan Lake, Ballets By Lev Ivanov,

Swan Lake Swan Lake Swan Lake is a ballet that consist of four acts. It is based from a German fairy tale. It contains music from Peter Ilyich Tchaikovsky. The first performance of Swan Lake was in Moscow at the Bolshoi Theater. It was held on May 4, 1877. The choreographer was Julius Reisinger. It was not successful. Swan Lake is the French version of a German tale. It is about a princess named Odette who is turned into a swan by an evil magician named Rothbart. In some versions of the story it is said that her friends also are turned into swans. Every midnight is it that they become humans and only for a few hours. One midnight prince Siegfried sees her and falls in love with her. He promises to rescue her. There is going to be a ball at the castle where Siegfried lives. At the ball he will announce who he will marry. Odlie which is Rothbarts daughter goes to the ball like a black swan. Prince Siegfried is drawn to her and tells everyone he will marry her. Odette goes and sees what is happening and rushes to the lake. Prince Siegfried notices her and runs after her because he notices that he has broken the promise. He goes to the lake and Princess Odette for gives him. Rothbart seeing what is happening makes a big storm and they both drown. In other versions there is a happy ending where the prince fight with Rothbart. He breaks the spell. The other versions say Rothbart surprises Odette while her and her friends were gathering flowers he turned all of them into swans. After Tchaikovskys death in 1893 a memorial was given and there was a second act, rechoreographed by Lev Ivanov. A full production was performed January 27,1895 at the Mariinsky Theater in St. Petersburg. The Russians had great expectations for the production. Marius Petipa choreographed Acts I and III, and Ivanov choreographed Acts II and IV. This version required major changes in the sequence of the music as originally written. It finally received recognition at the end that is deserved. Arts Essays

