Category: Writing

Assignment (300 words)
Read the attached
“Textbook Chapter”
and address the following questions. You need to
answer EACH question separately in paragraph
with full depth of knowledge.
Each answer must be accurately supported by 1 external source plus 1 textbook resource and cited in APA. No Plagiarism!!
Questions:
1) Why is the healthcare industry perceived as being less proactive than other industries in the area of computerized information systems? How can this perception be changed?
2) How are the concepts of EDI, e-commerce, and e-health interrelated?
3) Whcare?
4) What is public key infrastructure, and why is it receiving so much attention within the healthcare industry?
5) Why is strategic planning for information systems important to organizations in today’s healthcare environment? What risks are associated with not having an IS plan?
6) What is the relationship between strategic information systems planning and the systems development life cycle?
file:///C:/Users/user/Desktop/TextbookChapter.pdf

The topic I have choosen was this:
. Reading selection of Olympe de Gouges’ Declaration of the Rights of Woman and the Female citizen (written in 1791). The selection should be read in full at http://chnm.gmu.edu/revolution/d/293/ with background provided on p. 874 of our class text. You should also look at the revolutionary document of 1789 that she is “correcting,” called Declaration of the Rights of Man and of the Citizen (http://avalon.law.yale.edu/18th_century/rightsof.asp ). Olympe de Gouge has the status of women as her main concern. The general context is the French Revolution and the attempts to redefine rights and status once one replaces monarchy.
Choose one (1) of the three (3) reading selections from the list of topic choices below.  Read the selections as identified with each topic below. Write a four-to-five (4-5) paragraph essay (350 words minimum) which analyzes the work following the list of four things “your paper should cover” given just after the topics.
Topic Choices
Readin reading clubs and all types of new books and events based on her ideas.  In 2017, England printed new 10 pound bank notes with her image on them. The chapter should be read in full at https://www.janeausten.org/pride-and-prejudice/chapter-43.asp
Reading selection from Samuel Johnson within the current text 21.12 from The Rambler (the essay found here
http://www.johnsonessays.com/the-idler/sufficiency-english-language/
). Johnson was the editor of two coffeehouse magazines, The Rambler (1750–52) and The Idler (1758–60), and the author of Dictionary of the English Language, and subject of one of the first biographies by James Boswell. Johnson overcame numerous illnesses and handicaps.
Reading selection from Equiano’s Interesting Narrative of the Life of Olaudah Equiano, written in 1789. This selection can be found in chapter 26 of our class text on pp. 901-902 (with background on pp. 893 – 897). The context is the process of enslavement and then passage across the Atlantic.
Reading selection of Olympe de Gouges’ Declaration of the Rights of Woman and the Female citizen (written in 1791). The selection should be read in full at http://chnm.gmu.edu/revolution/d/293/with background provided on p. 874 of our class text. You should also look at the revolutionary document of 1789 that she is “correcting,” called Declaration of the Rights of Man and of the Citizen (http://avalon.law.yale.edu/18th_century/rightsof.asp). Olympe de Gouge has the status of women as her main concern. The general context is the French Revolution and the attempts to redefine rights and status once one replaces monarchy.
For the reading selection and topic you choose, your paper should answer the following four questions in detail (use four section headings):
Briefly introduce the writer and the situation that this reading is about. Identify the genre or nature of the reading. (Who is the author? Why did he or she write this piece?)
Using specific examples or lines within the reading, suggest the author’s key views and key aims for the reading audience. (Give a 1-2 paragraph summary of ideas.)
Evaluate the author’s strategy and what you see as the work’s likely effectiveness (or lack of effectiveness) for the target audience. If there is any known historical result, discuss that. (Look at the writing style and discuss who would read this.)
Evaluate how the reading impacted you. Identify any analogous situations today, and also key lessons you get from the reading that could be relevant to one’s professional and personal life. (How did you like this? How do the ideas relate to situations today?)
Your assignment must follow these formatting requirements:
This course requires the use of Strayer Writing Standards (SWS). The format is different than others Strayer University courses. Please take a moment to review the SWS documentation for details.
Include a title page containing the title of the assignment, your name, the professor’s name, the course title, and the date of submission. The cover page and the source list are not included in the required assignment length (350 words minimum).
You must use the class text and also any source(s) identified (with links) above for the topic you choose, focusing on the main primary source of that author. If you use any additional source (optional), it must be from the university’s online library and of good academic quality for college work.

