Music in Education Essay Example for Free

Music in Education Essay Music can affect the body in many health-promoting ways, which is the basis for a growing field known as music therapy. However, you can use music in your daily life and achieve many stress relief benefits on your own. One of the great benefits of music as a stress reliever is that it can be used while you conduct your regular activities so that it really doesn’t take time away from your busy schedule. Music provides a wonderful backdrop for your life so that you can find increased enjoyment from what you’re doing and also reduce stress from your day. Music still tells a story, we know just have many genres to satisfy the cultural and social tastes of our modern society. Hip Hop is a genre of music that has significantly grown the last couple of decades. Its increased popularity has brought it to the forefront of globalization. Technological advances have made it easy for Hip Hop to spread out globally. This occurrence of globalization is a key example that as our cultural borders are broken down by technology, our own cultural and social practices become fluid. Although there are many positive and negative comments about the globalization of Hip Hop, it is a reflection of the growing phenomenon occurring all over the world. Hip hop originated in the South Bronx of New York City in the 1970s. The term rap is often used synonymously with hip hop, but hip hop can also be described as an entire subculture (â€Å"Hip Hop†, 2004). The term Hip Hop is said to have come from a joke between Keith Cowboy, rapper with Grandmaster Flash and the Furious Five, and their friends (â€Å"Hip Hop†, 2004). Although Hip Hop was created on American soil, its influences are global. It can be said that Hip Hop might be a result of ethnic globalization. Hip Hop has roots in African, Caribbean, and Latino culture (â€Å"Hip Hop Globalization and Youth Culture†, 2005). Spoken word, which is still popular today is also an influence in Hip Hop music and culture. Spoken word is a style of poetry spoken in a rhythmic fashion. Hip Hop ranges from rap music, to B-boy dance. It was a platform to empower ethnic youth without violence. Hip Hop in the beginning was essentially still an underground subculture. It was popular with many ethnic communities but it was not popular in the mainstream music industry. This all changed with the band Blondie and their song â€Å"Rapture†. â€Å"Rapture† is one of the first rap songs to reach the top of the charts in mainstream pop music. Although Blondie is a punk/rock band, they were the proper catalyst to give Hip Hop the mainstream attention it deserved. Hip Hop has changed since its birth in the 1970s. Hip Hop is now apart of the mainstream music scene. It is not uncommon to see artist from different genres collaborating with Hip Hop artists. It is also not uncommon to see Hip Hop music and culture in movies, television shows, and commercials. In the past you would only see people from ethnic communities wearing Hip Hop clothing, now all races including Asian, Caucasian, etc have accepted the Hip Hop style. The subject matter has also changed. In the past Hip Hop lyrics focused on political and societal frustrations, now Hip Hop lyrics steer more toward provocative content. Hip Hop subject matter consists mostly of the aspirations of wealth, sex, drug use, and criminal activity. During the beginning years the age of the Hip Hop listener was wide spread. It ranged from teens to even adults in their 50s. Although Hip Hop still has an adult audience, it is now more geared toward younger audiences. Younger listeners are more likely to purchase Hip Hop music and paraphernalia, than the older audience. Music has always been a great healer. In the Bible, we learn about how David played the harp to help ease his severe depression of King Saul. Music is a significant mood-changer and reliever of stress, working on many levels at once. Many experts suggest that it is the rhythm of the music or the beat that has the calming effect on us although we may not be very conscious about it. They point out that when we were a baby in our mothers womb, we probably were influenced by the heartbeat of our mother. We respond to the soothing music at later stages in life, perhaps associating it with the safe, relaxing, protective environment provided by our mother. They say that math is the universal language, and while that may be true, music has traits to it that even the casual listener should but may not always recognize as universal, literally and figuratively. Moreover, music is beneficial to the musicians and the listeners health and well-being. Music is everywhere, and it can be made and enjoyed by anyone, any animal, and any living thing, in its own way. The universe itself has a sense of rhythm, melody and music. Everyday speech has a lilt that can be called some kind of music. In nature, without the white noise of civilization in the background, the sounds of the trees, the water, and the air can all be called music. And animals, birds in particular, have their own sense of melody in the sounds that they make and use to communicate with each other. Music comes in so many various forms that it reflects, in a way, the diversity of the languages spoken and written on the planet. Whether it be classical music, pop, gospel music, country music or whatever pleases the ear, there will always be a kind of music for everyone, and it can come in any language. They say that learning and listening to music makes one smarter. As studies show, music makes the musician use his mind in a way that develops and maintains good mental health. Music is an art and a science; anyone who learns any bit of musical theory will know that music has a particular structure, while still allowing for creative freedom. Reading music and playing an instrument causes the musician to use both sides of his brain at once – the mathematical side, and the artistic side. Learning to understand a staff of music and the symbols written on it is akin to learning a scientific or mathematical formula. Applying the formula to the instrument at hand takes plenty of practise to do well, but once it is learned, it does not easily fade away. Developing and maintaining musicality, on the other hand, is partly talent and partly practise, much like other art forms like drawing, dancing and singing. Music is a great well for emotions. The same art form that puts babies to sleep can release anger and sadness, encourage joy, and sooth stress. To the Romantics, music was the purest of art forms because it connects directly with emotions (The New Penguin Book of Romantic Poetry, 47), during a time period that produced composers that are still well known today. David wrote many psalms while he watched sheep. And even though he was not always a favourite of King Saul, David’s playing would comfort the king (1 Samuel 16). Music brings people together. It is understood that before modern technology, live music was a natural form of entertainment, and people were considered accomplished when they learned to play instruments. Music can create a good atmosphere and encourage a good mood that relaxes people whether they are actively listening to it or not. That is part of the reason why it is ideal for parties, weddings, funerals, and other such gatherings. Music is universal. It is calming, gentling, entertaining, inspiring and healthy. It helps maintain good mental health and a balanced emotional state. It is a gift from God that anyone can learn, appreciate and enjoy. Hip Hop proves to be the voice of the people that may not be able to speak for themselves in conventional ways. Globalization has allowed many people who would not have the means to speak up, to be able to take center stage. Many believe that globalization will be the end of individuality and creativity.

