Video Games Are The Most Revolutionary Form Of Art

To quote the famous game designer Santiago Sir â€Å"Games are not just art, they are the most revolutionary form of art mankind has ever known about†. Video games are a hybrid form of art that brings together multiple forms of art. Video games are very aesthetic. They achieve this through the use of their realistic graphics, in depth development of the story, and the emotional attachment built overtime with the game. Video games have come a long way in the development of the graphics system. To really understand the substantial innovations that have been made, one needs to understand where the original graphics started. The original video games used vector based graphics, which uses geometric primitives to produce an image. This was common for arcade games. These vector based graphics were mainly two dimensional and had little detail. For the time that these games released it was an amazing feat of art that they could use math to produce these images and have a reaction throu gh the use of a joystick and buttons. Video games of the modern time we live in have blown this feat of the past out of the water. The common form of producing graphics in a video game now uses resolution based bitmap graphics to develop images. These image can be three or two dimensional and have detail down to a bead of sweat rolling down your cheek or the swift movement of the grass and landscape. Skyrim is a modern day video game that has achieved this feat of art. â€Å"Skyrim s new game engine brings toShow MoreRelatedVideo Games Has Not Been Smooth Sailing1647 Words   |  7 PagesVideo games have come a long way since Pong rid children of their quarters in 1972. In the past few years, a dramatic shift in the publics’ view of games has occured. What was once considered a kid’s toy capable of turning brains into mush is now enjoyed by the average age of 35 (Essential Facts). In recent times, another paradigm shift has begun for gaming: the road to becoming an art form. Today, museum curators from across the globe continue to accept video games into their collection, addingRead MoreVideo Game : The Positive Effects Of Video Games716 Words   |  3 Pageschildhood, I have always enjoyed video games, though I am not proud of this statement. During elementary school I would finish my homework straight when I get home, then continue to play video games. It’s not that I was addicted to gaming, but I really felt that there was nothing else I would want to do. One might argue that I could have gone outside or made art, but I had nobody to go outside with, or make art with, so the easy activity to do was to sit and play video games. I was still active in soccerRead MoreThe History Of Video Games1529 Words   |  7 Pagesof Video Games Some people may not know this, but there was a time when video games were not around. Like a lot of things in the world that are distinctly human, video games were made out of a combination of innovation, necessity, and curiosity. The early video game creators would be making something that would seem clunky, and somewhat crude at first. But that would completely change in time by the innovators, and entrepreneurs to something that would some day be consider an art form. (Art of VideoRead MoreVideo Games And The Video Game1538 Words   |  7 Pagesthis, but there was a time when video games were not around. Like a lot of things in the world that are distinctly human, video games were made out of a combination of innovation, necessity, and curiosity. The early video game creators would be making something that would seem clunky, and somewhat crude at first. But that would completely change in time by the innovators, and entrepreneurs to something that would some day be consider an a rt form. (Art of Video Games) According to the EntertainmentRead MoreKnowledge Is A Complex, Time Consuming Process1371 Words   |  6 Pagesexorbitant amount of money. The problem is that most people do not value knowledge, they think of it as trivia. For example, I spend a lot of my free time playing video games. I know I will never be able to make money from playing video games, but I still enjoy playing them because it is relaxing. My ability to play video games does not have any direct value to the world, however, it enables me to relax. So in actuality, my ability to play video games has a real world application, albeit not a directRead MoreThe Company s Initial Public Marketing Strategy Essay905 Words   |  4 PagesMr. Bezos saw the potential of the Internet as a selling platform. In the beginning, the main focus was on selling books. The reason was that there was little to no competition for selling books online. The company eventually moved to music and video, but that market had a few key distrib uters that could possibly compete. Amazon.com emerged at the perfect time. The late 1990’s gave the company plenty of time to create name recognition. The company’s initial public (IPO) was a huge success. MrRead MoreThe Company s Initial Public Marketing Strategy Essay953 Words   |  4 Pagesbookstore. Mr. Bezos saw the potential of the Internet as a selling platform. In the beginning, the main focus was on selling books. The reason was that there was little to no competition for selling books online. The company eventually moved to music and video, but that market had a few key distributors that could possibly compete. Amazon.com emerged at the perfect time. The late 1990’s gave