The Help And Hidden Figures A Case Of Racism And Gender...

The Help and Hidden Figures: A case of Racism and Gender Inequality The movie industry has developed tremendously with movies made that are not afraid to address the current social issues in the world. There is also a trend today where more books are made into movies with the list being endless such as the popular hunger games and Harry Potter books. This caters to those who prefer watching the aspects of the book rather than reading and those who have read the book and what their imagination of scenes in the book fulfilled. The Help (2011) is an adaptation from the book with the same title by Kathryn Stockett. The movie is about African American maids and the hardships they had to endure working for white families during the civil rights†¦show more content†¦The most important theme in both movies regards racism a topic that is being discussed widely across the nation today. Racism is depicted in the movies using various aspects and one that was used in both movies is the issue of colored toilets. In Hidden Figures, the mathematician and ma in lead role of the movie Katherine Goble is seen running half-a-mile to the other side of the NASA campus just to use the bathroom because that is where the colored bathrooms are located. In The Help, Aibileen has a bathroom installed for her at the garage in the house of the white family she works for that is Leefolt’s showing the aspect of colored toilets. In addition, when the child she takes care of Mae Mobley wants to use Aibileen s bathroom, she receives a spanking from her mother as a warning to never think about using the same bathroom as a colored woman. The movies came out at a time when the country was at unrest in regards to new age racism. Racism today is well documented through the use of social media s compared to the past. In addition, the time period in which the movies were set people were afraid to express their opinions on racism due to fear of retaliation from the whites but this is not the case today. People are expressing their opinion in regards to racism be it through social media or peaceful protest such as the popular kneeling by Colin Kaepernick a football quarterback. TheShow MoreRelatedAnalysis Of `` Hidden Figures, Movie Directed By Theodore Melfi And Bend It Like Beckham1943 Words   |  8 Pages Through the use of cinematic techniques, Hidden figures, a movie directed by Theodore Melfi and Bend it like Beckham by Gurinder Chadha both explore the dangers that are inherent in a marginalised society. Each texts demonstrates that hope for change is needed in society as, hope can build the momentum for an individual to strive. Through these texts we see that people have no conscience about harming others until they learn the truth about their circumstances. This is depicted by the way in whichRead MoreHidden Figures And Bend It Like Beckham Film Analysis1981 Words   |  8 PagesHow is the theme of perseverance in ‘Hidden Figures’ and ‘Bend it like Beckham’ used to influence viewers and how are cinematic techniques applied to achieve this? The movies Hidden Figures, and Bend it like Beckham, directed by Theodore Melfi and Gurinder Chadha respectively, both explore the dangers that are inherent in a marginalised society. Each text demonstrates that hope for change is needed in society as it can build the momentum for an individual to strive. Through the use of cinematicRead MoreThe Film Hidden Figures, And Bend It Like Beckham1933 Words   |  8 PagesThe movies Hidden Figures, and Bend it like Beckham, directed by Theodore Melfi and Gurinder Chadha respectively, both explore the dangers that are inherent in a marginalised society. 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The Effect Of Video Games - 992 Words

The Effect of Video Games â€Å"In 1972, the Surgeon General issued the following warning on violent TV programs: â€Å"It is clear to me that the causal relationship between televised violence and antisocial behavior is sufficient to warrant appropriate and immediate remedial action. †¦ There comes a time when the data are sufficient to justify action. That time has come.†Ã¢â‚¬  (Steinfeld, 1972). In the decades since hundreds of studies have been done on the effects of violent media exposure and violence. 1972 was an age of censored television violence, and violence on television was still seen as detrimental too many people. Here now in 2014 with television shows seemingly being uncensored with the amount of violence shown and the language used,†¦show more content†¦These games that are called â€Å"first person shooter† games put the player in the head of the character being controlled and allows the player to view the violence from a perspective that the player can more identify with. I for one do believe that violence in video games in some ways can affect a person and their reality. I have played some of these games and have personally heard how some of these kids talk to each other while playing online. These kids are using language like grown men and are absolutely elated by the sight of blood in these games. No matter what time I am online playing you can count on hearing these kids cussing and gloating over there latest kill. I started playing these games later in life so I feel that the games don’t have as much subliminal effect on me, but these kids who grew up on â€Å"Mortal Kombat† and have evolved with these games to where they now are at risk of having a very low temperament towards their peers. The aggression that these kids show online may be an act but I tend to believe that it is only partly an act and that these kids feel invincible when in the mind frame of the character that they are controlling. â€Å"Playing violent video games like Doom, Wolfenstein 3D or Mortal Kombat can increase a person s aggressive thoughts, feelings and behavior both in laboratory settings and in actual life†. (Smith, E., King, L. (Eds.) 2014). It has also been confirmed