I Will Always Love and Cherish You :: Love Letters Dating Email Relationships

Dear Hilary, Seven years have passed since our first encounter and in those past seven years, we have made many memories and parted ways several times. Whenever we parted ways, we were led back to each other as if there was a spark between us. Ever since you entered my life I felt as if God somehow sent one of his angels down to me. Over the last few months, I feel like my heart has grown stronger because of the love I have for you. This love gets stronger and stronger each and every day. I long for your soft, warm, and loving touch not only at sunrise but at sunset and at night as well. I think and dream about you 24 hours a day, 7 days a week. Hearing your voice at night always soothes me after a long day. With a woman like you, I look forward to nightfall and wish that night would come sooner so we could be together in dreamland. In November, I will show you my true self and show you all that is in my heart, that I can only vaguely describe to you. You captured my heart fully this year and I'm glad it was you that did it. This is just the beginning of our lifelong journey together. My first path is southwest to be with you. The words of this letter cannot fully describe how I feel about you but they are the words and the small voice of my heart. You are a one of a kind woman and I want you to know that. I cannot wait to finally have you in my arms again and declare you safe from world's harm. I cannot wait to feel your soft lips against mine. I cannot wait to feel your heartbeat. I cannot wait to look into your bright, beautiful green eyes and tell you I love you. I cannot wait to run my fingers through your long, flowing blonde hair to ease your worries. Lastly, I cannot wait to wake up in the morning with you lying next to me.

