The Musical Show At Madison Square Garden Or Barclays Center

On Thursday, December 11 at 12:30 pm, I attended the musical show in Studio 312 of the Roosevelt Hall. It s not the typical performance expected when thinking about attending a concert. Most people of this generation would assume it s some performance by a famous artist at Madison Square Garden or Barclays Center. As the title explains, it is chamber music and is a different experience. As for the attire, everyone who took part of the performance were dressed in all black. There were various instruments used such as the harp, piano, viola, flute, guitar, clarinet, violin, and voices ranging from the soprano, mezzo soprano, tenor, and baritone. The flute, viola, and harp opened the program for the Chamber Music for Winds and More. It was an impeccable trio. I haven t ever actually heard a harp when it s at least 100 feet from me and I can say it was quite beautiful. The studio was not a very big one which worked to everyone s advantage. There wasn t a need for amps or speakers as the instruments were heard very clearly and experienced at its pure sound. The movement entitled â€Å"Siete canciones populares† was my favorite out of the entire show. Although the songs were not in English and in Spanish instead, they were still able to grab my attention. I ve actually heard that passively and actively listening to songs in other languages can help you retain the language. It s a gift for language or cultural learners. The mezzo soprano voice and piano accompanimentShow MoreRelatedPoverty, Violence, And Drugs1363 Words   |  6 Pagesshould be recognized by the city of New York. He is very arguably the face of New York. He represents Brooklyn like no other. Jay-Z deserves to be recognized with a monument because of his musical and entrepreneurial success, as well as never forgetting where he came from. There have been many great musical talents to emerge from Brooklyn such as Mos Def, Talib Kweli, and MC Lyte, but none of them have been as skilled and crafty as Jay-Z. From an early age Jay-Z had a love for music. His mother

Mens Warehouse Free Essays

David walks into the Men’s Warehouse store. He is getting married. No big fan fare here; no entourage to assist him as his fiance had experienced. We will write a custom essay sample on Mens Warehouse or any similar topic only for you Order Now David explains his purpose for shopping to Joe, the store sales rep. Joe begin to ask questions as he pull a few looks together that he believes David would like. Joe and David talk and laugh as they find the perfect look David wanted for his big day; Joe was proud – another customer satisfied. David walked out about an hour later knowing he would kook good for his wedding. He felt good George Simmer is known for his classic line, Your goanna like the way you look, I guarantee it†. This is the Men’s Warehouse creed. Their emphasis on quality clothes and customer service in their stores has provided them a steady stream of success. However, they don’t measure their success by earning growth, geographic expansion or consistent return for investors, although they could have. They measure their success in levels of excellence In customer service, employee enthusiasm and customer loyalty In Dalton to the other uncial measures that are required by successful businesses (Denominator, 2006). The backbone of the Men’s Warehouse organizational and financial success falls on their desire to uphold a culture that is based on customer loyalty and employee satisfaction. The purpose of this paper is to identify and discuss the cultural metaphor that the Men’s Warehouse has embraced. An organization’s culture Like any other culture can be defined by the pattern of development reflected in an organizations system of knowledge, Ideology, values. Laws and day-to-day rituals (Morgan, 2006). However it is more than Just a list of rules required as well. It’s a symbolic significance commonality that is shared amongst a group. Culture is not something that can be measured but it is a formed of lived experience created by all within it. Creating a positive organization culture takes work from the top down as Men’s Warehouse has successfully demonstrated. Organizations such as the Men’s Warehouse benefit from operating from a Cultural Metaphor for many reasons. The cultural metaphor directs attention to the symbolic significance of almost every aspect of organizational life (Morgan, 2006). The activities have more meaning for the employees. For example, suiting someone for their wedding is not a normal shopping trip. It is exciting and stressful. Customers will want to get advice from a tuxedo expert who can help them look their absolute best. Also, if fashion is your passion as an employee you are excited to assist In such a wonderful occasion and Knowingly accept ten responsibility Tort ten customers experience as well. It also holds individuals accountable because it makes them own their impact on the way things are and shows that it is their responsibility to change when appropriate (Morgan, 2006). This is demonstrated at the Men’s Warehouse from their top down approach to satisfying customers. Simmer stated in his company overview that â€Å"we are not content to merely satisfy them. We win them over completely. This is not so much the results of rigorous training as it is the result of the unique Mess Warehouse culture that runs from the top down through all our operation†. (Denominator, 2006). Having the authority to do what is necessary to make sure a customer leaves happy allows employees to feel empowered. It is not mistake that in 2006, Men’s Warehouse was ranked in Fortune’s Magazine list as one of the â€Å"100 Best Companies to Work For† (Denominator, 2006). This was based on the policies and culture of the company and satisfaction and opinions of the employees. The Men’s Warehouse prides itself on its culture of collegiality, and repeatable consistent customer service, and knows that one will create the other; both require employees to be authentic and pleasant. Men’s Warehouse believes that when a workforce is treated with respect and encouragement, there’s no limit to where it can take the company (Denominator, 2006). Happy employees’ are more authentic and allows for customer to have an experience that they can feel. Customers who experience the Men’s Warehouse culture of excellent customer service, empowered happy employees that creates an environment that is service oriented and authentic which fosters repeatable business. Are always going to come back.. In turn, great service almost always fosters repeatable business. This type of interaction creates a cultural enactment that allows for a positive shared reality for both, employees and customers. The Men’s Warehouse embracement of the cultural metaphor is a great example of how culture can create loyalty within organizations. The backbone of the Men’s How to cite Mens Warehouse, Papers

