Scene or section Essay Example For Students

Scene or segment Essay From a creation you have seen as of late picked a scene or area which had a solid effect on you. Talk about what this effect was and how it was achieved. Noel Cowards A Brief Encounter was adjusted from the first film by Emma Rue; it was organized on a little proscenium curve stage at the Cinema Haymarket. It was set in England during the 1940s and was acted in a naturalistic style. The play was a lamentable sentiment with components of satire, the subjects and issues investigated in the play were love, loyalty and social decorum. The play concerned the tale of Laura and Alec who meet at a train station caf and afterward observe each other each Thursday from that point on. They begin to look all starry eyed at; anyway they are both previously hitched to various individuals. This makes clashing feelings in the characters, particularly in Laura who feels extremely regretful about the issue. Toward the finish of the play Alec, who is a specialist, chooses to move to Africa with his family and open a clinic there, deserting Laura in England. The segment I will expound on is towards the finish of the play. It is set in the train station where Laura and Alec initially met and where they headed out in their own direction after every one of their Thursday gatherings. Alec and Laura have said their last farewells, and Alec has quite recently left leaving Laura just with a companion who had intruded on their last gathering implying that they had not had a legitimate opportunity to bid farewell. Laura, realizing the express train is coming, exits onto the scaffold ( see graph), the train surges past and it is muddled whether Laura is going to execute herself, anyway at long last she does not. The sway this scene had on me was one of pressure and frenzy was Laura going to murder herself or not?, and sentiments of trouble, pity and sympathy for Laura after it was uncovered that she had not killed herself and was disregarded on the extension of the station. A demeanor of pressure and frenzy was made successfully in the area. Laura played by Naomi Frederick was remaining on the extension framework that could be raised and brought down and spoke to the railroad connect in the station during this area of the play. As the extension was extremely high up and looked insecure it added to the quality of frenzy as it made it look hazardous and caused me to notice the circumstance Laura was in. The extension was likewise a huge area of platform and it made Laura look little and alone when she was remaining on it. The scaffold was the primary component of the setting for this segment and it had the option to make a state of mind of pressure well. Naomi Frederick was remaining on the extension inclining marginally forward, with her feet wide separated and her arms out straight close to her sides, this was successful at demonstrating how tense, furious and froze the character of Laura was during this piece of the area. Her eyes were all the way open demonstrating adequately Lauras dread, frenzy and misery. As Frederick was inclining advances it was exceptionally hard to discern whether she was going to bounce or not, which contributed well to the effect of frenzy and strain. While Laura was remaining on the extension the lighting was fundamentally centered around the scaffold and Laura, with a spot light on Laura and the extension and the remainder of the stage nearly not lit by any means. This was viable at causing to notice Laura adding to the state of mind of frenzy, and the splendid lights sparkling on her made her look exceptionally little and made sentiments of pity and trouble for her and her circumstance. .ue353c99dcede248fa7c93b08b8a9a581 , .ue353c99dcede248fa7c93b08b8a9a581 .postImageUrl , .ue353c99dcede248fa7c93b08b8a9a581 .focused content zone { min-tallness: 80px; position: relative; } .ue353c99dcede248fa7c93b08b8a9a581 , .ue353c99dcede248fa7c93b08b8a9a581:hover , .ue353c99dcede248fa7c93b08b8a9a581:visited , .ue353c99dcede248fa7c93b08b8a9a581:active { border:0!important; } .ue353c99dcede248fa7c93b08b8a9a581 .clearfix:after { content: ; show: table; clear: both; } .ue353c99dcede248fa7c93b08b8a9a581 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; haziness: 1; progress: murkiness 250ms; webkit-change: mistiness 250ms; foundation shading: #95A5A6; } .ue353c99dcede248fa7c93b08b8a9a581:active , .ue353c99dcede248fa7c93b08b8a9a581:hover { darkness: 1; progress: obscurity 250ms; webkit-progress: mistiness 250ms; foundation shading: #2C3E50; } .ue353c99dcede248fa7c93b08b8a9a581 .focused content territory { width: 100%; position: rel ative; } .ue353c99dcede248fa7c93b08b8a9a581 .ctaText { fringe base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; content design: underline; } .ue353c99dcede248fa7c93b08b8a9a581 .postTitle { shading: #FFFFFF; text dimension: 16px; textual style weight: 600; edge: 0; cushioning: 0; width: 100%; } .ue353c99dcede248fa7c93b08b8a9a581 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; outskirt: none; fringe span: 3px; box-shadow: none; text dimension: 14px; textual style weight: intense; line-stature: 26px; moz-fringe sweep: 3px; content adjust: focus; content improvement: none; content shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/straightforward arrow.png)no-rehash; position: supreme; right: 0; top: 0; } .ue353c99dcede248fa7c93b08b8a9a581:hover .ctaButton { foundation shading: #34495E!important; } .ue353 c99dcede248fa7c93b08b8a9a581 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .ue353c99dcede248fa7c93b08b8a9a581-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .ue353c99dcede248fa7c93b08b8a9a581:after { content: ; show: square; clear: both; } READ: How does Mary Shelly make compassion toward the animal? EssayThen a screen was hauled over the stage (see graph) with a picture of a quick moving train anticipated onto it which spoke to the express train. This was an intriguing method of delineating the train, which implied that my consideration was particularly attracted to it, and implied that it appeared to be progressively piercing. The screen was pulled over the phase at a similar speed as the anticipated picture of the train was moving which caused the train to appear to be progressively practical and caused the train to seem, by all accounts, to be moving rapid ly in