Looking for Answers in Looking for Richard Essay -- Looking for Richar

Looking for Answers in Looking for Richard  Ã‚     Ã‚  Ã‚   Al Pacino's "Looking for Richard" is an unusual film. It is a documentary about the complexities of Shakespeare, the performing of the play Richard III, and the ignorance of the average American regarding Shakespeare. The unusual nature of the film - it's similar to a filmed Cliff-notes version of the text - provokes wildly different reactions from film buffs, critics, and Shakespeare purists. A perusal of five different reviews of the film show such variant descriptors that range from Mary Brennan's comment that the documentary is "decidedly narcissistic" to Edwin Jahiel's comment that the film is an "original, mesmerizing exploration." The rather wide incongruity between the reviews leads to an interesting juxtaposition of its critiques, as we examine the reasons "Looking for Richard" incites such strong responses from its proponents and detractors. A summarized look at each of the reviews reveals the wide range among the criticisms. The first review, by Mary Brennan and posted on the Film.Com web site, is generally positive, despite the aforementioned quotation that the documentary is "decidedly narcissistic." Brennan found herself enjoying the film despite herself, enjoying the "extraordinarily riveting" way the film dissected Shakespeare. However, every endorsement of the film is subsequently balanced by a disparaging remark about it. Brennan calls some of the rehearsals "thoroughly entertaining," then says that the endless scenes of Pacino "mugging into the camera... rapidly lose their charm." Still, she seems to enjoy the film despite its perceived weaknesses. Al Pacino's posturing is "exasperating but likable," and the whole package is enjoyable. Brennan seems to... ...r those like me, however, who enjoy Shakespeare but perhaps do not grasp it as well as we hope to on the first couple of readings, it worked ideally. Works Cited Brennan, Mary. Film.com. Internet. On Line. 1996. URL: http://www.film.com/reviews/index.jhtml?review_url=/film-review/1996/9006/15/default-review.html Dre. Girls on Film. Internet. On-line. 1996. URL: http://www.girlson.com/film/navigation/index.html Jahiel, Edwin. Rec.arts.movies.review. Internet. On-line. 1996. URL: http://reviews.imdb.com/Reviews/65/6541 Renshaw, Scott. Rec.arts.movies.review. Internet. On-line. 1996. URL: http://reviews.imdb.com/Reviews/61/6195 Schwartzbaum, Lisa. "Great Shakes." Entertainment Weekly. 1 November 1996. http://www.ew.com Zimmer, A. Syracuse Times Online. Internet. On-line. 1996. URL: http://newtimes.rway.com/films/richard.htm      

Proposal for Quality of Work Life Essay

INTRODUCTION Human resources play a very important role in success of an organization and thus, management of human resource assumes importance. Many aspects affect the management of human resources. One such aspect is Quality of Work Life (QWL). It is a philosophy, a set of principles, which holds that people are the most important resource in the organization as they are trustworthy, responsible and capable of making valuable contribution and they should be treated with dignity and respect . The elements that are relevant to an individual’s quality of work life include the task, the physical work environment, social environment within the organization, Administrative system and relationship between life on and off the job. QWL consists of Opportunities for active involvement in group working arrangements or problem solving that are of mutual benefit to employees or employers, based on labor management cooperation. People also conceive of QWL as a set of methods, such as autonomous work groups, job enrichment, and high involvement aimed at boosting the satisfaction and productivity of workers. It requires employee commitment to the organization and an environment in which this commitment can flourish. Thus, QWL is a comprehensive construct that includes an individual’s job related wellbeing and the extent to which work experiences are rewarding, fulfilling and devoid of stress and other negative personal consequences. According to Gadon (1984), QWL programs have two objectives: (a) to enhance productivity and (b) to increase the satisfaction of employees. Thus QWL provides healthier, satisfied and productive employees, which in turn provides efficient and profitable organization. Quality of work life (QWL) is viewed as an alternative to the control approach of managing people. The QWL approach considers people as an ‘asset’ to the organization rather than as ‘costs’. It believes that people perform better when they are allowed to participate in managing their work and make decisions. This approach motivates people by satisfying not only their economic needs but also their social and psychological ones. To satisfy the new generation workforce, organizations need to Concentrate on job designs and organization  of work. Further, today’s workforce is realizing the Importance of relationships and is trying to strike a balance between career and personal lives. Successful organizations support and provide facilities to their people to help them to balance the scales. In this process, organizations are coming up with new and innovative ideas to improve the quality of work and quality of work life of every individual in the organization. Various programs