Is Capoeira a battle disguised as dance, or the other way around?…

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Question Answered step-by-step Is Capoeira a battle disguised as dance, or the other way around?… Is Capoeira a battle disguised as dance, or the other way around? Why, in the context of slavery, would Afro-Brazilian men secretly practice fighting? Do we have any of these secret battles in our dance today? We’re not enslaved – what do they do for us now?’ https://www.youtube.com/watch?v=jvf8oWHTrv0https://www.youtube.com/watch?v=Z8xxgFpK-NM Image transcription textThis chapter briefly examines Martinicanladjaldanmye, Cuban juego de mani, Trinidadiankalinda, Curacaoan tambulkokomakaku, … Show more… Show moreImage transcription textThroughout colonial Angola (which covered bothCongos and Angola of day), the martial art traditionscombined strength, flexibility, and enduranc… Show more… Show moreImage transcription text160 CHAPTER 8 training, as well as what we in dance might callbody/mind centering, in order to protect the practitioner from harmand to attack and disable a threaten. ing opponent. By t… Show more… Show moreImage transcription textEngolo technique involved acrobatic defensive practices, and it wasalmos inseparable from music and dance in its ritual or festival(controlled) setting In preparatory exercises, which were c… Show more… Show moreImage transcription textcapable of contortion and speedy reflexes, were paramount inthe practice techniques of the martial arts. Presumably, at least afew knowledgeable practitioners of Imbangala lega- … Show more… Show moreImage transcription textCaribbean Combat Dance/Games Fighting dances engage theCaribbean community today as competitive play, sometimes withbody movement only and at other times with sticks. Da… Show more… Show moreImage transcription textto observe, evaluate, and support the competitive footwrapping, smooth leg sweeps, and kick fighting thatcharacterize the practice.” Ladja involves the… Show more… Show moreImage transcription text164 CHAPTER 8 few knowledgeable exponents,” and myprevious work on sacred dance em- phasizes embodiedknowledge that was “housed” in the body … Show more… Show moreImage transcription textKalinda in Trinidad and Tobago Sticks were treasured as walkingcanes throughout many regions of Africa, but in cattle-raising areasof colonial Angola or in Imbangala-derived cul- tures, y… Show more… Show moreImage transcription textLessons of Combat Dance The dance of lifeis the breath, which can be interrupted bysurprises from nature, society,… Show more… Show more  History World History PE 217 Share QuestionEmailCopy link Comments (0)

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Description 2 attachmentsSlide 1 of 2attachment_1attachment_1attachment_2attachment_2.slider-slide > img { width: 100%; display: block; } .slider-slide > img:focus { margin: auto; } Unformatted Attachment Preview OPS/574 v1 Process Improvement Flowchart Jihan Richardson OPS/574 Thomas Kenfield 04/12/2021 Copyright 2020 by University of Phoenix. All rights reserved. Process Improvement Flowchart OPS/574 v1 Page 2 of 7 Process Improvement Flowchart As-Is Process Flow Chart Evaluation Select a process from an organization you work for or are familiar with. You will use this process in your Week 2 & Week 4 Signature Assignments as well. Create a flowchart of the as-is process using Microsoft Word, PowerPoint, Vizio, or Excel. Application sent HR reviews application and CV If passed Candidates complete career opportunity request HR reviews Screening and application and CV preliminary conversations about the candidate's background and accomplishments begin If passed The candidate has deeper conversations with the hiring Copyright 2020 by University of committee Phoenix. All rights reserved. Interview on technical and cultural questions Process Improvement Flowchart OPS/574 v1 Page 3 of 7 Interview with a panel of Tesla employees If passed Conduct engineering and technical tests Conduct onsite interviews The hiring committee analyze problemsolving skills If passed Assess factors like compensation and benefits that affect candidates Impress the CEO If passed Candidate is hired Evaluate the efficacy of your process using process improvement techniques. Tesla’s hiring process is quite not efficient. Using diversity and inclusion as the process improvement techniques, the company’s hiring fails to adequately accommodate for the aspect of diversity which is considered a very essential aspect as noted by Kennedy and Jain-Link (2020). Inclusivity should be a key factor when deciding who to hire and who to promote. However, Tesla's hiring process does not include any step that can accommodate this factor. The four steps are rather generalized and