Henry Purcell s Dido And Aeneas - 950 Words

I went to go see a college production of Henry Purcell’s Dido and Aeneas at a recital hall at Meredith College. The hall was almost full, but it was not huge auditorium or stage. The stage was brightly lit and there were no light changes during the performance. The audience ranged in ages, so it was family event. Many had flowers, so some of the audience was families supporting those performing. Most people seemed engaged in the performance, especially when performers entered from the back of hall because it would catch their attention. There were two parts of the concert; selected Arias, and the opera. The opera singers in the first part of the show sung with piano accompaniment, and the opera was sung with a piano accompaniment as well, but also was accompanied by a string ensemble. The first two Arias and the Opera were composed from the Baroque period. Two of the Arias were composed by Mozart. The last three selected Arias were from the Romantic period. While operas stemme d from the Baroque period, they continued and still continue to be composed. The first work was an Aria, Barbarina’s aria from Le Nozze di Fiagro by Wolfgang A. Mozart. The song was sung by a high pitched soprano. A part of an aspect of the melody, a succession of notes arranged in recognizable unit, was its range. It had a wide range because the notes often went up and down, almost creating a disjunct melody, larger intervals with nonconsecutive pitches, but it could still be recognizable so it hadShow MoreRelatedThe Life Of Henry Purcell1353 Words   |  6 PagesThe Life of Henry Purcell Henry Purcell was a famous English composer during the Baroque period of music. There is very little known about Henry Purcell’s life. Purcell was born September 10, 1659 in the Westminster area of central London, England. His father, who was also named Henry Purcell was a gentleman at the Chapel Royal and the master of Choristers in Westminster Abbey but he died in 1664 when Purcell was around six years old. After the death of his father his mother Elizabeth was forcedRead MoreThe Aeneid Is An Epic Poem2328 Words   |  10 PagesINTRO The Aeneid is an epic poem that tells the story of a Trojan hero, Aeneas who had to flee from his home as the Greeks were destroying it. Aeneas and his men travel across the sea in search of Italy where they are destined to build the Roman Empire. During his journey Aeneas will come up against many obstacles through the works of divine intervention. The epic poem written by Virgil in 29-19BC has many lasting influence of the classical world on other cultures across time like art, literature

