Organizational Culture Assessment

Introduction Every organization has its own competitive strategies. However, these strategies cannot work without a strong organizational culture. Organizational culture has the advantage of increasing employee commitment to the firm. In addition, it enables the organization to define its strategies effectively.Advertising We will write a custom essay sample on Organizational Culture Assessment specifically for you for only $16.05 $11/page Learn More This is essential as it ensures successful execution of activities necessary for achievement of organizational goals. Organizational culture is also important in maximizing production through employee motivation. This is particularly significant to human capital whose value is maximized by the right organizational culture. In essence, organizational culture forms an integral part of management competency. While these attributes can be achieved through implementation of the right organizational culture, deter mining an effective culture is quite difficult. This paper will explore corporate culture, its roles in organizations and the factors that influence its implementation (Senge, 2006, p. 55). Organizational culture encompasses concepts such as assumptions, values, beliefs, artifacts and behaviors, among others. It, therefore, works to reduce variability in the workforce. This allows for easier control and shaping of staff behavior. In essence, it defines the distinct character of an organization since it varies from one organization to another. Culture, therefore, plays a crucial role in organizational setup. Organizational culture connects employees together and ensures efficiency in execution of activities. Moreover, communication is essential for implementing the right culture. In addition, when the right culture is implemented, employees are usually motivated to maximize production.Advertising Looking for essay on business economics? Let's see if we can help you! Get your fi rst paper with 15% OFF Learn More In this regard, it is necessary that the right communication framework is put in place to achieve desired objectives. Furthermore, motivation is a central factor in determining an organization’s competitiveness (Andreas, 2006, p. 159-172.) Motivation Motivation can be defined as the urge to do something. For instance, organizations with motivated staff enjoy their work. This improves both efficiency and quality of production. Moreover, it saves time and creates opportunity for innovations. Motivation is essential to every organization. In fact, when employees are motivated, they are able to create as well as implement inventive ideas. Strong identification is important in enabling employees to be part of the organization. This gives them a sense of belonging, which is significant in entrenching spirit of unity in the team. Besides, their sense of innovation can only be achieved if the organization embraces innovative norms. Interesti ngly, these norms can only be achieved through implementation of strong organizational culture. Motivation is usually derived from effective organizational culture. Organizational culture is essential in creating commitment among employees. This strengthens their motivation to achieve organizational goals. Motivation is a very significant factor in organizations because it affects returns. When employees are not motivated then organizational objectives cannot be achieved. Moreover, it is important that employees enjoy their working conditions. This helps in influencing on the team spirit as well as motivation. Corporate culture reinforces shared and individual beliefs. This is then allowed to develop as employees share the same values. Organizational culture is thus significant in driving employee motivation. However, it is necessary to note that some organization cultures are uninspiring.Advertising We will write a custom essay sample on Organizational Culture Assessment speci fically for you for only $16.05 $11/page Learn More Such organizations face such issues as lowered standards of performance. Motivation is thus a vital factor in corporate culture (Bisel, Messersmith Keyton, 2011, p. 564-585). High preforming companies have defined goals and ways to reach them. In fact, they thrive in motivating their employees for the same course. In order to maintain such high standards, the company must envisage a long lasting motivation. Some companies have done this through incentives that may be in form of cash or not. However, it has been found that non-cash incentives work best for companies. Employees who feel valued tend to work with a common purpose. In this regard, it is important that companies involve their employees in creating organizational culture which is essential in providing motivation for work. Moreover, value-creating companies such as Proctor and Gamble, among others have managed this through implementation of effec tive organizational culture. This has proved to influence attainment of goals within desired periods. Motivation influences employees’ behavior through self-control. This enables them to explore their needs within the firm and achieve them by helping the company. In fact, motivated employees take full responsibility for their actions which is important for accountability. Motivation catalyzes employees’ desire to perform. When this is cultivated within the company, then new entrants come into the culture of that company. This is very important in keeping focus on goals and competency (Keyton, 2004, p. 215). Leadership is crucial in any organization. Moreover, a leader must understand that company’s organizational culture. This is important in reflecting its objectives and encouraging employee motivation. Leaders should enshrine company policies and mission to influence motivation in employees.