abstract: The following study is about the importance of including global art and art history in a bilingual/bicultural art classroom. The study was performed with twelve Navajo art students in a predominately Navajo high school located in a small urban town off the Navajo Reservation. Navajo students selected traditional and contemporary artworks they were curious to learn more about from four global cultures, familiar (Navajo and European) and unfamiliar (Maori and Benin). They also responded to art criticism questions and identified reasons they were curious about the artworks they selected. Students were curious about familiar (Navajo and European) artworks more than unfamiliar artworks (Maori and Benin). Of all student responses, 69% focused on the artwork selected; 16% focused on meaning and expression, and 15% focused on the artist. This study concludes by suggesting that there should be a middle ground about what to teach to Navajo children. I suggest that art education should include other cultural information within the Navajo philosophy of education. / Dissertation/Thesis / Masters Thesis Art 2015

Successful product design focuses on design principles that are relevant to a target market. Consequently, the better these principles are understood and used, the higher the likelihood that resulting products will be well-received in that market. This thesis presents a method for extracting market-specific design principles for any market. The method employs user/designer-described characteristics of products within a market to extract the design principles specific to that market. The method generalizes the product characteristics, seeks to discover design decisions that could have resulted in those characteristics, and then extracts the underlying design principles. To demonstrate the ability of the method to extract such principles, the method is applied to two disparate markets; (i) best-selling products in the US, and (ii) products created for the developing world. The two sets of resulting principles are compared and shown to be market-specific. The author conclude that the method indeed results in market-specific principles that can be used to guide design activities.

yes / Faces are highly complex stimuli that contain a host of information. Such complexity poses the following questions: (a) do observers exhibit preferences for specific information? (b) how does sensitivity to individual face parts compare? These questions were addressed by quantifying sensitivity to different face features. Discrimination thresholds were determined for synthetic faces under the following conditions: (i) ‘full face’: all face features visible; (ii) ‘isolated feature’: single feature presented in isolation; (iii) ‘embedded feature’: all features visible, but only one feature modified. Mean threshold elevations for isolated features, relative to full-faces, were 0.84x, 1.08, 2.12, 3.34, 4.07 and 4.47 for head-shape, hairline, nose, mouth, eyes and eyebrows respectively. Hence, when two full faces can be discriminated at threshold, the difference between the eyes is about four times less than what is required when discriminating between isolated eyes. In all cases, sensitivity was higher when features were presented in isolation than when they were embedded within a face context (threshold elevations of 0.94x, 1.74, 2.67, 2.90, 5.94 and 9.94). This reveals a specific pattern of sensitivity to face information. Observers are between two and four times more sensitive to external than internal features. The pattern for internal features (higher sensitivity for the nose, compared to mouth, eyes and eyebrows) is consistent with lower sensitivity for those parts affected by facial dynamics (e.g. facial expressions). That isolated features are easier to discriminate than embedded features supports a holistic face processing mechanism which impedes extraction of information about individual features from full faces.

