What is Ailey’s typical dance-music relationship Essay Example for Free

What is Ailey’s typical dance-music relationship Essay Name two dance techniques (created by other choreographers) which are fundamental in Ailey’s choreographic style. What is the chief choreographic device used by Alvin Ailey in Revelations? Hermit songs was created by Alvin Ailey after Revelations. It was a solo for Ailey based on 8th-13th century poems by Irish monks. What year was it created? What dance was created in 1958 and was the debut programme of Alvin Ailey American Dance Theatre. Jazz and African American dance forms were a huge influence on Alvin Ailey. Talley Beatty, Fred Astaire, Gene Kelly and the Nicholas Brothers were four different choreographers in this genre. Name two others. There are three main starting points for Revelations. African American traditional religious music, a desire to create opportunities for African American dancers to perform serious modern dance. What was the third? Name four props which are used in Revelations There are four main themes in Ailey’s Revelations. A) Oppression/freedom/survival/fortitude, B) Placing the African American experience as central in American culture, C) Celebrating African American music as historically significant. What is the fourth? Key movements include wing-like arm designs, prone positions and deep plies. Name two more. Which episode is being described here: ‘in unison, and in close wedge-shaped formation, the deep plie is repeated with variation of the gestures. The arms open sharply to second position and are held during the second plie. The lights darken as before and the group splinters, though not so far this time, seeming to be more entrapped within the pool of light. Small steps are taken in different directions, placing the palms of the hands randomly in levels as if invisible walls restricted them’. Which section is being described below? The group, in two columns, travel along the diagonal, performing a repeated pattern of slow walking steps. These match the musical pulse and are embellished with Dunham-style, swivelling hips. The group, in unison, undulates forwards and backwards so that the pattern can be repeated. Which section is being described here? The women repeat phrases from their opening material; for instance, while sitting again, they bow forwards and backward and the men again complement this. As the women, facing the front, shoot on arm upwards, the men, facing upstage, take up both their hands clasped. The groups go in opposite and complementing directions when they repeat the torso circles. Which section is being described here: The light brightens. The backcloth is suffused with a blood red colour. The three men wear only black trousers. This contrasts in colour to the trousers worn in the previous dance. A connection to sin is obvious but it also makes a visual link in the style of the other costumes. Which section is described here? The music adds atmosphere which enhances the narrative context, as well as providing a clear rhythm for the actions. The words provide the basis for the actions and walking with the predominant action in this number. Which section is described here? They continue in unison. For example: a step close action with train wheel, chugging arms; a plie in second with arms thrust forward to clap; a quick rotating of the hips with pumping arms; and the pointing gesture seen before. This is varied by the women facing the same way as the men or sometimes moving in the opposite direction which provides moments of complementary design. Out of this a canon emerges, beginning with the dancers stage right. Name the dances in Revelations in the correct order identifying which sections they are in.

Entity Relationship Data Model And Normalization Computer Science Essay

Entity Relationship Data Model And Normalization Computer Science Essay Draw an Entity Relationship Data Model that describes the content and structure of the data held by Petcare. Specify the cardinality ratio and participation constraint of each relationship type. Answer: Draw an Entity Relationship Data Model To design the database system for Petcare, we need to draw and Entity Relationship Diagram to show all and entities and the relationship between the enteritis. The ERD models the static relationships amongst this information that are preserved and maintained by the database. The ERD shows how items of data relate, statically, to each other. 1.1.1 Entities of the ERD First step, we need to define the entities in the database. According the requirement of the Petcare, the below entities should be involved in the database system to record the Petcares information; Information of the pet included the type, breed, sex, age and their owner Information of the pet owner included their name, address, home telephone number and mobile telephone number Information included the pet the appointment is for, the owner of the pet, the particular branches of Petcare, the attending veterinary Veterinarian and the date and time of the appointment. Information of the veterinary Veterinarian included their name, address, home telephone number, mobile telephone number, which branch they report to and their specialize. The outcome of the appointment which included the prescription and the charge made. 1.1.2 Entities relationship Next step is to define the relationship of each entity. The relationship included Participation Constraint and Cardinality Ratio. Participation Constraint There are two types of participation constraint named Total and Partial participation. A Total participation (mandatory participation) constraint specifies that every member in the entity must participate as a member of another linked entity in the generalization. A Partial participation (optional participation) constraint specifies that a member of the entity does not belong to any member of another linked entity in the generalization. Cardinality Ratio Three types of cardinality is described as below: One-to-one (1:1) Relation between two entities which is linked each other with their primary key(s) only. Many-to-many (M:N) Relation between two entities which is linked each other without