comprehensive report was presented to the Fig Technologies Executive Leadership Council (ELC). Create a PowerPoint presentation that summarizes your findings based on the comprehensive report (see attached). In the presentation of your findings, be sure to describe advances in organizational diversity developed from legislation, and explain paradigm shifts in the Fig Technologies organizational environment from increased diversity legislation. Include citations and references from at least three sources used in your presentation (these may be from the earlier components).
While sources and information from previous assignments are appropriate sources to inform and guide thetes mastery and understanding of the course material. Do not simply copy and paste any portions from previous assignments.
The PowerPoint option should consist of a 10-12 slide presentation (not including the title and reference slides) with proper APA formatting. Include charts or graphics as necessary to effectively present your findings
Fig Technologies Compiled Project
Jermaine Griffin
Columbia Southern University
Fig Technologies Compiled Project
Executive Summary
The Fig Technologies which is a global technology solution has intentions of expanding its product lines and services to different parts of the world. It is the intention of the company to become the best global technology solution company. The challenge is that there are some areas that are posing a major hindrance on realizing this major mission of the company. One of the strategy is place is to expand to some potential regions. Presently, the company is in need of project managers to take up the project managing roles in two geographic areas targeted for expansion plans (Qatar and Germany). However, the company does not only want to recruit a project manager for the two locations but rather intends to put into consideration other important factors like gender and work-life balance. Other issues that require to be observed is the age demographics status, organizational culture improvement, fair treatment for all employees and employee diversity.  Hence, this essay shall focus on addressing issues the above stated issues and developing suitable recommendations that the Fig Technologies should embrace to achieve the desired goals, mission, and objectives.
Fair Treatment of Ethnicities
To push through with the assimilation efforts that the Solution Company has been authorized to take charge of, three teams each consisting ten members were selected to take part in the two months immersion task in the three different company offices. The purpose of the team is to understand and analyse the company processes, systems, and culture in Texas, Qatar, and Germany. The three different teams are comprised of members from different ethnicities and cultures. Some members are locals and others are visitors from other countries. For instance, the team working in Texas is made up of seven locals from different races and ethnicities and three foreigners. In Qatar, the team is made up of six locals and four foreigners. For the team to work in Germany, there are eight locals and two visitors. The difference in ethnicity, race, and culture has attracted challenges in all the three teams. The reason is that some team members’ beliefs in individualism and some belief in collectivism. For instance, Germans believe in individual achievement while as Texas people believe in collectivism. On the other hand, the Qatar people though they believe in collectivism have an attitude and perception that personal interest should be placed first in a teamwork setting.
Assessment tool
For this case, a one-on-one interview with the team members would go a long way in measuring assimilation. The following questions would help gather the desired assimilation information.
What type of culture does the company have and do you think it embraces ethnic diversity
As a local or visitor, how comfortable were you working with the company systems and processes or there were some cultural beliefs that were being violated and how
From the experience gained, would you say that the Fig Technologies company’s processes, systems, and culture meet the international standards or not
In the case you were made in charge of Fig Company’s processes, systems, and culture in the site you were working in, what changes would you make and why
The Fig Technologies Company is established in different countries across the globe which means that it hires employees from different cultures and ethnicities. Would you say that the processes and systems in brace embrace cultural diversity where all employees from different ethnicities are treated equally, why or why not
Apart from the fact that the company culture directs how employees from different ethnicities deal and treat each other in the workplace. Do you think that the employees appreciate and value ethnic diversity or they are being forced by circumstances and how did you proof that
In a company where ethnicity is embraced, conflicts is among things commonly experienced, did you encounter such a scenario and what could have been the reason behind
What could you are common roadblocks to an organization that have a diverse workforce and what do you suggest should be done to address them
The company currently has a number of outlets and the acquiring is attracting new outlets into the system and processes. Do you think that the present processes, culture, and systems can be accepted in the newly acquired outlets or there are some limitations and which ones
From the observation and experience you have gained, do you think that the company has the right leadership to effect the assimilation efforts in the new acquired outlets
Assessment of results
From the questions posed for the interview, it is evident that the assessment helped in understanding the company’s processes, systems, and culture. The assessment found out that the company has a reliable system, processes, and culture. These are the same things that have made the company to establish in different parts of the world and achieve success. According to assessment done, the hrough the culture of the company to ensure that employees from different cultures work together collaboratively. For instance, in Texas, the company has a total of 230 employees who belong to white, Hispanic, African American, Asian, and other native ethnic groups. There are also employees from different genders and physical ability. The demographics support the company culture that potential candidates must be recruited and hired irrespective of their cultural background.