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Moreover, the leader should ensure that corporate culture gives employees a sense of belonging as well as pride. This will motivate them to work hard in order to maintain such status. Leaders should look to integrate culture levels from departmental subcultures to corporate assumptions into motivation. This is essential in integrating shared vision for all employees in the company. Moreover, observable culture should be in line with objectives of the company as this determines levels of motivation for employees. In essence, effective leaders must understand cultural influences on organizations in order to come up with one that would influence motivation. In addition, the leader should involve all stakeholders in determining best corporate culture for the company (Nayak, Padhi, Barik, Mohanty Pradhan, 2011, p. 323-334.) Communication Communication is essential in any organization. It can be defined as the transfer of information between departments. Communication as a factor in orga nizational culture is quite essential since it determines the manner in which information is received and decoded. Communication is utilized to diffuse tensions that could arise due to complex organizational structures. Moreover, it is a source of constraint and creativity. This makes it vital for organizational culture. Multinational companies employ workers from different parts of the world. Moreover, they have branches in various parts of the globe. It is therefore central that effective communication is employed to achieve desired results. This can only be achieved if communication is integrated to conform to organizational culture. Employees in a company should speak in one language, that is, the company language, which is in accordance with its corporate culture. This ensures that the right information is sent and received. Barriers such as beliefs and norms that differ from one community to another would be of negligible effect when the company entrenches organizational cultu re. Moreover, employees would speak in one language that is unique to the company. In essence, communication is so vital to organizational culture that it cannot be ignored at any cost. In fact, due to the ever-changing trends, it is important that such changes are observed and worked on to establish the best mode of communication (Guide to Communication and Corporate Culture, 2008, p. 1). Effective communication is essential in every high performing company because it ensures the right chain of command is followed at the correct time. Effective communication also ensures that the right message is delivered and is acted upon as required. In this regard, companies with good organizational cultures save time in communication. Moreover, very little misunderstandings are encountered. This is good for development of the company. Time is important to companies as it improves efficiency and return, therefore, both horizontal and vertical communication lines are supposed to be integrated wi th organizational culture. This can be quite difficult at the beginning. However, with much effort and cooperation from all stakeholders, it can also be achieved (O’Reilly, 1989, p. 9). People from different cultures have different behaviors because of their environment. However, when they integrate into the company as well as learn its communication framework, this can change and bring about unity through organizational culture. This is essential for proper coordination and transfer of information from management to employees as well as between employees. Companies should, therefore, shun cultural groupings between employees as this draws them away from organizational culture. At the same time, they should embrace diversity in order to keep employees motivated and appreciated. Balancing these factors can be difficult. However, with the same organizational culture, this is practicable (Boleman Deal, 2008, p. 11). Leadership is essential in fronting for effective communicatio n since culture comes from top-level management to employees. In this regard, the kind of communication entrenched by management is vital in influencing organizational culture. Therefore, leaders have the responsibility of enshrining communication models that would integrate with the chosen organizational culture. In addition, they are supposed to have good interpersonal skills that would enable them to communicate effectively to other stakeholders. In essence, effective organizational culture should be a benchmark to management officials. This will enable them to integrate easily with other employees and work in accordance with their objectives. Leaders have the power to influence cultural traits of their employees. In fact, encouraging participative communication is instrumental in establishing a good communication culture in an organization. Autocratic leaders are therefore less likely to achieve effective communication and this has the propensity to harm the company’s org anizational culture (Schein, 2010, p. 42). Summary and Conclusion Organizational culture is instrumental to every company because it works to save time, motivate employees and add to the company’s competitiveness. Given that individuals possess varying character traits, organizations also have their own norms and values. Such values can only be strengthened if there is effective communication and motivation. In essence, motivation and effective communication work to fortify organizational culture. This is essential in maintaining healthy operations in the company. However, if motivation and communication are not ensured then the company stands to lose. It is therefore important for effective leaders to enshrine good communication mechanisms and organizational culture for the progress of the company. In addition, they should ensure that employees are motivated in order to achieve high standards of results. Leaders should also work to integrate all stakeholders in decision maki ng to tap into creative ideas and innovations (Judge Robbins, 2011, p. 112). Reference List Andreas, H. (2006). The role of organizational culture in motivating innovative behaviour in construction firms. Construction Innovation: Information, Process, Management, 6(3), 159-172. Web. Bisel, R., Messersmith, A., Keyton, J. (2011). Understanding Organizational Culture and Communication through a Gyroscope Metaphor. Journal of management Education, 35, 564-585. Web. Boleman L. G., Deal T. E. (2008). Reframing Organizations. San Francisco: Jossey-Bass. Guide to Communication and Corporate Culture. (2008). Web. Judge, T., Robbins, S. (2011). Essentials of Organizational Behavior (11th ed.). New Jersey: Prentice Hall. Keyton, J. (2004).Communication and Organizational Culture: A Key to Understanding Work Experiences. Upon Tyne, Newcastle: Sage Nayak, B., Padhi, M., Barik, A., Mohanty, A., Pradhan, S. (2011). Organizational Culture as related to motivation: A Study on Steel Manufacturi ng industries in India. European journal of Social Sciences, 26(3), 323-334. Web. O’Reilly, C. (1989). Corporations, Culture, and Commitment: Motivation and Social Control in Organizations. California management review, 31(4), 9. Web. Schein, E. (2010). Organizational Culture and Leadership. Hoboken, New Jersey: Wiley, John Sons. Senge, P. (2006). The Fifth Discipline. New York, NY: Doubleday Publishing. This essay on Organizational Culture Assessment was written and submitted by user Tristen F. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

