Shostakovich - 3111 Words

Dmitri Shostakovich: A Musical Representation of Communist Russia In the musical world, no one is as controversial as Dmitri Shostakovich. Although he died not 30 years ago, many aspects of his life still remain to be a great mystery. When he was alive, many in the world believed he was a Communist and a devoted servant of Stalin. It was not until after his death that the truth had come out. Or had the truth been there all along? Many believe that this was because his music expressed a lot of nationalism and idolized Stalin. However, in an attempt to escape the red fist of Stalin, Shostakovich made his music appear to be nationalistic when really it is full of sarcasm and hidden messages. Shostakovich showed his contempt Stalin and†¦show more content†¦Since Shostakovich was unable to express his ideas about Communism openly, he had to resort to sarcasm to show his resentment to the party. But how can one prove that Shostakovich used sarcasm in his works? Sarcasm in nonvocal works is usually evi dent when lots of techniques from different style periods are used. This creates contrast and exaggeration in a piece to represent sarcasm (Dmitri ). Several works of Shostakovich demonstrate this technique, but one of the more well known pieces is the Leningrad symphony. In Shostakovichs 7th Symphony, otherwise known as the Leningrad symphony, he uses a great deal of Sarcasm. During the time when the symphony was written, Shostakovich and his family were in Leningrad when the Nazis sieged the city. As the war continued, the symphony became a song of the Russian resistance against Germany (Dmitri ). The true intentions of the symphony have been highly debated. When taken at face value, it appears that Shostakovich was attempting to conform to the Soviet standards and write a piece full of patriotic themes, but when taking a more in depth look, it can be said that the piece has a double meaning (Simon, Politics ). In order to save himself from the threat of being taken away by the Se cret Police, Shostakovich wrote the piece to please Soviet authorities. He portrays Russia asShow MoreRelatedAnalysis Of Dmitri Shostakovich And Sergei Prokofiev2012 Words   |  9 Pageswestern â€Å"formalism†. For prominent Soviet composers Dmitri Shostakovich and Sergei Prokofiev, the struggle to maintain influence within the music world and continue composing was unequaled. Confronted with many obstacles during the course of both of their respective musical careers, Shostakovich and Prokofiev battled through the Soviet regime, their wielding their compositions as weapons in the fight for creativity. Dmitri Shostakovich was a rising star within the world of Soviet music. His FirstRead MoreDmitri Shostakovich : The Greatest Composers Of The 20th Century And The Most Important Soviet Composer1567 Words   |  7 Pagescentury and the most important Soviet composer, Dmitri Shostakovich created some of the most richly complex and experimental pieces of his time. His musical education and career took place entirely in the Soviet Union, where he created his greatest masterpieces including 15 symphonies and 15 string quartets. He forayed into several different mediums including compositions of concertos, ballets, motion-picture scores, and opera. In addition, Shostakovich was at often the center of controversy because hisRead MoreHow Dmitri Shostakovich Adhere From The Conventions And Traditions That Were Normalized? Classical Music1181 Words   |  5 Pageswill be discussing the extent that Dmitri Shostakovich adhered to and rebelled from the conventions and traditions that were norm alized in classical music and I will offer varied examples of the many times Shostakovich has obeyed and dissented within music throughout his career. The career span of Shostakovich extends from 1926 when he presented his first major work, Symphony No.1 to 1970 when he presented Quartet No. 7. Born Dmitri Dmitrievich Shostakovich on the 25th September, 1906, in St. PetersburgRead MoreThe Role Of Music As A Reflection Of The Human Condition1161 Words   |  5 PagesShostakovich, Soviets, and Suppression Scholars and artists commonly describe music as a reflection of the human condition. The period in history from the mid-1930s onward marked a tragic phase in twentieth century music and this reflection: the total politicizing of the art by totalitarianism means. Dictators, including Joseph Stalin of the Soviet Union, were manipulating popular culture to take control of their people. Stalin supported the idea of a â€Å"Soviet modernism,† a school of art that wouldRead MoreEssay on Russian Composers1830 Words   |  8 Pagesare able to capture mood through a unique ability to capture exactly what they feel. Exactly how the Russians are able to do this is unknown, though through this, the greatest composers have turned out to be Russian. Tchaikovsky, Rachmaninoff and Shostakovich are all able to write and portray the most detailed feelings and moods, and it is to them that we owe the advancement of all music. Tchaikovsky is one of the most beloved composers in history. An inspired craftsman of melody, orchestration andRead MoreThe Greatest Composers Of The Twentieth Century1863 Words   |  