Polyphonic HMI Mixing Music and Math (Case Study Review)...

Polyphonic HMI: Mixing Music and Math (Case Review) Abstract This paper is an analysis of a case study originally conducted by the Harvard Business School in August of 2005 and is based on the challenges of introducing a new technology into a market place that for decades been based on â€Å"gut feelings and intuition†. The new technology was initially designed to assist consumers in music stores find music that met a certain criteria. Later this was changed because of a sharp decline in music sales. The new revision of the technology was designed to assist music producers, record companies, and artists in the selection of music that could be successful. Faced with a very small marketing budget the challenge of the marketing team was to†¦show more content†¦At the time the Polyphonic’s was ready go to market with HSS they had invested approximately $600,000 dollars on the development of Hit Song Science and found that they were running very low on capital investments. Because of this the management team had approximately $150,000 for marketing the product. II. Analysis In this section the case study will be broken down into segments that have been perceived as important and worth a closer review. 1) The first important piece of the case study deals with Grupo AIA. Grupo AIA had established itself as having a core competency of utilizing artificial intelligence (AI) and the natural sciences to solve complex business problems. [1] AIA saw potential use for a new technology in the music industry so they formed Polyphonic HMI. When they formed Polyphonic AIA brought in staff that were familiar with the music industry and the technology the initial program was designed for would assist consumers entering a music store in the selection of music that met certain criteria leading to greater customer satisfaction and higher sales. Looking at the available information [2] Polyphonic should have seen that the market trend for sales from big box stores over previous decade had been in a sharp decline (Figure 1) and considered targeting a different market segment from the beginning. Polyphonic’s either didn’t see the trend or thought that it wouldn’t affect the release of the new technology. Because of the late discovery theShow MoreRelatedPolyphonic Hmi: Mixing Math and Music Essay2305 Words   |  10 PagesExecutive Cover Memo Subject: Polyphonic HMI: Mixing Math and Music This is to recommend that Hit Song Science should market its product and services to record labels attempting to catch a larger share of the market. BACKGROUND Polyphonic HMI is preparing to launch Hit Song Science, which analyzes the mathematical characteristics of music compared to past music hits, making it possible to determine a song’s hit potential. Music characteristics can be analyzed by math such as melody, tempo, pitch

The Slave Rebellion Was An Important Event That Helped...

The slave rebellion was an important event that helped ignite the start of abolishing slavery. Around the year of 1831 Nat Turner led a significant rebellion that mark the pursuit to freedom in America. Nat Turner is a former slave who was born in 1800. His plan was to â€Å"overthrow the slave regime† because he was fed up and felt that he wanted his own freedom instead of being degraded as a slave (Mason). What spark Turner’s idea about creating a rebellion was from a story he heard as a little boy about a man having a legendary rebellion. The man who he claims to have gotten the idea from was a former blacksmith under the name Gabriel Prosser. The man â€Å"who had plotted an uprising in nearby Richmond† (Mason). Before the rebellion could have been initiated, Nat Turner compromised a group of Africans in 1831 at Southern Virginia to help fight for their independence under their master’s (Slave owners) control. At the age of thirty-one, Nat Turner led t he rebellion which became a massacre and being known as â€Å"Nat Turners Revolt.† His actions for the rebellion â€Å"was seen as the first major armed conflict in the long struggle to end slavery† (Mason 204). With his actions that Turner did, it soon became widely notice around America and spark a change of mind of what slavery was to become or happen. Slave owners are now at risk of losing their slaves, but the slaves are at now at the point of achieving their independence. Upon having the rebellion against slavery, the Africans had anShow MoreRelatedThomas Paine And America A Prophecy2237 Words   |  9 PagesSoon Orc and other colonies under British rule attack the Prince of Albion and King George III. Alongside Orc are historical figures such as; George Washington, Benjamin Franklin and Thomas Paine who fight for the liberty of their country. The story ends with Orc liberating America from tyrannical rule and influencing other countries to rebel. The mention of Thomas Paine’s in the prophetic story is not coincidental, as he and Blake were involved with one another in real life. I believe that by havingRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesAbout the Contributors †¢ 343 _ IN TR OD UC TIO N Michael Adas B y any of the customary measures we deploy to demarcate historical epochs, the twentieth century does not appear to be a very coherent unit. The beginnings and ends of what we choose to call centuries are almost invariably years of little significance. But there is little agreement over when the twentieth century c.e. arrived, and there were several points both before the year 2000 (the collapse of the Soviet

