The Scientific And Ethical Considerations Of Art Technology

Many factors have influenced the history and technology of painting such as geography, religion, national characteristics, historic events, and the development of new paint technology which help to shape society. In this paper I will start off by discussing the various technologies and tools that are used in painting today. Next I will go over the history as well as the earliest form of paintings which help shape society in that specific period of time. I will also discuss some of the new technological advancements in painting and other forms of art. I will go over the sociological and ethical considerations of art technology. This paper will also discuss the various paintings that were either influential or controversial for society as†¦show more content†¦Then there was the use of oil paintings and paint brushes. Paint brushes were first used throughout the prehistoric times, when wall and cave drawings that used some type of brush. Brushes have been discovered in Egypt, which were made from split palm leaves, and were also used by the ancient Greek and Romans. Today the technological artist would use forms of spray brushes or robotic painting which is controlled digitally. Painting tools have come a long way from using simple brushes to robotic painting. Without the innovations in the tools of painting, our society’s vision of art would not look the same. The two pictures below shows a cave painting from the early prehistoric and Egyptian Pyramids. The cave paintings from prehistoric days showing the type of artwork and also shows the dirt and other forms of liquid used to make the painting. These paintings were also painted on the floors, ceilings, and other ancient rocks forms. Cave painting such as the picture above helped society record their life teachings and encapsulates what time was like during these prehistoric times. Cave paintings also brought much history on the different forms of art that were available to create. Egyptian pyramids were also a huge stepping stone in constructing large architecture. These large monuments provided a sort of blueprint on how the structures were made that time. Civilization around that time did not have much

Birthdays Free Essays

You would find forms such as Material Availability Reports, Production Order Forms, Material Requisition Forms, a Production Schedule, and Production Status Forms in the production/conversion cycle. 2) Garbage in garbage out means that if you only put garbage into the data processing cycle, or bad materials or inputs, then you will only get garbage out. You cannot start with bad inputs and expect to get great outputs. We will write a custom essay sample on Birthdays or any similar topic only for you Order Now To keep this from happening you need to focus on the Inputs that you are putting Into the cycle In order to create and be able to control better outputs. ) Documents that are turnaround documents are going to be forms that the company prints out and gives to an employee that needs to record information on it throughout the day and then input what he has recorded back into the company’s computer system at the end of the day. One example would be a gas company who prints out forms and then the employ travels around to read customers meter numbers, he then records them and inputs them back into the computer. Problems: 2) x-x-x-xx X, 1-4 Division X, 1-6 = Major Categories X, 0-9 = Control Account -99 = Subsidiary Accounts for each control account 44 expense accounts would be In the subsidiary accounts for the expense control account, and the 12 variable accounts would be under their appropriate control account. Problems: AAA. Purchase Request C] Purchase Order C] Order Confirmation D Delivery Order C] Receipt/Product Invoice CLC Posting to GAL. or Inventory System b. Sales Order C] Order Number 0 Delivery of Order, Receipt CLC Sales Invoice Posting Sale Transaction to GAL. and Remove Inventory c. Employee Contract Signed 0 Salary Report/Voucher How to cite Birthdays, Papers

Management Routledge Globalizing Resource -Myassignmenthelp.Com

Question: Discuss About The Management Routledge Globalizing Resource? Answer: Introduction Human resource management can be defined as the management of the human resource component of the company. Employees are considered to be the backbone of the organization and hence, their management is extremely relevant for the growth of the organization. The primary aim of the management is to see to it that the right people are employed at the right time and at the right place. The primary purpose is to improve economics performance and maximise the success of the firm (Cascio 2018). The given report aims to throw light on the human resource aspect of one such company known as Data Tech. Data Tech is involved in transcribing business and requires a new workforce for its operations in a new city. It has hired WestAusProHR in order to carry out the various human resource tasks. The given report shall outline the human resource plan for each role and the preferred recruitment method (Brewster and Hegewisch 2017). It shall also throw light on the job description details relevant to ea ch post and the persona skills, specifications as well as knowledge required for each job. Recruitment Methods Recruitment methods can be described as those methods which are adopted by the organization in order to hire new employees. Through the recruitment methods a company is able to maintain and establish contacts with the given potential candidates. These methods are: Direct Method