Also, the company processes proved to require and demand massive collaboration from all workers and it is for this reason that the assessment found out collectivism is almost mandatory as compared to individual efforts. For instance, the processes in place are used to execute different tasks and there is not task that can be executed by a single person. There are specific people assigned to execute a single task together to promote effectiveness and efficiency. Moreover, the processes are diverse and they embrace all employees irrespective of the cultural diversity. The more reason is that the company has set a standard way to executing tasks that is acceptable to all employees. The policies, culture, and processes align with the US population since it is diverse as well. The data will be used to determine how well the new acquired outlets will embrace the company culture, processes, and systems and move towards progress.
Approaches for improving assimilation
The first approach is by granting every onsite time and attention to review the processes, systems, and cultures to ensure that the assimilation aligns with the countries operational environment (Moore, Osatuke, & Howe, 2014). The more reason is that different countries have different employment laws that must be embraced when developing a company culture.
The second approach is to engage employees from that particular country so that they can share ideas and opinions. Engaging employees would be a major motivating factor that would encourage the employees to support the assimilation and work towards goals achievement.
The third approach is engaging other stakeholders like shareholders, government agencies, suppliers, and clients so that they can share insights on how best systems, processes, and organizational culture can be improved.
Benefits of Organizational Diversity
Assessment of findings in Miami, FL;
After conducting an environmental assessment in the Miami, Florida office, it is evident that the environment is not suitable for promoting and sustaining diversity. The office is comprised by employees from different cultural backgrounds even though majorities are locals. There are also young employees from local institutions hence promoting diversity in regards to age. There are also employees from other countries hence promoting racial and ethnic diversity. Nevertheless, there is massive internal and external rivalry. Internally, rivalry is at extreme because employees find it hard to extend support and allow collaboration to take place between people from different cultures or age group. The internal rivalry is also being extended to the external environment of the organization. The latter is in the sense that the office has a sports team that takes part in local and international sports but the office team does not demonstrate friendship to other teams as they act hostile.
From the assessment done, it was found out that employees working in Miami, FL branch are not aware of importance of diversity and what it entails to promote a good internal and external environment. From the exceeding levels of hostility and unfriendliness, it was found out that employees in this office are willing to use any tactics and go to any length to achieve personal interests even at the expense of others. It is evident that the employees are not familiar and aware of how they can embrace, accept, and live together as one team despite belonging to different backgrounds and having different interests and opinions about issues and situations. The challenge was identified to having emanated and promoted by organizational culture in place. The latter is in the sense that it has been set to favor and work well for local employees and not foreigners hence making interactions and peaceful coexistence to take place and shape. Looking at the conflict reporting system in place, strategies of promoting creativity, and problem solving techniques are not adequate enough to embrace diversity hence creating an environment that breeds hatred amongst employees.
Assessment of findings in Kansas City, MO
The Kansa City’s office is not different from the Miami, FL office. The reason is that the assessment identified organizational culture in place which is similar to that of Miami, FL as the major cause of diversity issues being faced. According to assessment done, the organizational culture is place favors the locals who are a majority and especially employees who have worked with the company for a long time hence sidelining new recruitees from local universities and foreigners. The assessment found out the organizational culture in place has not promoted creativity dynamism and hence some ideas and opinions can be accepted while others ignored hence creating a healthy breeding ground for malpractices like discrimination.
The culture in place have also failed to point out the specific behavior and attitude that employees should show towards each other and also when addressing each other. It is for this reason that even when employees in this office try to embrace diversity, they bring along their uncultured behaviors hence leading to sharing to unacceptable intimacy talks that should not be part of organizational talks. The culture has also not promoted a good problem solving strategy and it is for this reason that the issues employees are facing cannot be reported so that the management can be aware and seek for ways to address these problems. It is a fact that some employees in this office have noticed and are not comfortable with such behaviors and hence seek for the indulgence of company branch management to ban such talks. Nevertheless, the company’s management hands also seem tied due to inadequate organizational culture in place.
Recommendation for addressing these findings to the Executive Leadership Council (ELC)
Organizational diversity is important as it helps in bringing employees from different cultures, ages, religions, beliefs, and levels of education together and works in collaboration with each other. Lack of organizational diversity hinders an organization from recording the right growth and development. From the assessment done on two Fig Technologies offices, it is evident that the Executive Leadership Council needs to take some action to remedy the situation. It is evident that the employees have the right capacity to perform but the diversity issues facing the company are limiting their abilities and performance.