ASDA’s motivation techniques Essay Example

ASDA’s motivation techniques Essay Example ASDA’s motivation techniques Paper ASDA’s motivation techniques Paper McGregor is the final theorist of motivations and he carried out research into the two different styles of management. He identified that there are two different types, Theory Y and Theory X managers. These two have different views about employees’ attitudes to work. A management style is the typical characteristics and behaviours of a manager over a period of time. The Theory X manager will be inclined to be autocratic- telling employees what needs to be done, punishing and telling off when the step out of line and giving rewards for carrying out tasks to a good standard. Theory Y managers will be more democratic, giving more responsibility to employees and trusting them to work independently. A Theory X manager is most likely to create a workplace based on simply meeting Maslow’s lower needs, and focusing on what Herzberg termed movement and hygiene factors. For example making sure that the workplace is safe and that workers have acceptable toilet and washing facilities. Within ASDA there are both types of managers for the various departments, all of the staff are motivated individually depending on what type of person they are, for example if a Theory X manager is based around checkouts as this requires more set procedures and instructions, however a Theory Y manager would be those who work on fruit and vegetable who only require simply movement and require good hygiene factors. Herzberg Along with Maslow, Herzberg believed in a two-factor theory of motivation. He said that there were certain factors that at business could introduce that would directly motivate employs to work harder. However there were also factors that would de-motivate an employee if not present but not in themselves actually motivate employees to work harder such as hygiene factors. Motivators are more concerned with the actual job it’s self and will look out for certain things such as promotions and extra responsibility. Herzberg believed that businesses should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. These are: job enlargement where the workers have a variety of tasks to perform, job enrichment which involved workers being given a wider range of more complexes, interesting challenging work and empowerment where they are delegated a higher amount of authority. ASDA clearly take this theorist into account as they ensure that the staff all have the highest amount of work to do and are never free. This ensures that all the staff is motivated at all times. In addition ASDA ensure that their staff has a large workload to keep them occupied at all times. This will therefore act as a great motivator. Methodology To complete this coursework, I will use a selection of resources to be certain that I get the best possible picture of what motivational strategies ASDA use. I have e-mailed ASDA asking whether they could provide me with information on how they motivate staff and they replied giving me a telephone number where I can have any questions answered, this will be one of my major recourses of information along with the internet and books. Finally, I also have a family member who has been involved in human recourses management of ASDA and I will ask her what various steps ASDA take to create a well-motivated environment. She will be a great source of information as everything will be valid and true unlike websites which can often not be truthful. Finally I will use the A-level business book which will enable me to understand a variety of motivational strategies, combining all of these I should hopefully come to a legitimate statement of how staff are motivated within this establishment. ASDA’s motivation techniques ASDA Stores Ltd. is a British supermarket chain which retails food, clothing, general merchandise, toys and financial services. It also has a mobile telephone network, (via the Vodafone Network), ASDA Mobile. Its head office is at ASDA House in Leeds, West Yorkshire. ASDA became a subsidiary of the American retail giant Wal-Mart, the world’s largest retailer in 1999, and is the UKs second largest chain by market share after Tesco. In December 2010, ASDA’s share of the UK grocery market stood at 16.5%. With this business being one of the largest supermarkets in the world, they also have stores in America; I feel that this would be an excellent company to observe on the motivation techniques as they are such a well-known company. Certain stores have around 523 employees therefore they have much practise on how to motivate each employee to ensure that they produce work to the highest standards. ASDA is a hierarchical structure because it has a lot of layers and also a lot of people reporting into more than one person before that information get to the boss. A hierarchical structure has many levels. Each level is controlled by one person. A hierarchical company tends to be a very big company just like ASDA is. In a hierarchical instructions are generally passed down from one person to another until it gets to the bottom of the hierarchical structure. If there was a problem in a hierarchical structure it would move up through the structure again from one person to another until it gets to where it is supported to be. Strengths of a Hierarchical structure in a hierarchical structure there is a close control of workers. Workers in ASDA will know exactly what they have to do so they dont wait around until they are told what they have to do. There is a small span of control. A span of control is when an amount of people report to one person. Also there is a better chance for promotion. One weaknesses of hierarchical structure information is slow moving. There may be poor communication between departments. Also workers may not feel involved in the business and they may not feel motivated to work. The types of communication used in a Hierarchical structure. The type of communication used is hierarchical will be more written communication. It will be written communication because the information will have a long way to go before it gets to the person. If it was verbal then when the message gets passed on it will change along the way. Any problems in communication and how I can solve it the problem with communication in hierarchical will be: communication will be slow, might not reach its destination and the information might change. I am going to focus specifically on the employees within ASDA stores and how they are motivated due to all of the reasons above, and also as they are highly known for their strategies employed to stimulate their staff. As there are many employees working within the stores, I will be able to gain a true insight into how they motivate and what scheme’s and approaches they take. It is important for ASDA to motivate their staff as it can have an effect on the output of their entire business and concerns both quantity and quality of products. If they do not motivate their staff then they will not feel inspired to carry out work to their highest potential, this can have major implications as not only will it reduce the amount of production but it will also produce negative customer service, as a result they will produce an un-enthusiastic and off-putting image for the entire business, this could lead to potential customers shopping at competitors such as Tesco or Sainsbury’s, for this reason it is essential that ASDA motivate their staff to the highest possible way. It is the mission statement of ASDA, To be the world’s leading supermarket. It has many aims and objective. ASDA believe that by following its aims and objectives, it can successfully turn their mission statement into a reality. Aims In relation to other supermarkets, ASDA is one of the fastest growing supermarket chains. However in order to maintain its lead position, ASDA states several main aims which it constantly strives to achieve.

