Analysis Of Peter Jackson s The Lord Of The Rings

Peter Jackson’s Achievement â€Å"Peter Jackson, master of technomagic and generalissimo of a thousand technicians and actors, has made of Tolkien’s deliberately archaic epic a fresh, bracing revel† (Alleva). In his article, Richard Alleva praises Jackson for his great achievements. Taking on the task of adapting Tolkien’s cherished series to the screen sets Jackson apart as a courageous and dedicated artist who will be remembered. Through his adaptation of The Lord of the Rings by J.R.R. Tolkien, Jackson’s genius overwhelmed the fantasy genre of film. His innovative use of technology, enormous accomplishments, creation of a mythical world, and respect for the story confirms Jackson’s spot in film history. Despite the opinions of critics, Jackson’s epic trilogy remains a masterpiece of fantasy cinema. His films have inspired amazement and generated many devoted followers. Of its many remarkable components, Jackson’s The Lord of the Rings may be celebrated the most for its use of innovative technology. In the introductory quote, Jackson was hailed as the â€Å"master of technomagic† (Alleva). Especially through the making of the character Gollum, the films display an incredible use of breakthrough technology. An article written by Mihaela Mihailova discusses the movies’ use of motion capture and estrangement. Mihailova’s article explains that motion capture is a method where â€Å"an actor’s performance serves as a ‘reference point’ for a computer which tracks and stores movement viaShow MoreRelatedThe Differences Of National Cinema2393 Words   |  10 Pagescinema. This essay will discuss these differences in terms of production and distribution. It will also look at the aesthetics of national cinema with a focus on New Zealand national cinema and New Zealand films including Goodbye Porkpie, The Lord o f the Rings, Boy and Once were Warriors. 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Apush Dbq Technology, Government Policy, and Economic...

Briana Walker 2nd period DBQ In the period 1865-1900, technology, government policy, and economic conditions all changed American agriculture a great deal. New farming machinery had a large role in the late 19th century, giving farmers the opportunity to produce a lot more crops than they used to. The railroads had an enormous influence on agriculture. They were able to charge the farmers large fees, expenses that farmers barely had enough to cover, in order to transport their goods throughout the expansive country. The booming industry also changed American agriculture, creating monopolies and gaining incredible wealth with which the farmers simply could not compete. Economically, the monetary policy along with the steadily†¦show more content†¦As Document I shows Native Americans were being cheated out of their land, actually most of their land was being sold. In 1887, the Dawes Severalty Act was passed by congress. The Dawes act divided small plots for each family. But the farmers got their fill as w ell. On the reservation there were another 90 million acres which were fertile and was often sold to white settlers. As Native American lands went down White settlers land increased. As shown in Document B. Land trades and began to pop up all around the country. Technology greatly transformed American agriculture from just plain farming to commercial farming. The mechanization of farming made farming easier and more profitable. As shown in Document D technology was helping farmers, making farming more easier and they were able to do many jobs quicker. But, Farmers couldn’t afford to send crops to other places At the beginning of the 1840s the railroad began to transform American agriculture, by the 1860’s all states east of the Mississippi had rail service. As shown in Document B there were multiple railroads all around the country. The farmers were ecstatic about this new technology because they could send their crops to other areas, when before they didn’t have the money to be able to do so. Other new technologies were arriving such as the mechanical reaper and the steel plow. In conclusion during the years 1865 and 1900 technology, economic and government policies changed american agriculture

Employee Performance In The Royal Perth Hospital †Free Samples

Question: Discuss about the Employee Performance In The Royal Perth Hospital. Answer: Introduction The current business scenario especially the healthcare sector is witnessing huge growth in the present time. With the increase in the demand for the healthcare, more hospitals are coming up. However, healthcare sector is one of those sectors, which cannot recruit extensively like other sectors. This is mainly due to the reason that doctors and other health professionals are not available in abundance and there are various factors that should be considered in the recruitment process. This is leading to the increased pressure among the existing healthcare employees. The pressure is more in the emergency department due to the reason that doctors and the healthcare professionals should always be ready for every situation and there is no fixed time schedule for them. This is causing stress among them and an effective human resource strategy is required for them. Royal Perth Hospital is one of the largest and busiest hospitals in the Australian regions. They cater to huge number of in and out patients on daily basis with having more than 4500 employees in different departments. However, in this case also, they are facing the issues of disengagement and demoralization of the staffs in the emergency ward due the presence of huge work pressure. This report will discuss about the existing reward practices in Royal Perth Hospital and their