Film Trailers essays

Film Trailers essays How do the Film Trailers for Mission Impossible 2 and X-Men Persuade an Audience to View the film? These two films are now Box Office Hits- but why? Somehow the film companies have persuaded an audience to pay 4.00 of their hard-earned cash to go into a cinema and see the film. The film companies have created a trailer for the two films, which encapsulates the essence of the film without giving too much away. Is this hard to do and how did the film companies do this? When a film company makes a movie just like any other business venture they are trying to make money. Everyone likes cash in their hand to do whatever they want. The difference is we are talking about an international venture costing millions and millions of pounds with a lot at stake. This causes the film companies to pull out all the stops, to try and put in the big names, lots of action and everything that pleases the audience. This is exactly what Mission Impossible 2 and X-Men have done. Mission Impossible. When these two words are spoken we immediately say: Your Mission, If you choose to accept it... and This message will self-destruct in 5 seconds... This is what the film company tries to get across. It still keeps the original ideas of the hit sixties T.V. show while modernising it and keeping up with the times and adapting to the needs and requirements of todays audience. The Universal Selling Points (USPs) are numerous; its a sequel to a successful film, Tom Cruise, Martial Arts and John Woo. In the trailer they use music very effectively, they hire in the worlds most popular (and arguably worst) band, Limp Bizkit to play their hit song Take a look around, but dont let the title mislead you, it has been specially created for use on the Mission Impossible film. Another leading band Metallica appear in the movie with the song I Disappear but this s...

How to Use the Spanish Pronoun Se

How to Use the Spanish Pronoun 'Se' Se is undoubtedly the most versatile of the Spanish pronouns. As you learn Spanish, you will come across se used in a variety of ways, usually meaning one of the -self words of English such as herself or yourself.   Using Se as a Reflexive Pronoun The most common use of se is a reflexive pronoun. Such pronouns indicate that the subject of a verb is also its object. In English, this is usually accomplished by using verbs such as himself or themselves. ​Se is used as the reflexive pronoun for third-person uses (including when usted or ustedes is the subject). Some verbs (as in the final two examples below) can be used reflexively in Spanish even though they arent translated that way in English. Pablo se ve por el espejo. (Pablo sees himself using the mirror.)Los padres no pueden oà ­rse. (The parents cant hear themselves.)Rebecca se perjudica por fumar. (Rebecca is hurting herself by smoking.)Benjamà ­n Franklin se levantaba temprano. (Benjamin Franklin got up early.)Se comià ³ los tacos. (He ate up the tacos.) Using Se as the Equivalent of the Passive Voice Although this use of se isnt technically the passive voice, it fulfills the same function. By using se, particularly when discussing inanimate objects, it is possible to indicate an action without indicating who performed the action. Grammatically, such sentences are structured in the same way that sentences using reflexive verbs are. Thus in a literal sense, a sentence such as se venden coches means cars sell themselves. In actuality, however, such a sentence would be the English equivalent of cars are sold or, more loosely translated, cars for sale. Se abren las puertas. (The doors are opened.)Se vendià ³ la computadora. (The computer was sold.)Se perdieron los llaves. (The keys were lost.)Se prohibe fumar. (Smoking is prohibited.) Using Se as a Substitute for Le or Les When the indirect-object pronoun le or les is immediately followed by another pronoun that begins with an l, the le or les is changed to se. This prevents having two pronouns in a row beginning with the l sound. Dà ©selo a ella. (Give it to her.)Se lo dijo a à ©l. (He told it to him.)No se lo voy a dar a ellos. (Im not going to give it to them.) Using the Impersonal Se Se is sometimes used in an impersonal sense with singular verbs to indicate that people in general, or no person in particular, perform  the action. When se is used in this way, the sentence follows the same pattern as those in which the main verb is used reflexively, except that there is no subject to the sentence that is explicitly stated. As the examples below show, there are a variety of ways such sentences can be translated to English. Se maneja rpidamente en Lima. (People drive fast in Lima.)Se puede encontrar cocos en el mercado. (You can find coconuts in the market.)Muchas veces se tiene que estudiar para aprender. (Often you have to study to learn.)No se debe comer con prisa. (One ought not to eat quickly.) A Caution About a Homonym Se shouldnt be confused with sà © (note the accent mark), which is usually the singular first-person present indicative form of saber (to know). Thus sà © usually means I know. Sà © can also be the singular familiar imperative form of ser; in that case it means you be as a command.

