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DUFFY'S CULTURAL COUTURE
Sunday, 14 January 2018
Zimmerli Traces 19th-Century Revolution in Printmaking That Set the Stage for Today’s Pervasive Visual Culture
Topic: ART NEWS
 


 

 
 

Zimmerli Traces 19th-Century Revolution in Printmaking

That Set the Stage for Today’s Pervasive Visual Culture

 

 
 

The 1896 poster Tournée du Chat Noir de Rodolphe Salis by Théophile-Alexandre Steinlen is one of the most recognizable designs: a stylized black cat with a judgmental glare and serpentine tail, inviting (or, perhaps, daring) viewers to patronize the popular bohemian cabaret in Paris. Whether reproduced as an inexpensive poster that has adorned dorm walls for decades or appropriated for new generations in the form of popular characters from The Simpsons, Pokemon, and How to Train Your Dragon, the evolution of an artistic process that has allowed this ubiquitous feline to endure began 200 years ago. Set in Stone: Lithography in France, 1815-1900, opening January 20 at the Zimmerli Art Museum at Rutgers, presents a comprehensive visual history of how artists and a handful of entrepreneurs refined a new medium to strike a balance between individual creative vision and a growing demand for mass produced images. Set in Stone is accompanied by a full-color, 184-page catalogue and complemented by the exhibition Place on Stone: Nineteenth-Century Landscape Lithographs, which explores landscape as a subject of interest among British and French artists.

 

“We live in an era when we take for granted the immediate availability of visual documentation, as most images are now captured, processed, and distributed without ever becoming physical objects,” Zimmerli director Thomas Sokolowski observes. “The sheer volume can be simultaneously compelling and overwhelming. But there also is the possibility that we will encounter an image that moves us in spirit, or even moves us to action. Many of the artists on view instilled activism into their work, a legacy that remains apparent today.”

 

Christine Giviskos, Curator of Prints, Drawings, and European Art, adds, “The span of the 19th century was an age of innovation in Paris and the development of lithography reflects that, encompassing the intersection of French culture and commerce. The city experienced multiple stages of modernization, resulting in a boom in consumer culture, which included a demand for fine art prints. The lithographic process allowed artists and printers to quickly, and economically, satisfy increased demand for original artwork, as well as fulfill evolving business needs, in the changing city.”

 

Invented in Munich, Germany, during the late 1790s, lithography – derived from the Greek roots “lithos” (stone) and “graphos” (writing) – revolutionized the practice of printmaking. The new versatility that allowed artists to draw their designs directly on a polished slab of limestone, rather than the older techniques of cutting into wood or metal, appealed to many who otherwise might not have pursued printmaking. The first successful print shops in Paris were established around 1815 by entrepreneurial printer-publishers who recognized an economic opportunity. This prospect provided opportunities for artists, especially painters who previously had relied on aristocratic or church patronage, to pursue new sources of income.

 

Lithography attracted artists at all stages of their careers, which helped to elevate its status (the medium was accepted in the Salon exhibition of 1817, which also established its market relevance). Painter Pierre Paul Prud'hon, then in his 60s, demonstrated how easily an academically trained draughtsman could adapt to a new medium. Among the younger artists were Nicolas-Toussaint Charlet (credited with nearly 1,100 works), Théodore Géricault, and Eugène Delacroix. Though later added to the art history canon for epic paintings during the Romantic period, the latter two produced an early oeuvre of prints, including Delacroix’s illustrations for an 1828 French translation of Goethe’s Faust.

 

Certain subjects were naturally suited to the medium: military subjects, portraiture, fashion, city life. New freedoms of the press that emerged when the French Revolution ended in 1799 triggered a surge in satirical depictions, especially those skewering politicians and the bourgeoisie. Such topics had long been popular in the print market, but with the speed and economy of production, artists and printers could respond more quickly to capitalize on a subject’s fleeting notoriety.

 

Like many of today’s visual content creators, artists sought to shape perceptions about the era’s public figures and contemporary events. Artists forged a relationship between print media and politics, producing caricatural prints as political commentary and an act of resistance. Parisian journalist and publisher Charles Philipon founded two of the most influential satirical publications – the daily Le Charivari and the weekly La Caricature – to disseminate his own criticism of the repressive government of King Louis-Philippe, who reigned from 1830 to 1848.

 

Philipon helped launch the careers of J.J. Grandville and Charles Traviès, as well as Honoré Daumier, who set a familiar precedent in depicting subjects: grotesque physical traits, combined with symbols and puns, to imply lack of character, incompetence, and even outright criminality. His Baissez le Rideau, La Farce est Jouée (Bring Down the Curtain; the Farce is Over), published in La Caricature in 1834, depicts the King – in a distinct clown costume – who insinuates that Justice for the people is a farce, a sentiment that has since remained a common theme in political commentary. Eventually, the government banned caricatures of the king and his followers in 1835.

 

The expansion of lithography was boosted by a series of technological innovations, with perhaps the most significant – and enduring – advance in 1837: Godefroy Engelmann debuted a process for color lithographic printing (chromolithography), achieving the elusive goal of cost-effectively producing large editions of color prints. It became the dominant printing process for generating business and government materials; however, artists did not widely adopt it. Lithography was no longer a groundbreaking process (especially with the expansion of photography in the 1840s) and became associated with mass-produced commercial prints.

 

A renaissance in lithography as a medium for original fine art did come about in Paris during the last quarter of the century. A new appreciation for the early masters emerged among critics and collectors, combined with the “discovery” of the practice by a new generation of artists. Following King Lois-Philippe’s abdication in 1848, the city transformed into a modern urban capital that offered new forms of social interaction and entertainment.

 

The need for striking advertisements at dance halls, cabarets, and other venues in Paris created job opportunities for artists, printers, and publishers. The artist and printer Jules Chéret, who opened a lithographic print shop in 1866, seized an opportunity to radically reconceive advertising posters, which had been relatively small prints directed at limited audiences. He produced large, colorful posters with bold figural compositions – such as Bal au Moulin Rouge (1889), capturing the boisterous atmosphere of the city’s iconic venue – that could be recognized by masses of city dwellers from a distance.

 

Visionary artists continued to advance lithography into the mainstream of art history. Edouard Manet, Henri de Fantin-Latour, and Odilon Redon created some of their most imaginative and technically experimental work; while a new generation of artists, including Pierre Bonnard, Henri-Gabriel Ibels, and Henri de Toulouse-Lautrec created boundary-breaking works. Such artists as Félix Vallotton, Alexandre Lunois, and Adolphe-Léon Willette even depicted the lithographic process in allegorical and contemporary scenes, demonstrating its integration into Paris’s expanded field of artistic activity. As the centennial of the medium’s cultural breakthrough approached, artists acknowledged the significance of their predecessors, as well as the importance of becoming part of the canon themselves.

