Michael Bay, auteurship Essay Example | Topics and Well Written Essays - 1000 words

Michael Bay, auteurship - Essay Example y, there has been debate about filmmaking authorship, with industry experts believing that it is the screenwriter who should be applauded for a finished film product that meets with revenue success and manages to satisfy the intended target audiences (Kipen, 2006). More contemporary perspectives suggest that it is the director that should be applauded for a successful film that manages to outperform competitor films, bring high profitability and build audience satisfaction. Many directors, on many film projects, are given opportunities to express their own unique creative vision when producing a film, hence having the ability to transcend the original script and create a work of genius that is both personalised and aligned with individual director vision (Murray, 2014, p.1). In such a scenario, the director is considered a film auteur (the French word for author), in which the director’s creative voice becomes the framework by which a film is considered innovative, original an d inventive. There are some who prescribe to the Schreiber Theory proposed by David M. Kipen of the U.S. National Endowment for the Arts which suggests that true authorship accolades should be granted to the actual screenwriter rather than the director. Kipen (2006) argues that the notion of director as film auteur is distorted, with this professional stating that the script serves as the predictor of whether a film will be high quality. Hence, according to Kipen, a finished film product, when it achieves commendation and acclaim, should be attributed to the talents and expertise of the script writer. However, there appears to be substantial evidence that contemporary directors have the most influence on whether or not a finished film product will be successful and profitable. From a marketing perspective, such directors as Steven Spielberg and Tim Burton (as only two examples), have put their own unique thumbprint on many of their films that are distinguished from other competing

Daughters of Liberty Research Paper Example | Topics and Well Written Essays - 1750 words

Daughters of Liberty - Research Paper Example Besides, the spreading of religion was another motivation behind colonization. On the other hand, the Native Americans have remained loyal to the British imperialists for â€Å"156 years after the settlement of Jamestown in 1607† supporting the English people fight many wars.1 However, many of the policies of the British Empire were so stringent and intolerable, which made the Americans to revolt against them. The most significant of the causes that triggered the revolution is the imposition of â€Å"new taxes and restrictions† by the English authorities on â€Å"colonial manufacturers and commerce.†2 Legalization of the Catholic Church, transplanting of the French with the Catholic Spaniards and their banning of American flatboats as well as the threat to close New Orleans Port, etc., also forced the Americans to embark on the path agitation. The American women, with their grit and selfless dedication, have played a major role in the revolt against British Imper ialism and helped the country in winning its freedom through their sacrifices. The spirit of freedom of the Americans makes them still remember with veneration the sacrifices of the men and women whose unrelenting determination and constant struggle have fetched them independence. These men and women have helped Americans to know the value of freedom and to transform the â€Å"bloodshed, division and violence† of the war and its ravages to â€Å"symbols of unity and cohesion.†3 Thus, the spirit of freedom that Americans celebrate today is the legacy of the men and women who have struggled and died for the American Independence. Women, though considered as lower in patriarchal societies, have always played a key role in the development of nations and evolving the history and cultures of countries. Similarly, in the Colonial America also women had a key role to play, not only in terms of tending to the families but also in the context of their involvement in national mov ements, culture, arts and literature. Mary Washington was one of the prominent women who made significant legacies to the cause of American Revolution. George Washington, her son and one of the most prominent leaders of America always emphasized that he â€Å"owed everything to his mother – in the education and habits of his early life.†4 Here, it becomes relevant that significant contribution from women towards any particular cause derives not merely from their participation in that event but through facilitating the grooming of the next generation to take up the mission and sustain its spirit in the future. Mary, who lost her husband early in life, had to fend for her children, with very limited economical sources. Despite this, she brought up her son, imbibing in him the right values and morals that enabled him to be the leader of such a nation and his ultimate elevation as its chief executive. Esther Reed is another woman who contributed immensely to the cause of A merican Revolution, despite her being a London born British national of French origin. During the Lexington and Bunker’s Hill episodes, she helped by channeling funds through her own agency for â€Å"relief of the sufferers in New England.†5 However, after she became a mother and her husband joined the revolutionary soldiers, her life endured many a turmoil. While her husband toiled in the â€Å"

Stages Of A Typical Performance Management System Management Essay

