Marilyn Monroe Impact on Popular Culture - 1652 Words

â€Å"Marilyn Monroe† (1926 - 1962) Popular Culture Legend Before Hollywood loved her†¦ Probably the most celebrated of all actresses, Marilyn Monroe was born Norma Jean Baker on June 1, 1926, in Los Angeles General Hospital, to Gladys Baker. Gladys had been a film cutter at RKO studios, but psychological problems prevented her from keeping the job and she was eventually committed to a mental institution, because of that Norma Jean spent time in foster homes until she was 16 years of age. As an unlucky soul, Marilyn focused on her dreams of becoming a movie star. Being born and raised to a custom of fame and fortune in†¦show more content†¦Her quality as a movie star was indicated by the box-office success of her films, by the groundbreaking contract she arranged with her studio, and by the amount of publicity she established in the press. After Hollywood loved her†¦ In her last and magnificent years Monroe’s life was evident of sickness and personal problems. She had abused a cocktail of prescription drugs that lasted over ten years which now had become a part of her life. She had attempted suicide numerous of times and had been committed in the past to a psychiatric wards. Still after that her essence that was Marilyn remained untarnished. In a terrible turn of circumstances on the early morning of August 5, 1962, 36-year-old Marilyn died in her sleep at her Brentwood, California home with the phone attached to her hand. Rumors speculate of an overdose or intentionally killing herself. There was also speculation and gossip of having an affair with John F Kennedy and that she was about to go public with what she knew about JFK and Bobbi Kennedy. Also that she was murdered by government agents to safeguard the president. Another conspiracy incident was that Marilyn was killed by the mafia as punishment to the Kennedys for their attacks on them, and to expose Kennedys many love affairs. Now with all the aspects of her death, Marilyn had plans to work on new movies and a possibleShow MoreRelatedEssay about Pop Art’s Response to Mass Consumerism1133 Words   |  5 PagesIntroduction to Pop Art The Pop Art movement â€Å"uses elements of popular culture, such as magazines, movies, †¦ and even [brand name] bottles and cans† to convey a message about the artist’s views on society. Using bold coloured paintings, soft sculptures, and printmaking, artists would create facsimiles, similar reproductions of popular merchandise and collages. The purpose was to emphasize the banality of any given mass culture. This was a response the post-war conservative society which focusedRead MoreAndrew Warhola was born in 1928, in Pittsburg, Pennsylvania. He majored in pictorial design at the1100 Words   |  5 Pagescommercial advertisement, and celebrity culture in the 1960s and beyond. His views on American culture ad unique artistic expressions of the style of art had a great impact on American society by brining society’s obsession with mass culture and expanding mass media in America. Andy Warhol, the founding father of the pop arts’, created a movement that began in the late 50’s, Andy Warhol’s idea of art brought forward the obsession society had with mass culture and allowed it to become the main subjectRead MoreAttention Getter : The American Culture1387 Words   |  6 PagesAttention Getter: The American culture is so engulfed into consumerism that we take every day items and objects for granted we don t necessarily realize the impact and importance to have on our life and how we live vicariously through them. Today I m going to talk about one man that took these concepts into his artistic ability and thereby created a whole new culture in what we see is art today. This man who is considered one of the fathers of pop art goes by the name of Andy Warhol. or When weRead MoreAndy Warhol: Influence on the Twentieth Century Pop Art Movement1065 Words   |  5 Pagesbuilt on them. He put a culture on canvas and revolutionized pop art for a life time. The nineteen sixties, seventies, and eighties were periods of self righteousness and discovery. With many new styles and beliefs arising during those eras, Warhol’s imagination would begin to produce ideas that were unheard of but revolutionary at the same time. American values were altered and so Warhol saw a chance to highlight how easily people are influenced by the media and pop culture. He used many aspectsRead MoreAndy Warhol Essay1048 Words   |  5 Pagesbuilt on them. He put a culture on canvas and revolutionized pop art for a life time. The nineteen sixties, seventies, and eighties were periods of self righteousness and discovery. With many new styles and beliefs arising during those eras, Warhol’s imagination would begin to produce ideas that were unheard of but revolutionary at the same time. American values were altered and so Warhol saw a chance to highlight how easily people are influenced by the media and pop culture. He used many aspectsRead More Pop Art Essay examples1436 Words   |  6 PagesLow Culture difficult with the avant-garde approach taken by Pop Artists like Claes Oldenburg, Andy Warhol and Roy Lichtenstein. This essay will explore the origins of Pop Art and its clashes with High Art and its stereotypes. Looking at the pioneers of Pop Art, Andy Warhol with his works â€Å"Campbell’s Soup Cans† and â€Å"Untitled from Marilyn Monroe (Marilyn)† and Claes Oldenburg with his exaggerated fabrications of everyday objects. This will highlight how the clash of High Art an d Low Culture changedRead MoreAnalysis Of Frankenstein By Mary Shelley1590 Words   |  7 PagesMarilyn Monroe, born Norma Jeane Mortensen, is one of Hollywood’s most famed actresses and sex symbols (Biography.com Editors). Typically cast in the â€Å"dumb-blonde† roles, Monroe appeared â€Å"sensual and at ease† in front of cameras (Henrikson). With an idiosyncratic sense of humor and sly wit, Monroe’s true personality was not reflected in the stereotypical characters she portrayed (Biography.com Editors). Despite her fame and popularity, Monroe faced numerous struggles throughout her life