the company plenty of time to create name recognition. The company’s initial public (IPO) was a huge success. Mr.Read MoreVideo Games And Its Effects On Society2285 Words   |  10 PagesFrom the inception of Pong to the latest chapter of the video game series Assassin†™s Creed, virtual gaming has been scorned and shunned as a detriment to society. Older generations speculate that incessant gaming in young children insinuates violence, antipathy, lack of creative initiative, and develops an unhealthy isolation from the real world. However, in recent years, these postulates have been put to the test; a number of scientists have conducted experimentation in order to discover whetherRead MoreEssay on Cinema and the Digital Age2550 Words   |  11 Pages With Digital Cinema, it is possible to watch movies anywhere, anytime, and pretty much on whatever device you wish. This idea seems extremely appropriate with the pace at which the world is moving at the moment. Almost everyone you meet has some form of android or smart phone, iPod, iPad or other portable device in which they can watch a film on. â€Å"iPods are the latest digital device to enable audio-visual imagery to go mobile, allowing viewers to watch and listen in almost any context, providedRead More Technology and Art Essay1275 Words   |  6 PagesTechnology and Art Many centuries ago, art was rendered inaccessible by the masses and was reserved for the few high society members who had the means of access to appreciate history in the making. Through the use of technology, art has been made hugely accessible by the ability to trade media forms, mainly through the Internet and other technological means. Much like the printing press was for literature with Gutenberg in 1445, technology has heightened art and moreover, the expression

Plato s Cave Allegory Textual Analysis - 1300 Words

Plato’s Cave Allegory A textual analysis Plato has been documented as one of history’s great thinkers, he was a student of Socrates learned how to think of the greater aspects in life and asking questions about life. He created a school for others to learn, to question the truth and broaden their horizons. In Plato’s The Allegory of the Cave, he concentrated on human perception and willingness to advance knowledge by looking beyond surroundings and seeking the truth. His Cave Allegory was about a group of men stuck in a cave, chained down and unable to look around at the cave except for a single cave wall. In the cave there is a fire on a raised platform with other people almost as if they were actors or a stage crew creating shadows of animals, plants, etc.†¦ for the men to watch on the cave wall. These men were born in this cave and this is all they have ever known. They believe the shadows are nature and eventually begin to play a game of predicting what would appear if correct they believe they were masters of nature. This continued until one day on of the men had escaped his shackles and was able to leave the cave. Once he exited he found the sun and true nature, he was appalled by his new surroundings with the sudden shock of his previous reality being shattered. He wanted to share this with the others, but no one believed him. The other men thought he had gone mad, telling tall tales and lies even to the point where the other men threatened to kill him if he tried

Dealing with a Disability in the Hospitality Industry Free Essays

Dealing with Disability This report concentrates on the effects of dealing with a disability in the Hospitality and Tourism Industry. There are many ways how disabled people can be affected in this area such as discrimination in employment, discrimination in being the customer, false advertisement and lack of support and facilities in the business. Whether it’s a mental disability such as dyslexic or a physical disability such as partially-sighted it can have an effect on both. We will write a custom essay sample on Dealing with a Disability in the Hospitality Industry or any similar topic only for you Order Now For many in the tourism and hospitality world disabled people means wheelchair users, it’s worth pointing out that the Disability Rights Commission estimates that wheelchair users represent less than five per cent of disabled people (about 450,000). The industry should also be aware that disability includes facial disfigurement, those who have allergies and the estimated one in seven people who have a mental health problem each year. Statics show: Current estimates suggest that there are over nine million disabled people in the UK, some 15% of the population or to more than the combined populations of Scotland and Wales. Associated essay: Relationship Between Tourism and Hospitality This figure includes 6. 5 million people of working age who have a current long-term disability or health problem, 8. 7 million people who are deaf or hard of hearing, an estimated 1. 