UK Commercial Law - Final Year Coursework Case Study

UK Commercial Law - Final Year Coursework - Case Study Example But, it is to be remembered that the law has made certain conditions to be fulfilled by the claimant which may turn to the triumph of the defendant. Before proceeding to render an advise to ITS, Firstly we shall examine the provisions of various Acts arises from this case and also we shall examine how it is wrought to help claim of ITS, the defendant. The general rule is that he purchaser of goods, which turn out to be defective, will sue in contract for breach of the terms implied by the Sale of Goods Act 1979, or the Supply of Goods and Services Act 1982, which cannot be excluded against a consumer. In Donoghue v Stevenson (1) Lord Atkin stated that a manufacturer of products owes a duty to the ultimate consumer to take reasonable care in the preparation of the product. But as said above the law never is single sided correspond to the description and such goods shall be of merchantable quality.(2) This aspect is well explained in the case Varley Vs Whipp.(3) The term, "merchantable quality' means that the goods comply with the description, so that to a purchaser buying goods of that description the goods would be good tender. In Harlingdon and Leinster Enterprises Ltd v. Christopher Hull Fine Art Ltd (4) also the same point has been discussed. Moreover in Wilson v Rickett, Cockerell (5) by applying the purview of S. 14 (3) the court of Appeal held that where the seller sells goods in the course of a business and the buyer expressly or by implication makes known to the seller any particular purpose for which the goods are being bought, there is an implied condition that the goods supplied under the contract, are reasonably fit for that purpose whether or not that is a purpose for which such goods are commonly supplied, except where the circumstances show that the buyer does not rely, or that it i s unreasonable for him to rely, on the skill and judgment of the seller. a) In the course of the buisiness In the course of a business' in the context of the Sale of Goods Act 1979 s14 (2), where it limits the statutory implication of a term as to the quality of the goods to sales where sellers are acting 'in the course of a business'. However, a requirement of merchantability was only implied if the sale was made 'in the course of a business' and that remains the case in relation to satisfactory quality By applying the scope of the phrase 'in the course of business in Stevenson v Rogers (6) it was held that the meaning to be given to the phrase 'in the course of a business' came to be considered as a preliminary matter. But there is an exception this -------------------------------------------------------------------------------------------------------- 2.Sales of Goods Act 1979 3. Varley Vs Whipp 4. Harlingdon and Leinster Enterprise Ltd v Christopher Hull Fine Art