like flex time, alternative work schedules, compressed work weeks, telecommuting etc., are being adopted by these organizations. Technological advances further help organizations to implement these programs successfully. Organizations are enjoying the fruits of implementing QWL programs in the form of increased productivity, and an efficient, satisfied, and committed workforce which aims to achieve organizational objectives. The future work world will also have more women entrepreneurs and they will encourage and adopt QWL programs. Whilst there has, for many years, been much research into job satisfaction (1), and, more recently, an interest has arisen into the broader concepts of stress and subjective well-being (2), the precise nature of the relationship between these concepts has still been little explored. Stress at work is often considered in isolation, wherein it is assessed on the basis that attention to an individual’s stress management skills or the sources of stress will prove to provide a good enough basis for effective intervention. Alternatively, job satisfaction may be assessed, so that action can be taken which will enhance an individual’s performance. Somewhere in all this, there is often an awareness of the greater context, whereupon the home-work context is considered, for example, and other factors, such as an individual’s personal characteristics, and the broader economic or cultural climate, might be seen as relevant. In this context, subjective well-being is seen as drawing upon both work and non-work aspects of life. However, more complex models of an individual’s experience in the workplace often appear to be set aside in an Endeavour to simplify the process of trying to measuring â€Å"stress† or some similarly apparently discrete entity. It may be, however, that the consideration of the bigger, more complex picture is essential, if targeted, effective action is to be taken to address quality of working life or any of it’s sub-components in such a way as to produce  real benefits, be they for the individual or the organization. Whilst Quality of Life has been more widely studied (4), Quality of working life, remains relatively unexplored and unexplained. A review of the literature reveals relatively little on quality of working life. Where quality of working life has been explored, writers differ in their views on its’ core constituents. It is argued that the whole is greater than the sum of the parts as regards Quality of working Life, and, therefore, the failure to attend to the bigger picture may lead to the failure of interventions which tackle only one aspect. A clearer understanding of the inter-relationship of the various facets of quality of working life offers the opportunity for improved analysis of cause and effect in the workplace†¦.This consideration of Quality of working Life as the greater context for various factors in the workplace, such as job satisfaction and stress, may offer opportunity for more cost-effective interventions in the workplace. The effective targeting of stress reduction, for example, may otherwise prove a hopeless task for employers pressured to take action to meet governmental requirements. OBJECTIVES OF THE STUDY GENERAL OBJECTIVES * To study the level of satisfaction of employees towards the quality of work life. * To study the importance given by the organization to quality of work life * To study suitable measures to improve the quality of work life. * To identify the major areas of dissatisfaction if any, and provide valuable suggestions Improving the employee’s satisfaction in those areas. * To study the role and importance of good quality of work life of employees in an organization SPECIFIC OBJECTIVES: * To study the present and overall quality of work life in the  organization. * To understand the relationship between QWL and employee satisfaction. * To study quality of work life contributed for employees personal and professional development STATEMENT OF THE PROBLEM The major factor which has influenced the increasing importance of provision of quality of work life is employees themselves. Workers are changing. They have become more educated and independent. Close attention to QWL provides a more humanized work environment. Hence it is very essential that every organization ensure that their employees have a positive quality of work life. Quality of Work Life in an organization is essential for the smooth running and success of its employees. The quality of work life must be maintained effectively to ensure that all employees are running at their peak potential and free from stress and strain. The Quality of Work Life can affect such things as employees ‘timings, his or her work output, his or her available leaves, etc. Quality of Work Life helps the employees to feel secure and like they are being thought of and cared for by the organization in which they work. An organization‘s HR department assumes responsibility for the effective running of the Quality of Work Life for their employees. This being the real fact and since there was absenteeism and lack of job satisfaction among the workers in an organization, the researcher has made an attempt in this regard and has undertaken the current study to analyze the Quality of Work Life in this organization and to offer suitable suggestions for the organization to take necessary steps to