Experimenting with compound pendulums and moment of inertia Essay Example

Experimenting with compound pendulums and moment of inertia Paper Two compound pendulums with different weight distributions were used to experimentally determine if the laws of simple harmonic motion would apply to them as well. The moments of inertia were determined experimentally, based on the periods of the pendulums, and compared to theoretical calculations. The average percent error for the pendulum with the shorter R (distance from pivot point to cm of the weights) was 2. 67%, and for the longer R was 6. 15%. Introduction The laws of simple harmonic motion are based on the periodic displacement, acceleration, and velocity of an object. A period is the time taken between peaks of maximum amplitude. When this type of motion is free of nonconservative forces, and the force needed to displace the object is proportional to the displacement, it is called simple harmonic motion. A simple pendulum is one in which a point mass is suspended from a string of negligible mass. It swings with a period of: T = 2 (L/g) where L is equal to the length of the pendulum. In a compound pendulum, the mass of the pendulum arm provides torque and must be described using Newtons second law for rotation: ? = Iarm? , and the torque is ? = -mgLcmsin ?. This leads to the equation for the period of a compound pendulum: T = 2 (Iarm/mgLcm) We will write a custom essay sample on Experimenting with compound pendulums and moment of inertia specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Experimenting with compound pendulums and moment of inertia specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Experimenting with compound pendulums and moment of inertia specifically for you FOR ONLY $16.38 $13.9/page Hire Writer which is similar in form to the simple pendulum equation, adding the compensation for the moment of inertia inherent in the arm of the pendulum. A pendulum is suitable for experiments in simple harmonic motion, because it provides a motion similar to a vertical spring oscillating up and down (or back and forth for a horizontal spring). This is because gravity provides the force to move the pendulum initially from its point of all potential energy to its point of all kinetic energy. In the absence of friction and air resistance, a pendulum would oscillate forever in simple harmonic motion, much the way an ideal spring would. In this experiment, a compound pendulum was constructed out of two weights that could be screwed together through a series of holes in a flat steel bar. The weights were attached near one end, and the center of mass of the system was determined by balancing. A hole toward the other end of the bar was chosen as the pivot point, and measurements were taken for the length of the bar, the width of the bar, the center of mass of the bar to the pivot point, the center of mass of the pendulum to the pivot point, the center of mass of the weight to the pivot point, and the radius of the weight. A scale was used to measure the weights of the bar and the weight. The pivot hole was placed over a knife-edge support, and the pendulum was pulled to the side and released to start it oscillating. One oscillation is the motion for one complete trip to and fro. The swing needed to be less than ten degrees from vertical, so that sin? ? ?. A stopwatch was used to measure the time for ten complete oscillations. Five trials were performed, and the experimental moment of inertia was calculated from the resulting period. The weight was moved on the bar, and a different pivot point was chosen for a second set of trials. The resulting moments of inertia were then compared to theoretical calculations for the moment of inertia. Purpose To demonstrate that the laws of simple harmonic motion apply to a compound pendulum. Procedures 1. Take measurements of the mass of the bar, the mass of the weights, the length and width of the bar, the radius of the weight, and distances from the pivot point to the centers of mass of the bar, the weight, and the bar and weight combined. 2. Select a pivot hole. Hang the bar from the knife edge support through the pivot hole and swing the pendulum with an angle of less than ten degrees. 3. Start timer at the beginning of an oscillation and stop it after ten complete oscillations. 4. Record the time. 5. Repeat for five trials. 6. Change conditions, i. e. the location of the weight on the bar and the pivot hole used, and repeat the above. Sources Wozniewski, L. (2000). Physics Laboratory Manual: Coefficient of Static and Kinetic Friction. Retrieved October 19, 2003, from Indiana University Northwest, Department of Chemistry, Physics, and Astronomy Web site: http://www. iun. edu/~cpalw/pweb/pendulum/pendulum. htm Cutnell, John and Johnson, Kenneth. Physics Sixth Edition. Hoboken, NJ: Wiley and Sons, 2004. Tables of Experimental Data set/triaConclusion The motion of a compound pendulum was similar to the motion of simple harmonic motion. The oscillations of the pendulum were similar in velocity, acceleration, and period to that of an ideal spring oscillating back and forth in harmonic motion. Therefore, the laws of simple harmonic motion could be applied to a compound pendulum also, because the experimental moment of inertia was comparable to the theoretical moment of inertia. It should be noted that moving the center of mass of the weights further from the pivot point increased the moment of inertia, and thus slowed down the rotation of the pendulum about the pivot point. Bringing the weight in closer to the pivot point provided less torque, which allowed faster times for the period. The average percent error for the shorter R was 2. 67%, and for the longer R was 6. 15%. This may be due to the greater time involved in the swing, which allowed friction and air resistance more time to act on the pendulum, as well as the larger swing area that front to back movement of the pendulum could have been introduced. Also, the theoretical calculation was based on ideal conditions, without friction or air resistance, which could not be obtained in the lab setting. Human error could have played a role in the error of the experiment, also. Measurements were taken by yardsticks, and the angle that the pendulum was started at may have been greater than ten percent, which could have skewed the results on one or both of the pendulums.

