The Legal Drinking Age Should Be Lowered From The Age Of...

Isn’t it funny how people who are considered â€Å"adults† cannot even make their own decisions? The drinking age on alcohol is a controversial social and cultural issue in today’s society; all fifty states have a minimum drinking age of 21. The legal drinking age should be lowered from the age of 21 to 18 allowing young adults to be granted the right to drink in restaurants, bars, at social events, in the comfort of their own home, and so on. If anything, lowering the legal drinking age would have a positive impact on the United Sates economy, because revenue will rise for the owners of these establishments, and the tax revenue that the government collects will increase as well. During the 1850s there was a state prohibition of alcohol, and in the 1920s the government attempted to outlaw the use and distribution of alcohol for the nation as a whole. Both of these laws were repealed due to the fact that they were â€Å"unenforceable†, contributed to organi zed crime, and the corruption of law enforcement. When we, as a nation, restrict and prohibit the use of alcohol to people we consider adults, we are only repeating history. Prohibition did not nor will ever work; the proof of this is the increasing amount of underage drinking. The minimum legal drinking age in the United States should be lowered from 21 to 18 because as adults people should be able to make their own responsible decisions about alcohol consumption, it will not contribute more to traffic accidents, and it willShow MoreRelatedThe Minimum Drinking Age Act1700 Words   |  7 PagesMinimum Drinking Age Act made all 50 states raise the legal drinking age to 21(Dejong). The debate is on whether the age should be lowered or not. Statistically, having the age at 21 has been very helpful in keeping the nation safe. If there is not an issue with age now, would it make sense to lower the age and create unnecessary problems? In this case, the negative effects outweigh the posi tive. Simply because there is no good in lowering the age. The legal drinking age has been set at 21 for 30Read MoreMinimum Legal Drinking Age Should Be Lowered1253 Words   |  6 Pages Minimum Legal Drinking Age Should the drinking age be lowered from 21 to a younger age? Ever since the end of prohibition in 1933 the United States government has placed the issue of minimum legal drinking age sensitively in the hands of the states, letting each decide for itself what the minimum age should be. At that time all agreed that the minimum legal drinking age should be 21, where it remained for all states untilRead MoreLegalizing the Drinking Age to 181624 Words   |  7 PagesLegalizing the Drinking Age to 18 When people turn to the age of eighteen, they are finally considered an adult. They can join the army, have the right to vote, buy cigarettes or tobacco products, get a tattoo and even die for our country, but they aren’t allowed to buy alcohol? A person can be responsible enough to live on his or her own, make money, pay bills, and yet they are not old enough to purchase or consume any type of alcohol. Underage drinking has been a major controversial issue forRead More The Drinking Age Should NOT Be Lowered Essay1006 Words   |  5 Pagesminimum legal drinking age. Choose Responsibility, a group founded by John McCardell, proposes that upon completion of a 40 hour course to educate young people about alcohol, 18, 19, and 20 year old people should be licensed to drink. The Amethyst Initiative, part of Choose Responsibility, is a petition to Congress to rethink the minimum legal drinking age. Several college leaders have signed this petition in the belief that lowering the m inimum legal drinking age will reduce binge drinking on collegeRead MoreLowering Legal Drinking Age Essay1417 Words   |  6 PagesLowering the Drinking Age Half the United States population starts drinking at the age of 14.When you are 18 you have privileges like joining the army. (Mitch Adams Lowering the drinking age page 1) You can go to war and die for your country but you still can not enjoy an ice cold beer. (Mitch Adams Lowering the drinking age page 1) How is being 21 different from being 18? How does three more years of not drinking make you mature enough to drink? The longer you drink the more you start toRead More The Drinking Age Should Not Be Lowered Essay1711 Words   |  7 Pagestime drinking. In fact, everyone there was quite experienced – after all, it’s college. Half of the guests were completely drunk, and I had no problem with it. That is, until later that night when my sister locked herself in a room with a guy she had met only a week before. This prompted me to seriously consider the effects of alcohol. Would my sister have been able to see the danger of the situation had she been sober? Would t he absence of alcohol have prevented the events of that night from occurringRead MoreMinimum Legal Drinking Age ( Tietjen )1700 Words   |  7 PagesMinimum Legal Drinking