Napoleon Bonaparte Essay

During Napoleon’s reign as Emperor of the French Empire he made laws, or a set of codes, that applied to all of France. He enacted laws that protected the people, promoted religious tolerance and took away the serfdom and feudalism systems, all of which gave people more freedom over their land to support themselves and their families. The well-being of the people was compromised since the workers lacked many rights, this being evident by the fact that trade unions and strikes were illegal, which encouraged employer abuse. One aspect of Napoleons opening up government positions other than the nobility class was that it would have provided officials who could sympathize with the commoners, and therefore would have brought fresh ideas to the French political scene. A downside to his rule was that he limited the freeness of speech and press by closely monitoring the press and prohibited any ideas that seemed to be against the French Emperor in his eyes; and also the French Police read peoples mail. Napoleon showed a keen interest in learning early on in life. It was primarily based on the desire to learn about new military strategies. On the contrary, he suppressed new ideas and learning from coming into the empire by quieting anybody who spoke or thought differently than himself. For example, Mme. Stael was a writer who had established a salon where European people with influence could come together and share new ideas with one another. Napoleon saw this as a threat to his power, so he shut down the salon and exiled Mme. Stael to Germany where she could no longer write and spread new ideas in his French domain. Napoleon promoted equality by allowing people from all social backgrounds to obtain government careers by based upon ability only as opposed to whose family you were born in, or what rank you had. Another way was by his changing the standards of aristocracy that was based upon ones merit in state service. He contradicted himself by claiming he had when equality for all citizens. Women were considered â€Å"less than equal† in the empire and  lacked many of the rights that men had, and was considered as a minor in court cases. RECOMMENDATIONS 1.If I were to grade Napoleon’s leader based on the principles of the Enlightenment I would give him a C. Because even though he did secure some freedom for the people, he still failed at equality for all people being taking so many freedoms away that the Revolution had made. 2.I would tell Napoleon to change his laws limiting women so much, otherwise he should stop saying â€Å"freedom for all!† 3.Should follow the philosopher Diderot and apply his ideas of social equality that would make a better society.

An Analysis of Google’s Internal Management

An analysis of Google's internal management and its possible application to other industries. Abstract Google is a company which is well known for providing a unique work environment, welfare system and flat structure for employees. It has also been awarded â€Å"The best company for work† many times. We are going to do the research on their internal management, and then define their key factors of success; moreover applying Google's management to different industry. Keywords: Google, internal management, welfare system, work environment, different industry. List of figures Figure   Introduction In a company, the internal management is the most important factor. In addition, if a company has a good internal management, employees will not only enhance their effectiveness but also keep those employees with good performance to stay in the company and reduce errors.Consequently, my topic is to investigate how the internal management encourages employees to be creative and effect ive. I am going to do the research on Google, which is a well-known search engine. Google's internal management is also well known to the whole world for its work environment, welfare system and company culture. I have chosen this topic for my research report, on the one hand, I want to be a successful leader and I am going to study business management for my master degree.On the other hand, my father and his friends are all successful businessmen, who always teach me some practical and professional knowledge about management and share their personal experiences to me. Furthermore, they once suggested me studying business management, which may be useful in the future, for the reason that if you want to organize a company profitably and prosperously, you must master in good management skills. As a result, I am Interested in business management. I strongly believe that a good management method could affect the whole enterprise.Every year, Fortune Magazine sorts out a list, named †Å"Fortune 100 Best Companies to Work for†. In preparing the list, the magazine relies on two criteria: the culture and the policies of each company as well as the opinions of the company's own employees. Google has topped the Fortune's list for many times. It can be proven that Google's internal management has done very well. Thus, the following research objectives were set: 1. To analyse Google's internal management (SWOT). 2. To estimate how well Google's internal management could be applied to different industries. 2. Literature Review 2. Work environment A good work environment could influence employees very much. For example, to reduce stress, Google's employees can play volleyball, football, video games, table tennis or even roller hockey on the campus, which makes employees feel like they are still at the college campus rather than being in the office. (Kuntze, R. and Matulich, E. 2010). Another remarkable example is that respecting the employees who are from different cultures. Google currently has 14 offices in different states and more than 40 countries worldwide; it must have many workers from different nationalities.In different offices have various local customs of decoration and interior decoration (Google). 2. 2 Welfare system Google provides its employees with a wide range of benefits to make sure that the employees are satisfied and loyal to the company. These benefits include: free food, onsite childcare, healthcare services, transportation services, laundry and dry cleaning services, sport facilities, pets allowed, 20% creative time program, environmentalism, numerous holiday and leave days, and other services (Kuntze, R. and Matulich, E. 2010). The other companies have never executed these benefits mentioned above.In addition, their welfare system has few innovative rules, â€Å"The company has a policy of unlimited sick leave, and only expects employees to work 70% of the time. It factors in opportunities for staff to think of ways to work better, and allows impromptu sport during the work day. † (Logan, 2008:3). 2. 3 Company culture Although Google is a Large-scale company, their leader tries to maintain their atmosphere feels like a small company without hierarchy, employees can say whatever they want to say, they can bring up all of their ideas or thinking to their manager whenever they want. Google). Furthermore, Google attempts to keep the good employees in the company and have a good relationship between leaders and employees. Every Friday afternoon the founders gather all employees into an open area for a TGIF meeting. (Raphael: 2003). 3. Methodology A SWOT analysis is a well known management tool, one of which could very quickly to find strengths and weaknesses. It could apply to all kinds of research. That is the reason why SWOT is one of the most common used management tools recently. Strengths |Weaknesses | | | | |Opportunities |Threats | | | | Figure 1: SWOT analysis table. In this research d oes not need to calculate the data. SWOT analysis is one of suitable management tools in this research, it is also easy and clear to use and understand.Therefore, I will use SWOT to analyse Google's internal management, after that I will apply Google’s management method to manufacture industry, and do the SWOT analysis again, interpreting the analysis according to my own working experiences. First of all, the data will be collected from Google website and my work experience, moreover, some of the research which had published from experts. The collected data will be consisting of work environment, employee's welfare system, company culture, relationship between leader and team members. After that, using SWOT analysis to analyse all the aspects mentioned above.Followed by an investigation to see whether Google's internal management can be applied to different industry or not. 4. Analysis and results |Strengths |Weaknesses | |Good work environment. |High costs. | |Good welfare s ystem. |Low pay. | |Keep structures flat. |Lost in the crowd. | |Opportunities |Threats | |Create new policy for welfare system. More and more competitors use the same method. | |Encourage employee to work at home. | | Figure 2: SWOT analysis of Google's internal management. Strengths Google's internal management has many strengths, one of strengths is that all of its offices have good work environments; they design different interior decorations according to different culture, and build up many recreational facilities, for the sack of reducing stress as well as increasing creativity and efficiency.The