do not accommodate for hiring based on diversity and inclusion. Process Improvement Flow Chart Determine how the process can be improved based on the results of your evaluation. Define metrics and measure the current process. Based on the results of my evaluation, Tesla is short when it comes to hiring diverse candidates. Currently, the company’s workforce is made of 21% Asians, 10% African Americans, 22% Hispanics, 34% Whites, and 7% additional groups. Furthermore, women are underrepresented in the workforce and leadership positions. The process can thus, be improved by removing possible biases when it comes to screening, sourcing, and shortlisting of candidates. On the other hand, metrics are important tools when evaluating, monitoring, and improving operational performance across Tesla. The factors that influence the hiring procedure include time involved in recruiting candidates and diversity. Of the two, the best metric that can be used to measure the current process is diversity. Some of the metrics that can be used to measure Copyright 2020 by University of Phoenix. All rights reserved. Process Improvement Flowchart OPS/574 v1 Page 4 of 7 diversity are the percentage of women and minorities in leadership positions and their percentages in new hires. Their percentage in leadership positions is important when it comes to promoting from within. Use process improvement techniques to improve the process. Create a flow chart of the improved process using Microsoft Word, PowerPoint, Vizio, or Excel. Use your professional judgment to ascertain how the future process will perform according to your metrics. Determine metrics for diversity hiring Manager anonymizes resumes by removing names, addresses, and schools attended Post career opportunities to be completed by candidates Screening and HR reviews application and CV preliminary conversations about the If passed candidate's background and accomplishments begin HR reviews application and CV If passed Determine diversity ratio of candidates before interview If passed The candidate has deeper conversations with the hiring committee Copyright 2020 by University of Phoenix. All rights reserved. Interview on technical and cultural questions Process Improvement Flowchart OPS/574 v1 Page 5 of 7 Application sent Interview with a panel of Tesla employees Assess factors like compensation and benefits that affect candidates If passed Conduct engineering and technical tests Conduct onsite interviews The hiring committee analyze problemsolving skills If passed Impress the CEO If passed Determine whether shortlisted candidates meet the metrics If yes If no Evaluate the efficacy of your process Hireusing candidates techniques. process improvement Re-iterate process Summary Write a 525-word executive summary that includes the following: • A brief description of the process based on the flowchart of the processes current state • The results of your process evaluation and how the weak points can be strengthened. Include a description of the process improvement technique(s) used. • A brief description of process improvements based on the process of the future state • How you anticipate the future process will perform based on metrics used to evaluate the process current state • A description of your process improvement project to achieve the process future state Tesla’s current hiring process begins with the posting of the available employment opportunities. When candidates’ applications are received, the hiring committee conducts screening and preliminary conversations that mainly focus on the candidates’ background and accomplishments. Candidates who pass this step engage in deeper conversations with the hiring manager, who interviews them, asking both cultural and technical questions. He or she inquires more about potential factors that could affect each candidate including compensation and relocation. The third step of the hiring process is an on-site interview where a candidate is interviewed by an entire panel of Tesla employees. The candidates also take engineering and technical tests and their problem-solving skills are analyzed. The final step entails Copyright 2020 by University of Phoenix. All rights reserved. Process Improvement Flowchart OPS/574 v1 Page 6 of 7 impressing the CEO, Elon Musk, who meets candidates in person or conducts phone interviews. To be hired, candidates should convince him why they should work at Tesla (Pulse, 2017). My process evaluation shows that Tesla is weak when it comes to diversity hiring. Hull (2020), that Tesla lacks in diversity when it majorly comes to gender. In its 2020 report, the company noted that its workforce is made of 21% Asians, 10% African Americans, 22% Hispanics, 34% Whites, and 7% additional groups. The company is also