8 PagesIn the forty-one years since his passing, Dmitri Shostakovich is one of the most widely discussed and fiercely debated composers in Western Music. His compositions are known throughout the world, and his life and morals are a discussed passionately amongst musicologists with his catalogue consisting of 15 symphonies, 15 string quartets, 37 film scores, and a number of pieces in other genres. For someone that is considered one of the greatest composers of the twentieth century, there lacks a consensusRead MoreConcert Critique : The Houston Civic Symphony1078 Words   |  5 PagesDmitri Shostakovich. Shostakovich was a Russian composer who was born in 1906 and died in 1975. At the young age of 9, his mother taught him the piano which he used to help build income in his family after his fatherà ¢â‚¬â„¢s passing. He composed 15 symphonies, 15 string quartets, and several other works. During this time in Shostakovich life the Soviet Union was under the control of Joseph Stalin. Massive purges, loss of life and loved ones, and bans on music of traditional composers. Shostakovich was afraidRead More Dmitri Shostakovich and Johann Sebastian Bach Essay1486 Words   |  6 PagesDmitri Shostakovich and Johann Sebastian Bach Dmitri Shostakovich (1906-1975) was one of the greatest composers of Soviet Russia. Johann Sebastian Bach (1685-1750) is regarded today as the father of Western music. They came from opposite ends of music history and lived in entirely different environments, but Shostakovich was undoubtedly influenced by Bach’s music, and their respective musical styles came from the same core tradition of Western music. But most importantly, underneath the obviousRead MoreAmerican Politics During The Vietnam War1370 Words   |  6 Pagesother side of the world. Both Paul Hindemith, under the Nazi Regime, and Dmitri Shostakovich, under the communist reign of Stalin, managed to fight political oppression through their music. The two composers had very different ways of doing so. Hindemith wrote two separate pieces, one that directly opposed the Nazi regime, and another that was so nationalistic he was forgiven for his previous ‘mistakes’, whereas Shostakovich wrote a single piece which seemed just as nationalistic as Hindemith’s symphonyRead MoreThe Chicago Symphony Orchestra s Presentation Of Rachmaninov Piano Concerto No. 1 And Schostakovich s Symphony No1133 Words   |  5 Pageshis audience. The first concerto was played at the symphony orchestra and is a piece mainly dominated by the piano; the piano’s lead role reflected Rachmaninov’s major skill and talent as a pianist. The other composer’s piece performed was Dmitri Shostakovich, who was born in Leningrad, Russia. He was also famous composer that notably connected his experiences of conflict, and grief of war with the music. The revolution in his upbringing sparked and inspired many of his orchestra compositions. Music

Develop Road Safety Culture Free Essays

Transportation is one of the basic things that people use and need in their everyday lives. We use different modes of transportation like airplanes, trains, boats, cars, and motorcycles. But the most abundant and commonly used of these are the cars, buses, and motorcycles. We will write a custom essay sample on Develop Road Safety Culture or any similar topic only for you Order Now This is the reason why there are a lot of vehicular accidents that happen every day. It may be caused by a lack of discipline of the driver, refusal to follow traffic rules, or poor infrastructure. Vehicular accidents usually lead to injuries or even death.However, there are traffic laws that may prevent these kinds of accidents to happen, but it is still up to the driver to follow these rules. Every day when we open the newspaper we read about many road accidents. Millions of people nowadays are killed of accidents. But did anybody try to analyse the reasons of this serious problem? How to avoid this much of accident every day? Who is responsible for it? How can we manage to decrease the danger effects of these accidents? How can we develop a system where the road safety culture can easily inherit? Simply it’s by understanding our road safety rule ; regulations.The only solution to avoid these kinds of problems is to develop a road safety culture in general people so that they follow the Safety rules and obey the laws of Traffics. Many people are not learning about road safety at their schools. In my opinion, I see that we must educate our children in young ages about road safety ; how to safe ourselves when we are walking in the road. Many of our children go to schools by foot when their schools are not far away from their houses. This is not only the teachers responsibility as well as their parents responsibility too. Apart of this the Government also has too look very deeply into the roads infrastructure and creates the different lines as per the category of the vehicle and Zebra crossing with the attendants who will help needy people to cross the roads. I understand that nobody want to have an accident in his life. And nobody wants anyone to accuse him. In my opinion there are two major reasons for this high number of accidents, speed ; carelessness. So