reality and this additional successfully to the state of mind of strain and frenzy. An audio effect of a train hurrying through a station was played noisily and the unexpected commotion of the train astonished me and added to the mind-set of pressure and frenzy. The volume of the audio effect of the train diminished as it left the station which made Laura appear to be considerably progressively alone and pitiable after the train had left and this made me feel compassion toward the character. The lighting during the segment where the train moved over the stage was additionally successful in making pressure and frenzy, there was an abrupt lighting change from straightforward white and yellow light on Laura, to a distinct focus on Laura and blue lighting around the territory the train was going through. This adjustment in lighting made the trains passing increasingly sensational and added to the sentiment of strain and frenzy. After the train went there was a fast and abrupt power outage, this was compelling in adding to the sentiment of frenzy, as I was uncertain about whether Laura had killed herself or not. The acting in this piece of the area was additionally compelling yet at making compassion and sympathy for the character of Laura, after the screen had been hauled over the stage Naomi Frederick loosened up her arms and dropped her shoulders, and bowed her head to show how emptied, furious and vanquished Laura was. After the uproar of the train passing the quietness in this piece of the area was extremely powerful at making compassion toward Laura as it caused her to appear to be exceptionally little and alone as she remained in the quiet, void station. By and large the segment was exceptionally viable in making a state of mind of pressure and frenzy, and afterward sentiments of extraordinary compassion and pity for Laura as she remained solitary high up on the unfilled extension. All the various components of the area, particularly the acting, lighting and sound cooperated to make the effect the segment had on me and it was extremely powerful and moving segment of the play.

Career Resources

Career Resources As the end of the school year and graduation for the class of 2019 is approaching, I felt like it would be a good time to write about all of the wonderful career resources the university has to offer. Seeking out internships or employment opportunities can seem like a daunting task, especially if you dont know where to begin. That is why the University of Illinois has a plethora of resources for students to take advantage of and help you go land the internship or job you are seeking! Regardless of your major, every college at the University of Illinois has its own career services. These career services are a great resource for helping you achieve your professional goals beyond college. They can help you by reviewing your resume, informing you of internship and professional opportunities, or even help you plan for graduate programs if you want to seek an advanced degree or a career in academia. Many colleges even host specialized events, for instance, the College of Media hosts a professional networking event called Media Career Night where you can ask a panel of Illinois College of Media alumni questions about career opportunities and network with them face to face. Other colleges at the university host college-specific career fairs or career and networking events. Another awesome campus career resource is our Career Center on Wright Street, located just steps away from Altgeld Hall and the Illini Union Bookstore. The Career Center offers many similar resources as the college career services (i.e. resume critiques, personal statement reviews, etc.), but also offer mock interviews, career coaching, LinkedIn reviews, and more! The world is full of opportunities and the University of Illinois offers fantastic services that will help prepare you. Be sure to take advantage of these resources when seeking opportunities. Tony Class of 2019 I am a first-generation, non-traditional, transfer student studying Advertising in the College of Media. I grew up in Pleasant Hill, Illinois and spent nearly 10 years recording and touring all over North America as a professional musician.

Career Resources

Career Resources As the end of the school year and graduation for the class of 2019 is approaching, I felt like it would be a good time to write about all of the wonderful career resources the university has to offer. Seeking out internships or employment opportunities can seem like a daunting task, especially if you dont know where to begin. That is why the University of Illinois has a plethora of resources for students to take advantage of and help you go land the internship or job you are seeking! Regardless of your major, every college at the University of Illinois has its own career services. These career services are a great resource for helping you achieve your professional goals beyond college. They can help you by reviewing your resume, informing you of internship and professional opportunities, or even help you plan for graduate programs if you want to seek an advanced degree or a career in academia. Many colleges even host specialized events, for instance, the College of Media hosts a professional networking event called Media Career Night where you can ask a panel of Illinois College of Media alumni questions about career opportunities and network with them face to face. Other colleges at the university host college-specific career fairs or career and networking events. Another awesome campus career resource is our Career Center on Wright Street, located just steps away from Altgeld Hall and the Illini Union Bookstore. The Career Center offers many similar resources as the college career services (i.e. resume critiques, personal statement reviews, etc.), but also offer mock interviews, career coaching, LinkedIn reviews, and more! The world is full of opportunities and the University of Illinois offers fantastic services that will help prepare you. Be sure to take advantage of these resources when seeking opportunities. Tony Class of 2019 I am a first-generation, non-traditional, transfer student studying Advertising in the College of Media. I grew up in Pleasant Hill, Illinois and spent nearly 10 years recording and touring all over North America as a professional musician.