Age On July 17 of 1984 President Ronald Reagan signed to make the National Minimum Drinking Age Act a law. This law required all states to have a minimum drinking age of 21, if a state did not comply with this law they could face up to a 10% cut in funding for their federal highways (Tietjen). Since this act became a law there has been two distinct sides arguing whether they agree with the minimum drinking age, or whether they disagree. One side believes having a minimum drinkingRead MoreThe Problems of Underage Drinking Essay526 Words   |  3 Pagescontroversy of underage drinking has been a serious and difficult issue for many colleges, communities, and parents over the past several years. Fifty states in the U.S have already set their minimum alcohol drinking and purchasing age to twenty one. Yet many people, especially teenagers, oppose this legal drinking age and want it to be lowered. Nevertheless, the legal drinking age should not be lowered from twenty one to eighteen because o f three main reasons. The higher minimum drinking age can help reduceRead MoreThe Legal Drinking Age Should Not Be Lowered988 Words   |  4 PagesThe Legal Drinking Age Should Not Be Lowered There are copious amounts of people who believe that the legal drinking age should be lowered to eighteen. Others think the drinking age needs to remain the same. A few of those also conclude the legal age of adulthood should be raised to 21. The belief is if the adolescent brain has not matured enough to support alcohol use by age 21, it cannot make the responsible decisions required at 18 years of age. Voters should make the decision toRead MoreEssay about Debate Over the Legal Drinking Age1735 Words   |  7 PagesOver the Legal Drinking Age College life is filled with changes. It is filled with many new experiences. As college students, we are on our own, adults. As adults we are responsible for keeping up to date on information that affects us. One issue that affects college students nation wide is drinking. The current legal drinking age in the United States is twenty-one years of age. The Federal government raised the legal drinking age from 18 to 21 in 1984. Even with the current drinking age at twenty-one

360 Degree Feedback Free Essays

string(65) " basic regulation for appraisals and the concerns by appraisees\." Abstract As today’s businesses continue to expand, workers are expected to perform well on their jobs. This is what truly happened to management who has a tendency to measure how well they are doing on their job. The job done in a certain period of time is frequently evaluated by performance appraisal. We will write a custom essay sample on 360 Degree Feedback or any similar topic only for you Order Now Performance appraisals lead to enhancing employee’s performance, internal communication (relationship), and quality improvements as well. Some experts argue that formal performance appraisal is somewhat useless and many of them contemplate performance appraisals can be detrimental to quality improvement and convey some negative perceptions to the management (David Law, 2007). Albeit many professionals pointed out disadvantages associated with using performance appraisal, I contemplate that its benefits outweigh drawbacks. As such, a 360-degree feedback is one of the numerous examples of performance evaluation methods. Performance appraisals can be used to measure one’s job performance with feedback from subordinates, peers, and managers in the organization, so that everyone in the particular organization knows what and where he or she needs to improve. In addition, well-scheduled 360-degree feedbacks lead to positive changes in worker’s job satisfaction and enhance the company’s effort to attain its own interest. The stable encouragement of the effects of performance appraisal has a variety of short-term and long-term consequences including improved job performance, harmonious interpersonal relationships (superiors and subordinates), and as well as advanced quality management (continuous improvement) within organizations. History The 360-degree feedback was initially used by the U. S. Armed Forces to support development of its staff in the 1940’s. Later on Clark Wilson from the University of Bridgeport (Connecticut) developed the first 360-degree feedback survey instruments for management development and it has been used and studied since 1973 (www. erformanceprograms. com). Valuable factors A 360-degree feedback offers a variety of remarkably potential benefits. According to Stephane Brutus et al. (2006), all of the following benefits have been applied to six different countries in distinct functions, such as: accounting, finance, manufacturing, and many other primary departments. â⠂¬ ¢Individuals get a broader perspective of how they are perceived by others than previously possible. It indicates that awareness of and relevance of competencies in workers’ psyche will continue to increase over time. At this point, management should