we must advise drivers to drive on the limits of the local roads ; accuse them or their families when the reason of accident was because of high speed driving.Drivers must be well educated regarding road safety ; what to do what not to do. This is also not enough to control the speed, Government need to take a strict action about this to create a low that the people should fear to drive very fast or beyond the speed limit. Normally once the License if granted to one person that is valid for next 15 years, but I think it should be reduced to 5 Years and after 5 Years he has to give again the written and driving test for the renewal of the Licenses. Many people are killed, left seriously injured ; incapacitated for life. Why?Because many teenagers drive without license, drives fast ; careless regarding this issue, talking over phone while driving, non-maintained vehicle or drunk. All the signals at least should have CCTV cameras so that is any one breaks the signals can capture by Camera. RF IDs should be installed in every car so that by the help of speedometer the speed and the details of the car can be captured easily. Huge number of the Traffic control Cops need to be appointing so that before thinking of breaking any traffic rules any one can see the appearance of the cops also to punish.These are the least not last Road safety tricks; we just need to remember whatever we learnt and follow these ru les and I think to make a Culture to follow the Road safety rules Media, campaign, Education system and the strict rules can help us to develop and a Road Safety Culture in Modern era. If we all contribute to create a society where everyone just follow the rules and also help others to follow Road safety rules then very soon I think a Culture will automatically develop and which will automatically inherit to our children. How to cite Develop Road Safety Culture, Papers

Person

Person-Organisation Fit Essay Contents Person-Organisation Fit2 Forms of P-O fit2 Measures of P-O fit3 Antecedents and outcomes of P-O fit3 Impacts of P-O fit on organisation and individuals4 Performance4 Turnover4 Homogeneity and creativity5 Comparison P-O fit with P-J fit5 Effective management of person-organisation fit6 Importance of Assessing P-O fit in employee selection6 Nurturing P-O fit after the selection process7 Managing P-O fit in organisation with high diversity7 Conclusion10 References12 Bibliography16 Person-Organisation Fit Person-Organisation fit(P-O fit) is broadly defined as the compatibility between people and organisations (Kristof 1996); a compatibility of values and expectations between employee and employer. It is the congruence of an individual’s beliefs and values with the culture, norms, and values of an organization. Forms of P-O fit Kristof (1996) further explains P-O Fit has three main forms. * The first is supplementary fit. It exists when the characteristics of one thing are similar to the same characteristics of something else. * The two other forms of P–O fit are different aspects of complementary fit. Rather than similarity, complementary P–O fit is about one of the parties (the individual or the organization) making the other whole (Muchinsky and Monahan, 1987). It can take several forms such as needs–supplies or demands–abilities relationships (Kristof, 1996). A high level of individual complementary P–O fit exists when the organization supplies what the individual needs. A high level of organizational complementary P–O fit exists when an individual has the abilities, attitudes etc. that the organization demands. Measures of P-O fit Person’s fit to the organisation can be measured on four different levels * Measuring similarity between characteristics of people and organisations * Measuring the goal congruence with organisational leaders or peers (Vancouver, Millsap Peters 1994) * Measuring similarity between individual preferences or needs and organisational systems and structures (Cable Judge 1994) –this reflects the needs-supplies fit perspective. * Measuring similarity between characteristics of an individual personality and organisational climate-sometimes labelled as organisational personality. Bowen et al 1991) Antecedents and outcomes of P-O fit According to Schneider’s (1987) ASA (Attractive-Selection-Attrition) framework people and organisations are attracted to each other based on their similarity. Thus both applicant job choice behaviour and organisations’ hiring practices are the major antecedents of P-O fit. Following organisation entry individual and organisational so cialisation practices contribute to P-O fit. Socialisation helps establish P-O fit between newcomers and organisation (Chatman 1991; Cable Parsons, 2001) Impacts of P-O fit on organisation and individuals High level of P-O fit is related to a number of positive outcomes. P-O fit is correlated to work attitudes like job satisfaction and organisational commitment, organisational citizenship, self reported team work, creativity, and contextual performance (Boxx, Odom and Dunn, 1991; Chatman 1991). It can also predict intention of quit and turnover. Performance Holland (1985) stated that individuals will achieve greatest performance when their skills and