The Ballet Of The Italian Renaissance Essay - 1391 Words

Ballet originated in the Italian Renaissance courts of the 15th century and later developed into a concert dance form in France and Russia. Barre is French for bar, and a â€Å"barre† has been used in ballet training as a support to help with balance while practicing traditional ballet technique. Modern â€Å"barre† techniques can be traced back to Lotte Berk who, like Joseph Pilates, fled Germany because of the Nazis. (Lotte Berk fled to the UK in 1938 because she was Jewish, while Pilates fled to New York City supposedly because the Nazis wanted to recruit him to train the uber German body). Lotte Berk developed a fitness regime in the UK that incorporated barre and other dance-related and core strengthening exercises. Her technique was popular in the sixties and seventies in New York city and other cities around the world. Since then other individuals and companies have developed â€Å"barre† programs that use a ballet barre and incorporate different fitness concepts. Now there are many fitness franchises in the US that incorporate the ballet barre. How is Ellie Herman’s Brooklyn Barre different from other Barre Methods? While many of the current barre methods do exercises that may make your legs and tummy look good, they ultimately can damage the knee joints and lumbar spine. Neutral Pelvis v. Flat Back Like classical Pilates and the Lotte Berk method, many of the current barre franchise regimes place the pelvis in a poster pelvic tilt instead of a neutral pelvis. Why is thisShow MoreRelatedThe Identity Of Capoeira And Ballet Dance1097 Words   |  5 PagesThis essay sets out to show how the identity of capoeira and ballet dance has been encompassed within multiple different countries. The historical themes of globalisation and adaptation will prove to deepen ones understanding into the history of ballet and capoeira dance. Through the classification of Ballet and Capoeira dance the cultural traditions of the dance styles will be projected. Haskell explains the significance of the word ‘classical’, â€Å"it implies a set of rules that are rigid, that haveRead MoreThe Birth And Evolution Of Ballet1691 Words   |  7 PagesHistory of Dance 22 Aug 2014 The Evolution of Ballet The birth and evolution of ballet is indeed a fascinating study. Since its early origins in fifteenth century Italian court, ballet has undergone a succession of changes and been influenced by gifted artists and choreographers alike, whose unique styles and innovative techniques left their indelible mark on the classic art form. Beginning with the Renaissance and continuing through the Romantic Era, ballet evolved as each political and social movementRead MoreElizabethan Life/Elizabethan Dance1015 Words   |  5 PagesSermoneta was an Italian Renaissance dancing master. His dance manual, Il Ballarino, was published in 1581. Another was Nobiltà   di Dame, which was printed in 1600. Many of the dances of Fabritio Carosos manuals are meant for two dancers with a few for four or more dancers. These manuals offer a great deal of information to dance historians. Many of the dances also contain dedications to noble women who were members of the Elizabethan Court (Hall 81). Cesare Negri was an Italian dancer and choreographerRead MoreLHistoire de La Danse Classique/History of Ballet2227 Words   |  9 PagesHistory of Ballet Ballet is a formalized form of dance with its origins in the Italian Renaissance courts of the 15th and 16th centuries. It quickly spread to the French court of Catherine de Medici where it was developed even further. In the 17th century at the time of Louis XIV, ballet was codified. The predominance of French in the vocabulary of ballet reflects this history. It also became a form closely associated with the opera. Ballet then spread from the heart of Europe to other nationsRead MoreContemporary Ballet853 Words   |  4 PagesContemporary Ballet Ballet is a formalized kind of performance dance which originated in the Italian Renaissance Courts of the 15th century and further developed in France, England, and Russia as a concert dance form. One of the genres of ballet is Contemporary. It is defined as a form of dance that is influenced by both classical ballet, modern dance, lyrical, and jazz (Wikipedia). It takes its technique and is used of point work from classical ballet, although it permits a greaterRead MoreRenaissance Dance Essay600 Words   |  3 PagesRenaissance Dance Today we have many different types of Dance: hip-hop, jazz, Irish dance, Ballet, and many more. During the Renaissance time period witch is from the 1300s to the 1600s, they had different types of Dance too Most dances were very similar, and the music during this time had a lot to do with the Dance too. The two main types of dance during the Renaissance were Court dance, and Peasant dancing. Court dances were done for entertainment and more complex, the courtiers would hireRead MoreMen in Ballet: More than Meets the Eye Essay1296 Words   |  6 Pagesto mind when a person says the word â€Å"ballet†. Unfortunately, young men under twenty years of age limit their perception of ballet to little girls spinning in pink sparkly costumes. Many do not realize how challenging and mind stretching this art is, especially when playing simple games such as charades: All that is acted out is a wimpy spin. Compared to other sports such as soccer, football, and basketball, it is just a s and sometimes more difficult. Ballet is not merely an activity for girls;Read More History of Ballet Essay1083 Words   |  5 Pages The History of Ballet The first experience of watching a ballet, for me or any little girl, can be fascinating and exhilarating. Wondering how a dancer can be so steady on her toes as she