Argument for the Use of Consensual Relationship Agreements (Cras) Essay Example for Free

Argument for the Use of Consensual Relationship Agreements (Cras) Essay Argument for the use of consensual relationship agreements (CRAs) in my current (or future) workplace Consensual Relationship Agreement (CRA) is a contract that both employees involved a romantic relationship sign to acknowledge that their relationship is voluntary and that they will abide by the policies of the company regarding anti-harassment and anti-discrimination. (Hellriegel Slocum ,2011). Office romance should be addressed in a more constructive and professional way just like behaviors such as attendance, dress codes, and non-disclosure agreements. If one can argue that it is perfectly acceptable for employees with personal challenges (such as death in the family, childbirth, sick family member) to receive assistance and, support in the form of personal time-off from work then it must be reasonable for other employees who become romantically involved to get some type of support from their employers. The risks of office romance can better be mitigated if the risk factors are known and managed. So, for example, lawsuits from employees who claim they were coerced into an office romance and disadvantaged by it would be avoided because employees signed the CRAs of their own volition. Allegations from other employees of real or imagined favoritism from a supervisor to a subordinate with whom he or she is romantically involved would be averted because HR would have already taken steps to ensure this does not happen. By creating a mechanism which provides specific and detailed guidelines for professional workplace behavior, HR professionals are able to educate and caution employees about appropriate or inappropriate workplace etiquettes. Privacy issues or lack thereof, as related to dating in the workplace would also be appropriately addressed with the employees involved so they cannot claim that were unfairly treated. Another compelling reason why one should argue for CRAs in their workplaces is that in light of the legal ramifications of the rights of employees in the workplace, CRAs become an expedient and prudent way to protect the interest of an organization and simultaneously provide safe and meaningful ways for employees to freely explore and express their sentiments for others who might feel the same way. Organizations spend a lot of time and resources on strategic planning and forecasting. The purpose of such planning is to position the organization to accomplish two major goals: stay abreast with, or ahead of, the competitive marketplace and change current processes and approaches that are not yielding desired, or expected results. These are proactive steps to assure progress and success. CRAs facilitate and enhance such strategic plans by staying ahead of a changing workplace in the modern age and ensuring that valuable human resources will not be lost and thereby jeopardize more important organizational goals and objectives. CRAs provide a framework for responsible behavior by employees, particularly, supervisors. It fosters a win-win work environment for employees who happen to be romantically involved with each other and for employers to provide guidance and direction for appropriate workplace behavioral expectations. By bringing the relationship into the open the employees involved would not feel pressure to go to great lengths to hide their relationship and could focus on being productive. Conversely, these employees would become pre-occupied with finding ways to hide their relationships if the company did not encourage workplace romance. Create a counter argument against the use of CRAs in your current (or future) workplace. Office romance must be forbidden in the workplace because it simply raises too many avoidable issues in the workplace. By its very nature, office romance predisposes employees involved to compromise their rational objective behaviors because their non-objective emotional senses tend to dominate their thoughts and actions. Romantic relationships are the result of spontaneous human behavior; they are not preconceived and therefore cannot be regulated or contained by contracts. Making CRAs a condition for employment is also not a good idea because, over time, the restrictions become unbearable and the parties involved find out that they are better off in different organizations where their actions and whereabouts will no longer be scrutinized by an assigned HR person. CRAs are tantamount to indirect employment agreement in that they indirectly impose restrictions on the individuals involved in the relationship and seek to protect the interest of the organization at the expense of the people who happen to be emotionally attracted to each other and choose to express those sentiments in an open and liberating way. CRAs simply become ineffective tools because the employees who even agree to sign them often find ways to secretly engage in behaviors that result in lapses in judgment because they are emotionally charged. In many respects, CRAs are intrusive and inherently designed to discourage workplace romance. By their very nature they put restrictions on a human behavior that is designed to be spontaneous and natural. Organizations are not equipped to handle issues of the heart and neither should they start now. Organizations need to focus on what they do best, increasing shareholder value and accomplishing other strategic goals and objectives. Discuss the ethical principles involved in the use of CRAs. There are many perspectives and convictions about what is, or is not ethical. However, there are no universally accepted principles and rules for resolving all ethical issues (Hellriegel Slocum ,2011). In a country with such great freedom of expression, one can only imagine the diversity of opinions and positions regarding the factors that drive people’s decisions and formulate their ethics. The range of such factors is as wide as the differences in people and this is reflected in the diversity of ethical principles. However, for the purposes of this paper only a handful of relevant ethics based principles Utilitarian, Professional Standards, Disclosure and Distributive principles will be considered: Utilitarian principle focuses on the magnitude, extent and impact of harm versus good of decisions that are made. The final decision is predicated on the weight of good versus bad – the greatest good for the greatest number (Hellriegel Slocum , 2011). On the basis of this principle, CRAs are believed to generate more good than harm for those who choose to engage in office romance. Disclosure Principle – This principle focuses on how most people in society will react to the details of a decision when it becomes public knowledge. Most organizations take social responsibility very seriously and will do their very best to garner positive public image. Consequently CRAs are viewed favorably by such organizations. Distributive Principle – This principle is predicated on fairness. The thrust of CRAs is a win-win arrangement for both the organization and the individual because most organizations generally perceive CRAs to be fair. Create at least one (1) other option besides CRAs that would address workplace romances. The only other option for workplace romances that may be plausible is for the organization to develop a set of policies based on the organization interest principle which focuses on the basis of what is good for the organization (Hellriegel Slocum , 2011). With this option, employees are expected to disclose any potential or actual conflict interest to the human resource professional within the organization. Conflict of interest covers a broad range of behaviors; however, this paper will focus on personal conflict of interest which stresses zero tolerance for discrimination and sexual harassment. This alternative approach to workplace romances would requires that an employee may not supervise someone with whom they have a close personal relationship such as anyone in their family, household or someone with whom they have or had a romantic relationship or other close personal relationship. Additionally, if one were to supervise someone even indirectly with whom they had one of the relationships described above, one must disclose the relationship promptly. Any acts of discrimination, sexual harassment or other harassment based on race, color, religion, age, gender, sexual orientation would be addressed under a zero tolerance policy.