second strength is good welfare system, Google formulates some benefits not only to keep the good employees and encourage them to do their best but also devote to the company. Hamel reports that The Founders' Awards, an annual multimillion dollar payout to teams who've made outsize contributions to Google's growth, is one key retention mechanism The goal: to ensure that internal entre preneurs have no incentive to take their best ideas somewhere else. (2006: A16).The third strength is to keep structures flat, in a large company usually has hierarchy that would waste lots of time on paper works and have difficulty in retaining a good relationship between high level managers and low level employees, however Google try to keep the office's atmosphere like a small company. In Google, employees could raise their queries or propose their ideas to the managers or founders directly. It is unlike usual management which needs lots of paper works. Weaknesses Certainly, not everything could be perfect; Google also has some problems about its management.The first problem is cost; Google spends about 50% of revenue on their welfare system. (Kafka, 2009). Although founders thinks that could increase productivity and efficiency of the organization, the budget of welfare system spending still too much. The second problem is low salary, Google sets up many employees’ benefi ts and bonus system are better than other competitors; however, their pay is lower than the others. Most of Google's employees have fixed salaries that are significantly lower than the industry average, even when those base salaries are supplemented by stock options. (About. com 2009).The last example is lost in the crowds, the problem is some of employees want to issue their ideas but there are too many ideas in Google. Consequently, employees feel depressed when they can not issue their ideas. Hardy (2007) reports that with more than 20,000 people working for Google, some people feel their ideas are lost in crowds. It is a highly competitive environment with everybody trying to make the next â€Å"in† thing. Opportunities Google could create new policy or develop their welfare system, trying to find the new thing could let workers pay more attention to their works and elevate employee's creativity.In addition, encourage employee to work at home. Even though offices are deco rated like home or any places make employee feels relaxed, it is still a office not home, as s result, enable the workers to work at home could be one of the new solution to increase efficiency also reduce the costs. Threats After Google created the new vision of internal management, there are more and more enterprises copying Google's management method, not only the same industry but also others industries and applied to their companies. Accordingly, Google's competitors could provide the same or better condition o attract Google's good employees to their company. |Strengths |Weaknesses | |Good work environment. |Working environment atmosphere too relax. | |Good welfare system. |Poor management. | |Opportunities |Threats | |Good relationship between managers and employees. |Worker's education level. | Figure 3: SWOT analysis of Google's internal management is applied on different industry (Manufacture).Strengths All of the employees who are from different industries, they all need to work at a good environment. In manufacture industry, employees work at dangerous environment, they need a place to release their stress. Like Google's office, there are many places or equipments to help their workers reduce their stress. The next point is welfare system, most of the manufacture companies use original management, they do not have a good welfare system. As a result, if manufacture companies use Google's management method might urge worker's morale.Employees would feel satisfied staying in the company for a long time, it is good for those manufacture companies, because in this industry, company prefer employee who has long experience. In manufacturing, experienced worker's efficiency is more than apprentice. Weaknesses Many employees find the work environment far too much fun and perhaps even an ‘overload' of happiness. Most workers are able to find their focus and sanctuary at work but for some, a more professional and structured work environment is necessary . Arrington, 2009). In manufacture industry, workers should be very engrossed when they are working. If employees feel too relaxed when they were working, an accident might happen. The other point is hierarchy structure, most of employees who work for manufacture industry, and the education level is less than employees who work for information industry. Thus, in manufacture industry should use hierarchy structure to contain every step, because it would be easier to find the problem if error happens during the process.Moreover, the last point is industry's character is different, the duty of the manufacture industry is to produce goods, company must have done their work in time, however information industries mainly focus on creating new things, time is not a big issue as for them. Opportunities As we known, manufacture industry usually use original management. This management has a big gap between leader and worker, because they are very difficult to meet each other. Using Google's method might ameliorate the relationship between leader and worker.Thanks to the low hierarchy, workers and managers can interact intimately, in this way; relationship between them will definitely become closer. Threats The Google's management style is free; it gives their worker to organize their time management by themselves. Although Google's employees have a lot of free time, they still do their job very well. The main problem is education level. In the information industry, most of employee's education levels are higher than people who are working for the manufacture industry.The meaning is high level education employees are more positive, their time management organization are better than those employees with low level education. 5. Conclusion I used SWOT analysis to define the unique aspects of Google's management and assumed that it is applied to different industries; I learned two important points from this research as well. The first one is that I understood why Google can win â€Å"The best company for work† many times. Actuality, Google's salary is lower than industry average but it

Organisational Theory Common Practices In Organisations Business Essay - Free Essay Example

Sample details Pages: 11 Words: 3271 Downloads: 10 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? As one of Britains leading food retailers and has 586 stores throughout Great Britain and various store outside U.K. Tesco has grown greatly and increase its market share from 10.4% to 15.2%. This increase in costumers has also given Tesco a large amount of profit. Don’t waste time! Our writers will create an original "Organisational Theory Common Practices In Organisations Business Essay" essay for you Create order Tesco has 164,500 shareholders, its profit is about 505 million pound after the tax has been deducted; about 50% of this is then distributed to the shareholders. The rest is then set aside for investment in stores and improving services for the costumers. Tesco is a very large firm with several positions of responsibility. Being such a large organisation, it provides a lot of power as well as responsibility, Tesco has chosen the Hierarchical Structure for its level of responsibility. This structure is in shape of a pyramid. It begins at the top with the chairman where the ultimate power lies and broadens out towards the base with the lowest amount of responsibility being given to the workers. Managing Director Research and Development Administration Manager Finance Manager Personnel Manager Marketing Manager Tescos objective of product promotion is to give a large and relevant range of product promotion in their entire store. This then should be both the customers and the product. They aim to differentiate their market and they try to make the promotion strategy to the market they are aiming at. Within the organisation there are different functions areas each, which control different section of the business. It is up to the managers of each department to ensure that each member of staff within their department carries out the correct tasks to ensure that the business is run successfully. 1.2 Types of Organisational Structures There are three different kinds of organisational structures they are (Mullins, L. J. 2005): 1.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Flat structure 2.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Hierarchical structure or pyramid structure 3.