Becoming American By Film Review - 931 Words

Nashali Paulino Pysch 325 Becoming an American â€Å"Becoming American† is short film that informs the viewer about the process of immigrants getting jobs in America. Immigrants both gain and lose many aspects of what make them who they are when coming to America. This film teaches many things that people don’t probably know about Hispanic immigrants and allows others to understand what immigrants stand for. Immigrants take up a decent portion of the population in the united stated. People from near and far flock over to American to try to achieve the American dream. This basically means they are trying to obtain better opportunities found in the United States that cannot be acquired in their home countries. In the short film â€Å"Becoming American† we learn that the main reason why immigrants, especially Latinos go to American is to work to support their large families. Coming from a family immigrants, I know that concept family is everything and like the people in the film demonstrate important measures should be done to support your family. However one important fact that I didn’t know prior to seeing the film was the idea that most immigrants are quite healthy. Although I do not tend to generalize specific races or types of people, American media often portray immigrants as being a negative thing. However we learned from the film that immigrants bring important values with them from other countries such as maintaining proper health and a strong family. According to the filmShow MoreRelatedCadillac Records1086 Words   |  5 Pages　　The film Cadillac Records is a biopic that retells the story of a few major RB artists during the 1950s and 1960s. The film mainly focuses on the characters Muddy Waters and the Leonard Chess. The film later includes other famous artists such as Chuck Berry, Etta James, and Little Walter. It also briefly shows Mick Jagger, from The Rolling Stones near the end of the film, and occasionally Howlin Wolf and Hubert Sumlin make an appearance. 　　The movie first introduces the main characters. LeonardRead More A Clockwork Orange, by Stanley Kubrick Essay example1522 Words   |  7 PagesA Clockwork Orange is a Stanley Kubrick film from 1971. Kubrick directed the film and wrote the screen play based on the 1962 novel from author Anthony Burgess. A Clockwork Orange was originally rated, â€Å"X† and nominated for Best Picture, Best Director, Best Film Editing and Best Screenplay, but lost in each category to William Friedkins The French Connection (filmsite.org). The set design is by John Barry, costume design by Milena Canonero, music by Wendy Carlos and cinematography by John AlcottRead MoreIntercultural Communication in the Terminal (2004)777 Words   |  4 PagesIntercultural Communication: Film review The Terminal (2004) Alberto Ariztà ­a T. The terminal is a movie which recreates the life of the passenger Viktor Navorski who has been trapped in the American JFK airport for almost one year. Hence, due to political problems related to the overthrow of the democratic regime of the fiction country Krakozhia, Viktor’s passport and visa turns invalid as he enters in an undetermined status in the international section within the airport. Once there, the mainRead MoreAnalysis Of Disney Princess Films848 Words   |  4 PagesThe Disney princess films are some of the most common in the world today. Because of their popularity, these works speak and evaluate, in significant detail, by various scholars. Numerous people disapprove these films for their seemingly sexist and oppressive gender messages. They find fault with the princesses serving as role models for young girls. Though, when one attentively scrutinizes the movies and compares the individualities of the princesses to the progressive woman of their time, one mayRe ad MoreInfluential Factors Of The Audience s Understanding1425 Words   |  6 PagesSociety is a 1989 American drama film that tells the story of an English teacher, Mr. Keating, who inspires his students through his teaching of poetry. The film received critical acclaim, and was a box office success. It won the BAFTA Award for Best Film and Cà ©sar Award and David di Donatello Award for Best Foreign Film (British Board of Film Classification, 2014). However, people still hold different opinions on it. Viewers have different, or even extremely opposite film reviews, illustrating thatRead MoreMaya Angelous Great Influence and Success Essay679 Words   |  3 PagesThe inspiring African-American woman born in 1928 in St. Louis, Missouri has been one of the many influential voices of our time. Educating herself and having love for the arts helped mold her life into what she imagined becoming a poet, memoirist, novelist, educator, dramatist, producer, actress, historian, filmmaker, an d even a civil rights activist. During her early years while still in High School Dr. Angelou experienced brutal racial discrimination directing her to the values of traditionalRead MoreThe Hunger Games : Movie Review Essay984 Words   |  4 PagesThe Hunger Games 2012 movie Review The 2012 American science fiction film directed by Gary Ross is noted to be one of the most exciting motion pictures of its time. It became the first of a series of other films under the same name based on the fictional novels by Suzanne Collins, similarly using the same title. The film story is seen to take place in community where ferocity and atrocious behaviors are the only means by which members know. The hunger games movie is a thrilling, moving, intensely-feltRead MoreThe Constant Gardener, The 2005 Intellectual Thriller Directed By Fernando Meirelles1721 Words   |  7 Pagesimportant it