any primary key. It also have the chance to create the redundancy error. Therefore it is better to break into two relations such as one-to-many and many-to-one. One-to-many (1:M) or Many-to-one (M:1) Relation between two entities which is linked each other from the primary key(s) to foreign key(s). The relationship of Pet The pet was raised by the owner; each pet should only have 1 owner but the owner can keep more then 1 pet. The owner also can keep difference kind of pets. There fore, the relationship of Pet and Owner is Total and one to many. Relationship of Owner The pet owner would make appointment with the Veterinarian. In the real case, an owner would make more then 1 appointment, also the Veterinarian also not handle 1 case only. A relational database is not allowed this condition. To solve the issue another entity Appointment was added between Owner and Veterinarian. The Owner may make the appointment before visit the veterinarian, also they also can walk-in but without appointment. In order to simple the database design, we see the walk-in also as a new appointment. Therefore, the relationship of Owner and Appointment is Total and one to many. Relationship of Appointment the appointment was created by the pet owner and was handled be the Veterinarian. However, some Veterinarian may respond to the special case and would not handle the appointment. Therefore, the relationship of Appointment and Veterinarian is Partial and many to one relationship. Relationship of Veterinarian On the above we already mentioned a Veterinarian would attend more then one appointment. Also the Veterinarian would issue more then 1 diagnosis. Diagnosis is the outcome of the appointment which was issued by the veterinarian. The relationship of Veterinarian and Diagnosis is Total and one to many. 1.1.3 Entity Relationship Diagram (ERD) According the above entities and relationship design we got the first ERD as below; The ERD was showed the logical database design of the Petcare. The ERD identifies a list of data elements that must be included in the database. Fig. 1. The ERD of Petcare. Task 2 Produce the resulting normalized tables clearly indicating the primary and foreign keys. Answer: Normalization After complete the logical design of the database and draw the ERD, we can start the physical design of the database. The first thing is to create the table and define the data-set need to store in the database. A good database design should make the content of each table is only related to its own entity. In order to meet this requirement, normalization process should be implemented. The normalization process needs step by step to transform the database and each step have specify name, called; Un-normal Form UNF First Normal Form 1NF Second Normal Form 2NF Third Normal Form 3NF Boyce-Codd Normal Form BCNF The below steps should be carried out for the normalization. Collect the data-set Transform the un-normalized form tables into first normal form Transform the first normal form tables to second normal form Transform the second normal form tables to third normal form First Normal Form (1NF) According the ERD design and the requirement of Petcare, the Tables of the database were created as below; also some attributes were added to indentify the data-sets, e.g. PetID, which attributes also the Primary of the table. Fig. 2. The Un-normal Form table The above tables were included all requested data and information requested by Petcare. However, some of attributes are the same in difference tables. The tables are a un-normal form table. We need to make the content of each table is only related to its own entity. Therefore the normalization process should be implemented. The first step is transforming the un-nornalized form table into first normal form. The definition of first normal form is all non-key attributes in relation is if, and only if, functionally dependent upon primary key. According the definition of first normal form, we should avulse the non-key attributes which are not relate to the primary key and create another table for this attribute. For example; in the table Veterinarian, the Branch and Specialise are not related to the Primary key, so we need avulse these attributes and create another table, Branch Specialise. Another table Diagnosis also the same issue. Fig. 3. Normalized table Fig. 4 Normalized table 2 After the process of first normalized, we got the First Normal Form table as below; Fig. 5. First Normal Form table Second Normal Form (2NF) The second step is transfer first normal form to second normal form. The definition of second normal form is all relations are, and only if, it is in first normal form and every non-key attribute are fully functionally dependent on the primary key. After second normalization, we got the below tables; Fig. 6. Second Normalized tables Third Normal Form (3NF) The definition of third normal form is all relations are if, and only if, it is in second normal form and every non-key attributes in nor-transitively dependent on the primary key. Because the second normalized tables already meet the equipment. Therefore, it is third normal form. Primary Key and Foreign Key The next step to design the physical database is defining the Primary Key and the Foreign key. This step also defining the relationship of each table. The Primary Key is used to identify the record in each table. The Foreign Key is the key attribute to link other table. The final normalized table with details relationship, Primary key and Foreign key were showed on the below diagram. Fig. 7. Final table design Data Dictionary The last step of design the database is define the property of each attribute. The property of attribute is design the coding of the attribute. A good coding design is very important because a good coding design can let use easy to understand and take less mistake when input the data, and also determined the usability and extensibility of the database. A good coding design should meet below requirements; Uniqueness only one value of the code may be applied to an entity. Expandability must have sufficient space for the entry of new items. Conciseness should use the minimum number of characters