Designing the Unfamiliar is a master thesis project that explores how design practice would be able to adapt towards the necessary changes regarding artefacts and how long of a leap design could take in the notion of unfamiliarity. This is done by focusing on water consumption with connection to the climate and ecological emergency, and artefacts such as water distribution systems, and how the individual interacts with the unfamiliarity in both aesthetics and use. The report contains three parts that go through the different processes of the project. The first part of the report starts with an introduction to the project, the background, and where it began. How we, humans, have become familiar with our way of life as we know it and all the materialistic artefacts surrounding us. By analyzing how design practices would be able to alter the way of working towards a sustainable future, the individual must be able to get used to the unfamiliar changes necessary in the process. This continues as an exploration of design practices that are artefact-aimed combined with how individuals might interact and accept the changes in products. While analyzing the climate and ecological emergency, the result of our impact, and climate change, especially water scarcity, there is an exploration of what kind of water distributive systems are on the market now and how design is currently aimed towards sustainable alterations. By speculating on alternative water systems and comparing what is already on the market there is a way of researching how people would react to radical changes in artefacts, not only the artefact supplying the water but also the use of it. To be able to explore how design practices will adapt toward necessary changes regarding artefacts, there is a need to explore how the individual will react to the unfamiliarity of change. This leads to a deep dive into the unfamiliarity section, where exposure to the unfamiliar disrupts the comfort of the familiar. With speculation, reaching out to individuals, exploring behavior, and with the uncertainty of how it affects humans on a psychological level there is a question on the possible positive or negative impacts on changes that humans experience. The second part of the report is the design process of the project, where the chain reaction towards change is explored by looking at the supply and demand and how individuals would have to become comfortable enough to either purchase something that is to them, unfamiliar, or to change the ways of using artefacts. This means that becoming aware of one's actions and positively altering the interactions would eventually lead the unfamiliar to become familiar. This is done by engaging with people and asking them questions to establish what people think of the unfamiliar and how or why they choose to interact, or not, with it. By alternative approaches, a set of illustrated prototype challenges are explained. Where individuals, both adults and children, pieces of knowledge, choices, and actions are meant to be tested. During the design process, a conceptual intervention is explored where speculative futuristic water distributive systems are displayed for interaction purposes. This combined with the challenges previously mentioned and gathering of perception of behavior, comments, and notes from the chosen target group.  The third part of the report is an interpretation of the whole process, both the evaluation of the project, a description of the process, to critically evaluate, the result, and a discussion of the author’s thoughts.

As propriedades rurais brasileiras evoluíram muito nas últimas décadas, obrigando os agricultores a melhorarem sua gestão. Se em diversas áreas da empresa os proprietários rurais conseguiram desenvolver seu negócio, na gestão de pessoas esses ainda possuem vasto espaço para melhorias. Isso tem causado graves problemas, tais como: dificuldade de retenção de pessoas qualificadas, prejuízos na produção e custo elevado de manutenção de máquinas e equipamentos. Tendo isso em vista, o presente estudo visa a identificar os fatores relevantes para retenção de mão de obra rural qualificada nas empresas agrícolas patronais e que utilizam tecnologias avançadas de modo que essas possam melhorar sua gestão de pessoas. Para atingir o objetivo proposto foram aplicados questionários quantitativos com produtores rurais patronais que possuem tecnologias avançadas e com técnicos agrícolas do Rio Grande do Sul. Enquanto os primeiros expressam a perspectiva dos gestores rurais, os segundos representam o tipo de mão de obra demandado pelas empresas rurais. Constatou-se que, segundo os agricultores, para um funcionário ser bem sucedido e permanecer na empresa ele deve, principalmente, ser honesto, ter comprometimento, ter responsabilidade, buscar conhecimento e ser proativo. Esse sujeito da pesquisa considera também que os técnicos agrícolas são mais aptos para trabalhar no meio rural do que os demais funcionários rurais. A grande maioria dos técnicos agrícolas está mais satisfeita trabalhando no meio rural e prefere trabalhar nesse ambiente, contudo quase metade deles prefere residir no urbano. Verificou-se que os agricultores possuem perspectivas muito diferentes dos técnicos agrícolas quanto a maioria dos fatores que podem ou não reter funcionários rurais, principalmente, ao avaliar sua propriedade, já que os agricultores avaliaram essas de forma mais positiva em quase todos os fatores em relação aos técnicos agrícolas. Os três fatores com maior diferença foram valor de o salário recebido ser condizente com a qualificação de cada funcionário, superiores serem capazes de gerir a empresa e funcionários receberem recompensas por desempenho individual; esses representam fatores os quais foram muito bem avaliados pelos produtores rurais e mal avaliados pelos técnicos agrícolas. Com base nos resultados, os produtores não somente sabem que precisam melhorar sua gestão de pessoas, mas também estão cientes de quais são exatamente os fatores que precisam ser repensados e melhorados para que consigam reter a nova mão de obra que tanto necessitam. / Brazilian rural properties’ have evolved significantly in recent decades, forcing farmers to improve their management. Landowners have developed its business in many areas but still have a large room for improvement regarding people management. This has caused serious problems, such as difficulty in retaining qualified people, losses in production and high maintenance costs of machinery and equipment. Therefore, the present study aims to identify the relevant factors for retaining skilled rural labor in unfamiliar agricultural business that uses advanced Technologies so they can improve the workforce management. To achieve this purpose, quantitative questionnaires were applied with rural producers that use advanced Technologies and agricultural technicians from Rio Grande do Sul. As the first express the perspective of rural managers, the latter represent the type of labour demanded by rural businesses. It was found that according to the farmers, for an employee to be successful and stay in business, he should mainly be honest, have commitment, take responsibility, seek knowledge and be proactive. They also believe that agricultural technicians are more suitable to work in rural areas than other rural workers. The vast majority of agricultural technicians are more satisfied working in rural areas and prefer to work in that environment, yet almost half of them prefer to live in urban areas. It was also found out that farmers and agricultural technicians have a very different perspective regarding what may or may not retain rural workers, mainly when assessing property, as farmers evaluated these more positively in almost all factors than the agricultural technicians. As an example, the three factors with the greatest difference were if the wage received is consistent with the qualifications of each employee, if the superior is able to manage the company and if employees receive rewards for individual performance; these represent factors which were very well evaluated by farmers and poorly assessed by agricultural technicians. The main conclusion is that after this research producers not only know they need to improve their people management, but are also aware of exactly which factors need to be rethought and improved so that they can hold the workforce they need.

