Neo-Expressionism Essays - Art Movements, Contemporary Art

Neo-Expressionism The term neo-expressionism describes the art movement that dominated the art market in the early and mid 1980's. The word "neo" refers to a revival of previous ideas or trends. Expressionism was a style from around the time of World War 1 that was highly personal, and was often executed with violent fervor. Neo-expressionism is similar, and also generally uses bright colors, recognizable objects (such as the human body) with distorted representation, great expression of emotion, and often commentary on social issues. It usually is not realistic. The common subject matter often deals with the negative aspects of life: vulgarities, violence, cynicism, and brutality. It is full of symbolism, and is considered figurative and gestural. A varied assemblage of young artists portrayed the human body in reaction and in contrast to the remote, introverted, and highly intellectualized abstract art production in the 1970's. The original goal of these artists was to depict emotional and psychological concerns of themselves and their times. This is often achieved by using heavy black outlines to express anger and hostility in addition to strong contrasts of the bold colors. Other artists explored color and abstraction to express spiritual and/or mystical ideas. Other common traits presented in paintings of this style included: a rejection of traditional standards of composition and design, the use of vivid but jarringly banal color harmonies, and a simultaneously tense and playful presentation of objects in a primitivist manner that communicates a sense of inner disturbance, tension, alienation, and ambiguity. This movement was also linked to and in part generated by new and aggressive methods of salesmanship, media promotion, and marketing on the part of dealers and galleries. It was controversial both in the quality of its art products and in the highly commercialized aspects of its presentation to the art-buying public. There are several artists that dominated and accurately represented neo-expressionism. Some of these artists are Sandro Chia, Georg Baselitz, Immendorff, Francoise Arthus, David Salle, and Terry Marks. The 5 elements of art are easy to recognize in this style of art. Line is used to create the shape that represents the objects of recognizable nature in the painting. The use of Color is quite obvious. Because most colors are bold and contrasting, a lot of times there aren't a lot of variations in value. The colors used often add to the non-realistic elements of the painting. Texture isn't a big issue in neo-expressionist paintings, though. Personally, I really like this style. It's easy for me to relate to it, and to create my own paintings representative of it. I like the colors used, and the freedom to express emotion and feeling. There really are no limits to what you can do with this style. Bibliography The 20th Century Art Book. London: Phaidon Press Limited, 1996. brommer, Gerald F. Discovering Art History. 3rd Ed. Worchester, MA: Davis Publications, Inc., 1997. Neo-expressionism. [Online] Available http://www.optonline.com/comptons/ceo/26699_Q.html, April 4, 2000. Encyclopaedia Britannica | article page. [Online] Available http://www.britannica.com/bcom/eb/article/idxref/7/0,5716,583318,00.html, April 4, 2ooo. ArtsNet Minnesota: inner Worlds Vocabulary. [Online] Available http://www.artsnetmn.org/inner/iwvocab.html, April 4, 2000 Avignon et Provence ? Francoise Arthus. [Online] Available http://www.avignon-et-provence.com/avi/gb/expo/artiste/arthus/loacoon.htm, April 4, 2000. Terry Marks. [Online] Available http://www.artincontext.org/LISTINGS/IMAGES/FULL/3/P5BV6O3T.htm, April 4, 2000.