implications on the employee performance. In addition, some alternative reward practices will also be discussed in this report, which could also be used in managing the employee performance. Some recommended steps will also be discussed in this report. Current reward practices in Royal Perth Hospital Employee recognition There are various reward practices initiated by Royal Perth Hospital for their staffs in the emergency department. One of the major reward practices identified is the recognition of the contribution of the staffs in the emergency ward. Recognizing the contribution of the staffs in the emergency department is important due to the reason that it will motivate them to perform much better. According to Harrison (2013), employee recognition is important in order to acknowledge the contribution of the staffs in their workplace. According to the authors, everyone tends to get motivated if their jobs and works are recognized in public. However, on the other hand, strategy of employee recognition initiated by Royal Perth Hospital is having limitation. This is due to the reason that in the emergency deportment, jobs are being done based on the urgency rather than the extent to which the job of the employees will be recognized. Moreover, in the short term, employee recognition will have positive impact on the performance of the employees but in the long term and especially in the emergency department, it will have limited impact. Staffs working in the emergency department stay in huge work pressure and thus mere recognizing their work will not motivate them further. According to various reports, Australian healthcare sector is going through huge workload and there are various instances where doctors are continuously working for straight 24 hours. In these cases, recognizing their contribution will not fetch any positive result. Fringe benefits Another reward practice initiated by Royal Perth Hospital is providing fringe benefits to their staffs in the emergency department. This includes providing added extrinsic benefits to the staffs apart from the basic extrinsic benefits to them. Some of the fringe benefits practiced by Royal Perth Hospital are providing medical assurances to the staffs, which are higher compared to the staffs in other departments. Another benefit provided by them to their staffs in the emergency department is free transportation. The hospital is providing free transportation to their staffs, which are having dual benefits for them. One of the major benefits for them is the availability of the staffs in the department at any point of time. As the hospital is responsible for the transportation, they can make their staffs available in case of any emergencies. On the other hand, this is also creating positive impression among the staffs regarding their workplace. According to Mosadeghrad and Ferdosi (2013), providing of fringe benefits to the employees will enhance the organizational commitment of the employees in the healthcare sector. Thus, in the emergency department, organizational commitment is much more expected and important. Staffs should be committed enough to deal with unprecedented situations, which are not decided earlier. However, in this case also, Royal Perth Hospital is having limited advantage from the initiation of the fringe benefits. According to the reports, doctors in Australia are having huge workload and in spite of getting various benefits, they are remaining demoralized. This is due to the reason that doctors in the emergency department are in the need of more inclusivemechanism of performance management rather than offering added fringe benefits to them. Favorable compensation Compensation is the basic requirement for the staffs in the workplace. Providing favorable compensation also helps in motivating the staffs in their workplace along with maintaining their organizational commitment. Royal Perth Hospital being one of the major regional hospitals in the Australia offers best in the industry perks for their staffs in the emergency department. According to Schulz, Chowdhury and Van de Voort (2013), employee performance and employee compensation are having direct relationship. The more favorable will be the compensation, the more will be the level of engagement and motivation among the staffs in their workplace. Thus, in the case of the emergency department in the organization, staffs will be more motivated to deal with their work challenges effectively. However, in the case of the Royal Perth Hospital, doctors and other official are already getting favorable compensation for their respective job profiles. However, only the compensation will not be able to reduce the workload from them. This aspect ofperformance management will also have only short term impact and in the long term, staffs will get further motivated with the increase in their compensation given how much pressure they need to undertake. Alternative reward practices The current reward practices of Royal Perth Hospital are mostly effective in the short term rather than in the long term. Therefore, there should have some alternative reward practices, which will have more effectiveness in managing the staffs in the emergency department. Work life balance According to the reports, Australian healthcare sector is posing huge challenges especially for the staffs in the emergency sector. This is mainly due to the reason that doctors and other officials have to work on huge pressure and with having less assistance and human resources. In certain cases, doctors have to work for 24 hours in the emergency department at a stretch. It is affecting their personal life as well as their professional effectiveness. Therefore, one of the key strategies will be having