Stages Of A Typical Performance Management System Management Essay Performance can be defined as the end result of an activity. A performance management system therefore is defined as a process of establishing performance standards and evaluating performance in order to arrive at objective human resource decisions as well as to provide documentation to support those decisions. (Stephen P. Robbins, 2005, p. 296) A good performance management system is essential for Interact to be able to manage the dwindling individual performance. To develop a good system Interact will need to consider the three main aspects of managing individual performance, these include: planning performance, delivering and monitoring and formal assessment and reward. These are well illustrated in the performance cycle as illustrated by figure 1 below Figure 1 Stages of a typical performance management system Source: (Derek Torrington, p. 263) The first key aspect of managing individual performance is the planning performance stage. This is where a manager at interact sits down with his subject and they collaboratively set individual objectives originally obtained from team objectives and the agreed job description. These objectives are designed in a way that they also offer potential development as well as fulfilling the general organisations general objectives. They should also include measures of how they can be assessed. One common approach managers use in setting these objectives is with the SMART acronym. This suggests that the objectives set should be Specific, Measurable, Appropriate, Relevant and Timed. A good example of a good objective for an employee working in the component development department could be: To develop a new mobile phone component by March 2010 (started in January 2010) It is important that managers do not forget to plan for the support, development and resources necessary for the employee to be able to accomplish the objectives. The second key aspect is the delivering and monitoring performance stage. As the interact employee sets about to achieve the performance agreed, the manger should ensure that he is available at all times so that the employee can consult him/her at any moment when needed. There may be some unpredicted hindrances towards the achievement of performance and in some instances targets may have to be revised. Ongoing coaching is important whereby the manager can guide the employees through discussion and providing constructive feedback. Continuous informal reviews held between the employee and his manager should be carried out so as to ensure that work is going as agreed and whether the agreed performance will be attainable by the agreed dates. Objectives signed off as complete and recognition of work done so far help to act as motivation for the employee in the future for other objectives yet to be completed. The last key aspect of the performance cycle is the formal assessment and reward stage. This stage involves regular reviews of the development of the objectives and to motivate the employee. Annual reviews are also necessary in this stage whereby what has been achieved is compared with what had been set to be achieved which may affect pay and salary increments. Interact managers should take note that employees see reviews as fair only if the targets set are achievable and judgements were seen to be consistent throughout the organisation. Different styles of appraising employees could be adopted in order to make the best assessment but a popular and widely used approach is the problem solving style which is one of the styles developed by the American psychologist, Norman Maier. This approach suggests that The appraiser starts the interview by encouraging the employee to identify and discuss problem areas and then consider solutions. The employee therefore plays an active part in analysing problems and suggesting solutions, and then evaluation of performance emergence from the discussion at the appraisal interview, instead of being imposed by the appraiser upon the employee. (Anderson, 1993, p. 102). However, it should be taken note that this style works best if the employees are ready for it and the mangers are willing to behave in this way which is not always the case. After the reviews have been conducted and achievement of tasks has been high, reward is necessary. Most management systems include pay in the reward package but ongoing research has shown that element of pay had very little effect in the motivation of employees. Other forms of reward other than monetary such as promotion and offering of individual development opportunities are found to be more motivating to employees. In order for the successful implementation of a performance management system, line managers who are closer to the employees need to be included in the Human Resource team when designing the system. Training of the line managers is essential before and during the introduction of the system. Task 2 Learning can be defined as the process of acquiring knowledge. Learning and development is an essential part in keeping the performance of Interacts employees up to standard. Currently, there have been issues and complains from the employees about the quality of training being offered, and the lack of enough training to keep the component developers up to date with emerging technologies. This is a serious problem for interact being the fact that it is operating in an industry that requires a high degree of innovation and creativity. It indicates the need for an effective people development strategy. A good approach that could be used to establish an effective people development strategy would be the systematic training cycle. This cycle includes for steps that are; identifying training needs, designing development activity, carrying out development and evaluating development. This can be illustrated by the diagram below. Environment Business strategy People development strategy Figure 2 A systematic model of learning and training Source: (Derek Torrington, p. 391) Considering figure 2, the first step in the model is identifying training and learning needs. Before any activity can commence, interact managers should take note