My Criteria For Choosing Movies essays

My Criteria For Choosing Movies essays With the presumption that whatever you view becomes you, and my fathers constant admonishing that everything I do has to eventually lead me to heaven, my criteria for choosing a film to watch has been stricter than most. To illustrate what I mean, most films last between an hour and a half and two hours, time which can be spent doing something far more productive and worthwhile. Also, films, many times, have the power to persuade and, in some instances, change a persons perception of life and reality. Now, that can be good or bad. To sum it all up, my general yardstick for measuring films is that films have to do more than just while away my time for them to be worth watching. In fact, I give them the responsibility to teach me truths about the world, truths of which I would otherwise be ignorant, whether it has to do with plants, animals, history, astronomy, politics or human relations. Following up on that yardstick, I eventually came up with a set of criteria for choosing a particular film over another. Since my first contact with most newly released films, more often than not, occurs when I first see its trailer on television, what I learn about the film from the trailer is my very first criterion for choosing a film to watch. In watching a trailer, I examine many factors, the genre, the content, and the rating being the factors I examine most often. At the beginning of a trailer the rating of the film is stated. This is probably the most crucial factor in my decision to watch or not to watch that particular film, a film rated G being more desirable than one with an R rating. If a movie was rated R, unless it was totally appalling, I might continue to watch the trailer, but dont count on seeing me at the theatre or the video store renting it. Unlike the R rated film which receives outright rejection, a film with a PG-13 rating or below would be subject to further scrutiny. ...

The Dinosaurs of Flaming Cliffs

The Dinosaurs of Flaming Cliffs Location Mongolia Date of Fossil Sediments Late Cretaceous (85 million years ago) Dinosaurs Discovered Protoceratops, Oviraptor, Velociraptor, Therizinosaurus About the Flaming Cliffs Formation Not all parts of the world had substantially different climates 85 million years ago than they do today. During the late Cretaceous period, for example, Antarctica was much more temperate than it is now, but Mongolias Gobi Desert seems to have been as hot, dry and brutal as its always been. We know this from the fact that so many of the dinosaur fossils unearthed at the Flaming Cliffs formation appear to have been buried in sudden sandstorms, and that very few large dinosaurs (which would have needed equally large amounts of vegetation to survive) lived here. Flaming Cliffs was explored in 1922 by the buccaneering explorer Roy Chapman Andrews, who made one of paleontologys enduring mistakes when he accused Oviraptor of stealing eggs belonging to Protoceratops (it was determined, decades later, that the Oviraptor specimen had been guarding its own eggs). This site is also close to the region where researchers unearthed the tangled remains of a Protoceratops and a Velociraptor, which appear to have been locked in a death struggle at the time of their sudden demise. When dinosaurs died at Flaming Cliffs, they died quickly: burial by fierce sandstorms is the only way to account for the discovery of this dinosaur pair (as well as numerous, near-complete Protoceratops skeletons found standing in the upright position). One of the things that makes Flaming Cliffs such a romantic fossil destination is its utter remoteness, geographically speaking, from any nearby outposts of civilization; the most densely inhabited regions of China are at least a thousand miles away. When Andrews made his historic trip a century ago, he had to take along provisions worthy of a polar expedition, including a large team of local guides mounted on horseback, and he set off in a blizzard of press coverage and popular adulation (in fact, Andrews was at least partly the inspiration for Harrison Fords character in the Indiana Jones movies.) Today, this region of Mongolia is a bit more accessible to devoted paleontologists, but still not a place the average family would choose to go on vacation. Some of the other dinosaurs discovered at Flaming Cliffs (beside the famous ones related above) include the long-armed Deinocheirus (now identified as a bird mimic dinosaur, along with its Mongolian contemporary Gallimimus), the tyrannosaurs Alioramus and Tarbosaurus, and the bizarre, shaggy Therizinosaurus.

