Impressionism and The Famous Cafes of Paris Essay

Impressionism and The Famous Cafes of Paris - Essay Example The essay "Impressionism and The Famous Cafes of Paris" provide a detailed information about impressionism movement and gives a review on famous cafes of Paris in the 19th century. Impressionists painted day-to-day events instead of extraordinary occurrences. All this had to take place in a very unconventional setting. What better setting could they find than the famous cafes of Paris? How did the cafes relate with the impressionists and the post-impressionists? How much did the cafes influence the artists' work? How different they are now from what they were in the 19th century? These are some of the questions this paper tries to explore. Impressionism was an important movement in painting which began in the late 19th Century and developed through the early 20th century in France. It began when a few of the French artists became disillusioned with the way painting was taught in those days -- the mythological or historical subject matter. â€Å"They also rejected the conventional, i maginative or idealizing treatments of academic paintings.† Claude Monet, Pierre-Auguste Renior, Camille Pissarro, Alfred Sisley, Berthe Morisot, Armand Guillaumin and Frà ©dà ©ric Bazille comprised the initial artists of the movement. Among those who adopted the impressionist style of painting for some time were Edgar Degas and Paul Cà ©zanne. Édouard Manet was the painter who had inspired the impressionists to adopt the style in which they painted. Later, he also joined the movement and adopted its style. The impressionists were not hitherto known by this name. In 1874, when the group organized its own exhibition, an art critic, Louis Leroy, wrote a scathing criticism of the painting Impression, soleil levant (Impression, Sunrise), by the then unknown artist Claude Monet. Louis titled his review, The Exhibition of the Impressionists, and had this to say in his article: Impression - I was certain of it. I was just telling myself that, since I was impressed, there had to be some impression in it and what freedom, what ease of workmanship! Wallpaper in its embryonic state is more finished than that seascape.2 It was from here on, that the group came to be known as the Impressionists and hence, the movement came to be known as Impressionism. This was the identity, which while the world derided, the artists of the group were proud of it. Neo-Impressionism and Post-Impressionism Impressionism, as a technique is still being practiced among the contemporary artists. However, the movement began to wane very shortly. The greatness of the movement does not lie in its longevity, its greatness lies in influence and productivity. As a reaction to Impressionism, two new movements came into being. Artists reacted against the empirical realism3 of the impressionists and devised a new technique based on scientific application of the optical principles of light and color to render the transient nature of time. This technique came to be known as Neo-Impressionism. Georges Seurat, Paul Signac, Henri-Edmond Cross, Albert Dubois-Pillet, Maximilien Luce, Tho Van Rysselberghe and the Impressionist painter Camille Pissarro, formed the first Neo-Impressionist group. Together, in 1881, they formed Socit des Artistes Indpendants (Society of Independent Artists). Like its predecessor, this movement also waned quickly, but not without having a lasting influence on the works of such great artists as Vincent van Gogh, Paul Gauguin, Henri de Toulouse-Lautrec, and Henri Matisse. An English art-critic, Roger Fry, gave the name Post-Impressionism to the works of artists like Paul Czanne, Georges Seurat, Paul Gauguin, Vincent van Gogh, Henri de Toulous

Human Resources Management Pay for Performance at Dee's Personalized Case Study

Human Resources Management Pay for Performance at Dee's Personalized Baskets - Case Study Example The company needs to analyze following determinants before designing any PFP model. Employees value outcome of their effort in terms of monetary benefit and other recognition Monetary outcome is more valued than any other kind of recognition Performance level expected by the company must be measurable Performance measurement must synchronize with strategic goal of the company Reward must be tempting enough to motivate workers It is evident from the case study size of the organization is not big hence measuring performance of each employee is possible hence the company should adopt individual level PFP system. Merit pay plan and incentive system will complement individual level PFP program. In merit pay plan payment is done as certain percentage of base salary and distributed in top down approach. Research report shows that workers prefer merit pay plan over straight fixed salary. Merit pay plan helps the employee to assume that employer has recognized his/her performance. The company should adopt the system for all employees. Incentive schemes can be applied to all employees of the company. The company can use incentive scheme rigorously to improve performance of sales team. Key Performance Indicator (KPI) model can be used to design PFP system for the company (Parmenter, 2011, p. 3-15). KPI will help the company to identify key performers responsible to increase sales and based on appraisal the company can decide salary structure for key performers. Dee’s Personalized Baskets should introduce performance based incentives for all the employees to motivate them to perform well. The company needs two types of additional information to build effective PFP model (Bernardin & Russell, 2013, p. 753). It is evident from the case that the company is lacking in creating sustainable performance standard and appraisal system. The company should try to design a consistent incentives system to fulfill expectancy of employees (Kreitner & Kinick, 2013, p. 222). Externa l information (industry average for incentives and salary structure and how much competitors are paying to their staffs). Internal data (annual performance report for employees). PFP system of the company needs to address following issues. Annual bonus system not tied with base salary. Bonus pay level should be adjusted to 0% to 20% for non supervisory personnel and 20% to 40% to supervisory personnel. Forced distribution should be used for performance appraisal. Proper alignment between job designation and performance measurement. Designing annual merit pay program for major achievement Key performance indicator should be integrated in the system to monitor performance of employees and KPI should be used improve performance on monthly basis. Answer 2 Gain sharing is the process of sharing financial benefits of increased productivity or cost reduction with employees. Gain sharing plans aim to reduce level of human resource pool required to produce certain output or increase producti vity from existing human resource pool. Research suggests that maximum effectiveness of gain sharing can be achieved by 1- cooperative union, 2- utmost faith between employee and employer, 3- participation of worker and management to achieve common organizational goal. Research scholars believe measuring gain sharing is difficult because involvement of complex financial