Charles Handy Model Of Organizational Culture †Free Samples

Question: Discuss about the Charles Handy Model Of Organizational Culture. Answer: Introduction Human resources are the precious assets of any organization as they are the strength of any company. However, without efficient HRM team it is very difficult for any organization to build a productive team of working professionals. The major functions that HRM deals with are recruiting and training employees, providing training, motivating staffs along with maintaining workplace safety and proper communication[1]. This report is in relation with the HRM professionals and discusses the Charles handy model of organizational culture, the influence of autocratic management style on staff motivation and the importance of training and development as the basic HR function in organizations. Organizational culture and structure Tall organizational structure has numerous levels of hierarchy. In this type of an organization, it has been found that there are many managers and each of them has small range of control, as they are responsible for a small group of people[2]. However, there are total four types of culture as proposed in the model of Charles Handy, which the organizations follow, and they are as below- Power culture- In the organizations who follows power culture mainly handovers the powers in the hands of only limited people at the top of the hierarchy and they are the only ones who are authorized to take all-important decisions. Task culture- Organizations following this culture is mainly formed to attain the targets or solve important problems by following a task culture. Person culture- This type of a culture in any organization means that employees feel that they hold more importance than the organization. Role culture- In this type of culture employees get the roles or responsibilities based on their specialization, interest or qualification which can extract the best from them. In this type of culture power follows responsibility. Thus, from this model it can be said that tall organization structure goes best with power culture. As explained in power culture that power remains in the hands of few people in the organization, in tall structure only the few employees sitting at the top of the hierarchy has the authority to hold the power and take the best decisions on the organizations behalf. Here the managers delegate responsibilities to other staffs. This can influence recruited employees in the organization because cultural values do affect HR practices and this culture is highly involved in employees satisfaction as well as motivation along with which for new recruitments this plays an essential role for establishing clear goals, reward systems as well as developing them[3]. However, there are many companies who can support this explanation and they are Starbucks and Mc Donalds in United Kingdom as well as Britain gas all are found to have currently following tall organizational structure. Autocratic management style influences employee motivation Autocratic managers are the one who hardly allows their employees to take part in the decision-making in the organization. However, this type of management style is beneficial in a rapid work environment where employees need to take fast decisions for their day-to-day task. Moreover, autocratic management style does motivate employees motivation by building confidence in the managers capability to make reliable and productive decisions[4]. Therefore, workers become comfortable with the knowledge of their managers about the industry as well as the processes of the organization and obtain motivation from the managers capability to retain the department attentive on achieving the goals of the organization. Autocratic managers might threaten their employees with salary deficits for failing to meet their targets and therefore it can be seen that it can act as a motivator and the employee achieve his targets in the fear of salary cut[5]. However, many companies are found to have autocratic management style, which influences their employees motivation like Leona Helmsley who is the leader of corporate world with her Helmsley hotel chain. Then Steve jobs who has made what Apple Inc. is today. Their autocratic management style has made their company successful and renowned. The autocratic leaders have pushed their employees to give more than what they think they can. The importance of training and development Amazon is a renowned e-commerce organization who currently has training and development as an important HRM function. They think this is important because they want their employees to feel that they are the owners from the very first day and so for them training helps their employees to take the ownership of those products and this also energies them to discover on behalf of their consumers. An integral part of any organizations HRM function is the training and development and this have been the focus of maximum of the companies in recent years[6]. Training and development is important for every organization because every employee has certain weaknesses in their professional skills and a well-designed training program can strengthen those skills that an employee needs to improvise. Employees who are bestowed with appropriate training are better at handling their job. Training builds confidence in the employees and thus, they become more responsible and build powerful understanding of the industry they are working. A well-structured training and development programme by the HR confirms that the employees have a constant experience and surrounding knowledge. This further provides the employees with the awareness of the expectations as well as the procedures within the organization. Lastly, training and development plays an important role in employees satisfaction. Training can provide such information to the staffs which were impossible for them to find out themselves. Employees who are more appreciated and have been challenges through their training opportunities are more satisfied in their jobs[7]. Conclusion Thus, from the above report it can be said that HRM is an important part of any organization as they have major functions to play starting from recruiting and training employees, providing training, motivating staffs along with maintaining workplace safety and proper communication. Then discussing about Charles Handy model of organizational culture it is clear that power culture is the one fits with a tall organizational structure. Further discussion suggested that Autocratic management style does motivate their employees by building confidence in their employees about the ability of their managers. Lastly, it has been seen that training and development is an essential HR function and has been followed by todays leading companies. References Alvesson, Mats. Understanding organizational culture.Sage, 2012. Bhatti, Nadeem, et al. "The impact of autocratic and democratic leadership style on job satisfaction." International Business Research 5.2 (2012): 192. Daley, Dennis M. "Strategic human resources management." Public Personnel Management (2012): 120-125. Hendry, Chris. Human resource management.Routledge, 2012. Jehanzeb, Khawaja, and Nadeem Ahmed Bashir. "Training and development program and its benefits to employee and organization: A conceptual study." European Journal of business and management 5.2 (2013). Lee, Ju-Yeon, Irina V. Kozlenkova, and Robert W. Palmatier. "Structural marketing: Using organizational structure to achieve marketing objectives." Journal of the Academy of Marketing Science 43.1 (2015): 73-99. Naile, Idah, and Jacob M. Selesho."The role of leadership in employee motivation." Mediterranean Journal of Social Sciences 5.3 (2014): 175.