The Spiritual Assessment Of A Medical Caretaker - 1419 Words

Spiritual Assessment Tool I, being a medical caretaker, have the aim of providing healing to the patients whom I attend in my hospital. I, being a catholic have the strong faith that every human being is of body, soul and mind. It is true that the developments in the medical field can provide healing to the patient to a certain extent. But at the same it is true that one’s spiritual dispositions are also important in the process of healing. So when one medical caretaker attends a patient, it is a necessity to attend the needs of his spiritual needs too. So I make the spiritual assessment of my patient. I use here the assessment tool of FACT which was developed by LaRocca- Pitts M. It will serve to find out the faith formulations of my†¦show more content†¦More than that it asks the clinician to make a judgment upon this information and make a decision for intervention. It is short in one way as it requires a very short first time interview. It provides the option for prayer section or encouraging the patient, which will alleviate the difficulties of the patient. Otherwise when it needs more time there is option for a long staying and make follow up visits. Interview I would like to interview Mrs. Catherine Thomason aged 78. She is a house wife and widow with three children. She is suffering from malfunctioning of her kidneys and is hospitalized for the last 5 days of dialysis and other problems concerned with breathing. I have chosen this person for my interview because I have always found this patient as so pleasant and cheerful. This has attracted me a lot. She is suffering from so much pain and difficulties. But nothing can be read from her face. Question #1 Q : What is your Faith? Do you practice it? What things do you believe that give your life meaning and purpose? A : I am a Christian by religion. I am a practicing Catholic. I used to go to church everyday till I was sick. It was my strength. I believe that I have a purpose in this world and I am fulfilling it living it everyday. Question #2 Q : How do you find your faith accompanying you in this journey of hospitalization and how you are supported by the community that belongs to your faith? A

