Pixar- Culture and Organisations Essays

Pixar- Culture and Organisations Essays Pixar- Culture and Organisations Paper Pixar- Culture and Organisations Paper Culture and Organisations Pixar case study HRO372 1. Background Pixar Animation Studios was founded in 1979, initially specializing in producing state of the art computer hardware (Carlson, 2003). In 1990, due to poor product sales the company diversified from its core business and began producing computer animated commercials for outside companies. Success came for Pixar after the production of its first computer animated film ‘Toy story’ in 1995 (Hutton and Baute, 2007). Since then, Pixar has made many innovative animated feature films, with well known ones including A Bugs Life, Toy Story 2, Monsters, Inc. , Finding Nemo, The Incredibles, Cars, Ratatouille and WALL-E, six of which are in the top grossing animated films of all time (Pixar, 2010). The company has won many Academy awards for Best Animated Feature film, and puts its success largely down to the â€Å"rare talent† of its employees (Prokesch, 2008). Pixar’s operates a strong organisational culture, which has seen it become a benchmark for other companies in the film making industry. The company’s key objective is â€Å"to combine proprietary technology and world-class creative talent to develop computer-animated feature films with memorable characters and heart-warming stories that appeal to audiences of all ages (Pixar, 2009). † In 2006, Pixar entered a 7. 6 billion dollar agreement to work with the Walt Disney Company. The Pixar Company is now a wholly owned subsidiary of Disney (La Franco, 2006). Although the merger has been a success long term, it has not been without its problems. Pixar’s unique ‘hands off’ management culture has often conflicted with Disney’s traditional bureaucratic leadership style. The animation industry is a highly competitive environment, with Pixar’s biggest competition being, DreamWorks Animation and Blue Sky Studios. In 2008, the global animation market was estimated to be worth 300 billion US dollars per year (Skillset, 2009). In order to remain competitive, Pixar need to retain a highly skilled workforce and not lose their strong organisational culture, which is the foundation of their creative power and innovation. 2. Frameworks for analysis . 1 Schein’s framework Many theorists have given their definition of organizational culture. Schein (1997, p. 6), defines it as the â€Å"basic assumptions and beliefs that are shared by members of an organization, that operate unconsciously and define in a basic taken-for-granted fashion an organization’s view of itself and its environment. â₠¬  Schein highlights the importance of understanding culture within an organization stating that â€Å"organizational learning, development and planned change cannot be understood without considering culture as the primary source of resistance to change. Schein’s framework (see appendix a) argues that an organizations culture is made up of three levels, consisting of artifacts, espoused beliefs and values and underlying assumptions. This framework will be used to analyze the human resource management within Pixar to see how it impacts on the company’s organizational culture. In his book â€Å"The corporate culture survival guide,† Schein reveals that there is clear link between corporate culture and Human Resource Management. He states that corporate culture isn’t always what it seems. There are ‘hidden depths’ that managers fail to acknowledge in times of organization failure. Managers need to grasp the true meaning of the company in which Schein states can be â€Å"learned, shared, tacit assumptions on which people base their daily behaviour. Pixar’s HRM is one that is designed to increase employee satisfaction. Catmull (2008), states that the belief at Pixar is that â€Å"people are greater than ideas. † The company’s organizational structure, strategy, communication levels, team work environment, values and norms are central to its unique â€Å"hands off† management culture, which has seen it become a benchmark in the film making industry. 2. 2 Artifacts Physical organizational structures and processes are at the basic level of defining an organizations culture. Schein states that â€Å"these artifacts are those aspects, at the surface, that can be easily discerned, yet are hard to understand. † At Pixar these artifacts are as follows: 1. Pixar University The key to Pixar’s success is its talented employees which lie at the heart of the organisation. The company promotes a learning culture and all employees are encouraged to devote at least four hours a week to their education. In house courses are provided through the company’s own established university- Pixar University (PU). Pixar University is responsible for training and cross training people, helping them progress in their careers (Catmull, 2008). Educational classes include screenplay writing, drawing and sculpting, however there are optional classes such as Pilates and yoga that encourage people from all disciplines to interact and value one another. Through expanding knowledge in and outside of their areas, employees become more resilient to change. Redman and Wilkinson (2006), support this view stating that through training and development, organizations are readily able to adapt to changes in the business environment. 2. Building structure The Pixar building is designed for a functional purpose- to maximize interaction between all Pixar employees. Schein suggests that if you want to understand organizational culture have a look at their work place environment. The building typically represents a â€Å"den† culture (Duffy, 1997-) and is designed to allow for high interaction and low autonomy (see appendix B). The layout consists of a large atrium at its centre and includes a cafeteria, meeting rooms, bathrooms, and mailboxes. This systematically ensures that people gather there repeatedly throughout the day, providing â€Å"valuable encounters† (Catmull, 2008). . Recruitment All new hires attend an ‘orientation session’ where Pixar’s president Ed Catmull, gives a presentation on the mistakes the company have made and the lessons that were learned. The process is intended to ‘break down the barriers’ and change the assumption that successful people are not always right. 