improve the Quality of Work Life among its Workers. NEED OF THE STUDY There is a much about the quality every aspect viz. quality product, quality of material and inp uts there in, quality of packing, quality of product development and quality of service. The quality of work life and quality of life, which is pivotal aspects in everyone’s work life. This also brings employee satisfaction You can obtain man’s physical presence at a given place, and a measured number of skilled muscular motions per hour or day. But the enthusiasm, initiative, joy, loyalty, you can’t obtain by devotion  of hearts, mind and souls. Apart from this if the employee is provided with other extrinsic and intrinsic benefits then this will lead for high productivity and results in employee satisfaction too. To introduce the hard practices in to the organization it is the important to have encouraging atmosphere. QWL is one of the most important factors, which leads to such favorable atmosphere. It produces more humanized jobs. It attempts to serve the higher order needs of employees are human resources that are to be developed rather than simply used QWL leads to an atmosphere that encourages than to improve their skill. It also leads to have good interpersonal relations and highly motivated employees who strive for their development. QWL will ensure enthusiasm work environment with opportunities for every one to give is best. Such job will provide job satisfaction and pride to the company. DEFINITIONS CONCEPTUAL DEFINITION * According to R.E.WALTON(1973) â€Å"Quality of work life is a process by which an organization responds to the employees needs for developing mechanisms to allow them to share fully in making the decisions the design their lives at work† * According to THOMAS S. BATEMAN AND SCOTTA.SNELL(2003) â€Å"Quality of work life refers to programmes designed to create a workplace that enhances employee well-being† OPERATIONAL DEFINITION * â€Å"Quality of work life defined as the level of employee’s satisfaction or dissatisfaction on   Working conditions at the work place† * â€Å"Quality of work life can be define as â€Å"The quality of relationship between employees and the total working environment† RESEARCH DESIGN Descriptive research design – This is used â€Å"to describe systematically the facts and Characteristics of a given population or area of interest, factually and accurately† One of the main benefits of descriptive research is that fact that it uses both quantitative And qualitative data in order to find the solution to whatever is being studied. This in turn can help to describe and give an answer to certain life experiences. For example, when carrying out a case study descriptive research allows various sources to be Considered such as personal accounts. With this in mind, it enables a wider view of an issue As opposed to strict numbers and figures which can only account on facts rather than Experiences. UNIVERSE For the purpose of this study the employees may belong to any manufacturing company in Chennai. SAMPLE SIZE In this study the sample size is 50 SAMPLING METHOD Non Probability Sampling: Non Probability sampling refers to methods of selecting individuals to include in a study where some elements of the population have no chance of selection, or where the probability of selection can’t be accurately determined. Non Probability sampling methods include accidental sampling, quota sampling and purposive sampling. SAMPLING TECHNIQUE PURPOSIVE SAMPLING. Purposive sampling starts with a purpose in mind and the sample is thus selected to include people of interest and exclude those who do not suit the purpose. This method is popular with newspapers and magazines which want to make a particular point. This is also true for marketing researchers who are seeking support for their product. They typically start with people in the street, first approaching only ‘likely suspects’ and then starting with questions that reject people who do not suit. The universe is very large and the sample size is relatively small (50). The samples to be taken  Purposively from manufacturing sector. Purposive sampling technique facilitates data collection on the basis of availability of the samples and convenience of the researcher. METHODS OF DATA COLLECTION Essentially two types PRIMARY DATA AND SECONDARY DATA Primary data are those which are collected for the first time and are original in character. Data which are originally collected by the investigators are called primary data while the secondary data are collected through some other sources. For example, information collected by an investigator from a. student regarding his class, caste, family background, etc., is called primary data. On the other hand, if the same information collected about the student from the school record and register, then it is called secondary data. TOOLS OF DATA COLLECTION The tool to be used to collect data here is the interview schedule. INTERVIEW SCHEDULE An interview schedule is a list of questions to ask the interviewee. It should start with more open questions. An interview schedule is prepared to effectively find out useful and accurate information. CONCLUSION This research proposal serves a small outline about the future project on the topic Quality of work life. This is the current emerging problem that most of the sectors Are working towards to improve it.

