Andy Warhol :: Biography Biographies

andy warhol1 Biography On August 6, 1928, Ondrej and Julia Zavacky Warhola gave birth to their son, Andrew Warhola, in Forest City, Pennsylvania. Ondrej and Julia came to the United States from Czechoslovakia where he worked as a construction worker. The family later moved to Pittsburgh where Andrew suffered from several nervous breakdowns throughout his teen-aged years. Overcoming this he graduated from high school and enrolled in the Carnegie Institute of Technology where he graduated in 1949. After graduation he lived in several Manhattan apartments and met Tina Fredericks, the art editor of Glamour Magazine. His early jobs for the magazine were several drawings. Andy drew shoes as an assignment in 1949 for an article named, â€Å"Succes is a Job in New York,† and the credit mistakenly read, â€Å"Drawings by Warhol.† Andy soon changed his surname to Warhol. Andy’s other work included drawings for advertising in various magazines, such as Vogue and Harper’s Bazzar, book jackets, and holiday greeting cards. As his work grew so did his fame, and in 1952 his first solo exhibition was held at Hugo Gallery featuring his drawings to illustrate stories by Truman Capote. Soon he was designing sets for theatre groups, publishing his own books, and beginning to paint. In 1960 his first paintings were based on comic strips. Using the Dick Tracy comic strip, he designed a window display for Lord and Taylor. At this time major art galleries around the world were beginning to notice his work. In 1962 his paintings of dollar bills and Campbell soup cans were included in an important exhibition of pop art, The New Realists, which was held at Sidney Janis Gallery in New York. After three years of painting Andy dived into a new medium of work and began making his first film with his assistant Gerald Malanga. He also produced am album for the band, â€Å"The Velvet Underground and Nico.† He was working with multimedia and a show soon developed, which featured â€Å"The Velvet Underground and Nico† center stage with Andy’s films projected while colored lights of images fell over the band. Because of the publicity from the show more of Andy’s films began to be seen and shown in commercial theatres. On June 3, 1968 Andy was shot by actress, Valerie Solnis, who appeared in Andy’s movie, â€Å"I, a man.† He survived the shooting after spending two months in the hospital.

IELTS Essay On Fast Food

Modern habits and lifestyles demand that we achieve many more goals and targets every day. Our iPhone, tablet, GPS and laptop enable us to communicate instantly, get instant answers and have access to instant information. We live very fast lives and many of us want this to extend to our eating habits. Fast food allows us to eat ‘tasty’, economic, convenient meals in a very short time. This is a vexing problem for health professionals and governments globally because, despite advances in scientific research, which tells us how bad a poor diet is for our health, the incidence of obesity is reaching epidemic levels in parts of the world, such as America, Europe and even parts of Asia, and much of it is due to an increased consumption of fast food.Disregard for the advice of health professionals is a malaise that can be directly linked with our modern world and its stressfully quick lifestyle and the highly successful, perhaps too successful, marketing and production of high fat, high sugar, low-nutrient food.What can a government do? They can manage their system of taxation to encourage the provision of healthy cafes, restaurants and fast food outlets. Conversely they can ‘punish’ unhealthy fast food companies with heavier taxation. They can also change the law with regard to the amount of sugar and fat that is allowed in prepared foods.With a determined and sustained campaign to improve people’s awareness and understanding of the dangers of fast food, authorities might do much to ameliorate the situation. However longterm and long-lasting dietary change would need to be part of a wider campaign to promote not just ‘slow' healthy food but a slower pace of life generally.

Colloid Examples in Chemistry

Colloid Examples in Chemistry Colloids are uniform mixtures that dont separate or settle out. While colloidal mixtures are generally considered to be homogeneous mixtures, they often display heterogeneous quality when viewed on the microscopic scale. There are two parts to every colloid mixture: the particles and the dispersing medium. The colloid particles are solids or liquids that are suspended in the medium. These particles are larger than molecules, distinguishing a colloid from a solution. However, the particles in a colloid are smaller than those found in a suspension.  In smoke, for examples, solid particles from combustion  are suspended in a gas. Here are several other examples of colloids: Aerosols foginsecticide spraycloudssmokedust Foams whipped creamshaving cream Solid Foams marshmallowsStyrofoam Emulsions milkmayonnaiselotion Gels gelatinbutterjelly Sols inkrubberliquid detergentshampoo Solid Sols pearlgemstonessome colored glasssome alloys How to Tell a Colloid From a Solution or Suspension At first glance, it may seem difficult to distinguish between a colloid, solution, and suspension, since you cant usually tell the size of the particles simply by looking at the mixture. However, there are two easy ways to identify a colloid: Components of a suspension separate over time. Solutions and colloids dont separate.If you shine a beam of light into a colloid, it displays the Tyndall effect, which makes the beam of light visible in the colloid because light is scattered by the particles. An example of the Tyndall effect is the visibility of light from car headlamps through fog. How Colloids Are Formed Colloids usually form one of two ways: Droplets of particles may be dispersed into another medium by spraying, milling, high-speed mixing, or shaking.Small dissolved particles may be condensed into colloidal particles by redox reactions, precipitation, or condensation.