to define each item. Uniform size format no addition of prefixes or suffixes. Simplicity simple to apply and understand. Versatility easy to modify for changes in conditions. Sortability may not be the code itself as long as it can be correlated with a sortable code. Stability should not need regular updating as this is costly. Meaningful in some circumstances it is useful for the code to reflect the characteristics of the coded entities. Operability the code should be sufficient to meet the current and future needs of data identification but also minimise the clerical and system resources required to operate it. Other then the coding design, the sequence of table create also very important as the table may has relation with other tables. We should first create the table which has not relate to other tables, then create the table relate to this table. The sequence of table create list as the sequence of the Data dictionary. According the above requirements, the tables and attributes were created and the details were listed on the Data Dictionary below; Data Dictionary of Petcard Table Name Field Name Type Size Status Description Owner OwnerID char 6 PK The ID of owner à £Ã¢â€š ¬Ã¢â€š ¬ O_Name char 30 Not NULL Name of owner à £Ã¢â€š ¬Ã¢â€š ¬ O_Address varchar 100 NULL Address of owner à £Ã¢â€š ¬Ã¢â€š ¬ O_Phone char 15 NULL Phone number of owner à £Ã¢â€š ¬Ã¢â€š ¬ O_Mobile char 15 NULL Mobile number of owner à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ PetType TypeID char 1 PK The ID of pet type à £Ã¢â€š ¬Ã¢â€š ¬ P_Type char 15 Not NULL name of pet type à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Breed BreedID char 2 PK The ID of breed type à £Ã¢â€š ¬Ã¢â€š ¬ B_type char 15 Not NULL Name of Breed type à £Ã¢â€š ¬Ã¢â€š ¬ TypeID char 1 FK relate to PetType à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Pet PetID char 6 PK The ID of the Pet à £Ã¢â€š ¬Ã¢â€š ¬ OwnerID char 6 FK relate to Owner à £Ã¢â€š ¬Ã¢â€š ¬ PetName char 20 Not NULL Name of the pet à £Ã¢â€š ¬Ã¢â€š ¬ Sex char 1 Not NULL sex of the pet à £Ã¢â€š ¬Ã¢â€š ¬ Age numeric 2 Not NULL age of the pet à £Ã¢â€š ¬Ã¢â€š ¬ Breedid char 2 FK relate to Breed à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Branch BranchID char 1 PK The ID of branch à £Ã¢â€š ¬Ã¢â€š ¬ B_Name char 15 Not NULL Name of branch à £Ã¢â€š ¬Ã¢â€š ¬ B_Address char 50 Not NULL Address of branch à £Ã¢â€š ¬Ã¢â€š ¬ B_Phone char 15 Not NULL Phone number of branch à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Specialisation SpeID char 2 PK The ID of specialize à £Ã¢â€š ¬Ã¢â€š ¬ Specialise char 10 Not NULL Name of the specialization à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Veterinarian VetID char 3 PK The ID of veterinaria à £Ã¢â€š ¬Ã¢â€š ¬ V_Name char 30 Not NULL Name of veterinaria à £Ã¢â€š ¬Ã¢â€š ¬ V_Address varchar 100 Not NULL Address of veterinaria à £Ã¢â€š ¬Ã¢â€š ¬ V-Phone char 15 Not NULL Phone number of veterinaria à £Ã¢â€š ¬Ã¢â€š ¬ V_Mobile char 15 Not NULL Mobile number of veterinaria à £Ã¢â€š ¬Ã¢â€š ¬ SpecID char 2 FK relate to Specialisation à £Ã¢â€š ¬Ã¢â€š ¬ BranchID char 1 Not NULL The branch of the veterinaria is working à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Appointment AppID char 10 PK The ID of appointment à £Ã¢â€š ¬Ã¢â€š ¬ VetID char 3 FK relate to Veterinarian à £Ã¢â€š ¬Ã¢â€š ¬ OwnerID char 6 FK relate to owner à £Ã¢â€š ¬Ã¢â€š ¬ BranchID char 1 FK relate to Branch à £Ã¢â€š ¬Ã¢â€š ¬ PetID char 6 FK relate to Pet à £Ã¢â€š ¬Ã¢â€š ¬ Date date 8 Not NULL date of appointment à £Ã¢â€š ¬Ã¢â€š ¬ Time time 4 Not NULL time of appointment à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Drug Type D_TypeID char 2 PK The ID of Drug Type à £Ã¢â€š ¬Ã¢â€š ¬ D_Type char 20 Not NULL Name of drug type à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Drug DrugID char 4 PK The ID of drug à £Ã¢â€š ¬Ã¢â€š ¬ D_typeID char 2 FK relate to DrugType à £Ã¢â€š ¬Ã¢â€š ¬ DrugName char 30 Not NULL Name of the drug à £Ã¢â€š ¬Ã¢â€š ¬ Category char 20 Not NULL How to use the drug à £Ã¢â€š ¬Ã¢â€š ¬ Period char 2 Not NULL Number of day to use the drug à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Prescription PrescID char 10 PK The ID of Prescription à £Ã¢â€š ¬Ã¢â€š ¬ Drug1 char 4 FK relate to Drug à £Ã¢â€š ¬Ã¢â€š ¬ Drug2 char 4 FK relate to Drug à £Ã¢â€š ¬Ã¢â€š ¬ Drug3 char 4 FK relate to Drug à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ à £Ã¢â€š ¬Ã¢â€š ¬ Diagnosis DiagID char 6 PK The ID of diagnosis à £Ã¢â€š ¬Ã¢â€š ¬ VelID char 3 FK relate to Velerinarian à £Ã¢â€š ¬Ã¢â€š ¬ PrescID char 10 FK relate to Prescription Price Numeric 6 Not NULL The price of diagnosis Task 3 Using a Database Management System (DBMS) set-up all of the above normalized tables, and populate them with well-designed test data.. Answer: Create tables on DBMS After completely designed the database, we should start to create it. Concerning to popularity and easy to use, we determined to use Microsoft Access as the Database Management System (DBMS) of the Petcare database. We should use SQL command to create the tables, attributes and relationships of tables. Create tables The SQL command of create tables was lists below; Create the table Owner CREATE TABLE Owner (OwnerID CHAR(6) PRIMARY KEY, O_Name CHAR(30), O_Address VARCHAR(100), O_Phone CHAR(15), O_Mobile CHAR(15) ); Create the table PetType CREATE TABLE PetType (TypeID CHAR(1) PRIMARY KEY, P_Type CHAR(15) ); Create the table Breed CREATE TABLE Breed (BreedID CHAR(2) PRIMARY KEY, B_type CHAR(15), TypeID CHAR(1) REFERENCES PetType(TypeID) ON DELETE CASCADE ON UPDATE CASCADE ); Create the table PetType CREATE TABLE Pet (PetID CHAR(6) PRIMARY KEY, OwnerID CHAR(6) REFERENCES Owner(OwnerID) ON DELETE CASCADE ON UPDATE CASCADE, PetName CHAR(20), Sex CHAR(1), Age NUMERIC(2) BreedID CHAR(2) REFERENCES Breed(BreedID) ON DELETE CASCADE ON UPDATE CASCADE ); All the tables also used the similar SQL command to create, we would not repeat all there. After all tables, attributes and relationships were created. The whole table diagram was showed as below figure;. Fig. 8. Tables in MS Access Test Data After the table creation finished. We should input the test data to the database to test the database functioned