Film and Television Genre Essay Example | Topics and Well Written Essays - 1000 words

Film and Television Genre - Essay Example Film genre can be classified into the following.Action films.These are films characterized by fights, battles and destructive crises such as floods, natural disasters and fires. Good examples are the James Bond films and martial arts films.Adventure films.They are exciting stories with new experience, they include films that are based on treasure hunts, jungle and desert epics.Comedy.These are designed to provoke laughter with jokes, they exaggerate a situation. There are various types of comedies they include romantic comedies, black comedies, slapstick and parodies.Crime or gangster films.They are based on actions to combat crime, they are in most cases referred to as detective mystery films and examples include serial killer films and bank robbery films.Drama films.Are those films that portray realistic characters and life situations. This is the largest film genre and they do not focus on specific effects such as comedy or action.Historical films.They are usually historically ima ged films that are focus on myths, legends and heroic figures. Good examples are Bible-based films.Horror films.They are films that are designed to frighten and invoke our hidden fears. They include satanic films, monster films, Dracula films and serial killers.Musical or dance films.They are films that are centred on music, dance and songs. Examples are concert films and musical comedies.Science fiction films.They are based on imaginative scientific ideas, they include alien films, distant planet films. The genre categories are broad enough to accommodate any film ever made. Film categories can never be precise and films tend to be crossbreeds or hybrids, this is to mean that a film has more than one genre that is overlapping. Detective mystery film, they cannot be classified as main genre films because they are both thrillers and gangster films. Therefore they are classified according to their hybridity and not by specific genres. From the above examples of hybrids we can conclude the present films are classified as hybrids, it is for the simple reason that they cannot be classified as specific genres. The genre classification has no closed boundaries because they are formed by certain sets of conventions and classification is based on recurring patterns.... Walt Disney is the main producer of these films, they include Mickey Mouse cartoon, Popeye and superman. (http://www.filmsite.org/animatedfilms.html) Children and family films. These are non offensive films, they are usually made to entertain the whole family. They do not include scenes with violence, nudity or sex. Classic films. These are films that are referred to as favourites by the whole universe, they are high quality films and often gain quality after re screening. A good example is King Kong (1933). Documentary films. These films are non fiction based, they are narratives of historical events, an example is the Memphis belle(1944) which is a World War 2 documentary. Sexual or erotic films. This are films that present human nudity and love making, they are pornographic in nature. The genre categories are broad enough to accommodate any film ever made. Film categories can never be precise and films tend to be crossbreeds or hybrids, this is to mean that a film has more than one genre that is overlapping. Examples of hybrids. Detective mystery film, they cannot be classified as main genre films because they are both thrillers and gangster films. Therefore they are classified according to their hibridity and not by specific genres. Disaster films, they are both action and adventure films, an example is the hurricane film of 1937 and the high and the mighty film of 1954. Sports films, are those that based on sports, this films may be fictious or non fictious and they are hybrids. Examples include the rocky film of 1976, remember the titan's film of the year 2000. Thrillers and suspense films, these are films that are based on suspense promotion, they are

Money and the federal reserve system Term Paper

Money and the federal reserve system - Term Paper Example The Federal Reserve had always played an immense role in controlling the financially crucial situations ever originated in the USA. Its instruments come in the form of feasible monetary policies that take care not only of any present crisis but also those of the future. A good example is its mode of activities in the face of the recent global meltdown that not only helped in controlling the crisis but included measures to effectively control any aftermath. The present paper deals with the institution’s monetary policies which from time to time had acted like a shield against an economic crisis, for the country. 2 One of the commonest names which often come up as one of the strongest financial regulatory bodies in the world is that of the Federal Reserve. The Federal Reserve, often abbreviated as the Fed, being the apex financial institution of USA is responsible for designing the monetary policies of the economy and hence for controlling the flow of money in the nation. Since the amount of money supply is a decisive factor behind the credit availability and hence that of any inflationary developments in an economy, the importance of the institution cannot be slighted. Inflation can often have larger outcomes, ranging from severe unemployment to that of a financial crisis. Thus, there must be an institution in every nation entrusted with taking care of the vice; the Federal Reserve does the job in USA (Schenk, n.d.). The Fed has been conferred the responsible of planning the monetary policies for USA since . Its basic objective had been to work-out a feasible solution given the prevailing economic condition of the economy so as to provide a brighter and better future to the countrymen. However, the string of the ultimate power of the bank is largely bestowed in the hands of the Congress. Recently though, on October 2008, the grips have been loosened a bit and the bank has been given the right to endow