Can Science Prove the Creation of the Universe Essay

If someone could tell you the answer to how it all began, how our world was created, why we exist, would you want to know? Modern Science has made some pretty impressive discoveries about our universe. As stated by George Smoot, a cosmologist at the University of California at Berkeley and winner of the 2006 Nobel Prize in physics, â€Å"I think we all know where we came from and how we fit into the world, but some of us need to know how it all works in great detail.† While some people believe testing these theories is a trial of faith, there are others who know that discovering how the universe was created is within arm’s length. According to most religions, the universe and everything in it were created by God, but, on the other hand,†¦show more content†¦According to Higgs, in an interview given by Ian Sample who writes for the British magazine The Guardian, this particle is believed to give everything mass, it is how the universe holds itself together, and evidence of the Higgs boson would validate what we believe about the Big Bang theory and how the universe was created. Sample also describes how the Higgs theory explains how particles cling to a new type of field, dragging on them and making them heavy. Sample also quotes Higgs as saying â€Å"some particles can go right through the field while others are ‘sticky’ and get heavy when in the field.† Before this discovery, science just accepted that things have different masses, never really understanding why, but understanding when the basic building blocks are broken down, atoms weigh nothing, and it’s almost as if they disappear in front of our very eyes (Sample). This field is said to have played an important role in the creation of the universe and is the reason that evidence of the Higgs boson will validate the Big Bang theory. When matter is broken down it becomes even smaller, going from molecules to atoms to quarks and mass appears to vani sh (Sample). The Higgs field shows that at the very beginning of the universe, the smallest building blocks of nature were truly weightless, but a fraction of a second later, when the fireball from the big bang cooled, it became full of mass (Sample). In theory particles weighShow MoreRelatedOriginal Creation Of The Earth ( Nebular Hypothesis Vs. Six Day Creation )1064 Words   |  5 Pagestopic selected for the following comparative essay is, â€Å"Original creation of the earth (nebular hypothesis vs. six-day creation).† This essay will discuss the key points and differences found in both of the creation theories. The young-earth six-day creation view will be compared against the secular nebular hypothesis. For introductory purposes the definition of the two theories will be provided as follows: the nebular hypothesis can be defined as, â€Å"A great cloud of gas and dust begins to collapseRead MoreCreation Versus Evolution in Schools770 Words   |  3 PagesCreation v s. Evolution: the School Front Despite great efforts to convince the opposing belief for centuries, a battle still brews amongst creationists and evolutionists over the beginning of life and the universe, but neither opinions’ palpability can be firmly upheld through scientific manners. Since science can only prove hypotheses that are testable and based on current observations, neither creation nor evolutionary concepts can be proven with irrefutable evidence. However, regardless of theRead MoreEssay on Creation vs. Evolution1348 Words   |  6 PagesCreation vs. Evolution Ever since the publication of Charles Darwins The Origin of Species was published there has been an ongoing debate between science and religion. Scientists have formulated many theories as to the origins of man and to the creation of the earth, whereas religious groups have one main creation theory, based on the Genesis story of The Bible. These theories, however, are not the cause of the debate because the different theories are simply myths meantRead MoreScientific Theories Are Not Random Guesses894 Words   |  4 PagesGrowing up, I have been taught to believe that the universe was first created by God and that all of mankind shared that same ancestors, Adam and Eve. However, if one’s belief is that of science, then they probably believe in Darwin’s theory of evolution which states all organisms originated from microscopic organisms who have changed and been modified over time. However, whatever your theory may be, it is only plausible if it accurately describes an observation and makes definite predictions aboutRead MoreThe Cosmological Argument On The Existence Of God1444 Words   |  6 Pagessuch theory. The Cosmological Argument has been changed and reviewed for years; however, the focus has always stayed the same. The universe is a prime example that there is a God. A simple Cosmological argument states that: Everything that exists has a cause of its existence. The universe exists. Therefore, The universe has a cause of its existence. If the universe has a cause of its existence, then that cause is God. Therefore, God exists (NA, 2008). In my opinion, this argument has very basicRead MoreEssay about Creation Science1400 Words   |  6 Pages Creationism is a religious metaphysical theory about the origin of the universe. It is not a scientific theory. Technically, creationism is not necessarily connected to any particular religion. It simply requires a belief in a Creator. Millions of Christians and non-Christians believe there is a Creator of the universe and that scientific theories such as the the theory of evolution do not conflict with belief in a Creator. However, fundamentalist Christians such as Ronald Reagan and Jerry FalwellRead MoreScience and Religion Essay614 Words   |  3 PagesScience and Religion Science explains the origins of the universe therefore we do not need God . This quote means that science-for example the big bang, created the universe, without the use, or need for a divine being. The universe was created somehow, so why not by a scientific theory? Some people (normally un religious) believe that science created the universe. They believe, that an explosion, forming the sun, and thus creating planets occurred, theyRead MoreEvolutionism versus Creationism Essay513 Words   |  3 Pagesis a story about facts. There is a constant debate going on with science versus religion, but the interesting point to realize it that science creates the facts, and all the creationists (the religious) can do it argue evolutionists theories. So what can be inferred is that evolutionists provide the evidence, and the creationists try and prove the evolutionists wrong. Mind you, any group, not just particularly the creationists, can easily fill this job. Notice, in the study of fossils there isRead MoreCreationism Vs. Creationism : Theories Based On Personal Beliefs, Religious Values, And Scientific Information951 Words   |  4 Pagesit cannot be tested by the scientific method (Sarfati Ph.D., n.d.).† Science requires a hypothesis or theory be testable and reinforced by physical evidence, but religion requires one to believe in the Holy Bible without analysis or judgm ent. The Bible’s Old Testament was written around 1400 BC by the Israelites; thus, it can never be proved wrong because of its long-standing religious belief, that God created this universe. Though the world wants to choose between the two theories based on personalRead MoreA Presentation On Being An Atheist Mccloskey1509 Words   |  7 Pageswe view of the universe is God. The approach that Foreman has is clearer to a person who believes that God created the heavens and the earth. McCloskey discusses three proofs the cosmological, teleological, and the argument from design he states that people are moved to a belief in God by what they take to be evidence of design and purpose. There are many arguments between atheist and theist on the approach of God’s existence, theist will always refer back to God creating the universe, being and intelligent