Legitimizing Final Causes :: essays research papers

<a href="http://www.geocities.com/vaksam/">Sam Vaknin's Psychology, Philosophy, Economics and Foreign Affairs Web Sites The word "telos" in ancient Greek meant: "goal, target, mission, completion, perfection". The Greeks seem to have associated the attaining of a goal with perfection. Modern scientific thought is much less sanguine about teleology, the belief that causes are preceded by their effects. The idea is less zany than it sounds. It was Aristotle who postulated the existence of four types of causes. It all started with the attempt to differentiate explanatory theories from theories concerning the nature of explanation (and the nature of explanatory theories). To explain is to provoke an understanding in a listener as to why and how something is as it is. Thales, Empedocles and Anaxagoras were mostly concerned with offering explanations to natural phenomena. The very idea that there must be an explanation is revolutionary. We are so used to it that we fail to see its extraordinary nature. Why not assume that everything is precisely as it is because this is how it should be, or because there is no better way (Leibnitz), or because someone designed it this way (religious thought)? Plato carried this revolution further by seeking not only to explain things - but also to construct a systematic, connective epistemology. His Forms and Ideas are (not so primitive) attempts to elucidate the mechanism which we employ to cope with the world of things, on the one hand, and the vessels throu gh which the world impresses itself upon us, on the other hand. Aristotle made this distinction explicit: he said that there is a difference between the chains of causes of effects (what leads to what by way of causation) and the enquiry regarding the very nature of causation and causality. In this text, we will use the word causation in the sense of: "the action of causes that brings on their effects" and causality as: "the relation between causes and their effects". Studying this subtle distinction, Aristotle came across his "four causes". All, according to him, could be employed in explaining the world of natural phenomena. This is his point of departure from modern science. Current science does not admit the possibility of a final cause in action. But, first things first. The formal cause is why a thing is the type of thing that it is. The material cause is the matter in which the formal reason is impressed.

