Art and History Displayed at the Pompeii Exhibition at LACMA

The Pompeii exhibition at LACMA was an astounding visualization of history. The exhibition provided all sorts of objects; from sculptures, glass figures, painted art, and more. These art pieces specify the kind of life that was taking place in the Bay of Naples during the second century. As we know the cities around the Bay of Naples, which include Pompeii and Herculaneum, became tourist attractions when the cities were excavated after they were buried from the volcanic eruption of Mount Vesuvius. However, the comprehension of how the art pieces made their way into the museum is just a little fact of the history behind them. With this exhibition we are able to feel like we are back in time and living in the exhilarating time of†¦show more content†¦Then we view the sculptures of the Boar and Hunting Dogs which were originally in the garden of a home in a city in the Bay of Naples. We also view the large fresco of the Garden Scene (see Fig. 2), which feels like a time w arp back in time to Pompeii. The Garden Scene displays the beauty of nature with the various plants and birds present, and the two heads hanging on posts seem to be looking out to the viewer and protecting the garden. After the garden pieces we then are welcomed to the indoors of the Bay of Naples’ homes. The presentations of glass objects as well as pieces of furniture are the next stop in the exhibition. We view a couple of lamps which have exquisite detail. The Lamp Bearing Youth (see Fig. 3) which was utilized as a home decoration seems to be more of an artifact. A young and fit man, presumably Apollo, stands in the now prominent cross balance posture. We then see objects such as the two Table Supporters and the Four Flasks. The two table supporters are very intricate objects, for they portray an almost devilish animal with a lion’s leg. On the other hand, the four flasks express the beauty of glass blowing with the exquisite colors and movements of lines. At the end of this room we are taken to The Moregine Triclinium which is a beautiful room with an empowering color of red. The room has what seems to be the second

Strategic Diversity Plan For The U.s. Department Of...

The target of this paper is to explore the strategic diversity plan of the U.S. Department of Veterans Affairs (VA) with an end goal of supporting its efficacy. Accordingly, this paper organizes this exploration into three correlating sections, the first of which presents an overview of the Office of Diversity and Inclusion (ODI) within the VA. In addition, this area summarizes the VA diversity plan, created by the ODI. Next, the second exploration section outlines specific focus areas as defined in the Standard University Publication Best Practices for Managing Organizational Diversity (2007). The third and final segment offers a concluding synopsis of this analysis and proposes remedies for the gaps. In conjunction, this paper includes appendices which serve as informative supplements with relevant exhibits of the documents used in this research. First, appendix â€Å"A† contains the Diversity and Inclusion Strategic Plan FY 2012 – 2016, Diversity and Inclusio n Strategic Quarterly Progress and Accomplishment Report Template – FY 2012, Diversity and Inclusion Annual Report – FY 2014, and the VA Strategic Plan FY 2014 – 2020. Second, appendix â€Å"B† includes the mission, vision, values and goals of the ODI, as well as an illustration of their organizational chart. Third, appendix â€Å"C† provides the Pew Research Center graphical data on the United States population. Fourth, appendix â€Å"D† consists of the veteran population graphical data from the National Center for VeteransShow MoreRelatedThe Diversity Strategies Of The U.s. Department Of Veterans Affairs3695 Words   |  15 Pagesthe diversity strategies of the U.S. Department of Veterans Affairs (VA) with the objective of supporting its efficacy. 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Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley Sons, Inc., 111 River Street, Hoboken, NJ 07030-5774, (201)748-6011, fax (201)748-6008, website http://www.wiley.com/go/permissions. To order books or for customer service please, call 1-800-CALL WILEY (225-5945). DeCenzo, David ARead MoreNursing Essay41677 Words   |  167 PagesPartida, Director, National Center, Hablamos Juntos, UCSF Fresno Center for Medical Education and Research, Fresno, CA Robert D. Reischauer, President, The Urban Institute, Washington, DC John W. Rowe, Professor, Mailman School of Public, Health Department of Health Policy and Management, Columbia University, New Yo rk, NY Bruce C. Vladeck, Senior Advisor, Nexera Consulting, New York, NY Project Staff Susan Hassmiller, Study Director Adrienne Stith Butler, Senior Program Officer Andrea M. Schultz,Read MoreIBM10585 Words   |  43 Pagesposition to number 5 in 2000. 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Evaluation of the Issues Related to Negotiation and Bargain at Workpla

