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Concert Report: No. 2 Intermezzo by Robert Schumann Reflective Essay

The first piece I am going to discuss is the Liederkries movement from the piano concerto, No. 2 Intermezzo by Robert Schumann (1810-1856), the great composer of the Romantic era. This is a piece that is included in a twelve songs cycle, and Intermezzo is the second piece in this cycle. This cycle is called Eichendorff Liederkreis. This composition refers to the Romantic era because all of Schumann’s songs were written specifically for voice piano performance or lieder.

I will write about this song because this composition serves the brightest representative of its epoch encompassing all features of romantic songs. While listening to this musical piece, I managed to feel an intense expression of emotion where fantasy and aspiration for adventure can be perceived. The melody was sounding quite lyrical, often chromatic, and I could hear the use of discords.

I could also hear the ambiguity in rhythm and meter, and a special focus was also made on tonality. In particular, I could hear the dissonance in voice and piano and, at the same time, it was possible to feel how the piano catches each amplified tone of the voice. Nevertheless, the music sounded much more delicate as compared with rigid voice with a wide pitch range.

The second piece I am going to consider is from the Chanson de Don Quichotte from the lieder concerto, No 1. Chanson du Depart of Jack Ibert (1890-1962), a great French composer who did not belong to any of the dominant genres of music. Therefore, he is famous for his eclectic compositions.

The composition is from the first part of a two-party Chanson de Don Quichotte. The song is written for voice and piano and has the characteristic feature of the eclectic genre in music. While listening to this composition, I could hear the notes of romanticism in the beginning. At the end of this musical piece, the song sounded even a bit frivolous and confusing. The rhythmic patterns were reminiscent of Romantic music because the voice pitch varied and piano accompanied the narrations of the performer.

Hence, the piece reminded me of the incidental music because I could predict what part would be next. The lyrical orientation of the song was sophisticatedly intertwined with ironical and even satirical features, which was quite typical of Ibert’s compositions.

Therefore, it was impossible to distinguish between the music and farce. Despite the diversity of genres and styles used in the movement, general features of the music piece could still be attained to the Classical performance since the composition was accompanied by piano. Besides, the song suggested an antique sounding with vocal melismas.

Get your 100% original paper on any topic done in as little as 3 hours Learn More Conclusion In general, the concert was significantly inspiring and touching at the same time. A combination of romantic and classical styles kept the audience in suspense.

Delicate transitions and incidental resonances precisely reflected the prominent characteristic of the style. The lyrics of the presented pieces unveiled the themes of love, suffering, passion, and remorse. The music was transferring the audience in romantic times.

I was especially captured by the performers who managed to grasp every single meaning of each intonation and word. It is not in vain that I chose the songs by Schumann and Ibert because they seemed quite similar in meaning and thematic reflection. I should also admit that the differences in styles and genres did not divert my attention from the original ideas of the songs.

Organizational Behavior and Theory Essay

Nursing Assignment Help Basic Human Processes Coping with Organizational Life: Emotions and Stress

Sometimes it is difficult to achieve something in this world – a world which is simply called a global village. Actually the phrase global village is an oxymoron. It is nicknamed ‘village’ because it has been made simple by computers, the internet, and the globalized world – we are connected. But in this so-called simplicity, humans have to live in a most complicated way. Computers have made our lives complicated, if not miserable.

We have to cope, adjust, and change day in and day out with our organizational life. There are many things to cope with; change is one of them. And it is complicated because one phenomenon appears after another, and so on and so forth.

Most of us belong to an organization, which maybe a particular business, or a group with humanitarian goals. Many of the people who started these organizations would say that they formed the groups to make life easier and to make the world a better place to live in. But we know that these organizations have complicated goals, beginnings, and outcomes. They haven’t made life a better place to live. They have made our lives difficult, although there is an exception to some. There are organizations out there which have noble intentions, although (again this word) these organizations are victims themselves of the changes brought about by many factors.

An organization with a business background and objective – or simply said, a business organization – can never offer simple lives for its members. This complicated world of the managers, employees and ordinary workers makes life so harsh, difficult and uncompromising.

We have to cope because global organizations operate in a most complicated way, not to mention that organizations are composed of peoples of diverse cultures. Multinational corporations and multinational enterprises are global organizations composed of people of diverse cultures. Living with peoples of different cultures can make the lives of ordinary employees, and even managers, very unbalanced. Work and life balance is difficult to achieve.

We have to cope, adjust and modify our lives through these experiences. Our emotions, feelings, personal lives have never been so affected by organizational activities that we tend to look at the office or the organization headquarters as our home away from home. We spend and dedicate our time, efforts, and knowledge to the organization. We look at the office as more than a place. Family life plays second fiddle. We believe that if we are happy in the organization, we are happy at home. The organization comes first.