4. C ommunication structure There are no channels at Pixar. Members of any department are freely allowed to approach anyone. The decision making hierarchy and communication structure are seen to be separate from one another. Nobody needs to ask permission to speak to another member on how to solve a problem. Pixar offer a â€Å"safe environment† on freedom of speech with all employees being encouraged to email notes to leaders giving their opinions on what they liked and disliked about their work and why. Barret (1997), states that transparent and open communication can positively influence innovation and creative processes in an organization. Ways in which Pixar manage this communication is through the following processes: (a) Pixar’s â€Å"Creative Brain Trust† Teams are typically made up of a director, a writer, some artists, and some storyboard people. All team members are encouraged to share their ideas through a process called â€Å"the brain trust. † This occurs when the producer or director need advice and so call together all members of the group to discuss the current state of work. All employees are actively involved in a â€Å"lively 2 hour session† on how to better their work. All Pixar employees are seen as valuable assets to the organization, and therefore all ideas are valued. (b) Daily Review process The company encourages daily review processes called â€Å"dailies,† in which all teams come together and present their work in progress to one another. All employees are encouraged to give each other feedback on each team’s current state of work. Everyone shares their opinions and make suggestions for improvements. The director ultimately makes the final decision, however the teams get to put forward their ideas. â€Å"Dailies† is a technique that was originally used by Disney. (c) â€Å"Postmortems† After every film is completed, reflections or so called â€Å"postmortems† are encouraged as a way of focusing on the positives and the negatives. The idea is for employees to analyze what went right and what went wrong and use these boundaries as a benchmark for later productions. Through using data, the organization is able to analyze each process, keeping track of the rates at which things happen, how often things are amended, and the current state of a piece of work when it gets sent to another department etc. The data helps to â€Å"stimulate discussion† and challenge any assumptions that may arise. 2. 3 Espoused Values Schein states that â€Å"beneath these structures there are espoused values, which are conscious strategies, goals and philosophies. † It is these underlying beliefs, values and assumptions that dictate the way people act. Tesluk et al (1997), believes that shared norms, beliefs and values help individuals to assume whether innovative and creative behaviour determine the way in which the organisation operates. Pixar’s corporate mission is â€Å"to combine proprietary technology and world-class creative talent to develop computer-animated feature films with memorable characters and heart-warming stories that appeal to audiences of all ages† (Pixar, 2009). This corporate mission is managed through the following strategies, goals and philosophies: 1. Recruitment of those with â€Å"rare talent† The hiring process should communicate the organizations shared purpose. The belief at Pixar is to ensure that all recruits don’t fall into what Catmull (2008) calls the â€Å"awe-of-the-institution† syndrome. Management transmit the values of the company through the process of the â€Å"orientation session. † This resembles a storytelling of the company and its culture. The session highlights the belief that all employees are seen as valuable assets to the organization, and that successful people aren’t always right. Harrison (2005) agrees that in order to foster creativity, it is vital to recruit and retain talented employees. Management at Pixar believe that through the â€Å"regular injection of outsiders† (Catmull, 2008), the company will be able to embrace change. Mathis and Jackson (2008) agree that a core competency of any business is to be able to attract and retain employees with unique, professional and technical capabilities. 2. Invest in people Pixar’s employees are seen as valuable assets to the organization, therefore the value of the company is to invest in people. This is achieved through ongoing training and development. Pixar University creates this learning environment. Randy Nelson, dean of Pixar University describes its purpose as: Weve made the leap from an idea-centered business to a people-centered business. Instead of developing ideas, we develop people. Instead of investing in ideas, we invest in people. Were trying to create a culture of learning, filled with lifelong learners. Its no trick for talented people to be interesting, but its a gift to be interested. We want an organization filled with interested people† (Baker, 2008). Pixar believe that through training and developing employees, it will help them progress in their careers. Catmull (2008) states â€Å"Pixar University helps to reinforce the mind-set that we’re all learning and it’s fun to learn together. † All employees learn from their mistakes through the process of â€Å"postmortems. † The idea is not to beat yourself up about what went wrong but to use the experience as a learning opportunity. One way that Pixar overcome this is by getting employees to list the things that went right against the things that went wrong. Conner and Clawson (2004), state that learning should be linked either directly or indirectly to a business goal. 3. Obtain Creative leadership Syrett and Lammiman (1997) believe that the most successful companies are capable of integrating innovation and creativity into their culture through the management process. Pixar’s philosophy is â€Å"You get great creative people, you bet big on them, you give them enormous leeway and support, and you provide them with an environment in which they can get honest feedback from everyone† (Catmull ,2008, p. 68). The management at Pixar operate a â€Å"task based culture† in which Mullins (2007), notes that the organization seeks to bring together the right resources and the right people to utilize the unified power of the group. At Pixar, this task based culture is evident through the process of the â€Å"creative brain trust† in which each team is given creative ownership over all tasks. Catmull (2008) notes â€Å"Clear values, constant communication, routine postmortems, and the regular injection of outsiders who will challenge the status quo aren’t enough- strong leadership is essential to make sure people don’t pay lip service to the values, tune out the communications, game the processes, and automatically discount newcomers’ observations and suggestions. Judge et al (2007), believes that this philosophy is one that increases employee creativity, because top management set strategic goals but allow employees considerable freedom within the context of these goals. 