The Main Character-Cum-Hero in the Platoon Film Assignment

The Main Character-Cum-Hero in the Platoon Film - Assignment Example The Platoon film by Oliver Stone is a 1986 production. It is an American war film featuring Chris Taylor who is a young American college dropout going to fight in Vietnam. On his arrival to Vietnam, he finds his presence as insignificant in comparison to the other soldiers who are much experienced in battle than him. He has his own team that soon finds itself fighting both the enemy in Vietnam and the men in his own platoon. The Unforgiven film begins by introducing the cause of the conflict that the movie bases it happenings on. There are words crawling across the screen, describing the life of a woman who got married to a murderer. One of the cowboys, Davey Bunting, is in one of the rooms at the brothels with a prostitute, Alice when from another room arises some commotion. It is in Delilah’s room (another prostitute), who was with Mike, a cowboy. Mike and Delilah are fighting, with Delilah throwing things at Mike as he advances towards her with a knife that he uses to cut u p her face. The Platoon film similarly introduces its subject basis right from the start. The main character, Chris, arrives in Vietnam and is at the introduction to the generals controlling the war. As this is happening, Chris catches a glimpse of rows of soldiers’ bodies awaiting shipment back to the United States. He also sees weary soldiers who have finished their terms in Vietnam awaiting transportation back home. He later learns that the ‘older’ soldiers do not associate well with the newcomers. Chris regrets volunteering.

Friendship Definition Essay Example for Free

Friendship Definition Essay â€Å"Don’t walk behind me; I may not lead. Don’t walk in front of me; I may not follow. Just walk beside me and be my friend† said Albert Camus. People understand the concept of friendship differently, but there is one common ground for it- it is always built on a mutual sympathy, according to the Cambridge dictionary. Friendship can last for many years and grow stronger, but they can also end right away. No one knows the exact definition of friendship; however they do have their own way to tell if they have a friend. People say it’s hard to find a true friend- they are right because not everyone you know is your friend. Friendship is something important to me because I need someone to talk with. A friend to me is someone who is there for me no matter what, does not turn their back on me, they accept me for who I am, they care about me, I can trust them, we enjoy each other’s company, and we have fun together. Everyone needs a friend. Friends are like stress relievers, and they don’t judge, they see who we are and nothing else. I believe friendship is not perfect. There are always going to be flaws. According to the researched done in 2000 by Keith Davis, teenage friendships tend to grow hate or jealousy in between one another. This is when problems start to develop such as not being honest with each other. Another problem found in a research done in the 80’s was that opposite-sex friendships might not be considered a friendship at all. When a female and male are friends one of them starts to grow feelings, or they both grow feelings. That’s when the friendship turns into something emotional and sexual. It falls into the friends with benefits or the love category. There is a difference in between female and male friendships captured by Paul Wright in 1982. He describes women’s friendships as â€Å"face to face† and men’s as â€Å"side by side.† This indicates that women are more likely to choose to spend time â€Å"just talking,† when men are more likely to choose doing an activity with their friend. Women tend to be more emotionally close, intimate, and express more affection for their friends. Women are scientifically proven to seek support and sympathy in their friendship, while men find friends with common interest and whom they trust. I wasn’t satisfied by the way the internet and the databases defined friendship. So I did my own researched by asking people what friendship meant to them. Everyone defined friendship differently, I was surprised by the answers I got. Here are a few: â€Å"Friendship is when someone has trust for someone else. Two people who hold mutual affection for each other, having good communication with each other, and the ability to be one-self, expressing ones feelings, and making mistakes without fear of judgment.† –Edwin Castro â€Å"Friendship is a relation between two people where trust is big. They are close like brothers/sisters and have respect for each other.† – Martha Machuca â€Å"Someone you can act silly with and trust at the same time.† –Alejandra Avila â€Å"There is no such thing as friendship; your only friend is your pillow.† –Melvin Sanchez Friendship is a very hard concept to define, but there are a few things that will always go with it: sympathy, compassion, understanding, honesty, and trust. Friendship is not something that grows overnight, it takes time to develop. It is much harder to live if we don’t have close friends. We just have to choose wisely who our friends are. Work Cited â€Å"Friendship Styles.† Encyclopedia of Women and Gender: Sex Similarities and Differences and the Impact of Society on Gender. Oxford: Elsevier Science Technology, 2001. Credo Reference. 14 July 2008. Web. 05 November 2012. â€Å"Friendship.† Cambridge Dictionary of Sociology. Cambridge: Cambridge University Press, 2006. Credo Reference. Web. 05 November 2012.