is for public health officials to regulate and monitor drug companies that are actively involved in the health care industry. In this film, we see the British and Swedish pharmaceutical corporations exploit the health conditions of Africans living in Kenya, and use them to test a new anti-tuberculosis drug. The main character in the film, Justin Quayle, begins his own investigation after the murder of his wife and her research partner, and gradually uncovers some disturbing evidenceRead MoreHistory of Movies1050 Words   |  4 PagesPeople enjoyed watching these in their free time, but Eadweard Muybridge was the first person to think about putting pictures in motion to make a story. The evolution of the movie went from black and white pictures, to color, sound and finally to 3-D film. So, just think about trying to create the 3D effect or even how movies were created. Directors, artists, and inventors took hundreds of years to create the very first movie, which captured pictures in a fluid motion. It only lasted ten seconds. EadweardRead MoreGone with the Wind Review1011 Words   |  5 PagesMovie Review: Gone with the Wind David O. Selznick’s Gone with the Wind, is a film based on the 1936 novel by Margaret Mitchell. This film is set in Georgia the spring of 1861, and follows the life of a wealthy southern belle, Scarlett O’Hara. While the film focuses on the trial and tribulations of Scarlett’s love life, it also depicts life during the civil war, and after the civil war. Although the films depiction of southern life is somewhat reasonable, there are some historical inaccuracies

A Reflective Educator With Children - 2268 Words

Project Title â€Å"How to be a Reflective Educator with Children (the Value of Critical Reflection)† Introduction Children have the right to be listened and heard; it is critical that as educators we let the children know that their opinions in matters concerning them, such as what experiences they would like to engage in, is valued. These positive outcomes will extend to the children reciprocating this with other peers, as they begin to interact positively with others. Rationale Throughout this Degree, it has been evident that as educators we should plan according to the child/ren’s interest, needs and strengths — which we gather from getting to know the child/ren. I feel that I know what is expected, but putting the child’s voice into the†¦show more content†¦There is no better way to achieve this than by involving them in the process of their learning. Hence as an educator I should be more reflective to include children’s voices in the program/lessons that I will be conducting. Baseline Data Thinking on pervious practicums and life as a primary student back in the days about topics which resonated with me and challenged my personal philosophy and thinking reminded me that of the notion that parents do not see the value in play for children, as it is not â€Å"academic† enough. Through feedback from the first VIVA presentation and discussion with the tutor, what I initially wanted to focus on was too big to fit within the timeframe to communicate with parents on how play is learning for children. It was apparent that I needed to reconsider my focus. Through having a discussion with my co-operating teacher and my tutor, the new goal for my Practitioner Inquiry Project (PIP) was how as an educator I can be more reflective to include children’s voices to be heard in the program/lessons. It was decided that I would work in collaboration with my co-operating teacher with the Links to School children, who were starting school next year. This meant that during rest time these children would engage in hands-on activities to allow them time to explore what school may be like for them next year, through play and explorations. The process I took

Pilkingtons Organizational Change Process - myassignmenthelp.com

Question: Discuss about thePilkingtons Organizational Change Proces for Modification. Answer: Introduction Organizational change is the modification and redesigning of management structures to adapt and survive against competition and other forces by making the organization more efficient and effective. On the other hand organizational development is alignment of organizational processes to align them with the changing environment that they operate in. the business environment dynamic requiring strategies to keep the business going (Bradford Burke, 2005). Pilkington has chosen to undergo organizational change and development due to internal and external forces with the environment that it operates in. This report highlights Pilkington change process through analyzing the causes of change and the whole change process. Factors that moved Pilkington towards change Change within the organization can be caused by both internal and external factors. Internal factors for change are caused by the need to change the structure of the organization to improve business processes(George, 2007). The need to improve the organization by adopting new business practices and management styles led to organizational changes within Pilkington as a way of developing new business competencies to catch up with the ever-changing environment. The organization was operating on an old system that had been in place for the last few years and the employees were old. These changes were therefore, transformation periods that led to solutions to internal management challenges that were being witnessed. External factors of change exist outside the organization and are caused by the need for the organization to create new competencies for competition. Pilkington external changes were caused by competition from overseas