Constructive Relations at Top Trucking Management

Question: Discuss about the Constructive Relations at Top Trucking Management. Answer: Introduction This report focuses on the human resource management applications and implications using a detailed analysis of Constructive Relation at Top Trucking the role of a human resource management in an organization unquestionable (Kramar, Bartram, De Cieri, Noe, Hollenbeck, Gerhart, Wright, 2014). In most cases, the HRM maximizes the organizations resources by allocating them efficiently leading to a productive outcome (Tan Nasurdin, 2011). This project, therefore, evaluates the significance of HR management in challenging models and theories, organizations, and practices applicable in a similar environment. Through this case, it is evident that the focus will be on the applications and implications of human resource management (Dwivedi, 2010). Therefore, the report would allow the users to evaluate the importance of this department in the firm. It thus emphasizes the efficient workplace environment as introduced by the new yard manager. The new yard manager has taken important steps to restore the confidence of workers. The report will further evaluate how trade unions adapt to the changing service or public sector. Based on this case study, the theory evident is that Harvard Framework Model. In fact, the new yard manager has maximized it to patch up the company by initiating new changes in the workplace environment. The case study seems to have valued the Harvard Framework Model in controlling the workers in the entire organization. Based on this model, the management has an opportunity to focus on specific aspects on every employee. Without a doubt, human resource management is an investor who views people as social capital (Albrecht, Bakker, Gruman, Macey, Saks, 2015). For an organization to succeed, its strategy has to interact with the human resource strategy properly. According to Burma (2014), the human resource manager must be responsive on the management aspects of the human capital. This ensures the manager synchronizes competitive strategies and personal policies. The Harvard Framework The framework is founded on the basis that the manager can solve historical issues regarding the personnel management by developing a new viewpoint. This will involve granting employees opportunities and space to maximize their potentials thus sees the firm values and acknowledges them. This will ensure the employees get involved in every decision-making process (Kramar et al., 2014). The defining factor in this model is the underlying organizational philosophy that defines the HR practices and policies. Without strategic vision, no organization can achieve its objectives. The general manager has the responsibility to rejuvenate the performance of workers by providing the central philosophy (Kramar et al., 2014). According to Beer and colleagues, the challenges that organizations experience today need a broader strategic perspective regarding the HR. As indicated in the figure above, the new pressures require the managers to view workers as potential assets and manage them using a long-term perspective. Workforce can never be viewed as variable costs if the management wants to maximize their potentials. Agyepong, Fugar, and Tuuli (2010) held that HRM focuses on the management actions and decisions that affect the relationship between employees and the organization. Therefore, the model identifies the responsibilities of the line managers in accepting more duties thus ensure the organization align to its personnel policies and competitive strategy. On the other hand, the personnel have to set organizational policies to govern the activities of workers and implement strategies that entrenches a mutual reinforcement. The HR Department must behave differently by demonstrating its strategic capabilities. This will involve focusing on the employees yield instead of viewing them like variable costs (Peetz, 2012). The role of HR has changed because of different management thinking strategies. This involves partnership relationships, increased accountability, adoption of new HR strategies, and pursuing organizational changes. The growing utilization of HR information systems and increasing the significance of human capital has also transformed the working environment. Based on the scenario in the case study, the aspects of productivity and flexibility improvements were important (Kramar et al., 2015). The HR strategy in this study focuses on the decisions relating to the HR practices and policies that have become essential for managers in designing work, developing, training, selecting, motivating, and controlling employees. The Application of HRM The model ensured the new yard manager introduced changes to make the workplace environment profitable. It ensured the manager focused on employees. However, the situation before was unfortunate because the line supervisor was unwilling to acknowledge the significance of workers (Dwivedi, 2010). These absolutist supervisor demoralized workers. With the new manager, the employees felt rejuvenated because he delegated the duties. The new supervisor must be ready to assess the situation and understand the challenges the previous manager experienced regarding the practices. The last manager seemed to have been at loggerhead with the union because he mistreated workers (Charlwood, 2007). The new supervisor seems to be a positive individual who is willing welcome new opinions and ideas of other workers. The choice of this new supervisor was based on his ability and skills in understanding the union issues as explained by Peetz and Alexander (2013). Undoubtedly, the HRM is an important technique that companies have used to manage, source, and allocate the resources efficiently. Based on the scenario, the HR manager was completely working with the employees (Alami Sohaei, 2015). Since it was in the transition phase, the high performing workers during the difficult manager never matched their potentials. With the new management, the yard was becoming efficient as it acknowledged the performance of George, the union delegate. George Psaros recognized that the organization was in transition and the need for a full support was necessary. The new line manager acknowledged these efforts and delegated the duties to the employees. With the full support of George, union workers, and management, the productivity of the organization was evident. The previous manager was an autocratic person who demanded a lot from the employees. He made the situation untenable as many union workers seemed to have been fed-up and were engaging in a go-slow. This was dangerous for the organization that was popular in the region. Since the previous manager was unable to fund the infrastructural development of the organization, the big national transport group took over. The move was to help the Truck Company to reclaim its position in the market regarding the infrastructural development. Under the old manager, the organization was experiencing the worst situation as it underwent through hard time. The attitude of the manager could have never triggered performance. Peetz (2015) argues that with autocracy, the old management disregarded the divergent opinions leading to low productivity. As a result, the drivers completely avoided his opinions and directions. In fact, everyone was reluctant to change because of negative attitude that had adverse impact on the workers (Kramar et al., 2014). Without management participation, the drivers failed to contribute towards the anticipated changes. This affected the performance of the company. Sustaining the organizational philosophy and associated risks The possibility of sustaining the organizational performance after the lead manager leave could be a problem. Conversely, these managers should create organizational philosophy and strategic directions that would guide the company beyond them. Since these leaders are democratic and transactional, they embrace participatory management practices where everyone is involved in the decision-making (Alami Sohaei, 2015). Unfortunately, each manager has distinct management style. Without these two personalities, the new manager may not apply similar approach. However, given the influence of their management styles, the employees will rarely accept autocratic styles. It might be difficult to sustain the philosophy of the new yard manager and George in their absence. The blue-collar unions are small and depend on collective bargaining powers. Unfortunately, these unions are male-dominated and some of these members are rigid to changes. For instance, they always view their views as perfect and are reluctant to accept criticisms. This has already affected their membership in Australia and abroad. In most cases, the management of the unions pursues the self-interest and disregard the significance of female workers (Green, 2004). With the majority of employees in the construction industry being male-dominated, they have rarely accepted the changes. For instance, the membership can never accept female leaders thus affecting their ability to perform. To justify this argument, the current situation has seen the female trade unionists become robust thus establish white-collar unions that continues to grow (Nissen Jarley, 2005). The white-collar unionists have outnumbered the blue-collar unionists (Loosemore, Dainty, Lingard, 2003, 116). The problem wit h the blue-collar unions is the governance issues. For instance, corruption and bias actions have infiltrated the blue-collar unions thus making people to disown them. Conclusion The HRM is an essential factor in achieving organizational performance. Based on this case analysis, a participative management style is critical in an organization. The Harvard Management Model highlights the need to treat employees like assets instead of variable costs. The Truck Company has suffered in the hands of the autocratic management that could not accept divergent views. For the working environment to be conducive, the management must recognize the significance of other stakeholders. This creates a consultative working environment where everyone is involved. The most important stakeholders are the workers unions and union employees. Without considering the welfare of workers, it becomes difficult to motivate workers. With the new management and full support of the union, the organization seems to be heading to right direction. 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