 

This survey of French lithography was selected almost entirely from the Zimmerli’s rich holdings of 19th-century French graphic arts, with a number of works on view at the museum for the first time. The Zimmerli’s collection, which extends from the medium’s introduction in Paris around 1815 into the 20th century, has been an anchor for the museum’s collecting and exhibition programs since its founding in 1966. The museum began to actively build the collection, acquiring numerous works, during the 1970s. A gift of nearly 150 lithographs in 1980, followed by other significant gifts throughout the decade and into the early 1990s, contributed to the collection’s breadth and depth in French lithography.

 

Set in Stone: Lithography in France, 1815-1900, organized by Christine Giviskos, Curator of Prints, Drawings, and European Art, is on view January 20 to July 29, 2018. The exhibition is funded in part by Ruth Schimmel, the Estate of Arline DuBrow, and donors to the Zimmerli’s Major Exhibition Fund: James and Kathrin Bergin, Alvin and Joyce Glasgold, Charles and Caryl Sills, the Voorhees Family Endowment, and the Jerome A. Yavitz Charitable Foundation, Inc.–Stephen Cypen, President.


Posted by tammyduffy at 4:56 PM EST
Sunday, 7 January 2018
Tips On Avoiding Going To Work For the Wrong Company
Topic: COMMUNITY INTEREST

 


 

 


 

 

Tips On Avoiding Going To Work For the Wrong Company

 

 

There's no way around it. Celestial navigation using a sextant is a complex and involved process that involves a fair amount of calculating, correcting, referring to tables, knowledge of the heavens and the Earth, as well as a lot of common sense. (No wonder it's been so quickly replaced by the satellite-dependent Global Positioning System, or GPS But the basic principles behind celestial navigation are fairly straightforward. The basic principles for workplace equality, positive work environments free of harassment. We are still using a sextant to navigate this issue. We need an updated GPS system to navigate without harm. 

 

Why does this seem like such a difficult path for corporations to navigate? Corporations will have employees once a year do training. This training is normally done online demonstrating some extreme scenarios. Scenarios that really do represent the real world of what is happening. This training is the sextant in corporations. Why are corporations not using a solid GPS system?  This seems so basic, but the basics are being ignored.

 

There are too many managers in Corporate America who only manage upwards. Many people would say the purpose of managing-up is to have the by-product of your efforts enhance the work of those you report to. While I have nothing against this concept (I call it doing your job), I do have a problem with the reality that many practitioners of managing-up miss the point altogether. When the practice of managing up gets confused with promotion of self-interest, brown-nosing, manipulation, the gymnastics of corporate climbing, or other mind games, a good theory rapidly becomes twisted resulting in a false and dangerous reality. They completely ignore their employees when they do this. This is when bad things happen and bad behaviors become pervasive.

 

While the premise of “managing-up” is sound, the reality of how it’s most commonly implemented is representative of everything that’s wrong with business today. It’s human nature to attempt to control circumstances where possible. It’s also quite normal to desire to position yourself well with those you report to. That said, it’s important to understand the realities, rules and boundaries associated with organizational structure. Newsflash – as much as you don’t want to hear this, there is a good reason why you’re reporting to someone else – you’re probably not ready to be the boss yet.

 

Here’s the thing – the best way to be looked upon favorably by those you report to is not through various charades and other forms of skullduggery, but by simply doing your job and serving them well. When the emphasis of your efforts shifts away from others and to yourself you have placed yourself on a very slippery slope. If you want to move up in the organization let it be the quality of your work that catapults you upward, not your skill in manipulation. If your timetable for career acceleration isn’t matching up with that of your employer, surface your concerns with them in a straight-forward fashion. We have seen leaders become completely silent on sexual harassment issues, unethical behavior, etc,  to ensure their move up the corporate ladder. When female leaders do this, this is the worse kind of female leader in a corporation. These are the women who should not be leaders, yet alone promoted. Silence should never ensure a ticket up the ladder. This type of compromise is toxic for an organization.

 

There is little debate that some subordinates are more intelligent and gifted than those above them. In fact, if you’re lucky enough to be considered a high potential in your organization, you might want to give your boss some credit as the best leaders make every attempt at building their organizations with people who are brighter and more talented than they are. This is a laudable practice that should be admired by workers, not resented. If your work doesn’t speak for itself, or if it does and isn’t being recognized, rather than play silly games, move on honorably and look for a better fit.

 

The rules should be pretty basic for corporations. However, many seem to struggle to stay within the lines. The color outside the lines as it pertains to integrity, ethics, and basic business acumen. Corporations should ensure fair and comparable wages, hours, and benefits for comparable work for all employees. They also need to undertake concrete, verifiable actions to recruit women and diverse candidates and retain women and diverse employees from traditionally underrepresented groups and for non-traditional positions. The need to eliminate all forms of discrimination based on attributes such as gender, race, ethnicity, religion, disability, sexual orientation, gender identity, or cultural stereotypes in all work-related activities or privileges, including wages, hours, benefits, job access, and working conditions should be second nature.

 

Having these goals is not enough. There needs to be solid governance that the rules are being followed by everyone. Corporations must hold employees accountable when they ignore the policies. When corporations ignore the governance and accountability, they get into trouble. They need to establish policies and have proactive efforts to recruit and appoint women and diverse candidates to managerial positions and to the corporate board of directors needs to take place. However, it needs to be the right candidate.

 

Indicators that a corporation is missing the mark on sexual harassment and women's issues, is If you look at a corporations board members and executive committee and see that it is "very white", lacking diversity, red flag. If you attend their corporate sales meeting and stand on the stage, look outward and see a sea of white, this is a huge red flag. The likelihood that an atmosphere of white male privilege is prevalent and pervasive is guaranteed.

 

Corporations are known for their surveys to employees. Yet, employees rarely hear about the results of the surveys. If the leaderships MBO's (management by objective) are set based on numbers only, do not go to work there. If they are not including compensation plans for their executives that include improving gender equality as a factor in performance measures and provide resources to support gender initiatives, then don't go to work there. Ask the question in your interview. Ask the question if you already work there to see if they are making this alteration.  If they are ignoring what is happening in the workplace, you may want to look for a new job.  

 

A corporation needs to maintain ethical marketing standards by respecting the dignity of women in all sales, promotional, and advertising materials.  Minimize or eliminate any form of gender or sexual exploitation in marketing and advertising campaigns. They need to encourage and support women's entrepreneurship.  Seek business relationships with women-owned businesses and vendors, including micro-enterprises, and work with them to arrange fair credit and lending terms. Ask the question in your interview, if they do not do this and the hiring manager has no idea if this is being done do not go to work there.