Employee Training and Career Development

â€Å"The biggest job we have is to teach a newly hired employee how to fail intelligently. We have to train him to experiment over and over and to keep on trying and failing until he learns what will work,† (Kettering, 2010). Employee training is important in any job if an employer wants to be sure the job is done correctly. Training can help further an employee’s career because he or she will get better at his or her current job so the employee needs a new challenge. Career development is an employee’s responsibility so if they want to continue in the same company, they must think long-term when they first start. If you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own self-development,† (Tracy, 2010). In this paper the subjects discussed are the role of training in an organization’s development, different employee development methods, relationship between employee development and organizational development, and the role of human resource management in career development. The role of training in an organization development is making the employee a better work for better productivity in the organization. Training involves changing skills, knowledge, attitudes, or behavior. Organizations spend billions of dollars on formal courses and training programs to develop worker’s skills. When organization spends that amount on money, they want to get the most out of their money. An organization wants to make a better employee to help the organization so the company does not want to waste money on training. Typically an organization will test an applicant to see if the skills the organization is looking for match what the applicant holds. An organization will sometimes take an applicant who holds the best matched skills for the job and that way the organization does not have to spend too much money on training. If an applicant holds a degree in human resources, it is not possible for him or her to go out and do the job compared to someone who has been trained in the company so it will take on-the-job training to get their skills up to what the organization needs. Training is a need in any job for an employee who just comes into the job or even when a new program comes out because the employee will need to know how to use the program. Employee development consists of six different methods. Job rotation is a method where employees moved from various jobs in the organization. This helps employees expand their skill, knowledge, and abilities. This can help with broadening an employee’s exposure about what the companies different operations are within the company. This can help with reducing boredom and stimulate development of new ideas. Assistant-to positions are employees with demonstrated potential to work under a successful manager. This type of method work as assistants on special boards, these individuals will perform many duties under supervision. This helps with employees experiencing a wide variety of management activities, and will help with moving them to the next level in their career. Committee assignment allows employees to share in decision making, learn by watching others and investigate specific organizational problems. This is a temporary committee that is assigned to solve a problem in the organization to recommend a solution. These can become permanent positions that can increase the employee’s exposure to other employees in the organization. Lecture courses and seminars revolve around formal instruction. These help acquire knowledge and develop their conceptual and analytical abilities. Through the development of training and technology this type of development is not just offered off-the-job but through distant learning. Simulations are artificial environment that attempts to closely mirror a real problem. Case studies have become popular because these can take real situations that have accrued and attempt to find the right solution that fit the problem. Case studies help develop discussions among the group and help let people defend their reason for finding that solution. Another form of simulations are decision games and role-playing, this puts people in the same place as the problem. When using a computer to decide this decision, they can see what happens with the decision they chose without seeing the reactions of actual people. Role playing lets people act these problems out and deal with people. This lets people put their words to action and find how their actions can affect those around them. This type of development method allows people to simulate the situation, see how deal with certain situations and how the decision chosen can turn out. Outdoor training is the last development method. This method can sometimes be referred to as wilderness or survival training. The importance of this training is work as a team player; it involves some physical and emotional challenges. This helps see how certain employees will handle certain situations and help employees become better leaders. In today’s society most employees do not stand alone because there is usually a team for everything inside an organization. These are the six different employee development methods and the benefits. There are always differences and similarities between employee development and organizational development. Employee development deals with individuals’ on-their-own and organizational development deals with the whole organization as a team. When developing the individual’s and making him or her better for the organization, then the organization needs to be better to deal with the differences in every team member. In an organization there are always changes inside because new employees come in and others leave so the diversity and improvements must be developed. Employee and organization development both work on long-term changes in attitudes and values among the team members. As long as there is open communication between all team members; then most problems can be solved and continuing to develop employee and the organizations developments. Career development is put on individuals themselves. Human resource management use to provide information to assist employees in advancing their work lives. Human resource management would usually give assessment test to see where individuals stood in their career goals. Career development helped organizations attract and retain highly talented personnel. Human resource management no longer in today’s society have a big role in an employee’s own career development, it is left up to the individual. As for my own career I hope to find a job that I enjoy, and can learn new things every day. I do not want to get into a field where it will become boring that is why I choose to go into human resources. I believe that even though you do about the same tasks you are always learning new things in your job and deal with different people for different reasons. I want to own a business but in today’s economy it looks like a long-term plan for now. I want to work for a company that has a large diversity of people. I will continue my education until I run out of things to learn at school or until I find a career that I need to take specific classes to further my career. I know in the past I have worked for a diverse workforce and knew my company would have helped my education had I wanted to do that. An organization has a job of not only developing an employee but also the organization. Employee development and organization development has a benefit of making each team member better, so that team will continue to develop. There is a different role that human resource management plays in career development, but it is put on the employee to find out those options. This paper discussed several subjects about the role in training in an organization, employee development methods and benefits, the relationship between employee development and organizational development, and the role in human resource management in career development.