favorable work life balance for the staffs. Doctors should have fixed schedules and officials should be more in the emergency department to initiate shift based working. Moreover, it is also to be considered that Royal Perth Hospital should take care of the personal life of the staffs and providing them to have enough personal space. This will reduce the monotonous situation faced by the doctors in their workplace. According to Isaacs (2016), initiation of the proper work life balance will help the staffs in the emergency department to stay motivated. This will also help them to stay focused and energized in their workplace Work flexibility Another effective reward system for the staffs in the emergency department will be providence of work flexibility. This refers to the providence of the autonomy to the doctors in taking their decisions. This will enable the doctors to design their work schedules in their way. Thus, they will manage the work load accordingly and will not have any added pressure. Work flexibility will also help the doctors in dealing the emergency situation in their own way and best possible manner. Promotion Over other mechanism of rewards, promotion will be more effective due to the reason that promotion will enable the officials in the emergency department to relocate themselves other departments and in other positions. On the other hand, financial reward will only enhance the financial benefits for the doctors and other officials. However, the key issue with the doctors in the emergency department is the work pressure or the work load rather than the rate of compensation. In this case, Royal Perth Hospital should also consider promotion of the doctors and other staffs as the alternative reward mechanism. Staffs in the emergency department will be more motivated to perform better due to the reason that the more will be their productivity, the more will be the chances of getting promoted to other deportments in different positions. According to Grabner Moers (2013), initiation of the job promotion will help enhance the job rotation among the employees and the employees will not face job monotony due to the fact that they will be promoted in different positions with having different job profiles. Thus, their effectiveness, productivity and level of motivation will be more in this case. This reward system can also be considered as one of the key alternative strategy. Recommendations Rewarding employees has become a norm in near about every organization in recent days. Below are few recommendations for thehospital management of Royal Perth in order to improve its current reward and performancemanagement processes: It can provide free vacations to the staffs every two years In case if any staff passes away while working for the hospital, hospital can give his/her family member or spouse fifty percent of their salary, without considering their length of tenure, per year for the coming decade. Make a rule of thanking every employee for their good work. Simply a Good Job from the part of CEO could go a long way (Latham, 2013). Provide every staffs with primary care, complete physicals, wellness examinations, vaccines, lab tests with little or free of cost. Rewarding Safety. The hospital can pay out its employees and nurses with safety bonuses for following the safe work practices Offsite the activities of the employees will be a great reward. Taking the nurses and other staffs off-site for several outdoor activities during their paid work hours will be surely appreciated by them Conclusion From the above discussion it is clear that though Royal Perth is one of the most well known hospitals in the Australian region, it is facing issues in its HRM practices as there is an issue of demoralization of the workers in its emergency ward because of huge work pressure. The hospital is providing its staffs with various benefits like the fringe benefits and favorable compensations to them. It has also initiated several reward practices in order to meet with the issues but they are only effective for short term. Furthermore, it is to be noted that the strategy of employee recognition that are initiated by the Royal Perth Hospital has several limitation because in the emergency department of the hospital, the staffs does their job depending on the urgency instead of relying on the extent to which their work will be recognized. Hence, several alternative reward practices are suggested for the same. The discussion has ended up with several recommendations for the part of Human Resour ce Management team of the hospital so that the current reward policies and practices in Royal Perth could be improved. References Grabner, I., Moers, F. (2013). Managers' Choices of Performance Measures in Promotion Decisions: An Analysis of Alternative Job Assignments.Journal of Accounting Research,51(5), 1187-1220. Harrison, K. (2013). Why employee recognition is so important.Cutting Edge PR. Harting, D.(2010). Employees your most valuable asset. Retrieved January,3, 2013. Isaacs, D. (2016). Work?life balance.Journal of paediatrics and child health,52(1), 5-6. Latham, J. R. (2013). A framework for leading the transformation to performance excellence part II: CEO perspectives on leadership behaviors, individual leader characteristics, and organizational culture.Quality Management Journal,20(3), 19-40. Mosadeghrad, A. M., Ferdosi, M. (2013). Leadership, job satisfaction and organizational commitment in healthcare sector: Proposing and testing a model.Materia socio-medica,25(2), 121. Schulz, E., Chowdhury, S., Van de Voort, D. (2013). Firm productivity moderated link between human capital and compensation: The significance of task?specific human capital.Human Resource Management,52(3), 423-439.