Performance of Deerfield Massacre Research Paper

Performance of Deerfield Massacre - Research Paper Example When the army led by France attacked Deerfield in the evening of 29 February 1704, (Haefeli, Sweeney) villagers were busy in their day to day chaos; they had not even a single hint of what is going to happen. But that happened. Â  You can give any name for this; a natural calamity, a mass murder or a conspiracy. Present day America consider this day in the history to be erased and some take it as an example for not to repeat the same. Â  Really it has to be like that, and should not take the incident personally. There is no doubt that the war was between British and French; (Borneman) but the victims were the Common Americans only; killing them locked inside a palisade (Melvoin) was a very cruel human act. Â  That was because of the disunity among the Americans, the outsiders captured and attacked innocent locals once and again and end up in a terrible massacre. Hope such will never repeat in America and world as a whole

Assignment Coursework Example | Topics and Well Written Essays - 250 words

Assignment - Coursework Example A three-step test was established to determine whether Meiorin encountered direct discrimination or adverse effects of discrimination in her lay-off. The test is designed that determine if on balance of probabilities, prima facie discriminatory is a bona fide occupational requirement (Catano, 2010). First, the arbitrator must have established that aerobic standard is rationally connected to job performance. In this case, the research conducted in establishing the aerobic standards were not substantive since they were descriptive and failed to distinguish between male subjects and female subject (Catano, 2010). Second, the arbitrator should have established that the forest service established the aerobic standard in honest and good faith and was essential for the performance of the job. The government honesty in establishing the standard is not disputed since there was no intention to discriminate Ms Meiorin (Catano, 2010). Third, the arbitrator should have established if the standard is reasonably necessary for the accomplishment of the work-related purposes. This means that it will be impossible to accommodate any individual employee sharing similar characteristics as Meiorin without imposing unnecessary hardship to the forest service (Catano, 2010). In this case, the arbitrator should have established that Meiorin posed significant safety risks to herself and the public. In Meiorin, it is clear that she could have performed her duties efficiently without posing significant risks to herself or the public even without meeting the aerobic standard 9 Catano, 2010). The Supreme Court observed that individual testing of Ms Meiorin did not constitute discrimination, but the government had failed in establishing that the aerobic standard is a minimal requirement to efficiently perform the duties of a firefighter. Aerobic discrimination was a prima facie discrimination and Ms

Women and development Essay Example | Topics and Well Written Essays - 750 words

Women and development - Essay Example This is mostly the case in African countries and countries of the Middle East. Unlike their American counterparts, most women in African countries and the Middle East face difficulties and are subjected to victimization by men. This paper seeks to compare women’s economic conditions in an undeveloped society in Africa with the conditions in America. Some of the aspects that the paper will explore include education, economic conditions, family structure, as well as health. In addition, the paper will give an explanation of the factors that contribute to the differences between the two cultures. There exist differences between the levels of women empowerment in both the United States and Africa. The economic conditions of women in most African countries are based on involvement in agriculture. In sub-Saharan Africa, for example, the involvement of women in the economic activities is based on informal labor. Women in sub-Saharan Africa can be regarded as guardians to their childr en and are the sole providers of the children’s material needs. Women are expected to cater for their children in terms of food, health needs, as well as education needs. This burdens women, and they cannot be said to have benefitted from the numerous advancements in technology with regard to the improvement in machinery used in agriculture (Nallari, 2012). On the other hand, women in the American society can pride themselves of improved economic conditions. For example, in the United States, women economic conditions can be termed as better than the economic conditions of women in Sub-Saharan Africa. American women have an opportunity to gain employment in formal work settings where they receive competitive salaries, just like their male colleagues. American women do not have to bear the burden of child rearing since they have high salaries, which they can use to cater for all the needs of their children. This explains why women play a key role in the economic development of America. Compared to women in Sub-Saharan Africa, American women do not experience poverty. Women from sub-Saharan Africa are subjected to poverty since their ascension up the social ladder is hindered by men. Sub-Saharan Africa women have to do household chores and also engage in meaningful employment in order to provide for their families (Thompson, 2013). In terms of education, women do not get equal opportunities like men in Sub-Saharan Africa, and this has hindered women from career advancement. While the boy child is highly regarded, the girl child is only allowed to gain basic education and their efforts to get higher education are threatened by men. For example, few women have outstanding academic credentials since they cannot access university education (Fallon, 2008). On the contrary, women in America have an opportunity to study with a lot of ease and get as many academic degrees as they want. This is an advantage to women since with academic credentials they can gain em ployment in reputable organizations and improve their status (Thompson, 2013). With little education, women cannot take advantage of numerous job opportunities that present themselves as compared to men. Since high income jobs are a preserve of the well educated, the governments in Sub-Saharan Africa have to the realization that women should also be accorded equal education rights with men. In the recent past, women empowerment has taken center stage in Sub-Saharan Africa as a result of which the society has been challenged to educate the girl child. Consequently, the girl child has started experiencing success in life since education is a regarded as key to a better life in the contemporary world (Mikell,