spins in circles and leaps through the air. Watching a ballet, there is a feeling of wanting to be graceful, as well as the warm sensation felt by a little girl as she slips into dream land. My mom had taken me to my first ballet when I was 11 years old. When we returned home home, she signed me up for classesRead MoreBallet : Women And Women1089 Words   |  5 Pagesworld of dance, dance has always been known for its gender significance towards women such as ballet as it is created to look graceful and according to Balanchine, â€Å"ballet was women† because the truest form of ballet was the long lines of the female body (â€Å"cite source†). Even though ballet was developed in the courts of Renaissance Italy by a man, King Louis XIV, it was actually introduced by an Italian noblewoman, Catherine de’ Medici and one of the earliest dance steps created consisted of smallRead MoreJean De Medici And King Louis Xiv1175 Words   |  5 PagesBallet has always been important throughout history. It was and is still a thrilling way to celebrate special events and ballet is also a form of expression. Ballet was originated during the 15th century in the Italian Renaissance Courts. Two very passionate dancers began to fund and help popularize ballet. Their names were Catherine de Medici and King Louis XIV. Victor Marius Alphonse Petipa was also a very well known French ballet dancer, teacher and choreographer. He is considered to be the most

Physics,Chemistry,Maths Sample Papers - 1667 Words

FIITJEE Talent Reward Exam for student presently in Class 10 PAPER–1 Time: 3 Hours Maximum Marks: 214 Instructions: Caution: Question Paper CODE as given above MUST be correctly marked in the answer OMR sheet before attempting the paper. Wrong CODE or no CODE will give wrong results. 1. This Question Paper Consists of 7 Comprehension Passages based on Physics, Chemistry and Mathematics which has total 29 objective type questions. 2. All the Questions are Multiple Choice Questions having only one correct answer. Each question from Q. 1 to 9 carries +6 marks for correct answer and –2 marks for wrong answer. Each question from Q. 10 to 29 carries +8 marks for correct answer and –3 marks for wrong answer. 3. Answers have to be marked on†¦show more content†¦10 - 14) A negatively charged particle having magnitude of charge q = 0.1 c and mass m = 200 gm moves with speed v = 10m/s enters a region having magnetic field B ï€ ½ 4T making an angle 60 ° with X axis as shown in figure. The direction of magnetic field is out of the X–Y plane. A convex lens is placed at a distance 14.3 m from origin. Region of magnetic field starts from origin and extends till lens. Focal length of lens is 50 cm. Take X-axis as principle axis. Y B 60 ° V 10. 11. 12. Calculate the radius of path of charge (A) 4.25 m (C) 5 m (B) 0.64 Hz (D) 3.14 Hz ï  ° sec? 6 (B) 2 kg m/s (D) 17.32 kg m/s What is change in momentum from t = 0 to t = (A) 8 kg m/s (C) 10 kg m/s 13. What is the image height at t = (A) 7.5 cm (C) 4.5 cm 14. f = 50 cm 14.3 m (B) 6 m (D) 7.1 m Find the frequency of revolution (A) 0.32 Hz (C) 2.16 Hz X ï  ° sec from principle axis 6 (B) 13 cm (D) 9 cm Find the minimum value of initial velocity of charge so that image formed is virtual. (A) 7.2 m/s (B) 14.8 m/s (C) 16.4 m/s (D) 20 m/s Space For Rough Work FIITJEE Ltd., FIITJEE House, 29-A, Kalu Sarai, Sarvapriya Vihar, New Delhi -110016, Ph 46106000, 26569493, Fax 26513942 website: www.fiitjee.com FTRE-2013(Sample)-C-X-P1-PCM-5 Passage – 5 (For questions no. 15 - 19) Chlorine forms a number of oxides by using different valencies like 1, 3, 5 and 7. TheShow MoreRelatedTeaching1801 Words   |  8 Pages2 1. Bring to class a sample instructional material you made and explain how it could be used for science concept. Every Friday is our arts day. It just so happen that one of my pupils had a hard time with her assignment in that day. She has to determine 10 objects that are magnetic and 10 objects that are not. To incorporate arts in her lesson, I let her draw a racing obstacle and a cut out animal. We placed objects over our animal and a magnet underneath the paper obstacle. 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Performance Management and Compensation

Question: Discuss about the Performance Management and Compensation. Answer: Introduction Microsoft is an American multinational technology company which is develops and sells different kinds of software products, electronics and personal computers. The most popular products of the company are Microsoft Office Suite, Internet Explorer and Bing Search Engine. It is one of the largest software maker and distributor and considered as one of the worlds most valuable company. The company is run by board of directors similar to other publically traded companies and they are selected every year. There are five other committees including the audit committee, compensation committee, finance committee, governance committee and antitrust compliance committee which oversee the different aspects of the companys business (Microsoft, 2017). In the 1990s, the global computer and the software industry was dominated by IBM; however, with its innovation and cutting edge technology. Microsoft emerged as the new global leader in the software industry. Microsoft Corporation is the leading multinational technology company founded in 1975 by Bill Gates and Paul Allen in Washington. In the first decade of 21st century, the competition in the software industry has increased drastically. The software companies have implemented several strategies to foster innovation and offer the most technically advanced products to the customers. In this regard, developing excellent organization culture is important as human resources are highly significant in