Thermodynamics :: physics thermodynamics

The word thermodynamics is derived from the Greek words therme, meaning heat and dunamis, meaning power. Thermodynamics is a branch of physics that studies the effects of changes in temperature, pressure, and volume on systems at the macroscopic scale by studying the motion of their particles. A system is the subject of study. Heat means energy in transit and dynamics relates to movement of particles; thus, in essence thermodynamics studies the movement of energy and how energy instills movement. Thermodynamics describes how systems respond to changes in their surroundings. This can be applied to a wide variety of topics in science (physics and chemistry) and engineering, such as engines, phase transitions of matter, chemical reactions, and transportation. The study of thermodynamics is separated into two branches: the classical and the statistical thermodynamics. Classical thermodynamics was the original study of thermodynamics in early 1800s. It was concerned with thermodynamic states, and properties as energy, work, and heat, and with the two laws of thermodynamics. However, classical thermodynamics lacked an atomic interpretation of the processes. Classical thermodynamics derives from the research done by physicist Robert Boyle. He developed the concept that the pressure P of a given quantity of gas varies inversely to its volume V at constant temperature. In other words this equation was derived: PV = k, a constant. From here, the thermo-science began to develop with the construction of the first successful atmospheric steam engines. The first and second laws of thermodynamics emerged simultaneously in the 1850s. With the development of atomic and molecular theories in the late 19th century, thermodynamics was given a molecular interpretation, which the classical thermodynamics lacked. This field is called statistical thermodynamics, which can be thought of as a bridge between macroscopic and microscopic properties of systems. Statistical thermodynamics is focused around the macroscopic results. The statistical approach is to derive all macroscopic properties (temperature, volume, pressure, energy, entropy, etc.) from the properties of moving particles and the interactions between them in the given system. Statistical thermodynamics was found to be very accurate and successful; therefore it is widely used by scientists around the world. Thermodynamics is a branch of physics which deals with the energy and work of a system. It was born in the 19th century as scientists were first discovering how to build and operate steam engines. The term thermodynamics was first used by James Joule to express the relationship between heat and power. The history of thermodynamics begins with a German scientist who designed and built the first vacuum pump.