Indirect Methods Third Party Methods. The recruitment method is used to establish links with potential candidates (Alfes et al. 2013). A brief description of the methods has been provided: Direct Method In the direct method, the personnel representation the organization are sent to various educational as well as training institutes and they are asked to establish contacts with the candidates who are interested in working with the organization. Through this method, the organizations stay constantly in touch with the placement cells in the various institutions for people pursuing management, medical and engineering. Very often, the organization also stays in touch with the professors and takes information about excellent students. In the given method, the recruiters are sent to fairs and conventions so that direct contact can be built up with the recruiters. In simple terms, the direct method can be referred to as a method whereby the firm takes the whole recruitment and selection in their own hands and hires people who report to the office itself. These methods include the process by which the companies advertise on their own and the candidates directly to the company and the managers take the interview of the different candidates and hire them accordingly (Alfes et al. 2013). This method is preferred when the company does not want to invest much into its human resource aspects and is jest able to invest in its advertising costs. Some sources of this method: Advertisement: In the advertising method, the company sends the advertising in a radio, website or in a newspaper. The drafting of the advertisement plays a crucial role as it reflects the way in which a candidate portrays the firm. Campus recruitment: When the firm wants to hire candidates from a good background and certain relevant skills then it hires staff from campus recruitment. This kind of recruitment helps the firm as the company can find relevant candidates at one place. The primary disadvantage is that only entry level posts can be filled with this method (Renwick, Redman and Maguire 2013). Websites These days a specific web portal is available for the firm such as monster.com, indeed and others which provides a new dimension for the firm to explore a wide database of candidates. Referrals This is another form of direct recruitment whereby the firm promotes some of its employees to a higher level or asks the existing employees to get in some other employees from their known circle. This often gives rise to nepotism (Marchington et al. 2016). Indirect Method In the indirect method, the company advertises in various newspapers, television, radio magazines and journals to attract the potential job candidates. The reasons why these methods are used are given below: When the firm is unable to find a candidate which is suitable for the organization and hence, the company wants to take expert advice. When they want to expand their research to a wider territory (Purce 2014). When it is looking out for a candidate who has a specific professional knowledge. Very often the firms just leave a blind advertising hereby the identity of the firms is not given out (Sparrow, Brewster and Chung 2016). Third Party method In the given method the company makes the use of employment agencies, consultancies, professional bodies and organizations and trade unions to establish connection with the job seeking candidates. The use of a correct method plays a crucial role in determining the work force of a firm. The method which has to be chosen depends on the policy of the organization, the labour supply and the regulations set by the government (Marchington et al. 2016). The best method is too looking within a company and takes advantage of the experience. Recruitment Method for the given posts Name of the Post Method Reasons Database Administrator Direct Method The direct method is being used for the given company whereby the organization wants to manage the given employee recruitments on their own. Newspaper/ Online Advertising It has been suggested that in this method, the company will send out requirements in form of an advertisement in the local newspaper (Sparrow, Brewster and Chung 2016). It may also give an advertisement on the internet. This job requires a person who is a skilled and has in depth knowledge about his particular field. The reason behind choosing the particular method is to make sure that the person will be tested for relevant skills and for this he can belong to any background as a skill test will already take place. Specialist Librarian Indirect method Management Consultancy The company wants to hire the given person using a management consultancy organization. It will look out for posts and eligible candidates and may also hire suitable candidates in the consultancy itself. For the post of a specialist library, the person needs to have previous experience for the case. No such skill test will be actually taken if the person has adequate experience. For this the chosen recruitment source is a management consultancy. These management consultancies keep knowledge about their candidates and can be trusted. IT Help Desk Operator Direct method In house promotion For this given post, the company plans to hire a person from its original company. This job requires certain experience and therefore in house recruitment shall be the most preferable method (Storey 2014). The IT Help Desk Operator is a task whereby the company needs to have personnel who has adequate knowledge about the situation and the technical aspects of the company. For this reason, an in house operator will