This document provides a resource for Franz Liszt's unfamiliar piano work, the Grosses Konzertsolo and his subsequent rearrangement of the work for two pianos entitled Concerto pathetique. The Introduction places the work in its historical context as a precursor to the great Sonata in B minor and discusses possible reasons for its various revisions. Chapter One details Liszt's productive years from 1849-1853 in Weimar and selected keyboard works from this period which are closely related to the Grosses Konzertsolo. Chapter Two provides information on Liszt's first published piano works and his experiments with form, as well as a comparison of the Grosses Konzertsolo with the Sonata in B minor, in terms of motivic and thematic development. Technical issues and obstacles to performance are also addressed. Chapter Three compares the Concerto pathetique with the Grosses Konzertsolo showing how Liszt's rearrangement becomes more practical as well as effective. Chapter Four discusses Hans von Bulow's version of the Concerto pathetique and includes a brief biography.

Formal education is primarily based upon learning about space through static two-dimensional representations, while landscape architecture responds to the ever-changing spatial and temporal conditions of the material world. The film medium, with its illusion of movement and three-dimensionality, offers an easily accessible antidote to this conundrum. Although cinematic settings are often constructed to promote a particular narrative rather than emulate physical reality, these filmic worlds trigger powerful imagery which overwhelms the lived experience of space. Through the analysis of three seminal films by director Alfred Hitchcock – Rear Window, North by Northwest and The Birds – this project represents an endeavour to deconstruct the haunting filmic atmospheres which transformed my perceptions of three familiar landscapes. Through the use of drawing and composite graphics, I have sought to understand this cinematic ostranenie – or defamiliarization – of the everyday and its underlying creative potential for the realm of landscape architecture.

Formal education is primarily based upon learning about space through static two-dimensional representations, while landscape architecture responds to the ever-changing spatial and temporal conditions of the material world. The film medium, with its illusion of movement and three-dimensionality, offers an easily accessible antidote to this conundrum. Although cinematic settings are often constructed to promote a particular narrative rather than emulate physical reality, these filmic worlds trigger powerful imagery which overwhelms the lived experience of space. Through the analysis of three seminal films by director Alfred Hitchcock – Rear Window, North by Northwest and The Birds – this project represents an endeavour to deconstruct the haunting filmic atmospheres which transformed my perceptions of three familiar landscapes. Through the use of drawing and composite graphics, I have sought to understand this cinematic ostranenie – or defamiliarization – of the everyday and its underlying creative potential for the realm of landscape architecture.

