1. You will complete the assignment after viewing a live theatre experience this semester.
You must have experienced the live theatre experience no earlier than the beginning of the current semester. A video of a past performance or a production that you saw months ago are not acceptable for this assignment. The production should be a college, university, community, or professional theatre production. Most church plays, high school productions, and amusement park diversions are not appropriate. If you are not sure, you should contact the instructor with time to spare.
2. Your paper will be typed, submitted through the Content Tab, by the due date.
Do not email the essay through eCampus or internet email. It will not be graded if submitted through email.
Content of Paper
3. Your paper will be broken up into paragraphs, or you can use an outline format that is clear and specific but includes only the necessary information.
Paragraph 1, Introduction and intent of essay
Paragraph 2, Brief synopsis or summary of the play. Perhaps the three or four sentence description from the advertisement. If you quote directly from the ad or online, then cite it correctly. Identify WHEN and WHERE you saw this play. Include a website or URL link to the production information.
Paragraph 3, Identify the genre of the play (using terms and definitions from the textbook.) Give at least three supporting examples of why you are choosing that genre.
Paragraph 4, Identify the theatrical style of the play (using terms and definitions from the textbook.) Give at least three supporting examples of why you are choosing that genre.
Paragraph 5, Using Goethe’s three questions (pp 80-82), address these three questions:
1. Observe, analyze, and describe the artists intent
2. Observe, analyze, and critique the effectiveness of the production to achieve the artists intent
3. Respond personally to the theatrical production, including whether the artists attempt was worth making
Paragraph 6, Address the theatre
Describe the theatre building, the seating, and any other relevant information.
Give three specific examples of how the theatre building or your particular seat affected your experience.
Paragraph 7, Address the performers
Describe the performers in the show
Give three specific examples of an action a performer and how it affected your experience.
Paragraph 8, Address the director
Who directed the play?
Identify one specific moment where you think the director directly shaped what you saw on stage (blocking, acting, visual or aural design). Be specific!
Paragraph 9, Address the scene designer
Who designed the scenery for the play?
Identify three specific elements of the scene design that shaped your experience of the play. Be specific – how did it impact your experience?
Paragraph 10, Address the costume designer
Who designed the costumes for the play?
Identify three specific elements of the costume design that shaped your experience of the play. Be specific – how did it impact your experience?
Paragraph 11, Address the lighting designer
Who designed the lighting for the play?
Identify three specific elements of the lighting design that shaped your experience of the play. Be specific – how did it impact your experience?
Paragraph 12, Address the sound designer
Who designed the sound for the play?
Identify three specific elements of the sound design that shaped your experience of the play. Be specific – how did it impact your experience?
Paragraph 13, Address any other design elements
Were there projections or special effects?
If so, identify three specific elements of the each design area that shaped your experience of the play. Be specific – how did it impact your experience?
Paragraph 14, Address each of these questions:
1. Who is the playwright?
2. When was the play written?
3. What elements of the production you saw might have been significantly different from the original production (be specific in your response)?
4. What elements of the production you saw might have been significantly similar to the original production (be specific in your response)?
Paragraph 15, Conclude the essay
Bonus Section, if you did it
4. Papers not following this format will be returned to the student if time allows. Several students have received ‘zero’s on this assignment because they did not follow the correct format and did not answer the questions asked by the assignment instructions.
7. Because you are writing about your experience, you should write the paper as soon as possible after your experience. You cannot possibly remember every detail in long-term memory, and you want to put your thoughts on paper while the details are still fresh.
8. Grading: I may take off one point for every misspelled word and grammatical error, so you may want to have someone look over your paper before you turn it in, and with time to do the revisions. Improper citations or plaigirism may lead to a very, very low grade.
BONUS EXTRA CREDIT
If you desire up to 5 points extra credit for this major grade, take a date (friend, family, etc) to the show. Get dressed up, go out to eat, see the show, and then discuss the show after afterwards. Then you must write another essay (1-2 pages) on that total theatre experience. You must add it on to the end of your main essay as ecampus will only accept one submission per student.