10 Day Placement Assignment Analysis From Snap Social Work Essay

10 Day Placement Assignment Analysis From Snap Social Work Essay SNAP is an organisation that was set up in June 2008. It is a collaboration of six organisations Orwell Housing Association, Anglia Care Trust, Epic Trust, Ipswich Housing Action Group, Family Action and Together- Working for Wellbeing. Each employee of Snap is affiliated to one of the main organisations and is an employee of only one of the partners. All six organisations tendered, and won the contract to provide CARA (Central Access Referral Agency) and non accommodation based housing support. The collaboration of the agencies ensures a diversity of skills, knowledge and experience. SNAP is responsible for support throughout Suffolk apart from those in the Waveney area. These referrals come through CARA but are then transferred to Flagship Housing to provide support. SNAPs primary aims are to prevent homelessness, to support people to develop skills that will facilitate independent living and to prevent or assist an individual from being admitted to institutionalised accommodation. The support SNAP provides may be accessed by anyone over the age of 16 as long as they are eligible to receive public funds and have needs that are housing related. SNAP supports people for a maximum of two years, up to three hours a week. The needs and progress of the service user are reviewed every 13 weeks. If the service user still requires support after two years or is deemed to have ongoing requirements then they are referred to other agencies that will provide this. Each organisation that is involved in SNAP, has their own policies and mission statements. The values that SNAP have taken as their own are those of respect, integrity, honesty and trust. There is no mission statement that applies overall, as each employee of SNAP is employed by one of the six agencies, and it is the mission statement of that agency that applies to the individual employee. SNAP has six support planning principles. The first of these is that the support provided is individualistic. This is a traditional social work value originally put forward by Biestek (1961). This value means that the worker should recognise and understand each service users unique qualities and situation and take these into account at all times. SNAP also advocates person centred therapy. This approach originated from Carl Rogers (Rogers, 1942) and is from the humanistic school of psychology. This theory involves the process of providing the service user with unconditional positive regard, empathy and openness as it is these that empower the service user and facilitate their ability to solve their own issues. SNAP works in an inter-professional manner. Referrals received by SNAP are from a multitude of agencies due to the diversity of service users and their needs. SNAP is only able to support those who have difficulties in maintaining a tenancy and anything that does not fall within this remit requires SNAP to signpost the service users to other agencies. Furthermore, the support provided may involve SNAP liaising with other agencies that may be relevant in the service users life. All SNAPs interventions are Task centred (Reid Shyne 1969). SNAPs support is classed as short term even though it can continue for up to two years. Task centred approach to intervention is usually done on a much shorter term basis, usually six weeks. SNAP and the service user both agree their roles and responsibilities during the support; this is in the form of a document that makes clear to the service user and the support worker, what each will do during the support. This is signed by both at the onset of support. This is in line with the task centred approach and makes clear what difficulties need to be addressed and eachs role in doing this. As all of SNAPs service users are experiencing problems with regard to housing, this problem solving approach is both practical and relevant. At each 13 week review, SNAP ensures that progress is being made and the service users needs are reassessed. Some of the referrals that are made to SNAP, involve service users in a crisis situation, pa rticularly if imminent eviction is likely. The task centred approach is similar to crisis intervention (Caplan Lindemann -Kanel, 2003, p.14) although crisis intervention has a more psycho-dynamic approach, promoting psychological growth as opposed to task centred theory, which is more based on the understanding that a crisis provides the motivation to act. Both crisis intervention and task centred approaches involve problem solving. SNAP treats its service user in a non judgemental manner. This is one of Biesteks (1961) traditional social work values requiring that the worker does not judge and neither approve or disapprove of the service user. During my shadowing this has been the case. Due to the nature of SNAPs intervention, being short term housing support, it is difficult to set up committees or long term client groups that have an input into the organisation and how it is run and the future development. However, SNAP do regularly send out questionnaires to service users in order to ascertain whether the service they have received has been useful and whether the service users situation has improved. It has also been suggested that a Mystery Shopper type exercise be undertaken in order to ensure that service users are receiving the best service possible at the point of contact. At each review, the client is asked whether they have been happy with the service they have received from SNAP. They are asked whether their situation has improved, not improved or worsened since support started. They are also asked if they have any suggestions as to whether SNAP could improve their service or whether there is anything that they feel they could do that they are not already doing. It has been decided that as part of my Observational placement task of undertaking an interview with a service user, I will use this part of the review as questions for my placement interview. On an operational level, SNAP is entirely user led, due to its task centred approach. As each client is reviewed on a regular basis, there are opportunities throughout the intervention for service users to be able to give feedback at varying points through SNAPs involvement. It is difficult to give service users a strategic role in the organisational development due to the short term nature of the intervention. Whilst shadowing with the support workers, I saw many examples of good practice. Each support worker that I shadowed with was empathetic and appeared to build good relationships with the service users they were assigned to. They appeared to be non judgemental (Biestek), dealing with sex offenders and expressing a level of sympathy for their inability to rebuild their lives following a conviction. There appears to be high levels of oppression towards the more vulnerable referrals. The benefits agency itself made many service users feel powerless and this was acknowledged by the support workers who then called the agency on behalf of the service users. This was anti- oppressive and illustrated this value to me very clearly. Another area that I will identify as good practice, were the recording of interventions, and contact made with both the service user and others who were connected to them. Each support worker that I shadowed appeared to make an entry on the computer system after every telephone call made and letter sent as well as after every visit. It would appear that this was done; ensuring information regarding each intervention was up to date and complete. This complies with Section 6.1 of the Codes of Ethics that states that: As a social care worker, you must be accountable for the quality of your work and take responsibility for maintaining and improving your knowledge and skills by maintaining clear and accurate records as required by procedures established for your work; Whilst shadowing LC, we found that a service user was going to make a possibly fraudulent Housing Benefit Claim. Once the service user told LH of their intention, LH advised that this would be fraudulent and told the service user that she should not be doing this. The service user stated that she was going to and so LH stated that they would be unable to support the service user if this was the course of action that they intended to take. The service user decided to follow LCs advice. This showed honesty and integrity on the part of LC, in accordance to Section 2 of the Social Work Codes of Practice as well as SNAPs own personal values of integrity and honesty. After being in the office with various support workers, it was apparent that at times there were not enough desks and computer terminals for all those in the office to be able to use. Although this did not happen all the time, it did happen regularly. It may be an idea to perhaps invest in some more. Furthermore, again, not all the time, but regularly, it was not possible to sign into the operating system due to the maximum amount of users being logged on to the computers. I have never seen this IT issue before and it struck me as being unusual. I was advised that more licenses have been purchased so the problem is not as great as it was in the past. Although addressing this issue would obviously alleviate any delays in using the IT, making Snap more efficient and effective, it may not be enough of an issue to warrant the economic investment that would be involved. It could be said that as SNAP is a relatively new company, and with the other established organisations bringing a wealth of knowledge and experience to the table, SNAP is well placed to cherry pick the best practice from each. SNAP appears to be an efficiently run organisation. The staff appear to be knowledgeable and have the best interests of the client in mind. There are clearly defined systems in place at each level of intervention, including the recording of information.