Crash Paper Free Essays

Crash displayed various aspects of racism and stereotypes that occur everyday. One of the three major scenes in the movie that stood out was when the two officers pull over a black couple. Obviously they’ve done nothing completely harmful, reckless or dangerous. We will write a custom essay sample on Crash Paper or any similar topic only for you Order Now The leading officer claims the wife was performing falatio, while driving a vehicle, which could be a form of reckless driving and can be penalized for it. In fear of authority, and in all respect, the husband complies as polite as possible to the officers demands. While doing so, the officer is responding in the rudest manor. He asks the officer if it’s okay to reach in the glove department for his paperwork and the officer replies with a very suspicious â€Å"yeah nice and slow†. Now on the other hand, the other officer takes no part in what goes on next because he knows what’s right and wrong, he’s deemed the â€Å"good† cop. The leading officer comes back to test him if he’s drunk and driving and he wasn’t. Complying with the officer once again, he did it. His wife, a little drunk, tries to explain in a firm manor that they’ve done nothing wrong and what he’s doing is wrong. Feeling an undermining to his authority, he gets angry and as she gets out of the car to confront him he tells the couple to turn around and place their hands behind their heads. As he pats down his wife, he grabs her inappropriately and asks what should be done since what they’ve done can technically be seen as a crime. Coming back to complying to an authoritarian figure out of fear and recognition of authority, her husband had one of two choices; he either could’ve spoken up, done something about it and got arrested or kept quiet, let him do what he knew was wrong and be let off with just a warning. Thinking that he would not win over an authority figure like the cop’s word, he didn’t say anything and let it happen. This situation brings up â€Å"The Authoritarian Personality† from one of the theories of prejudice in which the man complied to everything the officer asked for by just being or even just looking to be an authority figure. Also, the officer shows that intolerance and aggression as one would to those who don’t conform as well, as you would see in The Authoritarian Personality. There’s an automatic fear that comes to people when they think of the police. It’s the fact that they’re given that title of an officer of the law that leaves you naive to think anything he does is ok and even though you know it’s wrong sometimes, you don’t have the courage to say it cause you’re not supposed to. It’s not the norm of society. The second scene is where two black men walk out of the restaurant and the first one is the one that blames everything bad possible on his misfortune of being black. He continues on to complain about how since he’s black he had to wait a lot longer than the white people that were there being served. As he complained about what he didn’t get because he was black, his friend reminds him that he didn’t even want what he was complaining for and it’s not cause they’re both black. As his friend starts to make his case, he also reminds him that the waitress was indeed black and they weren’t racially prejudice. But he goes ahead anyways to continue blaming his skin color and that the waitress presumed that since they were dressed a certain way and talked a certain way they weren’t going to tip, so she waited a little longer to serve them. These are all examples of â€Å"Frustration and Scapegoating† from one of the theories of prejudice. It shows his need to blame white people for his personal shortcomings and misfortunes, such as waiting a long time to be served and being looked at as a threatening figure in society. Although, he wasn’t going to tip anyways and he and his friend are car-jackers. It’s crazy and ironic how he’d think that. And if there was such a stereotype, then why not beat it. To make it worse, he lived up to those same stereotypes and continued to blame other things. In the last scene, a middle eastern family man has a business which is his only source of income. From past experience and safety reasons he tells his, more educated and literate, American daughter to buy a gun for the store’s protection and his own. He orders a guy to come in and change the locks as well, but the problem happens to be the door and not the locks. He hires a technician to change the locks and he happens to be Hispanic. The Hispanic technician is a father of a five year old girl that moved out of his old neighborhood for her safety and a better upbringing. A couple days after, the two get into a fight, in which the middle eastern store owner screams at him for not changing the locks meanwhile the door is the one that needs a replacement, as the technician tries to explain. As the argument sprouts, the technician just wants his money and wants to leave but the owner doesn’t pay him and in anger he leaves. The next day the store gets torn apart, robbed and vandalized in all kinds of ways and now the store owner is left with nothing and his life is ruined. In anger and to gain vengeance, he takes the gun and directly assumes it was the lock technician that left in anger from the other day. As one of the theories of prejudice, selective perception, is portrayed here when he automatically assumes it was the Hispanic guy that talks a certain way and has visible eye-catching tattoos. Coming to an immediate conclusion that it was him, he goes to his house and asks for his money for the store and fires the blank bullet exactly when his daughter came in between. Both were left in shock, to only find out that it was a blank bullet. He had no evidence that it was him but just because he was Hispanic and looked like he would do something like that, he came to a conclusion that it was him. Ironically, the guy was the nicest man and an incredible father and proved his selective perception wrong. Assuming is a root to a kind of prejudice as well and this scene was a great example. How to cite Crash Paper, Essay examples

Leadership Theory