Answer at least these questions:
1. How did it feel dressed up for your theatre experience?
2. What was the experience like, sharing the production with someone?
3. What was the conversation about the play?
4. Would your guest recommend the play to others?
5. How did the two of you participate as an active audience?
6. How else did this added element shape your experience?
Employment Satisfaction is a measure of how content an individual is with his activity. Many models have been created keeping in mind the end goal to clarify circumstances and end results of occupation fulfillment, for instance, influence hypothesis, dispositional hypothesis, two factor hypothesis and the activity qualities show. For a considerable length of time specialists have been attempting to build up relationship among different parameters influencing the activity fulfillment, work responsibility, work devotion and occupation execution of the representatives in the associations. This is especially vital for associations with a specific end goal to enhance working conditions, make sense of the rousing components and accordingly increment representative profitability by making a sound workplace. Occupation Satisfaction is a marker of worker observations and emotions about their employments. It can likewise anticipate work practices like authoritative citizenship,absenteeismandturnover.Another imperative and pertinent research finding is the connection between life fulfillment and occupation fulfillment which is observed to be corresponding. It implies that a man who is happy with his activity might be very happy with his life and the other way around. Occupation fulfillment is accepted to decidedly influence the profitability of the worker which is indispensable to specialty units that are meaning to expand yields. Seen hierarchical help is typically thought to be a dynamic connection between the business and his workers. As per Rhoades and Eisenberger(2002) the partners share a corresponding relationship where higher POS is connected with earnest endeavors put in by the worker to accomplish hierarchical objectives. Research discoveries recommend that expert representatives will probably see higher authoritative help when they emphatically related to their working environment and a positive relationship was seen between work execution and POS (Heckman et al., 2009). Our exploration goes for dissecting the connection between saw hierarchical help and occupation fulfillment. Put stock in goes about as a go between in our model. Seen authoritative help is how much representatives trust that their association esteems their commitments and thinks about their prosperity. Trust is to trust the individual who you trust to do what you expect and work fulfillment portrays how content an individual is with his or her activity. This exploration endeavors to think about and build up connections between the develops for people in general and private division workers in India. There are different standard scales accessible to quantify every one of these parameters. In this investigation we have for the most part utilized the abbreviated rendition of the scales. Research foundation and Hypothesis Seen Organizational Support: The idea of hierarchical help has created enough enthusiasm for request to contemplate its effect on execution of the workers. The discernment a representative creates about his/her association esteeming his commitments and thinking about his interests and prosperity is named as Perceived Organizational Support (POS)(Eisenberger and Rhoades,2002). A meta-investigation has shown that three noteworthy classifications of desires that a representative has from his work association are related with POS. They are fairness of systems, support of the prompt unrivaled and execution related prizes and great employment conditions. Considering the businesses' desires from their representatives, they esteem commitment and dependability. Feeling driven perspective of hierarchical duty underlines that the feeling of solidarity felt by the representative and the qualities that he imparts to the association decide the execution and non-appearance levels, likelihood of leaving his place of employment (Mathieu and Zajac, 1990;Meyer and Allen, 1997; Mowday, Porter, and Steers, 1982). Social Exchange scholars express that work is a give and take relationship of commitment and reliability for substantial prizes and social advantages (e.g., Bateman and Organ, 1983; Brief and Motowidlo, 1986). The predecessors of POS and its results are clarified by the hierarchical help hypothesis which (Eisenberger, Huntington, Hutchison, and Sowa, 1986). This hypothesis accept that to decide association's availability to compensate representative endeavors and meet their socio enthusiastic requirements, worker shapes general convictions about the worry appeared and expected in future by his association towards him. POS is likewise viewed as an affirmation of the help that will be accessible to the representative in the midst of pain (cf. George, Reed, Ballard, Colin, and Fielding, 1993). Moves made by the operators of the association