be aware that they too have development needs that are crucial for the whole organization. Once this step has been applied, employees would next give more reliable feedback to managers about their performance. I believe this method could be seen as a win-win situation which is beneficial for both workers and management. †¢Encouraging more open feedback — new insights. It indicates that reinforcing the desired competencies of the business requires a clearer picture to senior management of individual’s real worth. A 360-degree feedback clarifies the employee’s critical performance aspects because open feedback gives people a more rounded view of performance than they had previously. †¢Identifying key development areas for the individual, a department and the organization as a whole. Individuals’ strengths can be used to the best advantage of the business. A rounded view of the individual’s/ team’s/ organization’s performance determines appropriately strengths and weaknesses in business environment. Therefore, the self-awareness of managers will have personally impact upon subordinates. †¢Supporting a climate of continuous improvement. Starting to improve the climate/ morale will be measured through the survey. Management should focus on agenda and discuss for development based upon the collected 360-degree feedback. Goals and objectives of 360-degree feedback Applying 360-feedback requires that both recipients and reviewers are involved in confidential feedback. The negative effect of transparent feedback can negatively affected by emotions and peer conflicts. This issue can lead to impaired job performance and adverse interpersonal relationship among the employees. Patricia Angelucci (2000) states the desired objectives of a 360-degree feedback are increasing professional accountability, motivating staff, and increasing employee morale and satisfaction (Angelucci, 2000). Importantly, she claims that 360-degree appraisal given to employees provides for constructive feedback and employee recognition by objectively measuring performance, and gives the employee the responsibility to contribute information (Patricia Angelucci, 2000). It is clear that using 360-degree feedback can necessarily improve labors’ job performance as long the evaluations are delivered honestly, openly, and objectively to the targets in every aspect of management including superiors and subordinates. Process of 360-feedback Robert Garbett et al. (2007) suggest several recommendations to optimize the usefulness of the process in preparing 360-degree feedback: 1. Thorough preparation. It is remarkably crucial to all members involved about the purpose and criteria used to identify role set members. Preparation indicates key to achieve successfulness in implementing 360-degree appraisal. 2. Suitability. Methods used in gathering information need to reflect what is convenient and appropriate to the colleagues one is working with. 3. Anonymity. Anonymity and openness were found to be useful. Open approaches offer more detailed information for the development of expertise and workforce effectiveness. Further, Garbett et al. (2007) add that the characteristic useful to ensure quality on 360-degree feedbacks is self-assessment based on critical reflection using an evidence-based framework of field expertise (Garbett, 2007). This method will prevent employees from mistakenly giving feedback to coworkers, and it should be based on observation of practice and experience in the past. The implementation of 360-degree feedback has been widely used across the globe since its benefits to the every sector of management. Metcalfe (1998) and Swain et al (2004) says, â€Å"The concept of 360-degree feedback has been extensively used, examined, and adapted in business and increasingly in healthcare as a developmental tool† (As cited in Garbett et al. , 2007, p. 343). Ten steps to conducting 360-degree feedback Chris Pearce (2007) suggests there are ten steps to help companies conduct 360-degree appraisal: ? Preparing for appraisal interviews. This step includes agreed performance objectives and reviews that have been applied at any given times. ?Planning appraisals Imperative interviews held by the management have to be relaxed and solemn will be covered on this step. ?Conducting appraisals The third step involves placing situation of the prolific substitutes thoughts, demonstrating the ability of comfort and prevention due to interruptions during the interview, and pioneering the basic regulation for appraisals and the concerns by appraisees. You read "360 Degree Feedback" in category "Essay examples" Reviewing achievements Next, this step explains about assessing appraisees’ accomplishment and detecting where the appraisees’ position. ?Sharing views on progress Offering responses on appraisees’ accomplishment, ensuring appraisees’ aggrement on the responses, a nd creating the improvement if needed are covered on this step. ?Considering ratings This step is concerned with