Question: 1. How can what happened at Enron be explained by some of the theories of leadership that you have looked at? 2. In what ways does leadership influence culture? 3. What can be done to reduce the type of unethical behaviour demonstrated in this case? What are your recommendations? Answer: Introduction Leadership is an important aspect for a successful business. The business success is influenced by a sustainable and healthy culture along with a good leadership strategy adopted by an efficient leader. In every small or large organization, a well adopted leadership culture could be identified which helps to promote the organizational culture leading to a successful business. On the other hand, an inappropriate leadership style adopted by the leader or an inefficient leader could lead to the downturn movement of the business profitability and sustainability (Hargreaves Fink, 2012). Here, in this assignment, the major focus is the organization Enron Corporation which is a well known energy company and was the largest bankruptcy reorganization in American history. The organization was known to experience the largest audit failure. There were a number of pitfalls recognized in Enrons management system as well as in leadership management which contributed in the failure of the organization. It has been revealed from the case scenario of the organization that the senior management misled the board of directors and there were a number of issues in financial reporting which were not presented in front of the share holders (Gaines, 2012). Thus, it could be said that improvement in the leadership would help the organization and senior management to avoid these kinds of problems. Here, in this assignment, the major purpose is to explain the incidence of the organization Enron based on the leadership theories. In addition, how the leadership included the organizational culture would also be discussed here. Then the recommendations for reducing these kinds of unethical behavior in the workplace would be discussed in the organizational context. Comprehension The organization Enron showed both simple and complex which should be followed. The organization showed issues in leadership, organizational culture, rewards, unethical behavior and other issues. On the other hand, the complex issues include unraveling financial dealings. The Enron shareholders filed a $40 billion lawsuit after enhanced stock price of the organization (Tonge, Greer Lawton, 2003). It has been revealed that the CEO Jeffrey Skilling established a staff of executives by using the accounts loopholes and poor financial reporting. In this way, billions of dollars in debt from their failed projects and deals were hidden. The chief financial officer of the company along with the other executives misled the board of directors and audit committee of the company for regarding the high-risk accounting practices. In addition, they pressurized the audit accountancy partner to avoid these issues (Spillane, 2012). It has been revealed that various executives of Enron were charged fo r these kinds of activities. The organization showed to have individualism culture. The leadership and management culture influenced only focus upon uncontrolled pursuit of profit which thereby interfered with the ethical behavior and following ethical codes by some employees. The organizational culture showed that the senior management employed the risk taking culture in the organization and offered rewards for extra profits achieved by the employee and the staffs are encouraged to manipulate their profit estimates. The performance review committee forced the employees to be into the line by controlling them in such ways. The executives and senior management made false commitment regarding their treatment with employees (Day Antonakis, 2012). The appraisal scheme for the employees led to the promotion and bonus for the employees at the top of the organizational hierarchy and dismissal of the employees at bottom line. In this unethical way, the senior management of the organization fired 15-20 % employees having lowest performance which were replaced by the new employees and this cycle was carried throughout the successive years (Tonge, Greer Lawton, 2003). It was the major downside of Enrons business. The CEO of the company Jeff Skilling depicted that h is only priority, being the CEO of Enron is to keep the stock price up. However, from his comment, it is clear that the CEO is only concerned about the companys profit in any way which should not be the case (Dorfman et al., 2012). As a CEO, he should be responsible for empowering his subordinates with good treatment. Thus, he showed his aggressive nature which influenced his autocratic leadership nature. 1. Analysis and problem diagnosis There are various kinds of leadership theories which help the leaders to shape their leadership skills and culture under which they are going to apply the leadership strategies. Here, the situation can be explained as having a negative impact of leadership upon the employees and the organizational sustainability and growth (Alvesson, 2012). A lack of appropriate and ethical leadership has been identified in the organizational context which led the organization towards failure and bankruptcy. In this context, a number of theories can help to explain the organizational leadership and the incidences happened in Enron. Here, different kinds of leadership theories would be explored. The first theory which could be explored to explain the situation in Enron is the Behavioral theory of leadership. This theory focuses upon the behaviors of leaders. The leaders can adopt any of three types of leadership style including autocratic, democratic or laissez-faire leadership. Here, according to the argument of Shao, Feng and Liu (2012) the autocratic leaders attempt to take their decisions without taking ideas from their subordinates or without consulting with the fellow team mates. This leadership style helps to make decision within very short period of time and it helps to get successful outcomes when there is no need for inputs from the other members. In Enron, it has been seen that, the senior management team as well as the CEO of the company was following the autocratic leadership style. It has been depicted by Schaubroeck et al., (2012) that the autocratic leadership is not suitable for employees satisfaction and empowerment. It allows the employees to feel less valued which affects their performance. In the autocratic leadership, sometimes, the leaders do not allow employees to take part in organizational decisions which could enhance employees dissatisfaction. Sometimes, in autocratic leadership, the leaders force the subordinates to do some job without asking their perspectives or willingness to do the work. With this theory, the status of Enron Corporation can be discussed. In the organization, the CEO showed aggressive skills along with the individualism culture which depicts that the CEO is not involving employees in organizational decision making processes (Kabasakal et al., 2012). The CEO depicted that the rule in Calif