are illustrative of its goal and are not individual thought processes. The exemplification of the association is upheld by its good and lawful duties, culture, standards and approaches. Representatives frame discernments in light of the above pointers about the help they get from their work association (Levinson, 1965). This hypothesis additionally expresses that POS ought to build up some sort of a commitment in the representative to perform for the association and help achieve its destinations. The part acumen of representatives is accepted to rely upon the exercises that the association sees as important for effective employment execution (Porter and Lawler, 1968). Execution is required to increment with higher endeavors put in by the worker and the observation that such productive endeavors will be compensated (Campbell, Dunnette, Lawler, and Weick, 1970; Katz, 1964). Occupation Trust Trust is a standout amongst the most critical essentials on which a business worker relationship is based. This relationship goes far in imparting certainty and destructing dread by making a workplace free of stress and doubt (Zeffane et.al, 2003). Trust has likewise been proposed to be a mental state as indicated by which it is estimated based on seen defenselessness or hazard because of the vulnerability included (Kramer, 1999). In our examination work we are worried about the trust inside the association i.e. the degree of trust the representatives have in the association they work for, essentially amongst workers and chiefs or directors. In this manner in an authoritative setting trust depends on the social trade hypothesis basically (Whitener et al., 1998), which discloses trust to be a result of trade of advantages between the two gatherings included. The basic idea required here is "correspondence", which builds up the way that interest in the representatives in an association as far as acknowledgment, strengthening, equity, bolster and different favors will dependably be returned and not go squander (Gouldner, 1960). Concurring the exploration done by Prusak and Cohen (2001), it is feasible for supervisors to build up a situation of trust in the association by empowering shared trust, and support. This thus builds the level of apparent confidence in the association by the representatives. It has likewise been contended that this confide in (McAllister, 1995) is the way to hierarchical trust and control. It prompts expanded level of representative support which includes basic leadership control in the hands of the subordinates which would unavoidably prompt increment in botches. Along these lines, by assigning this energy to the subordinates the association expands the hazard factor however in the meantime, since this designation needs an obligation of confide in (Yukl, 1994), gives an unmistakable sign that association has faith in its workers and in this manner the individual sees this authoritative trust and thusly contributes viably and emphatically towards the association. It is additionally obvious that every individual sees the level of trust in an unexpected way. Along these lines, it is worthless to hold basic suspicions over all work connections and consequently setting based examination is required. The trust levels likewise shift based on who is taking an interest in the relationship i.e. at what level of the association (Graham et al., 2006). Along these lines, this trust existing in an association decides to a substantial degree an association's way of life and work elements, by affecting elements like authoritative structure, work fulfillment and duty (Zaffane et. al, 2003). Thus, we have taken this as one of the develops (as a go between) in our examination of the connection between saw hierarchical help and employment fulfillment. Occupation Satisfaction Occupation fulfillment was ascribed to most prominent conceivable income with minimal measure of work done (Taylor, 1970). This disputable hypothesis empowered various different investigations to demonstrate the importance of different factors in deciding occupation fulfillment. These elements were distinguished as correspondence trepidation, impression of prompt directors and worker regard (Falcione, 1977). Likewise, work fulfillment was resolved to be impacted by the profits or rewards expected by the individual and the degree to which she could accomplish them in the activity. (Jorgensen, 1973). Representative discernments were viewed as more imperative in deciding occupation fulfillment than physical confirmations like pay (Brayfield et al., 1951). The short shape form of Brayfield and Rothe's scale was produced to gauge representative discernments about their activity and association (Algho et al., 1992). A ton of research has been focused at work fulfillment and the turnover rates in the associations or the representative's expectation to stop. (Spector et al., 1997). In such manner, work fulfillment was ended up being identified with work ID. Them two were resolved to be authoritative stays and were utilized to anticipate the turnover inside associations (De Moura et al., 2009). A point of reference to work