Looking For Negligent Hiring And Criminal Rehabilitation

Question: Discuss about the Negligent Hiring and Criminal Rehabilitation. Answer: Introduction The scenario given to us involves as entity, Technicalities Limited and an office worker that it had hired, Maisy. The question arising from the activities of Maisy and its relationship with Technicalities and Innovative Storage is whether Maisy is an employee or any other type of worker (Adams 2004, 219-241). Rules An employment of contract is binding if some of the following elements are included: The person is bound by a number of hours and is paid for them Tax and NIC is deducted from their wages They are entitled to be paid for sick leave or maternity leave They cannot do any other work or send someone else to do their work (Alder Gilbert 2006, 449-464) Application There are many differences between and employee and any other types of workers, such as self-employed and a casual or irregular worker. All these different workers and have different rights and regulations to follow under their contract obligations and have to fulfill them no matter what their occupation is! (Brody 2010, 210-223) A contract-verbal or written-should be made and should consist of the following; an obligation to perform work personally, meaning that the employee cannot send someone else to do his or her work. Secondly, the obligations must be set with mutual consent so no party is forced to do any sort of work and thirdly the employer must have a sufficient right and power to control the employee. (Christensen Low 2003, 416) If the employee is doing some work incorrectly or inefficiently, the employer should have the power or right to address the particular employee and correct his mistakes by guiding and helping him/her. When Maisy was appointed to IS, she worked for other clients as well, albeit casually. An employee cannot work for other clients when he or she is bound under the contract of employment but Maisy was not bound and restricted from doing work apart from that required by IS. Moreover, she was also asked to register and Australian Business Number so that she could be paid a flat hourly rate without any complexities and problems and offending any laws regarding penalty rates. Furthermore, an employer deducts tax and National Insurance Contribution (NIC) from the employees wages, but in Maisys case, she herself paid her taxes and superannuation contribution. (Creed 2007, 183) Plus, Maisy was not granted a paid sick or carers leave which also highlights that she is not an employee. An employee is granted a statutory sick, paternal or maternal leave and Maisy was not granted any paid leave as such. All these factors show that Maisy is not an employee, but another type of worker most probably self-employed. If Maisy is an employee, determining her employer is an issue in itself; whether Technicalities Limited or Innovative Storage has actually hired her. Maisy is an office worker for Technicalities and was offered to a client, Innovative Storage who after being impressed with her work told her they would continue to need her and she started working full time for them. Taking a look at the elements of the contract of employment, an employee has many rights that need to be fulfilled and different aspects as to how they are treated. (Crespi 2004, 1) Rules An employee will be required to work regularly unless they are on leave, they are to work for a minimum number of hours and be paid for them, they are to receive a paid sick, paternal or maternal leave, they cannot send someone else to do their work, all the equipment, materials and tools for the work is to be provided by the employers. For a specific number of days, they are granted a paid holiday. Employers also have to deduct taxes and National Insurance Contribution from their employees wages and the employee should not pay taxes him or herself, if they do so they dont fall in the category of an employee. Employers can also join their employees pension scheme. Employees will only work at the address specified by the employer. Either they will work at the employers premises or any other area prescribed but no other than that. (Gilbride 2003, 130-137) The employees will only work for the employer, and if they work someplace else or work some other job, it will be completely differe nt from their work for their current employer. (Garibaldi et al. 2004, 33-68) Employees are not left to do work on their own, but they are kept an eye on by managers and supervisors who tell them how work should be done and till when it should be submitted and finished. Relating all this information to the scenario, Maisy accepts all the instructions and directions from IS and not Technicalities Limited. Whenever Maisy is at work, she constantly wears the IS uniform and also receives training from them at a spare room in their premises hinting towards Innovative Storage being the employer. It was IS who told Maisy what her daily hours of work would be, what would she be working on, all her duties and with whom shell be working with. When she fell down the stairs, it was IS and not Technicalities Limited who reimbursed her of all her medical expenses. She took no instructions from Technicalities and the company only made her register for and Australian Business Number as