ornia are terrible, that showed disrespect towards the national legislative framework. In spite of discussing with the subordinates about the ways to enhance their profit margin, the CEO depicted that the rules are pushed at the edge in an effort for making profit in a business. He was influencing his subordinates through these types of thought and manipulating them to gain more profit. Another theory can be useful to discuss the status of internal powers in the organization French and Ravens five forms of power theory. This theory depicts that understanding from where the power is coming in the workplace. According to the theorists, there are five bases of power in the organization. Legitimate- the power of legitimate comes from the perspective that the person has the formal right to the right to expect compliant and obedient from others. However, this power is being misused in Enron. The performance review board has been shown to force the employees to come into line which is an unethical practice (Wilderom, van den Berg Wiersma, 2012). Reward- This power is the result of individuals ability for compensating employees compliance. However, the senior management team as well as the CEO, Skilling are not compensating the compliance of the employees efforts who are at the bottom of organizational hierarchy and were showing biasness towards the employees who are at th e higher levels of organizational structure by promoting and rewarding them (Acar, 2012). Expert- This power comes from the high level of knowledge and skills of a person. In the Enrons case study, experts were not properly valued; they were only guided by the higher authorities (Reeves Ventura, 2012). Coercive- This power comes from the belief by which one can punish others for noncompliance. However, the CEO and senior management did not follow this theory. They attempted to fire 15 % employees yearly for low performance which is against the business ethics (Moynihan, Pandey Wright, 2012). In the transactional leadership theories, the value of positive and mutually beneficial relationship within the team members and leaders has been highlighted. Here, the transactional theory highlights that development of a mutual reinforcing environment can be done by rewarding employees for their excellence and improvement in performance (Steers, Sanchez-Runde Nardon, 2012). The transactional leaders are more efficient in developing mutual relationship with subordinates. 2. Theory and practice Culture of an organization can be defined as the set of perceptions, beliefs, norms and values followed in the organization. Cultural aspects are the pillar of the organization. There is a strong relationship within the leadership and organizational culture. Based on the strategies adopted by the leader, the culture is developed (Dickson et al., 2012). It is because the employees and fellow staffs would follow the direction guided by their leader. Therefore, the leadership skills and strategies would be reflected in the organizational culture. The values, beliefs, perceptions set the organizational norms which are followed by the employees. In this context, the values and norms of the leaders would be the major factor while setting the organizational norms because the employees would also reflect the cultural aspects similar to the leader (Hermalin, 2012). Thus, the leadership style and strategies are very much important in analyzing the organizational culture. The theoretical model provided by Edgar Schein revealed the relationship within organizational culture and leadership. According to the theorist, the organizational culture can be directly as well as indirectly influenced. The direct mechanism includes exemplary behavior, perception, opinion, status. On the other hand, the indirect influences include formal guidelines, organizational mission, organizational design, rituals and corporate identities (Rockstuhl et al., 2012). According to the theorist, the leadership is the source of values and beliefs and the most central issue for leaders is to understand the deeper levels of culture. There are three sources of cultures, the first one is values, beliefs and assumptions of founders, the second one is learning experience of the members and the third one is the new beliefs gained from the new members (Alvesson Spicer, 2012). Three levels of culture include artifacts, espoused beliefs and values and the basic underlying assumptions. In t his context, the leadership style of the leader would influence the assumptions of the organizational culture. In the context of Enron Corporation, the individualism culture was influenced by the autocratic leadership style adopted by the CEO Skilling and senior management. They attempted to rule and control their subordinate employees by forcing them to enter into their guided line (Slavin et al., 2012). On the other hand, the higher authority shaped the culture in such a way which promotes the unethical behaviors of the employees as well as the higher authorities. In this model, it has been depicted that the leader and the leadership culture shapes the organizational strategies, objectives and philosophies, undertaken by the organization. In this context, Skilling depicted about his noncompliance with the national business rules and from the history of the organization, the noncompliance and unethical practices of the organizational executives has been revealed which reflects about the unhealthy culture in the organization which is the reason behind the organizational failure (Erkutlu, 2012 ). 3. Recommendation There are a number of ways to reduce these kinds of unethical behavior in the organization through the improvement of leadership skills and style. The senior management and the CEO should adopt an employee friendly leadership style which will promote ethical behavior of the employees with a healthy culture in the organization. Ethical leadership is the key to socially responsible business. Thus, in this context, the following recommendations are provided. Adaption of employee-friendly leadership by the management The leaders of the company should adopt an employee-friendly leadership style. At first, the skills related to the democratic leadership should be learned and the employee friendly environment should be provided. The democratic leadership skills would promote the establishment of god relationship with the employees. The employees would be allowed to take part in the organizational decision and the employees would be felt valued and would be motivated to perform better. The democratic leadership would enhance the employees support through ethical practices in