untilRead MoreMarilyn Monroe And Frankenstein Essay1589 Words   |  7 PagesMarilyn Monroe is one of Hollywood’s most famed actresses and sex symbols. Typically cast in the â€Å"dumb-blonde† roles, Monroe’s true personality and intelligence was not reflected in the stereotypical characters she portrayed. Despite her fame and popularity, Monr oe faced numerous struggles throughout her life until her death, an apparent suicide by drug overdose, in 1962. In this sense, she was actually quite similar to Frankenstein’s monster from the novel, Frankenstein, by Mary Shelley. The monsterRead MoreFashion in the 1950s1437 Words   |  6 PagesEuropean societies had started to embrace the mass consumption culture hence leaded a new trend for accessing consumer goods which one of them is the television. Nearly every family owned a television at their place and the American culture soon became dominant in the Europe due to the influence from Hollywood and rock’n’roll music. Accompanied with all these different medias such as music, films and magazine, it had shaped the strong youth culture in the fifties and had hugely impacted the fashion worldRead MoreAmerican Pop Art Essay2717 Words   |  11 Pagesdrawn from mass culture such as advertising and comic books, pop art is widely interpreted as a reaction to th e ideas of abstract expressionism which preceded Pop in the late 1940s and early 1950s. The decade of the 1960s was perhaps one of the most provocative, in terms of culture, politics and philosophy, of the 20th century. The amazing growth that transpired in America from the end of World War II through the cold war period of the 1950s resulted in a newly formed consumer culture. In the first

Team Goals Free Essays

Team goals are the specific and measurable performance outcomes to be accomplished. A team is a group of individuals working to achieve a common goal. Thus, team goals dictate the performance, effectiveness and success of the team. We will write a custom essay sample on Team Goals or any similar topic only for you Order Now Goals should therefore be clear and all members should have a common shared vision of the goals. When team members understand the goals, team roles are also clarified so each member can focus on their task. Consequently members are provided with a sense of identity. Team goals therefore serve to motivate the team when members effectively perform their roles. Goals also must be measurable because without measurable goals, teams may lose direction and will not be able to gauge performance or determine their progress. Additionally, when team goals and individual goals are more congruent high performance is more likely to occur. Team Norms Norms are defined as â€Å"mutually agreed upon standards of behaviour† and should therefore be discussed at the early stages of team development. Norms are developed through various ways, they can be written or unwritten and can change or be redefined throughout the existence of the team. Team norms define the boundaries of acceptable behaviour; therefore, norms would enable members to identify any behaviour that is dysfunctional and reduce negative conflict. Thus, norms can allow the team to be functional. To conclude team norms are important because through regulating the members’ behaviour, they help to control and measure the performance of the team and through this, team performance and team success have a positive correlation with team norms. Self Directed Work Teams Self directed work teams are formal groups that complete an entire piece of work requiring several interdependent tasks and have substantial autonomy over the execution of these tasks. That is, members are empowered to make decisions needed to manage themselves on a daily basis. Members within these type of teams therefore rely on multiskilling. Cross Functional Work Team A Cross-functional team is a group of people with different functional expertise working toward a common goal. How to cite Team Goals, Papers

International Resource Management for Performance -myassignmenthelp

Question: Discuss about theInternational Resource Management for Performance Management. Answer: The essay presents a brief overview of the international human resource management in the association. It tells that how sustainable human resource management influence the trade and business of the company. It explains key roles and functions of the human resource within the organization. The sustainable and effective IHRM is important to expand the trade and business worldwide. It describes the roles and responsibilities of the HR head to run the business effectively at global level. International human resource management is the primary function of every association. The international HRM includes the various activities such as motivation, recruitment, employment, staffing, selection, performance management, compensation, incentives and performance appraisal. The human resource management is the backbone of the company. The association cannot run the business effectively and efficiently without sustainable IHRM. This management works for the employees safety and it provides job satisfaction to the employees. The HRM makes various kinds of rules, policies, strategies and regulations to conduct the trade successfully (Al Ariss, Cascio Paauwe, 2014). The HRM deals with planning, organizing, motivating, directing and controlling the personnel activities and functions of the business. The scope of the human resource management is much wider. HRM provides support and guidance to the line management. They search and attract high caliber and potential employees to gain the competitive advantages in the market (Barney, Ketchen Jr Wright, 2011). HRM addresses various issues and key challenges of the organization. IHRM ensures that whether business activities and operations are conducting inefficient manner or not, it also ensures that whether the company is following the ethical and legal standard or not. IHRM also includes worldwide recruitment and selection strategy and performance management. The human resource activities are conducted by the