Discuss the importance of Human resource management (HRM) alongside the recruitment needs of a business The WritePass Journal

Discuss the importance of Human resource management (HRM) alongside the recruitment needs of a business Introduction Discuss the importance of Human resource management (HRM) alongside the recruitment needs of a business IntroductionCase Study of British Gas The role of human resource managementCase study of Scottish Power The role of Human Resource ManagementThe significance of HRM’s historical developmentHistory of Human Resource managementHuman Resource ManagementRecruitment:Traditional recruitment agencyOnline recruitment websitesHead-huntersIn-house recruitmentOrientation and InductionTraning and DevelopmentReferences:Related Introduction Human resource management (HRM) is the strategic and coherent draw to the management of an organizations most appreciated assets - the people working there who individually and collectively put into the getting of the objectives of the business. The terms human resource management and human resources (HR) have mainly replaced the term personnel management as a description of the processes involved in managing people in organizations. In plain language, HRM means employing people, developing their capacity, utilizing, maintaining and compensating their services in melody with the job and organizational requirement. Harshly Human Resource Management can be described as The comprehensive set of managerial activities and tasks concerned with developing and maintaining a  qualified workforce human resources in ways that contribute to  organisational effectiveness. (DeNisi and Griffin, 2004) Human Resource Management (HRM) is the role within an organization that focuses on staffing of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by procession managers. The Human Resources Management (HRM) tasks include a range of manners, and key among them is deciding the recruitment needs of a business and whether to use sovereign contractors or employ employees to fill these requirements, recruiting and training the best workers, ensure that they are high performers, dealing with performance issues. Activities also include managing your approach to employee remuneration and reparation, employee accounts and personnel policies. Usually small businesses have to carry out these actions themselves because they cant yet afford part- or full-time help. However, they should always ensure that employees have- and are aware of- personnel policies, which conform to current regulations. These policies are often in the form of employee manual, which all employees have. Case Study of British Gas The role of human resource management To control a successful large business involves acquiring, developing and maintaining a wide range of assets. These capitals include materials, buildings, land, equipment, technology and, people. Any establishment needs good workforce who has the right skills to get the company’s aims and objectives. Human resource management (HRM) is the business function that focuses on the people characteristics of an organisation. It is responsible for ensuring that an organisation has the right people to carry its overall business plan. Centrica, the parent corporation of BGS, has to deliver long-standing productivity. Its shareholders expect the business to show a return on their investment by making profits, now and in future. BGS needs to add to these profits. This means time after time meeting the needs of its customers with comparatively priced products and services that give good returns to the company. BGS’s core customer base is housing consumers across the country. These c ustomers suppose to top-class service at fanatical prices. If BGS does not meet this model, the company may lose business to competitor. To ensure customer liking, BGS engineers must have the technological skills to undertake work to the obligatory standard and the people skills to take away good customer service. Through its engineer enrolment team, the British Gas Academy must therefore ensure that the company attracts and retains the best engineer. This involves several harmonizing tasks. It requires setting up to assess the BGS’s future needs for skilled employees. It requires a recruitment and selection programme to bring new people into the company. It requires a training operation to prepare new recruits and existing employees with the right skills. Case study of Scottish Power The role of Human Resource Management People are one of the most important resources used by any organisation. Scottish Power recognises that it is powered by people. Human Resource Management (HRM) is apprehensive with organising and looking after people in the place of work. On a day-to-day basis this includes recruitment, selection, training and development and assessing staff presentation. An important part of HRM is staff planning. This involves getting the right people in the right position at the right point in time. It also involves identifying the numbers of people required to enable the business to operate at full effectiveness. These people need to have the right skills to do the profession. Part of labour force planning therefore involves planning growth opportunities. Growth increases the skills of the current workforce. The energy industry is changing quickly which means it is important to recruit and train people with the ability to carry out new jobs. This is particularly essential in the growing renewable energy sector. Scottish Power aims to offer a positive recruitment and selection experience for every employee and potential employee. Scottish Power is committed to equal opportunities for everyone regardless of factors such as race, sex, age or disability. The significance of HRM’s historical development History of Human Resource management The history of human resources management had startedapproximately end of 19th century when the protecting representatives had come into life form they are all women’s and are only Worried about the defence of rest of the women’s and children effected their harshness of industrial conception had an effected coupled with pressures arising from the extension of the franchise, the power of trade unions and the labour association, and the disturbance of progressive employers, often Quakers, for what was called ‘industrial betterment’. As the role grew; there was some stress between the aim of moral defence of women and children and the needs for higher output. The First World War accelerates change in the growth of personal management with women being recruited in huge numbers to fill up the gaps absent by men going to battle, which in turn meant reaching agreement with trade unions and accepting unskilful women into craftsmen’s jobs and changing manning levels. During the 1920s, jobs of ‘labour manager’ or ‘service manager’ came into being in the business industry and other industries where there was a large industrial unit, to handle absence, recruitment, dismissal and queries over bonuses and so on. Employers’ federations, mostly in engineering and shipbuilding, negotiated general pay rates with the unions, but there were local and regional variations, and it was a lot of scope for disputes. During the 1930s, with the economy started to pick up big corporations in these newer sectors saw the value in improving employee benefits as a way of recruiting, retaining and motivating employees. However, older industries such as textile shipbuilding, etc. which were hit