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Matrix structure Flat structure does not have more than three levels and the organisational chart is overall flat. A business with a flat structure is likely to be relatively small and in a flat structure everyone knows everyone else, they have good communications techniques because few people are working in flat structure. They will be good at responding quickly to new ideas or specific customer requests. The advantages of flat organisational structure are: Fewer tiers that means easier communication A short chain of command making the decisions to be implemented quickly Employees may be motivated to being able to make decisions. The disadvantages of flat organisational structure are: The organisations may lack direction if too many people in the organisation have a say in running the business Decisions may take time to be made if many people may wish to comment There may be confusion over responsibilities and things may not get done HIERARCHICAL STRUCTURE A hierarchical organisation is taller than a flat structure and it has many levels. The word hierarchy means systems whereby grades or classes are ranked one above the other. Sometimes hierarchical structures are called pyramid structures because they have more employees in the lower levels. In a hierarchical or pyramid structure each functional area has many staff to do a particular task and the staff that work here have specific skills and talents in their own job. In a hierarchical or pyramid structure communication can become distorted as messages pass from one level to another so staff at the bottom level receive a slightly different message than the one they should have received from the manager. The advantages of hierarchy structure are: A leader or leadership team can give the business a direction A leader or team could make quick appropriate decisions on behalf of the organisation. Employees are clear about their position and Span of control within the organisation. Employees know who to report to in events of problems instead of going to the owner directly for irrelevant issues. Employees become motivated because they get a chance to become promoted to a higher tier. Communication within the organisation can smoothly follow the chain of command up and down the structure. The disadvantages of hierarchy structure are: Decisions can often take time to follow the chain of command Employees can be demotivated if there are considered as at the bottom of the hierarchy. Decisions may be made by a few that are not in the interest of everyone on the organisation. MATRIX ORGANISATIONAL STRUCTURE Matrix is a different type of organisation structure it can be neither flat nor hierarchical. It is often found in organisations where they deal with different kind of special projects. In a matrix structure all the members need to communicate because they are from different kinds of functional areas and their input is needed to make a decision for a special project. In matrix everyone has special individual talents and skills in their specific department, this ensures the best possible outcome for their project. However there is a disadvantage because the people who work in the matrix structure only have specialised skills in one area so they cannot get wider experience. Finally, it is difficult in matrix structure to communicate effectively and respond to any changes in the organisation. Advantages of matrix structure Project managers are directly responsible for completing a project High level of motivation Easier Communications were specialist can contribute to new ideas Disadvantages of matrix structure There can be conflict between line managers and project managers over the allocation of resources. With manager having more authority it would be difficult to control them. It can increase staff costs as more mangers are created. 1.3 Tesco Organisational Culture Culture There are four types of organisational culture that can take place within a business, the term culture, describes the typical approach within a business, culture is the personality, share beliefs and the procedures that a business uses to solve any problems. The four types of organisation culture are Power culture- this type of organisational culture will be found in a business that emphasises on making individuals rather than decision-making, which enables decision to be making a lot quicker. Role culture- this is usually found in big companies where all staff have a defined job role, this culture is split into two functions that are organised in a hierarchical way, this culture works Task culture- in this type of culture, the company selects a team to work towards a specific project, there is no formal hierarchy involve in this culture. Person culture- in this type of organisation the administrative back-up for an individual to perform his or her own things, there is no formal structure at all and this are mostly practice in a professionals, e.g. architect and entertainment stars. Tescos employees practise the Role business culture, since all employees are provided with appropriate job skills training, so they follow the job description scheme. This encourages the employee to work harder, since they are giving the chance to express themselves. Furthermore Tesco treat all employees fairly and honestly regardless of where they work. All staff will have a written contract of employment, with agreed terms and conditions, including notice period s on both sides. All staff are entitled to reasonable rest, break, access to toilets, rest facilities and potable water at their pace of work, and holiday leave in accordance with the legislation of the country where they work. Any employee who suspects infringement of policy has the right to inform the authority without fear of persecution and the allegation will be investigated, and take appropriat e action as necessary. This applies to all Tesco employees whether they are in full time, part time, or temporary employment. Tesco aim is to ensure that their company is a satisfying place to work by giving their staff the opportunity to be themselves, actively encouraging their health and well- being and supporting their work/life balance needs. The staffs are entitled to various kinds of leaves such as; maternity leave, career breaks, parental leave etc. Tesco use extrinsic reward for a vast majority of employees in order to motivate them and gain as high level of output possible. Extrinsic rewards include extra bonuses based upon quantity and quality depending o the employees job. 1.4 Factors influencing individual behaviour at work There are many different factors that influence individual behaviour at work. These are: 1. Demographic Factors: The demographic factors are socio economic background, education, nationality, race, age, sex, etc. Organisations prefer persons that belong to good socio-economic background, well educated, young etc as they are believed to be performing better than the others. The young and dynamic professionals that have good academic background and effective communication skills are always in great demand. 2. Abilities and Skills: The physical capacity of an individual to do something can be termed as ability. Skill can be defined as the ability to act in a way that allows a person to perform well. The individual behaviour and performance is highly influenced by ability and skills. A person can perform well in the organisation if his abilities and skills are matched with the job requirement. 3. Perception: The cognitive process meant for interpreting the environmental stimuli in a meaningful way is referred to as perception. Every individual on the basis of his/he reference can organize and interpret environmental stimuli. There are many factors that influence the perception of an individual. The study of perception plays important role for the managers. It is important for mangers to create the favourable work environment so that employees perceive them in most favourable way. 4. Attitude: According to psychologists, attitude can be defined as a tendency to respond favourably or unfavourably to certain objects, persons or situations. The factors such as family, society, culture, peers and organisational factors influence the formation of attitude. The managers in an organisation need to study the variables related to job as to create the work environment in a favourable way that employees are tempted to form a positive attitude towards their respective jobs. 5. Personality: Personality can be defined as the study of the characteristics and distinctive traits of an individual, the inter-relations between them and the way in which a person responds and adjusts to other people and situations. The several factors that influence the personality of an individual are heredity, family, society, culture and situation. It implies to the fact that individuals differ in their manner while responding to the organizational environment. Personality can be regarded as the most complex aspect of human beings that influences their behaviour in big way. CHAPTER 2 2.1 Different Approaches to management The process of management has been useful in addressing management challenges for more than a century. Many of the challenges faced by managers during earlier periods were similar to those faced by managers today. For example, Taylor ´s concern for the productivity of employees is shared by managers today. Indeed, the challenge of meeting international competition is often addressed as the challenge of declining worker productivity. Among the challenges that managers have faced in the past are: Increasing worker productivity, meeting the challenge of international competition, replacing old work methods and equipment with newer, more expensive equipment, developing new products, maintaining employee motivation and morale, integrating the changes in societal values. 