IRHM at global level. The international HRM directs and operates three categories of the employees which have been discussed below (Armstrong Taylor, 2014). Home country employees: The home region employees are the employees who are from the same country where the company headquarter is situated. Host country employees: The host country employees are the people who are the resident of a nation in which the company branch and plant is located (Budhwar Debrah, 2013). Third country national employees: The third country national employees are not the resident of the home country as well as host country but they work in the subsidiary company. Now a days many MNCs wants to expand its business globally to gain the revenue and profit across the world. Thus, many issues and challenges are faced by the companies while conducting business at international level. They need to follow various rules, policies, strategies and regulation at global level. Thus, MNCs maintain effective and sustainable human resource department in the company to run the business activities and operations successfully. Mainly, the success and growth of the trade depends on the effective IHRM. The employees come from different background and traditions in global business thus they are not able to understand the culture of the other country. In this way, various challenges and difficulties are faced by the employees. They key functions of International human resource management are discussed below (Buller McEvoy, 2012). Staffing and recruitment: It is the core function of human resource managers and it affects the business activities globally. The staffing and recruitment includes various activities of the employment. It includes job analysis, job design, compensation and reward scheme, recruitment and selection. The IHRM analyzes and indentifies the business activities and operations of every country to understand the culture of the country. HR manager is responsible for the induction and coaching of the workers who come from different country and location across the world. The international HR manager is responsible to attract more candidates to run the business at international level. HR manager is responsible to hire qualified, skilled and competent employees in the firm to do business actions successfully (Caldwell, Truong, Linh, Tuan, 2011). Compensation and salary packages: It is the main and core function of IHRM. Rewards and compensation must be provided by the HR manager. HRM evaluates and indentifies potential and competent employees to carry the business effectively and efficiently. The IHRM also provides incentives, bonus, and compensation to the employees. The sustainable HRM should provide flexible working hours to the employees to do global business effectively and efficiently. Remuneration and compensation scheme is the other functional approach of the International human resource management (Fairlie, 2011). Administrative function: HR manager should understand that how to achieve the goals and objectives of the firm. They do administrative task also to gain the long term success and growth in the market. They evaluate and analyze the activities of the different department to carry the business effectively at international level (Huselid Becker, 2011). Professional development: It is the core function of the IHRM which related to induction and coaching. It provides induction, training and development coaching to the employees to improve the skills and efficiency of the expatriates. It provides excellent and unique strategies growth opportunities to the workers. It also encourages employees to do work successfully and efficiently with maintain sustainability at the workplace. The aim of the training and development is to provide sufficient training to the employees in a company to fulfill the global goals and objectives (Inyang, Awa Enuoh, 2011). Performance evaluation: The international HR manager evaluates and analyzes the performance of the employees to perform the task at international level. They collect feedback from supervisor to evaluate the performance and productivity of the workers. It is the important function of the IHRM. Through performance evaluation, HR manager can identify the potential employees within the organization. They must provide some extra benefits to potential and competent employees. Generally, performance evaluation is conducted by the administration manager to carry the business successfully. HR manager should evaluate the employees from different countries. The performance assessment depends on the strategy of the international human resource management (Edwards Kuruvilla, 2005). Labor relations: HR manager should maintain good labor relations with employees to run the business activities effectively. They are responsible to maintain good communication and collaboration with employees to build employee engagement across the world. It will also help to provide job satisfaction to the employees (Chung, Sparrow Bozkurt, 2014). Legal compliance: It is the foremost function of the IHRM to derives the business smoothly. HR managers check and evaluate whether the company follow proper law and regulation or not, whether other labor laws and rules are fulfilling the requirements or not. The various laws involve health benefits, rewards and compensation schemes, minimum wage law and other rules and regulation related with employment. The company should follow all these rules and regulations to expand its business successfully in different countries (Tarique Schuler, 2010). Now it is assumed that IHRM is the core and primary function of the company. It also monitors core values and core competencies of the home country as well as host country. They analyze the culture and custom of the host country to identify the risk and challenges of the country. They use the effective strategies and policies to flourish its business globally. In this way, the company can beat its competitors across the world. The key components of HR strategy play a significant role in every organization. The key components of HR strategy which have been