4. Create Trusting Relationships Pixar’s goal is to create lasting relationships. Catmull (2008) states â€Å"we believe that lasting relationships matter. † Much of the production crew at Pixar have w orked with each other for many years. Trust and respect for one another is vital in order for people to work effectively together. The role of management at Pixar is to create an environment that fosters these relationships. Gilbert, (2007) notes, â€Å"Pixar trusts the teams they build to do their jobs and gives them the freedom to do them well. Executives don’t go to story meetings, they recognize that is a job they’ve hired artists for and they trust the artists to do it. There is little micromanagement. † Trust is established through the ongoing process of Pixar’s â€Å"creative brain trust†, daily reviews and â€Å"postmortems†, were employees are able to freely express their ideas and opinions and everyone is actively involved in the discussion process. Barnard (1938) believed that the commitment and contribution of all employees to achieve a common purpose were necessary for the existence of a co-operative system. The Pixar building is typical of a nodal design, which according to Myerson and Ross (2004) is one that is designed to encourage knowledge and learning. The belief is that people will mix in the relaxed atmosphere during the course of the day and discuss their ideas, increasing creative thinking and promoting innovative ideas. Kouzes and Posner (2000) believe that trustworthiness is the foundation of leadership. . Freedom to communicate Pixar’s operational principles (see appendix C) state that every employee should be able to freely and safely communicate their ideas to anyone. Hooper and potter (1999) found that an open communication culture is a key attribute for effective leadership within an organization. Pixar’s open communication structure resembles that of a â€Å"den culture† and allows for h igh interaction and low autonomy. This enables flexibility and co-operative teamwork. Catmull (2008) notes that employees â€Å"really do feel that it’s all for one and one for all. Communication is effectively established through Pixar’s â€Å"creative brain trust,† in which all employees help the director to solve any problems that he/she may have. The strategy enables employees to express any organisational concerns that may arise. 2. 4 Underlying Assumptions Schein defines this bottom level as â€Å"the core or essence of culture. † These assumptions and values are difficult to understand because they exist beneath the surface, operating at an unconscious level. In order for management to understand why things happen the way they do, is to look at the deeper dimensions of human existence. It is through this that they can truly identify with truth and reality. The assumptions at Pixar are as follows: 1. People are good The assumption that people are good leads to the belief that ongoing training and development should be provided. This belief is established through the creation of Pixar University; in which Pixar invest in their employees through providing them with classes to broaden their academic and interpersonal skills. Rodriguez (2005) notes that a successful business is one that invests in its employees. Trust in employees is another belief put forward by management that results in the process of an open communication system and the belief that employees should have creative ownership over all tasks. 2. Company’s should fight the â€Å"success syndrome† Pixar has had many triumphs of success, but according to Catmull (2008) it will continue to improve itself until the end. This assumption is evident through the belief of providing a learning culture for its employees and is evident with Pixar University and through the processes of post-mortems, daily reviews and the recruitment of new hires. Prokesch (2008) notes that â€Å"some of the most exceptional unsung heroes in business are the managers who resist taking authority and the limelight and build a solid stage where others can be stars. † 3. Taking risks is good for business. Pixar operate through the assumption that managing creative talent and taking risks is responsible for their success. According to Catmull (2008) the role of management is not to prevent risk but to build the capability to recover when failures occur. This is evident through the belief of creating trusting relationships and being a creative leader. In the animation industry, companies can’t afford to play it safe. It is up to the management to have trust in the new ideas put forward by employees. Pixar’s creative brain trust offers this safe environment were all employees’ ideas are valued. Catmull (2008) adds â€Å"we believe the creative vision propelling each movie comes from one or two people and not from either corporate executives or a development department. † Koontz and Weihrich (2007) agree that management should take risks for the long term survival of a business. 3. Changes and Improvements It is naive to assume that by giving employees great leeway they will become more creative. While creative leadership may work for Pixar, it may not be the case for other company’s. Although the Disney Pixar merger has proved to be a success short term (with the creation of Award Winning movies such as Ratatouille, WALL-E, and their latest film UP), they could face problems in the long term. The Disney Pixar merger could be seen as a future weakness for the company as Disney’s bureaucratic management culture is quite the opposite to that of Pixar. Previous studies show that there is a high failure rate for mergers. Millier (2008) found that 85% of merger failures are related to the mismanagement of cultural issues. Lundberg (2001) goes on to say that a high percentage of these are the result of failure to integrate management teams. In order to achieve success long term Pixar and Disney could adopt a Transformational Leadership style (see appendix C). According to Crossan and Vera (2004), â€Å"this type of leadership is necessary for creating the organizational environment and culture needed for growth, and for encouraging the development of creative thinking and problem solving. This will help managers of both companies to stay focused on the company’s tasks and goals and help to set up plans of action. Leadership will help them to stay focussed on the individual needs of employees, creating a shared vision and aiding the change process. Through transformational leadership Pixar will effectively break down resistance to change (Prussakov, 2010). 4. Conclusion Human Resource Management plays a big part in developing an organizations culture. Pixar’s HRM culture has helped them to foster an environment in which creativity and innovation prospers. Their creative leadership combined with the rare talent of employees and trusting relationships have become a cultural benchmark for other companies in the animation industry. However, studies have shown that what works for one company may not work for another. Companies need to find out what culture works best for them and which produces the greatest output for them in order to achieve success. References Baker, R. J. (2008) Mind over Matter: Why Intellectual Capital is the Chief Source of Wealth. New Jersey: John Wiley and Sons. Barret, R. 1997) ‘Liberating the corporate soul’, HR Focus, 74(4), pp. 15-16. Bernard, C. (1938) The Functions of the Executive. Oxford University Press. Carlson, W. E. (2003) Pixar Animation Studios. Available at: http://design. osu. edu/carlson/history/tree/pixar. html (