Moreover, the organization’s strategic operation is very different than it was a few years ago. Employees have to give up, sometimes. Businesses and organizations are manned or controlled by humans, not by machines – machines are there to follow our commands. But humans commit mistakes or errors, and succumb to the changes and ambiguities in organizational life.

Get your 100% original paper on any topic done in as little as 3 hours Learn More In our dealings with fellow employees, we commit errors. Our errors and inadequacies, faults, perceptions are in many ways what make us human and make us unique. The world has been interpreted by theorists, thinkers and researchers who made sense of things in very different ways. Many of these issues are perceptions but are essential to handling the nearly infinite stimulus our mind receives. The more the organization has become complicated to our own perception, the more we commit errors and mistakes; and the more our lives become miserable.

Management is in a period of decline, and this is particularly in the middle management (Scarbrough and Burrel, 1996, cited in Brocklehurst et al., 2009, p. 7). The decline can be due to many factors, like personality and relationship. Our relationship with people is affected by our unique personality – because we are humans.

Like the organization, human nature is complicated – it is filled with emotions and feelings. In an organization, there are complexities, errors, and successes, because organizations are manned by humans like us. We are not governed by theories but we formulate these theories out of our experiences and continued socialization. In the course of time, these theories seem to rule over our behavior and activities.

Schemas are constructs that contain information about our values, how we perceive ourselves and others, and how we adjust to things and changes in the environment. Schemas are components of cognitive-behavioral therapy and are powerful tools in interpersonal relationships. (Clegg et al., 2005, p. 56)

In our socializing activities, we commit errors which are a part of our behavior in making judgments, interpretations, assumptions, and beliefs about our social world, the people within it, and our place in it. Examples of these errors are stereotyping, self-fulfilling prophecies, the ‘halo’ effect, attribution error, cognitive dissonance, and so forth. These affect our relationships with managers and co-employees.

This should be minimized, if not avoided, because this is one way of judging people; instead of managing, we divert from the right path. Instead of motivating, we discourage employees. Stereotyping is not always negative. Self-fulfilling prophecies and the ‘halo’ effect are a result of our own fulfilling dreams – a result of looking at one’s self as something greater, or holier-than-thou attitude.

The most common issues concerning stereotyping center on culture and race. People have been asked to suppress their stereotyping behavior. Another of the errors in managing people is ‘self-fulfilling prophecies’ which affects how we perceive others and how we act when we interact with them, but it also affects how we perceive and act ourselves. If we look at others the way we think of them, they may act the way we perceive of them.

We will write a custom Essay on Organizational Behavior and Theory specifically for you! Get your first paper with 15% OFF Learn More Within attribution we are prone to two key errors. The first is the fundamental attribution error. When we see someone fail or behave in certain ways we believe it is due to their personality, attitude, or disposition.

When we think of work as a mere tool for us to live, we can hardly be motivated. We will continue working for the sake of the salary we get from the company we work for. But we have to cope with our organizational life, the same way we cope with family life. This has to go together. Work and life have to balance. Organizations which promote work-life balance will have productive workers because these workers are well motivated. Success in work and happiness in the family always go together.

Individual Processes Motivation in Organizations

It has always been a common belief that when people are motivated, they accomplish goals. Workers become productive when they feel they are a part of a team, or part-owner of the organization. They feel this sense of belongingness and so they strive for the organization’s improvement.

Organizations have been trying ways to help employees adjust their family life with work. Ways of motivation include benefits and higher salaries, which can further result into increased productivity, lower rates of absenteeism and a motivated and satisfied workforce. (McIntosh, 2003, p. 185)

Studies have found that successful managers have stronger power motives than less successful managers. The human need theory asserts that people have urges relative to the three needs which are the need for achievement, the need for affiliation, and the need for power. The role of team leaders is to coach, that of the facilitator, not someone to play as superman (Armstrong, 1998, p. 8).

People always connect work with life’s fulfilment, and connect their satisfaction at work with their feelings and satisfaction of life, and happiness with their family. Satisfaction in the workplace means happiness at home and fulfilment in life. Work and life balance suggests a balance for life and what people do. There has to be a blending equality that includes work, family, pleasure, fulfilment, and satisfaction.

Part of good and productive management is to motivate employees to become productive and to work for the fulfilment of the organization’s objectives. Motivation is an important factor in determining performance of people in an organization. It is the heart of performance management.

Theories of motivation include those expounded by Frederick Taylor who is known as the father of scientific management. He defined work in terms of the specified tasks designed for the workers to follow, and with no chance of freedom or judgment left on the part of the workers. There is no motivation during those early years of industrialization, which is the basis of Taylor’s theory. (Luecke

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