as expended. We would input at least 5 records to each table. The below screen showed the test data of all tables; Fig. 9. Table Owner, Pet, PetType, Breed Fig. 10. Table Veterinarian, Specialization, Appointment, Branch Fig. 11. Table Prescription, Diagnosis, Drug, DrugType The Printout of tables please refers to appendix. Task 4 Set-up and test all of the following queries using Structured Query Language (SQL). Answer: Set-up test queries In order to test the database design and data input correct, we need to query the data form the database. The below 2 case can test the database meet the Petcares requirements. Query 1 Requirement: Display the names and addresses of the branches of Petcare and the names of all the veterinary doctors working at each of the branches. Any specialism(s) of the veterinary doctors should also be shown. This is a very general query in database, to goal the requirement we need to the join the Branch, Veterinarian and Specialization 3 tables and select the requested data. The query statement and result were listed below; SELECT Branch.b_name AS Branch, Branch.b_address AS Address, Veterinarian.v_name AS VetName, Specialization.specialise AS Specialization FROM (Branch INNER JOIN Veterinarian ON Branch.branchid=Veterinarian.branchid) INNER JOIN Specialization ON Veterinarian.SpecID=Specialization.SpecID ORDER BY Branch.b_name; Fig. 12. Result of Query 1. Query 2 Requirement: Display all the appointments for the whole of the Petcare organization. This should be ordered by date. The result should display the branch the appointment is at, the name of the veterinary doctor the appointment is with, the date and time of the appointment, the name of the animal the appointment is for, the type of animal and the breed of the animal. Case two is more difficulty; we need to join Appointment, Branch, Veterinary, Pet, PetType and Breed total 6 tables. The query is very complex and easy to make mistake. The query statement and query results were showed below; SELECT Branch.b_name AS Branch, Veterinarian.v_name AS VetName, Appointment.date, Appointment.time, Pet.petname AS PetName, PetType.P_Type AS Type, Breed.breed AS Breed FROM ((((Appointment INNER JOIN Veterinarian ON Appointment.vetid=Veterinarian.vetid) INNER JOIN Branch ON Veterinarian.branchid=Branch.branchid) INNER JOIN Pet ON Appointment.petid=Pet.petid) INNER JOIN Breed ON Pet.breedid=Breed.breedid) INNER JOIN PetType ON Breed.TypeID=PetType.TypeID) ORDER BY Appointment.date; Fig. 13. Result of query 2 Task 5 Explain any assumptions you have made when analyzing, designing and implementing the above database.. Answer: Assumption and alternative Each appointment ID is for one pet only. Same owner bring more than 1 pets to Petcare whould see as a new appointment. One prescription maximum list 3 drugs. Normally 3 drugs are enough for 1 case. If the pet has more than 1 issue need more then 3 drugs, veterinary should open multi prescription for difference type of drugs. E.g. need skin medication Painkiller. Walk-in also sees as a new appointment. Work Improvement In this assignment, the database system for PatCare has not included the user interface. The database system is used for store data and the DBMS is used for manager the database or it can be sees as a bridge of Database and User interface. DBMS is not designed for user, it mainly use command line to manager the database and query the data. Even some new DBMS; system such as MS Access and SQL have GUI but also hard for a normal user to use the database and query data. In order to let users easy to use the database, User Interface is a must. The user interface let user easy to input data, update records and check the records. And also we can per-set some forms and reports for user print out. The user interface not need very gorgeous or complex. A good user interface is simple, convenient and easy to understand and easy to use. We should design a web base interface because the web base interface is simple and easy to manage. The most important is the web base interface does not need install additional programs, therefore not additional budget for buy other applications.

Touch Of Evil Essay -- essays research papers

Touch of Evil Director: Orson Welles Producers: Rick Schmidlin, Albert Zugsmith Director of Photography: Russel Metty Writer: Orson Welles Editor : Aaron Stell, Walter Murch Poduction Designer/ Art Director: Robert Clatworkth Alexander Golitzen  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  AVF 10 –   Ã‚  Ã‚  Ã‚  Ã‚  5/1/05   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  In Orson Welles’ classic film noir production Touch of Evil, a Mexican police officer named Mike Vargas (Charlton Heston), becomes the target of an American police officer named Hank Quinlin (Orson Welles), when Vargas attempts to expose Quinlin framing a murder suspect. Quinlin, a celebrity among police officers has become corrupt in his practices and is willing to go any lengths including committing murder to uphold his reputation. Vargas is an honest man who faces Quinlin’s corruption to protect the rights of the accused. In doing so, he puts his wife in danger, who ends up the victim of a plot against Vargas. Although Vargas appears to be the hero, the viewer experiences frustration with his character due to his negligence concerning his wife. Caught between the accuser and the accused, American deputy Pete Menzies (Joseph Calleia) is loyal to Quinlin but later helps Vargas when the truth is revealed.   Ã‚  Ã‚  Ã‚  Ã‚  The tension between Mike Vargas and Hank Quinlin begins very early in the film. The scene in which the two meet for the first time, at the scene of the explosion, establishes Quinlin as a well-respected man whose appearance is larger than life. Quinlin’s arrival to the scene is much awaited based on the conversation between the other officers. When Quinlin finally does arrive the camera immediately jumps from one mans line which is shot at eye level, to a shot of Quinlin exiting his car from very low to the ground, accentuating his size. Quinlin is shot from below in this way for the majority of the film.   