Lowry’s The Giver

Character isolationism and the struggles surrounding solitude are recurring themes in many great pieces of literature. Lowry’s The Giver is an excellent work of contemporary fiction whose main character, Jonas, struggles with such a burden. In order to properly identify character relationships of isolation, I will compare and contrast The Giver with two other well-known pieces of adolescent literature: The Outsiders by S. E. Hinton and Catcher in the Rye by J. D. Salinger. Jonas, in The Giver, views his hometown as the perfect place, a utopia that is self-contained and free of ruinous element such as conflict, illness, divorce, and inequality. He comes from a loving, demonstrative family unit: father, mother, one brother, one sister. Everyone in his hometown fits this perfectly balanced poster-family mold. It’s a gift-wrapped location to raise a family, or so we are led to believe. His family, as are all families in this utopia-like society, has good communication methods and are supportive of one another. Lowry creates such a background to impact his theme of a protagonist teetering into the realm of isolationism. The author uses the omniscient point of view of Jonas throughout the story. As the reader envisions the story solely through Jonas, we see his family is supposed shares their feelings and emotions when issues arise. It’s almost too perfect. Yet perfection diminishes when we discover, through foreshadowing, that a certain pilot who was in a plane crash was to be â€Å"released from the community. † The speaker’s voice takes the situation lightly, even with a hint of humor—a marker that something is amiss. One of the main themes in The Giver is individuality verses conformity. This parallels Jonas’s struggles with isolationism. Lowry leads us to believe in this utopia. Yet, as Jonas and other children freely choose jobs to increase their own knowledge base, it becomes apparent that the Elders have another purpose for them. The Elder will be choosing what direction their future will go once they are twelve years-old. Later, Jonas shares a provocative dream he had about Fiona. Jonas is pleased with the pleasure his dream brings to him. Lowry wrote, And the nakedness, too. It was against the rules for children or adults to look at another’s nakedness; but the rule did not apply to newchildren or the Old. (p. 30) This statement speaks volumes about the sexual racism and tensions that were prevalent in the society of The Giver which can be compared to the pressures that revolved around the status of wealth in The Outsiders and Catcher in the Rye. The Giver’s protagonist accepts this rule as Lowry responds to the rule against seeing other people naked. Jonas was glad. It was a nuisance to keep oneself covered while changing for games, and the required apology if one had by mistake glimpsed another’s body was always awkward. (p. 30) The author gives us subtle hints of Jonas’s isolation that is to come. He liked the safety here in this warm and quiet room (p 30) According to the Elders ‘touching’ other people outside of one’s immediate family was deemed rude and inappropriate behavior. His mother informs him that he’ll be taking a pill to help him. This is one more way for the Elders to control their youth. In event, this leads to Jonas into isolationism. Jonas begins to feel sad. When Gabe is actually allowed to live with Jonas’s family, the community sets boundaries. Gabe can stay but they are not allowed to become emotionally attached to him. The communities’ means of controlling its people sinks Jonas further into isolation. Jonas speaks with the Chief Elder in chapter eight, bringing to light the impact of his isolation. The Chief Elder says, â€Å"But you will be faced now,† she explained gently, â€Å"with pain of a magnitude that none of us here can comprehend because it’s beyond our experience†¦. So, because the Elders, hid their true motive, children are torn emotionally from what was to be a perfect life. When we consider the novel, The Outsiders by S. E. Hinton we find many parallels with The Giver. Both have themes centered on isolationism and what sort of grave effects it can have on an individual, a family, or a town. There are also contrasting differences in these two novels. Both of w hich will be discussed in detail. The Outsiders is a story of two teenage gangs: the socs and the greasers. This novel is a classic East versus West scenario in a small Oklahoma town in the 1960’s. The soc’s—which is an abbreviation for socials—is a gang of affluent teenage hoodlums that drive fast cars, get the pretty girls, and have the social markings of upper class due to their family’s economic status. The greasers are the gang of teenage boys that come from the lower class, most being raised in broken homes where mom or dad—or sometimes neither parent—is around to provide guidance. One contrasting difference here is the fact that The Giver opens with families living in a utopia-like geographic area where every single family fits the perfect family unit of a father, mother, and two siblings. This family unit is structured with communication skills as well where issues are discussed on a daily basis. There are no racial tension or inequality issues to speak of in The Giver, either. S. E. Hinton, on the other hand, creates a real-life scenario that parallel’s lifestyles in Oklahoma in the 1960’s—which is when the book was written by an actual teenager. Thus, The Outsiders displays how dysfunctional families operate. There is constant conflict among siblings and taunting between the greasers and the socs. Being in a gang instantly offers the teenage-societies an extended family. They trust one another and wound die for each other. The families within the gang understand one another because they can relate to one another’s pain and suffering. Even when they are faced with such constant emotional struggles, physical