organizational performance and reward system. The transformational leadership style should be adopted by the leader for adopting change management strategies which would help to improve the situation. The major aspect which should be changed is cultural principles and morals which would be then followed by the employees. The change management is needed for improving the situation. The major goal is to include ethical environment where the employees would get job security and they would be valued as the organizational asset. In the ethical environment, no discrimination or biasness would be allowed. New and efficient management team should be appointed for reviewing the performance of employees based on which they would be rewarded without discrimination. Improved HRM department The HR department should adopt the principles of ethical leadership while managing the human resource. They should not separate ethics from day to day business and they should make the executives aware that the ethics is the way they operate their businesses. The new HR management team would review any kinds of negative interpersonal behavior which can hinder the development of trust within the employees and leader. The HRM department should be aware of the ethical and professional codes and should follow all the legislations and business rules while dealing with the employees issues. The HRM staffs would be trained in such a way that they would undertake strict action upon addressing any kinds of unethical behavior from either higher or lower level staffs, it would keep the organizational ethics high. The recruitment and termination process should be stricter. Training of staffs The training of staffs is needed to make them aware of the ethical codes and professional responsibilities. When the employees would be aware of their professional responsibilities and the ethical culture followed by the organization, there would be no chance of ethical misconduct in from the side of the employees. Whenever, the employees would feel to be valued they would attempt to follow the ethical codes in the business. For ongoing ethical journey, once-in-a-year training program should be followed. Conclusion In conclusion, it can be said that leadership is one of the key aspect in the organizational context which is important for a healthy and well-established culture in the organization. In this context, the organization, Enron Corporation shown to be the biggest bankruptcy in U.S. history. The leadership skills and management of the organization was responsible for the organizational failure. From the case scenario, the financial down turn and the related causes were analyzed. It was analyzed that the CEO, Mr. Skilling had a negative approach towards the business. He only attempted to enhance the organizational profit in spite of empowering or concerning about the employees or his subordinates. It dissatisfied the employees along with their commitments to get their target. In this assignment, leadership theories were explored and analyzed for understanding and explaining the incident in the company. Then in that theoretical context, the influence of the leadership skills upon the organ izational culture were discussed and finally suitable recommendations were provided for coping with the situation which might be undertaken for the organizational benefit. Reference List Acar, A. Z. (2012). Organizational culture, leadership styles and organizational commitment in Turkish logistics industry.Procedia-Social and Behavioral Sciences,58, 217-226. Alvesson, M. (2012).Understanding organizational culture. Sage. London Alvesson, M., Spicer, A. (2012). Critical leadership studies: The case for critical performativity.Human relations,65(3), 367-390. Day, D. V., Antonakis, J. (2012).The nature of leadership. Sage. London Dickson, M. W., Castao, N., Magomaeva, A., Den Hartog, D. N. (2012). Conceptualizing leadership across cultures.Journal of World Business,47(4), 483-492. Dorfman, P., Javidan, M., Hanges, P., Dastmalchian, A., House, R. (2012). GLOBE: A twenty year journey into the intriguing world of culture and leadership.Journal of World Business,47(4), 504-518. Erkutlu, H. (2012). The impact of organizational culture on the relationship between shared leadership and team proactivity.Team Performance Management: An International Journal,18(1/2), 102-119. Gaines, K. K. (2012).Uplifting the race: Black leadership, politics, and culture in the twentieth century. UNC Press Books. Hargreaves, A., Fink, D. (2012).Sustainable leadership(Vol. 6). John Wiley Sons. London Hermalin, B. E. (2012). Leadership and corporate culture.Handbook of organizational economics, 432-78. Kabasakal, H., Dastmalchian, A., Karacay, G., Bayraktar, S. (2012). Leadership and culture in the MENA region: An analysis of the GLOBE project.Journal of World Business,47(4), 519-529. Moynihan, D. P., Pandey, S. K., Wright, B. E. (2012). Setting the table: How transformational leadership fosters performance information use.Journal of Public Administration Research and Theory,22(1), 143-164. Reeves, D. B., Ventura, S. (2012). i Leadership.AGENDA. Abington Rockstuhl, T., Dulebohn, J. H., Ang, S., Shore, L. M. (2012). Leadermember exchange (LMX) and culture: A meta-analysis of correlates of LMX across 23 countries.Journal of Applied Psychology,97(6), 1097. Schaubroeck, J. M., Hannah, S. T., Avolio, B. J., Kozlowski, S. W., Lord, R. G., Trevio, L. K., ... Peng, A. C. (2012). Embedding ethical leadership within and across organization levels.Academy of Management Journal,55(5), 1053-1078. Shao, Z., Feng, Y., Liu, L. (2012). The mediating effect of organizational culture and knowledge sharing on transformational leadership and Enterprise Resource Planning systems success: An empirical study in China.Computers in Human Behavior,28(6), 2400-2413. Slavin, S. J., Schindler, D., Chibnall, J. T., Fendell, G., Shoss, M. (2012). PERMA: A model for institutional leadership and culture change.Academic Medicine,87(11), 1481. Spillane, J. P. (2012).Distributed leadership(Vol. 4). John Wiley Sons. London Steers, R. M., Sanchez-Runde, C., Nardon, L. (2012). Leadership in a global context: New directions in research and theory development.Journal of World Business,47(4), 479-482. Tonge, A., Greer, L., Lawton, A. (2003). The Enron story: you can fool some of the people some of the time.Business Ethics: A European Review,12(1), 4-22. Wilderom, C. P., van den Berg, P. T., Wiersma, U. J. (2012). A longitudinal study of the effects of charismatic leadership and organizational culture on objective and perceived corporate performance.The Leadership Quarterly,23(5), 835-848.