The cybernetic model of organization

This paper provides a conceptual approach to solve problems of governance, management, and leadership in an academic institution in order to improve on; accountability, student enrollment, and cost reduction. An institution should develop a new approach to governance, management and leadership that is based upon a cybernetic model (Birnbaum, 1991).Advertising We will write a custom critical writing sample on The cybernetic model of organization specifically for you for only $16.05 $11/page Learn More The cybernetic model approach is important because it suggests how other subsystems in an institution function simultaneously, in all types of colleges and universities, to enhance a self correcting institution. The self correcting process of an institution focus on a control structure that is defined in terms of a signaling mechanism to monitor acceptable changes that can enhance fundamental changes within an institution. There are four main models of insti tutional governance that are crucial in the evolving literature of higher education. These models include; the institution as a bureaucracy, a collegial system, a political system, and an organized anarchy. These models assist in the analysis of an organizational structure of an institution. Organizations are composed of three levels of control and responsibility. These comprise of the technical level, the institutional level, and the managerial level. The managerial level is important because it provides a link between the technical level and the institutional level and buffers the technical level against problems of funding, fluctuations in student enrollments and political interference (Birnbaum, 1991). According to Birnbaum (1991), the technical level should ensure rationality in decision making and should also encompass bureaucracy in management. The technical level in an institution comprises of elements that turn inputs, such as, students, finances, and societal expectations, into outputs, such as, graduates, knowledge, service and status. In an educational institution, inputs in an open system are more complex and encompass various components like; different ideologies, individuals, resources, as well as, other subsystems (Birnbaum, 1988). Moreover, a faculty should make transformations in response to the technological advancements and the institution should develop an effective administrative system, technical system, and improve the learning environment. Putting more emphasis on the technical system ensures that an institution will transform the inputs into outputs in a process through which teaching, research and other services are accomplished. Teaching and research are the most basic elements that pose a greater degree of uncertainty to most institutions. According to Birnbaum (1991) an academic institution should work in an environment that uses modern technology with an effective governance system. An Institution should respond to an environment that provides a new face on both economic and social terms, as well as, political and physical character.Advertising Looking for critical writing on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More The differences in a college environment are equivalent to its technical subsystems, therefore, an institution should improve on teaching, research and services, in order to, enhance technological innovations by allocating more effort to the technical level. School enrollment should be based on a policy that supports open admissions and that puts emphasis on remedial education that is not present in other selective institutions. In addition, an institution should hire more PhD holders in order to realize professionalism in service delivery. According to Birnbaum (1991), this will enhance a distinct pattern of technology in the institution’s operations. The technical chore and the managerial systems should work together by incorpor ating technology to improve the process of institutional management. A stable management system is appropriate when change is not frequent in an institution and in situations where problems persist. Therefore an institution should incorporate a centralized decision making process with specific planning to achieve its vision and mission. This calls for a cybernetic model to be utilized in the technical level in this type of an environment. When an institution experiences frequent problems, technology will be required in order to realize minimized centralization. Thus, in order to manage finances, increase student enrollment, increase the use of information technology, and to foster accountability in the management of an institution, adaptive technology provides the best option. An institution should design an organizational structure that comprises of a coordinated management process, in order to, achieve its plans and to enhance accountability within its operations. Furthermore, stu dents’ enrollments and economic cost reductions can be improved by hiring adjunct faculty. An institution should transform its organizational structure, in order to, meet the modern faculty requirements. Therefore, an instructional model is important than the learning model because it leads to fundamental changes in the responsibility of a faculty. The faculty should facilitate the creation of an appropriate environment for students from diverse backgrounds to learn. This will entail the use of technology to include the application of distance learning that will enhance a new measure of productivity.Advertising We will write a custom critical writing sample on The cybernetic model of organization specifically for you for only $16.05 $11/page Learn More In addition, an institution should hire professionals to operate in a decentralized manner, in order to, realize fundamental changes in organizational structure. These will foster a fundamental cha nge in the role of the technical core that comprises of the structure and design, technology and operations, as well as, human resources. In conclusion, the cybernetic model is an important tool that can be employed to achieve the desirable changes in an institution. It provides direction through self-regulation that may be accomplished through the use of cybernetic controls. It is a self correcting mechanism that closely monitors an organization’s functions by providing signals to participants when things are not operating well (Marcus, 1997). A cybernetic institution provides an effective leadership that functions according to the cybernetic principles. The cybernetic principles can influence an organizational constraint and when the model is combined with effective leadership skills, it creates an environment that fosters fundamental changes in an institution (Alfred, 1998). References Alfred, R., L. (1998). Shared governance in community colleges. Education commission of the states: Policy paper, 1-8. Birnbaum, R. (1988). How colleges work: The cybernetics of academic organization and leadership. San Francisco: Jossey-Bass. Birnbaum, R. (1991). Effective administration and leadership in the cybernetic institution. San Francisco: Jossey-Bass. Marcus, L., R. (1997). Restructuring state higher education governance patterns. The review of higher education, 20(4), 399-418.Advertising Looking for critical writing on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More This critical writing on The cybernetic model of organization was written and submitted by user Vivienne Hull to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.