Gogh, Vincent Willem new wave ( 1853-1890 ) , Dutch Postimpressionist painter, whose work represents the original of expressionism, the thought of emotional spontaneousness in painting. Van Gogh was born March 30, 1853, in Groot-Zundert, boy of a Dutch Protestant curate. Early in life he displayed a Moody, ungratified disposition that was to queer his every chase. By the age of 27 he had been in bend a salesman in an art gallery, a Gallic coach, a theological pupil, and an revivalist among the mineworkers at Wasmes in Belgium. His experiences as a sermonizer are reflected in his first pictures of provincials and murphy diggers; of these early plants, the best known is the unsmooth, crude Potato Eaters ( 1885, Rijksmuseum Vincent new wave Gogh, Amsterdam ) . Dark and somber, sometimes crude, these early plants grounds new wave Gogh’s intense desire to show the wretchedness and poorness of humanity as he saw it among the mineworkers in Belgium.
In 1886 new wave Gogh went to Paris to populate with his brother Th o new wave Gogh, an art trader, and became familiar with the new art motions developing at the clip. Influenced by the work of the impressionists ( see Impressionism ) and by the work of such Nipponese graphic artists as Hiroshige and Hokusai, van Gogh began to experiment with current techniques ( see Ukiyo-E ) . Subsequently, he adopted the superb chromaticities found in the pictures of the Gallic creative persons Camille Pissarro and Georges Seurat.
In 1888 new wave Gogh left Paris for southern France, where, under the firing Sun of Provence, he painted scenes of the Fieldss, cypress trees, provincials, and countrified life feature of the part. During this period, populating at Arles, he began to utilize the swirling coppice shots and intense yellows, leafy vegetables, and blues associated with such typical plants as Bedroom at Arles ( 1888, Rijksmuseum Vince
nt new wave Gogh ) , and Starry Night ( 1889, Museum of Modern Art, New York City ) . For new wave Gogh all seeable phenomena, whether he painted or drew them, seemed to be endowed with a physical and religious verve. In his enthusiasm he induced the painter Paul Gauguin, whom he had met earlier in Paris, to fall in him. After less than two months they began to hold violent dissensions, climaxing in a wrangle in which new wave Gogh wildly threatened Gauguin with a razor; the same dark, in deep compunction, van Gogh cut off portion of his ain ear. For a clip he was in a infirmary at Arles. He so spent a twelvemonth in the nearby refuge of Saint-R my, working between repeated enchantments of lunacy. Under the attention of a sympathetic physician, whose portrayal he painted ( Dr. Gachet,1890, Louvre, Paris ) , van Gogh spent three months at Auvers. Just after finishing his baleful Crows in the Wheat fields ( 1890, Rijksmuseum Vincent van Gogh ) , he shot himself on July 27, 1890, and died two years subsequently.
The more than 700 letters that van Gogh wrote to his brother Th O ( published 1911, translated 1958 ) represent a unusually illuminating record of the life of an creative person and a thorough certification of his remarkably fertile end product about 750 pictures and 1600 drawings. The Gallic painter Cha m Soutine, and the German painters Oskar Kokoschka, Ernst Ludwig Kirchner, and Emil Nolde, owe more to van Gogh than to any other individual beginning. In 1973 the Rijksmuseum Vincent new wave Gogh, incorporating over 1000 pictures, studies, and letters, was opened in Amsterdam.
I personally believe that the intense involvement that today’s society has for prevarications non in the quality of his pictures, but in his ability to project his disruptive emotional experience onto the canvas. Because he was an Expressionist, we know more about his mental province than we do ANY other great painter in history.
It/205 Checkpoint Monitoring Employees
How does e-mail benefit an organization? Email can benefit a company because it is faster than the regular mail service, emails can be saved for later use and response can also be saved and retrieved later if needed. Organizations want to limit how employees use email so that they do not open unwanted files or attachments that can cause virus to the system. I think that instant messaging for employees is a good source. It allows them another contact way in case the phone lines are busy.