by the worldwide recession did not adopt new techniques, seeing no need to do so because they had no difficulty in recruiting labour. The 2nd World War brought about interests and staff work on a permanent basis at all establishment manufacturing war materials because an extended Ministry of Labour and National Service insisted on it, just as the Government had insisted on voluntary workers in weapon factories in the previous clash. The government saw the specialist personal management as part of the drive for greater efficiency and the number of people in the personnel function grew significantly; there were around 5,300 in 1943. By 1945, employment supervision and voluntary work had become included under the broad term ‘personal management’. Experience of the war had shown that output and productivity could be influenced by employment strategy. The role of the Human function in war time had been mainly that of implementing the rules demanded by large-scale, state-governed production, and thus the image of an emerging profession was very much a bureaucratic one. Following the development of poor industrial relations during the 1960s a Royal Commission under Lord Donovan was set up. Reporting in 19681, it was critical of both employers and unions; personnel managers were criticised for lacking negotiation skills and failing to plan industrial relations strategies. At least in part, Donovan suggested, these deficiencies were a consequence of management’s failure to give personnel management sufficiently high priority. During 1960s and 1970s employment started to develop considerably. At the same time personnel techniques developed started using theories from the social sciences about recruitment and selection, motivation and organisational behaviour etc. Selection testing became extra broadly used, and management of training long-drawn-out. During the 1970s, speciality fields started to develop, with reward and benefits. Around the mid-80s, the term ‘human resource management’ arrived from the USA. The term ‘human resources’ was an interesting one: it seemed to propose that employees were an asset or resource-like machinery, but at the same time HR also lead to highlight employee commitment and motivation. Today’s HR profession encompasses a number of specialist disciplines, including diversity, reward (including compensation, benefits, pensions), resourcing, employee relations, organisation development and design, and learning and development. Most recently, in developing the new CIPD HR Profession Map, the CIPD has defined ten ‘professional areas’ covered by the HR profession. Human Resource Management The Human Resources Management (HRM) now a day’s functions include a variety of manners, and key between them is deciding what staffing needs you have whether to use independent contractor or hire employees to fill those needs, recruiting and training best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various set of laws. Activities also include managing your move towards to employee benefits and compensation, employee records and personnel policies. The organisation should always ensure that employees have and are aware of personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have Human resources management comprises several processes like – Recruitment Orientation and Induction Training and development Performance appraisal Retention Recruitment: Recruitment refers to the method of screening and selecting people for a job or post within an organization. Staffing is the process of attracting qualified individuals for a specific job. The assignment of recruiting new staff is a vital but time-consuming process, so companies often prefer to hire an expert agency to source suitable candidates. The objective of a recruitment consultant is to build relationships with clients, source job vacancies, and find suitable candidates for each role. Now there are various types of methods where a company can recuruit employees Traditional recruitment agency Online recruitment websites Head-hunters In-house recruitment Traditional recruitment agency Recruitment agencies in the past have a physical location. A candidate visits a local branch for a short interview and an appraisal before being taken onto the agency’s books. Recruitment Consultants then try to match their pool of candidate to their clients open positions. fitting candidates are with potential employers. Online recruitment websites Online recruitment websites have two main features: job boards and a rà ©sumà ©/Curriculum Vitae (CV) database. Job boards allow member companies to place job vacancies. on the other hand, candidates can upload a rà ©sumà © to be included in searches by member companies. Fees are charged for job postings and access to search resumes. In recent times the recruitment website has evolved to encompass end to end recruitment. Key players in this sector provide e-recruitment software and services to organisations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business feat. Head-hunters Head-hunters are third-party recruiters often taken when usual recruitment efforts have failed. Head-hunters are usually more belligerent than in-house recruiters. They may use higher sales techniques, such as firstly posing as clients to gather employee contacts, as well as visiting applicant offices. They may also purchase expensive lists of names and job titles, but more a lot will generate their own lists. They may arrange a candidate for the interview, help negotiate the salary, and conduct conclusion to the search. In-house recruitment Larger employers tend to take their own internal recruitment, using their Human Resources department. In addition to coordinate with the agencies stated above, in-house recruiters may advertise job opportunity on their own websites, coordinate employee referral schemes, and/or focus on campus graduate recruitment.). Otherwise a large employer may choose to outsource all or some of their recruitment process. Orientation and Induction New employee orientation is the process you use for salutation a new employee into your organization. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information about security, the work environment, the new job account, benefits and eligibility, company culture, company history, the organization chart and anything else relevant to working in the new company. Traning and Development In the field of  human resource management,  training and development  is the field anxiety with organizational action aimed at bettering the performance of individuals and groups in  organizational settings. It has been known by several names, including  employee development,  human resource development, and  learning and development. In simple terms, training and development refers to the instruct of unambiguous skills, capacity and information to an employee. A formal definition of training development is†¦ it is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through  knowledge, usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training development is determined by the employee’s performance shortage. References: (function() { var scribd = document.createElement("script"); scribd.type = "text/javascript"; scribd.async = true; scribd.src = "scribd.com/javascripts/embed_code/inject.js"; var s = document.getElementsByTagName("script")[0]; s.parentNode.insertBefore(scribd, s); })(); cipd.co.uk/hr-resources/factsheets/history-hr-cipd.aspx#link_0 http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585