contributing the appraisees’ beliefs by rating the conclusions before the last result comes up. ?Plans for improvement Expanding and accentuating the further progression of the failings must be applied in the conformity and conversation should be involved in this step. ?Dealing with development plans This step deals with sincerity and factuality that must be concerned with the appraisees’ objectives and profession ambition. ?Agreeing new objectives With regards to SMART which stands for specific, measurable, appropriate, realistic, and timed, appraisses’ goals and time spent should be involved in this step. Asking for feedback In the last step, questioning about appraisees’ responses to them, abridging the essential points of evaluation, and ending with conclusion should be applied for the last action. Discussion Every country has been fascinated with Japanese industry for decades and it became recognized as the world’s most competitive nation in the 1970s and 1980s. Nowadays, many small and big companies all over the world attempt to apply the Japanese system to their sys tem in every aspect of management. Several experts explain why Japan can compete well to attract its target market albeit the rivalry among the competing sellers is high in the country. It is simply a distinctive approach to Japanese management has brought remarkable impact in today’s practices such as total quality and continuous improvement (Porter, Takeuchi, Sakakibara, 2000). With regards to improvement initiatives, Pryor, White, and Toombs (1998) point out that performance appraisal is one of the strategic quality management tools which use continuous improvement as a strategic weapon (http://www. 12manage. com). In addition, Bracken and Timmreck (1999) also agree that performance evaluations are essential for developing managerial behaviors in every level that provide data in its strategic efforts when they say, â€Å"As results of 360-degree feedback are used in conjunction with HR systems, such as staffing, succession planning, compensation, performance management and even, in some cases, downsizing† (As cited in Treena L. Gillespie, 2005, p. 363). In establishing 360-degree feedback, I contemplate there is another aspect affects people’s judgment relating to leaving feedbacks to coworkers. Coaching is one of the critical components of stimulating interpersonal relationship in conjunction with feedback results. Wright states, â€Å"The coaching component in management is a two way street. There needs to be open communication in order for successful coaching to take place† (Robert F. Wright, 2000). As such, I would like to emphasize that two-way interaction between subordinates and superiors is required in order to affect feedbacks and indeed, better feedbacks will generate better relationship. This component could cover poor communication problem which can lead to unpleasant feedbacks to employees within an organization. Nowadays, big companies such as British Airways, ATT, Alberto Culver North America, and General Electric are increasingly using 360-degree feedback (Huet-Cox, Nielsen, Sundstrom, 1999). According to Evans (2001), using 360-degree feedback can potentially provide a fuller, more realistic picture of the employee’s overall performance since every employee receives performance feedback from four sources: the supervisors, subordinates, peers and coworkers, and self-ratings (Evans, 2001). Effective appraisals usually lead to better performances from appraisees, and feedabcks should be jointly solving problems as long appraisees always focus on the future not the past. Several characteristics of 360-degree feedback at firms may have considerable advantages of implementing TQM, and â€Å"One survey showed that more than 20 percent of firms are tying 360-degree appraisal directly to their Total Quality Management efforts† (Laabs, 1994, p. 17). Applying the 360-degree feedback compliments the implementation of TQM in businesses since it has faster communication line (superiors to subordinates) and uncomplicated system that meets customer needs and expectations. Glover (1993) argues that there is a five-stage implementation framework that could be applied in enterprises: awareness, education, structural change, necessary activities, and outcomes or expected improvements (as cited in Yusof Aspinwall, 2000, p. 281). Appropriate design of the 360-degree feedback will absolutely provide a strong basis for the path to successful TQM implementation. A systematic procedure such as ISO 9000 is the first-most effective way that can solve the quality problems in many businesses. Take for instance, the 360-degree feedback is used to measure the effectiveness of Just In Time (JIT) inventory system in plant department within company. Consequently, an integrated JIT inventory model generated through 360-degree system can minimize the sum of the ordering/ setup cost, holding cost, quality improvement, and crashing costs (Yang Pan, 2004). Once those