Public Schools Need Harsher Punishment for Delinquents Essay -- essays

Public Schools Need Harsher Punishment for Delinquents It is a shame what our school has become. When I was young I never had a fear of school. I was never afraid of my classmates and to be honest, I loved school. I know things were different when I was in elementary but can things change that much over six years? I see kids in the elementary fight all the time with other students and I see first graders uptown smoking. I am honestly amazed. How can a school system deteriorate so fast? Is it the caliber of the students that we have? It seems that children today have a broader knowledge of things than I did back then. Some third graders know more words of profanity than I did as a freshman. First graders getting suspended! This is outrageous. Is not school supposed to be a place where the kids feel safe to learn and play. hat can be done? Stricter rules, new faculty, new administration? Is that the real problem? I think not. The rules are basically the same, there are good teachers here and the administration is the same. I think the problem begins with the teachers. If the teacher feels secure in his/her job and know the administration will back their action, then he/she will be more likely to enforce the rules. It seems that the problem children get away with a lot. Is it the teacher does not want to go through the trouble of filling out paperwork, or could it be that they are tired of fighting with angry par...

How Does a Family Work as a System in Promoting Health to Its Memebers

Maslow’s Hierarchy of Needs Maslow’s theory is grounded on satisfying needs in order of: 1) physiological needs (lunch breaks, wages, etc), 2) safety needs (medical insurance, job security, etc), 3) social needs (sense of community, social events, etc), 4) esteem needs (recognize achievement, show appreciation, etc), and 5) self actualization (provide challenges, opportunity to reach potential, etc). According to Maslow, a person starts with meeting physiological needs and must work up to self-actualization. An important limitation to note is that â€Å"there is evidence that contradicts the order of needs specified by the model. Furthermore, â€Å"some cultures appear to place social needs before any others† (Netmba 3). The most important implication for management in Maslow’s theory is the manager’s ability to recognize the needs level at which the employee is operating in order to motivate. For example, if a group or individual is operating on t he basic needs of physiological and safety, a good levering tool for motivation would be to offer an office party once a goal is met. Theories 3 Herzberg’s Two Factor Theory Herzberg’s Two Factor Theory is a â€Å"content theory† similar to Maslow’s Hierarchy Theory. Herzberg suggested a two-step approach to understanding employee motivation and satisfaction including hygiene factors and motivator factors. Hygiene factors ensure that an employee does not become dissatisfied. These include, but are not limited to, wages and salaries, policy and administration, quality of supervision and inter-personal relations, working conditions, and job security. â€Å"Meeting hygiene factors does not lead to high levels of motivation† (Value Based Management 1). Motivation factors lead to psychological growth and job satisfaction. These include, but are not limited to, status, advancement opportunity, gaining recognition, responsibility, stimulating work, and the sense of personal growth and achievement in a job. Motivation factors must be present to motivate an employee into higher performance. Management should â€Å"focus on rearranging work so that motivator factors can take effect† (Cuthers, 2). He said this could be done through job enlargement, job rotation, and/or job enrichment. For example, in a low hygiene-high motivation situation, workers are challenged but salaries and work conditions are not up to standards. By adding some hygiene factors, such as a slight increase in wages and a cleaner, safer working environment, management would be motivated and have fewer complaints. Theories 5 McClellan’s Need Theory David McClellan proposed that an individual’s needs are specific and acquired over time and life experience. Most of these needs can be classified as achievement, affiliation, or power. â€Å"A person’s motivation and effectiveness in certain job functions are influenced by these three needs† (Peace 2). People who measure a high need for achievement are less likely to take risks because they seek to excel. They prefer work with a fair probability of success and need regular feedback to monitor their progress. Affiliation seekers value pleasant relationships with others and have a high need for acceptance. They prefer jobs with a lot of personal interaction and tend to conform to their work group. Employees who have a high need for power fall into two categories – personal power seekers and institutional power seekers. Those who want personal power tend to direct others. Those who prefer institutional power â€Å"want to organize the efforts of others to further the goal of the organization† (Peace 3). McClelland’s theory allows for the shaping of a person’s needs and management should learn to recognize different profiles. For example, a person with a high need for personal power will probably fail in a position that is associated with a high need for affiliation. Theories 6 McGregor’s Theory X and Theory Y Douglas McGregor proposed two theories founded on the premise that the â€Å"management’s role is to assemble the factors of production, including people, for the economic benefit of the firm† (Netmba 1). Both Theory X and Theory Y attempt to explain employee motivation. Theory X assumes that people work only for money and