One Flew Over The Cuckoos Nest †The Movie :: Movie Film comparison compare contrast

One Flew Over The Cuckoo's Nest – The Movie   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The movie, One Flew Over the Cuckoo's Nest, tells the story of McMurphy, a convict, who is sent to a mental institution because he believes he is insane.   In actuality McMurphy, is sane when he comes to the mental ward, he only wants to get out of the work that jail time entails.   It is believed that his stay in the mental ward is what drives the man insane.   While in the mental ward, he interacts with the patients of his ward and ends up changing their worlds completely.   When two different societies are combined, they undoubtedly will change one another.   This is the case when McMurphy coming from the "real" world, a society where a person can do what he pleases, is associated with the mental ward patients, whose lives are completely controlled by their nurses and their routines.   McMurphy and the patients have a significant effect on each other.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The mental ward and the world that McMurphy comes from are completely different.   The mental ward is completely based on rules.   The patients' lives are based on the routine that their nurse, Nurse Ratched, has established for them.   Nurse Ratched believes that the rules she sets for the patients are in their best interest or getting better.   The nurses have entire control over the patients.   They are locked into their beds every night, get up at the same time, they eat at the same time, and they watch tv at the same time every day.   The patients follow Nurse Ratched's rule without ever questioning them.   Basically, they have no minds of their own.   McMurphy comes from a society almost opposite of the mental ward.   He has lived his whole life doing what he wants.   He has never had a nurse hovering over him telling him what he has to do at all time.   Being in prison shows that McMurphy has a hard time living by the rules.   So living by strict rules of the mental ward is going to be even harder for him.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Living in the mental ward is very hard for McMurphy at first.   The patients and McMurphy cannot understand one another so socializing with them is hard for him.   When he begins to interact with them, he has a profound effect on the patients of the mental ward.