2.2 Early perspectives of management The first known management ideas were recorded as long as 3000-4000 B.C. One example is the building of the pyramids in Egypt. Archeologists and historians have discovered that the Sumerians in 3000 B.C. used form of recordkeeping for commerce that was a relatively sophisticated system of accounting. Throughout the history, management style was often autocratic and paternalistic. Servants, soldiers or workers who were supervised were all expected to do as they were told. The autocratic owner or manager was generous, as long as people stayed in line. Classical theory is a grouping of similar ideas on the management of organisation that evolved in the late 1800s and early 1900s. This theory contains three general branches. The most important characteristic of all three is an emphasis on the economic rationality of the individual employee at work. The rational economic assumption was an extension of the ideas developed by Adam Smith. Smith ´s classical assumption was that people choose the course of action that maximises their economic reward. To get employees to work hard, managers should appeal to their monetary desires. The assumptions are generally based on pessimistic views of human nature. Although these views are true to some extent, they oversee more positive aspects. These theorists recognised that humans have emotions, but they felt that emotions could be controlled by a logical and rational structuring of jobs and work.   2.3 The human relations approach   Neoclassical theory is a group of management ideas that developed from the 1920 ´s through   the 1950 ´s. The predominant characteristic of these ideas is the emphasis on the social, needs, drives and attitudes of individuals. The neoclassical theorists felt that employees could not simply respond rationally to rules, authority and economic incentives. They believed that employees brought their social needs with them to the organisation and that effective management required a more-human oriented approach. 2.4 Modern management   The ideas of classical and neoclassical theorists have many applications in the management of todays ´ organisations. However, modern management theory highlights the complexity of modern organisations and integrates ideas from the other management theories. Since individuals are complex and people ´s motives, needs, aspirations, potentials vary, there can be just a few static principles.  CHAPTER 3 3.1 Leadership styles Leadership has three specific styles. These are known as autocratic, democratic, and laissez-faire (James A. Robinson, 1983). Autocratic is when a person was to take control of the situation. The leader would decide what will be done and would make clear what the groups expectations are. This style is often used to suit dangerous situations where decisions need to be made quickly. It also seems to suit individuals who are confident (and are often task orientated) as little notice is taken of individuals when decisions are made. Democratic is when the task is person orientated. This means that the leader or captain would take advice from his/her team mates. They would listen and act on the opinions of the group. Democratic often goes as far as taking a vote with a major opinion. Laissez-faire is when the group is encouraged to do whatever they want to do. The term laissez-faire is French for let it be. There is little direction from a laissez-faire leader. Successful use o f this style depends on the members of the group. 3.2 Motivation theories Motivation is one of the most crucial skill that a manager needs to have it is the reason why it has to be studied it could be described as a leadership skill because a good leader has to be able to motivate their staff; firstly we need to know what motivation is. Motivation is a set of processes that moves a person towards a goal, thus motivated behaviours are voluntary choices controlled by the individual employee. There are two main overall categories of theories of motivation these are formal and informal theories of motivation informal theories are based on assumptions of managers these are the assumptions on what motivates staff. These are theory X and theory Y types of management the basis of these is that theory X managers believe staff are not motivated enough and dislike work and responsibility, theory Y managers believe the opposite that staff are motivated and seek responsibility. The other assumption-based theory is the social assumptions. The Fredrick Taylor the ory of motivation also falls under the assumption based theories it is assumed that by Taylor money is the only motivator and the last main assumption based theory was the hawthorn studies about the impact of social relations on motivation. The formal theories of motivation The formal theories of motivation fall under three main headings these are content theories, process theories and reinforcement theories. Content theories consist of four major theories that are going to be evaluated to give a deeper understanding to what content theories are all about. These theories are Maslows hierarchy of needs, Alderfers modified need model Herzbergs two factor theory and McClellands motivational theory. Process theories being about expectations of the individual brings in the concept of the psychological contract this is described by Mullins (2005) as the unwritten codes of conduct or expectations that individuals feel their organisations or employers should meet, these are hard to meet fully but there has to be a balance a little give and take so as to satisfy both needs of the employee and the organisation. The process theories are based on this ideology of expectation is the main driving force for individuals as long as they believe that they are working towards something that will meet their needs, and individuals are under that assumption their manager or organisation work on a similar policy of effective reward and recognition. CHAPTER 4 4.1 Groups / Team Effectiveness With the increasing awareness of the paths to achieve organisational effectiveness, the role of effective work team becomes more and more important nowadays (Willis, S. 2001). Work teams have long been considered an effective device for enhancing organisational efficiency and team work ranks near the top of the list of factors that lead to management success.(Bennett, 1999) In order to build an effective work team, managers are playing a crucial role in effective team building. It is the premise of this essay that the effectiveness of a team depends heavily on the communication skills, which include self-awareness, assertion, listening and process management skills exercised by the team members and managers Team-working is crucial in todays society due to such fierce competition from other firms within their market on factors such as productivity, quality, innovation and technology, which requires the collective inputs of individuals each with different abilities and skills to p rovide the desired product or development. According to Willis (2001) there are seven key elements that are essential to high-performance work teams which consist of: Commitment, contribution, communication, co-operation, conflict management, change management and connections. To compete effectively, managers/leaders must design a network to consist of these factors along with skilled employees who support each other in the achievement of corporate goals.   However, according to Mullins, (2005) as a group or team increases in size, problems start to arise regarding communications and co-ordination.   Large groups are difficult to maintain and often require a high level of supervision or a strong team leader (Tuckman, B. W. 1965). When a group is over-sized there is usually an increased level of absenteeism and the group may become split into smaller groups or sub-groups which may lead to competitiveness and friction within the company.  Conclusion and Recommendations Tescos organisational structure is a hierarchical structure. In a hierarchical structure the communication can be distorted as messages pass from one level to another, this means that the staff at the bottom level receive a slightly a different message than the message they intent to receive it. Many people have to be consulted before a decision is made so the company is slow in responding to changes and challenges. This means they cannot provides quick services to their customers and it is going to affect in terms of sales and profit but there is an advantage that if everybody is consulted they will come out with the best results. In hierarchical structure there are specific functional areas and job roles. The employees can be easily identified and given training so they can provide good services to their customers. Hierarchical structure has good delegations because they are many people with specialised skills are working here so they can easily assign their subordinates for a particular task. The span of control is less than the flat structures. In hierarchical structures they have good promotion prospectus so the staff are motivated and they provides good services to their customers.