be suitable as he is already aware of the organization and its needs. Data Entry Team Leader Direct method Campus recruitment For this given job, the person who will be hired needs to have adequate leadership skills and therefore it is important that he or she is taken from a reputed university where he is provided with special knowledge. For the given opportunity, the company needs a person with adequate skills as well as leadership skills (Budhwar and Debrah 2013). The reason being that for this job the company will need personnel who will be able to lead a whole team properly and even provide them advice. For the same. Therefore, see=lection from a good management college will be beneficial for the firm. Data entry operator Third party Consultancy For appointing staff for this job, third party sources are preferable, the company can appoint a consultancy and choose a proper candidate. The reason why a third party method will be used in recruiting a data entry operator is because the firm wants to recruit a person for the role who has proper data entry skills. For this post it will be better for the firm to hire a person from some union or a consultancy because they will keep a record of the relevant skills of the personnel and this will make things easier for the person (Jackson, Schuler, and Jiang 2014). Job and Person Description The database administrator is a person who will responsible for managing and using the inbuilt as well as specially designed server management software. The description of the job is given as follows: The duty of a data base administrator involves managing the different access to data. The employee needs to see to it that all the other departments have access to the given data and are able to make the right kind of decisions at the right time. They need to ensure that there is place for sufficient backup Very often a disaster might occur. They need to see to it that the disaster recovery plans are adequately implemented (Brewster et al. 2016). The administrator should train the users of the system and answer their given questions to make sure that the system runs smoothly. The administrator is also required to develop certain standards and see to it that all the employees know how to monitor the system and protect the different kinds of value system. They will also be required to modify the data bases existing presently and enable the instructors to analyse and observe the given changes in the system They also test new programs and correct the errors to make necessary modifications. Person Requirements The person needs to be responsible and diligent. He must be having the ability to manage data He must be having good computer skills worth adequate knowledge about various computer software like SQL, PowerPoint, Microsoft office (Marler and Fisher 2014). Must be having Graduate degree in Computer Sciences Must be willing to work in long shifts. He must be having the ability to lead and manage effectively. Data Entry Operator Team Leader The data entry operator leader is the leader of the various data entry operators. The given job description illustrates their various requirements: The DEO Team Leader needs to comply with the various quality standards with respect to the team`s productivity They need to train the new staff that joins the team regarding the workflow processes, administrative procedures and other norms of the organization. They need to proofread the work and identify if any errors (Nankervis et al. 2013). He needs to digitalize the given documents after using scanning equipments Track the supply movement chain integrity. Person Requirements He must be having good Leadership skills He must have Adequate typing and understanding skills Must be having adequate computer skills, including that of typing and others. Must know how to scan and understand technical errors Must be Diligent Good at Understanding organizational importance Having skills about Microsoft Office tools, SQL, Oracle Post graduate degree Must be willing to work in long shifts. He must be having good team management skills (Kramar 2014) The data entry operator is the main person who will be digitalizing the documents and actually transcription. The job description is: He needs to type both text as well as numerical data into the system Check out for relevant errors in the data base. He must be able to able Digitalize the given documents (Sheehan 2014). Check supply chain capabilities They will need to work on ICT equipments. These databases include Oracle system. Person Requirements He must have good typing skills He must be having skills regarding Microsoft Office tools, SQL, Oracle Must know how to scan and understand technical errors He must be having a graduate degree (Kehoe and Wright 2013) Team working skills Must be willing to work in long shifts. Help Desk operators These personnel are present to clear the various doubts of the consumers. The job description is given below: They are required to answer the various questions via phone and support various applications. Support high speed scanners and maintain them Provide training to the staff that belongs to new departments. Monitoring and management of security of data and relevant issues They are also required to carry out hardware as well as software installations They are also required to take feedbacks as well as resolutions and store them for future purposes (Cania 2014). Person Requirements He/ she must be Having good communication skills He /she must be having adequate knowledge with relevant Technical knowledge He/ she must be having adequate problem