Bylli All’s Five Year Career Development Plan Essay

As I am currently the president and CEO of J-R Equipment, my career is where I always thought it would be. I was chosen by my mother to head this 50 year-old family business. My sole endeavor is to have it continue for another 50 years. More specifically, over the next five years my goal and base objective will be to rebuild J-R Equipment Rental into an efficient, consistently profitable organization which many families are supported with its growth. Heinz Weihrich (2007) writes, â€Å"Career plans are built on uncertainty; the future cannot be predicted with accuracy. Consequently, contingency plans based on alternative sets of assumptions should be prepared.† My personal plan will be an ongoing proactive plan with annual reassessments periodically (Wagner, 2010). My objective is to incorporate new technology and old fashioned know how to make ours the best rental company in the area. Goals and Objectives J-R Equipment will remain in our family for generations to come with proper management and development. The initial objective in any business is to be profitable. Years ago this company was run by a much larger staff, thus giving the opportunity of time to oversee things properly. This is my personal goal. When this plan is successfully put into practice, a sense of pride and accomplishment knowing that my mother made the correct choice will be satisfaction enough. I do not foresee my compensation or benefits package changing during or after this time. The following current specific goals and objectives are vital to the plan to be a success. This list cannot consider unknown or unforeseen actions. 1. Conduct a complete job analysis on each area within the company. 2. Construct a thorough job description for each job analysis. 3. Work to organize the jobs better to be done so that employees are making good use of their talents to better serve the company’s goals. 4. Review pay scales and update if warranted, this should be done annually. 5. Review benefits package, e.g. Health Insurance, IRA, Life Insurance 6. Annually update the Employee Handbook and new hire package. 7. Streamline the rental process so that customers can shorten the time they are required to spend in the office on paperwork. 8. Educate employees who will utilize the computer system’s available tools. 9. Work to make the equipment inventory more reliable in terms of contracts and status of equipment. 10. Update processes and protocols within the company. 11. Review our service call procedures and update as needed. Job Satisfaction and Attributes There is a great deal of satisfaction in a job well-done. Knowing that my efforts are useful and usable is more than adequate to me. The typical attributes of job satisfaction is motivation and productivity. When an employee is satisfied with his or her job the employee will almost naturally be excited and motivated, thus increasing productivity. I am no exception to this rule. Compensation and Benefits Currently my compensation and benefits are as high as they can be for the company. In the near future I plan to include a key individual life insurance plan to my list of benefits. This life insurance plan would pay the company as the beneficiary to offset costs pertaining to hiring and promoting individuals in the event of my death. Most organizations have at least one employee who is fundamental to the continued success of the business. It could be the owner, manager, or someone with a high level of experience, the loss or death of that person certainly would cause an upset both productively and financially to the company. This insurance benefit could be used to pay off debt, recruit new personnel, or any other useful tool needed to grow the business. Competencies For any business today and subsequently its managers to remain competitive, certain technologies must be utilized so that employees, management, and customers can communicate and conduct business in a simple yet proficient manner. Our computer system was upgraded just last year so I would believe that this system could easily carry us through this plan with regular updates. There are add-ons to the system that could be better utilized. In addition, certain competencies are required to fulfill the position of president and CEO in an effective manner. Competence defined is a gathering of functionality, involving skills, knowledge, and personal attributes, which, combined, establish successful achievement of activity (AdomaitienÄâ€", ZubrickienÄâ€", 2010). Adomaitiene and Zubrickiene also write that competencies and job experiences become a condition of personal clarity. The following competencies are required to grow as a manager/owner and thus have the company grow as well. An effective CEO must have the ability to understand, empathize, and assist in each area or department within the company to recognize its connection to other departments. I. Every employee has a role to play in the efficient function of the company, the awareness of each person and their role is a key component in success. II. A working knowledge of the company’s front office or rental software and its capabilities are vital to daily operations. III. A working knowledge of the back office systems and their functionality will prove essential for financial recommendations. Job Experiences Fortunately, my current experience level with each department is such that I feel as though I am a step ahead already in my plan. These experiences allow me the confidence to discuss any changes that may be initiated to improve the company. Continued access to the departments and their functions will help to keep my competencies up to date. Training and Education Training and education are an indispensable part of any plan’s success. The educational background I have will be sufficient to begin this process; however the complete plan will require additional education and a personal in-depth assessment of my own personal strengths, weaknesses, and a thorough knowledge of what items will need adjustment are the first necessary step. My education with University of Phoenix and continued work experience help to complete my understanding of the business process and the functionality of this knowledge. J-R Equipment’s Role J-R Equipment’s responsibility is simply to comply with the recommendations made. The department managers will prove essential in the process. Open forms of communication are crucial to the success of our plan and subsequently our company. Regular meetings will be held to mark the successful procession of the plan. Plan Timeline Year One:1.All job analyses and descriptions are complete. 2.Begin working with other managers to formulate ideas for streamlining. 3.Set schedules for employee training on the computer system. 4.Update Employee Handbook. 5.Begin inventory analysis with equipment not available for rental. Year Two:1.Reorganize employees to better suit their skills and talents. 2.Review pay scales of all employees to make certain current state legislation is upheld. 3.Begin review of benefits packages. 4.Continue gathering ideas for streamlining. 5.Revise/implement training schedules. 6.Update Employee Handbook. 7.Continue inventory analysis with spot check inventory reconciliation. Year Three:1.Complete review of benefits packages. 2.Update Employee Handbook and new hire package. 3.Continue inventory analysis. 4.Begin to put into effect ideas for streamlining the rental process. 5.Review pay scales of all employees Year Four:1.Update/review streamlining processes. 2.Update Employee Handbook and new hire package 3.Continue ongoing inventory analysis. 4.Review pay scales Year Five:1.All processes should be completed 2.Review new processes for functionality 3.Review needs for additional training. 4.Review pay scales and benefits packages 5.Update Employee handbook. 6.Formulate a Mentoring Program Mentoring A mentoring program can be formal or informal. The informal plans offer much more than the formal plans. Informal programs are more driven simply because both parties are motivated, and the relationship would be more relaxed and without boundaries (Chao, 2009). Formal programs are certainly more rigid, more structured, and more visible. Currently there is no formatted mentoring program in place even though I was mentored without even knowing it. I do however intend to formulate a program by the end of the five year period. This is largely dependent on employee and family growth within the business. There are several candidates currently that will be given the opportunity for experiential growth to a higher level of responsibility. The program itself will need to address the ever-changing working world and its part in an individual’s life (Patton, McIlveen, 2008). Conclusion A career development plan has been difficult to prepare. My career has almost always been J-R Equipment. I have been raised here and groomed for this business and am thankful for that education. I and my siblings were raised in this business, my children were raised in this business, and now my grandchildren are being raised here. I could not be more proud or motivated for our continued success. References AdomaitienÄâ€", J., & ZubrickienÄâ€", I. (2010). Career Competences and Importance of Their Development in Planning of Career Perspective. Bridges / Tiltai, 53(4), 87-99. Chao, G. T. (2009). Formal mentoring: Lessons learned from past practice. Professional Psychology: Research And Practice, 40(3), 314-320. doi:10.1037/a0012658 Morgan, M. (2011). Building Personal Equity. Strategic Finance, 93(6), 16-61. Patton, W. (2009). Practice and Research in Career Counseling and Development— 2008. Career Development Quarterly, 58(2), 118. The Value of Key-Person Life Insurance. Retrieved from