One of the vital recommendable things the ELC should start with is reviewing the organizational culture. The company is an international company with outlets across different parts of the world. It is important that the company should have a common organizational culture applicable in all outlets. The organizational culture should be set in a manner that it meets international standards to the extent that any employee working at the organization would have to behave and react to issues in a specific way across all the branches(Hillman, A2015). This means that any employee whether local or foreigner would have to address issues, be treated the same, and apply the same attitude regardless of the company office that he/she is working in. Moreover, it is the organizational culture that determines the working environment that an organization would have(Hillman, 2015). Of importance to note in the organizational culture, the ELC should point out the non-recommended behaviors like talks that should not take place within company premises and malpractices like discrimination.
Another vital recommendation is embracing training and development as a routine company practice. Training and development should capture vital lessons like importance of diversity and how employees can take advantage of it to promote personal and career growth(Jansen, Otten, & van der Zee, 2015). ECL should also embrace motivation strategies that would promote a good organizational culture and diversity so that the employees would be motivated to work together as a team.
Improving Organizational Culture
The division in the organization is a significant problem and a barrier to many companies especially in several of the company’s offices globally. As indicated above different religions and sexual orientation are some of the factors which cause social and political differences in many organizations. However there are several religions worldwide, and the prevailing religions in the world include; Christianity, Muslim as well as Hindu. These religions are different in the way of worshipping, beliefs, and culture. Religion is like a poison and just as poison does religion may end up killing a company.
It is notable that different regions have their way of doing things and this may end up negatively affecting the company. Some of the adverse effects due to religious differences may include; Unrecognition of other religious holidays and celebrations, discrimination in the workplace, unfairness in the allocation of funds, salaries, and some employees in the company may fail to be recognized by the company managers. All these effects may cause total miscommunication and misunderstanding in the whole organization hence leading to a low output of the company.
Company managers may cause division by not putting into consideration the employee’s issues from other religions. Sexual orientation is another factor which is also a principal cause of division in an organization. Nowadays many companies are practicing sexual discrimination in the way of awarding their employees, recognizing them and even in the form of promoting them. Sexual orientation leaves many employees depressed and desperate. The cause of division in a company may also be due to poor leadership and management. Some of the company managers end up practicing religion discrimination and sexual discrimination hence discouraging their employees (Badgett, 1995)
Besides, sexual identity causes employees not to be committed in their work and also causes disunity among teams in a company. Employers have a responsibility to always maintain an organization workplace free from sexual orientation or sexual discrimination. However, there are several policies and plans which employees can take to prevent sexual discrimination.The employees should adapt to a clear sexual orientation policy. The manual will state the uncertain terms which an employee will not tolerate sexual orientation. It should also indicate the procedures for filing sexual discrimination complaints. Training of employees twice in a year which should teach the employees on what sexual orientation is and explains to them how to fill the sex harassment forms. Supervisors and managers should also go for training at least once per year which should teach the managers and the supervisors on how to deal with sexual orientation complaints. All the policies above will help create a good working environment, create unity and corporation in the business.
There are also other policies which are essential and which can to help prevent religious discrimination. Establishment of training programs for the employers and employees will raise awareness of the organization’s issues in the workplace. There should be a company policy to discipline employees regardless of religion (Badgett, 1995). The company should post notices warning every employee of any religious discrimination, finally, if all these policies are very crucial for the company to generate high output and high profits hence the growth of the company.
Gender and Work-Life Balance
Gender demographics
At Fig Technologies, employees are from both genders even though the male gender exceeds female gender by approximately 10%. Going with the demanding roles and expectations of the project manager position, the pay should not go below the set minimum project manager salary pack which ranges at 30,000/mo in Qatar and €17,500 in Germany per month. The individual taking up the position must be highly qualified and with project management experience in the technologies sector.  Any employee of any gender can take up the position as long the set requirements are met. This is more so because according to the manner in which the organizational structure is arranged, both genders seems to occupy different positions in the managerial and subordinate positions.