the fostering innovation within the organization. However, in the recent times, the performance of the company is constantly degrading. The high attrition rate of the company is a significant factor in degrading the overall performance of the organization. In this essence, this report will examine the performance management and the compensation issues in the company and several recommendations will be made to address the situation (Microsoft, 2017). Performance Management and Compensation Management Issue The compensation management and the performance evaluation is one of the most challenging tasks of the human resource management. A business organization can achieve its objectives and goals by taking into cognizance the performance management of the organization. With the effective implementation of the compensation packages, a business organization can motivate the subordinate employees to reach beyond the expected performance level (Shields, 2016). The employee compensation is the integral part of the relationship between the employees and the employer as the employer work for the wages and remuneration in the company. The remuneration incentives and the compensation is directly associated with the performance management practices of the organization. If a business organization is ineffective in the performance evaluation of the employees, they are unable to retain talented workforce within the organization (Colvin, 2015). With the increased market competition, Microsoft along with other technology companies implemented a stack based performance review system. In this system, the companies have to evaluate each and every employee of the organization. This performance evaluation tool was popularized by Jack Welch, CEO of General Electric. In this rating system, the employees have to be evaluated in three categories, namely, high middle and low. The performance rating system was badly received by most of the employees as they considered that they were either badly reviewed or the performance management method made them to compete with each other. It reduced innovation in the company as the employees avoided sharing their ideas with each other and started to compete with each other (Allen, 2013). It is a destructive management technique which has degraded the performance of the company s every venture it has entered recently, such as e-books, music, search and social networking. It is a stack ranking syst em wherein every unit or team of the organization has to declare a certain proportion of the employees as the top performer, good performers, poor and average. The bizarre competition among the employees also increased the attrition rate of the organization and drove out some of the best performers of the company (Buckingham, 2013). This performance management system resulted in the employees competing with each other rather than competing with other companies. Moreover, the employees instead of honing their skills made efforts to reduce their visibility to their manager. It is also very difficult for the managers to rank every team member in a graph, when actually the whole team has performed better. This is important to understand that each member in a team has a specific set of skills and knowledge which is indispensible. When the employees are ranked in a linear system, it reduces their overall motivation and productivity (Warren, 2013). With the inappropriate performance management system, the company is also lagging behind offering the employees and the workforce in accordance to their contribution to the organizations performance. However, the pay gap between the median workers salary and the CEO is very high. The CEO of the Microsoft earns about 615 times higher than its median employees. Although the compensation that the CEO of a company receives is highly volatile as it contains bonuses and the stock options such that the CEO earnings vary every year (Saleem, 2015). The excessive CEO compensation is a problem for the business organizations as it makes the companies pay more than necessary to these executives which ultimately hurt the interest of the shareholders and workers. As per the current trend, the companies design the whole compensation package for the top executives as an incentive pay wherein they are provided total remuneration on variable performance measures such as stock prices and net turnover. H owever, it is conducted to align the interest of these executives with the shareholders. It is not ideal practice as it leads the CEOs to focus on the short term profitability and share market return rather than the long term growth of the organization. This practice also leads the corporate boards to pay more than unnecessary to these executives (Gelenbe, 2000). Analysis and Discussion of the Identified Issues In the recent years, the overall performance of Microsoft Corporation has substantially declined due to the number of external and internal factors. In the present competitive business scenario, the human resource is considered as the most critical asset to the organization. They are specifically significant for an organization when it relies on innovation and creativity (Chai, 2009). In this regard, it is important for Microsoft Corporation, to design its performance management system so that a positive organization culture is established in the organization which assists in the growth of the organization. The performance management is the discipline of the human resource management which assists an organization to achieve maximum productivity with its resources and assets. The performance management practices are implemented in an organization so that the organization can achieve the maximum output from its human capital. Several times, it