solving skills (Marsden 2014). Must be having Managerial skills Graduate/ Post graduation degree Must be willing to work in long shifts. Specialist Librarian The specialist librarian is required to maintain a proper record of all the relevant documents. Their job description consists of the following: They are required to classify and assemble all the documents that are collected. They are required to collect and organize all relevant documents in order to ensure that all of them are available for scanning purpose. They are required to tack the systems and databases in order to track the movement of the various documents. It is their job to use reference as well as legal search tools in order to find the search criteria relevant documents It is their duty to write and document the various case abstracts They also need to catalogue, bar code and pack as well as prepare the various documents for long term purpose hen the entry of data is done To check the perfect conversion accuracy and to sample the records which has been completed? Person Requirements The person must be having adequate skills about database management He/ she must be a graduate The person must understand how to solve technical errors He/she must be having problem solving skills Good tracking skills with knowledge or diploma in supply chain management Ability to manage large teams (Topolovec-Vranic and Natarajan 2016). Must be willing to work in long shifts Conclusion Therefore, from the above analysis it can be concluded that the recruitment method of a company plays a crucial role in deciding the kind of person that they are employing for a specific post. It is suggested that for the post where the managerial as well as leadership skills are relevant, the candidate must be hired through campus recruitment so that the company has confidence that the candidate is capable. On the other hand, for posts where a simple skill tests is enough, the company can engage in a mass recruitment by advertising in various newspapers and journals. Recruitment methods which involve Campus recruitments and management consultancy tend to be much more expensive than other methods like advertising the job requirement in a newspaper or a website. The connection between the Job description and person qualification also plays a key role in determining the success of a particular role. If a person has skills relevant to the job description then, he will be able to manage his responsibility well and bring success for the firm. Hence, the firms need to make sure that they hire accurately for the general well being of the firm. References Alfes, Kerstin, A. D. Shantz, Catherine Truss, and E. C. Soane. "The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model."The international journal of human resource management24, no. 2 (2013): 330-351. Alfes, Kerstin, Catherine Truss, Emma C. Soane, Chris Rees, and Mark Gatenby. "The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement."Human resource management52, no. 6 (2013): 839-859. Brewster, Chris, and Ariane Hegewisch, eds.Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor Francis, 2017. Brewster, Christopher, Elizabeth Houldsworth, Paul Sparrow, and Guy Vernon.International human resource management. Kogan Page Publishers, 2016. Budhwar, Pawan S., and Yaw A. Debrah, eds.Human resource management in developing countries. Routledge, 2013. Cania, Luftim. "The impact of strategic human resource management on organizational performance."Economia. Seria Management17, no. 2 (2014): 373-383. Cascio, Wayne.Managing human resources. McGraw-Hill Education, 2018. Jackson, Susan E., Randall S. Schuler, and Kaifeng Jiang. "An aspirational framework for strategic human resource management."The Academy of Management Annals8, no. 1 (2014): 1-56. Kehoe, Rebecca R., and Patrick M. Wright. "The impact of high-performance human resource practices on employees attitudes and behaviors."Journal of management39, no. 2 (2013): 366-391. Kramar, Robin. "Beyond strategic human resource management: is sustainable human resource management the next approach?."The International Journal of Human Resource Management25, no. 8 (2014): 1069-1089. Marchington, Mick, Adrian Wilkinson, Rory Donnelly, and Anastasia Kynighou.Human resource management at work. Kogan Page Publishers, 2016. Marler, Janet H., and Sandra L. Fisher. "An evidence-based review of e-HRM and strategic human resource management."Human Resource Management Review23, no. 1 (2013): 18-36. Marsden, Peter V. "The hiring process: recruitment methods."American Behavioral Scientist37, no. 7 (2014): 979-991. Nankervis, Alan R., Marian Baird, Jane Coffey, and John Shields. "Human resource management: strategy and accounting." (2013). Purce, John. "The impact of corporate strategy on human resource management."New Perspectives on Human Resource Management (Routledge Revivals)67 (2014). Renwick, Douglas WS, Tom Redman, and Stuart Maguire. "Green human resource management: A review and research agenda."International Journal of Management Reviews15, no. 1 (2013): 1-14. Sheehan, Maura. "Human resource management and performance: Evidence from small and medium-sized firms."International Small Business Journal32, no. 5 (2014): 545-570. Sparrow, Paul, Chris Brewster, and Chul Chung.Globalizing human resource management. Routledge, 2016. Storey, John.New Perspectives on Human Resource Management (Routledge Revivals). Routledge, 2014. Topolovec-Vranic, Jane, and Karthik Natarajan. "The use of social media in recruitment for medical research studies: a scoping review."Journal of medical Internet research18, no. 11 (2016).