Native American Music Essay - 490 Words

Native American music has many different musical styles. Within every Native American tribe there is a variety of musical styles and instruments. In response to the research that I have conducted, there are three main musical styles that are going to be my point of focus. The Sioux Grass Dance, the Zuni Lullaby, and the Iroquois Quiver Dance are the principal methods which contribute to Native American music. nbsp;nbsp;nbsp;nbsp;nbsp; The Sioux Grass Dance is considered to be the most popular style of Native American Music. As one dances to this music, they follow a pattern known as â€Å"toe-heel.† This consists of the individual placing the left foot in front of the right and repeating with the other foot. Each male dancer makes many†¦show more content†¦The Zuni Lullaby illustrates a contrast with Plains singing to assist in confirming that there is not an individual style to Native American music. Through the Native American styles of music, repetition becomes a prominent feature. This is not because the Native Americans can’t find words to fit into the music, but because repetitions with slight variations are often too insignificant for outside listeners to notice. In the Iroquois Quiver Dance the first thing to strike the ear is what is often known as a â€Å"call and response† form. One singer announces a phrase of â€Å"lexical text,† known as the call, the other singer answers him in a vocal pattern. This continues throughout the song. In illustrating many of the musical styles among Native American music, this has another name known as the â€Å"Warrior’s Stomp Dance.† The voices in the Iroquois Quiver Dance are relatively relaxed compared with that of the Plains singing. nbsp;nbsp;nbsp;nbsp;nbsp; Instruments used to portray these various styles of music were often drums of all shapes and sizes, rattles, and often tambourines or bells with other percussion instruments. The drums were constructed by using such materials as clay, iron, wood or aluminum with heads of buckskin, chamois, or rubber. These drums were typically played with a single drumstick, holding a steady pattern of four beats. Also, in addition to these instruments there were wind instruments.Show MoreRelatedMusic And Community : Native American Music1199 Words   |  5 PagesCALIFORNIA STATE UNIVERSITY Northridge Music and Community: Native American Music A paper submitted in partial satisfaction of the Requirements for MUS 309, Lecturer: â€Å"Gee† Rabe By Abhimanyu Ranjit Lalchandani Spring 2015 Introduction This paper will demonstrate the various analysis of the Native America music and some details about history of Native American Music and themes which represents the religion and music. It also gives importance’s to the music which are used based on the eventsRead MoreMusic Of Native American Culture879 Words   |  4 Pages Music is big part of Native American Culture. 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For example, the hand drum, log drum, water drum and rattle, etc. The Powwow is an important festival and ritual for the Native American, and it is a symbol of the tradition culture of Native Indians. Powwow, is a social gathering by the Native American tribes

Managers responsibility - 1650 Words

Assignment 1 Man11 Mark Coughlan 19594135 The mangers most basic responsibility is to focus people toward performance of work activities to achieve desired outcomes. A manager is someone who works with and through other people by co-ordinating their work activities to accomplish organisational goals. (Robbins, Stagg, Coulter, 2003, p.10) This definition states, the fundamental responsibility of a manager, is to accomplish the organisations objectives by getting things done through people. There are however several ways of conceiving managerial responsibilities, as a manager can be viewed from many different positions. Kontz (1999:179) argue that management is the process of setting and achieving goals through the execution of four†¦show more content†¦Initially they gain the trust of sub-ordinates, - allowing people more freedom to act on instinct and make decisions. Second, leaders must clarify the direction in which people should be headed to satisfy organisational outcomes, through clear, consistent communication. This effectively helps employees feel confident in their decision making abilities. Finally it states that effective leade rs encourage others to take risks, further enabling peoples ability to think, create and make decisions. Control is verifying the actions of the organisations subordinates in accordance with the plans, instructions, and the established standards of performance. A manager should attempt to prevent problems, or to try to determine and solve them as soon as possible, if they happen to occur. Through constant control of focusing people towards work activities, the manager keeps the organisation working effectively.cofe fe As it can be seen, managers are required to be able to plan, organise, direct, and control. 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Michelangelo vs. Bernini in David free essay sample