The Common Characteristics Of Early Civilizations - 865 Words

In 1950, V Gordon Childe drew up a list of traits of to what he considered to be the common characteristics of early civilizations. According to Fagan Scarre, a recent archaeologist Charles Redman divided Childe’s list into primary and secondary characteristics. The primary characteristics included cities and states, together with full-time specialization of labor, concentration of surplus, and a class-structured society. For the secondary, the characteristics included symptoms or by-products of these major economic and organizational changes: monumental public works, long-distance trade, standardized monumental artworks, writing, and the sciences (arithmetic, geometry, and astronomy)(Scarre and Fagan 2003). One of the most common characteristics involve was a large, dense population living in a city. This essay well state and describe two early cities in Mesopotamia and explore the layouts and characteristics of these two cities. Also, whether each city is unique or share co mmon characteristics with each other. The two cities are Maskan-shapir and Ur. Ur was one of the most powerful cities in Sumer between 3000 and 2000 BCE. It was located roughly 300 kilometers (about 187 miles) southeast of Baghdad which was surrounded by the arid, salt-encrusted plain of the Euphrates and Tigris rivers. Today however, Ur is far from the Persian Gulf and is surrounded by a wall about 8 meters tall. The temples were a major economic entities because it help them bringShow MoreRelatedEarly Civilizations : Ancient Civilizations830 Words   |  4 Pages18, 2015 Early Civilization All civilizations, whether old or new, strive for advancement. 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Analysis Of The Movie The Night - 867 Words

Richards briefcase it showed the audience that Paul was showing his anger due to the fact he had feeling for Anne. 9. There were a couple unique sound effects in the play. The sound effects was the pounding on the door, the noise of the door across the hall closing, the door knob when it was being unscrewed from the door, a baby crying, and the jiggle of a dogs collar. The sound cues were executed at the right moments in the play. For example, when the lady from 4a came into 4b’s apartment to talk to Paul and Anne in the distance you could hear a jiggle that sounded like a dogs collar was being shook to represent the dog was in the hall. Another example is when the lady from 4a left 4b’s apartment you could hear when the lady walked into her apartment by the sound of the door closing. In the beginning of the play Larry, the expectant father and the pregnant woman left the room the baby started crying as a clue to the parents they forgot the baby. 10. My favorite scene was when Paul, Janet, Richard, and Anne were in the all apartment together. I was wondering what will happen next, like will Paul and Anne confess to Richard and Janet they were trapped in the apartment together and that they kissed. I thought it was ironic that Richard and Janet knew each other from childhood. At first when Janet introduced Paul to Richard, Paul did not know how to act and shook his hand and said hello awkwardly. Also when Richard introduce Anne to Janet, Anne just broke out laughingShow MoreRelatedAnalysis Of The Movie The Night 996 Words   |  4 Pagesneedles of death! she exclaims. I don t understand you, Bridges. Josh laughs,You saved my life, but then almost gave me a heart attack. Brianna smiles up at him as he laughs. Adoration shines in her eyes, sparkling like stars on the darkest of nights. Blood curdling needles of death? Josh chuckles, So dramatic! Have you ever considered writing? Shut up Ramsay. 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A Brief Note On Start A Successful Business - 1170 Words