Words to Use Instead of Said

Words to Use Instead of Said Its common to use the verb say over and over again when writing dialogue. Not only is he said she said repetitive, but its also not very descriptive. To better describe the feelings behind the reported speech and other statements in narrative writing, its important to use vocal verbs and adverbs. Vocal verbs and adverbs help provide motivation behind statements, questions, and replies and convey important information to readers. Each vocal verb and vocal adverb has a short description of typical usage, as well as an example statement illustrating how to replace he said she said with something much more descriptive. Vocal Verbs Vocal verbs provide information on the tone of the statement. For example, the vocal verb moan indicates that something is said in a complaining fashion in a low voice. These vocal verbs are grouped by a general indication of the type of statement made. Speaking Suddenly blurtexclaimgaspsnap Examples: Alison blurted out the answer.Jack gasped in reaction to the scene.I snapped a quick response to his question. Providing Advice or an Opinion advisearguecautionnoteobservewarn Examples: Pete cautioned the children to be careful.The teacher observed that the exercise was difficult.The driver warned his passengers about the noise. Being Loud exclaimbellowcallcryscreamshoutyell Examples: She shouted out the answer.The boys screamed as they dived into the cold water.The mother cried out in disdain when her son was accused of the crime. Complaining The following four vocal verbs are often used to describe someone complaining:   groanmoanmumblemutter Examples: Jack mumbled his responses to the questions.He muttered so badly that they couldnt understand him.I moaned that I was hurt. Speaking with Authority or Command announceassertorder Examples: The teacher announced the exam at the end of the week.Jane asserted her rights as a voter.The police ordered the protesters away from the area. Vocal Adverbs Vocal verbs provide information on the manner in which the statement is made. Vocal adverbs are often used to provide additional information on the feeling that the speaker has when making a statement. For example, the vocal adverb joyfully indicates that something is said with great joy. For example, He joyfully exclaimed the news! indicates that the speaker is happy when making the statement. Compare this to He arrogantly exclaimed the news,  which conveys very different information about the speaker. Common Vocal Adverbs admiringly: indicates respect for someoneExample:Alice admiringly noticed his clothes. angrily: indicates angerExample:She angrily denounced his crimes. casually: without much importanceExample:She casually conceded her mistake. cautiously: in a careful mannerExample:She cautiously mentioned the extra homework. cheerfully:  indicates joy, happinessExample:Frank cheerfully agreed to do the job. decisively:  indicates a belief in the statement madeExample:Ken decisively replied to the question. defiantly: indicates a challenge to somethingExample:Peter defiantly taunted his classmates. formally: proper, through official channelsExample:Josh formally complained to the personnel department. harshly: indicates critical judgmentExample:The teacher harshly scolded the children. meekly: indicates quietness, shynessExample:Jennifer meekly mumbled her apology. offensively:  indicates rudenessExample:Alan offensively argued his point about schooling. sternly: indicates authorityExample:The teacher sternly stated that all reports were due on Friday. thankfully: indicates gratitudeExample:Jane thankfully accepted the job offer. wisely: indicates  experience or intelligenceExample:Angela wisely commented on the situation.

Black Billionaires The Roberts Brothers Essay Example | Topics and Well Written Essays - 1500 words

Black Billionaires The Roberts Brothers - Essay Example However, despite these odds and lower expectations, a few of these African Americans rise to the occasion to demonstrate such impeccable leadership skills and business value given that they make it to the list of billionaires of America. One such example of black billionaires is the Roberts Brothers who have managed to erect a chain of hotels worth billions. Studying their case to demonstrate the leadership styles can give a good sense of the true scenario prevalent in America. Also, going over the issues which these business-men had to face while conducting business can also proved futile to their style of business. Therefore, the paper will aim at exploring and understanding the business techniques and styles undertaken by these African American professional who are performing exceptionally well in their respective domains and earning billions. The African American Billionaires, contrary to popular perception, are engaged in a diverse range of businesses. In other words, African American entrepreneurs can now be found leading almost all kinds of businesses. For instance, Oprah Winfrey is one of the most renowned talk show host, producer, director amongst many other things, alongside playing an active role in politics. Similarly, Kenneth Frazier owns a pharmaceutical company while Ursula Burns is the CEO of Xerox. Similarly, many entrepreneurs like Roberts brothers are making a name in hospitality industry with various other black billionaires indulged in a multitude of businesses. Therefore, black billionaires aren’t dominating in a single field, rather their scope of engagement in context to business is expanding by the day. This implies that the number of African Americans seeking a higher educational status is increasing and thus, the business practices would now have to be shaped in such a way that African Ameri cans also get a fair share of inclusion. In other

Contemporary Issues in business and management Essay

Contemporary Issues in business and management - Essay Example Sustainability refers to the voluntary activities of the company, which show that it is committed to environmental and social concerns, according to the ways it administers its operations and in its dealings with its stakeholders (Van Marrewjk & Verre, 2003). This paper will discuss the challenges encountered by the leaders of the organization, in their attempts to incorporate CSR, and particularly that related to the impacts of their business activities, in the light of the models, theory and the analytical tools related to CSR, change and innovation management and leadership. Further, the paper will evaluate the ways in which companies are going green, giving some examples. The era for applauding the economic prosperity of corporations as a stand-alone area has ended, as corporations, societies, governments and agencies are questioning the impacts of corporate activities and actions (Orlitzky, Schmidt and Rynes, 2003). This change of outlook requires firms to redirect and split their attention towards increasing its economic performance, while at the same time filling the position of good corporate citizen. Filling these positions requires companies to keep in touch with global trends on maintaining commitment to the two major goal areas; meeting private and public needs (Henderson, 2007). These new demands have forced corporations to review their rules, frameworks, and business models. Among the most responsible companies, it is a daily practice to review short and long-term plans, so as to stay safe and at the front line in the rapidly changing world. There has been a change in the way that companies consider their place, paying reference to local an d global stakeholders (Holcomb, Upchurch and Okumus, 2007). There has also been a change in the management of the relationships maintained between companies and its stakeholders, particularly with customers, suppliers, investors,