English Essay Example | Topics and Well Written Essays - 750 words - 4

English - Essay Example Holding graduations has entailed invitation of influential and successful speakers to the University. The graduating class of 2013 also requires a successful and influential speaker for the event. Scrutiny of diverse speakers leads to preference of Michael Hayman. This was the founder of Seven Hills, a major communications and campaigns organization (Nicolao, 2012). Therefore, this is an eminent and influential icon across the British society. Hayman has attended diverse graduation events in Colleges and Universities. He has also hosted interviews for diverse speakers and public figures in diverse graduations. Hayman would definitely formulate the most appropriate speaker for 2013 graduation ceremony in Oakland University. Public speaking requires a set of characteristics from the speaker (Marathe, 2007). There are a set of ideal characteristics that Hayman possesses that qualify him the invitation to Oakland’s graduation ceremony in 2013. All these characteristics in Hayman r emain extremely relevant for this very season in Oakland University’s graduation. Ethos is a major speaking attribute that Hayman possesses. Students in the Oakland University have attained a sense of maturity with time. With the time of schooling and research, students in Oakland University have attained psychological he maturity. ... In this case, public figures and icons have a positive effect towards an audience (Sprague, 2013). Definitely, Hayman is a profound icon with immense ideological influence towards the Oakland audience. Human nature stipulates that we believe in individuals whom we respect. Oakland University graduates would look up to an accomplished individual in society. Hayman has established his professional path, and is a major icon in his field. He pursued higher education to doctorate level. He also founded an eminent organization in Britain (Nicolao, 2012). These achievements and level of success would definitely inculcate immense credibility amongst the Oakland University graduates. Hayman’s expertise and professional success would definitely contribute significantly to the ethos domain of his speech. Michael Hayman is therefore a suitable speaker for the 2013 graduation ceremony in Oakland University. Time management is a paramount virtue in public speaking (Sprague, 2013). Outstandi ng speakers know the exact time to conclude their session. An ideal speech inculcates yearn into the audience. It does not exceed time limits to the extent of boredom (Kumar, 2011). Graduates of the year 2013 in Oakland University possess complex and youthful minds. Their cognitions are characterized with high analytic capability and comprehension. In this case, they require a speaker who is sensitive with the time factor. Oakland University holds its graduation ceremonies in open venues occupied by immense numbers. Therefore, speakers ought to have impeccable time management skills during the ceremony. Graduates in Oakland University would definitely attain maximum benefit from the speech, if the speaker observes time. Hayman has a record of outstanding time management capabilities

Management and Leadership Essay Example | Topics and Well Written Essays - 2000 words

Management and Leadership - Essay Example As the research stresses the role and responsibility of management is to promote stability or to enable the organization to run smoothly, while the role of leadership is to promote adaptive or useful changes. A manager is directly responsible for the jobs tasks and supervision of its employees. This person can influence the corporate culture a lot thought his particular management style. A relaxed and easy going manager is a person people can open up for ideas. Good communication is a very important element of a healthy corporate culture. In a job environment in which there a lot safety issues the corporate culture should be about paying attention to work without any distractions, the managers job in these scenario is be an authority figure and implement a disciplined work environment. Managers are supposed to display leadership skills, but leadership in itself is a characteristic which any person can possess within the organization. According to the research findings managers are considered to have formal leadership since the company gives them a certain level of authority over the staff. The fact that the manager holds this type of leadership capability does not make him necessarily a good leader. Informal leaderships comes from within and people that have this trait are leaders by example which people look up to because they have special abilities or a charismatic personality.