fulfillment was recognized as employment frailty (Reisel et al., 2010) and a predecessor was observed to be part honesty and execution of additional part assignments (Nathan et al.). Occupation fulfillment has frequently been emphatically connected to preparing and advancement openings in the association. A critical positive relationship was seen between boss gave preparing fulfillment and general occupation fulfillment of representatives. Fulfillment with preparing and improvement altogether influences profession choices and is an esteemed factor among workers, therefore essentially affecting occupation fulfillment (Schmidt, 2007). Additionally, work fulfillment was theoretically settled as a middle person between saw hierarchical help and employment duty. Exactly, a positive relationship was set up between apparent hierarchical help and occupation fulfillment (Chiu et al., 2010). In a current report on work fulfillment, an aggregate of nine components gathered under four headings were considered as points of reference of employment fulfillment. The four headings included hierarchical change, authoritative help, work qualities and administrative part. It was experimentally demonstrated that decentralization, casual correspondence, bolster from director, participative hierarchical culture, self-rule and strengthening of workers and the sort of part in the association fundamentally affected the activity fulfillment of representatives (Lee et al., 2008). The part of supervisory or prompt manager bolster was resolved to be huge. According to the examination, chiefs were seen as the agents of the association by representatives and are in charge of going about as the interface amongst association and workers. Along these lines, they normally fabricate an association with representatives. Nature of this relationship was the noteworthy determinant of worker observations and employment fulfillment (Ladebo, 2008). The utilization of data frameworks in the association has been seen to positively affect worker work fulfillment. In the developing working environments of present, the capacity to work adaptably and proficiently is seen to majorly affect the innovatively propelled representatives. In this way, the establishment of a proficient Information System, which gave simple access to data was seen to expand the activity fulfillment scores altogether (Chen et al, 2008). The connection amongst POS and Job Satisfaction POS is identified with, yet unique shape the develops like occupation fulfillment. POS is resolved to affect worker responses to their employments on different measurements, including work fulfillment, work inclusion and occupation duty (Rhoades, 2002). According to the standards of correspondence, a worker would respond emphatically to great treatment from the administrator or prompt supervisor. As the quick supervisor is the immediate illustrative of the association, a reasonable treatment from him would be believed to be authoritative help and would urge workers to go past their typical honorable obligation to respond the great treatment (Rousseau, 1989). POS is characterized as the discernment which representatives have of how much the association esteems them, their commitments or thinks about them. High POS would address mental issues of workers, e.g. endorsement, regard and social personality needs. It would likewise persuade the workers by raising the desires of prizes on better than expected or above expected execution (Eisenberger et al., 1986). Percieved authoritative help has a positive association with mental prosperity which is characterized as far as occupation fulfillment and life fulfillment. This relationship is interceded by compelling duty (Meyer et al., 2002). POS is frequently seen to be emphatically related with hierarchical duty (Shore et al., 1991). Be that as it may, POS is as yet particular from hierarchical responsibility in light of the fact that while POS measures the degree to which association thinks about its representatives according to their observations, authoritative duty measures the degree to which workers consider themselves to be being dedicated to the association and in this manner fulfilled (Shore et al., 1993) Without POS, representatives might be troubled with the undertakings related with their employments and might be disappointed. POS is influenced by the different parts of an association's treatment of its representatives (Tansky et al., 2001). Hierarchical help is estimated as far as redone preparing openings and choices of adaptable working hours. Profession fulfillment goes about as an intervening variable for connection between saw authoritative help and worker's expectations to proceed in the association (Armstrong et al., 2009). Preparing and coaching before extraordinary assignments has been believed to be a solid pointer of hierarchical help. These activities give a suspicion that all is well and good to representatives and console them and association will enable them to address difficulties. In this manner, they distinguish more with the activity and do it all the more productively (Cuplan, 2002). >GET ANSWER