The Lymphatic System Essay Example for Free

The Lymphatic System Essay A. What was the purpose of doing this exercise? The purpose of this exercise was to learn about the lymphatic system and its components. We learned about lymph, structure and function of lymph nodes, T-Cells, B-Cells, and Macrophages, and differentiating between antigens and antibodies. Exercise 1: Microscopic Anatomy of Lymphatic Structures A. Sketch of Reticular Connective Tissue Slide (Lymph Node). Describe the structures you observed on the slide. B. Sketch of Spleen Slide: Describe the structures you observed on the slide. C. Sketch of Tonsil Slide: Describe the structures you observed on the slide. D. Sketch of Thymus Slide: Describe the structures you observed on the slide. Exercise 2: Immunity and the Immune Respose A. Describe what happened to the red and green food coloring after 45 minutes. The food coloring spread throughout some of the dish. B. Which sera was an antigen in section 2 of the dish? Describe what you observed in section 2 of the dish. After 3 days, there was no visible line of precipitation evident and therefore the result is inconclusive. C. Which sera was the antigen in the â€Å"unknown† sample used in section 3 of the dish? Describe what you observed in section 3 of the dish. After 3 days, there was no visible line of precipitation evident and therefore the result is inconclusive. Picture of the Agar Plate After 3 Days Questions Exercise 1: Microscopic Anatomy of Lymphatic Structures A. How are lymph, lymphatic vessels and lymph nodes related? Lymph, lymphatic vessels and lymph nodes are all part of the lymphatic system. Lymph vessels carry lymph throughout the body. Throughout the vessles are lymph nodes which fight infection. B. What are the two major functions of the lymph nodes? They clean and filter lymph before it goes back to the blood. They produce antibodies and lymphocytes. C. What are the two functions of the spleen? It protects the body and helps to produce and store blood cells. D. What is the function of the tonsils? They protect the body from harmful germs. E. What are the structural similarities found in lymph nodes, spleen and tonsils? They all have a capsule and are rounded organs with an internal parenchyma of lymphoid cells. Exercise 2: Immunity and the Immune Response A. Explain what is meant by â€Å"memory† as a characteristic of the immune response. When the body comes in contact with a harmful antigen, it has a primary response, which remembers the antigen by creating memory cells. By the secondary response, the memory cells will counteract the antigen. B. How does our immune response distinguish between our own cells and foreign invaders? A major histocompatibility complex is at the surface of each cell in our body. It is what recognizes if something is foreign or not, and lets the immune system know. B. What are lymphocytes and where are they produced? Lymphocytes are a type of white blood cell that protect the body from infection. They are produced in the bone marrow. C. Distinguish between an antigen and an antibody. An antigen is a foreign material that enters the body, and an antibody is what recognizes the foreign material and helps fight it.

Homework #1 :: essays papers

Homework #1 When I was growing up there were very few computer games that could be used as learning tools. As a child I did have computer class, however this class was used to practice typing or for playing recreational games such as Frogger. When thinking about what to write this paper on I thought of one game that has been on the up rise with children as well as adults. This game is called The SIMS. I thought that this game would be a perfect learning device to teach a variety of important subjects to the age groups ranging from 10-13 years old. My idea is that it would be incorporated in to a family living/economics/home economics class, most likely in a junior high setting. I think it would be best if each student had a computer of their own and worked individually. As their teacher I would pre-set other families for their â€Å"sim† or â€Å"sims† to interact with. In The SIMS you have to create a family. The student can have a single person or a larger family (the limit is eight). The student can choose everything from the color of their skin down to what outfit the character can wear. The next step is to create a personality for your â€Å"sim.† You can choose from a variety of qualities such as cleanliness, kindness and playfulness. Each family starts with $20,000 in the bank. This start up money is used to buy property or a house to live in. Here the students will be taught how to budget their money wisely, because just as in the real world there are extravagant and frivolous things you can purchase in the game. Once the house is set up it is time to look for a job. There are ten job tracks to choose from: business, entertainment, law enforcement, life of crime, medicine, military, politics, pro athlete, science and x-treme. Each of these lets your â€Å"sim† move up in their field if they keep up their training in activities such as cooking, mechanical, charisma, body, logic and creativity. Without keeping up with these tasks your sim cannot keep his/her job. Also important in The SIMS is to interact with other sims. A sim can move in with another sim, date, propose as well as get married (same sex or not). Just as important is keeping to your sims bodily needs such as sleep, hygiene, eating and fun.