 

When a corporation done not clearly forbid business-related activities that condone, support, or otherwise participate in trafficking, including labor or sexual exploitation, do not go to work there. You need to ensure that these principles are observed not only with respect to employees, but also business partners such as independent contractors, sub-contractors, home-based workers, vendors, and suppliers. Ask in your interview who are some of the suppliers, do your own homework and call the suppliers, see how they behave towards them.

 

Many corporations hang their hats on their community engagement. Here is a tip.....do a Google search on the corporation you are interviewing with.  Google: "name of corporation" community and the last three years...type in each year and search each year separately.  See what comes up. If what you see is no more than an advertisement for the products they sell, this could mean their heart is not into community change. It could also mean that they are, but have a suboptimal marketing team that is sharing their message. So dig deeper. Many corporations have foundations. Find their foundations annual report and read it. Are they doing things that encourage philanthropic entities that promote gender equality through their grant-making, programmatic initiatives, and investments. If so, there is hope for the organization. Is the foundation doing things that encourage women and girls to enter non-traditional fields by providing accessible career information and training programs designed specifically for them. If so, there is hope.

 

In today's corporate environment there must be respect given to female employees’ rights to participate in legal, civic, and political affairs —including time off to vote—without interference or repercussions in the workplace. Do a search on the CEO statement for the company and see if he makes any reference to being committed to gender equality through a CEO statement or comparably prominent means and prominently display the commitment in the workplace and/or make it available to all employees in a readily accessible form. Do this same search on the board members.  If you do not see a positive result from these searches, as a woman, this is not a place you may want to work at.  If you do take the chance to work there; you run into the chance that there is no established clear, unbiased, non-retaliatory grievance policy allowing employees to comment or complain about their treatment in the workplace. That if you open your mouth, your life will become a living hell and you will be pushed out of the organization.

 

Don't walk into the hell on purpose, do your homework.If you are in the hell, hold them accountible, do not lower your standards to the lowest limbo level. Stand up for what you believe is right, do not embrace their mediocrity.

 

 


Posted by tammyduffy at 9:52 AM EST
Updated: Sunday, 7 January 2018 11:07 AM EST
Sunday, 31 December 2017
Corporate White Male Privilege
Topic: COMMUNITY INTEREST
 
 
 
 Corporate White Male Privilege 
 
 
 
Silence is golden, or so we were was told when we were young ladies. Later, everything changed. Silence equals prolonged harassment, toxic work environments, and dominant white male privilege in corporate America. Silence is the ocean of the unsaid, the unspeakable, the repressed, the erased, and the unheard. It surrounds the scattered islands made up of those allowed to speak and of what can be said and who listens.

Silence occurs in many ways for many reasons; each of us has their own sea of unspoken words. English is full of overlapping words, in regards to silence as what is imposed, and quiet as what is sought. The tranquility of a quiet place, of quieting one’s own mind, of a retreat from words and bustle is acoustically the same as the silence of intimidation or repression, but psychically and politically something entirely different. What is unsaid because serenity and introspection are sought and what is not said because the threats are high or the barriers are great are as different as swimming is from drowning. Quiet is to noise as silence is to communication. When women are silenced; no one wins. When women do not matter; no one wins.

What is sexual harassment? It takes many forms.ower is at the core, while popular characterizations portray male supervisors harassing female subordinates, other aspects suggest that women in authority may be more frequent targets. Relative to non-supervisors, female supervisors are more likely to report harassing behaviors and to define their experiences as sexual harassment. Sexual harassment can serve as an “equalizer” against women in power, motivated more by control and domination than by sexual desire. This points to social isolation as a mechanism linking harassment to gender non-conformity and women’s authority, particularly in male-dominated work settings.


Sexual harassment is classified as a form of sex discrimination under Title VII of the Civil Rights Act of 1964. The U.S. Equal Employment Opportunity Commission (EEOC) defines it as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature” that interferes with one’s employment or work performance, or creates a “hostile or offensive work environment” (U.S. EEOC 2011). Due, in part, to varying definitions and indicators, prevalence estimates vary dramatically (Welsh 1999), leading many researchers to adopt a strategy of triangulation that considers multiple forms or measures (e.g., Houston and Hwang 1996Uggen and Blackstone 2004).

Feminist scholarship situates sexual harassment within broader patterns of discrimination, power, and privilege, linking harassment to sex-based inequality.  "Masculinities” in ways that often exclude and cause harm to women as a group, even when this is not intended.

Women are targeted if they challenge their subordinate position in the gender system. Sexual harassment may thus act as a tool to police appropriate ways of “doing gender” in the workplace, and to penalize gender non-conformity.

This type of “contrapower” harassment suggests that gender, race, and class positions imbue harassers with informal power, even when targets possess greater organizational authority than their harassers. Women holding authority positions thus offer an intriguing paradox on sexual harassment.  The first, a “vulnerable-victim”, suggests that more vulnerable workers—including women, racial minorities, and those with the most precarious positions and least workplace authority—are subject to greater harassment. The second, the “power-threat” woman, suggests that women who threaten men’s dominance are more frequent targets.  These women are most likely to face harassment and discrimination

The idea of “masculine overcompensation”—where men react to threats to their manhood by enacting an extreme form of masculinity also helps explain why men may harass women in power.  Women who are “too assertive” threaten the gender hierarchy and are denigrated through harassment. Also, females with greater tenure, independent of age, were more likely to view sexual harassment as a problem for them at work, concluding that the practice is used instrumentally against powerful females who encroach on male territory.


Regardless of their organizational rank, sexual harassment objectifies workers and reduces women to sexual objects in ways that “may trump a woman’s formal organizational power” Women repeatedly speak about feeling isolated, and of harassment by co-workers and subordinates directed toward putting them “in their place.” Still, they tolerated such harassment to keep their jobs. To report the harassment creates even more discomfort. Social isolation may also represent an important mechanism linking expressions of gender and industry sex ratios to harassment, in keeping with our second and third hypotheses. Whether attempting to prove they could lead a team of workers or prove themselves as women in masculine fields, women’s isolation in these positions repeatedly left them vulnerable to harassment. Women  are told “this is no place for women,” while men and women who diverged even slightly from rigid gender expectations elicited taunts and more menacing responses.

There is clear evidence on the effects of workplace authority on sexual harassment, with consequential implications of gender and power. In particular, it is found that female supervisors are more, rather than less, likely to be harassed, supporting the notion that interactions between workers are not driven strictly by organizational rank. Instead, co-workers’ relative power is also shaped by gender.  When women’s power is viewed as illegitimate or easily undermined, co-workers, clients, and supervisors appear to employ harassment as an “equalizer” against women supervisors, consistent with research showing that harassment is less about sexual desire than control and domination.