Seasonality The Archaeology of Changing Seasons

Seasonality refers to the changes that occur in the local, regional, and planet-wide environment as our planet lurches through its solar year. In temperate regions, spring turns to summer, summer to fall, fall to winter to spring again. But environmental changes occur seasonally everywhere on the planet to some degree, even at the poles, even at the equator. Archaeologists are interested in seasonality with respect to the adaptations that humans have created over the past 12,000 years to cope with and survive those changes. Seasonality is thus a core concept in for studying and understanding ancient farming technologies. Modern Technology and Adaptations Modern people notice when the weather changes throughout the year: We might have to shovel the snow off the driveway or pull out our summer clothing. But we—at least those of us in the so-called first world—arent as a rule intimately involved in tracking changes in animal and plant behavior, building insulated housing, and making or repairing warm clothing. We have a calendar for tracking that. We might see a specific type of food disappear from our store shelves, or, more likely, a steeper price for the same food depending on the time of year, but if we notice its not a serious loss. Undeniably, modern technology and global trade networks have softened the impact of the changing seasons. But that was not the case up until relatively recently. For pre-modern people, temperate climate seasonal changes sharply affected availability to crucial resources, and if you didnt pay attention, you didnt survive long. Coping with Seasonality In temperate or colder climates, some—maybe most—natural and cultural events are tied to the natural changes that occur from season to season. Animals migrate or hibernate, plants go dormant, being outside of shelter is problematic. Some cultural groups in the past responded to the oncoming winter seasons by constructing storage facilities for safely storing summer crops, by building and moving into different types of houses, still others by temporarily relocating to warmer or cooler climates. In a fairly broad but nonetheless meaningful way, calendar systems and astronomical observatories were created to respond to the demands of seasonality. The more closely you could predict when the seasons arrived, the better you could plan for your survival. One result is that religious ceremonies associated with the movements of the sun, moon, and stars were scheduled for different seasons. Solstices and equinoxes were celebrated with specific rites at specific seasons of the year: indeed they still are. Most religions celebrate their highest holy days at the winter and summer solstice. Dietary Changes Much more than today, diets changed throughout the year. Seasons determined what kinds of foods were available. If you were a hunter-gatherer, you needed to know when a particular fruit was available, when the deer were likely to migrate through your area and how far they were likely to go. Farmers knew that different agricultural crops required planting and would ripen at different times of the year. Planting a variety of crops, some of which ripened in spring, some in summer, and some in fall, resulted in a more reliable system of resources to get the groups through the year. Pastoralists needed to recognize when different animals gestated at different times of the year, or when they produced their woolliest coats, or when the herd needed to be thinned. Tracking Seasonality in Archaeology Archaeologists use the clues left in artifacts, animal bones, and human remains to identify the effects of seasonality on human cultures and the adaptations those cultures wielded. For example, an archaeological midden (trash heap) might contain animal bones and plant seeds. Determining in what season those animals were killed or those plants harvested allows us to get closer to understanding human behaviors. To identify the season of death for a plant or a human, archaeologists can track seasonal changes recorded as growth rings. Many if not most living things record seasonal changes the way tree rings do. Animal teeth—human teeth too—record recognizable seasonal sequences; individual animals born in the same period of the year have the same pattern of growth rings. Many other organisms such as fish and shellfish also record annual or seasonal growth rings in their bones and shells. Technological advances in identifying seasonality have included stable isotope analysis and ancient DNA changes in animals and plants. Stable isotope chemical balances in teeth and bones change with dietary input. Ancient DNA allows a researcher to identify specific species of animals and then compare those seasonality patterns with known modern patterns. Seasonality and Climate Change Over the past 12,000 years or so, humans have constructed controls to plan for and adapt to the changing seasons. But we are all still at the mercy of climate changes that result both from natural fluctuations and cultural choices made by people. Droughts and flooding, storms and wildfires, diseases which evolve from humans living in close proximity to one another and animals: All of these are in part climate-driven woes that had to be accounted for in the past, and need to be accounted for in the present and future as adaptations for survival. Understanding how our ancestors adapted may well provide guidance to our ability to adapt in the future. Sources Balasse, Marie, et al. Stable Isotope Insights (delta 18O, delta 13C) into Cattle and Sheep Husbandry at Bercy (Paris, France, 4th Millennium BC): Birth Seasonality and Winter Leaf Foddering. Environmental Archaeology 17.1 (2012): 29–44. Print.Blaise, Emilie, and Marie Balasse. Seasonality and Season of Birth of Modern and Late Neolithic Sheep from South-Eastern France Using Tooth Enamel delta18O Analysis. Journal of Archaeological Science 38.11 (2011): 3085–93. Print.Boyd, Brian. Archaeology and Human-Animal Relations: Thinking through Anthropocentrism. Annual Review of Anthropology 46.1 (2017): 299–316. Print.Burchell, Meghan, et al. Determining Seasonality of Mussel Collection from an Early Historic Inuit Site, Labrador, Canada: Comparing Thin-Sections with High-Resolution Stable Oxygen Isotope Analysis. Journal of Archaeological Science: Reports (2018). Print.David, Wengrow, and Graeber David. Farewell to the ‘Childhood of Man’: Ritual, Seasonali ty, and the Origins of Inequality. Journal of the Royal Anthropological Institute 21.3 (2015): 597–619. Print.Ewonus, Paul A., Aubrey Cannon, and Dongya Y. Yang. Addressing Seasonal Site Use through Ancient DNA Species Identification of Pacific Salmon at Dionisio Point, Galiano Island, British Columbia. Journal of Archaeological Science 38.10 (2011): 2536–46. Print.Hufthammer, Anne Karin, et al. Seasonality of Human Site Occupation Based on Stable Oxygen Isotope Ratios of Cod Otoliths. Journal of Archaeological Science 37.1 (2010): 78–83. Print.Rendu, William. Hunting Behavior and Neanderthal Adaptability in the Late Pleistocene Site of Pech-de-lAzà © I. Journal of Archaeological Science 37.8 (2010): 1798–810. Print.Roberts, Patrick, et al. Climate, Environment and Early Human Innovation: Stable Isotope and Faunal Proxy Evidence from Archaeological Sites (98–59ka) in the Southern Cape, South Africa. PLoS ONE 11.7 (2016): e0157408. Print.Vickers, K im, and Guà °rà ºn Sveinbjarnardà ³ttir. Insect Invaders, Seasonality and Transhumant Pastoralism in the Icelandic Shieling Economy. Environmental Archaeology 18.2 (2013): 165–77. Print.Wright, Elizabeth, et al. Age and Season of Pig Slaughter at Late Neolithic Durrington Walls (Wiltshire, Uk) as Detected through a New System for Recording Tooth Wear. Journal of Archaeological Science 52.0 (2014): 497–514. Print.