entanglements, and trouble with law enforcement, the gang members are on the same wave-length and follow one another. In The Giver, the families live in an apparent pristine environment that directly opposes this. The parents and children form proper communication channels by discussing issues at dinnertime. Some of the characters in the Outsiders are lucky if they get dinner every night. Yet, the path of isolationism for Jonas is the genesis for the character’s circumstances. He cannot free himself of this downward spiral, even when he’s placed in such a positive environment. S. E. Hinton, on the other hand, displays characters coming together in the worst of times. Another parallel, in The Outsiders, ties into the issue of separation from family. Here, teens are often led to see things as only right or wrong. But, as we know, circumstances in life are rarely black and white. Too many intricacies are involved when teens are struggling to survive and discover their way to be viewed as simply all-right or all-wrong. The protagonists in both Hinton’s and Lowry’s novel have underlying subplots of youths trying to discover their place in life. Another comparison is the fact that both authors play into the common-knowledge ideal that says, life isn’t fair. Whether life is fair to the soc’s or the greasers is seen differently. The soc’s desire the glamour and status that goes along with their affluent upbringing. The greasers, on the other hand, desire a different image. They don’t want to be associated with the upper crust of society. According to a greaser, the money, clothes, and cars, are the last thing they’d ever view as a priority in life. In fact, they despise them, mainly for how society treats the lower class. However, both gangs are products of a lifestyle where parental upbringing doesn’t show respect to their children because parents are unwilling to listen to the youth’s ideas, desires, and needs. These are the precise components that led to Jonas’s separation from the family unit. In the novel, Catcher in the Rye by J. D. Salinger, we find similar connections in the background of each story. Both novels depict a protagonist coming from an affluent upbringing. Salinger’s novel is set in a post World War II time when the nation was trying to make a financial recovery. Holden goes to a private school and money is of no concern to him, his family, or his immediate peer group. The breadwinner in Catcher in the Rye, Holden’s father, is a corporate attorney that is only interested in money, golf, and fancy toys such as classy cars. Freedom from financial concerns is a comparative attribute for Holden and Jonas. Holden and his father don’t understand one another which can be compared to Jonas and a discussion he has with the Elders in Chapter 20. â€Å"What about you? Do you lie to me, too? † Jonas almost spat the question at The Giver. â€Å"I am empowered to lie. † This grave scene in The Giver brings to light how painful an entire childhood can be. It’s the parents and Elders were not true to their children and thus impacts the life of our protagonist. Holden’s father is also blinded by money and his status as a corporate lawyer. This puts barriers up between him and his son. These barriers are like lying to Holden, causing him harm as he tries to find his place in society. Just as Jonas is the protagonist and narrator, Holden is also the narrator and protagonist of Catcher in the Rye. The impact of the stories theme and character relationships in both stories can be felt on a deeper level when we experience the story solely through the protagonist’s eye. Another contrasting element between the protagonists for S. E. Hinton and J. D. Salinger is how the characters are introduced to the story. It is very clear that Holden is struggling with life. He is 16 years-old with partially gray hair, thin, and out of shape. He smokes cigarettes as well. Jonas, on the other hand, is raised in this Eden-like village where everyone moves through life free of stress and ailments. Furthermore, Holden is an angry teen who is very confused and depressed. He also displays characteristics of bigotry which contrasts Jonas’s lifestyle of equality. Holton, however, is an evil person but he can be kind and even thoughtful which matches the characteristic expectations of the children in The Giver. In fact, almost every person had similar physical features as can be seen in the following citation: Almost every citizen in the community had dark eyes. His parents did, and Lily did, and so did all of his group members and friends (p. 20). Yet a distinction is drawn in Jonas as the author followed the above citation with this: But there are a few exceptions: Jonas, himself, and a female Five who he had noticed the different, lighter eyes. Thus, we are given hints of Jonas’s differences. This contrasts the obvious struggles that are in Holton’s persona. As I looked collectively at the comparisons and contrasting differences between The Giver and the two other novels, I found the likenesses to be more apparent than the differences. Each of the novels under study all had a theme of isolationism. On top of this, the protagonists and most of the minor characters in all the novels were children and young adults who struggled with loss, depression, conflict, and illness. Each story brought the reality of separation and isolationism to light as the youth banded together to overcome obstacles. The stories display how great an impact deceit, control, and lack of compassion can have on individuals growing into adulthood. People can shut down and sink into isolation. The burden of all this can either lead people away from following their dreams—sometimes destroying themselves into a pit of isolation. The strong-willed, however, find a way to learn from these challenging situations and discover ways to help themselves so that they, in turn, can help friends and loved ones.