Leading & Managing People †Expatriate Essay

Multinational firms throughout the world are increasingly concerned about hiring, developing and retaining managers with international experience and global perspectives† quoted by Briscoe and Schuler in 2004. This report will be focusing on variety of issues relating to Human Resource implications which faced by the expatriate working in MNC located in Malaysia as well as Malaysian working in overseas. The extraction will be from the most recent newspaper, journal and articles relating to the following topics in human resource management. 1) Expatriate Failure and the Selection policy 2) Training and development for cross-cultural 3) Performance appraisal for expatriate The expatriation was subjugated by professionals sent by their employers to foreign subsidiaries or headquarters. 3. 0 KEY ISSUES AND ANALYSIS 3. 1 Expatriate Failure and the Selection policy Expatriate facade many new challenges both in the workplace and the community. For instance, culture shock differences in work-related norms, isolation, homesick, housing, schooling, language, customs, cost of living and coping with his/her spouse’s problems of adapting to new environment. According to Stone(2008), research indicates that a manager’s inability to adapt or their partner’s inability to adapt is the major cause of expatriate failure. Harvey(1983) cited the consequence include premature return from a foreign posting and high resignation rates, with expatriates leaving their company at about twice the rate of domestic managements. Tung (1987) expounded the three main reasons contributing to the failure of expatriates in US MNC is as follows:- * the inability of the manager’s spouse to adjust to a different physical or cultural environment; * the manager’s inability to adapt to a different physical or cultural environment; * other family-related problems. One study by International Orientation Resources, an HRM consulting firm, found that 60 percent of expatriate failures occur due to these three reasons too(Solomon,1994). Besides the above mentioned reasons, include inappropriate selection practices, inadequate preparation and training as well as the stresses associated with expatriation which identified by New Zealand research (Enderwick and Hodgson, 1993). Another critical reason is the cross-cultural communications can be a struggle for the international manager. Gestures, facial expressions, behaviour and words can have different meanings and connotations. China, Korea and Japanese have high-context cultures where considerable importance is given to non-verbal and situational cues. In contrast, Australia, Canada, the US and Britain have low-context cultures where what is said is what it meant(Stone,2008). In contrast, some Malaysians who work aboard feel that the grass is greener on the other side. In Appendix A, this article highlighted the reasons why some Malaysian prefer to remain overseas. Due to higher paid, to widen their horizons, the prestige of working in a foreign company and the quality of life is unbeatable. The expatriate is unable to adapt in the foreign environment due to lack of cultural skills. According to HRM consulting firm, this is because the expatriate selection process at many organisations is essentially flawed (Solomon, 2000). Expatriates failed because these three focal reasons which mentioned by Tung that have not been part of the selection process. The underlying message was that the family is the basic unit of expatriation, not the individual. The MNC needs to look into this matter seriously in order to reduce expatriate failure. 3. 2 Training and development for cross-cultural Many companies including MNC have been ignored on providing training for employees whether local or global organisations. MNC recruits expatriate based on technical competence and past job performance as the key selection criteria and assumed the expatriate is able to adapt in the country where he was posted. MNC should not take them for granted. They should be pre-prepared by providing orientation, training on the cultural, language and living skill in the host country. Shown in Appendix D, expatriate reports interviewed an expatriate working in Nanchang, China on how significant was the culture shock he experienced when he moved abroad? He replied that quite significant and hard to adapt to the Chinese food and people spitting on the streets. Certainly, at the initial stage every expatriate will face cultural shock difference which may lead to miscommunication, misunderstanding and misinterpretation. Then directly he will be unproductive, inefficiency and faces expatriate failure. The MNC has to recruit a new manager to replace him which will be time consuming and have to repeat the process of selection and hiring. The MNC requires the expatriate to train the local employees in the host-country by transferring his knowledge and skills to them so that they are able to be independent and step into the positions/responsibilities within the shortest possible time. The article in Appendix B highlighted Malaysia government will review the education system to produce talent needed for an advanced nation and also perks to lure home highly skilled Malaysians (brain drain) and retain global talent to develop a quality workforce. Even our government recognise the essential of education/training to develop our highly skilled employees that are not only vital to the companies but also making the nation into globally competitive and transforming it as the high-income economy for instance Singapore, HK and Shanghai. 3. Performance appraisal for expatriate Stone (2008) cited that performance appraisal is a matter of serious concern for many expatriates. This is because performance appraisal is often handled badly. Companies fail to take into account the added complexities that come with international appraisals. Key issues involving performance expectations, performance measures and who will be responsible for the conduct of the appraisals are left vague or undecided. Worse, some head office managers ignore the international appraisal and do not incorporate it into the career development process. The end result is that expatriates perceive the appraisal process as unfair and as a source of never-ending frustration. Groeschi (2003) quotes that a number of comparative international and cross-cultural management research projects have concluded that HRM is influenced by culture. He also highlighted the same HRM policy is likely to be attributed quite different meanings by different cultural groups for instance performance appraisal. An organisation’s performance appraisal systems are an important element of its control systems, which is a central component of organisation architecture (see Figure 1 as below). In many international companies, the thorny issue is how best to evaluate the performance of expatriate managers (Hill, 2009). During the appraisal evaluation for the expatriate, there are two groups who evaluate the performance of expatriate managers. They are host-nation manager and home-office managers whom are subject to bias. The host-nation managers may be biased by their own cultural frame of reference and expectations. On the other hand, home-country mangers’ appraisals may be biased by distance and by their own lack of experience working abroad. Home-office managers often not aware of what is going on in a foreign operation and they tend to rely on hard data in evaluating an expatriate’s performance, such as the productivity, revenues, profitability or market share which reflect factors outside the expatriate’s control. Due to such biases, many expatriate managers believe that headquarters management evaluates them unfairly and does not fully appreciate the value of their skills and experience. It also one of the reasons many of them believe a foreign posting does not benefit their careers (Hill, 2009). 