Question: Evaluate the issues related to negotiation and bargain at workplace. Answer: Introduction Bargaining and negotiation has become one of the popular concepts in the context of industrial structure around the world. But in this context it has been prominently emerged that along with the term bargaining and negotiation there lies some issues that are being encircled within the organizational culture (Bendersky, 2015). This study intends to critically evaluate and discuss the reasons behind negotiation and bargain at work place along with its impacts on the HR management and employee relation in the context of the given report. Here, in this study the facts related to the significance and exhibition of negotiation at work place has also been critically evaluated. The researcher has also discussed the relevant solution to such issues along with new way of implementing such way outs (Timo, 2005). Hence, some recommendations have been provided in order to deal with the emerging issues that generate large practices of negotiation and bargaining at work places with special referenc e to Australian domain. Evaluation of the issues related to negotiation and bargain The concept of collective bargaining can be defined in terms of a process in which two parties at a workplace forms a contract that represents a specific relationship between the employer-employee and the union. In other sense the concept of negotiation can be seen as a contract that allows the employer and employee to set deals regarding salary, working hours and working conditions. But these kinds of contracts can generate issues that create the situation in which, negotiation or bargaining can take a diverse form. In the context of the given report it has been observed that the issue that has generated the scope for negotiation and bargain in the workplace for the public sector employees against the unacceptable working condition that are being controlled by the government of Australia (Fairwork.gov.au. 2016). The reason behind the emergence of negotiation can be detected through the increased possibilities of unhealthy working circumstances instead of low pay grade. As a result t he workers tend to go on industrial strike demanding to increase the amount of weekly pay. But on the other hand the significance of such contracts can be realised as it allows both the workers union and the business entities to set conditions on the payment scales and other development regarding the workplace environment. According to the research results of ACTU and CPSU the current remuneration that the workers in Australia are receiving is not enough to satisfy the need, instead of that the government should increase the amount of payment as per hour and per4 week. The main cause that these issues have arisen is the unacceptable working condition in the public sectors of the worker and the discontent acceptance of the low pay grade (Silva, 2001). The concept of negotiation or forming organizational contract have exercised great impacts at the workplace environment as workers are getting influenced and the rage against government are about to burst out as it has been nurtured among the unsatisfied worker for a long time. Hence the impacts of bargaining or negotiation ca n be noticed on the management of employee relation as workplace issues have been one of the most popular debates in Australia. To conclude this point and to assert the implication of ER management it can be depicted that by forming such contracts organizations or the government can restore the lost faith of the workers generating fruitful bargaining in relation to employee relation management (Farmakis-gamboni and Prentice, 2011). Recommendations regarding the issues The issues that have been identified in this particular study demand few recommendations in order to be able to face such situation with sheer efficiency. In relation to generate negotiation and bargain it can be said that there are many ways in which the government can handle such issues with workers in Australia. The suggestion has been made from an industrial perspective that what should be done in the context of dealing with such issues. The reason that gave birth to the issues related is the unethical working environment in the public sectors and the government are delaying in concentrating on the payrolls of the workers. Here the from a macro perspective it can be realised that the present working conditions in relation to engagement of individuals in jobs are poor in Australia (Goldberg, 2015). In such cases the government should be aware of the fact that the wage in current payment level would not pose any threat to youth employment. In this regard the good faith in negotiation can appear as beneficial in relation to employee relationship management. In order to deal with such issues in the organizations the authority could use the benefits of good faith negotiation that allows the employers and employee to focus on the facts related to service delivery, client satisfaction and increased production target and reduction of material waste which could only be possible by effective practices of negotiation between two parties in the industrial structure (Montagne, 2002). From another point of view it can be said that the employees must possess recorded inflation as according to the report most of the public sector employees are not registered in terms if increased inflation in the payrolls. Hence, it can be suggested that effective negotiation can be generated in order to redu ce the possibilities of employee strike and new schemes related to the enhancement of weekly payment should be introduced in the public sectors (Macdonald, 2000). Conclusion To conclude this study it can be asserted that while workplace changes were taking its place in the industrial scenario in Australia, the employee relationship has encouraged the individualised forms of employment relation. Thus, the impacts of negotiation or bargain in respect of employee relation have emerged with all its potentialities in this context. There have many issues related to the implementation of negotiation as it has been considered as a form of contract between the workers and the employers. But in this regard recommendations have been made in order to make this report valid for the future researches. Therefore, changes and innovation at the workplace will need in future a similar strong contract based agreement that will interest both the parties to invest their talent for the sake of organizational success. References Bendersky, C. (2015). Appreciation for the Interdependent Elements ofA Behavioral Theory of Labor Negotiationsin the Workplace Context.Negotiation Journal, 31(4), pp.429-430. Fairwork.gov.au. (2016).Improving workplace productivity through bargaining - Best practice guides - Fair Work Ombudsman. FARMAKIS-GAMBONI, S. and PRENTICE, D. (2011). When Does Reducing Union Bargaining Power Increase Productivity? Evidence from the Workplace Relations Act*.Economic Record, 87(279), pp.603-616. Goldberg, S. (2015). Mediation in the Workplace: An Alternate Route to Attitudinal Restructuring of the Union-Management Relationship.Negotiation Journal, 31(4), pp.415-417. Macdonald, D. (2000). INDUSTRIAL RELATIONS AND GLOBALIZATION: CHALLENGES FOR EMPLOYERS AND THEIR ORGANIZATIONS.INTERNATIONAL LABOUR ORGANISATION ACT/EMP PUBLICATIONS. Montagne, C. (2002). Bargaining Health Benefits in the Workplace: An Inside View.Milbank Quarterly, 80(3), pp.547-567. Silva, S. (2001). COLLECTIVE BARGAINING NEGOTIATIONS.INTERNATIONAL LABOUR ORGANISATION ACT/EMP PUBLICATIONS. Timo, N. (2005). Future directions for workplace bargaining and aged care under a post 2005Howard government.Aust. Health Review, 29(3), p.274.