How a good team working ethos

How a good team working ethos How A Good Team Working Ethos On A Project Can Be Developed With Particular Reference To Equality At Work Introduction And Executive Summary This report is intended to explain how we, as a company, will develop a good team working ethos on a project, with particular reference to equality at work. This report has been prepared on request of the client as part of the prequalification exercise and outlines our proposals, and informs of any legal obligations and relevant legislation that the client should be made aware of. A good team working ethos equates to a positive characteristic attitude of a group of people towards what constitutes moral working practice.   Achieving equality at work will involve all persons associated with an organisation being considered on a par with one another, by themselves and others. As a company we are a well established leading provider of project management services, with an excellent track record for successfully managing a range of exciting projects, all of which which ha haveve satisfied all of our clients needs.   Our diversified team of staff is comprised of extensively qualified full-time and part-time project managers from a variety of backgrounds.   Our project managers are all provided with continuing professional development training, equipping them all with highly developed communication, consultation and conflict resolution skills.   Every member of our team are required to undergo extensive internal training so that they fully understand our company ethos.   The main principles of our company ethos include: complying with the laws enforced wherever we operate , and to be sensitive to local customs and traditions; to conduct all our business and make all our decisions within a clear ethical framework; to maintain safe and healthy working environments; to create, develop and sustain strong and long lasting relationships with our clients; to achieve a thorough understanding of our clients aims and needs; to contribute positively to the communities in which we work; and to operate sus tainably in all that we do. Every member of our team is also required to undergo extensive internal training so that they fully understand our equal opportunities policy.   The main principles of our equal opportunities policy include: creating a safe, healthy, challenging, rewarding, participative and fair working environment for all our staff; and ensuring the utilisation of the full talents and skills of all our staff through effective selection, training and development. The purpose of this policy is to provide a framework within which our services can be provided in a fair, appropriate manner to meet the needs of our team and clients, and meet our legal obligations in relation to all forms of discrimination. As a company we are devoted to ensuring that our clients receive a professionally delivered service that satisfies all of their needs.   As a part of our service we are primarily concerned with keeping the clients best interests in mind and safe guarding them from any legal implications.   All of our staff are familiar with and have a current knowledge of all aspects of relevant legislative documentation related to the working environment.   Legislation that all of our clients should be aware of includes:   Health and Safety at Work etc Act 1974 Workplace (Health, Safety Welfare) Regulations 1992 The Management of Health and Safety at Work Regulations 1999 Sex Discrimination Act 1975 Disability Discrimination Act 1995 Disability Discrimination Act 2005 The Sex Discrimination Act (Gender Reassignment) Regulations 1999 Race Relations Act 1976 Employment Equality (Religion or Belief) Regulations 2003 Employment Equality (Sexual Orientation) Regulations 2003 Employment Equality (Age) Regulations 2006 We are recognised as an Investor in People organisation, and so fully comply with all aspects of the Investors in People framework. The framework set out by Investors in People UK addresses health and well being, equality and diversity in the workplace and literacy, language and numeracy.   All of our staff are familiar with every aspect of the Investors in People framework and are accustomed to sharing their knowledge of the subject with clients and other professionals, in an effort to create a fair and agreeable environment in which to work and to improve business performance.   To get the best work out of our employees and to maintain a good team working ethos our staff are trained, when working in a team leader capacity, to follow team members advice, listen to their suggestions and grant reasonable requests; provide motivation to members of the team and eliminate issues that are slowing the team down; remind team members of their roles and encourage them to share skills; regularly remind team members of the project goals and keep them up to date with the progress of the project; and to hold regular meetings to evaluate the overall team performance. To ensure effective teamwork on projects our staff are also trained, when working as part of a team, to invest trust in other members of the team, engage in healthy conflict, commit themselves to project based tasks, hold themselves and one another accountable, focus on collective results, regularly engage in communication, and maintain moral and ethical conduct at all times. As a company we believe that everyone has the right to be treated fairly and equally at work and be free of discrimination in employment.   All of our staff, regardless of employment status, are subject to extensive training to educate them about their rights as employees and the rights of their colleagues.   As employers we are committed to protecting people from unequal treatment in recruitment and job advertising, pay and benefits, terms and conditions at work, promotion and training, dismissal, redundancy and retirement. As a company we endeavour to ensure that we deliver a good team working ethos on all projects we undertake, with particular attention paid to ensuring equality at work.   Should we be successful in our tender, we assure you that we will do everything within our power to ensure that the experience and continued working experience of working with yourselves is an enjoyable and prosperous one. 1 .0  Ã‚   Introduction This report is intended to explain how we, as a company, will develop a good team working ethos on a project, with particular reference to equality at work. This report has been prepared on request of the client as part of the prequalification exercise and outlines our proposals, and informs of any legal obligations and relevant legislation that the client should be made aware of. A Good Team Working Ethos With Particular Reference To Equality At Work An ethic, by definition (MSN Encarta Dictionary, 2009)[1], is a system of moral standards or principles†, which is derived from the word ethos, which is in turn the fundamental and distinctive character of a group, social context, or period of time, typically expressed in attitudes, habits and beliefs† (MSN Encarta Dictionary,2009)[1]. This suggests that a good team working ethos will equate to a positive characteristic attitude of a group of people towards what constitutes moral working practice.   