Corporate responsibility SAS essay

Corporate responsibility SAS essay Corporate responsibility SAS essay Corporate responsibility SAS essayCorporate strategy is shaped, first of all, by corporate mission, vision, values and goals. The presence of clearly defined values and goals reinforces the strategy and shapes the corporate environment. Furthermore, job values and goals have a strong impact on job motivation, satisfaction and in general on job attitude of employees; the above-mentioned factors, in their turn, have a strong impact on turnover, performance and business efficiency. The purpose of this paper is to identify key goals and values of SAS, to research the attitude of employees to working in SAS and to analyze the effect of goals and values of SAS on job satisfaction and motivation using the Job Characteristics model.Company backgroundSAS Institute Inc. is a software company founded in 1976 (SAS, 2014a). The company is headquartered in Cary, North Carolina. Initially, the acronym SAS stood for statistical analysis system the software which initiated the creation of the corpor ation (SAS, 2014a). Currently SAS software is one of the leading packages used by large companies to collect, store, report and analyze business data and to make business decisions. It is notable that 91% of top 100 companies listed in Fortune 500 use SAS to analyze business information and to enhance their decision-making (SAS, 2014a). Overall, SAS software is used in more than 70,000 sites in 136 countries (SAS, 2014a).SAS values and goalsSAS defines its mission in the following way: SAS delivers proven solutions that drive innovation and improve performance (SAS, 2014a). The key values listed by SAS on its website are: approachable, customer-driven, swift and agile, innovative and trustworthy. SAS currently has 13,677 employees which are located worldwide: in the United States, in Canada, Latin America, Asia Pacific, Europe, Africa and Middle East. The values of SAS are also demonstrated by the corporate responsibility section of its website: the company emphasizes the importance of ethical management and governance, invests into education philanthropy and environmental programs. Furthermore, SAS has a world-renowned culture based on trust, flexibility and values (SAS, 2014b). In terms of employee culture, SAS provides numerous workplace options and features for employees, provides workplace awards, displays artworks in the offices, invests into employees and their education (SAS, 2014b).Working at SASSAS was rated by Fortune as the second best company to work for after Google. The company has been on the list of best employees for 17 years, and in 2013 SAS also was also rated as second best employer. Voluntary turnover at SAS is only 2%, while job growth is 3.6% per year. The company offers onsite childcare, provides access to onsite fitness centers and sponsors gym memberships of employees (Fortune, 2014). Although SAS does not pay for 100% of healthcare costs, the company has a decent range of healthcare options offered in its onsite health center. There are numerous options for having a good work-life balance such as job sharing and compressed work weeks (Fortune, 2014). Employees receive training and are highly motivated. 95% of SAS employees look forward to the new working day and 97% of them are proud to be working at SAS (Great Rated, 2014).Job Characteristics ModelHigh motivation and positive attitude to work among SAS employees can be explained using Job Characteristics Model. Job Characteristics Model consists of five key elements of job design which have a direct impact on motivation and performance: skill variety, task identity, task significance, autonomy and feedback (Hellriegel Slocum, 2007). The first three factors contribute to elevated work meaningfulness, autonomy provides for increased work responsibility, the presence of feedback creates the knowledge about job results and performance. Hence, Job Characteristics Model relies on Herzbergs model of motivation and outlines the factors which determine the presence o f high motivation, satisfaction, performance and low turnover (Hellriegel Slocum, 2007).In the case of SAS, job variety, task identity and task significance are high because of two core values innovative and swift and agile. IT industry as such consists of complex and varied tasks, and SAS is not an exception. Cutting-edge research and development require various skills, and Agile approach used in IT industry allows to achieve high task identity. Task significance in SAS is essentially high because of the companys market leadership and wide use of SAS in top worlds corporations. The employees are aware that their product will be delivered to a variety of people and will have a direct impact on strategic business decisions, so the degree of task significance is high.The levels of task autonomy at SAS might be varied, but employees at SAS receive regular feedback and are awarded for their achievements. SAS characterizes its workplaces as such that offer unprecedented challenges, opp ortunities and support for employees (SAS, 2014b). Therefore, according to the Job Characteristics Model, SAS effectively reinforces at least four out of five factors that have a positive influence on job satisfaction, motivation and performance.ConclusionSAS goals, such as driving innovation and improving performance worldwide, as well as corporate values such as agility, swiftness, innovation, approachability and attention to customer needs have a positive impact on at least four out of five Job Satisfaction Model factors skill variety, task identity, task significance and feedback. This is a model which should be adopted by the majority of businesses due to its flexibility and time-proven efficiency. The analysis of SAS using Job Satisfaction Model shows that employees in this company should be highly motivated and should have low turnover; these conclusions are proven by low turnover rates in SAS (voluntary turnover is about 2%) (Fortune, 2014) and high level of satisfaction (4 out of 5) (Great Rated, 2014). Therefore, SAS model or its elements could be recommended for adoption by other businesses.