Migration and Development

Since time immemorial, people have always moved from their original or cradle land and found settlements in other places. This movement is caused by a number f reasons some of which are intentional while others are as a result of catastrophic occurrences.Advertising We will write a custom essay sample on Migration and Development specifically for you for only $16.05 $11/page Learn More This movement of people from one place to another is referred to as migration (Giddens, 1984). The aim of this discussion is to look at some of the impacts that migration has on the immigrant, the people around the immigrant and the community at large. In addition, this discussion will also focus on the link between migration and development. There are quite a number of developmental issued that have emerged as a result of migration. This is because; most of the people who migrate are part of a workforce in a given society. This therefore means that their departure will le ave a gap in the workforce of their society and will also add to the workforce of the so city where the immigrants will finally settle. The United States of America for instance has continued to receive immigrants from many parts of the world with most of the immigrants to America coming from Mexico. This has created a relationship of dependency considering that America is a 1st world country while Mexico is still a developing country. Many European countries have also seen immigrants from North America move into these countries permanently (Agunias, 2006). During the boom period that was experienced in the 60s and 70s there were several agreements that were reached between the countries that were receiving labour and those that were providing labour. However, when this period came to an end, the needs of the countries that were receiving labour changed and this broke the ties between these countries. Migration from various anthropological studies has been viewed in various angles s ome of which have been addressed in this discussion. Migration has been looked at from the angle of modernization. This is where anthropologists have argued that migration was used a tool of modernization.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More This meant that since people in third world countries would migrate to 1st word countries in search of labour, they would get to earn of the new ways of life and when they went back to their native countries the would take back the new practices. At the same time, by the immigrants providing labour in the 1st wor1d countries they would contribute to development and this enhanced modernization. Thus, if an immigrant from North Africa moved to Europe both the native country and the country that the immigrant settles in stand to benefit as a result of the migration. On the other hand, migration has been said to create dependency between the third w orld countries and the already developed countries. This is because, the immigrants who are from the periphery countries always depend on the core countries to provide them with labour opportunities so that they can migrate and set their base of work there. The immigrants therefore do not consider how they can look for ways to develop their own countries and develop a sense of livelihood without having to migrate. Therefore, an immigrant from North Africa would prefer to migrate to a European country in search of labour opportunities instead of looking for labour opportunities in his or her own country. Migration has also been considered in two main ways. There is migration from a peripheral or a third world country to first world country that is the most common (Kapur, 2003). There is also a new trend whereby people from third world countries are migration from the rural areas into the urban areas of their country in search of job opportunities. While the latter is different from t he former, the concept is still the same. This trend has brought about other issues of development (Kearney, 1986). While on one hand this issue encouraged development and urbanization, there is also slow growth in the rural areas as almost everybody has moved to the big cities and towns in search of work. Impacts of Migration The impacts that migration has on the immigrant, the people around him or her like the family members and the community at large can be looked at from two perspectives. There are some impacts that are negative while others are positive.Advertising We will write a custom essay sample on Migration and Development specifically for you for only $16.05 $11/page Learn More To begin with, when an immigrant moves from his native country to another country, the society from he come from is deprived of one of the most important pillars of development that is the labour force (Kuhn, 1962). This means that even though the immigrants is likely to come back with new concepts that could enhance development, already the native country of the immigrant is likely to suffer as far as development is concerned due to lack of sufficient labour force. As a result, the local and regional economies are greatly undermined (Rodenburg, 1997). This situation leads to a continued trend of dependence on the first world countries to provide labour opportunities. The end result is that since the native country is experiencing sluggish growth or the growth is almost ground to a halt for lack of enough labour, poverty crops in, and this encourages even greater migration as people sort of seek refuge in greener pastures (Hass, 2010). Migration is also seen as creating inequality especially in third world countries (Sen, 1999). This is because the labour opportunities that are provided by the developed countries are such that not every person in the developing country can qualify to take them up. This means that for those who are not able to ta ke up the opportunities. Their fate is sort of sealed. Looking at it from this angle, then one clearly concedes that migration is not a tool for development especially for the counties from where the immigrants come from. Migration has not in any way helped the alleviation or reduction of poverty in the developing countries. If anything, it has helped increase poverty levels by high margins as the productivity of the community has gone low for lack of enough labour force. There is yet another argument that has been developed regarding the role played by migration in development (Myrdal, 1957). It is argued that most of the immigrants together with their families do not have a proper investment strategy of the money they earn upon migration. Instead, they spend their money on various consumer goods since most of the 1st world countries encourage consumerism. This therefore means that when the immigrants go back to their native countries, they have nothing to shoe for their work and t his paralyses development (Glick et al, 1991).Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Migration and development are intertwined but whether migration has aided development remains a subject of debate and the controversy surrounding the subject does not seem to go away any time soon. References Agunias, D. (2006) Remittances and Development: Trends, Impacts, and Policy  Options. Washington, DC: Migration Policy Institute. Giddens, A. (1984) The Constitution of Society: Outline of the Theory of Structuration. Cambridge: Polity Press. Glick, Szanton et al. (1991) Towards a Transnational Perspective on Migration. New York: New York Academy of Sciences. Hass, H. (2010) Migration and Development: A Theoretical Perspective. Oxford: University of Oxford. Kapur, D. (2003) Remittances: The New Development Mantra? Paper prepared for the G-24 Technical Group Meeting, September. 15–16. New York and Geneva: United Nations. Kearney, A. (1986) From the invisible hand to visible feet: Anthropological Studies of Migration and Development. California: University of California. Kuhn, T. S. (1962) The Structure of Scientific Revolutions. Chicago: University of Chicago Press. Myrdal, G. (1957) Rich Lands and Poor. New York: Harper and Row. Rodenburg, J. (1997) In the Shadow of Migration: Rural Women and their Households in North Tapanuli, Indonesia. Leiden: KITLV Press. Sen, A. (1999) Development as Freedom. New York: Anchor Books. This essay on Migration and Development was written and submitted by user Cayson Nolan to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Biography of Actress Marilyn Monroe