Good team working ethos requires the individuals within tha t team to have the same level of ethical standards. Equality, by definition (MSN Encarta Dictionary, 2009)[1], is having rights, treatment, quantity or value equal to all others in a specific group†.   This suggests that achieving equality at work will involve all persons associated with an organisation being considered on a par with one another, by themselves and others. Company Profile As a company we are a well established leading provider of project management services with an excellent track record for successfully managing a range of exciting projects, which have satisfied all of our clients needs.   Our diversified team of staff is comprised of extensively qualified full-time and part-time project managers from a variety of backgrounds, all possessing unique and invaluable skills. Our project managers are all provided with continuing professional development training, equipping them all with strongly developed communication, consultation and conflict resolution skills, enabling the company to continue to grow in business and reputation. Every member of our team is required to undergo extensive internal training so that they fully understand our company ethos. The main principles of our company ethos include: complying with the laws enforced wherever we operate, and to be sensitive to local customs and traditions; to conduct all our business and make all our decisions within a clear ethical framework; to maintain safe and healthy working environments, operating safe systems and methods of work and ensuring the safety of members of the public; to create, develop and sustain strong and long lasting relationships with our clients; to achieve a thorough understanding of our clients aims and needs in order to ensure that we satisfy them; to contribute positively to the communities in which we work; and to operate sustainability in all that we do so as to avoid compromising the ability of future generations to meet their own needs. Every member of our team is also required to undergo extensive internal training so that they fully understand our equal opportunities policy. The main principles of our equal opportunities policy include: creating a safe, healthy, challenging, rewarding, participative and fair working environment for all our staff; and ensuring the utilisation of the full talents and skills of all our staff through effective selection, training and development. The purpose of this policy is to provide a framework within which our services can be provided in a fair, appropriate manner to meet the needs of our team and clients, and meet our legal obligations in relation to gender, marital status, pregnancy, physical status or disability, gender reassignment, race, colour, ethnic origin, nationality, religious belief, sexual orientation, age and employment status.   Legislation As a company we are devoted to ensuring that our clients receive a professionally delivered service that satisfies all of their needs. As a part of our service all of our staff are also trained to keep the clients best interests in mind for the entire duration of projects, and as a company we are primarily concerned with safe guarding the client from any legal implications.   All of our staff are regularly provided with training to ensure that they are familiar with and have a current knowledge of all aspects of relevant legislative documentation related to the working environment and can impart this information to the client where applicable on a project.   Legislation that all of our clients should be aware of, with reference to health and safety, equality at work and discrimination, includes:   Health and Safety at Work etc Act 1974 Also referred to as HASAW or HSW. It is the primary piece of legislation covering occupational health and safety in the United Kingdom.   It is an act that makes further provision for securing the health, safety and welfare of persons at work, for controlling the keeping, use and preventing the unlawful acquisition, possession of and use of dangerous substances, and for controlling certain emissions into the atmosphere (source, date). Workplace (Health, Safety Welfare) Regulations 1992 Regulations which impose requirements with respect to the health, safety and welfare of persons in a workplace.   These regulations are imposed upon employers and persons who have, to any extent, control of a workplace. These regulations impose requirements with respect to maintenance, ventilation, indoor temperatures, lighting, cleanliness, suitable working areas, protection from falling objects, the provision of suitable sanitary conveniences, the provision of suitable washing facilities, the provision of a supply of drinking water and suitable drinking vessels, the provision of suitable accommodation for clothing and of facilities for changing clothing, and the provision of suitable facilities for rest and to eat meals(source, date). The Management of Health and Safety at Work Regulations 1999 Regulations which re-enact the Workplace (Health, Safety Welfare) Regulations 1992, with the addition of new regulations relating to occupational health and safety in the United Kingdom(source, date). Sex Discrimination Act 1975 An act which makes it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of gender.   The act makes unlawful, direct and indirect discrimination against women, sex discrimination against men, discrimination on the grounds of gender reassignment and direct and indirect discrimination against married persons in the employment field(source, date).  Ã‚   Disability Discrimination Act 1995 An act which makes it unlawful to discriminate against disabled persons in connection with employment, the provision of goods, facilities and services, or the disposal or management of premises.   The act addresses the duty of the employer to make provisions, adjustments and alterations to accommodate disabled persons and the duty of the providers of services to make adjustments to accommodate disabled persons(source, date). Disability Discrimination Act 2005 An act to amend the Disability Discrimination Act 1995, which makes it unlawful to discriminate against disabled persons in connection with employment, the provision of goods, facilities and services, or the disposal or management of premises(source, date). The Sex Discrimination (Gender Reassignment) Regulations 1999 Regulations which extend the Sex Discrimination Act 1975, which makes it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of gender(source, date). Race Relations Act 1976 An act which makes it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of race and relations between people of different racial groups(source, date).      