traits fit those of the organization. In support of this statement, Caldwell O’Reilly (1990) found that P-O fit is positively related to job performance. Turnover Research examining the relationship between P-O fit and turnover suggests that employees whose values match those of their organization are less likely to experience feelings of incompetence or anxiety (Chatman, 1991). In contrast, employees who do not have a strong fit will either self-select out or will be released by the organization. For this reason, employees who fit with the organization are likely to have higher job satisfaction and lower intentions to quit than those who do not. This is also a measure of organizational commitment (Caldwell O’Reilly, 1990; Chatman, 1991; Saks Ashforth, 1997; Vancouver et al. 1994). Homogeneity and creativity P-O fit research also suggests that employees who have strong fit also possess certain degree of similarity or homogeneity (Lopez McMillan-Capehart, 2003). As a result, a criticism of P-O fit is that it results in employees who think similarly and thus there is less innovation and creative in the organization. Payne, Lane Jabri (1990) have questioned the desirability of too great a fit in creative industries, as ‘group think’ is detrimental to the innovation process. Comparison P-O fit with P-J fit Person-Job fit (P-J fit) is the most common way fit is defined by organizations. Person-Job fit involves the measurement of what we often refer to as â€Å"hard† information about a candidate’s suitability for the tasks that are required for successful performance of a specific job (Handler. C 2004). â€Å"Hard† aspects of P-J Fit include things such as a candidate’s specific skills, their levels of knowledge about specific subject matter, and their cognitive abilities. On the other hand, the elements of P-O Fit are rather soft. That is to say, it’s much more difficult to examine the job-related outcomes of a match between person and an organization as it elates to abstract concepts such as â€Å"values† and â€Å"culture† then it is to examine the outcomes of the match between harder traits, such as a person’s mathematical ability and the related aspects of their job performance. Just because it’s softer in nature and involves less objective constructs then P-J Fit, that doesn’t mean P-O Fit i s any less important. These insights on the two fit concepts suggest that they are complimentary measures that should account for different aspects of job performance and other organisational behaviors of an employee. Effective management of person-organisation fit As can be seen from the nature of the P-O fit, its involvement in the organisation and individual development starts at the selection process itself. It is then nurtured to grow by socialisation trends in the organisation. In this section effective management of P-O fit at various stages is discussed in detail Importance of Assessing P-O fit in employee selection In employee selection research , P-O fit can be conceptualised as the match between applicant and broader organisational attributes. Judge Ferris, 1992;Rynes Gerhart, 1990). P-O fit is very important in maintaining the flexible and committed workforce that is necessary in a competitive business environment and a tight labor market. (Bowen, Ledford Nathan,1991;Kristof 1996) Schneider’s (1987) ASA framework suggests that the sort of people within an organisation shape that organisation, yet that the culture of an organisation endures through changes in personnel. There i s then, a dynamic interaction between the people entering and leaving an organisation and its cultural characteristics. Dress Code EssayWe know that some degree of fit among employees is necessary to have harmony; on the other hand extreme levels of fit can lead to negative consequences such as lessened creativity. This is a dilemma many companies now face. By being attentive to the organizational climate and to the manner in which employees are socialized, it is possible that managers can nurture dissimilar employees so that they fit well with the organization while maintaining their uniqueness. References * Bowen,D. E, Ledford,G. E Nathan,B. R(1991) Hiring for the organisation,not the job. Academy of Management Executive ,5(4) 35-51. Boxx W. R. ,Odom,R. Y. ,Dunn, M. G(1991) Organisational values and value congruency and their impact on satisfaction commitment and cohesion. Public Personnel Management 20,195-205 * Bruce Watt, Mark Busine, Emma Wienker (2005) RECRUITING FOR CULTURE FIT DDI Australia Research Report. * Cable D. M. , Judge, T. A(1994). Pay preferences and job search decisions : A per son-organisation fit perspective. Personnel Psychology. 