5 Practical Space-Saving Resume Tips from The Essay Expert

5 Practical Space-Saving Resume Tips from The Essay Expert Conventional resume wisdom says to keep it to one or two pages, depending on the extent of your experience. Are you having trouble meeting these page requirements? If you have a few lines that you just cant fit onto that page, the following resume tips may help. Tip #1: Adjust Your Margins Are your margins set at 1 or 1.25? Try 0.5 top margin (above your header); 0.6 bottom margin; and 0.8 left and right margins. Tip #2: Reduce Your Font Size Try reducing your font size, even by 0.5pt. Acceptable font size depends on the font you are using. I recommend actually printing the resume to see how it looks on paper. Radical? Maybe. But worth it. Looking at a hard copy will ensure that you do NOT reduce the font size so much that it leaves your readers squinting! Tip #3: Streamline Your Header Your header does not have to take up 4 lines. Many resumes have a header that looks like this (and takes up way more space than necessary): Alternatively, consider something like: See how you have magically saved three lines that can be used for substantive information? Tip #4: Shrink the Space Between Your Sections You dont need to put an entire space between experience blurbs or sections of your resume. Instead, if you currently have full spaces between entries, try this: Delete the space that is currently there. Put your cursor at the beginning of the line. Go to the Paragraph menu. Insert a 6pt space before or after the line, as appropriate. If you insert a 6pt space before or after a line, it will almost always be a smaller space than the one you create by putting in a full line of space. How many extra lines can you squeeze from your resume with this trick? Tip #5: Use One Line for Your Employment Info Do you have your dates of employment running down the left-hand column of your resume? This format may be using up prime resume real estate! If your resume uses this format and you are having space issues, try this: Put the name of your employer all the way to the left margin of your resume. Put the location right after the name of the employer (preceded by a comma). Put your dates of employment all the way to the right by inserting a Right Tab at your location of choice (probably at 6.8 or so). To insert a Right Tab: Either double click on the ruler at the spot you want to insert the tab, or go to the Paragraph menu. Click on Tabs Insert the position in inches where you wish to insert the Right Tab Under â€Å"Alignment, click â€Å"Right. Hit OK or Apply If your text jumps off the page as a result of this maneuver, have no fear! It has not disappeared, it has just moved beyond your viewing area. Place your cursor where you know the text should be and start hitting the delete button. Eventually the text will come back onto the page and be nicely aligned at the right tab you created. If you are still having trouble fitting your resume onto the page, you may need more extensive organizational assistance to condense and prioritize your blurbs and bullets. There are many ways to pare down your language and still get your experience and skill across. Did these resume tips help you cut your resume down to size? Do you have any other space saving tips to share? For more resume tips, check out Brendas DIY resume writing books or   The Essay Experts resume writing services.