Title free essay sample

The first 5 marks are based on your tutor’s monitoring of your contributions to the TGF discussions associated with B120 Book 2. Your tutor will introduce these at the appropriate time. We expect you to participate in all TGF discussions for Book 2. If your tutor does not feel you have participated in at least two of these, the 5 marks will be lost. The second 5 marks for Part II are based on another piece of work which will be a short report you will submit in the same file as Part 1 of the TMA, at the end. This will be a brief summary of one of the TGF discussions relating to Book 2 and what you have learned from it. It should not be any longer than 200 words. Remember that you must submit this short report at the end of your TMA through the eTMA system. demonstrate your understanding of HRM ideas by being able to show how they are relevant and useful to a particular example. We will write a custom essay sample on Title or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This part of the TMA is worth 30 marks. Part (d) The final part of the TMA asks you to perform a simple web-based information search about the concept you have chosen and to present information succinctly. You need to include the URLs, the date the websites were accessed and why you chose them, and also state how trustworthy this information is to gain the full 5 marks available. 3. 4 TMA 02 Part II Part II of TMA 02 is worth the other 10 marks (the TMA is marked out of a total of 100). The first 5 marks are based on your tutor’s monitoring of your contributions to the TGF discussions associated with B120 Book 2. Your tutor will introduce these at the appropriate time. We expect you to participate in all TGF discussions for Book 2. If your tutor does not feel you have participated in at least two of these, the 5 marks will be lost. The second 5 marks for Part II are based on another piece of work which will be a short report you will submit in the same file as Part 1 of the TMA, at the end. This will be a brief summary of one of the TGF discussions relating to Book 2 and what you have learned from it. It should not be any longer than 200 words. Remember that you must submit this short report at the end of your TMA through the eTMA system.