While sexual harassment policies are put in place to protect workers, organizational practice is often misaligned with formal policies or grievance procedures, calling into question fundamental assumptions many sociologist make regarding organizational.  A worker reported an incident of sexual harassment to a female supervisor that her manager did. It was not until a month later that the workers manager came back to the victim to apologize and admit to the offense. The worker found this odd due to the fact the conversation was not supervised. Turns out, the female supervisor never took the incident to the HR management. She was silenced to ensure her steps up the corporate food chain.

Power in the form of supervisory authority also provokes backlash from clients, subordinates, and fellow supervisors. This paradox of power represents both a challenge and an opportunity for existing frameworks. Beyond gender, characteristics such as race or class may similarly trump formal organizational authority in determining workplace power. While firms are increasingly adopting policies to increase diversity in management.

While legal and organizational responses to sexual harassment have evolved not evolved to keep in pace with changing workplace realities. Many still view the typical harassment scenario as one involving a sleazy male boss and a powerless female secretary.  Moving away from such stereotypes is a critical step for improving organizational policies and training procedures on sexual harassment. Effective training must go beyond male boss/female subordinate role-playing exercises and better reflect the diversity of harassment experiences. Effective grievance procedures must also enable targeted workers to come forward without undermining their own authority. For women who become bosses themselves, their positions create a paradox of power in a gender system that continues to subordinate women. In taking on positions of authority, they also take on a greater risk of sexual harassment.

The quiet of the listener makes room for the speech of others, like the quiet of the reader taking in words on the page, like the white of the paper taking ink. When we women offer our experience as our truth, as human truth, all the maps change. There are new mountains.  The new voices that are undersea volcanoes erupt in what was mistaken for open water, and new islands are born; it’s a furious business and a startling one. The world changes. Silence is what allows people to suffer without recourse, what allows hypocrisies and lies to grow and flourish, crimes to go unpunished. If our voices are essential aspects of our humanity, to be rendered voiceless is to be dehumanized or excluded from one’s humanity. And the history of silence is central to women’s history.

Words bring us together, and silence separates us, leaves us bereft of the help or solidarity or just communion that speech can solicit or elicit. Some species of trees spread root systems underground that interconnect the individual trunks and weave the individual trees into a more stable whole that can’t so easily be blown down in the wind. Stories and conversations are like those roots.

Being unable to tell your story is a living death, and sometimes a literal one. If no one listens when you say your ex-husband is trying to kill you, if no one believes you when you say you are in pain, if no one hears you when you say help, if you don’t dare say help, if you have been trained not to bother people by saying help. If you are considered to be out of line when you speak up in a meeting, are not admitted into an institution of power, are subject to irrelevant criticism whose subtext is that women should not be here or heard.

Violence against women is often against our voices and our stories. It is a refusal of our voices, and of what a voice means: the right to self-determination, to participation, to consent or dissent; to live and participate, to interpret and narrate.

A husband hits his wife to silence her. A date rapist or acquaintance rapist refuses to let the “no” of his victim mean what it should, that she alone has jurisdiction over her body. Rape culture asserts that women’s testimony is worthless, untrustworthy. Anti-abortion activists also seek to silence the self-determination of women. A murderer silences forever. A corporate executive silences a female subordinate by threatening her job and creating a hostile environment for her.These are assertions that the victim/woman has no rights, no value – is not an equal.

Other silencings take place in smaller ways: the people harassed and badgered into silence online, talked over and cut out in conversation, belittled, humiliated, dismissed.

Having a voice is crucial. It’s not all there is to human rights, but it’s central to them, and so you can consider the history of women’s rights and lack of rights as a history of silence and breaking silence. Speech, words, voices sometimes change things in themselves when they bring about inclusion, recognition: the rehumanization that undoes dehumanization. Sometimes they are only the preconditions to changing rules, laws, regimes to bring about justice and liberty.

Just being able to speak, to be heard, to be believed, are crucial parts of membership in a family, a community, a society, a corporation. Sometimes our voices break those things apart.

And then when words break through unspeakability, what was tolerated by a society sometimes becomes intolerable. Those not impacted can fail to see or feel the impact of segregation or police brutality or domestic violence; stories bring home the trouble and make it unavoidable.

By voice, I don’t mean only literal voice – the sound produced by the vocal cords in the ears of others – but the ability to speak up, to participate, to experience oneself and be experienced as a free person with rights. This includes the right not to speak, whether it’s the right against being tortured to confess, as political prisoners are, or not to be expected to service strangers who approach you, as some men do to young women, demanding attention and flattery and punishing their absence.

Who has been unheard? The sea is vast, and the surface of the ocean is unmappable. We know who has, mostly, been heard on the official subjects; who held office, commanded armies, served as judges and juries, wrote books, and ran empires or companies over past several centuries. We know how it has changed somewhat, thanks to the countless revolutions of the 20th century and after – against colonialism, racism, misogyny, against the innumerable enforced silences homophobia imposed, and so much more. We know that in the US, class was levelled out to some extent in the 20th century and then reinforced towards the end, through income inequality and the withering away of social mobility and the rise of a new extreme elite. Poverty silences.

Silence is what allowed predators to rampage through the decades unchecked. It’s as though the voices of these prominent public men devoured the voices of others into nothingness, a narrative cannibalism. They rendered them voiceless to refuse and afflicted with unbelievable stories. Unbelievable means those with power did not want to know, to hear, to believe, did not want them to have voices. People and corporation fail when people are not heard.

If the right to speak, if having credibility, if being heard is a kind of wealth, that wealth is now being redistributed. There has long been an elite with audibility and credibility, and an underclass of the voiceless.

Earned strength, unearned power distinguishes between earned strength and unearned power conferred privilege can look like strength when it is in fact permission to escape or to dominate. But not all of the privileges on my list are inevitably damaging. Some, like the expectation that neighbors will be decent to you, or that your race will not count against you in court, should be the norm in a just society. Others, like the privilege to ignore less powerful people, distort the humanity of the holders as well as the ignored groups. We might at least start by distinguishing between positive advantages, which we can work to spread, and negative types of advantage, which unless rejected will always reinforce our present hierarchies. For example, the feeling that one belongs within the human circle, as Native Americans say, should not be seen as privilege for a few. Ideally it is an unearned entitlement. At present, since only a few have it, it is an unearned advantage for them. We need to acknowledge what we see;  that some of the power that I originally say as a human being in the United States consisted in unearned advantage and conferred dominance. I have met very few men who truly distressed about systemic, unearned male advantage and conferred dominance. Difficulties and angers surrounding the task of finding parallels are many. Since racism, sexism, and heterosexism are not the same, the advantages associated with them should not be seen as the same. In addition, it is hard to disentangle aspects of unearned advantage that rest more on social class, economic class, race, religion, sex, and ethnic identity that on other factors.  Does you corporate annual sales meeting demonstrate an audience of whiteness…male. If so, the likelihood that white male privileged sexual harassment; is running rampant in your organization. Still, all of the oppressions are interlocking. The silences and denials surrounding privilege are the key political surrounding privilege are the key political tool here. They keep the thinking about equality or equity incomplete, protecting unearned advantage and conferred dominance by making these subject taboo. Most talk by whites about equal opportunity seems to me now to be about equal opportunity to try to get into a position of dominance while denying that systems of dominance exist. It seems to me that obliviousness about white advantage, like obliviousness about male advantage, is kept strongly enculturated in the United States so as to maintain the myth of meritocracy, the myth that democratic choice is equally available to all. Keeping most people unaware that freedom of confident action is there for just a small number of people props up those in power and serves to keep power in the hands of the same groups that have most of it already. Although systemic change takes many decades, there are pressing questions for me and, I imagine, for some others like me if we raise our daily consciousness on the perquisites. What will we do with such knowledge? As we know from watching men, it is an open question whether we will choose to use unearned advantage, and whether we will use any of our arbitrarily awarded power to try to reconstruct power systems on a broader base.