The Impact of Internal Conflicts on World Poltics Term Paper

The Impact of Internal Conflicts on World Poltics - Term Paper Example From the end of World War II until 2000, over sixteen million perished through internal wars, compared to three and a half million from interstate wars, (Alley 1). For each interstate war within that period, approximately five internal conflicts occurred, the relative totals being 25 and 112 respectively and the incidence of internal war has abated since its peak during the 1990s, although not markedly, (Walensteen and Sollenberg 623)a. Averaging 53 months in duration, internal wars are often protracted; their bitter political effects and legacies of crime, lawlessness and impunity lingering even longer after the guns have fallen silent and even when seemingly settled they often maintain a lethal potential to reignite. Various termed internal, intra-state, or civil wars, these events often lack fine starting and concluding points as the conditions of neither war nor peace testify to inconclusive military outcomes and continuing settlement failure. These conditions harbour unaccountab le local elites exploiting them to loot the national patrimony as much about the causes, costs and impacts of internal conflicts remains essentially domestic, but its international dimensions are usually germane and often telling. Embattled governments invite outsiders in; internal conflicts spread across borders; war within states feed off and sustain commercial penetrations; intergovernmental and externally based non-governmental relief operations establish their presence; and these conflicts evoke an array of external interventions ranging from military infiltrations to United Nations (UN) Security Council enforcement engagements authorised under Chapter Seven of the UN Charter. Criminality is now a significant factor in the internationalisation of internal conflict and hence the comprehension of internal wars therefore requires an appreciation of their international dimensions and implications (Walensteen and Sollenberg 593-600)b. Without denying their significant international dimensions, definitions of intra-state wars focus primarily on domestic origins; events fought between self-aware, defined groups that have organisational capacities to plan and carry out military operations in support of political goals. When viewed as insurgencies, internal wars comprise unconventional armed violence organises to either topple an existing regime or secede from an existing state, (Snow 65 & Thakur 117), a distinctive feature is the widespread entanglement of civilians as agents and victims; and such risk overt targeting by protecting and harbouring combatants, operating inside borders and without sanctuaries to which they can withdraw. This confinement intensifies internal wars, combatants and civilians alike forced to live by the knowledge that, should they survive, they will likely have to physically coexist as former enemies and the evenge enacted locally as an end in itself confuses wide objectives, complicating agreement about negotiating priorities or settlem ent implementation within and between warring factions. Some internal conflicts drag on for so long that few involved retain notions of the originating casus belli or political purpose, the conflict in Angola being an example and to revise Hobbes, internal wars are nasty, brutish and long, (Alley 6) Impacts upon international politics Internal conflicts now cost the international community in a variety of ways. A first cost results from habituation to crisis as the trigger resource mobilisation and claims that such