Geological Survey On Geologic Hazards - 1345 Words

At the conclusion of his letter dated December 7, 2015. Mr. Jonathan Lovekin, the Senior Engineering Geologist for the Colorado Geological Survey stated that the geologic hazards at this site are challenging and have not been fully evaluated or addressed at that time. However, he did conclude by saying â€Å"we agree that they can be mitigated to allow the proposed residential use and density.† In February, Rickie Davies, Senior Planner in the Engineering Department commented in an email to you that Eagle County Land Use Regulation Section 4-420.D.1 - Development in Areas Subject to Geologic Hazards states, Review of development that is subject to the provisions of this Section 4-420, and shall require referral of the application to the†¦show more content†¦The topographic model used in the rockfall analysis must incorporate any planned cuts at the building sites.† Subsequent to this comment, the applicant did request HP Kumar (HP Geotech) conduct a rockfall analysis of the current conditions of the property to determine possible issues for the lower three lots. (A copy of the report was provided to the County previously and it is attached to this letter for reference.) While the assessment cannot take into account final site conditions for lots 4 and 5, which will not be determined until there is a specific construction plan for each lot, it does show that reasonable mitigation is possible under the current conditions. HP Kumar/Golder Associates Findings: a. It is possible for rocks embedded in the slope to dislodge and begin rolling, but this is unlikely without significant disturbance of the ground surface. Boulders that are lying on the ground surface, such as those observed just below Cedar Drive, could be disturbed by various causes and begin rolling. Rockfall initiating from these areas was considered in our analysis as the most likely source. A detailed inventory of available source rocks was not conducted but we observed several rounded and sub-rounded basalt and sandstone bouldersShow MoreRelatedMount Baker in Bellingham, Washington Essay1226 Words   |  5 Pages140 miles between Seattle, Washington and Vancouver, Canada. 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Attention Deficit Hyperactivity Disorder (ADHD) - 1259 Words

Attention Deficit Hyperactivity Disorder (ADHD) is the most commonly found disorder in children in the United States. Statistics show that the male to female ratio for children with ADHD is eight to one. 4.4 million Children between the ages four to seventeen have diagnosed with ADHD (Cheng Tina L et al.). African American children are at a higher risk for having ADHD. Caucasian children are least likely to have ADHD. 2.5 million children receive medication for ADHD, but African American children are half as likely as Caucasian children to take ADHD medication(Cheng Tina L et al.). If African American children do not take medication for ADHD the child will most likely do drugs, drop out of school, or find it harder to receive a job when they get older. There is not cure for children who have ADHD, but there is medication children can take to decrease their hyperactive and impulsive symptoms. Adderall, Methylin, Concerta, and Focalin are some of the medications given for children who have ADHD. Methylphenidate is the most common medication prescribed by physicians for ADHD. â€Å"Methylphenidate takes effects within fifteen minutes of taking it and lasts between four and twelve hours a day.† (Hughes, Katsiyannis, and Ryan). Although medication is out there for the children to take, some of the medication given haves negative side effects. ADHD is not preventable. Parents should not only avoid drinking, smoking, or doing any other type of drugs to prevent ADHD, but also to preventShow MoreRelatedAttention Deficit Hyperactivity Disorder ( Adhd )1710 Words   |  7 Pages Attention-deficit hyperactivity disorder or ADHD which is often referred to as childhood hyperactivity, it s a severe and chronic disorder for children. It is one of the most prevalent childhood disorders, and affects 3% to 5% of the school-age population. Boys outnumber girls three or more to one. 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I Am The Youngest Of Three Of My Family - 973 Words

Male I am the youngest of three in my family. I have my father, mother, older brother and sister. I grew up in a rough neighborhood where a lot of violence occurred. Growing up I noticed and understood little by little the roles both my father and brother were in my family. Being the males in the family, I saw they had to be tough, independent, and physically active. As the years went by, I began noticing that there was a difference between a boy and girl, the difference between one having long hair or short hair, wearing super hero t-shirts and wearing a dress. Growing up in my family, having interactions and observations with kids in school and my neighborhood, and even watching television have all molded me to interpret my understanding of my own gender identity, a male. In my