Employment Equality (Religion or Belief) Regulations 2003 Regulations which make it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of religion and belief. These regulations make unlawful direct and indirect discrimination, victimisation and harassment on the grounds of any religion, religious belief, or similar philosophical belief(source, date).  Ã‚  Ã‚   Employment Equality (Sexual Orientation) Regulations 2003 Regulations which make it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of sexual orientation.   These regulations make unlawful direct and indirect discrimination, victimisation and harassment on the grounds of sexual orientation towards persons of the same sex, persons of the opposite sex, or to both persons of the same sex and opposite sex(source, date). Employment Equality (Age) Regulations 2006 Regulations which make it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of age.   The regulations cover workers of all ages, young and old, in all types of employment and vocational training, and include access to help and guidance, promotion, development, redundancy, perks and pay(source, date).   How A Good Team Working Ethos Will Be Achieved Teams According to Pryke and Smith (2006) teams are defined as : Groups of people with complementary skills who are committed to a common purpose and hold themselves mutually accountable for its achievement.   Ideally, they develop a distinct identity and work together in a co-ordinated and mutually supportive way to fulfil their goal or purpose†.† (Pryke and Smyth, 2006)[2] As a company we are recognised as an Investor in People organisation, and so fully comply with all aspects of the Investors in People framework.   The framework set out by Investors in People UK addresses health and well being, equality and diversity in the workplace and literacy, language and numeracy.   The health and well being aspect of the framework looks at increasing productivity by improving workplace health and is intended to improve loyalty and advocacy, morale costs, staff retention productivity, and quality and customer satisfaction, whilst reducing staff turnover, absence rates, agency cover costs, health insurance, litigation costs and recruitment costs.   The equality and diversity in the workplace aspect of the framework emphasises that treating people equally is essential to being an effective organisation and focuses on equality of opportunity, the culture of the organisation, recruitment and selection, and how an organisation promotes and values equality and diversity.   The literacy, language and numeracy aspect of the framework encourages the reviewing of literacy, language and numeracy skills within organisations and provides a structure for implementing literacy, language and numeracy programmes in order to help employees work to the best of their abilities and give them the confidence to go for promotions, take up additional training opportunities, participate fully in the workplace, reduce costly mistakes, keep up with change and understand health and safety.   All of our staff are familiar with every aspect of the Investors in People framework and are accustomed to sharing their knowledge of the subject with clients and other professionals, in an effort to create a fair and agreeable environment in which to work, and to improve business performance.   To get the best work out of our employees and to maintain a good team working ethos our staff are trained, when working in a team leader capacity, to follow team members advice, listen to their suggestions and grant reasonable requests, resulting in improved morale and happiness of the people in the team; provide motivation to members of the team and eliminate issues that are slowing the team down, resulting in improved quality and efficiency of their work; remind team members of their roles and encourage team members to share skills, resulting in protecting people from bureaucracy and carrying out needless tasks, whilst simultaneously helping the team to work smarter and learn new skills; regularly remind team members of the project goals and keep them up to date with the progress of the project, resulting in increased chances of the project being completed on schedule, and creating a sense of unity between the members of the team; and to hold regular meetings to evaluate the overal l team performance, resulting in the elimination of behaviour which is detrimental to the project or the team and giving the team members a sense of belonging. To ensure effective teamwork on projects our staff are also trained, when working as part of a team, to invest trust in other members of the team, engage in healthy conflict resulting in the resolution of complex issues, commit themselves to project based tasks, hold themselves and one another accountable for achievements and shortcomings, focus on collective results, regularly engage in communication with other members of the team, and maintain moral and ethical conduct at all times.   How Equality At Work Will Be Achievedachieved According to the Equalities Review, in their fairness and freedom report (Fairness and Freedom: The Final Report of the Equalities Review, 2007), An equal society protects and promotes equal, real freedom and substantive opportunity to live in the ways people value and would choose, so that everyone can flourish.† and An equal society recognises peoples different needs, situations and goals and removes the barriers that limit what people can do and can be.† As a company we believe that everyone has the right to be treated fairly and equally at work and be free of discrimination in employment.   All of our staff, regardless of employment status, are subject to extensive training to educate them about their rights as employees and the rights of their colleagues, to ensure that none of our employees or the people that they come into contact with whilst working on a project, are subject to any form of discrimination, harassment or unfair treatment.   As employers we are committed to protecting people from unequal treatment in job recruitment and job advertising, pay and benefits, terms and conditions at work, promotion and training, dismissal, redundancy and retirement.      Conclusion As a company we endeavour to ensure that we deliver a good team working ethos on all projects we undertake, with particular attention paid to ensuring equality at work.   Should we be successful in our tender, we assure you that we will do everything within our power to ensure that the experience and continued working experience of working with yourselves is an enjoyable and prosperous one.