 

Women cannot be silent anymore. If corporations really want to make a positive impact on this issue, they will acknowledge what is happening. The continued lack of acknowledgement is a huge issue in our society.

 

This new swirl of focus on sexual harrassement at this point is only swirl unless there are large changes that happen in corporate America.  It will take time to make changes and women must unite to ensure change.

 

Women have to matter in business. When they don't businesses fail.  


Posted by tammyduffy at 1:23 PM EST
Updated: Sunday, 7 January 2018 11:09 AM EST
Monday, 25 December 2017
Change Agents: Madeline Albright
Topic: COMMUNITY INTEREST

 
 
Change Agents: Madeline Albright
 
 
 

There is plenty of room in the world for mediocre men, but there is no room for mediocre women.’

Madeleine Albright

 ‘It’s important to have more than one woman in the room.’
 
Interview found in Time Magazine... 
 

Before I became Secretary of State, when I was teaching at Georgetown University, I always told my female students to be prepared to speak and to interrupt when necessary. When I walked into my first meeting of the United Nations Security Council, there were 15 seats and 14 men—all looking at me.

I thought, Well, I don’t think I’ll talk today. I don’t know who everybody is … I want to figure out if they like me, and I want to kind of get a feeling for things. Even though I had advised all of my female students to speak, I myself hesitated. You are worried that whatever you say could sound stupid. Then some man says it and everybody thinks it’s brilliant, and you think, Why did I not talk? Which is why I used to advise my students all the time to be ready to interrupt.

That day, I looked down at the table and saw a plaque that read THE UNITED STATES OF AMERICA. And I thought, If I do not speak today, the voice of the United States will not be heard. When I finally did speak, it was the first time that I represented the country of my naturalization, the place where I belonged.

An experience I think all women have, and I have often, is of being the only woman in the room. But if we are in a meeting, we are there for a reason—not to just sit there and absorb but to state what we believe in. We can and should contribute. If you do not, then you should not be in the meeting. If you are there but you are not speaking, you may create the impression that you are not prepared to be there or that you have no business being there. Then you are made to feel inferior, because you are just a fly on the wall.

If you are going to speak, you need to know what you are talking about and you need to do it with a firm voice. And if someone disagrees with you or you disagree with them, try to understand where they are coming from—compromise is not a bad word. But I do think that women have to earn respect. It is unfortunately true that there is plenty of room in the world for mediocre men, but there is no room for mediocre women.

It’s important to have more than one woman in the room, because we can agree with each other. What men do is say, “As Bill said …,” which strengthens them. With another female voice in the room, we can act as a team.

I went to an all-girls high school, which I loved, and then to Wellesley, which continues to be a premier college. Being at a women’s college meant that we had leadership roles and felt we could really run things. We worked very hard in the classroom, and our views were respected—you did not have to hide your light.

There were periods of my life when I was not sure if I would be able to carry out the desires that I had when I was in college. I had twin daughters when I was 24—they were born prematurely—and I initially stayed at home with them. But as much as I loved being a mother, I could not figure out why I had gone to college just to figure out how to get them in and out of the apartment or give them baths. I went through a time when I did not see any value in what I had done. I recently found a letter that I wrote at the time:

When I stepped off the platform after accepting my B.A. degree, I was confident that I was stepping into one or a series of interesting jobs. It was not the life of a career girl I was after, exactly. I was already up to my ears in plans for my wedding, three days hence. Still, I believed that in the natural course of events it would not be difficult to find interesting work that fit in with my political-science major. Two years later, I’m obsolete. Now it seems incomprehensibly naive for me to have thought a woman could compete on an equal basis with men for interesting jobs.

My desire had been to become a journalist. I worked on my college newspaper as an editor, and while my husband was in the Army I worked at a small newspaper in Missouri. When we moved back to Chicago, where my husband already had a job as a journalist, we were having dinner with his managing editor, who said, “So what are you going to do, honey?” And I said, “I’m going to work at a newspaper.”

He responded, “I don’t think so. You can’t work at the same paper as your husband because of labor regulations.” I mentioned that there were three other papers in Chicago at the time, but he said, “You wouldn’t want to compete with your husband.” I know what you are thinking, and I know what I would say now. But at the time I simply saluted and went to find another life.

Other women were very critical of me when I was in graduate school, saying things like, “Wouldn’t it be better if you were in the carpool line instead of the library?” And that my hollandaise sauce was not as good as theirs. And then, when I was working full time, they wondered what I was doing. That is where my statement originated—there is a special place in hell for women who do not help each other. We have to give each other space to be able to do what makes us feel that we are responsible and helping others, and doing what we want to be doing. We need to support each other in the lives that we have chosen. Men do not do that to each other, in terms of projecting their own ideas of weakness. Women need to take advantage of being women.

Albright served as U.S. ambassador to the U.N. from 1993 to 1997 and U.S. Secretary of State from 1997 to 2001.



Posted by tammyduffy at 8:36 AM EST
Sunday, 17 December 2017

 


 

What Happens When Women Demonstrate Courage
 
 
Sexual harassment is subtle rape. Judging from the millions of dollars U.S. companies are being forced to spend to combat sexual harassment, American men have apparently become subtle rapists and sexual predators on a scale unimaginable even to the most vocal feminists of a decade or two ago. Companies have allowed this to happen. The good old boys network is stronger than ever. 
 
The worse environment imaginable is where you have a female leader who is silenced. Silenced by the men in leadership positions in trade for her climb up the corporate ladder. This silence by female leadership creates a roar amongst the female employees and allows this subtle rape to accelerate.
 
A male leader recently showed a subordinate a photo of himself having anal sex with his wife. When confronted by his actions at first he denied them, screaming at the employee. He later apologized to the employee and admitted to what he had done. He stated it was his way of bonding with them. How is this bonding? How is it that these behaviors are rewarded by management in any company? No one from the HR department ever called the employee who was victimized. So what does this mean? Does it mean that the companies management just spoke amongst themselves to slide it under the rug? You be the judge of that. 
 