Achievements During the Progressive Era - 844 Words

During the historical period commonly regarded as the Progressive Era in the 1900s, began with the First World War in which women joined the political field in extraordinary amounts. Women were incorporated in leading positions in an array of social reform endeavors, comprising of suffrage, equality, child welfare, and nonviolence (Haman, 2009). Women in the ear started to establish conferences; spoke at gatherings, petitioned government representatives, led marches and protests. Women were also involved in a multiple policies that, for the first time in U.S. history, provided them with a visible presence on the political arena (Haman, 2009). The lines that divided women’s household and public existence became distorted as women joined the†¦show more content†¦Womens actual presence in city streets definitively questioned outdated ideas of femininity and consequent limitations on womens behavior. The significant parades, organized between 1910 and 1913, revealed women s shared deployment while visually representing woman suffragists’, which challenged their suggested social roles (Borada, 2002). The performance of suffrage parades became an act of public celebration, an illustration of social protest, and an exhibition of womens ability to partake in political societies. Subsequently, in womens lengthy battle for the right to vote, new political strategies and, more accurately, an approach of strategic opposition were created within the movements (Borada, 2002). On March 3, 1913, dressed in a white cloak riding a white horse, lawyer Inez Milholland guided the great woman suffrage parade along Pennsylvania Avenue in Washington D.C. (Harvey, n.d.). Following Inez Milholland stretched out a lengthy line with nine bands, four mounted brigades, three announcers, about twenty-four floats, and more than 5,000 marchers including, women and some men (Harvey, n.d.). In an article by the New York Times from 1913 described that while it was possible to keep free just a tighten walkway in which the â€Å"suffragists† passed through; there were still other delays along the way (5,000 Women March, Beset by Crowds, 1913). It was almost sundown when the final marchers made their way to the WhiteShow MoreRelatedProgressivism Between The Ideals Of Social Justice And The Urge For Social Control1130 Words   |  5 Pagesbetween the ideals of social justice and the urge for social control. What concrete achievements are associated with each wing of the movement? What were the driving forces behind them? Progressives not only focused on improving quality of life for its citizens, but also on controlling certain aspects of the legal system. 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What deeply rooted historical factors moved America towards independence from Britain? 6. What were the primary achievements and failures of the US under the Articles of Confederation? What essentially motivated the drive to create a new foundation for government, and how did the constitution reflect the Founder’s central intensions? 7. What were the underlying philosophicalRead MoreProgressive Era Dbq1060 Words   |  5 Pages DBQ During the Progressive Era the American society was evolving; technology, businesses and industry were advancing. However many problems rose in America. Many people faced poor working conditions including low pay and dangerous environments. Consumers were becoming aware of the horrors of the food industry. Women were seeking their right to vote, and the government was infested with the social elites who controlled industry, trusts and monopolies. Progressive reformers worked to

Change Management Tools Of TQM And Lean Production - Samples

Question: Discuss about the Change Management Tools Of TQM And Lean Production. Answer: A significant part of the things that make first-rate companies supple is the capability in balancing action of fast nature and change with the clarity of the organization along with its formation and immovability. In effectively utilizing the tools of change management, it is significant in defining change and ensuring that everyone working inside the organization comprehend and supports the endeavour. This paper would look into thechange management tools of TQM and lean production within the manufacturing and service sectors. Each of the manufacturing companies is worried about their quality, irrespective of the department it generally is. The reason for the same being the overall quality can have an effect on the relationship a manufacturing company haws with its customers, and as they say for the manufacturing sector, customer is everything. In the manufacturing sector, if the customers are not happy with the quality they are not going to exploit the company which would result in decline of the sales along with the general profits. In the manufacturing sector, employee turnover is stated to be high, so one of the key goals of total qualitymanagement is in improving the environment of work where employees will show interest to stay instead of leaving and going for other better opportunities[1]. It has often been found that most of the entry level workers in the manufacturing companies do not receive the formal training or the required feedback that they want so much, especially when they are trying hard in working their way up in the organization. The thing that mostly happens with the manufacturing workers is that they find themselves having knowledge of everything that is there to be learnt and would not be climbing the ladder within that company, so they end up shifting to another organization[2]. This is not what any company wants as turnover generally has huge impact on the quality of the manufacturing method for many reasons. One of the most significant reasons is the cost that is associated with the process of hiring of individuals and training of the same. Another reason can be that the workers who are inexperienced tend to make more mistakes that would slow down the process of the overall operation. The company management then needs to come up with something in keeping the employees around through augmenting the morale of employees through the factor of total quality management. TQM helps in involvement of employees at every stage, working in quality teams making use of defined process in solving issues. Employees are motivated in taking active part in the process of planning, implementing and reviewing the process of quality[3]. Xerox is one manufacturing company that was badly in need of TQM after it started losing out on market share to Japanese competitors and was in danger of closing down. Xerox is one such company that has been helped immensely through implementation of TQM in its leadership teams and it did regain its market share from its Japanese competitors through TQM. Their job has been in helping the management to tackle difficult employees and finding ways of reducing costs. Their implementation of TQM has led to workers taking active part in activities because a sense of competitiveness has creep in among them to come up with best possible ideas along with pride in the work the team does. These are the sort of employees that have been helping organizations like Xerox in becoming a success. They have helped Xerox in manufacturing best quality products having the ability to compete in global market[4]. It signifies the fact that TQM has played its part in being the appropriate tool that led to th e successful change in the fortune of Xerox. Maintaining of high eminence is a significant factor within the healthcare industry. An office should be appointed by the healthcare facilities in order to make certain the quality of the care in nursing homes, hospitals and other health care providers in the industry. It is important in maintaining the quality factor because if quality is not maintained by a particular health service provider, the customer might opt for a different provider and share their criticism and opinion about the former in social websites. This would tarnish the reputation of the organization. Accreditation facilitates the health care in gaining new set of customers through providing of confirmation to their probable customers of the health providers ability in offering quality services[5]. AtlantiCare is a New Jersey based provider of healthcare that has benefited immensely from TQM. It has nearly 5000 employees though the level of profit became a concern for the AtlantiCare management as it was not up to the level the management wished for or desired on the basis of the services provided by them. They wanted to increase their profit margin and the