The Depth In Agnes Martin

Simple, subdued, serene – will be the adventurous description of the various insights on the totality of what Agnes Martin shared with the world of art.   Simple, subdued, serene – will also be the summarized description of what Agnes Martin’s many critics say of her work.   And, simple, subdued, serene – will be the captive element of what the reviews said of the Agnes Martin documentary â€Å"With My Back to the World†.Treading from abstract expressionism to minimalism, all of Agnes Martin’s life, works and story – as captured in â€Å"With My Back to the World; and, as per the perspective of its director, Mary Lance; and, as per all the insights, critiques, reviews and commentaries – are but a symphony of illustrations and expressions as to how the delightful artist treated, educated and revealed to the world the mystique of life.Unanimously acknowledging the preferred solitude and reclusion of the great artist, they rec ognized Agnes Martin to have nevertheless proven the presence of soulfulness and intensity in her chosen art form, despite of living in silence.The interesting fact though is that in the profundity of her silence vis-à  -vis the silence of her profundity, Agnes Martin allowed Mary Lance to interview her and shoot the documentary film while Agnes Martin is working and right there in her New Mexico studio.Together with the documentary â€Å"With My Back to the World†; together with all her works; together with the designation of ARTnews Magazine in 2002 as one of the world’s top ten livings artists – the lines and hues of Agnes Martin therefore became the canopy from where we view the spirit of Taosim that inspired her as she reveal her creativity and philosophy.AGNES MARTIN – HER LIFE TO THE BEHOLDER:Born on March 22, 1912 in Makin, Saskatchewan, Canada – Agnes Martin nevertheless grew up in Vancouver, British Columbia.   They were four siblings in the family, but her father died when she was only 2 years old.   From thenon, Agnes’ mother steadfastly stood by her resolve to raise her brood by her self.   Such aura of strength and independence etched in the mind of the growing Agnes.In 1931 she moved to the United States and attended The Western Washington College of Education in Bellingham; the Teachers College of the Columbia University in New York and the University of New Mexico in Albuquerque.   She has earned her Bachelors degree in 1942 and her Masters Degree in 1952.   She acquired her American citizenship in 1950.She was an art teacher in University of New Mexico and other public schools in Washington and Delaware from 1947 to 1948 and in Eastern Oregon College in 1952 to 1953.   With the paintings Agnes Martin accumulated, Betty Parsons Gallery offered to handle her work if she moves to New York City.It was in 1958 that Agnes Martin was given her first solo exhibition in the said gallery.   It wa s a period when abstract expressionism is at its height as an art form and likewise the seeming dawn of minimalism is soon going to be witnessed.In the Coenties Slip in Lower Manhattan where she lived, Agnes Martin huddled with artists like Ellsworth Kelly, Robert Indiana, Jasper Johns, Robert Rauschenberg, Jack Youngerman.Agnes Martin, took a break from painting from 1967 to 1974 as she ventured into filmmaking.   It was in 1976 that she produced the film â€Å"Gabriel†.  Ã‚   The subject of the film is a boy who incessantly went to explore the world in his own quiet ways.Thereafter she resumed her painting wherein her exhibitions were held various museums in the succeeding years, like – in the Institute of Contemporary Art, Philadelphia, Pennsylvania; Pace Gallery, New York; Stedelijk Museum, Amsterdam;Whitney Museum of American Art, New York; the Harwood Museum of Art at the University of New Mexico.   There are also other international art galleries that have invited and showcased the works of Agnes Martin.Agnes Martin was inducted in 1989 as a member of the American Academy and Institute of Arts and Letters in New York.   She received the Gold Lion Award at the Venice Biennale in 1997 for her lifetime achievement and contribution in contemporary art.   The National Endowment for Arts granted in 1998 to Agnes Martin the National Medal of Arts.In 1997, the highlight of her achievement was the establishment of the Agnes Martin Gallery in New Mexico, where her work is showcased.   Otherwise, Sotheby and other auction houses do trade in great value the works of this great, enigmatic artist.AGNES MARTIN – HER WORKS TO THE CONNOISSEUR:Among buyers, users, collectors, critiques – all connoisseurs discern and judge in a balanced mix of subjectivity, relativity, objectivity and economics.   Value for value there is thin line in visual arts that does not only rest on what is seen – there must be something â€Å"beyon d†.The utter simplicity and directness of the creation of Agnes Martin, within the perfection of horizontal and vertical lines in her grids and as per the hues she applied with her own brand of discernment, have all been acknowledged as very expressive and moving.â€Å"The Taos artist’s grids, some of them traced in lines of graphite, so faint they seem to be emerging from or disappearing into a mist†¦..Martin’s†¦.[is] an art of invisibility.   It’s tempting to ready a ‘beyond’ into them†¦Ã¢â‚¬ ¦Ã¢â‚¬  (Lee, 1998)You therefore view the work with great challenge and enthusiasm.   You have to really get close to the painting.   You dissect every pattern and color.   You try to find the hints and clues.   You feel mystified.   You search for the meaning.It is because Agnes Martin invites a â€Å"relationship† with the viewer of her art.   She wants a direct and distinctive communication between her art and he r viewer.   Then, you will see the beauty, the finesse, the simplicity of just the perfect, varied lines.   â€Å"†¦.what they give back in their simplicity and richness, is indescribably moving.†Ã‚   (Lee, 1998)Agnes Martin’s painting convinces that there is a palpable person and a palpable thought that is put into the work.   Subtly, there are little and misty wobbles and breaks in the hues and lines – they tease and try to see if you are paying attention to details.The purpose of imperfection is to achieve perfection.   It challenges perception of what is between and/or the difference between real and ideal.Indeed her works produced in a span of 60 odd years is visionary and timeless.   Despite the temperament of her artistic times that traversed between minimalism to abstract expressionism, Agnes Martin humbly demurs from being classified as a spearhead, neither the bridge between the two art forms.The transition in the art form of Agnes Marti n is akin to her transition in learning and knowing and realizing everything about her and her surroundings and the society she lived with.Even in the eventual solitude she chose, Agnes Martin is still conscious of what being in a community of man is all about.   Her earlier ventures were in still life and portrait painting.   Therefore, she went along the tide of the prevailing abstract expressionism in the 1940’s to the early 1950’s.