The rapid growth of the sexual harassment industry is nothing less than liberalism’s tax on the business world. The culture of victimization is becoming so embedded in the courts and, increasingly, the state legislatures, that a handful of sexual harassment lawsuits are now seen as representative of the average working woman’s lot—and both working women and their employers are paying the very high cost. The continual rise in sexual harassment claims, even as women are poised to take over the reins at 50 percent of the small and mid-sized businesses in one recent survey (to use just one example), suggests that the sexual harassment industry itself is in large part to blame for this phantom epidemic that has employers so scared.

Rather than limiting themselves to explanations of the law, the experts are teaching women to spot lechery and lasciviousness behind every friendly smile. In such a world, where every man is considered a potential rapist (subtle though he may be), sexual harassment lawsuits easily become a tool for revenge. Of course, there is certainly boorish behavior going on in workplaces all across America, but for much of that, too, we can thank liberalism. The degradation of manners and proper social behavior that is the legacy of the anything-goes Sixties merely compounds workplace situations in which women are encouraged to go to the courts for every little slight. 

The women who have come forward showed tremendous courage, and it’s not enough to provide support after they speak out about being subjected to sexual misconduct. Rather, we must start making real, meaningful changes today to reduce and eliminate this disgraceful behavior in the future.

Changing the culture that has allowed sexual harassment and assault to become so widespread won’t be easy — especially when sexism is so ingrained in our society — but that hard work is necessary to finally move to a place where women have equality.

Right now, women are too often evaluated based on different criteria than men, and they are subjected to different treatment in our unequal society as a result. Simply acknowledging this reality is one of the first steps in the process of changing our cultural norms.

We need to ensure that we have more women in leadership positions. I’m proud that women hold the majority of senior staff positions on my campaign, including as my campaign manager and field director, and I’m committed to always making sure women have a seat at the table in senior decision-making roles.

We can also take some immediate steps to reduce harassment. In the workplace, we all have a responsibility to create a harassment-free environment. Companies must take this responsibility seriously and have a zero-tolerance policy for any type of harassment, including verbal, physical and sexual harassment.

Unfortunately, almost every woman has experienced an unwanted sexual advance, and millions of women have been sexually assaulted. It’s not enough to condemn this pervasive problem after the fact. Instead, we must take concrete steps to show that we are truly committed to a society where women and men are equal and treated with the respect and dignity they deserve. If your company does not fire these people, you probably should leave. It won't get better. People will continue to do what they do, what they get away with. The behaviors will accelerate to become even more sexually pervasive in nature when not condemned by corporations. 

The more inroads women make into the workplace the more they will have to deal with office curmudgeons and critics, louts and loudmouths, backstabbers, brutes, and, yes, boors—as working men have always had to do. This is clear. The men who are guilty of these actions will do everything in their power to demean, destroy and demoralize the women who speak up. When a woman is cast in with a colleague from the last of these categories, the best advice for handling him comes not from any high-priced sexual harassment expert but from the pages of literature. As Cervantes once said, “The woman who is resolved to be respected can make herself so even amidst an army of soldiers.”

 


Posted by tammyduffy at 10:04 AM EST
Updated: Sunday, 17 December 2017 10:07 AM EST
Saturday, 16 December 2017
Broadway Blockbuster ‘West Side Story’ Comes to MCCC’s Kelsey Theatre for Three Weekends, Jan. 5 to 21
Topic: COMMUNITY INTEREST

 


 


 

 
 

Broadway Blockbuster ‘West Side Story’ Comes to MCCC’s Kelsey Theatre for Three Weekends, Jan. 5 to 21

 

The Sharks and the Jets are preparing to do battle over their small piece of New York’s Upper West Side, while star-crossed lovers Tony and Maria are on a collision course towards tragedy. PinnWorth Productions proudly presents “West Side Story,” considered one of the all-time greats of Broadway theater.  The show comes to Mercer County Community College’s (MCCC’s) Kelsey Theatre for three weekends: Fridays, Jan. 5, 12 and 19 at 8 p.m.; Saturdays, Jan. 6, 13 and 20 at 8 pm.; and Sundays, Jan. 7, 14 and 21 at 2 p.m.

Kelsey Theatre is located on the college’s West Windsor Campus, 1200 Old Trenton Road. A reception with the cast and crew follows the opening night performance on Jan. 5.

With its dark themes, stunning musical score, complex dance numbers, and a focus on social issues, the show broke new ground when it premiered on Broadway in 1957. The famed Leonard Bernstein score, with lyrics by a young Stephen Sondheim, includes such unforgettable numbers as “Something's Coming,” “Maria,” “America,” “Somewhere,” “Tonight,” “I Feel Pretty,” “One Hand, One Heart,” “Officer Krupke,” and “Cool.” The production was nominated for six Tony Awards including Best Musical. A film version followed in 1961 and was nominated for eleven Academy Awards and won ten, including Best Picture.

The PinnWorth cast includes Mason Kugelman of Rumson as Tony; Tara Keelen of Bloomfield as Maria; Lorraine C. Perri of Florence as Anita; Evan Krug of Edison as Riff; Kevin Albanese of Woodbridge as Bernardo; Erica Boyea of South Plainfield as Anybodys; Peter Sauer of Yardley, Pa., as Doc; Joseph A. Zedeny of East Windsor as Lt. Schrank; David Walter of Lawrenceville as Krupke; and Diana Puertas of Somerville as Gladhand.

Featured as members of the Jets are: Nicholas Buonvicino of Green Brook as Action; Sean Dickinson of Jackson as Big Deal; Nicholas Kianka of Hamilton as Snowboy; Matthew Robertson of Yardley, Pa., as Diesel; Liam Smith of Yardley, Pa., as Baby John; Matthew Snyder of Levittown, Pa., as A-Rab; and David Williamson of Flemington as Gee-Tar. Members of the rival gang, the Sharks, are Charlie Gormley of Morrisville, Pa., as Chino; Connor P. McDowell of Levittown, Pa., as Pepe; Nicolas Fallacaro of Yardley, Pa.; James LeGette of Levittown, Pa., Michael Mottram of Cream Ridge; Jeff Rosenthal of Dayton; and Hunter Stahley of Millstone Township.

Featured as the Jets Girls are Cait Crowley of Bloomfield as Velma; Emily O'Sullivan of Hamilton as Graziella; Deanna Flanagan of Rahway as Minnie; Madison Kotnarowski of Mercerville; Lauren Suchenski of Yardley, Pa., Rachel Tovar of West Orange; Nicole Farina-Machin of Columbus; and Kelly Vallery of Hamilton. The Sharks Girls include Jenna Zielinski of Scotch Plains as Rosalia; Haley Schmalbach of Palmyra as Consuela; Kate Bilenko of Philadelphia, Pa., as Francisca; Lindsey Jordon of Edison; Reva Sangal of West Windsor; and Zoey Aliah Woody of New Brunswick.