managers wanted to implement developments and change across the board. For healthcare industry, satisfaction of patients is the most important factor and for AtlantiCare, engaging in a campaign of TQM proved to be a normal fit[6]. The firm selected a plan-do-check-act cycle, edifying gaps in the process of communication between the staffs. This generally led to longer waiting times accompanied by more complaints. To deal with this the managers came up with sideways method for smoothing the internal communication. Rather than the information trickling down from the top-to-bottom level, the employees were given abundant freedo m in providing key feedback at every level[7]. AtlantiCare decided on ensuring that all the new staff properly understood this cultural value from the very beginning. The new staffs were given a crash course in the organizations performance excellence structure, where the main focus was on five significant areas- people, growth, quality, customer service and financial routine. After generating the benchmark goals for the employees in achieving at all the levels, inclusive of better commitment at the point of delivery time, developing clinical communication and recognizing opportunities of service-AtlantiCare did thrive[8]. AtlantiCare started experiencing repeat customers that triple in number and its market share hit a high not seen in six years. This all led to the rise in the profits that was not unsurprising though as the management worked hard in achieving the same. The revenue of the firm shot up to $650 million from $280 after successful implementation of total quality development strategies, bringing in the required chang es that led to the rise in the profits. AtlantiCare was serving more patients than the other state health care providers after TQM was brought into the system. Nike adopted a lean advancement or better manufacturing as an element of the initiative of sustainability, Nike has been able to reduce the material waste and time of production, facilitating the supply chain of the company in operating in more efficient manner. The report suggested that the constricted factories that have approved lean approach of Nike experienced rates of defect 50 per cent lesser than the facilities that did not. Lead times related to delivery from the lean factories were generally about 40 per cent shorter. The productivity of lean factory augmented to 20 per cent from 10 per cent along with the time of introducing a new product to a factory was trimmed down by 30 per cent[9]. Nikes sustainability signifies being leaser-focused on developing the model of business of the company in delivering lucrative growth while influencing the effectiveness of lean production or manufacturing, limiting the effect that it has on the environment and making use of the available tools in bringing about positive outcome into the supply chain. In certain areas, including the minimization of undue overtime at the contracted factories, progress was made in slow fashion than it was generally expected. Nike also managed to alter its drawing near of some of the targets, inclusive of production of carbon, based on deeper knowledge of the confrontation and in improving configuration with the strategy of business[10]. The reputation of Nike in manufacturing of cutting-edge footwear across the globe is second to none. However, not many understand the methodical and disciplined endurance of Nike for being at the top. The commitment that is being portrayed by Nike in driving flawless and execution of innovative product is imposing. For designing and manufacturing at a constantly higher-level, Nike has been able to incorporate intensely principles of lean workplace along with innovation that is stated to be the cultural standard within the company[11]. Nikes lean philosophy has been Make Today Better that is obvious within every facility where they exist. The market is highly competitive and for the same Nike needs to constantly indulge itself in manufacturing highest quality products through its lean production. They have improved their training facilities for their employees and have tried to make them knowledgeable about importance of team work, a key concept for developing operations. Employees who are closest to the issues are being suggested for solving of the same. The most striking factor about Nike is that the organization has strived hard and found a way of incorporating both methodologies related to innovation and lean. It is generally built on a workforce and culture that has the ability in encompassing the things a lean manufacturing system grips and it drives in innovation of the products[12]. The approach of Nike drives both built-in qualities along with unsettling innovation. A company is in the habit of serving its customers for a certain purpose along with fulfilling the needs of the customer. This is generally being attained by single processes that are generally being executed by the people: the employees of the company. The actual idea of lean operations develops from the notion that all these individual procedures cannot be recognized in adding extra value, and then under the principle of lean operations, this method can be measured as being wasteful and that it should be removed from the operations. This process aims towards removing needless and no value services, it has been argued that lean production might be more appropriate for services and products with relatively steady demand and low scale on disparity[13]. Ryanair has been instrumental in shaping the market of European air-travel and has contributed largely to the fact that travel by air has been viewed as more of a commodity service. Ryanair implemented a low cost model and defining air travel as commodity service, it deliberately wanted to eliminate all the activities from their processes that do not add any value to their customer service. In case of the business model adopted by Ryanair, overproduction can be witnessed as an extra service other than the transportation factor[14]. Ryanair thrived in making customers demand for wholesome service of transportation from the organization. It severely cuts out the service of the passengers; drinks, food along with service-care related to baggage that is only available with supplementary costs. In-flight entertainment was also removed from the service. Delay time or waiting time that is being lost between two actions do append value. For removing waste related to waiting that was bothering Ryanair, it implemented in keeping the time of the airplane on ground, which is the turnaround time to minimum. This has been made possible by entirely serving the secondary and smaller airports having lower amount of traffic. Ryanair witnessed motion as an unnecessary step in their system existing in the middle of the process of their operations; the organization isolated such a step through means of disintermediation in its process of ticket selling. In the initial stages of its operations flights were being sold over the telephone, however under present circumstances the company has adopted the policy of selling the tickets through homepage, therefore avoiding involvement of travelling agencies entirely[15]. Ryanair minimizes the wasted space by making use of their capacity on every flight in more efficient of manners. The company opted something different to minimize its situation of empty seats like selling seats for various pries, varying as per season, time of booking and day. Ryanair is a company that put lean production strategy in the heart if its process in increasing the satisfaction level of customers travelling with them and reducing the wastage to a minimal level, ensuing in doing more with less. It can be concluded that change management is a multi-disciplinary business. It relies on the approaches of psychology, systems thinking and much more than that. With all the conceptual talk around, it is often easy in forgetting the regular things the management used to get things prepared: tools of change management and methods. References: Colledani, Marcello, Tullio Tolio, Anath Fischer, Benoit Iung, Gisela Lanza, Robert Schmitt, and Jzsef Vncza. "Design and management of manufacturing systems for production quality."CIRP Annals-Manufacturing Technology63, no. 2 (2014): 773-796. Jimnez-Jimnez, Daniel, Micaela Martinez-Costa, Angel R. Martnez-Lorente, and Hammady Ahmed Dine Rabeh. "Total quality management performance in multinational companies: A learning perspective."The TQM Journal27, no. 3 (2015): 328-340. Zeng, Jing, Chi Anh Phan, and Yoshiki Matsui. "The impact of hard and soft quality management on quality and innovation