Kandinsky and Diebenkorn Artists :: essays research papers

Wassily Kandinsky was one of the best-known abstract painters and one of the most influential artists of his generation. He was born in Moscow, Russia on December 4th, 1866. From 1886-92, he studied law and economics at the University of Moscow. Kandinsky declined a teaching position in order to study art in Munich, Russia with Anton Azbe from 1897 to 1899 and at the Kunstakademie with Franz von Stuck in 1900. He died in a suburb of Paris on December 13th, 1944. Born on April 22nd, 1922 in Portland, Oregon, Richard Diebenkorn became a leading Abstract Expressionist. He enrolled at Stanford University in 1940. At first, he painted in a style influenced by Edward Hopper but by the late 1940s and early 1950s he began living and working in various places. Soon he developed his own style of Abstract Expressionist painting. Diebenkorn became an important figurative painter in the mid-1950s but returned to abstraction in 1967 in a geometric style. He died on March 30th, 1993. The work of Kandinsky and Diebenkorn were similar and different in many ways. Both artists used at least some geometric figures in their paintings, unique colors and unique patterns. Kandinsky used brighter colors and a greater variety of them. Although Diebenkorn?s colors were unique, they were kind of dull and there wasn?t as much of a variety. Also, Dibenkorn?s art was fairly simple compared to Kandinsky. Kandinsky filled the paper with many different shapes, scattered everywhere but Diebenkorn just stuck to rectangular and triangular figures mostly and rarely used circular figures. Kandinsky mostly used a bright variety of colors in his works. His art was based mainly on different kinds of shapes but usually contained lines. In some of his paintings, the texture is smooth like in ?Blue Painting?, but in others it is a bit rough like in ?Color Studies.? Kandinsky?s paintings made up only of shapes have their objects cluttered together with only a few objects by themselves. These shapes include triangles, circles, squares, rectangles, and everything in between. The colors in his art works help unite the pieces and bring it all together by fading and such in certain aspects. In a lot of Kandinsky?s paintings, there really isn?t anything that is dominant because there are so many pieces and unique objects.