8 million blind or partially-sighted people, 18,000 people who are regular Braille users and 400,000 people who have a learning disability. In one sense, the tourism and hospitality sectors are already catering for customers with a wide variety of disabilities but they often do this unwittingly, given the fact that many disabilities are not immediately obvious. There are many famous people that suffer with some sort of disability such as Ludwig Van Beethoven that suffers from deafness. Beethoven is widely regarded as one of the greatest composers in history. Christy Brown an Irish Author, Painter and Poet is another famous disabled person. He was disabled by cerebral palsy and was incapable for years of deliberate movement or speech. Many disabled people don’t have as much confidence as a non-disabled people and this is where they forget about famous people who made it very far in life. Many disabled people find it hard to find the right accommodation to suit their needs and find an accommodation with the right facilities for them. Many examples of the right facilities could include wheelchair ramps, wheelchair accessibility in the hotels public area (e. g. swimming pool and dining area), verbal announcements on the elevator, Handrails in bathrooms and width of doors etc. Some businesses in the hospitality industry that are lacking in this lose guests/customers without even noticing. False advertisement is also used here for example when hotels state that they have disabled or limited mobility facilities in brochures and online but they actually don’t have these facilities in the hotel. ‘DisabledGo’ is an award-winning disability organisation that provides online access guides. Its website is designed to help disabled people find what they are looking for e. g. hotels, restaurants, cinemas, tourist attractions and many more. Sites like these can be a great help. Bibliography: http://listverse. com/2010/01/18/top-10-extraordinary-people-with-disabilities/ http://www. disabledgo. com/ How to cite Dealing with a Disability in the Hospitality Industry, Essay examples

Recruitment and Selection Process

Question: Discuss the recruitment and selection process and reward strategies. Answer: Introduction: Employees are considered as one of the most important resources of an organisation; hence for an organisation its important to go through the process of the selection and recruitment (Ahmad Schroeder, 2002). Recruitment is that process through which an organisation, analyse the need of employing someone for any particular post which is arriving in the organisation. Recruitment and selection process: Selection includes the processes is choosing an applicant as a suitable candidate for filling the vacant post. Training also consists of such range of processes which involves making sure that the job holders have the right knowledge, skills and attitudes which are required by an organisation for achieving its objectives. The recruitment of an individual can be done externally by the recruiting firm or internally by the firm (Yaseen, 2016). The responsibility of the selection and the recruitment mainly lies with the Human resources department. The process of the recruitment and the selection is more bureaucratic and is less depending on the personal relationships. Many of the organisations adopt the sophisticated methods of selection. The organisational culture and the management styles play a significant role in the selection and the recruitment practice of an organisation. It is recommended that the initiative is to be taken by an organisation for setting the progressive programme of the recruitment and the selection change. Also the regional managers and the executives are required to build a strong organisational culture with the values which encourages the employees to apply their individual potential to their work (Son, 2015). According to the Torrington the first step of the recruitment is to be straight forward and pragmatic. It is necessary for the HR department to know the requirement of the people to be recruited, and the capabilities and skills the candidates must possess (Smith, 2006). The simplest way of addressing the problem is to conduct the analysis of the job skills, the content should be carefully considered and the job requirements of the job must include the technical skills and the other skills such as the innovation, communications or the sales ability. Mainly the analysis of the job skills is to be incorporated with the strategic requirements of the HR, which helps the organisation to be confident that the required skills are with the business human capital for achieving the long term objectives of the organisation. A matrix is also recommended for the job, skills for assessing the future potential capability of the job functions and opportunities of the future employment ("Service Selec tion and Recommendation through Collective Intelligence", 2014). This is that matrix which lists the employee skills against the organisational skills which are required in the long term. Beaumont identified the key issues that stimulate the selection process of an organisation. He more diverse workforce has been induced by the demographic trends and changes in the labour market, which placed greater pressure for the fairness in the process of the selection. Organisations which are driven by the desired flexible workforce and multi skilled, increased emphasis on teamwork. Hence the decisions of the selections are concerned with the attitudes and the behaviour. (Santora Bozer, 2015) The process of the selection and the recruitment is to be more strategic and this process of the strategic selection caused an emphasis between the people management and the corporate strategy. This implies that the selection and the recruitment are linked to the overall strategies of the organisation and aims to match the flow of the people with the emerging strategies of the business. The approach of the internal recruitment is beneficial for the organisation, as this