As propriedades rurais brasileiras evoluíram muito nas últimas décadas, obrigando os agricultores a melhorarem sua gestão. Se em diversas áreas da empresa os proprietários rurais conseguiram desenvolver seu negócio, na gestão de pessoas esses ainda possuem vasto espaço para melhorias. Isso tem causado graves problemas, tais como: dificuldade de retenção de pessoas qualificadas, prejuízos na produção e custo elevado de manutenção de máquinas e equipamentos. Tendo isso em vista, o presente estudo visa a identificar os fatores relevantes para retenção de mão de obra rural qualificada nas empresas agrícolas patronais e que utilizam tecnologias avançadas de modo que essas possam melhorar sua gestão de pessoas. Para atingir o objetivo proposto foram aplicados questionários quantitativos com produtores rurais patronais que possuem tecnologias avançadas e com técnicos agrícolas do Rio Grande do Sul. Enquanto os primeiros expressam a perspectiva dos gestores rurais, os segundos representam o tipo de mão de obra demandado pelas empresas rurais. Constatou-se que, segundo os agricultores, para um funcionário ser bem sucedido e permanecer na empresa ele deve, principalmente, ser honesto, ter comprometimento, ter responsabilidade, buscar conhecimento e ser proativo. Esse sujeito da pesquisa considera também que os técnicos agrícolas são mais aptos para trabalhar no meio rural do que os demais funcionários rurais. A grande maioria dos técnicos agrícolas está mais satisfeita trabalhando no meio rural e prefere trabalhar nesse ambiente, contudo quase metade deles prefere residir no urbano. Verificou-se que os agricultores possuem perspectivas muito diferentes dos técnicos agrícolas quanto a maioria dos fatores que podem ou não reter funcionários rurais, principalmente, ao avaliar sua propriedade, já que os agricultores avaliaram essas de forma mais positiva em quase todos os fatores em relação aos técnicos agrícolas. Os três fatores com maior diferença foram valor de o salário recebido ser condizente com a qualificação de cada funcionário, superiores serem capazes de gerir a empresa e funcionários receberem recompensas por desempenho individual; esses representam fatores os quais foram muito bem avaliados pelos produtores rurais e mal avaliados pelos técnicos agrícolas. Com base nos resultados, os produtores não somente sabem que precisam melhorar sua gestão de pessoas, mas também estão cientes de quais são exatamente os fatores que precisam ser repensados e melhorados para que consigam reter a nova mão de obra que tanto necessitam. / Brazilian rural properties’ have evolved significantly in recent decades, forcing farmers to improve their management. Landowners have developed its business in many areas but still have a large room for improvement regarding people management. This has caused serious problems, such as difficulty in retaining qualified people, losses in production and high maintenance costs of machinery and equipment. Therefore, the present study aims to identify the relevant factors for retaining skilled rural labor in unfamiliar agricultural business that uses advanced Technologies so they can improve the workforce management. To achieve this purpose, quantitative questionnaires were applied with rural producers that use advanced Technologies and agricultural technicians from Rio Grande do Sul. As the first express the perspective of rural managers, the latter represent the type of labour demanded by rural businesses. It was found that according to the farmers, for an employee to be successful and stay in business, he should mainly be honest, have commitment, take responsibility, seek knowledge and be proactive. They also believe that agricultural technicians are more suitable to work in rural areas than other rural workers. The vast majority of agricultural technicians are more satisfied working in rural areas and prefer to work in that environment, yet almost half of them prefer to live in urban areas. It was also found out that farmers and agricultural technicians have a very different perspective regarding what may or may not retain rural workers, mainly when assessing property, as farmers evaluated these more positively in almost all factors than the agricultural technicians. As an example, the three factors with the greatest difference were if the wage received is consistent with the qualifications of each employee, if the superior is able to manage the company and if employees receive rewards for individual performance; these represent factors which were very well evaluated by farmers and poorly assessed by agricultural technicians. The main conclusion is that after this research producers not only know they need to improve their people management, but are also aware of exactly which factors need to be rethought and improved so that they can hold the workforce they need.