security. They dislike work, have no ambition, resist change, and do not care about organizational goals because they are self-centered. Management approaches under Theory X range from a hard approach (essentially an environment of command and control) to a soft approach (hoping that employees will cooperate). Both approaches, McGregor later reveals, are inappropriate because Theory X is incorrect because it relies on lower needs as levers of motivation. Theory Y is based on esteem and self-actualization. These higher-level needs are never fully met and are great tools for motivation. Under Theory Y, people are self-directed and committed to objectives, and they will seek responsibility through creativity and ingenuity. â€Å"Here lies the opportunity to align personal and organizational goals by using the employee’s own quest for fulfillment as the motivator† (Netmba 2). McGregor acknowledges that not all employees are mature enough to function at the Theory Y level and might need more elements of Theory X management until further developed. Theories 7 Expectancy Theory The Expectancy Theory by Vroom is a perception-based theory about the associations people make toward expected outcomes. In addition to the internal needs of employees and their efforts to fulfill them, Vroom classifies effort into three categories of effort (arising from motivation), performance, and outcomes that must all be linked. Within these categories are three variables: Valence, Expectancy, and Instrumentality. According to Arrod, expectancy is the belief that increased effort will lead to increased performance. In order to excel here, the employee must have the right resources, skills, and support. Instrumentality is the belief that if you perform well, a valued outcome will be received. This requires clear understanding between performance and outcome, trust in those who decide the outcome, and transparency of the process that decides who gets what outcome. Valence is the importance an individual places on the expected outcome. Vroom stresses that all three variables are essential for positive motivation. â€Å"The idea is that the individual then changes their level of effort according to the value they place on the outcomes they receive from the process and on their perception of the strength of the links between effort and outcome† (Arrod 2). Basically, an individual needs to know – 1) if I work harder, this will be better, 2) if I do a good job, there is something in it for me, and 3) Is it worth it. For example, offering benefits of additional time off to an individual may not be worthwhile if he was expecting an outcome of a bonus for his performance. Theories 8 Skinner’s Reinforcement Theory Reinforcement theory is grounded on the shaping of behavior through controlling consequences. Any behavior that brings about a consequence is termed an operant behavior. An operant behavior is learned through associated consequences that can include positive and negative reinforcement and punishment. In order to be effective, reinforcement needs to be continuous or intermittent. Positive reinforcement results in the repeating of a desired behavior. For instance, Sally works in collections for an auto-finance company. She is expected to make a minimum of 300 phone calls daily. The company provides incentive (a 5% commission) on every additional 25 phone calls per day where money is collected. This motivates her to make more productive use of her time by rewarding her on a continuous basis (every paycheck may include commission). Negative reinforcement results when an undesirable consequence is withheld, with the effect of strengthening the probability of the behavior being repeated. For example, John is working hard to increase sales in his territory of Highland Park, which is followed by a decision not to reassign him to an undesirable sales route of Oak Cliff. He is likely to continue exerting the efforts necessary to stay in the area in which he is most productive. Punishment, often confused with negative reinforcement, attempts to decrease the probability that a particular behavior will be learned and repeated (Barnett 2). It is a common reinforcement tool, but experts agree that it should only be used if positive and negative reinforcement are not effective. Theories 9 References Arrod. Co. UK. (2006). Expectancy Theory of Motivation. Retrieved 9/15/08 from http://www. arrod. co. uk/archive/concept_vroom. php Barnett, Tim. (2004). Reinforcement Theory. Retrieved 9/15/08 from http://www. referenceforbusiness. com/management Cuthers, Joshua. (2006). Motivation in Theory – Herzberg Two Factor Theory. Retrieved 9/15/08 from https://tutor2u. net/business/people/motivation_theory_herzberg. asp NetMBA. (2007). Theory X and Theory Y. Retrieved from http://www. netmba. com/mgmt/ob/motivation/mcgregor Peace, A. (2008). McClellan’s Theory of Needs. Retrieved from http://motivationcentre. blogspot. com Value Based Management. (2008). Motivation Factors. Retrieved 9/15/08 from http://www. valuebasedmanagement. net/methods back. Plagiarism Warning The essay examples on Anti Essays are for research purposes ONLY. Do NOT submit an essay example as your own. If you use any information from a sample essay, please cite it. MLA and APA citations can be found at the bottom of this free essay. Citations MLA Citation â€Å"Theories Of Management†. Anti Essays. 30 Nov. 2011 APA Citation Theories Of Management. Anti Essays. Retrieved November 30, 2011, from the World Wide Web: http://www. antiessays. com/free-essays/20897. html Related Essays Role Of Manager Creating Value Corperate†¦ Hrm Vs Personnel Management Theory Of Management Rights Frederick Taylor: Hero Or†¦ Fayol's Management Theory Organizational Behavior†¦ The Role Of a Manager Classical And Neo†¦

