Social Function of Art Essay Example | Topics and Well Written Essays - 500 words

Social Function of Art - Essay Example The Art functions in two ways. First is Non Motivated function of Art and the second is Motivated function of Art.Non Motivated function of the art serves no specific purpose and utility. As Aristotle defines it, imitation is one instinct of human nature, therefore creativity is human instinct and it by no means has motivated purpose. Experience of mystics, expression of imagination and universal communication all these are the examples of aesthetic attributes of an individual, there is no reasoning and logic but are meant solely for pleasure. Motivated function of the art, on the other hand, refers to the intentional and conscious actions on the part of the artist. It could be to communicate major social change, political view and specific emotions. Art is a source of entertainment and communication. The nineteenth century saw new developments in the art forms. The three major movements in the art form in this century were-Neoclassicism, Romanticism and Impressionism. As discussed e arlier, art is the expression of change or response to the change in the society. The world was going through rapid urbanization during this era and various art movements are the reflection of the way world responded to the change. For instance, the Neoclassicism was the intellectual movement that was inspired by the of Classicists of Greece and Rome. The art of this movement is identified by its idealized form and stable composition. The artists recognised themselves above other members of the society as pathfinders’ .

How far can recruitment and selection processes under HRM be Essay

How far can recruitment and selection processes under HRM be characterised as being about 'getting the best person for the job' - Essay Example Much of the important work on the relative merits of employment structures has evolved through the debate in the industrial sociology/industrial relations and HRM literatures on the ‘flexible firm’. Several dimensions of flexibility have been identified (Blyton and Turnbull, 1998). Effective recruitment and selection are critical to organizational success. They enable companies to have high-performing employees who are also satisfied with their jobs, thus contributing positively to the firm’s bottom line. On the contrary, poor recruitment and selection often result in mismatches which can have negative consequences for an organization. A misfit who is not in tune with the organization’s philosophies and goals can damage production, customer satisfaction, and relationship with suppliers and the overall quality of work. He can also adversely affect the morale and commitment of co-workers and negate efforts to foster team work. Training your way out of a wrong hire can be very expensive. Effective recruitment and selection are therefore not only the first step towards organizational excellence, but are important cost control mechanisms as well. Although HR managers may be responsible for designing employees’ recruitment and selection systems in many firms, all managers need to understand and use these systems. After all attracting and hiring the right kind and level of talent are critical elements of business effectiveness. Stocking a company with top talent has been described as the single most important job of management (Hand, 2002). Managers being an in charge of recruiting or have a key role in the process, if they do not attract and hire the right people it can hurt the organization. Recruitment is the process of generating a pool of qualified candidates for a particular job. The firm must announce the job’s availability to the market and attract qualified candidates to apply. The firm may seek applicants