procedures have been established, the next step is to plan for improvement. If the need for change is highly needed, some methods suggested by Asher (1992) could encourage the renovation process of the implementation: investigating cost of quality, conducting customer perception surveys, collecting data on employees’ perceptions, and establishing system and procedure (as cited in Yusof Aspinwall, 2000, p. 289). This type of approach in context of management will escalate the job performance as it will result in improved productivity in workers. I agree with Wright’s (2000) standpoint saying that 360-degree feedback can be seen as result-oriented concerned with focusing on the goals rather than the process (Robert F. Wright, 2000). More importantly, such a evaluation should lead the employees to work together attaining the company’s goals, as Wright (2000) says, â€Å"It is critical for a good manager to be more concerned with the results and less with the process of how those are achieved† (Robert F. Wright, 2000, p. 363). As long as the process is performed well, managers should be more concerned about the results not necessarily the technique. With regards to labors’ skills, through evaluations management should encourage its workers give feedback about what needs to change and where to change, as Loup and Koller says,† Listening and speaking from the heart about what people think, feel, and believe about the change will keep the change process moving forward† (Loup Koller, 2005, p. 77). As we can conclude, utilizing well-scheduled 360-degree feedbacks as a performance appraisal is the management’s responsibilities for introducing, applying, and maintaining the practice punctually once it has started. Some companies consider a 360-degree feedback and other appraisals are attributable to adverse quality, and ironically the process in implementing those techniques seem to be time-consuming and convey some negative perceptions to the management. Management should contemplate that the company’s goals will not be successfully attained if employees do not notice whether or not they are performing well on their job as Senge (1990) concludes that yet the primary threats to our survival today come not from events but from slow gradual processes to which we are 90 percent blind (Peter M. Senge, 1990). In conclusion, all the suggestions by experts above regarding quality improvements mostly explain the importance of the 360-degree feedback within companies. Therefore, 360-degree assessment can assist the management on track and measure employee’s performance and leadership which could contribute to overall organization performance (Marcie Levine, 2003). Finally, if the 360-degree appraisal is not applied soon, I believe companies will experience a problem which can be looming ahead for the company itself in the years to come. References Angelucci, Patricia. 2000). Cultural diversity: health belief systems. Nursing Management Journal, 7-8. Brutus, Stephane et al. (2006). Internationalization of multi-source feedback systems: a six-country exploratory analysis of 360- degree feedback. International Journal of Human Resource Management, 1888-1906. Evans, A. (2001). From every angle. Training, 38 (9), 22. Garbett, Robert. (2007). Developing a qualitative approach t o 360-degree feedback to aid understanding and development of clinical expertise. Journal of Nursing Management, 342-347. Gillespie, Treena L. (2005). Internationalizing 360-degree feedback: are subordinate ratings comparable? Journal of Business and Psychology, 361-382. hands of people to effect change. Organizational Development Journal, 23(3), 73-81. Huet-Cox, G. D. , Nielsen T. M. , Sundstrom, E. (1999, May). Get the most from 360-degree feedback: put it on the internet. HR Magazine, 92-103. Laabs, J. J. (1994). TQM Efforts to Rewards. Personnel Journal, 17. Law, David R. (2007). Appraising performance appraisals: a critical look at an external control management technique. International Journal of Reality Therapy, 35-47. Levine, Marcie. (2003). 3600 assessments-where do I start? Survey Connect Inc, 1-4. Loup, R. , Koller, R. (2005). The road to commitment: Capturing the head, hearts and Pearce, Chris. (2007). Ten steps to conducting appraisals. Nursing Management Journal, 21. Porter, Michael E. , Takeuchi, Hirotaka Sakakibara, Mariko. (2000). Can Japan compete? Cambridge: Perseus Publishing. Pryor, Mildred G. , White, J. Chris Toombs, Leslie A. (1998). Strategic Quality Management. Thomson Learning. Senge, Peter M. (1990). The fifth discipline: The art practice of the learning organization (1st ed. . New York: Doubleday. Wright, Robert F. (2000). Strategies for avoiding the micro management trap. Journal of Management Decision, 362-364. Yang, Jin-Shan, Pan, Jason Chao-Hsien. (2004). Just-in-time purchasing: an integrated inventory model involving deterministic variable lead time and quality improvement investment. International Journal of Production Research, 853-863. Yusof, Sha’ri Mohd Aspinwall, Elaine. (2000). Total quality management implementation frameworks: comparison and review. Journal of Total Quality Management, 281-294. www. 12manage. com www. performanceprograms. com How to cite 360 Degree Feedback, Essay examples