is observed that the interest of an employ ee is not aligned with employer which results in pursuing of different goals by the employees. Therefore, it is important for an organization to align the organizations objectives with the objectives of the employees. The performance management practices assist the organization in achieving maximum performance. The performance management practices encompass certain aspects such as performance evaluation, monitoring, providing feedback and helping the employees in achieving their performance objectives (Solomon, 2009). There are several theories associated with the current performance management practices of the organization such as principal-agent theory, game theory and the human capital theory. The principal-agent theory presumes that when the goals and benefits of one party does not align with the goals of another party, then the principal party needs to identify a rational way to exercise control over the agents. In this theory, the actors are considered as self-interested individuals who try to maximize their profits. The game theory is another theory which underpins the performance management system and suggests that each person tries to maximize his profits, benefits and other returns in a rational and legal manner. However, this theory states that the rational choice for a person might not be the rational choice for the entire group. Another theory which underpins the performance management practices of the current organizations is the human capital theory wherein the cost for the skilled labor should be considered as the investment cost rather than the operating cost (Caldwell, 2002). The performance management of the employees requires both intrinsic motivation and extrinsic motivation. The intrinsic motivation of the employees refers to employee motivation through objective setting, performance review and training and development. Along with it, the extrinsic motivation of the employees refers to outcomes of good performance such as recognition awards and incentives (Houldsworth and Jirasinghe D. 2006). The current performance management system of the organization is dependent upon game theory. With excessive feedbacks and incentive based compensation, the companies try to align the goals of the organization with the goals of the employees. However, they fail to recognize that the human capital are the major asset to the organization and they must be motivated to achieve the organizations goals rather than competing with others. The stack based performance management system also reduces the communication between the employees and the employer. It increases the f rustration of the employees and increases the voluntary turnover rate of the organization. The assessment of the employees performance directly clashes with the responsibility of the managers to motivate the employees. The capability of the supervisor or the manager to counsel and mentor their subordinates is also compromised as an employee is unwilling to confess their shortcomings or weaknesses when it can impact the performance rating at the next annual review. Along with it, the performance review system of Microsoft is also problematic as the bias or the personal prejudice of the mangers may interfere with the honest review of the employees. An ineffective performance review system can decline the performance and morale of the employees. The CEOs compensation is also significant ethical issue in the contemporary organizations. The design of the CEO compensation is challenging for an organization as the CEO of an organization is responsible for creating wealth for the shareholders and other stakeholders of the organization. The responsibility of the CEO is to create wealth for the shareholders; therefore, if his returns are not tied to the organizations goals than there is no effectiveness in the CEOs compensation. With the widening gap between the compensation of the top level executives and the middle level employees, the companies are struggling to achieve the collaboration and team spirit required for their success. There are also certain ethical and moral issues which require that the executive compensation should be limited (Elson, 2003). Recommendations for Improvement As the performance management and the executive compensation of Microsoft Corporation is degrading the performance of the organization, it is important for the organization to abandon the current practices and implement changes within the organization to increase the employee productivity and the performance. The organization should abandon the current feedback system and motivate the employees to achieve their regular targets. The annual performance review diminishes the productivity of all the managers and the employees as they worry about how to rank the employees honestly justifiably. Microsoft can learn from Abode system to design a different performance management system in accordance to their suitability for their organization. Abode Corporation realized that although the performance rating system was developed to increase the efficiency and the productivity of the organization, the employee turnover rate increases suddenly at the end of the year after the performance review. Moreover, performance management should be focused to develop more effective teams; however, it is distracting the managers from meaningful work. In this regard, the company has implemented a check-in system wherein clear expectations are set, frequent positive and negative feedbacks are given without any rank ing or ratings (Elnaga and Imran, A 2013). It is a positive feedback system and the employees can be evaluated honestly without any fostering any feeling of competition. In the previous stack ranking