The production team is led by Co-producers LouJ Stalsworth and Kate Pinner, Director LouJ Stalsworth, Choreographer Koren Zander, Music Director François Suhr, Costume and Set Designer Kate Pinner, Lighting Designer Robert Terrano, Sound Designer Evan Paine and Stage Manager Dennis Tolentino.

Tickets are $20 for all and may be purchased by calling the Kelsey Box Office at 609-570-3333 or online at www.kelseytheatre.net.  Kelsey Theatre is wheelchair accessible, with free parking next to the theater.  For a complete listing of adult and children's events, visit the Kelsey website or call the box office for a brochure.


Posted by tammyduffy at 8:07 AM EST
Sunday, 10 December 2017
Why Should Women Have to Endure?  
Topic: COMMUNITY INTEREST

W


 

  Why Should Women Have to Endure?
 
 
 

In the early 1980s, before Anita Hill’s testimony at Clarence Thomas’s confirmation hearings, most men didn’t think that their advances toward women were unwanted or inappropriate. The sad part is that women had to endure being touched, pinched, pushed in the corner and manhandled while they were seething inside. They smiled and gave a friendly wag of their finger and felt they couldn’t do anything about it.

Men’s inclination to make sexist remarks and inappropriately touch women has persisted at an unconscious level since recorded history. Men have been totally oblivious to the discomfort they create with an inappropriate sexual comment or crossing a personal boundary. The level of demeaning behavior from men to women in the workplace has grown to a level of acceptance. However, women have finally spoke, it's not acceptable. 

Harassment is a way for men to exploit and manipulate women, a way to maintain and gain power. Dominance, not desire, is on the mind of men who sexually harass women. These men use their power explicitly or implicitly to intimidate and harass women. They try to minimize their inappropriate behavior and act like it’s completely normal and acceptable. The victim is placed in an intimidating lose-lose situation without any power over the advances. It starts at first as actions of intimidating. They will limit a womens behavior to speak up about things that are wrong. They are instantly silenced. 

Even though research into the mentality of accused harassers is at best incomplete, there are some common characteristics.

When a name man touches a woman without asking, he does so because he feels entitled. To him, the gesture may be meaningless. He feels it is simply a friendly gesture. He says to himself, “After all, what could be wrong with putting my arm around her waist? I’m not molesting her.”

For her, however, the “gesture” has a totally different meaning. Nico Lang of the Rolling Stones writes, “You might not think a pinched cheek or a shoulder caress is something to lose sleep over. But the next time you see a man put his hand on the small of a woman’s back, look at her eyes. Look at her smile. If you’re looking closely enough, I bet you can see her faking it. I bet you can see how painful it really is.” The point is, the man is invading another person’s personal space. He is ignoring her personal boundary

 

There are intense issues of entitlement, power and control that have gone unchecked leading to situations where men feel it’s perfectly fine to engage in these kinds of behaviors.

A perpetrator will justify his behavior with an acceptable label. For example, Bill Cosby referred to his sexual assaults as a “rendezvous.” In a displacement of responsibilty the harasser simply blames what they’re doing on things beyond their control. They might blame it on the victim: “After all, she was wearing a miniskirt and a halter top. She was asking for it.” 

I think this is difficult for most men to understand, because men have sexually objectified women for a long time. Sexual objectification happens when a women’s body or sexual functions are isolated from her as a person and treated as objects to covet or touch. When this happens, the value or worth of a woman’s body is connected to how sexually gratifying it is.

The impact of all of this on women is huge.  Imagine, if you will, a woman early in her career being inappropriately touched or spoken to. She begins to wonder if she did something to make it happen or encourage it. She feels embarrassed and fearful other people will find out. She begins to doubt her abilities and wonders if she was hired only because of her sexual value. She begins to question her achievement and ask herself, “Is this simply what it’s like in the field?”

She has nothing to compare her experience to, and has no idea what normal is or even what her recourse might be. All she knows is that she is having trouble sleeping and is feeling depressed and anxious. At this point, she doesn’t know if there are others being harassed, nor how to find out.

All of the research tells us that sexual harassment can wreak havoc on its victims. It can cause mental health issues, as well as physical effects. When people in the workplace are dismissive of harassment, they frequently say, “I understand how the sexual assault can lead to serious consequences, but how can simple harassment be so harmful?” The problem with this kind of thinking is that it discounts medical science and discounts the stories of victims of harassment. It exaggerates the crippling doubt that so many victims face. There are doubts that foster denial and other complications.

More specifically, the emotional responses to harassment include anxiety and depression.  Physical symptoms run the gamut of muscle aches, headaches, or even chronic physical health problems, such as high blood pressure and problems with blood sugar.

Employees talk of having a pit in their stomach commuting to work, having anxiety, panic attacks, inexplicable fits of crying and physical manifestations of stress such as hair falling out, hives, weight gain or loss,  sleeplessness and lethargy.

What to Do

After looking at the effects of sexual harassment or any kind of harassment in the workplace, the urgency to do something in our society becomes apparent. Currently, the media coverage of the perpetrators is overshadowing the impact on the victims. The impact on the victims should have equal coverage. There is an urgency for managers to create a harassment-free workplace with clear guidelines, adequate training, and rule enforcement. When men are allowed to continue their demeaning behavior to women, everyone loses. There need to be clear protocols for responding to harassment. If a man is harassing a woman companies should not remove them from their roles and promote them into a new one of larger importance. When this happens, this only demonstrates the companies support of a very sick culture. The goal should be to create a culture where sexual harassment is not welcome nor tolerated, not one that is used for promotion.

 

 


Posted by tammyduffy at 7:25 AM EST
Updated: Sunday, 10 December 2017 7:49 AM EST
Sunday, 3 December 2017
How sheep with cameras got some tiny islands onto Google Street View
Topic: COMMUNITY INTEREST

 

 

 

 By | The Washington Post

 

 

 

The Faroe Islands, a remote archipelago that juts out of the cold seas between Norway and Iceland, doesn’t even appear on some world maps. But as of last week, the verdant slopes, rocky hiking trails and few roads of the 18 islands are on Google Street View – and a team of camera-toting sheep helped get them there.

When the islands’ tourism board decided last year that it wanted to get the company’s attention, it knew it would need an unusual pitch. It also knew that its rugged terrain would not be easily traversed by those Google cars that ply city streets worldwide, snapping photos. So it strapped solar-powered, 360-degree cameras onto the backs of a few shaggy Faroese sheep and began uploading the resulting, and very breathtaking, images to Street View itself.

