Managing diversity

Executive Summary Organisations are characterised by internal divisions, which take different dimensions such as social, economic and gender. Basically, the various groups have differences regarding the cultural affiliations of their members, including social, ethnic and economic backgrounds. This applies to the groups with primary objectives, values and other attributes.Advertising We will write a custom report sample on Managing diversity specifically for you for only $16.05 $11/page Learn More Since the workforce diversity is unavoidable, the company has a role in making sure that each employee has a chance to express his/her wishes in the group. Fundamentally, effective management of diversity increases the employees’ morale in their duties, while at the same time ensuring the suppliers’ confidence. Introduction Managing diversity in the organisation is really complex, especially as the company enlarges. A number of managers find it cha llenging to manage diversity as the people with different interests emerge in company. Therefore, managing workforce diversity is important because it improves the working condition despite the different interests and harmonious coexistence among the groups. This paper examines the various types of workforce diversity and the way they are managed at Starbucks Company Literature Review In the organisation, the workforce consists of people with different views. The extent to which the managers resolve the various perceptions contributes to harmonious existence between them and the general workers (Bell 2012, p. 1). The study shows the connection between managing workforce diversity and its impacts on managing motivation and managing the external environment, in this case, the suppliers. Avery McKay pointed out that increasing the employees’ salary and use of incentives such as allowances and gifts are the major motivators for the workers (Avery McKay 2006, p. 157). This motiv ational method helps in managing diversity because any issue in the company touching on salary increment would bring together all diverse interests in the organisation. Giving salary increment and other incentives assure the workers of the social good, so that they develop particular interest in their duties. Other researches conducted have revealed that there is a relationship between motivation and increased quality and quantity of the products, low absenteeism and the desire to improve the skills in the work (Avery McKay 2006, p. 158).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The only important thing that the company has to consider is the motivational factor that would influence the greatest number of workers (Avery McKay 2006, p. 159). In this case, the company adopted workable strategies of bringing the diverse groups, with special interests so that it achieves a common end. Research has proven that many employees are aroused by the intrinsic rewards, in a greater extent than the use of salary, which is an extrinsic reward (Avery McKay 2006, p. 167). However, the issue is relative and could not be used to explain the occurrence in other areas. This leads to the question of whether the motivation that the company used was more of intrinsic than extrinsic. Bearing in mind that the workplace is characterized by intrinsic, or extrinsic, or both, the company apply the one it deems more suitable for the majority of employees (O’Leary Weathington 2006, p. 4). In the organisation, intrinsic motivations are mainly used, and include those that originate from inside the person, and are really called true motivators, for example, a personal conviction on his/her duty (Bell 2007, p. 13). In this regard, the management style that conforms to the wishes of the workers is aimed at managing diversity and might create positive results for the company (Bell 2012 , p. 1). Moreover, authoritarian regimes do not have a chance in many companies, because the managers cannot use dictatorial rules to manage diversity. Notably, through better management practices, managers can assure the workers of consistent support in developing the culture of intrinsic motivation (Bell 2007, p. 54). On the other hand, the extrinsic motivations are the ones, which are generated from an outside source, for instance, the financial and non-financial reward that the company would offer their employees to increase their morale in the work (Bell 2007, p. 60). The extrinsic rewards are mostly used by the company to keep its employees happy and consider themselves as part of the business entity. In this manner, they would perform the tasks as in own business enterprise; thereby eliminate the risks of poor performance (Bell 2007, p. 66).Advertising We will write a custom report sample on Managing diversity specifically for you for only $16.05 $11/page Learn More Many studies have shown that the companies having problems with employees neither listen to their wishes nor reward them for the efforts. In such cases, the employees do not perform their duties as required and with the intention of proper outcome, but with the view that they do not have an alternative (Bell 2007, p. 74). Therefore, their output in terms of quality and quantity is compromised, and the company cannot benefit from their work. In addition, the poor outcome might reduce the company’s reputation and lower the sales, indicating the need for motivating the workers (Pless Maak 2004, p. 130). In a motivational analysis that Broeck and Buelens conducted in 2007, to ascertain the differences between private and public sector in Belgium, a total of 3,314 employees from the private organizations and 409 from public organizations were surveyed (Jayne Dipboye 2004, p.415). They realized that the workers from the public sector were free to carry out th eir duties in an environment that is supportive to their work than being given the extrinsic rewards. Regarding the impacts of managing workforce diversity on the suppliers, the company understood that this group of stakeholders has various interests and issues they want to achieve in the organisation. First, it created a supportive environment for the suppliers and making their work easy increases their desire to carry out the supplies competitively than their colleagues who are driven by the monetary and other value of their work (Jayne Dipboye 2004, p.419). Indeed, the suppliers who would like recognition from the company choose simple and balanced transactions with the organisation, compared with those pursuing other interests. Often, the transaction with the latter group is more complicated and may cost the company huge financial loss to fulfill their fraudulent mission (Pless Maak 2004, p. 138).