Cause and Effect Essay Essay

The United States has the 26th highest rate of gun violence in the world (Washington Post, 2012). It accounted for 70 percent of all homicides and less than 10 percent of all nonfatal violent crimes from 1993 to 2011 (Bureau of Justice Statistics, 2013). So how will the United States overcome the battle to end gun violence? The United States Government, worried parents and various anti-gun groups have always scrutinized how to fix the problem. What causes violent acts to be committed with a gun? In order to find out the basics of why these crimes happen, criminal justice experts must understand the indicators that may lead up to these wretched acts of violence. A decline in parenting and family values, poverty, drugs and mental illness may be a few of the causes of gun violence. Families are splitting up at an exceptional rate leaving one-parent households. Kids rely on their parents to be there for them as they grow, teach them right from wrong, and show them the importance of nucle ar family values. Two parent homes are not the norm as they once used to be. Divorce also plays a role in the lack of parental support. The mom may teach the child one thing and the father teaches another. They may even make the child feel at fault for the divorce. Families also split for the simple reason that both parents have to work to make ends meet. Similar to the examples of divorce, parents are not home at the same time to give kids the direction that they need to stay out of trouble; even worse, the child may resort to living on the streets to get the attention he/she needs. If he relies on the â€Å"streets†, there is a high probability that he may become affiliated with the wrong people or gangs. Having a two-parent household impacts on the child’s life so that he can refrain from having gangs as a support channel. The second major cause of gun violence is poverty. Poverty is always one of the key factors in violent acts of crime. Consider Detroit. Once a thriving city from the automotive industry, it now holds one of the nationâ€⠄¢s highest crime rates (Forbes, 2013). Poverty brings drug dealing and gangs. People use guns in impecunious areas, for protection from other gang members, and/or drug dealers. Drug dealers see the poverty-stricken towns or cities as a favorable place to sell their drugs because they prey upon those they may view as being unprotected. In turn, those who live in these areas may feel the need to be armed. As mentioned above, both parents are  not always able to stay together, resulting in one of them possibly moving to a lower income neighborhood where gangs are prevalent. One expert believes that there is a fix to end gun violence in theses underdeveloped areas, stating, â€Å"If America’s leaders would invest in proven pathways out of poverty, we could radically diminish violence in America. If America spent as much money offering opportunities to every 16 to 26 year old as we spending locking them up for minor offenses that further cut them off from a positive future, we could end poverty in a generation or two† (Dorothy Stoneman 2012). Poverty is and always has been one of the leading causes of gun violence, but ultimately it is the drive of the parents to make sure that their kids have what they need in life rather than a gang member or drug dealer providing it for them. Drugs in America are one of the battles incessantly fought and will always seem like a losing battle for many law enforcement agencies. Drugs are one of the problems that come with the territory of living in a poverty covered city or neighborhood. Drug dealers often use guns to protect themselves and their drugs to prevent another drug dealer from taking their business should one of their deals go wrong. Along the Texas/Mexico border in the war on illegal immigration, border patrol agents are also fighting the war on drugs that are being smuggled into the United States. The drug smugglers bringing these drugs into the U.S. are heavily armed and extremely dangerous. Every day thousands of pounds of illegal drugs pass through the border. One staggering statistic shows that horrific violence from the Mexican drug war claimed as many as 50,000 lives each year (The Daily Nightly 2012). This is a serious security concern for U.S. Currently, many Americans are resorting to drug running or s elling as a way to make a living. An unstable economy, high rates of unemployment and the lack of job security have led many adults making money in all the wrong ways. There is no real fix to keep drug dealers out of the country in order to keep gun violence at a minimum. Despite all the programs, schooling, and mentorships that are available to make an honest living, many make poor decisions that will affect them for the rest of their lives. Not only does it hurt them, but their families as well. Drugs lead to gun violence, which go hand in hand with each other in causing many problems. Mental illness is a serious condition that is not taken as seriously as it should be. Not only does mental illness apply to soldiers return home from war, but also to  kids and adults who may have suffered some type of traumatic even during their lives. On December 14, 2012, Adam Lanza went into a Newtown, Connecticut school and killed twenty children and six adults (NY Daily News, 2013). The motive for his actions was unknown, but one thing is certain, he suffered from a mental illness (CNN, 2013). The high cost of the tragic events caused by mental illness make many Americans feel unsecure along with other reasons for gun violence. Many are being undiagnosed or misdiagnosed with other illnesses rather than mental illness as they should be. Moreover, it is the responsibility of those that interact with the mentally to get them to a doctor for the medical attention they need to get better. Factors that contribute to gun violence are a lack of good parental support channel, drugs, poverty and mental illness. Policymakers must seek a solution to resolve problems of gun violence in America. While making laws to protect the citizens of the United States, they must be sure not to infringe on the right to keep and bear arms. Chicago doesn’t have a gun problem; it has a father problem. When young men don’t have fathers, they don’t learn to control their masculine impulses. They don’t have fathers to teach them how to channel their masculine impulses in productive ways. When young men don’t have fathers, those men will seek out masculine love — masculine acceptance — where they can find it. Often, they find it in gangs (Lee Habeeb 2006). This proves that the reasons for gun violence are valid and should be focused on. Furthermore, gun violence will continue until the indicators and symptoms start being recognized. References Ferrara, P. Habeeb, L. (February 2013). The root cause of gun violence. Retrieved from http://spectator.org/articles/33965/root-cause-gun-violence Ferguson, C.J. (November 2013). Adam Lanza’s motive a mystery in Sandy Hook killings. Retrieved from http://www.cnn.com/2013/11/27/opinion/ferguson-sandy-hook/ Sandoval, E. Otis, G.A. (December 2013). Warning graphic content: audio tapes of 911 calls made from Sandy Hook school as Adam Lanza went on gun rampage killing 20 children and six adults. Retrieved from http://www.nydailynews.com/news/national/911-recordings-sandy-hook-shootings-released-article-1.1536629#commentpostform Potter, M. (March 2012).