Advantages and disadvantages
A flexible work schedule and work responsibilities are beneficial because they will grant the individuals holding the positions the chance to operate in a flexible manner without fatigue and unnecessary pressure. Flexible schedules also pave way for other engagements that might come in as necessary to be handled proficiently(Karkoulian, Srour, & Sinan, 2016). However, flexibility can attract time mismanagement hence compromising project goals achievement. Flexible work responsibilities can lead to ignorance on the part of project manager because the roles are flexible and hence can be pushed for another time and this can lead to underperformance.
Potential human resources benefits of offering child and elder care in the organization
Offering child and elder care in the company can come with a lot of human resource benefits. For starters it is a major motivator for the employees as they will feel valued and cared for by the organization. Motivation helps to increase performance level especially because the employees would not have to care or worry about their children and elderly(Nicolson, 2015). Moreover, the time that could have been taken to offer care and support to children and elderly would be used to execute
organizational tasks.
Work-life balances regarding achieving greater results for the organization
According to Toffoletti, & Starr, (2016); work and life requires massive balancing as this is the position that enables an employee to achieve better results for the organization. An employee should work for the allowed number of hours so that he/she can have time to attend to family and personal matters. The reason is that personal and family issues can affect organizational performance. Also, personal and family issues should not be allowed to extend to work place something that means limits should be place so that the employee can have a balance between work and life.
Age Demographics
Having a diverse workforce on the basis of age is an important thing as the young generation gets to learn from the older generation. Also, the new generation comes with new ideas that can help the older generation to improve on their performance. The Fig Technologies have a diverse workforce on the basis of age as research found out that employees between the ages of 18 to 25 comprise 11% of the workforce. Employees 26 to 39 comprise 31%, employees 35 to 55 comprise 34%, employees 56 to 69 compose 18%, and the remainder are age 69 and above. This is a clear indication that the Fig Technologies have complied with the 1967 Age Discrimination available in the Employment Act that demands all candidates that meets employment requirements to be granted employment opportunity regardless of their age and gender.
Taking a closer look at the company age demographics, it is evident that the percentage of younger workforce is higher at approximately 70% while the older workforce occupies the other 30% of the workforce. Developing a younger workforce that occupies both professional and non-professional positions comes with its fair share of benefits and challenges. This is also when it comes to employees from the ages of 65 and above. One of the benefits is that a younger workforce has a high ability and potential to learn new things and adapt as compared to an older generation something that makes a company to embrace positive changes in a more effective way(Twenge, 2010). This is important especially for Fig Technologies as new innovative ideas are being invented on a daily basis and a younger workforce has a good chance of learning and implementing the concepts on new ideas.
The second benefit is that younger workforce is much easier to motivate and have a positive impact on their levels of productivity. The more reason is that younger workforce is flexible when it comes to dealing with issues and perceiving issues from different points of view(Bursch, & Kelly, 2014). Thirdly, developing a younger workforce creates a positive brand image for the company in regards to complying with the age legislation act. Sadly, the younger workforce frequently falls into indiscipline cases something that makes them not suitable to hold professional positions that require strict application of discipline(Twenge, 2010). The second disadvantage is that a younger workforce does not have the right experience required to be in charge of high position.  Also, the younger workforce easily gets frustrated and demotivated in case of failures something that reduces the levels of company hope in case performance level goes down.
Older employees from the ages of 65 and above are important to the company because they have the right experience and they suit best to hold top positions. The more reason is that over the years of working they have climbed the ladder hence making them suitable. Also, they act as role model for younger workforce and give guidelines on how operations should be best done(Bursch, & Kelly, 2014). Older workforce is highly disciplined, trustworthy, and they are able to work with minimum or no supervision. Sadly, the older generation is rigid as they are used to routine style of working something that makes it hard for them to accept and embrace changes. Also, they are unable to cope with the younger workforce due to age difference and difference in the way they perceive and respond to issues.
Conclusion
It is the desire of the Fig Technologies to become a global technologies solution company and one of the ways to achieve this mission is to expand internationally. However, there are issues that must be taken into consideration. First, the company must properly recruit employees that will work in the new outlets and also ensure that diversity is promoted. Promoting diversity including age demographics would go a long way in helping the company comply with the legislation act. Secondly, it is important for the organization to promote an healthy organizational culture that would ensure employees are contented and provided with an environment that will empower them improve on their performance. Work and life balance should also be promoted so that employees can lead a healthy social and professional life. Moreover, all employees must be treated fairly and avoid instances of discrimination as this may lead to conflicts between employees and also attract lack of motivation. The good thing is that with the application of the provide recommendations, the company can progress towards desired success.