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Rodman mentions in

Moral Relativism vs. Moral Objectivism Free Essays

Moral relativism is a philosophical doctrine which claims that moral or ethical theses do not reveal unqualified and complete moral truths (Pojman, 1998). However, it formulates claims comparative to social, historical, and cultural, or individual preferences. Moreover, moral relativism recommends that no particular standard or criterion exists by which to evaluate and analyze the truthfulness of a certain ethical thesis. We will write a custom essay sample on Moral Relativism vs. Moral Objectivism or any similar topic only for you Order Now Relativistic standpoints repeatedly see moral values as valid only within definite cultural limitations or in the framework of personal preferences. An intense relativist stance might imply that assessing the moral or ethical decisions or acts of other individuals or group of individuals does not contain any value, still most relativists bring forward a more inadequate account of the theory. On the other hand, moral relativism is most commonly mistake as correspondence to moral pluralism/value pluralism. Moral pluralism recognizes the co-existence of contrasting and divergent ideas and practices yet it does not entail yielding them the same authority. Moral relativism, quite the opposite, argues that differing moral standpoints do not contain truth-value. At the same time, it suggests that no ideal standard of reference that is available by which to evaluate them (Pojman, 1998). History traces relativist principles and doctrines more than some thousand years ago. The claim by Protagoras that man is the measure of all things marks a premature philosophical antecedent to modern relativism (Pojman, 1998). Furthermore, Herodotus, a Greek historian, viewed that every society looks upon its own belief system and means of performing their functions as the finest, in comparison to that of others. Though different prehistoric philosophers also inquired the concept of a universal and unconditional standard of morality, Herodotus argument on moral relativism remains as the most fundamental idea of moral relativism. In the medieval age of moral philosophy, Thomas Aquinas defines moral philosophy as the collection or collections of ideas and claims which, as values and guidelines of action, identify the types of preferred action that are justly intellectual and rational for human persons and society (Pojman, 1998). It is a basically realistic philosophy of values which motivate individuals towards human fulfillment so that better-off state of affairs is mutually represented and practicable by means of the actions that equally evident and put up the superiorities of moral fiber conventionally labeled as virtues. Aquinas argument about moral is not really confined with his prior conceptualization of the idea of virtue – that is acquired through regular practice or by habit. For him, moral law is not a mere product of habituation. As explained above, his idea of moral law is linked with the concept of rationality or reason. A human person regards an action as morally right not because it is habitually observed or performed but because it comes within rational analysis of that individual. In the contemporary period, Ruth Benedict, an anthropologist, opines that morality differs in every society which is evidently framed on the idea of moral relativism (Pojman, 1998). Benedict argues that there is no such thing as moral values but only customs and traditions. She admits that each society has its own customary practices that are justified simply because they are part of the tradition exclusive to that society. For Benedict, morals obtain their values based on how individuals see certain acts and behaviors as beneficial to their society. And such is what she called as the standard of moral goodness. Now, such morally good action is deemed to perform habitually to maintain the advantages brought about by such morally good actions. In effect, being morally good and habitually performance of an action subsist together as the society upholds their own moral law. References: Pojman, L. (1998). Moral Philosophy: A Reader (2nd ed.). Hackett Publishing Company. How to cite Moral Relativism vs. Moral Objectivism, Essay examples