Ã‚  Ã‚  Ã‚  Ã‚  The scene edits back and forth from the scene of the explosion to Vargas’ wife who has been led into danger following her dismissal to the hotel. The fact that... ...he antihero die in his own filth. Quinlin at the point of his death has made his way down the bottom of a bridge and is surrounded by garbage. Tanya who had predicted Quinlin’s impending doom shows up as Quinlin dies.   Ã‚  Ã‚  Ã‚  Ã‚  The film stays in line with classic noir in many ways. The usage of dark sets and high contrast lighting, which creates heavy shadows on the actors faces, makes the movie feel like it all happens at night and in dark alley ways. The story focuses on the inhumane parts of human nature. Each of the main characters experiences some kind of tragedy. For Vargas his tragedy was in dealing with Quinlin who has set out to frame him and his wife. For Quinlin his entire life represented a man consumed with darkness who lives his life with a â€Å"Touch of Evil.† Menzies was a hopeful man who looked up to Quinlin but was let down. For the viewer, film noir represents truth, even if it is not a truth that all people would like to hear.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  

Taiwan :: essays research papers

Taiwan is an island located about 100 miles from China. It was originally part of China. But in 1949, the communists seized Mainland China forcing the nationalists to retreat to Taiwan. From then on, Taiwan is also known as Free China. The leaders of Republic of China, (Free China) hoped someday that the communists will be driven out of China. Therefore, they start to build Taiwan as a military base for such purpose. However, their dreams were never accomplished, instead, their efforts turned Taiwan into a economic powerful country. This is also known as the Taiwan Miracle. There is another interesting information about Taiwan's name. Despite Free China, Taiwan also has two other names, "Taiwan" (the one we call it) and "Formosa". Let's talk about "Taiwan" first. "Taiwan" means "terraced bay" to the mountain tribal people who originally lives in Taiwan. When the immigrants from China migrated to this island 3 hundreds years ago, they kept hearing the tribal people calling (the place where the Chinese landed) "Taiwan". Therefore, they assumed that the island is "Taiwan". Formosa, on the other hand, was called by the Portuguese sailors in the 1600s. It means "beautiful island". Therefore, there are still people referring Taiwan as Formosa when they try to beautify Taiwan today. Taiwan is a sub-tropical country that that is warm most of the year. The Tropic of Cancer passes through Taiwan in the southern part. Therefore, snow is unusual to most the Taiwanese here. But there are some places up in the high mountains that do get cold enough to snow. Because the land is hot and humid, it is the best for growing rice and other farm products. The farmers in north can grow two crops of rice a year in the north and three crops a year in the south. There are mostly mountains in the north part of Taiwan while plate farmland in the south. The government of the Republic of China has some similarities to the government of the United States. The government is based on a Constitution and there is a President and Vice President. ROC has a National Assembly instead of a Congress and there are five branches of the government, legislative, executive, judicial, examination, and control. There are three major political parties and some other lesser known ones. The best party that control many resources of the country is the KMT, (Kuomintang), also known as the Nationalists. The second best party is DPP, (Democratic Progressive Party). And New Party. Well, from here I have to tell you that I am a partisan of New Party and I will interprete the three parties in MY WAY. Alright, let me give you detailed descriptions of the three

Dealing With Drugs :: essays research papers

My mother knew sports were the most important thing in my life. She tried to use my love of sports to keep me away from drugs. She told me drugs would keep me from performing at my best when I played football. But I had been reading the sports page since I was a little kid. I knew some of the best athletes in America were using drugs. Guys who could run a hundred yards in less than ten seconds were using drugs. They were doing great. Drugs weren’t hurting their performance. So I didn’t pay any attention to my mother’s warnings, and I started using drugs when I was fifteen (qtd. in Perkins and McMurtrie-Perkins 25-26). On the weekends, there is at least one party planned. Teens will find someway, no matter what to get either drunk or high. Many will lie, steal, or cheat so they can use. Some teens even spend an entire day trying to obtain their drugs of choice. Although many teens don’t use drugs because it is unacceptable, there is an increase in drug use among teens today, because sports athletes, movies, and music make it appear acceptable. It is true, of course, that athletes will and do get reprimanded for the use of drugs, but many still run the risk, and don’t get caught. They either use substances that are illegal in the sport or on the street. Steroids were first used by the Germans in World War II, then the Soviets started using them in sports in the late 1940’s(Cox). It seems that if an athlete gets caught with drugs they receive more publicity, young people see this and think that if they do drugs too then they will get more attention. Furthermore, Many young people consider athletes, actors, actresses, and musicians as role models. They try to model their lives after them, this, many times includes the celebrity’s drug use if they have used before. There are many biographies on television that deal with a celebrity and their drug use. Young people see these bios and think that drug use is just a part of growing up and that they will have to do it sometime so why not get it out of the way (Duncan). Undoubtedly, many actors and actresses have been involved in anti-drug campaigns; still many have been caught or confessed using drugs. They also play many roles in movies and shows in which they use drugs, granted older people know that they are only playing a role, but many younger viewers don’t.