History of Ice Cream

History of Ice Cream The origins of ice cream can be traced back to at least the 4th century BCE. Early references include the Roman emperor Nero (37-68 CE) who ordered ice to be brought from the mountains and combined with fruit toppings, and King Tang (618-97 CE) of Shang, China who had a method of creating ice and milk concoctions. Ice cream was likely brought from China back to Europe. Over time, recipes for ices, sherbets, and milk ices evolved and served in the fashionable Italian and French royal courts. After the dessert was imported to the United States, it was served by several famous Americans. George Washington and Thomas Jefferson served it to their guests. In 1700, Governor Bladen of Maryland was recorded as having served it to his guests. In 1774, a London caterer named Philip Lenzi announced in a New York newspaper that he would be offering for sale various confections, including ice cream. Dolly Madison served it in 1812. First Ice Cream Parlor in America - Origins of Name The first ice cream parlor in America opened in New York City in 1776. American colonists were the first to use the term ice cream. The name came from the phrase iced cream that was similar to iced tea. The name was later abbreviated to ice cream the name we know today. Methods and Technology Whoever invented the method of using ice mixed with salt to lower and control the temperature of ice cream ingredients during its making provided a major breakthrough in ice cream technology. Also important was the invention of the wooden bucket freezer with rotary paddles, which improved the manufacture of ice cream. Augustus Jackson, a confectioner from Philadelphia, created new recipes for making ice cream in 1832. Nancy Johnson and William Young - Hand-Cranked Freezers In 1846, Nancy Johnson patented a hand-cranked freezer that established the basic method of making ice cream still used today. William Young patented the similar Johnson Patent Ice-Cream Freezer in 1848. Jacob Fussell - Commercial Production In 1851, Jacob Fussell in Baltimore established the first large-scale commercial ice cream plant. Alfred Cralle patented an ice cream mold and scooper used to serve on February 2 1897. Mechanical Refrigeration The treat became both distributable and profitable with the introduction of mechanical refrigeration. The ice cream shop or soda fountain has since become an icon of American culture. Continuous Process Freezer Around 1926, the first commercially successful continuous process freezer for ice cream was invented by Clarence Vogt. The Ice Cream Sundae Historians argue over the originator of the ice cream sundae but three historical probabilities are the most popular Ice Cream Cones The walk-away edible cone made its American debut at the 1904 St. Louis Worlds Fair. Soft Ice Cream British chemists discovered a method of doubling the amount of air in ice cream creating soft ice cream. Eskimo Pie The idea for the Eskimo Pie bar was created by Chris Nelson, an ice cream shop owner from Onawa, Iowa. He thought up the idea in the spring of 1920 after he saw a young customer called Douglas Ressenden having difficulty choosing between ordering an ice cream sandwich and a chocolate bar. Nelson created the solution, a chocolate covered ice cream bar. The first Eskimo Pie chocolate covered ice cream bar on a stick was created in 1934.​ Originally Eskimo Pie was called the I-Scream-Bar. Between 1988 and 1991, Eskimo Pie introduced an aspartame-sweetened, chocolate-covered, frozen dairy dessert bar called the Eskimo Pie No Sugar Added Reduced Fat Ice Cream Bar. Haagen-Dazs Reuben Mattus invented Haagen-Dazs in 1960, He chose the name because it sounded Danish. DoveBar The DoveBar was invented by Leo Stefanos. Good Humor Ice Cream Bar In 1920, Harry Burt invented the Good Humor Ice Cream Bar and patented it in 1923. Burt sold his Good Humor bars from a fleet of white trucks equipped with bells and uniformed drivers.

Is a justified war ethical Essay Example | Topics and Well Written Essays - 1250 words

Is a justified war ethical - Essay Example historians and theologians depict them as holy wars fought to oust Muslim domination and regain control of Christian Holy Lands, while others portray the wars as a series of ruthless and intentional attacks by religious extremists (Guibert). The stance of the Church is that the Crusades were ethically justified. They heavily base their arguments on the ‘Just War Theory’ that was proclaimed by two of the Church’s most celebrated theologians – St. Augustine and St. Thomas Aquinas. The former was a renowned Catholic Bishop and theologian who lived in the 5th Century, author of many books of which ‘City of God’ and ‘Confessions’ are the most famous. He is looked upon as the creator of the Just War Theory. His effect on Christian theology is so immense that his influence persisted from the time of the middle ages up to the current period (Crusade-Encyclopedia). St. Thomas Aquinas was a renowned Catholic priest, philosopher and theologian who lived in the 13th Century. He totally agreed with his 5th Century counterpart’s Just War Theory principles, adding that religious and philosophical truths do not oppose each other, but in fact each one complements the other, as they are nothing but two different sides of the same truth. St. Aquinas went on to add that perception power and thought were required to comprehend the many facets and workings of the Universe (Bbc.co.uk). St. Augustine’s Just War Theory states that in case of defending oneself solely and personally in matters related to life or material possessions, one does not have the right to take the life of another human being. This train of thought follows the abstract idea of Christian charity which proclaims that if struck on the cheek, one should not retaliate likewise but instead exercise restraint and meekly ‘turn the other cheek’ to receive additional punishment. However, when it involved the good and safety of others the above principle ceases to hold relevance and one faces the moral