Business Ethics Current Event Example

Business Ethics Current Event Example Business Ethics Current Event – Article Example Business Ethics Current Event Fraud’s Triangle of motivation communicates an unshareable need, which arises withinan individual’s life. It has been argued that this one of the areas of the Fraud’s triangle that an organization has least, if any, control over as well as being the most difficult to access and offer. This need can arise from a wide range of things from ordinary and common life issues to ones that are more nefarious. With increases in that need in an individual, the risk of the person acting in contrary to an organizations policies and code of ethics also increases. The problem with the motivation factor in the Fraud’s triangle results from the need perceived by employees as being unshareable. In recent times, such things as changes in finance terms can cause embarrassment and prevent an employee from sharing their hardships with their employers. There are varieties of things that can motivate people to violate ethics policies or commit fraud. Such include, a corporate controller taking part in an extra-marital affair, sales representatives being affected and infected with AIDS, sales person being addicted to heroin and a chief operating officer being blackmailed among others. Depending on the laws as well as policies within an organization, email and internet use could be monitored, which could bring issues that could affect a person’s motivation. Another way that motivation factors can be monitored is through those employees with supervisory responsibilities receiving training about the Fraud Triangle. This helps raise supervisory awareness for the commitment of fraud for an organization to address the problem. Consideration of the Fraud Triangle’s motivation factor is also important in helping an organization prioritize identified compliance risks. Work citedHanson, John. Incorporating the Fraud Triangle into Compliance Risk Assessments: The â€Å"Motivation† Factor. Retrieved on 21st April 2012 f rom corporatecomplianceinsights.com/incorporating-the-fraud-triangle-into-compliance-risk-assessments-the-motivation-factor/. Print.

The challenges nurses are facing with nursing informatics Essay

The challenges nurses are facing with nursing informatics - Essay Example According to Ball (303), Informatics thus refers to the process of modification of a discipline by combining information as well as knowledge to its discipline. In fact, it is an acknowledged specialty for nurses who are registered, but it poses several challenges to the profession of nursing. Nurses have experienced other problems as a result of the innovations in means of communication, improved transport systems as well as the created global economies. This has compelled the nurse to accept the universal perception of health policies, which has led to the changing roles of the nurses, as they have had to incorporate the global phenomena into the primary health care system.The use of technology has been the greatest challenge that the nurses have had to face. They have had to use computers in health caregiving, administration duties as well as in education and research (Ericksen, 1). Basically, informatics is incorporated in every task of a nurse. All these challenges facing the nu rsing profession are caused by advancements in technology, reforms in the healthcare sector, too much workload and little number of professional nurses as well as the increased lifespan of the patients.This is because research has shown that the number of healthcare providers has always been less than that of the health seekers. Technology, therefore, becomes the only solution to this growing burden. Nurses must be kept abreast with the all the advances in technology to enhance the quality as well as the price of care given to patients.

A comparison of Still Lifes by Paul Cezanne and Francisco de Zurbran Essay

A comparison of Still Lifes by Paul Cezanne and Francisco de Zurbran - Essay Example Most impressionist paintings were done out of doors, many depicting scenes from everyday life, often with several figures and using bright, vibrant colors, and without any emphasis upon exact details. This is more unusually is an indoor scene and a still life, but there are still the bright colors and the lack of exact detail. It is exactly what it was meant to be – an impression of a kitchen scene. The items are very casually laid out, on what appears to be a kitchen table, almost with the appearance of being thrown down, and the background looks as if the artist has used it to clean his brushes, including as it does tiny amounts of many different colors, yet at the same time the viewer is able to distinguish exactly just what is being depicted as clearly as in the much more formal and realistic work earlier work by Zurbà ¡ran. Impressionism was not abstract art.