Employment Essay

The Organization that we selected as our topic of discussion in our Project Paper is the Wal-Mart Corporation. Sam Walton is the founder of Wal-Mart. He opened his first store called Wal-Mart Discount City in Rogers, Arkansas in July of 1962. Their corporate office is currently located in Bentonville, Arkansas. Wal-Mart Stores Inc. incorporated its stores on October 31, 1969. In 1972, they started selling stock on the New York Stock exchange. Although, though the company has had controversial operational business practices they have grown to be the largest Retail Corporations in the world. In 1997, Wal-Mart was able to become the largest private employer in the United States. In that same year, their annual sales totaled over $105 billion. In 2010, Wal-Mart has over 2. 1 million employees worldwide. There 2010 fiscal year sales exceeded $400 billion dollars (Wal-Mart About Us, 2010). I have been a loyal customer of Wal-Mart for years. Therefore, I was shocked when I found out about some of Wal-Marts questionable unofficial policies through talks with friends and family members who worked for them in the past and some who currently employed by them. My mother in law worked for them from 2006 thru 2008. She was required to work 8-hour shifts without a lunch break on a regular basis. One of my cousins was required to clock out because he was about to be in overtime and continue to work to keep labor cost down. I decided to Google Wal-Mart, to see if other people experienced the same injustice. I was stunned to see some of the practices of this company I loyally supported. According to an article released by the Associated Press on 12/24/08 called Wal-Mart to Pay Workers Up to $640 Million it will pay as much as $640 million to settle 63 lawsuits over wage-and-hour violations, ending years of dispute. Wal-Mart faced 76 similar class action lawsuits in courts across the country as of March 31, 2008. These violations range from having employees clock out and continue to work without pay, denying them with lunch breaks that they are entitled to by law, non-payment for overtime worked. They have also had issues with discrimination against women, resulting, from denying them promotions and paying them less then their male counterpart even though they held the same position, and in some cases, women had seniority over the men (Associated 2008). It is widely known that Wal-Mart pays its associates below the average retail wages. In 2008, the average full time Associate (34 hours per week) earns $10. 84 hourly for an annual income of $19,165. That is $2,000 below the Federal Poverty Line for a family of four. In 2007, Wal-Mart CEO Lee Scott earned $29. 7 million in total compensation, or 1,551 times the annual income of the average full time Wal-Mart Associate. Consequently, large portions of their employees qualify to receive Government Assistance to support their families. They are well aware that they pay their fulltime employees below the poverty level. In fact, Wal-Mart actually encourages their employees to take advantage of the Government Assistant Programs (Wake Up Wal-Mart, 2008). Wal-Mart does not offer its associates affordable healthcare insurance benefits. According to Wal-Mart employees, when they complained about high the cost of the insurance and lack of coverage it offers their managers would simply suggest that they try to qualify for Medicaid or Medicare. According to Wal-Mart Facts. om, If an average full-time Wal-Mart employee chooses the least expensive family coverage plan, they would have to spend over 20% of their income before the health insurance provided any reimbursement. An average full time Wal-Mart Associate faces a serious family health issue. They have to pay the entire out-of-pocket maximum for the least expensive health plan, which adds up to pay 53% of their income (Wake Up Wal-Mart, 2008). I am just a customer of Wal-Mart. I am an accountant, so I budget my money pretty well and I love a good bargain. However, when I look at this organization and their business practices all I see is greed. Therefore, as a customer I have to question my whether or not to continue to support this business if they persist on behaving in such an manner that is clearly unfair to its employees. This is not a struggling organization. It brings in sales exceeding $100 billion annually. Wal-Mart has the resources to make their employees NEEDS a priority. I would like to believe that they are sincerely willing to make the necessary changes. Wal-Mart’s management behaves immorally towards its employees. They do not value their employees’ needs, rights, or the labor laws that the US put into lace to protect them. Wal-Mart’s low price on everyday household products is what sets them apart from other discount retailers. Their employees help make it possible for them to dominate their competitors in the discount retail market and maintain their competitive advantage. It is essential for employees to feel that the company that employs them provides an ethical organizational culture in order for them to feel a sense of job security and to be motivated to be productive for the company. What is Organizational Culture? What type of OC does Wal-Mart reflect?  What effect does their OC have on employee job satisfaction, morale, and performance? What can management do to improve their employee relations? According to our text Organizational Behavior, 11th Edition, a company’s organizational culture is a shared set of beliefs and values within an organization. The culture is the behaviors that employees feel they are required to fit in order to meet the expectations of their organization (Schermerhorn, Hunt, and Osborn, & Uhl-Bien, 2010, p. 12). On of the OCI’s that the Human Synergistic Study addresses the Aggressive/Defensive Culture. The cultural norms are built upon a value structure whereby management puts its own interests before those of its key constituents—its customers, employees, suppliers, and even stockholders. Members place priority on doing what is best for themselves over the long-term best interests of their organization. Previous organizational successes (due to prior leadership, technological patents, or good business strategies) fuel the arrogance and short-term orientation of management and allow Aggressive/Defensive organizations to continue to appear effective—at least for a while. However, as shown by John Kotter and James Heskett’s study of 207 organizations (and consistent with research based on the OCI), this type of value structure prevents organizations from effectively adapting to changes in their environments and ultimately has a negative impact on their financial performance (Human Synergistic 2006). Your business strategies shift; your organization’s values should not. Organizational values guide employee actions and influence business practices. They help provide meaning for employees searching for an emotional connection to work each day. Also known as ground rules or operating principles, at their best values are actionable guidelines, not to be confused with abstract beliefs that are merely â€Å"held† or posted on a plaque (Organizational Values, 2008). † In an Aggressive/Defensive Culture, management tends to have very little value for people. There focus is on setting goals and meeting them by any means necessary. They are very competitive and want to devour the competition. Some of the characteristics of this type of culture are