predominantly lead by a male and white leadership team. 59% of the leadership comprises of Whites. In terms of gender representation, 21% of the employees are females while the leadership team comprises 17% females (Tesla, 2021). There is thus a need to increase the number of women and underrepresented minorities in Tesla’s hiring process. Furthermore, using the diversity and inclusion improvement technique, more women should be considered when promoting individuals to leadership positions. Process improvements should entail the removal of possible biases when it comes to screening, sourcing, and shortlisting of candidates. There is a need to ensure that the hiring committee is diversified and to align the hiring process with diversity metrics. I anticipate that the future metrics will perform well based on the diversity metrics that can be used to evaluate the current hiring process. For one thing, Tesla has committed to hiring more females since females are underrepresented in the automotive and tech industries (Tesla, 2021). I believe that the company will take active steps to build an inclusive culture that fosters their hiring and retention. My process improvement project entails an enhanced version of the As-in process flowchart. The selected problem is the inadequate diverse hiring at Tesla. The recommended solution is to remove any possible biases when it comes to sourcing, screening, and shortlisting candidates. As such, one of the recommended solutions is to determine a diversity metric before beginning the hiring process. This metric could be to recruit 40% females and 60% males. Furthermore, it is recommended that the hiring manager anonymizes the candidates’ resumes to reduce unconscious biases. When these applications are screened, the hiring committee should determine the diversity ratio of potential candidates before the interview to appropriately integrate diverse screening and shortlisting techniques. When the hiring process is completed, it is important to determine whether the number of shortlisted candidates meets the set diversity metrics. If so, the shortlisted candidates should be hired. If not, the hiring process should be re-iterated. Copyright 2020 by University of Phoenix. All rights reserved. Process Improvement Flowchart OPS/574 v1 Page 7 of 7 References Hull, D. (2020, December 5). Tesla’s diversity report shows a white, male leadership. Bloomberg. https://www.bloomberg.com/news/articles/2020-12-05/tesla-s-report-shows-minorities-make-up60-of-u-s-workforce Kennedy, J. T., & Jain-Link, P. (2020, October 5). Getting involved in diversity and inclusion is optional. That’s a problem. Fortune. https://fortune.com/2020/10/05/corporate-diversity-inclusion-programstraining/ Pulse. (2017, January 12). A former Tesla recruiter breaks down the company's intense hiring process — and explains why all candidates had to go through Elon Musk (TSLA). Business Insider. https://africa.businessinsider.com/strategy/strategy-a-former-tesla-recruiter-breaks-down-thecompanys-intense-hiring-process-and/kq2y3n7 Tesla. (2021). Diversity, equity, and inclusion impact report 2020 (U.S.). https://www.tesla.com/sites/default/files/downloads/2020-DEI-impact-report.pdf Copyright 2020 by University of Phoenix. All rights reserved. OPS/574 v1 Statistical Process Control Methods Process Evaluation Evaluate your process using 1 of the following: • • Use the lean concept to find ways to eliminate waste and improve the process SPC or Six Sigma to reduce defects or variances in the process Evaluation of Control Chart and Process Metrics Complete the following in Excel: • • Calculate the defined process metrics including variation and process capability. Develop and display a control chart for the process. Evaluate the control chart and process metrics using Statistical Process Control (SPC) methods. Determine whether the process could benefit from the use of Six Sigma, Lean, or other tools. (Include all calculation and charts.) Executive Summary Write a 700-word executive summary that includes the following: • • • • A summary of the Process Evaluation (using either Lean or SPC or Six Sigma) A summary of the Evaluation of Control Chart and Process metrics based on SPC methods A summary of your evaluation of whether the process would benefit from the use of Six Sigma, Lean, or other tools A description of the SPC project and recommendations for improvements Copyright 2020 by University of Phoenix. All rights reserved. Purchase answer to see full attachment Tags: Customer satisfaction principle driven tool based philosophy focuses on removing waste concept focuses on minimizing costs waste while maximizing productivity User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.
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