process of the recruitment is less expensive (Pashayan et al., 2015). Also, this process of the recruitment may construct the robust liability with the organisation as the employees have the opportunity of altering their location with the passage of time. With the internal recruitment, considerable savings can be made and individuals with the required knowledge of how to operate the business will require shorter periods for the training and time for fitting in. The organisation is also to be disrupted by the person who is used to work with the others in the organisation (Jiarakorn, Suchiva Pasipol, 2015). The internal promotions also act as the incentives for the staff to work harder for the organisation. In internal process of the recruitment the people are aware with the nature of the business. The organisation is also aware of the strengths and the weakness of the candidates. The Internal promotions which are being given by the employers so as to accelerate the working and the boost up the morale of the employees acts as an incentive to all the staff and make them work even harder than before for the welfare of the organisation. From the companys point of view and thinking, the strengths plus weaknesses of the entire insider will be for sure assessed ("IPMA-HR releases benchmarking survey on recruitment and selection", 2007). There is a risk which is always attached to making an employment to an outsider who may in actual sense be a success just on the paper. There are numerous numbers of disadvantages at times of recruiting the employees from within, the employer will have to necessarily replace the employees who have been promoted, while the insider may be very less as compared to make the required and all essential criticisms that are required to make the workings in the company more innovative and effective as well (Hancock, 2002). The Promotion of an employee in a company may also at times upset someone at a time. The External recruitment is possibly a way to draw a much wider range of talent available in the market for the company to recruit, and also provides a golden opportunity to experience new experience plus new ideas into the present ingoing business. While the Disadvantages are like it is more expensive and also costly plus the company may at last end up with the results which may be proved to be much less effective in actual practice than they must have obtained or gained by other manner and also much less as compared to the expected senses. The external recruitment at most of the circumstances is harder and also challenging. In the very first instance, it is compulsory and important to understand and determine whether or not the organisation shall use in-house concepts and procedures for the external recruitment, plus make use of the external available sources like the consultation agencies and also the recruitment agencies. This significant decision is very often dependent and bas ed on the combination of the financial conclusion considerations and also the organisational discretion. For instance, if any organisation requires recruiting large number of junior roles employees, then the recruitment agency must definitely be the best and the most appropriate approach (Glykas, 2011). The Recruitment agencies are always having very huge number of good potential candidates with them at all the times and also they have the tendency to undertake almost all of the necessary background checks plus the compulsory required initial skills, and their assessments. Recommendations: To conclude, the very first steps so as to ensure an effective recruitment and also well planned and successful selection process, is the most important requirement of any of the organisation which surely wishes to gain profits in the future out of the companys working. It is significant at a very early stage itself to be as very precise and comprehensive, and also to be well aware of the need for very transparent dealings in each and every process. Now, once the shortlisting of the candidates has been finalized, may it be from the internal or also from the external sources, it is compulsory to properly assess all kinds of potential candidates so as to determine the suitability for their role. Several alternative means to achieving the above this includes proper interviews, assessment centres and the testing as well. There are several advantages and also the disadvantages of all of the methods, and that is why it is often a strong reason that more than one practice and technique is taken into use. It is significant to understand the importance of the transparency and also the fair process all through the complete selection process. Reward Strategies: Berry, J. As cited in the Henley Management College, advocates that the rewards 'may well be more than just a pay and a benefits, but will surely increase on the skills and also the knowledge and will be definitely very motivating and innovative'. As per the studies of Philbean and Corbridge, they argue that this reward actually 'includes and encompasses pay, compensation and remuneration (Brown, 2014). It represents a clear portfolio of the managerial practices at places where financial and the non financial elements are transparent and flexibly directed to enable and reward employees who add up the values to the interests of the competitive advantage. Refer the studies of Armstrong and Lybrand, they state that a reward strategy is connected and concerned with