The drawbacks of using Web page and search engine use in an organization is that search engines bring up unwanted hits and cookies are established on the system. The benefits for a company having a web page are it can draw attention for the business. The disadvantage would be hacker or unwanted material posted on the website. I believe that they should monitor employee email and internet usage. By allowing the company to monitor such actions it will stop individuals wasting valuable company time. This also allows for restrictions of site access if one is exploring sites they should not be.
It is important to watch to be sure that important information about the company is not leaked out to the public. Actions of their employees effect company whether online or not online. Although, the internet makes it easier to incidentally bring hardship to company in which one works the actions can cause lawsuits against the company. I think that if employees want their own email to be secret then they should have an alternative email in place and only access it from home and not while working or when using the companies computers.
I do not think that individuals should be accessing their personal accounts or messaging their friends on company time under any circumstances. If employees access their own information on company time and the company sees this and monitors it then that is the individuals fault. Reference: Laudon, J. P. , & Laudon, K. C. (2008). Essentials of management information systems (8th ed. ). Upper Saddle River, NJ: Prentice Hall. Chapter six pp. 206-207. Retrieved on May 15, 2010.
Change Is An Essential Requirement For Organizational Health
Without adequate adaptation to potential future situations, no organization can optimize its future performance and achieve success. Changes are necessary in all systems, processes, methods and individuals, especially in top management and middle management.
All employees play significant roles in transformations and other enabling activities. Each change process is unique to an organization and its special circumstances. Although there are many general frameworks for any development activity, these most likely have to be modified and tailored to meet specific situational requirements.
This is to ensure both the optimal development effort with desired return on their “change investment” and adequate assurances to maximize gains from any future opportunities. If special future business, technological, management and operational requirements are identified and used, while designing reward and punishment systems for optimal transitions, the successful completion of any future business endeavors may be more easily achieved.
Environmental changes are affecting all levels of an organization. Depending on an event and variables involved, the nature of required system modifications often varies. Methods, instructions, forms and some procedures may change very frequently, while some structural elements, main processes such as a design and development process, management review systems and other main sub-systems remain constant for longer time periods due to significant capital investments in these processes.
Changes can be initiated through various information channels: quality audits, design reviews, employee initiatives, management reviews, corrective and preventive action processes and any other process where specific improvement can be obtained. Quality system designers have to pay special attention to the development of proper and effective escalation processes for ineffective activity items.
Occasionally some specific actions may not result in immediate and perceivable improvements, but in the long run they may influence other activities and initiatives positively. No change is ever a failure. Your quality system and its key resources have to be ready to maneuver in a flexible manner at any time, when your market observation system with its weak signal mechanisms sends a signal for either corrective.
How can an organization be changed? There are many different ways to evaluate, design, initiate, implement, verify, follow-up and maintain a required transition. Quality in your change processes is highly important to prevent the loss of resources including human and information assets and to maximize an overall effectiveness of changed processes to achieve desired results. It is recommended to maintain a listing of all change activities with assigned priorities. Each item should be perceived as a project with specific allocated resources (information, human, finances, material), timelines and objectives.
In addition, often it is very beneficial to identify any interrelations between change projects and use project-mapping techniques to analyze a big picture of the whole organizational transition. This can also be very helpful, when designing and initiating any new projects. Training is an effective tool during all phases of the process and organizational development.
However, it should be integrated into an overall strategic and tactical communication plan as one tool of many communication tools and techniques to lead, facilitate and manage change processes. One of the first things that you should train within your system is the understanding and acceptance of “an on-going and continuous change”.
Every person affecting quality in products should expect changes in the future and be willing to support these projects with To move you and your management systems from a position A to a position B, a complete management commitment is needed. This should be expressed in management policies and supported with actions, clear communications and necessary reward / punishment systems. Resource allocations to change processes is essential, which is one of the best measures also to understand the level of the management commitment in an organizational change.
A company and its management is the key and should understand their significant role. If you have a problem in this area, there are some options how you can improve your system capabilities. Often this issue may be caused by the lack of the system knowledge, but sometimes also by individuals’ pure ignorance. When the executive management commits resources to develop a system, resources are also automatically committed to change the system.