“Krista” by Pablo Baen Santos Critique Essay

Pablo Baen Santos created the artwork, Krista. It was created in the movement of Social Realism. This artwork is oil on canvas painting which shows a female whose mouth is wrapped with a barbed wire and clenching her fists. At the back of the female subject, the Philippine flag and a lot of people are present. The female and the people can be observed to be clearly in agony and pain. It was like torturing the female and the people were likely to be dead by observation. The colors used were simple, not too pale, and not too bright and associated with a shade of color black. The lines are mostly curvy and some have edges; a lot of irregular shapes were used to form the image of the humans and the flag. The lighting saturation was just enough to visualize the painting. The different elements used in this painting are color, line, shape, form and texture. The color used for the subject is mainly brown, a warm neutral color, extensively found in living things. It creates the wholesomeness and dullness of the painting. In addition, there are also shades of primary colors and white at the back of the female. The choice of color is good; it has shown a good picture of the painting by its color. Due to the blending of black color in all parts, the painting appears natural and firm. The diagonal lines are used to create a sense of feeling, specifically agony, and movement. The combination of lines makes up the irregular shapes of humans and the flag. A feeling of right texture is attained as the artist conveys the resemblance of humans in pain. The Philippine flag is a symbol where the case is evident, in the Philippines. The group of people who are most likely Filipinos shows rebellion and oppression. And the female subject is likely to be the situation of the Philippines. The artist is trying to renounce the happening in the Philippines through art. As I saw this art piece, I was struck in the heart of how real and actual its message is. I was a blind not to see and care of the hardships my mother land has undergone. It was amazing that the artist used his hands not to fight but to draw what he wanted to express for a long time. It was a portrait of the truth. Krista made by Pablo Baen Santos on 1984, depicts inang bayan (Philippine motherland) with a crown of barbed wire around her mouth like a gag. The work simultaneously embraces the themes of nationalism, censorship and the strong influence of the  Catholic tradition in the Philippines. The Philippine flag and a sea of protesting bodies forge the backdrop as the female Christ holds her clenched fist in defiance. One year shy of the silver anniversary of the 1986 EDSA People Power Revolution, not much has changed in Philippine politics. In many ways, it is even worse than during Marcos’ time. Corruption is rampant and has filtered down to all levels of government, public education is a joke, poverty levels have not improved, environmental degradation is uncontrolled, and journalists still fear for their lives. Even if we manage to elect an ethical president, there will not be much to celebrate during the revolution’s silver anniversary. It will take much, much longer than a year to apply breaks to the downward spiral that our country has gotten itself into since that historic moment.

Cal State Monterey Bay CSUMB Admissions Data

Cal State Monterey Bay CSUMB Admissions Data California State University-Monterey Bay (CSUMB) is selective, with 35% of applicants accepted last  year. The school is accessible to many interested students, especially those with grades and test scores well above average. Students should have at least a 2.0 high school GPA to be considered for admission. Prospective students are encouraged to visit the campus and to check out the schools website for more information regarding applications and the admissions process. Will You Get In? Calculate Your Chances of Getting In  with this free tool from Cappex Admissions Data (2016) Cal State - Monterey Bay Acceptance Rate: 35%CSUMB GPA, SAT Score and ACT Score GraphCompare Cal State SAT ScoresCompare Cal State ACT Scores CSUMB Description Founded in 1994, CSUMB, the California State University at Monterey Bay, is the second youngest school in the  Cal State system. The schools stunning coastal setting is a big draw. CSUMB emphasizes hands-on, outcome-based learning and interaction between faculty and students. The CSUMB experience begins with a first-year seminar and concludes with a senior capstone project. The university owns two research boats for studying Monterey Bay, and service learning and undergraduate research projects are common. In Athletics, the CSUMB Otters compete in the NCAA Division II  California Collegiate Athletic Association. Enrollment (2016) Total Enrollment: 7,274  (6,758 undergraduates)Gender Breakdown: 38% Male / 62% Female92% Full-time Costs (2016 - 17) Tuition and Fees: $6,379 (in-state); $17,539 (out-of-state)Books: $1,339 (why so much?)Room and Board: $11,930Other Expenses: $2,030Total Cost: $21,678 (in-state); $32,838 (out-of-state) CSUMB Financial Aid (2015- 16) Percentage of New Students Receiving Aid: 80%Percentage of New Students Receiving Types of AidGrants: 74%Loans: 52%Average Amount of AidGrants: $8,623Loans: $4,532 Academic Programs Most Popular Majors:  Business Administration, Computer Software, Environmental Science, Humanities, Kinesiology, Liberal Studies, Radio and Television, Social SciencesWhat major is right for you?  Sign up to take the free My Careers and Majors Quiz at Cappex. Transfer, Graduation and Retention Rates First Year Student Retention (full-time students): 80%Transfer Out Rate: 7%4-Year Graduation Rate: 21%6-Year Graduation Rate: 55% Intercollegiate Athletic Programs Mens Sports:  Soccer, Baseball, Basketball, Cross Country, Track and Field, GolfWomens Sports:  Soccer, Softball, Water Polo, Volleyball, Basketball, Golf, Basketball Data Source National Center for Educational Statistics If You Like CSUMB, You May Also Like These Schools Menlo College: Profile  Otis College of Art and Design: Profile  Point Loma Nazarene University: Profile  Occidental College: Profile | GPA-SAT-ACT GraphUniversity of Redlands: Profile  Westmont College: Profile | GPA-SAT-ACT Graph Admissions Profiles for Other Cal State Campuses Bakersfield  | Channel Islands  | Chico  | Dominquez Hills  | East Bay  | Fresno State  | Fullerton  | Humboldt  | Long Beach  | Los Angeles  | Maritime  | Monterey Bay  | Northridge  | Pomona (Cal Poly)  | Sacramento  | San Bernardino  | San Diego  | San Francisco  | San Jose State  | San Luis Obispo (Cal Poly)  | San Marcos  | Sonoma State  | Stanislaus More California Public University Information SAT Score Comparison for Cal State SchoolsACT Score Comparison for Cal State SchoolsThe University of California SystemSAT Score Comparison for the UC SystemACT Score Comparison for the UC System