Biography of Actress Marilyn Monroe Known for:  celebrity and actress, sex symbol, blonde bombshell Dates:  June 1, 1926 -  August 5, 1962Occupation:  movie actressAlso known as:  Norma Jeane Baker, Norma Jean Baker, Norma Jean Mortenson, Norma Jean MortensenReligion:  Convert to Judaism Early Life Marilyn Monroe, whose name was Norma Jean Baker in childhood, was born to Gladys Mortenson, a film technician, whose husband, Edward Mortenson, deserted the family. Norma Jeans natural father may have actually been another studio employee, C. Stanley Gifford. Gladys mental illness surfaced shortly after her daughters birth, and she was institutionalized much of Norma Jeans growing years. Norma Jean was placed in a series of twelve foster homes, and once in an orphanage. She attended Van Nuys High School in Los Angeles, California. At sixteen, Norma Jean escaped the foster system by marrying 20-year-old James Dougherty. A year later, in 1943, he joined the U.S. Merchant Marine. Norma Jean took a job in an airline plant, part of the World War II factory effort, and worked first as a parachute inspector, then as a paint sprayer. When the government came through to take promotional photographs of the women working in the plant, the brunette Norma Jean learned that she photographed well, took a modeling course, and began working part-time as a photographers model. Success as a photographers model led her to her dream of becoming an actress. In 1946, she divorced Dougherty and bleached her hair to become a blond. She signed a one-year, $125/month contract with Twentieth Century-Fox on August 26, 1946. Ben Lyon, casting director, suggested that she take the name Marilyn, and she added her grandmothers last name, Monroe. Marilyn Monroe as an Actress Marilyn Monroe played one bit part that year, all of which ended up on the cutting room floor. The next year, she signed another one-year contract, this time with Columbia. The results werent any better. In 1950, Marilyn Monroe posed for full-length nude shots, which the photographer Tom Kelley sold for a calendar. That same year, she appeared in a bit part in The Asphalt Jungle, and though her name wasnt even mentioned in the credits, her appearance generated a huge amount of fan mail. Her reputation as a blond bombshell had begun to be established. So Twentieth Century-Fox signed Marilyn Monroe to a new contract - this time, for seven years. She appeared in All About Eve. In 1953, she had her first starring role, in Niagara. In Gentlemen Prefer Blondes she sang and, for the first time, she had her own dressing room. In January 1954, Marilyn Monroe married the famous baseball player, Joe DiMaggio. The marriage was short-lived; they divorced in October. Seven Year Itch For the 1955 movie The Seven Year Itch, Marilyn Monroe appeared in the famous photographic stunt, in a white halter dress, with her skirt blown up by a draft from a sidewalk grate, leaning down to catch her dress so that her cleavage showed. The photograph was used to advertise the film and has become one of the iconic images of Marilyn Monroe. After filming The Seven Year Itch, in which she plays a prototypical dumb blond, Marilyn Monroe decided to work more seriously on her acting skills, to the skepticism of many critics. She broke her movie contract and moved to New York to study at the Actors Studio with Lee Strasberg for a year. Success ... and Problems In 1955, she founded her own company with Milton Greene, Marilyn Monroe Productions, and signed a new contract with Twentieth Century-Fox. She made the 1956 movie Bus Stop, which wowed the critics, but shed begun to lose herself to self-doubt, depression, drugs, and alcohol. Marilyn Monroe, whose mother and maternal grandparents had all struggled with mental illness and institutionalization, began taking sleeping pills for her insomnia. She regularly consulted psychiatrists. She drank heavily, and began a habit of arriving late to work, and sometimes not being able to work at all. Marriage to Arthur Miller She married Arthur Miller, the playwright, shortly after Bus Stop was released, and for the marriage converted to Judaism. She lived quietly for two years with her new husband. During that time, Miller was fighting his conviction for contempt-of-Congress for refusing to answer two questions before the House Un-American Activities Committee (HUAC). The marriage, and several miscarriages added to her self-doubt and depression, and to her use of drugs and alcohol. Marilyn Monroes next movie, The Prince and the Showgirl, brought mixed reviews. That was followed by Lets Make Love and an unhappy romantic liaison with co-star Yves Montand. The Misfits was written for Marilyn Monroe by her husband, Arthur Miller. She performed well in the final product, though, during its filming, she was often under the influence of alcohol and pills, and she was notoriously late to the set. Marilyn was affected by the death, two months after the film was completed, of her co-star, Clark Gable. In early 1961, Marilyn Monroe and Arthur Miller divorced. During this period, she was also bothered by many rumors of affairs, including with the President, John F. Kennedy, and his brother, Robert F. Kennedy. Last Months Filming her next project, ironically titled Somethings Got to Give, Marilyns lateness and addictions led to her dismissal after a month. She was briefly committed to a mental hospital. She was approved to return to the film, but never resumed filming. Two months later, in her home in Los Angeles, Marilyn Monroe was found by her housekeeper, dead, with an empty bottle of sleeping pills next to her body. The coroner found the death was caused by an overdose of barbiturates and pronounced it a possible suicide. No evidence of foul play was presented to the coroner. Marilyn Monroes funeral was planned by Joe DiMaggio; Lee Strasberg delivered the eulogy. Marilyn Monroes Parents Mother: Gladys Monroe Baker (also called Gladys Pearl Baker or Gladys Monroe Mortenson)Father: Edward Mortenson or C. Stanley Gifford Marilyn Monroes  Husbands James Dougherty (married June 19, 1942; divorced September 13, 1946)Joe DiMaggio (married January 14, 1954; divorced October 27, 1954)Arthur Miller (married June 29, 1956; divorced January 24, 1961) Education Van Nuys High School3-month modeling coursedramatic coach, Natasha LylessActors Lab, Los AngelesActors Studio, New York