Fast Food Industry free essay sample

Introduction The fast-food industry has been developing rapidly and has successfully penetrated majority of the markets globally, at the same time bringing about several significant changes in practices, work and employment relations. Fast-food restaurants are distinguished and characterized by their inexpensive food products prepared in a standardized method that is dispensed to their customers quickly and efficiently for takeaway or dine-in and are usually packaged without the provision of utensils. However, the rapid expansion and proliferation of the industry was not a smooth ransition, instead, it has brought about several controversies and criticisms. Such growth and success has brought disadvantages to workers rights, wages and the conditions of work (Royle Towers, 2002) as well as providing a greater insight on how work and employment relations should be better managed. In addition, it also brought to light that not all protocols, standards and practices of the fast-food company fits the different markets globally perfectly, due to the different cultures, mindsets and preferences, which we will be exploring in depth in this essay in particular, the fast-food industry in Singapore, Germany and United States. Even though major corporations were to set up fast-food restaurants in the listed countries, similarities and differences will arise and we will discuss this in the essay. The Fast-Food Labour force The fast-food industry has showed several trends in their employment practices in different countries with each workforce showing distinct characteristics. This is because the fast-food companies generally tend to aim the flawed and insignificant group of the labour market, with majority of the employees being inexperience, low- skilled, young and easily replaceable labour. In addition, due to the nature of this industry, the Job scope is highly standardized and repetitive, thus it is seen to be a job that has low and unpromising future prospects. It has also played a big role in causing the proliferation of insecure, unstable, part-time and low wage employment. We will now look into the similarities and differences between Singapore and the 2 other countries fast food industry, using a good example by McDonalds. First of all, Singapore and United States labour force shows parallels in the type, nature and mindsets and displayed high labour turnover rates. The Singapore fast- food industry labour force is generally made up of a range of different age groups with differing qualifications. For instance in restaurant outlets, restaurant managers are usually secondary school leavers and the crew members usually hold low education qualifications. However employees working in the headquarters are experienced, skillful and highly qualified often graduates or those who had previous employment benefits and prospects as findings showed that each executive has an individually negotiated employment contract (Pereira, 2002), and they tend to deal ith more challenging and more enriching Jobs. However, employees in the outlets see their Job in McDonalds as a short-term temporary Job with no promising future prospects and as large percentage of the part-time crew consists of students, they will leave the Job upon graduation or if they found a better Job with better prospects, permanent and with better benefits rather than continue working with McDonalds. Even so, McDonalds attempted to retain their youth employees restaurant managers especially, by treating them like professionals, having more professional eminars but they eventually did not stay long. Due to Singapores changing demographics, low birth rates and the fact that more individuals are graduating higher educational qualifications- a degree, the labour pool that McDonalds can tap into has become relatively much smaller thus they have turned to employing the elders whom to, are pleased and have accepted the low wages and lesser employment benefits for the convenience of work location, less commitment and the simplicity of the Jobs. This is when the pattern of the labour shift to the elderly, as by ate 1990s, 40 per cent of all employees in McDonalds are elders consisting of housewives or retirees (Royle Towers, 2002) and partly because it was illegal for foreign workers to work in fast-food industry. True enough, for the case of United States, their labour workforce is made up of youth too, as shown in a 1994 study that almost 70 percent of fast-food workers were 20 years old or younger (Van Giezen, 1) and most of them have low expectations on their salary, employment benefit and sees their Job as temporary (Leidner, 2002). Similar to Singapore, their labour orkforce also consist of elderly as well as women with children employees that shares the same expectations as that of the youth employees. This is usually due to their preference for part-time Job. Majority also proceed on to other better Jobs as they perceive it to be a temporary one. Thus, we can see that United States have generally a younger labour force, due to the societys general mindset that a fast-food job is a appropriate first Job experience and the fact that theres no requirement for skilled experienced employees, thus, displaying the similar traits in the age and type f labour force of the fast-food industry for both Singapore and United States. On the contrary, the labour workforce differs greatly between Singapore and Germany. As discussed in the above part, we distinguished that Singapore has a more elderly workforce with lesser youth employees and no foreign workers employed. In addition, the labour turnover as compared to Singapore, is not high. This is because a large percentage of the labour in Germany is made up of ethnic minorities foreign workers, economic migrants from the old Eastern Bloc and guest workers mostly from Turkey and Greece (Royle, 2002). The economic migrants and guest workers took up a large percentage 50 percent to 90 percent of the workforce, unlike that of Singapores- where foreign workers are not allowed to work in the fast- food industry. Employee representation in the fast-food industry regulations may be more pro-employees or pro-employers, which will be explored in paragraphs below. Employee representation comes in the form of trade unions, work councils, co-determination and collective bargaining. Trade/Work unions are As the industry expands