Inventory, Management, and Scheduling Essay Example | Topics and Well Written Essays - 500 words

Inventory, Management, and Scheduling - Essay Example In this system, rather than placing the inventory in the centralized warehouses, it is placed in small stockpiles conventionally referred to as kanban at strategic points along the assemble line. â€Å"Both [lean manufacturing and the Total Quality Management (TQM)] strategies empower workers on the assembly line, in the belief that those closest to production have the greatest knowledge of how the production system should work† (Blacharski, 2011). Example of the lean manufacturing system can be of a car manufacturing company that takes the order for making a certain type and number of tyres for a day, and the producers are required to deliver them within a limited time to a certain loading bay. Companies benefit from the lean manufacturing because the use of kanban serves to cause a considerable reduction in the amount of waste along with bringing a manifold improvement in the overall productivity of the work. Lean manufacturing also ensures that the work is accomplished in accordance with the consumers’ expectations about the quality of the product. In order to achieve this, each part is analyzed for defects immediately after its creation. In case a defect is noticed, functioning of the production line comes to a halt in order to allow the analysts to determine the problem in its very initial stages. Requirements for balancing JIT and lean systems include commitment of all departments of aligning with a unified goal that is acknowledged and approved by the top management so that planning can be done and resources can be arranged in time accordingly. Initial stages of implementation of lean system require a lot of financial commitment. In order to achieve the required level of efficiency in the system, it is imperative that employees are adequately empowered. Production decisions should be allowed to be made at the lowest level in the hierarchy of the organization structure. Employees that are the most affected if a company decides to switch to a

Issues in crime Essay Example | Topics and Well Written Essays - 1500 words

Issues in crime - Essay Example Punishments have to be understood in the proper context to state the least. Punishment in modern societies is being seen with a skeptical eye because it creates a sense of empathy and sympathy for the people yet is often viewed as a corrective exercise all the same. This paper shall outline and evaluate the key justifications for the use of punishment in modern societies. The reason why punishment comes into the equation is because the basis of justice is being imparted in a manner that it should be in the first place. It is right to suggest that justice within a society is not all about being fair but about holding a great deal of importance on being just and timely, which unfortunately does not manifest truly in the time and age of today. It is a true saying that justice delayed is justice denied; for this reason justice takes both these things when it is defined in the truest sense of the word. Punishment needs to be understood within the dictums of justice because it is radically associated with the mighty men – the rulers and the ones who govern a particular area or a regiment of soldiers (Marsh, 1984). The concepts of civil rights and of civil law are both functions of the concept of civil society whereby it is that bubble of private action free of government control. It is not free of government action, because government action secures the nature of civil society by the protection of persons against criminal wrongs. The essence of civil society is thus that people are left by government to regulate their own pursuits of industry and improvement, while the government protects the citizens from criminal wrongs of violence, theft, fraud as well as many others. Punishment makes sure the civil society remains in order, and is not given the room to exploit the people in a negative way (Tonry, 2000). To quote as an example of punishment, one could understand the same in this notion. A commoner in today’s society is enticed every now and then to n ewer and fancier products and indeed adopt a similar way of life. For this, he wishes to have more money and if he works, he expects his employers to pay him more than his actual wage. White-collar crime is one form of crime that is on the escalation everywhere in the Western world. It ranges from breach of trust in highly technologically skilled societies to fraudulent charges and computer pilfering. It has been estimated to continue for an indefinite period of time in the future generations (Staddon, 1995). This sort of crime is difficult to define and hence few countries have been able to ascertain its origin, its perspectives and its rationale. This one is literally very hard to describe and examine and equally harder to enforce and arbitrate. The irony with white-collar felonies is that government and the people in particular do not pay heed to its curtailment and if something for the better is not done in this era, then it will surely become a super menace in tomorrow’s age. Within the modern societies, these punishments keep away the offenders and make them feel guilty because this is what is needed in the long run. The crime rate goes down and the people feel contented about the different punishments because these are correcting them more than anything else. However, if these punishments are geared to bring down their personalities, then the end result would be that they become hard core criminals and take law into their own hands, once they are set free from