that identifying these needs should not be the sole role of the human resource team but should be a process that involves the employees too. Employees about to receive training should not be considered as subjects but as participants of the scheme. Interact managers should also take note that modern day effective training requires not only a focus on development of technical skills alone but also personal skills, attitudes and self-management therefore broadening the needs scope. One approach that interact managers could use to identify the training and learning needs is the problem centred approach. This approach analyses whether there are any performance problems and analyses whether they are caused by lack of skill and if so, which. The gap between expected performance and actual performance is the one that helps to bring about the training need. For example, an identified problem with interact is that the component developers are not up to date with new technological development therefore the training need would be to continuously keep the developers up to date. After training needs have been identified, the next step will be designing the development activity. There various methods of learning and development that Interact managers could use such as; education and training courses (off job), manager coaching and teaching, self development groups and open and distance learning. (On job). The next step is carrying out the development activity. For education and training courses, Interact managers could use the consultancy courses. They could range from one day to several weeks in some cases. These have the advantage that they enable employees from various organisations to meet and share their experiences. In order to be very effective, they should concentrate on specific skills of knowledge, such as being introduced to new technological developments. Management should take note that these courses are usually expensive despite the fact that they are of short duration. There is a big challenge that Interact managers should be prepared to face and that is the ensuring of the transfer of what the employees have learnt back to the organisation. To counteract this problem, managers could set goals for implementing new skills once the employees return from training. In case the Interact management decide to use on job training methods take manager coaching and teaching as an example, the line manager will act as a mentor or coach for the trainees involved. He will provide feedback, counselling, encouragement discussion and sincere feedback. Management should however take note that not all line managers can provide effective coaching, as it requires good interpersonal skills and commitment from the manager to accept the coaching role. Interact management could also support the use of self development groups whereby informal groups formed by employees come together and discuss organisational issues, personal development and individual work problems. The group should however be headed by an experienced leader who plays the role of a facilitator and to some extent, a source of information. This group leader could drop off as the group matures. Such a method of learning and development requires a high level of commitment from the group members and a close follow up on the side of management. The final step in the learning cycle is the evaluating development stage. While evaluating development, changes in skills, knowledge, behaviour and attitudes need to be considered. However, research has proved that it is actually very difficult to asses some aspects of learning or training that have been carried out such as changes in attitudes and behaviour. A post course questionnaire could be issued out to the trainees but this usually tends to evaluate the course and not the training. Evaluation could also be carried out by setting up goals basing on what the individuals have learnt during training and the extent to which the employees meet these goals would indicate how effective the training had been. It is recommended that managers should keep on evaluating the trainees continuously from the beginning as they attend the training courses and not to pin the evaluation process at the end of the course. Task 3 Leadership can be defined as the Process in which an individual influences other group members towards the attainment of group or organisational goals. (Shackleton, 1995, p. 2) There is a close link between leadership and motivation and performance implying that the leadership style being used may have either positive or negative impacts on these. Due to the recession, Interact adopted a rather autocratic approach and have become more task focused. An autocratic leader is a leader who tends to centralise authority, dictate work methods, make unilateral decisions and limit employee participation. (Stephen p. Robbins, 2005, p. 593) The advantage of such a style is that it leads to quick decision making and work getting done on time. However, there are various negative impacts Interact could face as result of applying such a leadership style. To start with, according to Vrooms expectancy theory which says that An individual tends to act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. (Stephen p. Robbins, 2005, p. 405), we can see that expectancy has an impact on motivation. Therefore not expecting employees to perform unless they are directed to will only cause them to behave in that way leading to demotivation and poor performance. Also using Maslows hierarchy of needs, the need for affiliation could be a motivational factor. Therefore not involving employees in the decision making process and centralising authority only makes the employees feel alienated and thus end up feeling demotivated. The autocratic style of leadership also fails to recognise that social needs are a motivational factor for employees. Maslow recognised the need for