Michelangelo’s David is completed by 1504 and Bernini’s David is completed in 1623 which is more than a century later. 1). Michelangelo’s David comes from High Renaissance and Antiquated background. Bernini’s David comes from Italian Baroque background. 2). Michelangelo’s David is nude and about 17’ in height and Bernini’s David is life size with a robe on. 3). Michelangelo’s David presents a moment before the battle. His facial expression shows intense focus of the future event that he would be engaged into. He is thinking about his strategy against Goliath. Michelangelo’s work represents an intellectual David. Bernini’s David presents the second before he launches the stone from his sling, which kills Goliath. His facial expression is full of energy and determination. His body twists to one side and is ready to launch the stone at Goliath. This is a more mature David with a body full of strong muscles that is completely engaged in the action. We will write a custom essay sample on Michelangelo vs. Bernini in David or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The sculpture broke new ground in its implied movement and its psychological intensity. Bernini’s work represents a more physical David. 4). Michelangelo created his David with a perfect human form which attracted viewers to follow the lines and texture from the head to his legs. Viewers enjoy observing the sculpture for its fine tone details in David’s intense face, tilted head, flexing arms and strong legs. Bernini created David to draw viewer’s attention to the movement. The lines and texture are not as detailed and smooth as Michelangelo’s David is, but he utilized the surrounding space to draw viewers’ eyes to the movement of the arms, hands, legs and make viewers feel as if they are at the scene of the battle. Michelangelo and Bernini are both extraordinary artists who created the same David with dramatically different sculptures, which represented their eras and set standards throughout history.