Renaissance Music Essay Example For Students

Renaissance Music Essay The Renaissance was a period by which modern scholars consider as that between 1350 ?1600. Abundant in this new age was inventions and individualistic beliefs. Changes in music and cultural behavior were some of the most evident development from its predecessor of the Middle ages. Period of new inventions, belief, musical styles of freedom, and individuality. It was a period of exploration and adventure from 1492-1519, which saw the likes of Christopher Columbus, Vasco da Gama, and Ferdinand Magellan. This was a drastic difference from the Middle Ages where the church held most of the power. The power was slowly transferring to the artist, musician, and people of high society. The word ? Renaissance? means rebirth. Used by artist and musician to recover and apply the ancient learning and standards of Greece and Rome. Rich Italian cities, such as Florence, Ferrari, and milanland Venice started the Renaissance Age. Because these cities were very wealthy, people started spending money on different things, such as painting, learning materials, and new systems of government. These were good times for most and because of the ever-changing styles and attitudes towards culture and the church, music was the best buy for the money. This all gave rise to a new type of sc holar, called the humanist. Humanism was a subject concerned with human kind and the culture. Painters and sculptors now used subjects from classical literature and mythology such as characters from Homers epic poems. Painters like Raphael and Leonardo da Vinci were more interested in realism and used linear perspective in creating their subjects. The nude body was a favorite theme of the ages where as in the Middle Ages was an object of shame and concealment.Artist was no longer regarded as mere artisans, as they were known in the past, but for the first time emerged as independent thinkers. The Catholic Church was far less powerful now than they had been in the Middle ages. The church no longer monopolized learning or the minds of the common worshiper.Aristocrats and the upper middle class now considered education a status symbol and music was an intricate part of that status quote. The invention of print accelerated the spread of learning. Johan Gutenberg was credited with printing the first Bible during this period, which gave this excellent piece of literature a wider audience. The printing press made books much easier to come by which made them cheaper. Now common people could afford a literary luxury, which was once only accessible to the rich. Therefore, literacy became more widespread since common people had access to all forms of print to include music. With the Renaissance was the idea of the universal man, every educated person was expected to be trained in music. As in the Middle Ages, the musicians worked in churches, courts and towns. The church remained an important patron of music, but musical activity gradually shifted to the courtyards. Kings princes and dukes competed for the finest composers. With this, new found fame musicians enjoyed higher status and pay than ever before. Composers were regarded higher and held important positions throughout Europe. Many musicians became interested in politics in hopes that their status as a musician or composer would help to foster ones careers. This was a sharp contrast from most of the Renaissance composers and musicians. Most were from the Low Countries and from families that were not of prominate nobility. In the renaissance, as in the Middle Ages vocal music was more important than instrumental music. The humanistic interest in language influenced vocal music in a new way. As a result, an especially close relationship was created between words and music. Composers often used word painting, musical representation of specific poetic images. Renaissance music sounds were more full than medieval music and had a more pleasing affect to the ear. New emphasis was put on the bass line for a richer harmony. Choruses music did not need instrumental accompaniment. The period was called the gold age of unaccompanied a Cappella choral music. This is where the present day barber shops quartet originated. This new technique made renaissance music both a pleasure and challenge, for each singer had to maintain an individual rhythm. This must have been an innovation and refreshing change from the old monotone chanting choruses. .u589f655d530b91a5dd09c46790cfb80a , .u589f655d530b91a5dd09c46790cfb80a .postImageUrl , .u589f655d530b91a5dd09c46790cfb80a .centered-text-area { min-height: 80px; position: relative; } .u589f655d530b91a5dd09c46790cfb80a , .u589f655d530b91a5dd09c46790cfb80a:hover , .u589f655d530b91a5dd09c46790cfb80a:visited , .u589f655d530b91a5dd09c46790cfb80a:active { border:0!important; } .u589f655d530b91a5dd09c46790cfb80a .clearfix:after { content: ""; display: table; clear: both; } .u589f655d530b91a5dd09c46790cfb80a { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u589f655d530b91a5dd09c46790cfb80a:active , .u589f655d530b91a5dd09c46790cfb80a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u589f655d530b91a5dd09c46790cfb80a .centered-text-area { width: 100%; position: relative ; } .u589f655d530b91a5dd09c46790cfb80a .