affiliation as an important attribute in human motivation therefore making decisions or planning activities while excluding those who are going to be affected may demotivate them. Autocratic leadership also makes the employees feel that the organisation does not trust them enough to make wise decisions for the good of the organisation. This demotivates them and makes them feel like they are not a part of the organisation or not responsible enough. As a result of being very task oriented, such as style does not have much concern for the needs of their subordinates. This is clearly indicated by the lack of a sound human resource function and the fact that the Interact management has so far refused to meet with the group of employee representatives who are trying to voice employee concerns. This has led to feelings of resentment, alienation and a drop in performance levels. In conclusion, the autocratic style of leadership has a rather more negative impact than positive effects, but this is not to say that Interact should not apply it, rather they could blend it in with other styles of leadership. Using the managerial grid designed by Blake and Mouton, THE MANAGERIAL GRID High concern for people Low concern for production Country Club management High concern for people High concern for production Team management Low concern for people Low concern for production Impoverished management Low concern for people High concern for production Authority-compliance management High People Low Production High The managerial grid Source: (Derek Torrington, p. 304) Most managers agree that the best leadership style would be the team management which has both high concerns for people and production but there is a new approach that suggests that the best style is to use all these four styles together basing on different times and different situations. Task 4 The complaints voiced by employees over the need to work harder and longer to keep their jobs and increased levels of stress are a sign that the quality of the working life at Interact is deteriorating. Work-life balance is very important as it keeps the employees happy and contented with their jobs therefore reducing absenteeism and turnover. There are a number of practices that management at Interact could implement so as to improve the situation. To begin with, offering the employees flexible working hours would greatly help employees who need more time outside the job. Allowing female workers to have their maternity leaves also enables to keep the employees happy with their current jobs. The Interact management can also train their line managers to deal with employee stress. The line managers should encourage the employees to talk and voice out what is truly getting them stressed up. An increased level of stress at work is a total wake up call that Interact needs to change its style of leadership and control. Not allowing employees to freely raise their voices over the different issues in the organisation and refusing to recognise their representative group only makes them feel unappreciated and demoralised. Interact could also reorganise their working practices such that the workers could get work done without having to spend extra long hours to work while maintaining the same quality of performance. The amount of days employees can get in their leaves should be adequate giving employees enough time to rest and relax so that they can return to work revitalised. For those workers who may not be able to get to work but and yet their jobs do not demand their physical presence at the premises, interact could offer them alternatives of working at home. This will help to boost performance while at the same time saving valuable time lost when the work is not done at all. In case workers are having to work overtime, Interact should devise a payment scheme that covers these extra hours in a manner that is of mutual benefit with the employees. Interact could even go to the extent of ensuring that maternity pay is reasonable and comfortable for the employees. This will make them return to work much more happily and boost their attachment to the company. For those in areas where the work demands them to do the same routine job everyday, Interact management could introduce rotation where other employees doing other routine work could be set up to be exchanging activities so as to prevent them from getting bored. However there are some limitations that Interact should take note about work-life balance policies. For example, some policies such as maternity pay only target the female employees therefore bringing about a feeling of neglect with the other employees. Another problem is the fact that some policies may actually be put in place and yet employees may not take them up and use them. Task 5 Absenteeism can be defined as the To tackle this problem, Managers at Interact need to set up a procedure to solve the absenteeism problem. The process could involve the following steps; Identify the absence problem Locate the absence problem Identify and prioritize the cause of absence Evaluate the current control method Design the absence control program Implement the absence control program Monitor the effectiveness of the program The first step of solving the absenteeism problem is assessing it. Interact could do this by collecting statistical data about thee current absence levels. This can be done by gathering information on how many people did not come in to work for a certain period of time. After the pattern has been identified, the next step is to locate the absence problem. This is done by using collected data to find out which specific departments had the highest levels of absentees for the period. The next step is to identify the cause of absence in the departments selected. An autocratic leadership style of the line managers in Interact, longer working hours, low levels of responsibility and decision