As propriedades rurais brasileiras evoluíram muito nas últimas décadas, obrigando os agricultores a melhorarem sua gestão. Se em diversas áreas da empresa os proprietários rurais conseguiram desenvolver seu negócio, na gestão de pessoas esses ainda possuem vasto espaço para melhorias. Isso tem causado graves problemas, tais como: dificuldade de retenção de pessoas qualificadas, prejuízos na produção e custo elevado de manutenção de máquinas e equipamentos. Tendo isso em vista, o presente estudo visa a identificar os fatores relevantes para retenção de mão de obra rural qualificada nas empresas agrícolas patronais e que utilizam tecnologias avançadas de modo que essas possam melhorar sua gestão de pessoas. Para atingir o objetivo proposto foram aplicados questionários quantitativos com produtores rurais patronais que possuem tecnologias avançadas e com técnicos agrícolas do Rio Grande do Sul. Enquanto os primeiros expressam a perspectiva dos gestores rurais, os segundos representam o tipo de mão de obra demandado pelas empresas rurais. Constatou-se que, segundo os agricultores, para um funcionário ser bem sucedido e permanecer na empresa ele deve, principalmente, ser honesto, ter comprometimento, ter responsabilidade, buscar conhecimento e ser proativo. Esse sujeito da pesquisa considera também que os técnicos agrícolas são mais aptos para trabalhar no meio rural do que os demais funcionários rurais. A grande maioria dos técnicos agrícolas está mais satisfeita trabalhando no meio rural e prefere trabalhar nesse ambiente, contudo quase metade deles prefere residir no urbano. Verificou-se que os agricultores possuem perspectivas muito diferentes dos técnicos agrícolas quanto a maioria dos fatores que podem ou não reter funcionários rurais, principalmente, ao avaliar sua propriedade, já que os agricultores avaliaram essas de forma mais positiva em quase todos os fatores em relação aos técnicos agrícolas. Os três fatores com maior diferença foram valor de o salário recebido ser condizente com a qualificação de cada funcionário, superiores serem capazes de gerir a empresa e funcionários receberem recompensas por desempenho individual; esses representam fatores os quais foram muito bem avaliados pelos produtores rurais e mal avaliados pelos técnicos agrícolas. Com base nos resultados, os produtores não somente sabem que precisam melhorar sua gestão de pessoas, mas também estão cientes de quais são exatamente os fatores que precisam ser repensados e melhorados para que consigam reter a nova mão de obra que tanto necessitam. / Brazilian rural properties’ have evolved significantly in recent decades, forcing farmers to improve their management. Landowners have developed its business in many areas but still have a large room for improvement regarding people management. This has caused serious problems, such as difficulty in retaining qualified people, losses in production and high maintenance costs of machinery and equipment. Therefore, the present study aims to identify the relevant factors for retaining skilled rural labor in unfamiliar agricultural business that uses advanced Technologies so they can improve the workforce management. To achieve this purpose, quantitative questionnaires were applied with rural producers that use advanced Technologies and agricultural technicians from Rio Grande do Sul. As the first express the perspective of rural managers, the latter represent the type of labour demanded by rural businesses. It was found that according to the farmers, for an employee to be successful and stay in business, he should mainly be honest, have commitment, take responsibility, seek knowledge and be proactive. They also believe that agricultural technicians are more suitable to work in rural areas than other rural workers. The vast majority of agricultural technicians are more satisfied working in rural areas and prefer to work in that environment, yet almost half of them prefer to live in urban areas. It was also found out that farmers and agricultural technicians have a very different perspective regarding what may or may not retain rural workers, mainly when assessing property, as farmers evaluated these more positively in almost all factors than the agricultural technicians. As an example, the three factors with the greatest difference were if the wage received is consistent with the qualifications of each employee, if the superior is able to manage the company and if employees receive rewards for individual performance; these represent factors which were very well evaluated by farmers and poorly assessed by agricultural technicians. The main conclusion is that after this research producers not only know they need to improve their people management, but are also aware of exactly which factors need to be rethought and improved so that they can hold the workforce they need.