oppositional, competitive, motivated by power, and perfection. Managers may oppose things indirectly, stubborn, always has to be right, avoids admitting mistakes, resists suggestions made by others, and have a strong need to win or dominate. Their members do not feel any sense of job security. Employees typically believe that they have to go with the follow in an effort to avoid the label â€Å"troublemaker† in order to keep their job. They fears managements’ retaliation and often feel as though they are in a hostile work environment (Human Synergistic 2006). Staff turnover is near 20-year highs for many companies. Two research firms, Walker Information and Hudson Institute, recently joined forces to conduct a nationwide employee loyalty study. Their results confirmed that staff loyalty is in short supply. Only 24 percent of employees consider themselves truly loyal, committed to their organization and its goals, and planning to stay at least two years. Thirty-three percent of employees were high risk, not committed and not planning to stay. Thirty-nine percent were classified as trapped. They plan to stay, but are not committed to their employer. Among those who felt they worked for an ethical organization, 55 percent were truly loyal. For those who did not feel they worked for an ethical organization, the loyalty figure was 9 percent (Lowenstein 2006). Creating a culture within the organization that nurtures loyalty, commitment, advocacy and productivity from the moment the new hire walks through the door and throughout the lifecycle of the employee will go a long way to sustaining customer loyalty behavior. The good news is that employees, particularly those in customer service, seek trust and trustworthiness; and they desire to be active contributors to that effort (Lowenstein 2006). The benefits for business of adopting ethical human resource management practices and viewing employees as human capital to be developed and to provide a unique advantage in the marketplace can be utilized as part of a corporate social responsibility strategy. Effective corporate social responsibility requires that along with minimizing harm to the environment, a company needs to be aware of the social impacts of its operations and ensure that they are not harming human stakeholders (Tracey Lloyd 2009). The importance of health insurance as an employee benefit is also illustrated by the fact that more than one quarter of Americans report that they or an immediate family member have encountered job lock, passed up a job opportunity, stayed at a job they would otherwise have quit, or had not retired solely because they needed to keep the health insurance coverage they were receiving. According to another survey, employees are moderately satisfied with their benefits, with 39% of full-time workers reporting this, which is a rise from 32% in 2003 (Reddick 2009). Employers who hope to retain solid, hard-working employees should be prepared to offer basic employee benefits. In addition to salary, good benefits provide important resources that not only help build a positive working relationship between employer and employee but also promote good work habits and financial practices (Thompson 2010). Wal-Mart problem is their leadership style. It reflects many of the characteristics of an Aggressive/Defensive Culture. Its issues stem from them putting their interest before the needs of their members. It does not value its employees as of Human Capital. Employees are just another resource used to achieve the organizational objectives. Wal-Mart leaders invest a lot into making decisions and strategies that will get the best prices for their customers and keep their competitive advantages. Nevertheless, they are not investing enough time and effort in training managers on how to treat their human capital. As a result, managers are presented with problems that they have no been trained for and they avoid the issue or make bad decisions. I find it hard to believe an organization as large and successful as Wal-Mart can make these types of mistakes and they go unrecognized or resolved for so long. Several people had to have been complaining about the errors before having to go before a judge. Considering the validation of the errors during the trial investigation, it is safe to say that if Wal-Mart had done its due diligence prior to trial they would have resolved this pay issue. There is no reason a company of Wal-Mart’s size and resources could not have identified and addressed the discrepancy prior to it escalating to a court issue. Which raises the question of, was this done intentionally or their employees concerns or grievances are not a priority to them. This type of mmoral behavior ultimately leads to employees distrusting the company, resulting in a low morale, lack of motivation, and high turnover. Every company has a distinct set of characteristics that drives the decisions, practices, policies, procedures, and organizational goals, which in turn affects the organizations’ atmosphere. The biggest influences are going to come from the visions and standards that the Senior Leaders of the company. Wal-Mart’s employees do not feel any emotional connection or sense of value from their organization, which leads to a lack of job satisfaction, loyalty, and commitment. Of course, this is going to show up in how employees treat customers. All Wal-Mart has to offer is low prices, there is very little customer service. For example, I pulled up to customerservicescoreboard. com and some one posted this comment. â€Å"Wal-Mart has the worst customer service, worse yet, they ignore any inquiry and advertise that they value it†¦ I really have to commit to not shopping there any more†¦ lines are long, cashiers are slow and don’t even help put bags in carts. Their greeters wont get carts and roll their eyes, the bathrooms are a mess, the shelves are empty, I hope they get what they deserve†¦ ower customer count and lower profits†¦ today I tried once more and wasn’t disappointed, no carts, very long lines and best yet†¦ customer service said there was no manager on duty and there were not customer complaint forms†¦ go figure. mad at Wal-Mart 4/1/10 2:21PM â€Å". In order to change this Wal-Mart has to consider ways to attract and retain productive employees (Customer 2009). Another issue is the lack on emphasis on teamwork. Employees concerns and suggestions have no validity. They are not included in any part of the goal setting or decision making process on the individual store retail level. The â€Å"my way or no way† management attitude does not work. There has to be some compromise. SOLUTIONS Wal-Mart has to change their leadership style. The CEO and other major Leaderships need to take a more active role in establishing acceptable managerial behavioral procedures and rules to direct the organization. Instead of reacting to all of the bad press concerning their employee relations they need to take a more active approach to dealing with all of the stigmas attached to the company. For example, they can start by sending out a corporate communication-notifying managers and employees that the company is about to undergo so major changes to and are about to invest in an organization overhaul that will put just as much value in taking care of the associates that make their sales possible and they put into their valued customers. Wal-Mart can continue to ride the cloud of success with no regards to the long-term ramifications