Workplace bullying Essay Example for Free

Workplace bullying Essay Background of the study: Workplace bullying is a problem and is an important organizational and social concern. This study examined workplace bullying and its effect on job performance and productivity. The research showed how bullying behavior affects a target’s ability to perform their jobs, which can impact the morale of employees and the financial performances of an organization. Workplace bullying is difficult to identify and contain because the harassment usually takes place covertly, many times out of sight of supervisors and coworkers. The central findings of this study (a) showed the frequency of workplace bullying, (b) factors contribute to workplace bullying, (c) respondents perceive level of job perfromance, and (d) revealed a relationship between workplace bullying and its effect on job performance and productivity, (e) discover coping strategies of bully victims. A 2002 survey of 9,000 Canadian federal employees indicated that 42% of female and 15% of male employees reported being bullied in a 2-year period, resulting in more than $180 million in lost time and productivity (Canada Safety Council, 2002). According to Namie and Namie (2003), 82% of employees who had been bullied left their workplace: 38% for health reasons and 44% because they were victims of a low performance appraisal manipulated by a bullying supervisor to show them as incompetent. High turnover of employees can be costly for organizations. Human resource experts calculate the cost of losing and replacing a worker from 25% to 200% of annual compensation, depending on the level of the employee (Melone, 2006). The workplace presents opportunities for a wide range of insidious and intimidating bully tactics. Research indicates a relationship between employee perceptions of bullying and his or her need to spend time at work defending themselves, networking for support, contemplating the circumstances, becoming demotivated and stressed, and taking sick leave (Namie Namie; Needham, 2003; Rigby, 2002). Theoretical/Conceptual Framework: This paper applies Novak’s (1998) theory of learning to the problem of workplace bullying. Novak’s theory offers an understanding of how actions of bullying and responses to bullying can be seen as deriving from individualized conceptualizations of workplace bullying by those involved.  Further, Novak’s theory suggests that training involving Ausubel’s concept of meaningful learning (Ausubel Educational Theory 11(1): 15–25, 1961; Ausubel et al. 1978) which attends to learners’ pre-existing knowledge and allows for new meaning to be constructed regarding workplace bullying can lead to new actions related to workplace bullying. Ideally, these new actions can involve both a reduction in workplace bullying prevalence, and responses to workplace bullying which recognize and are informed by the negative consequences of this workplace dynamic. Second approach that we used is In â€Å"Harassment and Bullying at Work: a Review of the Scandinavian Approach† Einarsen (2000) presents three different causal models that have been used in Scandinavia, namely emphasizing personality traits of the exposed, general characteristics of human interaction in organizations and organizational climate. The first model explores characteristics of the victim and/or offender, and claims that some people are more in the risk zone of being bullied because of their personality. Certain personality traits, such as lower self-esteem, anxiety in social settings and suspiciousness, are claimed to be more common among victims of bullying. As for the offender authoritarian personalities that often react impulsively with aggressiveness, are examples of personality traits that have been discovered in this field of study. Different studies have brought out different traits so there is no confirmation of some traits being more valid than others. Furthermore â€Å"the issue of personality traits in relation to harassment at work is a controversial one, especially as far as the victim is concerned and the position on personality traits as precursors of harassment has been seriously questioned† (Einarsen, 2000:389). The second model is built on the observation that although conflict is a phenomenon found in all organizations, only in some cases interpersonal conflicts lead to battles where the goal is to demolish the other (Einarsen, 2000). Since conflicts are seen as a natural component of organizations this model claims that there are certain human characteristics that are inherent and affects organizations. Some researcher even go as far as saying that harassment is an inherent human characteristic, and therefore believes that attempts to eliminate workplace bullying is useless. Another argument is that scapegoats play an important social role for the organizational climate and it brings other organizational members t ogether (Einarsen, 2000). It  should be noted that the scapegoats does not necessarily have to be an organizational member; it can be an external person or organization, or even an object. Both Leymann (1992) and Einarsen et al. (1994) argue that unresolved interpersonal conflicts threaten to end up in harassments. Whether harassment might be an inherent human characteristic is yet to be explored. A third possibility is that harassment is triggered aftermath from other organizational conflicts (Einarsen, 2000). The third model has received the most attention in Scandinavia, and it stresses the role that organizational factors and work conditions play, such as social environment, workload, or division of tasks. Workplace bullying in this model – is looked upon as caused by the organization itself, that is, by structural and other problems within the organization (Einarsen, 2000). Studies have shown that some factors may be more significant than others for the presence of bullying at work (2000). Leadership, role conflicts, and work control were brought out by Einarsen et al. (1994) to be contributing factors to workplace bullying. Other factors may still be important though, bullying might for example be more likely to occur if the jargon in the workplace in general is more aggressive. The approach of organizational work environment says that organizations with ill conditions might increase workplace bullying. It also suggests that workplace bullying is more likely to occur in particular 15 organizational settings (Einarsen, 2000). These three different models can alone be seen as narrow and one-sided, but Einarsen (2000) stresses the importance for future research to focus on sever al factors, both organizational and personal. Another way of understanding work place bullying is by using Gidden’s Structuration Theory to provide a basis for examining the social processes involved in the approaches adopted by organizations to manage workplace bullying. Giddens’ framework involves a series of stages, with the possibility of barriers between each of the stages. Within this theory strategies between the stages and tactics within the stages could be developed to address the problem of workplace bullying. In 1984, sociologist Giddens presented his theory of Structuration (Giddens, 1984). In simple terms his theory outlines the social processes involved in the evolution of aspects of society. A key component of his theory is the double hermeneutic  process, where people, upon reflection of day to day activities, are able to influence the structure of society by either reproducing current practices or by changing them. School and workplace bullying have a long history within our society and recent ideas have been advanced that challenge the appropriateness of such traditional behavior. Turner (1991) analyzed Giddens’ work and produced a diagrammatic model of his Theory of Structuration. The model with its 11 sensitizing concepts is illustrated in Figure 1. It is proposed in this study to use Turner’s model, which consists of inter-linked but discrete concepts, to provide a framework for illuminating how a social issue, such as workplace bullying, can be managed within an organization. To elucidate the study, below is a schematic diagram that shows how the information gathered is utilized: Figure 2 Conceptual Framework Figure 2 presents the conceptual framework for this study. The researchers believe that the factors contributing to work place bullying can affect the level of performance of such employee. Factors such as abuse of power, self-esteem, perceived threats and organizational culture may affect ones quality of work, productivity, and quality of family-work life. But the diagram also shows degree of coping strategies such as depression, physical injury, and self-expression. Statement of the Problem: This study aimed to investigate the effect of workplace bullying on employees job performance and their coping strategies in the random call center agents in Davao City. It specifically sought to answer the following questions. 1. What are the factors that contribute to workplace bullying in terms of: a. Power; b. Self-esteem; and c. Perceived Threats 2. What are the respondents perceive level of job performance as to: a. Quality of work; b. Productivity; and c. Quality of family work life 3. What is the respondent perceive degree of coping strategies employed regards to: a. Depression; b. Physical injury; and c. Self-Expression Proposed Hypothesis: H1; the factors that contributed to workplace bullying do significantly affect the respondents’ perceived degree of coping strategies employed as to: A.) Depression B.) Productivity C.) Quality of family-work life. Objectives: To know the factors that contributes to workplace bullying in terms of power, self-esteem and perceived threats. To know the respondent’s perceived level of job performance as to quality of work, productivity and quality of family-work life? To know the degree of respondent’s perceived degree of coping strategies employed with regards to depression, physical injury and self-expression. SIGNIFICANCE OF THE STUDY VICTIMS OF WORKPLACE BULLYING. This study will be useful to the people who are victims of bullying so that they will be able to develop or imitate the coping strategies of the victims with regard to depression, physical injury and self-expression. The reasons also being revealed why workplace bullying is existing in a particular company will help us to analyze in gathering data that can eradicate or lessen such issue. This study defines the impact of workplace bullying behavior on work productivity, quality of work within  a company THE COMPANY. The company will benefit to this study because this will identify reasons or factors of workplace bullying that need to be considered or to act upon. They can improve in identifying the effects of workplace bullying in employees’ peceived level of job performance as to quality of work, productivity and quality-work life. In this study the management can make decisions and strategy to eradicate bullying in the workplace in order to provide healthy relationships within the company. It also helps the organization to be aware on how to give insightful ways to eliminate this harmful behavior. It helps the company to be challenged to create policies regarding workplace bullying. THE FUTURE RESEACHERS OF THIS SUBJECT MATTER. This will help future researchers to gather secondary data and gain ideas. Scope and Limitations of the Study The proposed study will be limited only on the random people who worked in call center industry. This study will be limited only to the selected call center company within Davao City area. This study adds to the body of knowledge regarding adult bullying behavior in the workplace. Data from this research provide leaders and managers’ insight into the prevalence of the mistreatment of employees and how it affects the productivity of their workers.