competitors who caused external pressure on its business operation. The need to accommodate diversity and compete in a global environment led to the need for organizational change. Lewins model of change suggests that an organization is an open system which experiences forces that fight and resist change at the same time (Rizescu Tileaga, 2016). Change occurs when the factors for change overcome the resisting factors. Change process phases at Pilkington Phases of change will vary depending on the focus and nature of the change itself. The process of change in Pilkington took three phases. Phase one was based on the need to refine the organizational structure in readiness for the changes that will occur. This entailed restructuring of the organizational structure of the traditional hierarchy system to an inverted system that allowed for bottom-up communication. This can be seen as the unfreezing phase from the Lewins model of change. Here Pilkington identified the major areas that need restructuring and preparing the organization for radical changes to come. Functional theory emphasis stability as a way of adapting to new changes in the environment. Pilkington developed phase one of its changes as a way of adapting to the internal and external factors of change. Phase two was the refinement of the organization to achieve harmony and efficiency. This is related to the moving plan of the Lewins model where new goals are set, resources allocated to the change action and plans set on how the process will be executed(Schultz Ellen, 2006). This was implemented through several changes in organizational programs like changes in the training program, and development a consultative management style. This face was characterized by problem-solving which sought to provide solutions for previous challenges and vision orientation which entailed aligning the organization towards a new vision. However, this was met by different resistance levels since employees were not consulted in any of the processes. The last phase was a revolutionary one based on the employment strike that was witnessed after the second phase. Lewin calls this the freezing stage where change has to be achieved through developing strategies for meeting change. The strike led to investigations into employee challenges that led to the formation of new rules that regulate members leading new behaviour and improved relations between management and employees. This phase led to new agreements and policies that guided employees and even disciplinary mechanisms put in place for managing such behaviors. Type of organizational culture problems at Pilkington Hartnell, Ou, Kinicki (2011) state that organizational culture includes values and behaviors that are attributed to a unique social environment within the organization. Organizational culture enables employees to develop cultural traits that will be inculcated in new members when recruited and highly utilized at work. Pilkington was struggling with the employee performance culture that was based on overtime allowances. Employees were working less during normal hours to create work for overtime. This go-slow was intentional rather than process wise thus becoming and extra expense to the organization since output was slow and overtime costs had increased. This cultural problems had been caused by the traditional hierarchical structure of management that was based more on instruction and orders rather than leadership(Luthans Doh Jonathan, 2015). This led to resistance to work. The culture was changed through inverting the traditional management structure to a more consultative style o f management that allowed employees to take part in business processes. Further, teams were used to increase output as a way of achieving better results. Reconfiguration of the production process from individuals to teams led to encourage participation and involvement of all employees in the production process. Motivation in the organization Employee motivation entails intrinsic and extrinsic strategies put in place to improve internal drive and action of employees towards work. This leads to development of psychological forces that push employees behaviors towards the intended organizational direction(Fernandez Pitts David, 2007). Pilkington used to training and monetary incentives to motivate its employees. The employees were not driven by the passion for work but rather material benefits that they received at work. Overtime was compensated well and thus employees developed a go-slow culture during working hours to get overtime incentives. Further, trainings that took place in the organization were not need-based thus leading to sessions for employees to be off work without benefiting anything. Resistance to These changes was highly witnessed in the organization leading to a ten days strike that led to lose of 10 million. Bovey Hede (2001) argue that organizational change causes change in the status quo which leads t o reaction from employees. Ways to overcome resistance to change Employee resistance to change is normal since change causes stability at one point in the organization. The need to maintain status quo and the fear of what change may bring leads to resistance on new strategies for change(Agboola Aalawu, 2011). One way to overcome resistance to change is employee engagement. This allows employees to suggest better ways of inducing change and also the major areas that need to be restructured. Organizations that involve employees in decision-making and restructuring have lower resistance levels. After involving employee, new strategies were put in place by management in Pilkington that led to successful change. Habib