Random acts of kindness Essay

I believe in random acts of kindness. The smallest things that can make you smile. I believe that if you do something nice for someone, they will take that act of kindness and spread it out to people they come across throughout their day. It’s the smallest things that make the biggest differences. For example, holding the door for someone who has their hands full or smiling at a stranger as they pass by. It’s these little things that let people know someone cares. This belief is not based on one significant personal experience, but a few of them that I have experienced throughout my life. Not one individual experience was what I call â€Å"life changing† but looking back at the ones that I can remember, I can easily say that they were. I remember one day last year when I was a counselor in training at my summer camp, and not having the greatest day. Nothing specific was wrong, but everyone has those days where everything just seems to go wrong. Well I went to bed that night and there was a bouquet of tissue paper flowers and a note that said â€Å"I hope this brightens your day!† I still do not know who left them on my bed, but it doesn’t matter. It’s the thought that counts. One of my favorite personal experiences was when I was visiting the University of Miami. It was pouring rain, and we were on the campus tour. To get from one building to the next, we had to cross into the rain, and right there, there was a student standing with a bunch of umbrellas. Anyone who did not have their own umbrella was then given one by this student. The umbrellas were stamped with a logo and the words â€Å"random acts of kindness†. There was another student stationed at the other building, who was collecting the umbrellas and passing them out to people traveling in the opposite direction. A gesture as simple as this has the power to make somebody’s day brighter. I can also recall numerous times when a stranger has held a door for me, or I for them. Something that I have always wanted to do, but have not had the chance yet is while in the drive though line, pay an extra $5 for the person behind you. I have seen this on TV and it is an extremely nice gesture to do for someone you have most likely never spoken to before. As I said earlier, it’s the smallest things that make the biggest impacts in people’s lives. So here is my challenge to you. Today, before you go to bed, do a random act of kindness. It can be to someone you know or someone who is a complete stranger, but it has to be random. And I’ll bet that before you go to bed, you will receive a random act of kindness in return.