developing a positive culture of work, performance enhanced and orientated culture; plus also underpinning organisation's values, mostly those which are related to innovation, teamwork, performance, and the quality further als o conveying a clear message to the prospective very high-calibre employees which the organisation shall satisfy their expectations of rewards. Also ensuring that right mix and the level of reward which are provided are in line with the necessity and the expectations of the employees and also in line with the environment in which the concerned business is operated. As per Mr. Thompson and Martin "reward are defined and also considered as an important motivator, but it is of prompt importance to appreciate that each individual shall feel encouraged and also rewarded by the things other than money or the promotion" (Armstrong, 2005). The demands, plus the responsibility of a job, and also the freedom which people are provided to decide the way as to how to do things, may be rewarding. The linking reward policies and the systems and to the key business, human resources strategy for right innovation, the growth, development and pursuit of the excellence, further also developing a firm and strong orientation in the line to the levels of performance of the working of the organisation by finding and recognising successful performan ce and enhancement in the levels of the competence, and so contributing to the processes of the empowering, and enabling and also energising all the employees (Weinberg, 2001). Intrinsic rewards which are considered as the key factors for an employee to work with more zeal and enthusiasm are such as enhancing the salary of the concerned employees so that they remain attached to the organisation, and remain stick to the organisation. The bonuses and the incentives also play vital role so as to keep the employees attached to the organisation, After year long hard work, employees definitely seek some appreciation in the form of incentives and promo tins, which increases the morale of the employees working in that organisation (White, 2009). A fixed salary hike should be always provided to the employees so that they may work harder the next year, which ultimately shall increase the productivity of the company and also the profits each year. The employees are always eager to work hard i f in case they are properly awarded and as per their expectation as well. If in case the organisation do not properly pay rewards to the employees, they may leave the organisation and join some other companies for better future prospective, and the company shall have to recruit new employees who may or may not be able employees of the organisation. Conclusion: In this essay we discussed about the best practices in the process of the recruitment and the selection, and how the reward system of organisation motivates its employees to achieve its goals which in turn helps the organisation to achieve its objectives. This process of the recruitment and selection in todays scenario is considered as cross-functional in nature, which involves both the heads of the department and the HR. References Ahmad, S., Schroeder, R. (2002). The importance of recruitment and selection process for sustainability of total quality management.Int J Qual Reliability Mgmt,19(5), 540-550. Armstrong, M. (2005). Reward Strategies and Trends in the United Kingdom: The Land of Diverse and Pragmatic Dreams.Compensation Benefits Review,37(4), 41-53. Brown, D. (2014). The Future of Reward Management: From Total Reward Strategies to Smart Rewards.Compensation Benefits Review,46(3), 147-151. Glykas, M. (2011). Performance Measurement in Business Process, Workflow and Human Resource Management.Know. Process Mgmt.,18(4), 241-265. Hancock, C. (2002). Effective Recruitment and Selection.LIM,2(02). IPMA-HR releases benchmarking survey on recruitment and selection. (2007).Women In Management Review,22(2). Jiarakorn, H., Suchiva, S., Pasipol, S. (2015). Development of Recruitment and Selection Process for Assistant Teachers using Multiple Approaches.Procedia - Social And Behavioral Sciences,191, 783-787. Pashayan, N., Gray, S., Duff, C., Parkes, J., Williams, D., Patterson, F. et al. (2015). Evaluation of recruitment and selection for specialty training in public health: interim results of a prospective cohort study to measure the predictive validity of the selection process.J Public Health, fdv102. Santora, J., Bozer, G. (2015). How nonprofit organizations can ensure stability and sustainability through succession planning: make HR a strategic partner in the process.Strategic HR Review,14(6). Service Selection and Recommendation through Collective Intelligence. (2014).Computer,47(4), 6-6. Smith, A. (2006). Overcoming four HR outsourcing obstacles: Top tips for tackling a selection of HR outsourcing challenges.Strategic HR Review,5(4), 28-31. Son, E. (2015). How HR systems Can Work Better: the Moderating Effect of HR Content and HR Process.Academy Of Management Proceedings,2015(1), 12255-12255. Weinberg, C. (2001). Reward Strategies for Dot.Corp Organizations: Lessons from the Front.Compensation Benefits Review,33(1), 6-14. White, G. (2009). Managing Employee Performance and Reward: Concepts, Practices, Strategies - Edited by John Shields.Industrial Relations Journal,40(2), 173-175. Yaseen, A. (2016). Recruitment and selection process of higher education sector and its impact on organizational outcomes.Ijhrs,5(4).