discussed below (Delbridge, Hauptmeier Sengupta, 2011). Assessment of organization and employees performance: It is the major strategy of human resource management. The HR manager is responsible to evaluate the performance and efficiency of the expatriates to increase the revenue and sales of the company. Build and develop HR strategy and policies: IHRM work like as a consultant to develop unique strategies, plans, and policies of the workers. The plans and policies are essential to gain the long term growth and success across the world (Farndale, Scullion Sparrow, 2010). Effective and unique organizational formation and design: It is the important element of HR strategy to overcome on the competitors in the market. It provides long term benefits to the employees as well as organization. Reward and remuneration strategy: It is the important strategy of IHRM to conduct its business globally. The human resource management is responsible to provide rewards and remuneration to the employees. It will increase the confidence of the employees (Thompson, 2011). Maintain a good organizational culture: It is the major key element of the HR strategy to attract more candidates across the world. IHRM tries to maintain effective and unique culture at the workplace to gain the long term advantages in the host country (Vaiman, Scullion Collings, 2012). Employee engagement: This is the important strategy of international human resource management to expand and flourish its business in the host country. The HR manger should focus on the employee engagement and commitment to fulfill the needs and requirement of the company (Sparrow, 2012). The roles and responsibilities of HR executive as global aspects have been described below. HR manager is responsible for recruitment and selection of the employees. They make effective strategies and approaches to attract more candidates in the market. IHRM is accountable to conduct training, induction and development coaching to the employees. They evaluate and monitor the performance of the employees. They are answerable to provide good working environment and atmosphere to the employees at international level (Werner DeSimone, 2011). They are responsible to maintain reciprocal relationship with employees across the world. They should resolve the conflicts and problems of the employees. In this way, they can give contribution in employee engagement. They are responsible to collect feedback from supervisors to check and evaluate the performance of the employees. They should build and develop trust, faith and belief among the employees to encourage them to do work effectively and efficiently. They are responsible to motivate the employees to run the business at international level. In this way, entire business activities and operation are carried by the IHRM. The company cannot run its business in host country without effective international human resource management (Wright McMahan, 2011). The report is based on the sustainable human resource management. After the various studied it has been evaluated that none of the organization can flourish its business without effective international human resource management. Further, if the company wants to expand its business globally then it should focus on the innovative policies, techniques and strategies to increase the revenue and profit of the company. Now it is assumed that international HRM plays a vital role in very organization to conduct its business at international level. References Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business,49(2), 173-179. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Barney, J. B., Ketchen Jr, D. J., Wright, M. (2011). The future of resource-based theory: revitalization or decline?.Journal of management,37(5), 1299-1315. Boxall, P., Purcell, J. (2011).Strategy and human resource management. Palgrave Macmillan. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Caldwell, C., Truong, D. X., Linh, P. T., Tuan, A. (2011). Strategic human resource management as ethical stewardship.Journal of business ethics,98(1), 171-182. Fairlie, P. (2011). Meaningful work, employee engagement, and other key employee outcomes: Implications for human resource development.Advances in Developing Human Resources,13(4), 508-525. Huselid, M. A., Becker, B. E. (2011). Bridging micro and macro domains: Workforce differentiation and strategic human resource management. Inyang, B. J., Awa, H. O., Enuoh, R. O. (2011). CSR-HRM nexus: Defining the role engagement of the human resources professionals.International Journal of Business and Social Science,2(5), 118-126. Thompson, P. (2011). The trouble with HRM.Human Resource Management Journal,21(4), 355-367. Werner, J. M., DeSimone, R. L. (2011).Human resource development. Cengage Learning. Wright, P. M., McMahan, G. C. (2011). Exploring human capital: putting humanback into strategic human resource management.Human Resource Management Journal,21(2), 93-104 Edwards, T., Kuruvilla, S. (2005). International HRM: national business systems, organizational politics and the international division of labour in MNCs.The International Journal of Human Resource Management,16(1), 1-21. Delbridge, R., Hauptmeier, M., Sengupta, S. (2011). Beyond the enterprise: Broadening the horizons of International HRM.Human Relations,64(4), 483-505. Tarique, I., Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research.Journal of world business,45(2), 122-133. Chung, C., Sparrow, P., Bozkurt, . (2014). South Korean MNEs international HRM approach: Hybridization of global standards and local practices.Journal of World Business,49(4), 549-559. Farndale, E., Scullion, H., Sparrow, P. (2010). The role of the corporate HR function in global talent management.Journal of world business,45(2), 161-168. Sparrow, P. (2012). Globalising the international mobility function: The role of emerging markets, flexibility and strategic delivery models.The International Journal of Human Resource Management,23(12), 2404-2427. Vaiman, V., Scullion, H., Collings, D. (2012). Talent management decision making.Management Decision,50(5), 925-941.