47,317-348. * Cable, D. M. and Parsons, C. K. (2001) Socialization Tactics and Person-Organization Fit. Personnel Psychology, 54, (1), pp1-23 * Chatman J. A(1991) Matching people and organisations:Selections and Socilsation in public accounting firms. Administrative Science Quarterly 40,423-443. * Caldwell, D. , Chatman, J. , and OReilly, C. , (1990) Building organizational commitment: A multi-firm study Journal of Occupational Psychology, 63, pp. 245-261. * Dr. Charles Handler (2004) The Value of Person-Organization Fit , http://www. ere. net/2004/05/20/the-value-of-person-organization-fit/ * Hobman, E. V. , Bordia, P. , and Gallois, C. (2003), Consequences of feeling dissimilar from others in a work team Journal of Business and Psychology, 17, pp. 301-325. Holland, J. L. (1985), Making vocational choices, Prentice-Hall, Englewood Cliffs, NJ. * James, L. A. , and James, L. R. (1989), Integrating work environment perceptions: Explorations into the measurement of meaning, Journal of Applied Psychology, 74, pp. 739-751. * Jones, G. R. (1983), Psychological orientation and the process of organizational socialization: An interactionist per spective, Academy of Management Review, 8, pp. 464-474. * Judge, T. A Ferris, G. A (1992). The elusive criterion of fit in human resource staffing decisions, Human Resource Planning,154, 47-67 * Kristof,A. L(1996). Person-organisation fit: An integrative review of its conceptualisations, measurement and implications. Personnel Psychology,49(1),1-49 * Kwiatkowski R, (2003) Trends in organisations and selection: an introduction Journal of Managerial Psychology 18, 5 pg 382-394. * McMillan- -Capehart A, Lopez T. B, (2003)Reconciling Employee Dissimilarity and P-O Fit, Journal of Diversity Management 2,4 pg 33-42 * Meyer, J. P. , Allen, N. J. , and Gellatly, I. R. (1990), Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations, Journal of Applied Psychology, 75, pp. 10-720. * Muchinsky, P. M. Monahan, C. J. (1987): What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31, 268-277. * Payne, R. L. , Lane, D. and Jabri, M. (1990) A Two-Dimensional Person-Environment Fit Analysis of the Performance, Effort and Satisfaction of Research Scientists British Journ al of Management, 1, pp45-57 * Richard, O. C. Grimes, D. (1996). Bicultural interrole conflict: An organizational perspective, The Mid-Atlantic Journal of Business, 32 (3), pp. 155-270. * Rynes. S. L Gerhart,B. (1990). Interview assessments of applicant â€Å"fit†: An exploratory investigation . Personnel Psychology, 43,13-35. * Saks, A. M. and Ashforth, B. E. (1997) A longitudinal investigation of the relationships between job information, sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50, pp394-425 * Schmidt,FL. , Hunter J. E (1998) The validity and utility of selection methods in personnel psychology:Practical and theoretical implications of 85 years of research findings. Psychological Bulletin,134 (2) 262-274. * Schneider, B. and Goldstein, H. W. and Smith, D. B. (1995) The ASA framework: an update. Personnel Psychology, 48, pp747-773 * Vancouver, J. B. ,Millsap,R. E. Peters P. A (1994) Multilevel analysis of organisational goal congruence. Journal of Applied Psychology 79,666-679. * Van Maanen, J. , and Schein, E. H. (1979), Toward a theory of organizational socialization. In B. M. Staw (Ed. ), Research in Organizational Behavior, 1, JAI Press, Greenwich, CT. * Bibliography * Boisnier, A. and Chatman, J. A. (2003) The role of subcultures in agile organizations. In R. Peterson and E. Mannix (ed) Leading and Managing People in Dynamic Organizations, Mahwah, NJ: Earlbaum, pp87-112 Bretz, R. D. and Judge, T. A. (1994) Person-organization fit and the theory of work adjustment: implications for satisfaction, tenure and career success. Journal of Vocational Behavior, 44, pp32-54 * Carless, S. A. (2005) Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78, pp411-429 * Chao, G. T. , O’Leary-Kelly, A. M. , Wolf, S. , Klein, H. J. and Gardner, P. D. (1994) Organizational Socialization: Its content and consequences. Journal of Applied Psychology. 79, (5), pp730-743 * Chatman, J. (1991) Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Administrative Science Quarterly, 36, pp459-484 * Cooper-Thomas, H. D. , Van Vianen, A. and Anderson, N. (2004) Changes in Person-Organization Fit: The impact of socialization tactics and actual P-O fit. European Journal of Work and Organizational Psychology, 13, (1), pp52-78 * Jansen, K. J. Kristof-Brown, A. (2006): Toward a multidimensional theory of personenvironmentfit. Journal of Managerial Issues, 18 (2), 193-212. Jones, G. (1986), Socialization tactics, self-efficacy, and newcomers’ adjustment to organizations Academy of Management Journal, 29 2, pp. 262-279. * Kristof-Brown,A. L(2000). Perceived applicant fit: Distinguishing between recruiters’ perceptions of person-job fit and person-organisation fit. Personnel Psychology,53(4) 643-671. * Lievens, F. , Decaesteker, C. , Coetsier, P. and Geirnaert, J. (2001) Organizational Attractiveness for Prospective Applicants: A Person-Organization Fit Perspective. Applied Psychology: An International Review, 50, (1), pp30-51 * Morley, M. J. 2007): Person-organization fit. Journal of Managerial Psychology, 22 (2), 109-117. * Pervin, L. A. (1989), â€Å"Persons, situations, interactions: the history of a controversy and a discussion of theoretical models†, Academy of Management Review, Vol. 14, pp. 350-60. * O’Reilly, C. A. , Chatman, J. and Caldwell, D. F. (1991) People and organizational culture: a profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, pp487-516 * Sekiguchi T. (2003),A Contingency Perspective on the Importance of P-J Fit and P-O fit in Employee Selection Academy of Management , 4