performance: An empirical study."International journal of production economics162 (2015): 216-226. Aquilani, Barbara, Cecilia Silvestri, Alessandro Ruggieri, and Corrado Gatti. "A systematic literature review on total quality management critical success factors and the identification of new avenues of research."The TQM Journal29, no. 1 (2017): 184-213. Chiarini, Andrea, and Emidia Vagnoni. "TQM implementation for the healthcare sector: The relevance of leadership and possible causes of lack of leadership."Leadership in Health Services30, no. 3 (2017): 210-216. Ahmad, Md Fauzi, Phoi Soo Nee, Nik Hisyamudin Muhd Nor, Chan Shiaw Wei, Mohd Fahrul Hassan, and Nor Aziati Abdul Hamid. "Total Quality Management Practices in Malaysia Healthcare Industry: A Survey Result."International Journal of Supply Chain Management6, no. 3 (2017): 332-336. Mosadeghrad, Ali Mohammad. "Developing and validating a total quality management model for healthcare organisations."The TQM Journal27, no. 5 (2015): 544-564. Rao, Ujjwal. "Total quality management in healthcare: A historical perspective for a modern definition."International Journal of Health Sciences and Research5, no. 3 (2015): 353-364. Jasti, Naga Vamsi Krishna, and Rambabu Kodali. "Lean production: literature review and trends."International Journal of Production Research53, no. 3 (2015): 867-885. Arfmann, David, and G. Topolansky Barbe. "The value of lean in the service sector: a critique of theory practice."International Journal of Business and Social Science5, no. 2 (2014). de Jong, Stephan J., and Wouter WA Beelaerts van Blokland. "Measuring lean implementation for maintenance service companies."International Journal of Lean Six Sigma7, no. 1 (2016): 35-61. Hirsh, Max. "Emerging infrastructures of low-cost aviation in Southeast Asia."Mobilities12, no. 2 (2017): 259-276. Distelhorst, Greg, Jens Hainmueller, and Richard M. Locke. "Does lean improve labor standards? Management and social performance in the Nike supply chain."Management Science63, no. 3 (2016): 707-728. Joelle, Natalie. "Gleaning Lean Culture."ISLE: Interdisciplinary Studies in Literature and Environment(2018). Sim, Khim L., and John W. Rogers. "Implementing lean production systems: barriers to change."Management research news32, no. 1 (2008): 37-49.

Museum as framing device free essay sample

Museum as Framing Devices A museum is an institution devoted to the procurement, care, study and display of objects of lasting interest or valuel . Museums are not used for making profit or for economic purpose. They are intended to attract visitors, to admire and to educate people with important pieces of humanitys history. They contain permanent or temporary exhibitions of art all of around the world. However, museums frame or shapes our understanding of the works of art they exhibit. A long period is used to esign and organize the way that the collection is going to be exhibit. The curatorial staff is in charge of how objects are displayed, how objects are labeled and described, how they are illuminated and in what parts of the museum are located. All these factors help contextualized the objects in different ways. In this essay I compare the way two different collections from two different museums are displayed and framed. We will write a custom essay sample on Museum as framing device or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There is no correct way when visiting a museum, whether you enter from the last room, your instincts are your basic guide when you tour a museum. However, museums can alter your instincts and draw their attention to specific and important works of arts. Your attention is drawn to that particular object with certain characteristics, in a room with unique design and illumination of a specific theme or topic. It is of extreme importance that a museum exhibition is well displayed in order to maintain the visitor attracted at all times to the objects viewed. The Denver Art Museum contains a number of collections from art all around the world. One that caught most my attention was the Modern and Contemporary Art collection. It includes a large number of pieces of 20th century works from a variety of different artist. As soon you enter this collection, you can see at the far back of the room an incredible sculpture called Quantum Cloud made by Antony Gormley. This amazing sculpture is made of stainless steel and has the fgure of a human being. However, what caught my eyes attention besides the splendor of the piece was how the museum displayed the work. They exhibited it in the far back corner of the collection in a place were it was visible to the visitor from almost any point of the room. It was exhibit alone by itself with an illumination that created a shinning and attractive effect. The same effect was used in works of arts such as West Side Jovenes made by Tony Ortega. It is located in a wall that can also be seen from many places of the room, it contains an illumination that helps bring the brightness of the painting to life. Both works of arts are very extensive; however, it is not because of the extension that they are located in alone in a wall but because of the importance that the museum gives to them. On the other hand, there are other less important works that can only be seen from one point of the room for example the Kim Dingles Priss. All the works on the collection are labeled with the name, artist and material used for the elaboration of it, but only important pieces have a broad description of it. Some of this description include the artists quotes of what the he meant or intended on the building of the artwork, for example, in Quantum Cloud, Antony Gormley says the whole project is to make the work from the inside rather than manipulate it from the outside2. This is intended so that the viewer gets a deeper connection with the artist a piece that required admiration and analysis, so that the viewer could take his time. The collection filtered the content so that the visitors were not inundated with tons of information and images. The Modern and Contemporary collection presented all of his pieces as works of arts rather than artifacts. The CU Art Museum is very small compared to the Denver Art Museum, however it contains a large amount of collection of all around the world. One that particularly caught my attention was the Wilton Jaffee Roman Coin collection. It is displayed on a glass chamber all organized chronologically by Empire. Each coin was labeled with the year of its use, the name of the Emperor imprinted on the coin, the material it was made with, and a very small description of the coin itself. It had a very good illumination, so that the coin could be appreciated perfectly. The location of the collection was really particular. It was located on the last room near the exit door of the museum, so that before leaving the place you take a deep look of it. The display can be seen from every point of the oom. The collection had a large poster on the back that contained an introduction of the Roman Empire and the use of the coins by that time. Also, the poster contained a large map of the Roman Empire and a coin with the face of Empress Julia Domma that could be the most important of the collection. This poster had several functions. First, it attracted your eyes toward the collection due to the colored map and the large coin image. Also, the poster captures the curiosity of the viewer with the storytelling technique and makes you have deeper connection with the display. The information provided in the description is very skimmed, so that it is easy to people of different levels of education to understand it. The Roman Coin collection presented his exhibit as an artifact rather than art because it emphasize on the use of the coin rather than the art included on it. In conclusion, each museum uses a different method on framing or shaping our understanding of an object they display. Factors such as the setting in which they are exhibit, the labels and the information provided by the museum, the way museums filter the content, and the ay they are displayed can change our notion of how we look at an artwork. It is very important that the curator staff dedicate a lot of time in the exhibit design so that the display attracts and delights all visitors. Both museums were able to display effectively the collection, although they were presented differently, one as an artifact and the other one as art. They motivated the visitors, focused the content, and captured the curiosity of the visitor. The Denver Art Museum and CU Art were able to mixed the best elements to create an amazing museum exhibit design.