making could result into dissatisfaction with the job situation therefore leading to a rise in absence levels. Evaluating the current absence control method is what follows after the causes of absence have been identified. During evaluation, Interact should be able to see the weaknesses of the current control program and why it is failing to work effectively. After evaluation, Interact should design a new control program that tackles the problem. There are a few recommendations of measures that could be put in place to help reduce the problem, First of all, I would recommend to Interact that they should try and maintain continuous contact with the employees who are absent from work. This is known to greatly reduce the length of absence and shows the employee that the organisation in concerned about the well being of its people. One visit a month by the line manager of the employee could be effective. Another useful activity that interact could do to manage absence is to include attendance levels in the performance review at the end of the year. Having high levels of absence during the year would be considered as underperformance in the review. I would also recommend that the line managers undergo training so as to ensure that the absence procedures are effectively carried out. Proper training on how to handle employees who are frequently absent could greatly reduce the absence levels. A deep understanding of the causes of absence would enable Interact to be able to tackle the absenteeism problem. Known causes of absenteeism at Interact include, employees working longer hours and increased levels of stress. When trying to identify the problems, management should not only consider what the absentees have filed as the reason for their absence as research has shown that they tend to write excuses that appear valid to the organisation. Interact should build a culture of trust with its employees such that they can get them to explain the real causes of absence and thus they can respond to them effectively. The last step after the absence control program has been designed is to implement it while continuously monitoring it by collecting statistical data to observe whether the absence levels are falling or not. If it is not effective then Interact have to find out why, make the necessary corrections and continue with it Task 6 Employee turnover is the rate at which employees voluntarily leave their jobs. At interact, the level of employee turnover has been relatively high. Collecting information on staff turnover is quite difficult to collect though one best approach could be by using exit interviews. However, there are some major reasons why staff could be leaving interact. Push factors One reason why Interact employees could be leaving their jobs is because of Push factors. This concept suggests poor working conditions, people development strategy, dissatisfaction with company policies, negative effects of autocratic leadership style, job insecurity among others to be the cause of forcing people to leave the organisation. In other words, Interact is pushing away its employees by failing to provide a good organisational and working environment to keep the employees satisfied. Interact could control this cause by making the organisation more employee friendly. Another reason why employees could be leaving Interact is because of pull factors. This concept implies that rival employers in the telephone component manufacturing industry are pulling Interact employees towards them. This could be because they are paying higher salaries, offering better benefit packages, training opportunities or they have more attractive working environments. The best way Interact could reduce turnover caused by this way is by first of all analysing what other organisations in the industry are offering that is making them more attractive and therefore making sure they can level up. Another approach is by identifying unique selling points offered by Interact that other organisations dont have and communicating them to staff. Employees could also be leaving Interact as a result of functional turnover. This is a situation where employee resignations are accepted by both Interact and the employee involved. This could be because of failure of the employee to conform with the organisational culture or as a result of continuous poor performance. The best way to handle turnover caused in this way is by improving the recruitment process so as to avoid such people in the first place. Outside factors could also be making employees leave Interact. These are reasons that have nothing to do with the job. They could be leaving because their partners are leaving the city, personal desire for self employment. In this situation, there is nothing much that Interact could do to stop these kinds of employees from leaving the organisation as it is beyond their control. The rate of employee turnover at Interact could be greatly reduced by putting in place certain strategies so as to manage the turnover rates. Firstly one tool that Interact could use is pay. Research has shown that organisations offering higher salaries appear more attractive than those with less. However, pay alone may not be enough to keep the employees from leaving. It should be combined with other benefits such as holidays, healthcare offers and staff discounts. The best approach in offering such benefits is by letting the employees pick benefits that they prefer as different employees may be interested in different packages. Another tool that Interact could use to help reduce turnover rates is putting in place family friendly Human Resource practices. Considering the fact that many people leave work due to family and personal reasons giving employees more time to spend with their families through holiday packages, flexible working hours and a well paid maternity leave may greatly help to reduce the rates. Improving