Strategic Human Resource Management Meaning and Benefits

Introduction In the late 1970s for the first time strategic human resource management started getting attention from the researchers. The focus of the modern human resource practice shifted from personnel management or administration to other newer concepts that can help the organization to manage their human resource is a much better manner. Strategic planning process in human resource management in short HRM contributes in several different ways to the organization like evaluation of performance, planning, selection, training and wage management of the employees (Armstrong 2007). In many organizations today strategic implementation process is integrated with HRM systems. The human resource departments today are learning modern strategic and proactive planning methods and thus has helped the organizations to unmitigated the function of the employees beyond their traditional activity limits. It is now believed both in the world of business as well as in the academic that a strong, motivated and well trained human resource of an organization can give them competitive edge over the others but the human resource planning should be well aligned with the strategic planning of the company (Ulrich 2007). The success of the strategic plan of any organization greatly gets reduced when all the initiatives related to growth, merger or acquisition or providing customer services do not considerably take care of the human resource practices like that of staffing, training, rewarding, motivating and having proper communication between the employees and management (Ulrich 2007). Consistent employee performance aligned with objectives of the organization of capabilities of the organization for future to meet those objectives is not considered while looking into human resource supply demand forecast might adversely affect the company in the market. Planning is a crucial part of strategy because it helps the company to find out the gaps that exist in the present capabilities that might affect the company to successfully implement all its strategies in the market or if there is surplus in the capabilities found it helps to enhance the efficiencies and also help to check whether the valuable resou rces within the organization are underutilized due to inappropriate human resource practices. Thus it is quite clear that organizations today link human resource management practices with strategy in order to develop and implement the right kind of organizational initiatives and objectives (Butenski Harari 2004). Some authors have urged that human resource practices are critical for HR planning of an organization and are an important aspect to have clearer focus and help to understand the areas that are critical for attaining success. Several methods of HR planning have been developed and some organizations have customised them according to their requirements to attain success. It should be noted that effective planning in HR depends on the context of its usage (Ansoff 2009). The diverse methods of proper HR planning are suitable only in the light of the specific objectives. Functional objectives look for existing capabilities and extrapolate active trends, with scrupulous stress on impending work needs. These objectives highlight the organisation s skill to manage implementation, using past and present HR costs to add to budgets and other organizing mechanisms. A second group of objective falls in the rubric of what textbooks classically refers to as HR planning. The principal objective of conventional HR planning is to integrate forecasts about the kinds and numbers of workforce who will be required to meet up longer-term demands, including a variety of programmes such as career development, executive training, external recruiting, succession plan, employee assessment and departure programmes (Butenski Harari 2004). Functional data enable HR planners to precisely forecast the costs and possibility of HR initiatives on the basis of acknowledged parameters. These data can be engaged inside HR planning to ground forecasts about demand and supply. In totting up, HR planners call for precise operational information about the employees in order to comprehend the future implication of meticulous projections. For instance, a deficit or a surplus of a particular type of ability means slight with no knowledge of how that expertise contributes to the resource transfer practice, what it overheads are and whether other expertise or technologies can be used in that place (Schuler 2009). Both these kinds of objectives and its detailed knowledge helps the organization to successfully do its strategic planning and implement it is various ways within the realm of the organization. For instance, if a company lack in HR planning then the strategies that it has planned to adopt while there are changes in the environment like it the organization have employees with obsolete skills due to change in technologies will force the company to spend extensively in acquiring the right kind of expertise through dicey training and recruitment activities. Similarly, functional data related to the outcomes of the HR performances, appraisal practice are essential in determining whether changes are required to find potential individuals with leadership capabilities that will be required in the future if any change occur in the business environment (Ulrich 2007). The HR strategic planning process also helps the organization to determine whether with the existing resources in hand is it pos sible to achieve the set strategic objectives of the company. It helps the company to identify or reconsider the core functional competencies of the organization. This might also have primary implications on the overall strategic direction of the organization. A refined HR planning process can be annoying if it does not match with the overall strategic planning of the company. Thus it helps to bring the entire organizational focus to set a whole new set of objectives that are associated with the strategic HR planning process. It also involves the managers in developing and evaluating all the existing HR practices of the company. It also provides the HR planners with all the significant and constructive information that has been collected via forecasting and functional HR evaluation. This might contribute valuable insight for overall strategic planning of the organization. It also helps to have a regular communication flow with the organization between the management and the employee s and helps them to keep themselves updated with the requirements of the changing environment and also seek commitments from the staffs to attain the said objectives of the companies and check priority issues (Schuler 2009). Key challenges faced by Researchers and Practitioners Strategic Human Resource management and organizational performance is not as easy as it seems. The challenge of recruitment, retention, motivation, and training the employees more often than not becomes very challenging. In the case of the industry that is service oriented the onus is on the employees. Therefore the employees are expected to give service in a manner that will increase the customer base. In case of the organization that is linked with marketing, the challenge is to bring the value to the end user (Lado Wilson, 1994). It has also been seen in researches that the HR managers find it difficult to allocate the budget on for the strategic activities and keep the pace with the finances of the organization. This is because the training and development programmes are created from the finances of the company that affects the bottom line profits in return (Simons, 2002). Now a days the challenges for the HR managers are double edged, on one hand they are expected to show the o rganization the worth of strategic HR activities, on the other hand they are to create the value for the investments made. This is possible with the help of the effective employee practices that create value. It is often a challenge that the organization creates efficiencies and creates competitiveness even in the industry that has lean margins. Some of the researches on the SHRM and the Organizational performance have mentioned that the biggest challenge is the retention of the employees. The employees are often lured to new avenues for growth however retaining them is very cost effective for the company. Another challenge that is often faced by the organization is the creation of leaders and leadership qualities in the firms. The leader is a motivator and can get the work done from the employees. In the absence of the leader the vision and organizational objectives gets missed. The role of the SHRM is to develop the future leaders. Training and development of the employees is equally critical as is recruitment and selection of the employees. The recruitment and selection is the process of finding right employees meeting the organizational targets while there development is beneficial for the organizational performance. Conclusion It can be concluded that strategic human resource planning not only recognise the organizations capabilities in terms of resources to fulfil all the set objectives but also helps the organization to have its contingent plan ready if there is any change in the business environment. It also helps the organization to have a strong and performance focused human resource that will act as a added advantage to the company along with the other resources that the company have. It also helps to identify the gaps that are present and might act as a barrier in the path of successful implementation of the strategies and also keep the HR planner ready with all the tools and methods that are crucial for the organizations success. It should also be noted that a proper and appropriate strategic human resource planning also helps the company to fight competition in the market and stay ahead of competition in this highly dynamic and completely volatile marketing environment (Butler et.al. 2005). References Ansoff, I. (2009). `Critique of Henry Mintzberg the design school: reconsidering the basic premises of strategic management. Strategic Management Journal, Vol. 12, pp. 449-461. Armstrong, J. S. (2007). `The value of formal planning for strategic decisions: review of empirical research. Strategic Management Journal, Vol. 3, pp. 197-211. Butenski, C. F. Harari, O. (2004). `Models vs reality: an analysis of 12 human resource planning systems. Human Resource Planning, Vol. 6, pp. 11-17. Butler, J. E., Ferris, G. R. Napier, N. K. (2005). Strategy and Human Resource Management, Cincinnati: South-Western Publishing Co. Lado, A. A., Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19, 699-727. Schuler, R. S. (2009). `Repositioning the human resource function: transformation or demise? Academy of Management Executive, Vol. 4, no. 3, pp. 49-60. Simons, T. (2002). The high cost of low trust. Harvard Business Review, 80(9), 18-19. Ulrich, D. (2007). `Strategic human resource planning: why and how? Human Resource Planning, Vol. 10 (1), pp. 37-56.