of lack of change, but these are the cost of avoidance. Change will be forced upon them one of two ways. The lawsuits will continue to come and the courts will make to settlements high enough that Wal-Mart will feel the financial sting of their unethical behavior. Secondly, they will start to see a significant decrease in their sales because of the poor customer services rendered by their distrusting, low morale, and unmotivated associates. Considering how large Wal-Mart’s organization is this change would be a major project they could consider doing it in-house, but I suggest they hire an outside consulting firm that to oversee the project in order to get some fresh ideas and strategies. Of course, they would be collaborating with Wal-Marts project team in order to what the deliverables are to complete the project. Wal-Mart Leaders need to ensure total participation by giving the project team the financial and staff resources needed to complete the project. The first step would be to perform a training needs analysis and determine where the practice and policy breakdowns are occurring. Then address the issue, by establishing a new uniform policy, updating the employee handbook, training managers and employees on the new policies, and finally enforcing it. This project will take about a year to prepared, reviewed, and implemented. Prioritization will be according to the most critical needs, such as proper employee pay protocol, anti- discrimination policy training, and team building programs. For example, have a workplace diversity class set up to teach managers how to cultivate diversity and to prevent discrimination. Require that managers have a complete training class annually. Address and investigate all allegations of discrimination immediately. Written documentation is required for discrimination allegation, investigation, and resolution steps that taken. The only way to ensure that employees feel a since of organizational justice is to uphold the companies policies on the matter. Consequently, immediate punishment is required if an employee found guilty of the allegation. Send out corporate communication, notifying employees of the companies’ commitment to improve employee relations. Send the communication via email and display it in high traffic areas. Express managements desire to include employees in some of the decisions that directly affect them by establishing an Employee Involvement Team to be apart of the project. That will help Management and employees address employee concerns and grievances, such as a fair and competitive wages and health insurance package. Allowing employees to be apart of the decision making process will help management get feedback on the best ways to go about achieving up coming goals, while building team commitment, loyalty, and moral. There will be annual policies will be reviews and revision if necessary. Managers and employees will complete skill assessment tests annually. There will be skill-training classes set up to teach managers how to promote effective communication and leadership abilities. Issue training results to department heads and certificates of completion to participants. Finally, collect feedback from the managers and employees to evaluate, results and feelings on the process improvements. Leave a comment section to get their feelings on the companies’ efforts to improve employee relations. Identify remaining problems and work with the In-house Project Team and the Employee Involvement Team to improve them.

Strengths Paper

â€Å" A good objective of leadership is to help those who are doing poorly to do well and to help those who are doing well to do even better. †~ Jim Rohn Throughout history, people have needed leaders to help them handle certain situations and work through problems. Anybody can become a leader, but first they must determine what their strengths are. There is now a test that one can take online that outlines their five top strengths and explains in detail what each one means. It varies for each person that takes it, but my top five strengths are achiever, adaptability, strategic, restorative, and relator.The first of my strengths is achiever. This means that whenever I start something, I like to finish it and generally do whatever it takes to reach that goal. My second strength, adaptability, in a way, ties into the first one. Adaptability means being able to approach problems from different angles and finding new ways to complete things when one idea doesn't work. I feel like these two strengths relate to me pretty well. I do not like to leave projects open ended whenever I start them and I'm usually pretty good at ‘rolling with the punches. These two allow me to tackle situations in a variety of ways and leave me with plenty of the proverbial â€Å"plan B's† in case any of the first attempts do not work properly. My third strength, strategic, also aids my ability to work through problems. This particular strength allows me to think about the situation fully before jumping into it. Once I figure out what's happening, I can come up with a plan that best suites the circumstances and work on accomplishing it. By nature, I have found out that I more of a planner.I like to lay things out in my head before I start so things run more smoothly once I begin, which works well with my strategic strength. The last two strengths, restorative and relator, confused me for a little bit. I can put myself into other people's shoes easily and I would much rat her mend my broken relationships than burn those bridges, but I wouldn't necessarily put them into my top five. It's not a bad thing by any means, though! As a whole, these five strengths work well together nicely and, in a certain situation, could play off of each other in a very effective way!For example, let's say that I worked at a burger joint downtown. Well, everyone gets hungry and the need to eat usually overwhelms any other feeling that one could have. So, here's the scene: it's a hot summer day and after classes, I decide that I'm going to go get some free food at the restaurant that I work at. Walking in, I know what I want to achieve: I want a big, juicy burger with mustard, ketchup, tomatoes, pickles, onions, and cheese with a side of fresh onion rings. I grill the burger, pull out the buns, and head to the fridge to grab all the condiments.I generally only like to make one trip, so I carry all the items to the table where my burger is waiting. Little did I know that so meone had spilled Coke earlier in the day! As I slip on the spill, the pickles and ketchup fall to the tile in the kitchen and shatter. I have to adapt to the new situation, so I come up with a new strategy. Banana peppers and a little bit of mayo would fill in for the dropped items nicely! I bring all the items over to the table and restore what could have been a disaster.I can now take my delicious lunch outside, find someone that I can relate to, and have a conversation over fresh burgers and crispy onion rings. Everybody has the potential to be a leader. Before they assume this responsibility though, it is best that they find out what their top strengths are so that they can benefit a larger amount of people more effectively through their actions. For me, my top strengths are achiever, adaptability, strategic, restorative, and relator. With these, I can figure out problems, find out ways to solve them, get others input on the subject, and come out of the situation intact.