family, observations that I made at a young age is seeing what toys boys played with versus the toys the girls played with. Action figure toys, cars, Legos, superhero posters was all I’d see when I wo uld walk into my brother’s room. On the other hand, I remember my sister’s room, pink, Barbie dolls all over the room, nail polishes and play houses. Our family outings, I would see how my father would always pay the bills and how he was so protective over his whole family, but mainly my mother and sister. All the time, even though I was the youngest in my family, in any event where I would go out with my sister or mother my father would always tell me, â€Å"take care of your sister†, or â€Å"take care of yourShow MoreRelatedMy Family Background745 Words   |  3 PagesLamarre- 9/24/2013 3.3 Investigation and analysis of family history (Plan Ahead) There were many different things about my family history because my parents both came from a different family background. The one thing my grandparents have in common is that they are Chinese. One different thing is that they are born in separate places. 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Motivation in the workplace Essay Example For Students

Motivation in the workplace Essay There are people out there in the workforce that believe they are obligated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand, there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employer’s need to understand the concept of motivation. Motivation comes in many forms such as money, benefits, or simple recognition within. Motivation also leads to higher productivity and profit and that is what we are all looking for in business. The key to unlocking peak performance from your work force is the concept of human motivation. In addition, the key to motivation revolves around one fundamental principle: â€Å"What’s in it for me?† (WIIFM). We have all been socialized to believe that only â€Å"selfish† people consider â€Å"What’s in store for me.† When in reality all peo ple are motivated first by self-interest. The word selfish is used as a negative label for someone’s perceived behavior. Understanding the concept of self-interest is perhaps the only way we will understand our need to achieve. Self-interest or feeling good about your self is a fundamental ingredient of motivation. When you work an extra hour, not on the clock, you are doing it for one real reason. It makes you feel good to either get the job done well or to help someone else. In the end you might get some sort of recognition in the company but usually you will not stay an hour extra today to get a gold star in two weeks from now. Dr. Gerald Kushel, has stated in his book â€Å"Reaching the Peak Performance Zone†; there are several variables involved in motivation. Among them are intensity, durability, context and value (reward). Motivation intensity has a big part in how hard someone will work for his or her reward. If an employer offers a reward that does not mean a lot to the employee then they will not work for it. Intensity has to do with how strongly the person wants the reward (Opportunities in Human Resource Management Careers, Traynor and McKenzie). A person can be highly motivated, mildly m otivated or only slightly motivated. The person answers the question â€Å"What’s in it for me?† with â€Å"Something I want very much,† the performer is considered highly motivated. If the answer is â€Å"I can take it or leave it,† that performer is considered only slightly motivated. Durability has to do with how long lasting the motivation is (duration) (Managing Human Resources, Sherman, Bohlander, Snell). Motivation tends to last longer when it is reinforced intermittently rather the consistently. Some how, intermittent rewards are stronger. A person can come to expect the reward rather than see it as a treat, which it is supposed to be. Psychologists have believed this for years. Perhaps it has to do with the uncertainty or the surprise factor of the stimulus. We tend to take for granted and not appreciate the thing that has become routine. There is a certain excitement factor and something we cannot take for granted or assume. We have learned that the intensity and duration of a given motivator are enhanced if the reward is immediately given following the act of behavior (Managing Human Resources, Sherman, Bohlander, Snell). This immediate reinforcement leaves no confusion in the mind of the performer, as to what the reward is for. For example if you tell an employee, â€Å"If you finish this stack of paper work and type this letter for me I will treat you to lunch.† If you choose to tell this person â€Å"I owe you one.† and do not give them their reward until the following week, they might have already forgotten what it was for. In turn, when you ask for another favor and promise a reward your employee will be less motivated to do it. What might ordinarily be perceived as a reward to one person it might be a punishment to another. You must custom fit a reward system to your employees and jobs to get the ultimate performance from you reward system.