The whole sheep idea – which the tourism board called “Sheepview 360” – was not such a stretch. Sheep are a big deal in the Faroe Islands, an autonomous nation within the Kingdom of Denmark whose name translates to “islands of the sheep.” The islands’ distinct breed is believed to have been imported by Norse settlers in the 9th century, and today about 80,000 sheep live there, far outnumbering the 50,000 people. Tourism official Levi Hanssen said most Faroese have some connection to raising sheep, about one-third of which are slaughtered for meat; the others are used for wool and dairy products.

And although all the sheep are owned, they roam freely – usually.

 

 

Faroe Islands sheep multitasks in 2016. MUST CREDIT: Courtesy of Visit Faroe Islands.
Provided by Visit Faroe Islands.

Faroe Islands sheep multitasks in 2016. MUST CREDIT: Courtesy of Visit Faroe Islands.

 

 

“It’s not very easy putting cameras on sheep,” Hanssen, the content manger for VisitFaroeIslands.com, said in an interview. “We would just stand there, and they would stand there and look at us. You have to, in some way, get them to move.”

Move they eventually did, and the tourism board was soon posting videos and maps of the sheep videographers’ movements on its website. It held a naming contest for one sheep on the crew. (The winning submission: “Baaa-bra.”) Locals and visitors were encouraged to share photos of the Faroe Islands on social media with the hashtags #WeWantGoogleStreetView and #VisitFaroeIslands.

It didn’t take long for the media-friendly story to make its way to Google, which pronounced it “shear brilliance.” Last summer, the company visited the islands and loaned out one of its eyeball-like Street View Trekkers, as well as some 360-degree cameras for human use. In a blog post, the former tourism board employee who spearheaded the campaign, Durita Dahl Andreassen, explained that those would be handed out to locals and tourists alike and that they would be attached to “sheep, bikes, backpacks, ships and even a wheelbarrow.”

“We, obviously, couldn’t map the whole country with sheep,” Hanssen said.

Last week, the Faroe Islands made its debut on Google Street View. Most images ended up being captured by humans, and they included all public roads and hiking trails. But Hanssen said the tourism board decided to leave some spots out to preserve a bit of the islands’ mystery. 

 

 

 


Posted by tammyduffy at 8:40 AM EST
Updated: Sunday, 3 December 2017 8:42 AM EST
Friday, 24 November 2017
Journey to the Land of the Sweets in Dance Connection’s ‘The Nutcracker’ at MCCC’s Kelsey Theatre Dec. 15-17
Topic: COMMUNITY INTEREST
 

 

 

 

 

 


 

 

Journey to the Land of the Sweets in Dance Connection’s ‘The Nutcracker’ at MCCC’s Kelsey Theatre Dec. 15-17

 

 

No holiday season is as sweet without “The Nutcracker.”  Join Clara, the Nutcracker and the Sugar Plum Fairy for Dance Connection’s family adaptation of the timeless Tchaikovsky classic at Mercer County Community College’s (MCCC’s) Kelsey Theatre.  Dates and show times for this magical production are: Friday, Dec. 15 at 7 p.m., Saturday, Dec. 16 at 1 p.m. and 4 p.m., and Sunday, Dec. 17 at 1 p.m. and 4 p.m.  Kelsey Theatre is located on Mercer’s West Windsor campus at 1200 Old Trenton Road.

Even the youngest theater goers will enjoy this fully-narrated, one-hour ballet set to the famous Tchaikovsky score. Dolls and sweets come to life, mice and toy soldiers do battle, and snowflakes dance in a snow covered forest. It’s abridged and yet complete – with a large cast danced almost entirely by children and teens in beautiful costumes and scenery full of warmth and wonder.  At the conclusion of the show, children and parents are invited up on stage to meet their favorite characters, who will be available to sign autographs. 

Dance Connections (formerly known as New Jersey Youth Ballet) is based in Hillsborough, NJ. It was founded in 2007 by David Kieffer, who has extensive experience as a teacher, dancer and choreographer.

Tickets for “The Nutcracker” are $16 for adults, and $14 for seniors and children. Tickets may be purchased online at
www.kelseytheatre.net or by calling the Kelsey Box Office at 609-570-3333.  Kelsey Theatre is wheelchair accessible, with free parking is available next to the theater.  For a complete listing of adult and children’s events, visit the Kelsey website or call the box office for a brochure.


Posted by tammyduffy at 7:00 AM EST
Updated: Friday, 24 November 2017 7:00 AM EST
Sunday, 19 November 2017
Run Your Business Like A Tango Dancer
Topic: COMMUNITY INTEREST

 


 

 


 

 
 Run Your Business Like A Tango Dancer
 
 
In business today one must go outside of their comfort zone. Everyone must find new ways to be successful. I have found that looking at established processes in other industries, the arts and experiences drive new ways to be successful.
 
There is a well-established etiquette for Tango dancing that begins with the leader using his eyes to make contact with a follower. Agreement to dance occurs if the follower returns the eye contact and gives a subtle nod. This process is called the “cabeceo”. The leader and follower move to the dance floor and reestablish eye contact, and exchange a few words of introduction. They then physically join in the Tango embrace dance position. The leader’s job is to make the follower look good. She is the only woman in his world at this moment. He leads her by the movement of his body while in the embrace. He protects her from bumped by the other dancers. The leader will start with the simplest walking and tango steps in order to test the ability of the follower. The leader will limit the dance to the steps that the follower does well so that she is not embarrassed by mistakes. The job of the follower is to keep her attention 100% on the leader to sense his direction. She also focuses on the musicality and adds embellishments with her leg work to express the emotions she feels through the music. In the beginning of the dance the follower gains trust in the leader’s ability to lead her without expecting more from her than she is capable of. The trust transforms anxiety into relaxation. The leader will feel the follower’s body relax at this point and the pair share this wonderful feeling as their embrace becomes closer and more intimate.  The follower will often dance with her eyes closed at this point since her ears are the input for the emotion of the music and body contact is the input for motions.
 
Observing proper etiquette on the dance floor helps to make the tango experience more enjoyable for everyone. Simply put the rules amount to: 

 

  1. Respect … the person you are dancing with
  2. Respect … the culture & heritage of Tango
  3. Respect … the music & the band
  4. Respect … the people around you
 
 
I firmly believe one can translate the proper etiquette of the tango into the business setting. Specifically, how the leader gets their followers to transform their anxiety. This is a poetic way to change business. Find the leaders in your business who are the dancers. The ones who know the strategy of the tango. Those are the leaders in your organization that are surrounded by the best people and are invoking change. Those who cannot dance the tango are stuck in a 1980's mentality and never will hear the music.

Posted by tammyduffy at 9:21 AM EST
Updated: Sunday, 19 November 2017 9:29 AM EST

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