Explore the Sombrero Galaxy

Explore the Sombrero Galaxy Way out in the direction of the constellation Virgo, some 31 million light-years from Earth, astronomers have found a most unlikely looking galaxy that is hiding a supermassive black hole at its heart. Its technical name is M104, but most people refer to it by its nickname: the Sombrero Galaxy. Through a small telescope, this distant stellar city does look a bit like a big Mexican hat. The Sombrero is incredibly massive, containing the equivalent of 800 million times the mass of the Sun, plus a collection of globular clusters, and a broad ring of gas and dust. Not only is this galaxy huge, but its also speeding away from us at a rate of a thousand kilometers per second (about 621 miles per second). Thats very fast! What is That Galaxy? At first, astronomers thought the Sombrero might be an elliptical-type galaxy with another flat galaxy embedded within it. This is because it did look more elliptical than flat. However, a closer look revealed that the puffy shape is caused by a spherical halo of stars around the central area. It also has that huge dust lane that contains starbirth regions. So, its most likely a very tightly wound spiral galaxy, the same type of galaxy as the Milky Way. How did it get that way? Theres a good chance that multiple collisions with other galaxies (and a merger or two), have changed what may have been a spiral galaxy into a more complex galactic beast. Observations with the Hubble Space Telescope and the Spitzer Space Telescope have revealed a lot of detail in this object, and theres a lot more to learn! Checking Out the Dust Ring The dust ring that sits out in the brim of the Sombrero is very intriguing. It glows in infrared light and contains most of the star-forming material of the galaxy - such materials as hydrogen gas and dust. It completely encircles the central core of the galaxy, and appears pretty wide. When astronomers looked at the ring with the Spitzer Space Telescope, it appeared very bright in infrared light. Thats a good indication that the ring is the central starbirth region of the galaxy. Whats Hiding in the Nucleus of the Sombrero? Many galaxies have supermassive black holes at their hearts, and the Sombrero is no exception. Its black hole has more than a billion times the mass of the Sun, all packed away into a tiny region. It appears to be an active black hole, eating up material that happens to cross its path. The region around the black hole emits a tremendous amount of x-ray and radio waves. The region extending out from the core does emit some weak infrared radiation, which could be traced back to heating activity fostered by the presence of the black hole. Interestingly, the core of the galaxy does appear to have a number of globular clusters swarming around in tight orbits. There may be as many as 2,000 of these very old groupings of stars orbiting the core, and may be related in some way to the very large size of the galactic bulge that houses the black hole. Where is the Sombrero? While astronomers know the general location of the Sombrero Galaxy, its exact distance was only recently determined. It seems to be about around 31 million light-years away. It does not travel the universe by itself, but does appear to have a dwarf galaxy companion. Astronomers are not quite sure if the Sombrero is actually part of a grouping of galaxies called the Virgo Cluster, or may be a member of a smaller associated group of galaxies. Want to Observe the Sombrero? The Sombrero Galaxy is a favorite target for amateur stargazers. It takes a little doing to find it, and it does require a good backyard-type scope to view this galaxy. A good star chart shows where the galaxy is (in the constellation Virgo), halfway between Virgos star Spica and the tiny constellation of Corvus the Crow. Practice star-hopping to the galaxy and then settle in for a good long look! And, youll be following in a long line of amateurs who have checked out the Sombrero. It was discovered by an amateur in the 1700s, a guy by the name of Charles Messier, who compiled a list of faint, fuzzy objects that we now know are clusters, nebulae, and galaxies.

Professional Issue Essay Example | Topics and Well Written Essays - 2250 words

Professional Issue - Essay Example About 50 per cent of the total population of children in Britain between 9 and 12 years of age use the social networking sites in spite of the established limits of minimum age. According to EUKidsOnline, at least one in every five children has a profile on Facebook despite the fact that the rules require children to be 13 years old to have a Facebook profile (BBC, 2011). The matter of safety of the innocent users of social networking sites like children is debatable. This paper draws a critical analysis of the argument that social networking sites pose threats to the safety of children. An Overview of the Laws in UK related to Social Networking Sites Data Protection Act (DPA) 1998 Organizations in the UK that deal with the information about living as well as the identifiable people are obliged to show compliance with the DPA 1998 provisions. Service providers have to be very careful while processing children’s information to comply with the DPA 1998 provisions. This includes the providers of social networking sites that gather the users’ personal data to enable the registration. ... However, the new requirements of notification also include the email addresses’ registration. The government has proposed that these blacklisted email addresses be forwarded to the social networking sites so that they can check the email addresses against the ones in their user base and accordingly, deactivate the matching accounts. Guidance Report by the Home Office Task Force on Child Protection The Home Office Task Force on Child Protection published a note of guidance on the Internet in April, 2008 whose objective was to enhance the safety of children using the social networking sites. Along with serving as a resource of education for the parents, the guidance provides the providers of the social networking services with recommendations on ways to operate the sites in such a way that safety of the users is maximized. The guidance report of the Home Office acknowledges the fact that no environment is completely safe for children in any circumstances, though risks can be red uced by changing the default settings of privacy for the users under 18 years of age to private, making the private profiles of the users below 18 years of age non-searchable without the users’ consent, clear declaration of the information that would be publicly available that what would be private at the time of registration, declaration of simple and user-friendly ways of reporting abuse, discouragement for children to provide excessive information about themselves, and establishment of a system of sharing of reports of abuse between the law enforcement agencies and the industry (The In-House Lawyer, 2008, p. 82). In addition to that, the government of the UK â€Å"set guidelines requiring the sharing of the ‘email addresses’ of registered sex offenders to