Shah (2013) add that organizations can overcome resistance through positive motivation. This entails putting structures in place that can make employees see the benefits in change. This entails adequate training on new system restructuring and ways to improve workplace. This allows employees to appreciate and accept new changes (Serban Iorga, 2016). When employees are involved through training, they understand the needs of the organization and their needs thus seeking a balance between them to accept change and move on. How Pilkington attempted to undertake change in the organizational structure The organizational structure in Pilkington was one of the major challenges that the organization was going through. The traditional hierarchical structure needed to be changed to allow for an inverted structure that will empower employees more. The new structure promoted upward communication and prevented conflict between management and subordinates. Through reconfiguring of the production process, employees were put in teams that ensured support for each other to increase efficiency. Salas, Shuffler, Thayer, Bedwell, Lazzara (2014) argue that team work leads to emergent states and processes of work performance that increase efficiency and effectiveness. From a systems theory perspective, teams are part of the whole system where each member plays a part that is important in the operation of the whole system. Teams allow members to understand their role in the organization and the effect that their work and effort plays to the organization thus creating stronger and reliable teams(Be al, 2003). Pilkington new structure gave teams autonomy to handle their tasks and report results rather than have someone make plans, decisions and set targets for them. Habib (2013) suggests that rrestructuring has to occur both at the company level and at the level of parts within the organization. One way of restructuring is making changes in organizational policies to address gaps that have caused system inefficiencies. Through changes in training and work safety policies, the organization was restructured to reduce accidents and trainings were need-based. The focus of the organization was result delivery through efficiency rather than command. Efficiency ensured that lost work days were reduced and employees got proper trainings. This was initially resisted but after consultations, employees agreed to adopt the new changes in the structure. Conclusion Organizational change is inevitable since organizations operate in an ever-changing environment. Whether evolutionary or revolutionary, management must be prepared for organization change as a way of keeping abreast with the globally changing business environment. Management as a field is slowly changing leading to new concepts that are used to ensure system efficiency. Managers must accommodate the needs of employees when design organizational change strategies like restructuring. It is evident that employee involvement in change solves bigger problems and reduces resistance to change. Therefore, change is a process that leads to better organizational outcomes if the changes are properly planned and instituted in the organization. From the case study and literature, it is evident that change needs to be slow and must accommodate all the parts of the organization to reduce conflict between them. References Agboola, A., Aalawu, R. O. (2011). Managing Deviant Behavior and Resistance to Change. International Journal of Business Management, 6(1), 235-242. Beal, D. J. (2003). Cohesion and performance in groups: A meta-analytic clarification of construct relations. Jo. Journal of Applied Psychology, 88(6), 989-1004. Bovey, W. H., Hede, A. (2001). Resistance to organizational change: the role of cognitive and affective processes. Leadership Organization Development Journal, 22(8), 372-382. Bradford, D., Burke, W. (2005). Organization Development. San Francisco: Pfeiffer. Fernandez, S., Pitts David, W. (2007). Under What Conditions Do Public Managers Favor and Pursue Organizational Change? American Review of Public Administration, 37(3), 324-32. George, J. M. (2007). Understanding and Managing Organizational Change. New York: Pearson Edcation Inc. Habib, M. N. (2013). nderstanding Critical Success and Failure Factors of Business Process Approaches and Applications,. 3rd Asia-Pacific Business Research Conference. Kuala Lumpur, Malaysia . Habib, M. N., Shah, A. (2013). usiness Process Reengineering: Literature Review of Approaches and Applications, . Conferece Paper at Proceedings of 3rd Asia-Pacific Business Research Conference. Kuala Lumpur, Malaysia . Hartnell, C. A., Ou, A. Y., Kinicki, A. (2011). Organizational Culture and Organizational Effectiveness: A Meta-Analytic Investigation of the Competing Values Framework's Theoretical Suppositions. Journal of Applied Psychology. Luthans, F., Doh Jonathan, P. (2015). International Management, Culture, Strategy and Behavior (9th ed.). Mc Graw Hill. Rizescu, A., Tileaga, C. (2016). Factors influencing continuous organisational change. Journal of Defense Resources Management, 7(2), 139-144. Salas, E., Shuffler, M. L., Thayer, A. L., Bedwell, W. L., Lazzara, E. H. (2014). Understanding and improving team work in organizations: a scientifically based practical guide. Human Resource Management. Schultz, D. P., Ellen, S. (2006). Psychology and work today: and introduction to industrial and organizational psychology. Upper Saddle River: Prentice Hall. SERBAN, A., IORGA, C. (2016). Employee resistance to organizational change through managerial reengineering . proceedings of the 10th nternational management conference , (pp. 366-374). Ucharest, Romania.