rapidly, it gives rise to an unhealthy employment nvironment where theres no prospects for future growth or promotion in their career, poor wages and benefits, stressful environment and these usually takes place in a union-free environment (Royle Towers, 2002). Companies are increasingly denying employees their rights and benefits and the situation is aggravated without the presence of trade unions or favorable employees regulations, as employees might be unable to voice out their concerns or request for their employment rights. In this case, Singapore and United States are similar as both nations have the least egulated systems (Royle Towers, 2002) and their laws and regulations are seemingly to be pro-employers. In Singapore, since its independence day industrial peace is the main objective from the creation of the legal framework and unions can only be formed under conditional rules and under the Judgment of the Labour Minister (Deyo, cited in Pereira, 2002). In addition, Singapore is described having a authoritarian corporatist model where they view politicized trade unions as a threat that will unstable the political system as well as a group that might collude to request or outrageous demands. As labour is a precious and essential resource of Singapore, they learnt from the problems before 1995 that strikes, interunion disharmonious relations and political interference has contributed a lot to the decline of the economy. Thus, the government has decided to reinforce labour laws and regulations to ensure industrial peace (Tan, cited in Pereira, 2002). However, the Industrial Relations Act did not include issues such as retrenchment, promotion, dismissal, work assignments and such terms are to be negotiated between the employers and he employees (Pereira, 2002). This showed that the laws in Singapore gave power to the employers. However, there are still some areas that the government has set aside to protect the basic rights of the employees such as stating down their work hours, number of paid annual and sick leave, and overtime rate. The government has also made the National Trade Union Congress (NTUC) the only national union body of Singapore and all unions had to be affiliated with them (Leggett, cited in Pereira, 2002). NTUC also worked with the National Wage Council were they discuss with the overnment, employers and employees to assess the wages annually and revisions of wages and guidelines will be generally be adopted by large multinational and local corporations. For the employees, they have an option to Join a union (Tan, cited in Pereira, 2002). An excellent example would be the employees in McDonalds. They believe that unions are not required, as they have their own Human Resource Management Programme that helps keep their workers appeased and promote loyalty within them to the company. However, the workers have never considered a ollective representation as firstly, it is not necessary for them to Join a union, next is because they are pleased with whatever has already been offered to them in terms of industry have the upper hand in determining the conditions of employment as there is very little presence of trade unions and strict regulations, thus allowing them more freedom to implement their own rules. Technically, the workers have no or little rights to their employment and the employers have no legal obligation of fairness (Leidner, 2002), thus showing similar pro-employer labour regulations traits s Singapore. However, one distinct difference is that workers in America are not protected with basic rights, unlike Singapore workers, as paid vacations and paid holidays are provided at the discretion of the employers and not legally mandated (Rasnic, cited in Leidner, 2002). The stressful and competitive environment of the fast-food industry in United States, bundled with the employer-bias regulations has disadvantaged the employees greatly. Even though the workers are unhappy and discontent with their Job, it has not led to result in unionization. This is due to the oung and inexperienced work not educated about unions, has came to terms with their wages and benefits as they have low expectations, sees the Job only temporary, and are unsupportive of labour laws (Leidner, 2002). One other reason for the lack of unionization is because of the resistance by the fast-food corporations, who openly declared that they are anti-unions. In conclusion, even though Singapore and United States showed slight differences, it generally showed a greater similarities in terms of how the regulations are pro-employers, the reason of the lack of unionization and ow fast-food corporations are technically undaunted by unions, or the lack of it, and are able to actively promote their own set of corporate regulations for work and employment relations. As compared to Singapore, the German system can be seen as being the opposite end of the spectrum as far as workers rights are concerned. Germany has a highly juridified industrial relation system complete with formal legalization of trade unions and a comprehensive system of work councils suggests that it might be one of the better development of employee representation (Royle Towers, 2002). Basically, mployees in Germany are supported by the work unions, unlike that of Singapore where most regulations are employer-bias, and union participation in optional. However, even with such systems implemented in Germany, the unions encountered barriers to increase workers benefits, wage levels, forming union supported work councils and ensure that the companies comply to the collective agreements. For instance, McDonalds has effectively managed to evade collective agreements and defy work councils for 18 years and counting, showing the difficulty of work force to have a say even with the presence of work unions. Another difference between Singapore and Germany is also how the fast-food corporations work with the unions. In Singapore, the laws are favourable for them as it employer-bias thus they are able to instill their own practices and methods for employee and work relations. On the other hand, German national fast-food companies usually adopt co-operative methods and relations to deal with the unions even though some still take an anti- union position (Royle Towers, 2002). Eventually, they are still able to turn the tables around, evading strict rules and able to set their own systems and practices.