the quality of line management may also help to reduce the turnover rates as these managers play a critical role in employee relations. To ensure that the selected line managers are effective, they should be selected basing on their supervisory capabilities, undergo training and appraised on their supervisory skills. Finally induction is also known to help in reducing early staff turnover rates as it helps to fit the employee into the organisation and defines his/her role in it. Organisational induction could be done by the Human resource department and may include a presentation on health and safety regulations and fire evacuation procedures. This type of induction could last a few days. The other type of induction is the job-based induction. This usually takes longer and is mostly carried out by the immediate line manager and in the background, fellow employees and includes activities like getting to know the organisation culture, how work is done and what is expected of him/her. Managing employee expectations from the beginning could also play a crucial role in reducing the turnover rates. This is done by letting the employee know exactly what to expect from his job right at the start of his/her career so that they are more prepared when they face the challenges. Challenges could include time pressures etc

Terrorists Attack: a Media Analysis :: essays research papers

Terrorists Attack!!   Ã‚  Ã‚  Ã‚  Ã‚  February 26, 1993, the day that terrorists made the biggest attack on American soil to that point. It was early afternoon on a Friday, 12:18 pm to be exact, a car bomb ripped through the guts of the now infamous North World Trade Center twin tower. It happened very quickly, and without warning, normal people were simply going about their daily business, when all of a sudden, the building shook, the power went out, and smoke began to fill all 110 floors of the towers. Many wondered what had happened, had a plane struck the building, was it an earthquake? D, none of the above, some crazed maniac had decided to kill 5 people and injure many more just to get some point across.   Ã‚  Ã‚  Ã‚  Ã‚  This event graced the front page of newspapers and news magazines across the country, the New York Times was the newspaper closest to the action. Covrage in this newspaper was published one day after the event, and coverednot only the event but the ensuing traffic chaos it caused. Being a newspaper local to New York City, the site of the attack, the newpaper catered to the interests of its local readers. The New York Times, however, is also circulated around the country, and around the world. This required the newpaper editors, publishers, and writers to remain sensitive to the feelings and thoughts of readers in the broader reading audience.   Ã‚  Ã‚  Ã‚  Ã‚  Newsweek Magazine also published coverage of the attack. Their primary audience is a national one, and consequently, the coverage is geared toward a broader audience. Also, seeing as the magazine is only published once a week, rather than daily as the New York Times, Newsweek had more time to gather facts and evidence. This added time for research leads more to a fact based coverage than a question based coverage.   Ã‚  Ã‚  Ã‚  Ã‚  One interesting observation is that it seems both sources immediately assume that foreign terrorists were the primary perpetrators of this attack. Neither article comes right out and says it, however both are rather ambiguous about it. Newsweek does mention the possibility of a domestic source for the violence, but spends much more time and effort explaining the possible foreign sources. Overall both articles seem rather straightforward in their representation of the event, and remain rather simplistic, so as not to confuse the reading audience.   Ã‚  Ã‚  Ã‚  Ã‚  When an event of this magnitude occurs, emotions are bound to play a role in the coverage.

Donor Services Essay

1. What was Joanna Reed’s diagnosis of the situation in the donor services department? Sam Wilson was an American who ran the Guatemala branch of a U.S. aid agency. Joanna Reed’s diagnosis of the situation in his donor services department found many problems. LEADERSHIP – The biggest problem was that there was no leader who was accountable. Elena was the supervisor but she had no control. She also had no leadership skills and did not get respect because she was not bilingual and of a different religion. The supposed leader, Jose, spent almost all his time in the community services department. He did not pay attention and left things up to Elena. INEFFICIENCY IN WORK – The translators mostly did clerical work even though they were bilingual. The work in the office was divided into set tasks, one done by each person, and not divided evenly. Some workers had too much paperwork while the others had spare time. Those that had spare time did not help those loaded with work. There was also lack of training in English and in work, so quality was bad. The workers did not think about the job and used many extra steps and wasted time. TRACKING – The data was not shared in the department, so people had little knowledge about their job. There were no statistics about time, requests for information, or responses. There was little communication, plus there was resentment of Elena by some. Jose did not hear about problems or about good results. MORALE – The agency was run by a religion and Elena was not of that religion. However, everyone was proud of the agency and the religion. But morale was low because the workers did not use or improve their skills and had only a set and boring role to do. They are frustrated with the department. GROUP DYNAMICS – One translator Magdalena had experience, college education, and maturity. She had strong belief in the agency and was more professional. Three translators socialized mostly, and their leader Juana was outgoing with good oral English. Other translators had too much work. Everyone’s English was only fair. Supervisor Elena was left out. Elena was treated like just a watchdog. Boss Jose was not around much and paid no attention. 