References
Badgett, M. L. (1995). The wage effects of sexual orientation discrimination. ILR Review, 48(4), 726-739.
Bursch, D., & Kelly, K. (2014). Managing the multigenerational workplace.
Tersediasecara online di: http://www. kenan-flagler. unc. edu/[diakses di Surabaya, Indonesia: 23 Oktober 2017]
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Hillman, A. J. (2015). Board diversity: Beginning to unpeel the onion.
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Jansen, W. S., Otten, S., & van der Zee, K. I. (2015). Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts.
Group Processes & Intergroup Relations
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Karkoulian, S., Srour, J., & Sinan, T. (2016). A gender perspective on work-life balance, perceived stress, and locus of control.
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Moore, S. C., Osatuke, K., & Howe, S. R. (2014). Assimilation approach to measuring organizational change from pre-to post-intervention.
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Nicolson, P. (2015).
Gender, Power and Organization: A psychological perspective on life at work
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Rippy, A. E., & Newman, E. (2006). Perceived religious discrimination and its relationship to anxiety and paranoia among Muslim Americans. Journal of Muslim Mental Health, 1(1), 5-20.
Toffoletti, K., & Starr, K. (2016). Women academics and work–life balance: Gendered discourses of work and care.
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Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes.
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Respond to initial post:
The Maritime Revolution created global trading networks, especially after the Mongol Empire extended from the Pacific Ocean to Europe in the 1200s and 1300s. Do you believe the trade that emerged was a positive, or a negative? Consider the economic and technological benefits of it, while also viewing the spread of disease and the arrival of European colonialism.
Respond to 2 classmates post 1:
I feel the Maritime Revolution was positive because the sharing of knowledge, information, and cultural identity was encouraged. Many new ideas and technologies in the world such as papermaking, guns and gunpowder manufacturing were part of the trade route on the Silk Road. The Silk Road was the lifeline of the Eurasian continent where travelers shared their religious and cultural ideas. They were free to choose the religion of their choice if their practice didn’t interfere with the political ambitions of the Khan. Everyone was able to travel along the trade routes, where they exchanged domesticated animals, plants, flowers, vegetables, and fruit as they traded along the Silk Road. As of the spread of diseases in Europe, the survivals started to explore the unknown and colonize in different parts of Asia.
Post 2: Even though I personally think that all of the trade in Maritime Revolution was not a good one because of the groups of people killed and the diseases that were shared, overall, it was actually a good thing. There was exploring of other countries, courteous gifts to other rulers, and large development in Maritime technologies. The technologies, such as the compass and boats with sails and other forms of power, helped sponsor new expeditions to countries that are located in the Atlantic Ocean and trading brought new materials to countries amongst the European and Asian countries, such as the bamboo that boats were made up of. Sugar and tobacco were also more widely traded. Even though the trade also brought slavery to a wider spectrum, when that inhuman act is removed, most of the other reasons as to why trading was happening, are fairly positive.

By the due date assigned, submit your revised Rhetorical Analysis Essay in the Submissions Area.
Revise the rough draft you posted in the W1 Assignment 3, based on feedback you received from
Proofread your work carefully, ensuring that your in-text citations and references page entries conform to APA style and that your headers and cover page, as well as the rest of your document, are formatted correctly. Use the
or the
to help with your in-text citations and references.

Choose one of the Week 2 listening examples, which are embedded in Chapter 2 “Early Western Art Music” of the course e-text and in the Week 2 Lesson. (Music from the Middle Ages or Renaissance only, no Dylan, Baez, or Cash, etc.) After listening, address the following 6 questions:
How did the music make you feel? Why?
What was the mood of the music? Why do you say that?
How would you move your body to the music? Why did you choose that movement?
What facial expression would you associate with the music and why?
Did the music make you think of a specific person, place or thing?
What did you picture in your mind while listening? Why?
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At the end o musical elements of your chosen listening example: melody, harmony, texture, and rhythm.
Include an explanation of why you selected those terms to describe your chosen composition. Refer to Chapter 2 in the course text for a detailed explanation of these important musical terms.
Instructions
Initial posts must be 250+ words, using correct grammar and spellcheck, posted by Thursday 11:55 p.m. ET each week. Part of the requirement for a substantive post is to bring something new to the conversation. Read the forum prompt and fully answer it, demonstrate understanding of the lesson/content, include evidence from firsthand experience, reference to the course materials, and apply what you’re discussing to work, life, and reality.