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u589f655d530b91a5dd09c46790cfb80a .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u589f655d530b91a5dd09c46790cfb80a .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u589f655d530b91a5dd09c46790cfb80a:hover .ctaButton { background-color: #34495E!important; } .u589f655d530b91a5dd09c46790cfb80a .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u589f655d530b91a5dd09c46790cfb80a .u589f655d530b91a5dd09c46790cfb80a-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u589f655d530b91a5dd09c46790cfb80a:after { content: ""; display: block; clear: both; } READ: Holiday On Mackinaw Island Argumentative EssayA new style of relating to the counterpoint was now spawning, in which bass voices were given greater independence. This took the average Mass to a different level of complexity and meaning. It created two forms of sacred music of the renaissance, which were the Motet and the Mass. The Motet was a polyphonic choral composition made up of five sections: Kyrie, Gloria, Credo, Sanctus and Agnus. Josquin Desprez was a master of renaissance music. His compositions, which strongly influenced other, and were enthusiastically, welcomed by music lovers. Among the most important renaissance composers was Giovanni Pierluigi da Palestrine, who devoted himself to music for the catholic church. During the early 1500s, Protestants who sought to correct abuses within the structure that occurred in the past challenged the church. This led to the founding of the Jesuit order in 1540, which considered questions of organization with in the church. They discussed church music, which they felt lost its purity and wholesomeness that was essential to a place of worship. Church music was attacked because it used tunes, noisy instruments, and theatrical singing portraying the church as being just a place for entertainment. The council finally decreed that church music should be composed not to give empty pleasure to the ear, but to inspire religious contemplation. Palestrinas pope Marcellus Mass was long thought to have convinced the council that masses should be kept in catholic worship. Although it is now known that it did not play a role in the c ouncil decision, it does reflect the councils desire for a clear projection of the sacred text. During the renaissance secular vocal music became increasingly popular. This was music written for groups of solo voices with the accompaniment of instruments. Composers delighted in imitating natural sounds such as birds or animals that were more serene. Madrigal was an important vocal music, which had a piece for secular solo voices set to short poems. Madrigal originated in Italy around 1520 and was published by the thousands in sixteenth century Italy. Among many Italian madrigalists were Luca marenzio and Carlo Gesualdo the prince of veno who had his wife and her lover murdered after finding them in bed together. In 1588 the year of the defeat of the Spanish armada, a volume of Italian madrigals was published in London. This triggered a spurt of madrigal writing by English composers, and for about thirty years, there was a steady flow of English madrigals and other secular vocal music. Traditionally instrumentalist accompanied voices or played music intended for singing. During the sixteenth century however instrumental music became increasingly emancipated from vocal models. Renaissance musicians distinguished between loud outdoor instruments like trumpets and the shawm, which was a double reeded ancestor of the oboe, and soft indoor instruments like the lute and the recorder (an early flute). Large courts might employ thirty instrumentalists of all types. On state occasions such as Royal wedding, woodwinds, plucked bowed strings, and keyboard, instruments all playing would entertain quest together. In conclusion, the renaissance gave way to a new generation of music, musicians and composers. During the Renaissance, music were no longer regarded as mere skilled craftsman, as they had been in the medieval past, but for the first time emerged as independent personalities. The Renaissance was a time of new awakening in Europe. Bibliography:Work CitedPerry, Marvin, Chase Myrna, Jacob James R, Jacob Margaret C, Von Laue Theodore H.Western Civilization. New Jersey, Princeton, 1996Kamien, RogerMusic, an appreciation, Boston, 1998Mc Comb, Todd M.A Selection of Renaissance Music, Internet, www.medieval.org,