a requirement so that she could get paid at and hourly rate without any penalties. Overall, looking at how Maisy takes all instructions and equipment from IS, wears its uniform and gets training from Innovative Storage, it is indicative that Innovative Storage is the employer of Maisy. A breach of contract occurs if either the employee or employer fails to follow any term or condition specified in the contract. (Gorman 2005, 702-728) A breach of contract can also take place if an employer changes the contract or some conditions of the contract without the employees agreement, and hence the employee becomes liable to sue the employer and claim compensation. Sometimes a breach of contract takes place with a very serious action taken such as the working conditions or premises have been changed which were not already included in the contract or the employer has cut the employees pay. (McMahon Hurley 2008, 103-105) In conditions like these, it is impossible to work for the employee and he or she is forced to resign. Such an occurrence is known as constructive dismissal. Rules According to the scenario, Maisy applied for an office job at Innovative Storage but her application was not accepted and her current services were made obsolete, which was not told to her beforehand. Maisy is liable to sue her employers if there was a condition in her contract which stated that while working for Innovative Storage, she could not have applied for another job in the same company or any other company. The employers should have made these terms and conditions clear as one the element of and Employment Contract is that obligations should be set my mutual consent and the terms and conditions should not be hidden from the employee. Furthermore, some terms of a contract are not written down. A breach can be of a written term, a verbally agreed term or a term which is implied in a contract. (Sivadas 2003, 7-21) Application Implied terms are those which are not written in a contract as they are fairly obvious to both parties. The implied term of Mutual trust and confidence is a part of almost every contract and the IS seems to have breached this term of the contract by breaking the trust and confidence of an employee and not making her aware that applying for other jobs in the same company will have dire consequences. (Xu Li 2003, 013) Conclusion Maisy should have a look at her employment contract and if such terms and conditions are displayed there and she had failed to read it, then it wont count as a breach of contract. If no such conditions were written in the contract, Maisy has the right and is liable to sue her employers for the breach of contract as they have wrongfully suspended her services without actually letting her know or warning her what consequences her actions will bring her. In giving her two weeks pay in lieu of notice, the employers have acted according to the contractual obligations, but taking away her job in the first place was a breach of contract. Maisy could have also taken her employers to court for failing to provide her with safe working conditions as due an oil spillage she fell down the stairs and hurt herself pretty badly. She chose not to as she received the full reimbursement but in terms of losing her job she should sue Innovation Storage. References Adams, Scott J. "Age discrimination legislation and the employment of older workers."Labour Economics11, no. 2 (2004): 219-241. Alder, G. Stoney, and Joseph Gilbert. "Achieving ethics and fairness in hiring: Going beyond the law."Journal of Business Ethics68, no. 4 (2006): 449-464. Brody, Richard G. "Beyond the basic background check: Hiring the right employees."Management Research Review33, no. 3 (2010): 210-223. Christensen, Sharon A., and Rouhshi Low. "Moving the Statute of Frauds to the Digital Age."Australian Law Journal77 (2003): 416. Creed, Timothy L. "Negligent Hiring and Criminal Rehabilitation: Employing Ex-Convicts, Yet Avoiding Liability. Thomas L. Rev.20 (2007): 183. Crespi, Gregory Scott. "Is a Signed Offer Sufficient to Satisfy the Statute of Frauds."NDL Rev.80 (2004): 1. Garibaldi, Pietro, Lia Pacelli, and Andrea Borgarello. "Employment protection legislation and the size of firms."Giornale degli economisti e annali di economia(2004): 33-68. Gilbride, Dennis, Robert Stensrud, David Vandergoot, and Kristie Golden. "Identification of the characteristics of work environments and employers open to hiring and accommodating people with disabilities."Rehabilitation Counseling Bulletin46, no. 3 (2003): 130-137. Gorman, Elizabeth H. "Gender stereotypes, same-gender preferences, and organizational variation in the hiring of women: Evidence from law firms."American Sociological Review70, no. 4 (2005): 702-728. McMahon, Brian T., and Jessica E. Hurley. "Discrimination in hiring under the Americans with Disabilities Act: An overview of the National EEOC ADA Research Project."Journal of occupational rehabilitation18, no. 2 (2008): 103-105. Sivadas, Eugene, Susan Bardi Kleiser, James Kellaris, and Robert Dahlstrom. "Moral philosophy, ethical evaluations, and sales manager hiring intentions."Journal of Personal Selling Sales Management23, no. 1 (2003): 7-21. Xu, Lanying, and Xiangmin Li. "The Ways of Preventing Risks Through Contract Management."Commercial Research15 (2003): 013.