Specialisation Essays - Geology, Science, Young Earth Creationism

Specialisation Specialisation can be seen as a response to the problem of an increasing accumulation of scientific knowledge. By splitting up the subject matter into smaller units,one man could continue to handle the information and use it as the basis for further research. But specialisation was only one of a series of related developments in science affecting the process of communication. Another was the growing professionalisation of scientific activity. No clear-cut distinction can be drawn between professionals and amateurs in science: exceptions can be found to any rule. Nevertheless, the word amateur does carry a connotation that the person concerned is not fully integrated into the scientific community and, in particular, may not fully share its values. The growth of specialisation in the nineteenth century, with its consequent requirement of a longer, more complex training, implied greater problems for amateur participation in science. The trend was naturally most obvious in those areas of science based especially on a mathematical or laboratory training, and can be illustrated in terms of the development of geology in the United Kingdom. A comparison of British geological publications over the last century and a half reveals not simply an increasing emphasis on the primacy of research, but also a changing definition of what constitutes an acceptable research paper. Thus, in the nineteenth century, local geological studies represented worthwhile research in their own right; but, in the twentieth century, local studies have increasingly become acceptable to professionals only if they incorporate, and reflect on, the wider geological picture. Amateurs, on the other hand, have continued to pursue local studies in the old way. The overall result has been to make entrance to professional geological journals harder for amateurs, a result that has been reinforced by the widespread introduction of refereeing, first by national journals in the nineteenth century and then by several local geological journals in the twentieth century. As a logical consequence of this development, separate journals have now appeared aimed mainly towards either professional or amateur readership. A rather similar process of differentiation has led to professional geologists coming together nationally within one or two specific societies, whereas the amateurs have tended either to remain in local societies or to come together nationally in a different way. Although the process of professionalisation and specialisation was already well under way in British geology during the nineteenth century, its full consequences were thus delayed until the twentieth century. In science generally, however, the nineteenth century must be reckoned as the crucial period for this change in the structure of science.