system, the companies have to evaluate the performance of the employees and kept them in certain criteria. However, there was no accommodation when more employees are fitted in a single criterion. In this regard, the performance evaluation system of abode allows giving positive feedback to all or no employees. The company should also make investment to grow talent within the organization. Appropriate training should be provided to the employees with low performance. If the performance of the employee has declined suddenly, then the human resource professionals should explore the reason of the sudden decline in the performance rather than terminating the employee (Noee al., 2006). The executive compensation is a controversial issue as the compensation contracts predict that the providing proper incentives to the CEO will increase the long-term value for the organization. However, it rarely happens in the designing of the executive packages. The companies need to align the business incentives with the contribution of the CEOs to the value created within the firm. In this regard, the firms should emphasize on development of more explicit employment contracts and increase the correlation between firms objectives and the goals of the top management. The compensation of the CEO must not be determined by himself (Llense, n.d.). The overall package and the share of different incentives and stock options must be determined by the board of director and other human resource experts. It is also important that the board members of the organization do not have any undue influence of CEO or his or her close associates. Before the determination of the exact remuneration pack age, the firm should conduct extensive research regarding the compensation structure of CEOs in similar organizations. Moreover, the firm should also evaluate the nature of the organization and how the compensation level affects the overall productivity (Conyon, 2006). Conclusion Microsoft Corporation is a leading technology company headquartered in Washington. The company is one of the leading organizations in technology and innovation. The human resources are considered as a significant asset in fostering innovation capabilities and increasing the productivity of the organization. However, the current performance evaluation system has degraded the performance of the workforce and reduced the employee morale. It has increased the voluntarily employee turnover rate in the recent years. With the lack of the accurate performance measurement tool, the compensation system of the organization is also compromised. The gap between the CEO compensation and the employee compensation is enormous which shows that the distribution of the organizations profits is not equivalent. In this regard, Microsoft Corporation should learn from the performance management practices of Abode system and determine the CEO compensation independent of the CEO or his/her close associates. References Allen, F.E. 2013. The Terrible Management Technique That Cost Microsoft Its Creativity. Forbes. [Online]. Available at: https://www.forbes.com/sites/frederickallen/2012/07/03/the-terrible-management-technique-that-cost-microsoft-its-creativity/#97f02e6dbf86 [Accessed on: 7 March 2017]. Buckingham, M. 2013. Trouble with the Curve? Why Microsoft is ditching Stack Rankings. Harvard Business Review. [Online]. Available at: https://hbr.org/2013/11/dont-rate-your-employees-on-a-curve [Accessed on: 7 March 2017]. Caldwell, C. M. 2002. Performance Management: EBook Edition. AMACOM Div American Mgmt Assn. Chai, N. 2009. Sustainability Performance Evaluation System in Government: A Balanced Scorecard Approach Towards Sustainable Development. Springer Science Business Media. Colvin, G. 2015. Microsoft and Dell are ditching employee performance reviews. Fortune. [Online]. Available at: https://fortune.com/2015/10/29/microsoft-dell-performance-reviews/ [Accessed on: 7 March 2017]. Conyon, M.J., 2006. Executive compensation and incentives. The Academy of Management Perspectives, 20(1), pp.25-44. Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European Journal of Business and Management, 5(4), pp.137-147. Elson, C.M. 2003. Whats Wrong with Executive Compensation? Harvard Business Review. [Online]. Available at: https://hbr.org/2003/01/whats-wrong-with-executive-compensation [Accessed on: 7 March 2017]. Gelenbe, E. 2000. System Performance Evaluation: Methodologies and Applications. CRC Press. Houldsworth, E. and Jirasinghe D. 2006. Managing and Measuring Employee Performance Kogan Page Series. Kogan Page Publishers. Llense, F., Competition and self-serving bias in CEOs agreements. Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2006. Human resource management: Gaining a competitive advantage. Saleem,H. 2015. Microsofts CEO earns 615 times his median workers salary in 2014, reports Glassdoor. On MSFT. [Online]. Available at: https://www.onmsft.com/news/microsofts-ceo-earns-615-times-median-workers-salary-2014-reports-glassdoor [Accessed on: 7 March 2017]. Solomon, C. 2009. Select a Performance Management System. American Society for Training and Development. Warren, T. 2013. Microsoft axes its controversial employee-ranking system. The Verge. [Online]. Available at: https://www.theverge.com/2013/11/12/5094864/microsoft-kills-stack-ranking-internal-structure [Accessed on: 7 March 2017]. Shields, J, Brown, M, Kaine, S, Dolle-Samuel, C, North-Samardzic, A, McLean, P, Johns, R, O'Leary, P, Plimmer, G Robinson, J 2016. Managing employee performance and reward: concepts, practices, strategies, 2nd edn. Cambridge University Press, Port Melbourne. Microsoft. 2017. About Us. [Online]. Available at: https://www.microsoft.com/en-us/about/ [Accessed on: 7 March 2017].