Titus :: essays research papers

Titus" by William Shakespeare, Titus was a decent and honorable man. Titus loved and cherished his daughter Lavinia. He was a traditionalist, and stuck by his morals. Titus was brave. He showed he was loyal to those he cared for. He honored his family. Titus was a respected soldier and leader. Titus was a decent man because he loved and cherished his daughter Lavinia. Being Lavinia was his only daughter of twenty-six children; he spoke highly of her. In act 1, Titus addresses the public by saying "Kind Rome, that hast thus loving reserved, The cordial of mine age to glad my heart. Lavinia live, outlive thy father's days, and fame's eternal date, for virtues praise" (138). He is describing the link between Lavinia and his heart, and telling her to outlive, and go beyond him. In act 3 Titus shows he would do anything for Lavinia after her hands were chopped off. He says "Give me a sword, I'll chop off my hands too" (194). Being willing to sacrifice his own hands for his daughter shows his deep love for her. Lavinia means so much to Titus, that in act 3 he explains "But that which gives my soul the greatest spurn, Is dear Lavinia, dearer than my soul" (195), meaning his dear Lavinia's misery is giving his soul the greatest amount of hurt. Af ter comparing Ovid's description of the forest to where Titus and his sons hunted, he cries out "O' had we never, never hunted there! Patterned by that the poet here describes, By nature made for murders and for rapes" (214). Titus cares so much for his daughter that he is blaming himself for hunting in a place that is set for a murder or rape to occur. Being a traditionalist is another quality that made Titus an honorable man. In act 1 Titus shows his respect for religious tradition by telling Tamora, "Alive and dead, and for their brethren slain, Religiously they ask a sacrifice. To this your son is marked, and die he must, T'appease their groaning shadows that are gone" (135). He is obeying religion and will kill Tamora's oldest son (Alarbus), for those who have sinned in his family. When Alarbus is being buried in act 1, Titus makes a speech that states "In peace and honour rest you here, my sons; Rome's readiest champions, repose you here in rest, Secure from worldly chances and mishaps.