Managing Diversity Through Self-Awareness and Personal Motivation Essay Example

Managing Diversity Through Self-Awareness and Personal Motivation Essay Managing Diversity through Self-Awareness and Personal Motivation Managing diversity has the potential to be one of the most challenging issues for healthcare management. Healthcare organizational growth requires an increase in workforce, and workforce is becoming more multicultural and diverse. In order for one to manage diversity effectively, one must be self-aware and personally motivated. One’s self-awareness and behavior have the potential to be influenced by different factors such as culture, belief, and values. The motivation behind a manager’s leadership also should be considered. Healthcare managers may be result focused on specific outcomes therefore, missing an opportunity for personal motivation in all areas of managerial work. The definition of diversity also needs scrutiny as various factors may be included and considered. Managerial competence and skill in understanding the factors of diversity present the potential for impacting managing diversity. Finally, motivation from a personal basis opens the avenue of exploration of personal acceptance of diversity because of the inclusion of personal beliefs and values, creating a need for ethical consideration. Peer-reviewed article research has revealed answers to these questions in the exploration personal motivation and self-awareness. Various factors have a potential impact in the formulation of one’s self-awareness and behavior. Edwards and Daniel (2009) define values as â€Å"general beliefs about the importance of normatively desirable behaviors and actions† (p. 655). We will write a custom essay sample on Managing Diversity Through Self-Awareness and Personal Motivation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Managing Diversity Through Self-Awareness and Personal Motivation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Managing Diversity Through Self-Awareness and Personal Motivation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This introduces the concept of belief into the equation. Organizational value systems are also present in a manager’s world, working to indicate how members should respond (Edwards Daniel, 2009). The opportunity for a difference in values becomes a logical possibility. Value congruence, or agreement between personal and organizational values, becomes a consideration for managers, as Edwards and Daniel (2009) point out managers use interview tactics to assess value congruence, and use managerial strategies to mold new employees in the direction of the organizational value system. The impact of improving value congruence itself may not be as successful a strategy as focusing on the resultants of value congruence (Edwards Daniel, 2009). Value congruence then carries over into the actions of the manager, emphasizing the importance of the beliefs and values the manager brings forward, and the formulation of his or her behavior. Following behavior formulation, exploring leadership motivation in the context of diversity management identifies another opportunity for the manager to improve leadership. Hunt (2007) indicates effective leadership inspires, motivates, develops, and retains staff, while meeting organizational requirements. Focusing on specific outcomes, though, may be a detriment, as Hunt (2007) also states a tie between poor leadership, poor diversity management, and poor care provision in the healthcare setting. Attention to the various aspects of diversity management increases workforce motivation and decreases the turnover rate of employees (Gill, 1996). The manager then must have the motivation to manage the diversity effectively. After exploring definitions of diversity, it will become apparent personal beliefs and values factor into the definition, creating the necessity for personal motivation. Konrad (2006) defines diversity in the workplace as â€Å"the set of individual, group and cultural differences people bring to the organization† (p. 1). This definition moves away from categorizing diversity strictly in ethnic terms, providing the opportunity for those of similar heritage to bring various aspects of diversity to the table. Individual differences include different skill sets, historical experiences, and levels of commitment (Konrad, 2006). As mentioned previously, introducing individuality provides opportunity for difference. Friedman and Davidson (2001) identify diversity conflict as the result of people identifying with a specific group whose members share a likeness, which can be along the lines of birth such as gender, age, or ethnicity, or the result of a personal choice to join a group, such as religion. Dreachslin (2007) points out that â€Å"diversity is multidimensional† (p. 1), including not only â€Å"racial, ethnic and gender identities† (p. 81), as well as â€Å"generation, social class, physical ability, family, religion† (p. 81), and affiliation groups along those lines. Majority/minority diversity is still an important factor, though, as Rosenberg (2008) stating â€Å"80% of whites thought that minorities were well represented today in healthcare†¦while only 59 % of minorities agreed† (p. 126). The difference is this statistic lends further to the argument that managers must be prepared and able to manage diversity. With the broad encompassment of the definition of diversity, the requirement of personal motivation in diversity management, the formulation of behavior from personal beliefs, examination of the level of a manager’s skill and competence in these areas becomes apparent. Gill (1996) outlined points as indicating as personal motivating needs an individual will attempt to achieve, even though difficult choices may be required. One of these anchors is managerial competence, in which the goal is resource and people management (Gill, 1996). Leadership is an attribute of general competence, with the overall aim to becoming generally proficient (Gill, 1996). As diversity is integrated into the individual, the further anchors become available, including creativity and entrepreneurship, dedication to a cause, and lifestyle integration, which are potential personal motivations (Gill, 1996). Incorporating personal motivation into skill and competence becomes important in diversity management, as the motivation for improving oneself requires competent diversity management. Establishing personal motivation as a requirement for competent and effective diversity from a manager poses ethical questions as any area of non-personal which crosses personal boundaries does. Dreachslin (2007) describes self-awareness as â€Å"the most powerful tool a healthcare leader has in managing diversity† (p. 81). Acknowledging personal bias provides an individual the opportunity to mitigate the impact the bias may have on decision making (Dreachslin, 2007). Willingness to explain and justify personal actions defines personal accountability, according to Hunt (2004). Hunt (2004) further explains managers can be held accountable for their management of discriminatory practices, even when those practices are integrated into the organization. Self-awareness being the defense, and personal motivation as the offense, prepare the manager for ethical troubles. Future research study concerning diversity should be conducted to investigate other effective leadership qualities. Exploring qualities such as needs awareness, leadership ability, and management style may also add insight into the manager’s ability to manage diversity effectively. Adding additional information will strengthen the argument of diversity requiring management to aid in the overall improvement of the workplace. Conclusion Effective diversity management has been explored from the direction of personal motivation and self-awareness. Self-awareness is a critical component, allowing the manager to realize his or her own personal beliefs, values, and standards, which work to form their practice patterns toward diversity. Discussing the broad range of the definition of diversity has led to creating a competence in diversity management requires understanding of the breadth, and personal commitment to the effectiveness of diversity management. Personal motivation and self-awareness are the key repeating concepts throughout, demonstrating their importance in effective management of diversity. References Dreachslin, L. (Mar/Apr, 2007) Diversity management and cultural competence: research, practice, and the business. Journal of Healthcare Management. (52) 2, 79. Retrieved June 8, 2009 from ProQuest database. Edwards, J. Daniel, C. (2009). The value of value congruence. Journal of Applied Psychology. (94) 3, 654-677. Retrieved June 12, 2009 from EBSCOhost database. Friedman, R. , Davidson, M. (2001) Managing diversity and second-order conflict. International Journal of Conflict Management. (12) 2, 132. Received June 8, 2009 from EBSCOhost database. Gill, P. (1996) Managing workforce diversity a response to skill shortages? Health Manpower Management. (22) 6, 34. Retrieved June 8, 2009 from ProQuest database. Hunt, B. (December, 2007). Managing equality and cultural diversity in the health workforce. Journal of Clinical Nursing. (16)12, 2252-2259. Retrieved June 8, 2009 from EBSCOhost database. Konrad, A. (2006) Leveraging workplace diversity in organizations. Organization Management Journal. ( 3) 3, 164-189. Retrieved June 8, 2009 from EBSCOhost database. Rosenberg, L. (April 2008). Lack of Diversity in Behavioral healthcare leadership reflected in services. Journal of Behavioral Health Services Research. (35) 2, 125-127. Retrieved June 8, 2009 from EBSCOhost database.