2. What should she recommend to Sam Wilson? (HOW) Joanna might have made these suggestions: LEADERSHIP – Magdalena might be a good supervisor instead of Elena. Magdalena had experience, education, belief in the agency, maturity, and professionalism. Magdalena could keep herself from making others dislike her by keeping a distance away from them. She could also have got respect. Juana could be given more leadership roles, to use her humor and outgoingness. Elena could do a job that required the hardest work. Jose could spend all his time in the community services department. INEFFICIENCY IN WORK – The working strategy was changed to divide all the work more evenly, so all workers did all jobs. They could be less bored and learn more through such training. They could work in a team environment, rather than be selfish for themselves. Joanna’s identified unnecessary steps, which caused the system to be slow; could be changed to a better workflow. The workers could be asked to think more about improvements. The workers could be trained more in translating, perhaps they could translate easy documents or parts of documents. Socializing could be minimized to break times. TRACKING – Statistics about time, requests for information, or responses could be kept and shared with all workers. Communication about problems or about good results would be increased through meetings, talks with leaders, and newsletters. MORALE – All workers could know all jobs and be given a minimum of boring work, while improving skills. The religion should be emphasized along with service to others. The department could link with community services more. Communication should be encouraged. Togetherness as a team with an important purpose whould be emphasized. GROUP DYNAMICS – The leader should be respected because of English languge ability and leadership skills and be of the right religion. Theleader should also be around all the time. The secondary leader should be a team worker and skillful in communication. The workers should respect each other and work as a team. All persons should have clear authority and responsibility. The workload should be fair. REWARDS – Joanna could recommend rewards to change both the workers’ and the managers’ behavior. They could get a bonus for achieving goals. They could get awards for service and efficiency. They could have a chance to go to higher positions in the agency. Perhaps they could visit the U.S.!

Hamlet by William Shakespeare Essay

Hamlet is a story by William Shakespeare written in 1599. This story is about Prince Hamlet’s struggles after his father’s death. Hamlet seeks revenge from his uncle for his father’s death. His uncle, Claudius sees Hamlet as a threat to his power, so he attempts to get rid of him. Unfortunately, his plan backfires, and the whole royal family dies, including Hamlet. An animated children’s Disney movie, The Lion King created in 1994, reflects Hamlet. The Lion King starts with a lion cub, Simba, who is learning the responsibilities of a king. Scar, Simba’s uncle has the desire to become the king. In order, to fulfill his dream, Scar kills king Mufasa and blames Simba. Scared and guilty Simba runs away, but returns soon after to take over his responsibility and become king. The Lion King is like a reproduction of the play Hamlet. The stories are similar and different in many ways. Here I have listed a few of many. The Hamlet and The Lion King have a lot in similar. In both of the stories, the uncle is the villain who seeks power. Simba and Hamlet both lose their fathers to what they believe is an unfortunate accident. Both of the main characters seek revenge for their father’s death and eventually kill their uncles. They are both from a royal family and the rightful heir to the throne. The characters are very similar and so is the plot. The queens, Sarabi and Gertrude have little to no power in the kingdom. Scar and Claudius are portrayed as cold and evil. Simba and Hamlet are presented as thoughtful, intelligent and emotional. Although the stories are known to have similarities, they have a lot of differences too. The most prominent difference is that Hamlet dies at the end of Hamlet, whereas the Lion King has a happy ending. Simba marries Nala and has a baby. In the Lion King, Simba is framed for Mufasa’s death so he chooses to run away, however, in Hamlet, Claudius orders Hamlet to go to England. Claudius rules pretty well, he does not ruin the kingdom like Scar. After his father’s death, Simba lives a carefree life for some years, whereas Hamlet is depressed, and on the verge of madness. Also, in Hamlet Polonius is Ophelia’s father, however in the Lion King, Zazu is not related to Nala. The differences are what make the stories unique. Disney recreated Shakespeare’s Hamlet into an animated children’s movie to make it suitable for children. They could have copied all of it, but then kids would not have liked it. The language of Hamlet is difficult to understand, whereas the Lion King uses modern words. Lion King creators did not kill Simba in the end because kids like to see happy endings. Movies created for kids should not be depressing. They put a family feeling in the movie, so more people would watch it and they would make more profit. The Lion King had a moral, like other Disney movies. Here the moral was, you have to learn to step up and keep moving forward, instead of running from your past. In my opinion, both of the stories were quite entertaining and well thought of. Disney did a great job with changing the story. They kept the major similarities but changed Shakespeare’s work into their own words. Hamlet’s tragic ending and The Lion King’s delightful ending make them remarkable. They are stories worth knowing.