Romeo and Juliet Friar Laurence and Nurse Comparative Essay free essay sample

However, when the two (Friar and Nurse) learn about the forbidden love, their views on the marriage contrast. While the Friar is supportive of the lovers, the Nurse has more of a biased opinion. Because of their difference in opinion, the end result is the Nurse ultimately betraying Juliet by siding with her parents, while the Friar continued to believe that peace through their marriage could be achieved. First of all, the Friar acts as Romeo’s friend, advisor, and parent figure. It has been shown multiple times that Romeo trusts him. One example of this, is during their conversation, when Romeo confesses his feelings towards Juliet. The Friar, upon knowing this, immediately says â€Å"Is Rosaline, whom thou didst love so dear, / So soon forsaken? † (2. 3. 62). His reaction reveals to us, that Romeo had previously told the Friar about Rosaline; even though he did not tell anyone else. This shows us that his trust in the Friar was even greater than that of his friends and family. We will write a custom essay sample on Romeo and Juliet: Friar Laurence and Nurse Comparative Essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This parallels to the situation happening with the Nurse and Juliet on the Capulet’s side. The Nurse acts as a parent figure to Juliet, and when Juliet realizes she had fallen in love with a â€Å"loathed enemy† (1. 5. 41), the Nurse is the person she reveals it to. Additionally, after Juliet’s conversation with Romeo on the balcony, she chooses the Nurse to be her messenger. This is another piece of confirmation that shows that Juliet’s trust in the Nurse is greater than that of her biological family; considering that she did not reveal her secret to anyone else. These two are seen as parallels because in each, the Friar and the Nurse are the only people the lovers considered trustworthy to confide in about their feelings. The Friar’s significance to Romeo parallels that of the Nurse’s significance to Juliet. Despite the Friar and Nurse’s parallel warmth toward the lovers, their opinions on the forbidden wedding contrast. Upon announcing the news of the wedding to both confidants, the Friar replies with â€Å"In one respect I’ll thy assistant be. / For this alliance may so happy prove, / To turn your households’ rancour to pure love† (2. 3. 86-88). He had continued to support them wholeheartedly, hoping to end their family feud. However, the Nurse did not have the same reaction. After hearing Romeo’s agreement on the marriage, the Nurse had tried multiple times to stall delivering the news to Juliet. During their (Nurse and Juliet) conversation, the Nurse attempted to change the subject numerous times, saying irrelevant complaints such as â€Å"I am aweary, give me leave awhile: / Fie, how my bones ache! What a jaunt have I had! † (2. 5. 25-26), and â€Å"Jesu, what haste! Can you not stay awhile? / Do you not see that I am out of breath? † (2. 5. 29-30). These interruptions show us that she was not interested in giving Juliet the news, and she was hoping that Juliet wouldn’t decide to continue through with it. Lastly, this difference of opinion results in a contrasted ending for the Friar and the Nurse. After hearing the news of Romeo’s banishment, and Capulet’s decision to marry Juliet to Paris; Capulet and Juliet end up having a disagreement, that results in Nurse saying â€Å"I think it best you married with the county† (3. 5. 218). This leads Juliet to conclude that the Nurse had betrayed her saying â€Å"Thou and my bosom henceforth shall be twain† (3. 5. 241), and ultimately shunning her away. The Friar, however, after hearing Juliet’s dilemma, acts the opposite of the Nurse, and instead chooses to find a solution. In conclusion, Friar Laurence and the Nurse show several parallels and differences towards each other. They showed parallels through their similar roles they played to the lovers, and they showed differences through their contrasted reactions of situations, such as their views on the secret wedding, and their tested loyalties. To sum it up, their roles in the play were important as they both acted as guides towards the lovers, and in the end, despite their different choices, they both chose the decisions that they thought were best for Romeo and Juliet.