4. 0 RECOMMENDATION 4. 1 Expatriate Failure and the Selection policy Managing a MNC provides a diversity of challenges which the crucial one will be how the parent-company will recruit potential expatriate to manage their off-shore operations affiliates/subsidiaries. Selection of the expatriate must be right at the first time although time and resources consuming in reviewing and evaluating all the potential candidates follow by filtering them. The expatriate should not be selected based on technical competence and past job performance as the key selection criteria. Expatriate failure in many cases is the result of a lack of personal adjustment rather than a lack of technical skills. Harvey (1997) cited furthermore, research shows that in many companies expatriate selection is often haphazard and irrational. Organisations need to understand that in choosing expatriates, they should take into account differences in the business, social and cultural environment in the specific country and the impact on the potential expatriate, spouse and dependants (Stone, 2008). Stone’s (1991) study found that both local managers and expatriate managers perceive the essential selection criteria as the expatriate’s ability to adapt and the adaptability of the partner and family. 4. Training and management development for cross-cultural According to Hill (2009), superior performance requires not only strategy must also be supported by the right organisation architecture. Strategy is implemented through organisation. In Figure 1, people are the linchpin of a firm’s organisation architecture. For a firm to outperform its rivals in the global marketplace, it must have the right people in the right postings. Those people must be trained appropriately so they have the skill sets required to perform their jobs effectively and so they behave in a manner that is congruent with the desired culture of the firm. The following trainings are recommended for MNCs’ expatriates:- * Cross-Culture Training prior to departure The purpose of this training allows individuals to more rapidly adjust to the new culture before departing to host-country, and therefore, to be more effective in their new roles (Black and Mendenhall, 1990). It has been widely recognised for more than 20 years that the partners and children of expatriates play an important role in contributing to the success of expatriate assignments (Fukuda and Chu, 1994; Rahim, 1983) Cultural, Language and Practical(Living Skill) trainings * These trainings are helping to control and reduce expatriate failures. There is no question that comprehensive cultural training can have many benefits for MNCs. For starters, it can help orient and develop expatriates to better communicate, understand, and work effectively with people from different cultural, religious, and ethnic backgrounds. Comprehending and valuing cultural differences can al so help expatriates in the effective management of multi-cultural teams. Understanding global markets, customers, suppliers, and competitors is another indirect benefit. Pragmatically, cultural training can have a positive impact on combating very expensive expatriate failure (Luthans, 2002). Their spouse adaption problem, it is important that the spouse and the whole family to be included in this training * Language training usually conducted in host-country’s language. When the expatriate willing to communicate in the host-country language(even not fluent), can help build rapport with local employees and improve the manager’s effectiveness. * Benefit of practical training in helping the expatriate manager and family ease themselves into daily life in the host country. The expatriate community group can be a great source of support and information sharing in helping the expatriate’s family adapt to a foreign culture. 4. 3 Performance appraisal for expatriate To overcome the expatriate’s frustration and problems, the HR manager needs to ensure that the following key issues are clarified before the expatriate begins an overseas assignment:- * What are the organisation’s performance expectations? * What criteria and standards will be used to measure performance? * Who will conduct the evaluation – a local manager, a head office manager or both? * What will be the frequency of the appraisals? What consideration will be given to local environmental influence? (for example, volatility of foreign exchange rate fluctuations, availability of skilled labour, political instability, corruption and so on) * Is the appraisal positively incorporated into the career development process? * Are head office managers cognisant of the local business environment? * Are there any cultural influences that may distort the measurement of the expatriate’s performance? In order to overcome the biases of the two groups who evaluate the expatriate managers’ performance, it is recommended to implement 360-degree feedback.

The Internet, is it a privilege or a necessity - 700 Words

The Internet, is it a privilege or a necessity? Dyson contends that there is an unequal access to computers because the computer and software industries are being forced to â€Å"upgrade their products constantly and new products remain out of the reach of the poor.† (Dyson, 1997) Barbour’s article simply states, â€Å"once we allow technology to define the good life, we have excluded many important human values from consideration.† (Barbour, 1993) The Internet, is it a privilege or a necessity? For my generation, the internet is a privilege because when I was younger, I did not have access to a computer or internet. For today’s generation, the internet is more of a necessity. It is necessary not only for researching and gathering†¦show more content†¦The State of Washington has developed an internet application system and â€Å"is crucial to fulfilling one of the Departments highest priority goals of having high quality, diverse and available job candidates ready for managers to hire in the shortest time possible.† (Bingham, Ilg, Davidson, 2002) The social injustice in this is that many people are being passed over for jobs because they simply do not have access to the internet. Filling out a job application and hand delivering it to the business you are applying to be less likely to happen nowadays. When my daughter was looking for her first job, she would walk into the business and the managers w ould tell her to go online to fill out an application. The job market is less personable which is maybe the reason why people are getting hired who are less than friendly and customer service in many businesses is less than stellar. 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