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Possibly, the aspirations of suppliers to create a difference in their transactions with the company, necessitates an urgent move to build a strong image of public integrity (Bernstein 2006, p. 58). This is a motivating factor to the suppliers since they are responsible for their actions and the impacts of such actions to the company and their relationship with them. However, many suppliers working with the organizations are more concerned with the security of the tender than the mere increases in the cost of transactions (Bernstein 2006, p. 61). Indeed, the security is their fundamental motivational factors. Types of Workforce Diversity The workplace is characterised by several groups of people, ranging from race, age, sex among others (O’Leary Weathington 2006, p. 7). Those groups have cultural dimensions and differences, from social, ethnic and economic backgrounds to the groups with fundamental objectives, values and other attributes. Some of the different types of workf orce diversity include demographic, experiential, informational, fundamental, and considerations diversity (Switzer 2012, p. 1). Here, the company encourages or discourages the workplace diversity depending on the circumstances. Demographic Diversity In the workplace, demographic diversity is the most common type, and has a lot of affect to the organisation. Notably, the people from different demographic background form part of the workplace diversity. In this case, the demographic variables in the organisation include ethnicity, age and gender (Switzer 2012, p. 1). All these groups of people have different professional degrees, disability status, work history and veterans. Notably, such different groups are found in the organisation and contribute to its development. Experiential Diversity This type of diversity encompasses of people with difference life experiences. For example, the production expert or a long time serving human resource manager has outstanding perspectives and id eas because of their long service in the respective job duties (Switzer 2012, p. 1). The company uses this kind of diversity while recruiting people in sensitive departments such as Accounts, Production and Sales. Informational diversity This is the difference created as a result of personal knowledge and educational background (Switzer 2012, p. 1). For instance, an employee with a higher educational qualification has appropriate information about an aspect compared to those with limited education. In addition, a person who has served in a given position or department in the company has more appropriate information than the new recruits in the department. Indeed, these categories of people are found in the organisation and participate in its development. Fundamental Diversity The organisation has employees with fundamental differences in terms of objectives and values. In fact, the workforce depicts variations in their fundamental goals and beliefs regarding the function, purpose an d importance of work (Switzer 2012, p. 1). The employees also have fundamental various beliefs about the relations among the employees and the connection between the workers and the organisation at large. Considerations Diversity Notably, the differences resulting from conflicts among the workers in the organisation also vary from one person to another (Switzer 2012, p. 1). Here, the difference could be between the employees from different demographic backgrounds. As well, the variations on informational base and experience have great affects in the organisation in terms of productivity and internal co-existence. Positive Impacts of Workforce Diversity In essence, workforce diversity has a lot of positive impacts in the organisation that result to the company development. For instance, the employees who have served the company for a number of years, and have gone through successive promotions in their career are likely to be motivated by the security of their job (Clements Jones 20 06, p. 37). Therefore, they have gained enough information and skills for performing specific tasks. Apparently, workforce diversity promotes specialisation and the production of quality items. They understand that losing the job at this advanced level would lead to much frustration and loss of income. Therefore, they would rather protect whatever they have at hand, than look for greener pasture at this advanced age. This is compounded by the fact that, in the company, increase in age reduces the chances of a person being considered for employment (Clements Jones 2006, p. 42). Considering the age factor, under the demographic diversity, one understands that the younger employees perform their tasks with vigor, flexibility and innovation, making the youth employable. The company understood that it is mostly from the young mind, filled with dynamism and could be flexible enough to generate new ideas (Clements Jones 2006, p. 48). In addition, the young employees are highly motivated and able to work for longer hours without much complaint. Negative Impacts of Workforce Diversity In the company, work diversity also has negative impacts. For example, conflicts that result from the differences among the employees could affect the quality of production due to negligence and internal fighting (De Janasz 2006, p. 132). Here, the difference could be between the employees from different racial, ethnic and gender backgrounds. These are very detrimental to the organisational processes. Furthermore, the variations are based on informational aspects and experience has great affects in the organisation in terms of productivity and internal co-existence (De Janasz 2006, p. 135). This is because, such differences create unnecessary power struggle in the company at the expense of work. Management Strategies for Managing Workforce Diversity In the workplace, managing diversity is a very critical practice because if left unmanaged, the personal experience, uniqueness, beliefs, a nd personality might affect the smooth operations in the company (Ollapally Bhatnagar 2009, p. 456). Targeted Recruiting Indeed, recruiting the right people in the organisation is one of the recommended ways of managing diversity. Here, the company has adopted targeted recruiting that aims at involving community canters, professional organisations, diversity fairs, churches, which together can have many qualified people (Ollapally Bhatnagar 2009, p. 457). Equitable Selection Here, the choice for the people to be employed in the organisation should be done in a fair manner. In fact, adhering to the job requirements would make the people concerned to choose the best prospective individuals to fill the vacant position in any department in the organisation (Ollapally Bhatnagar 2009, p. 458). In addition, the selection of applicants should be done without any discrimination. Person-Organisation Fit Employment in the company should be based on the individual’s fitness (Ollapally Bhatnagar 2009, p. 459). Here, only the people who are fit to work in the organisation were employed. The company only accepted the people who are physically and mentally fit to work in the company. Training and Development The company understood that through adequate training, the employees would develop particular skills for performing particular duties. Even though the company recruited qualified people, it encouraged advanced training for all its employees to improve their skills (Ollapally Bhatnagar 2009, p. 459). The continuous development of human resource is part of improving the quality. For training to yield the intended outcome, the trainees must be constantly evaluated to establish whether they are gaining from the knowledge acquired. Monitoring After the organisation has invested a lot on training the employees, it consistently carries out systematic monitoring of the workers output in terms of quality and quantity (Ollapally Bhatnagar 2009, p. 464). The company als o monitored the efficiency with which the work was done. This helps in mending the problems that the organisation might be facing during the production process. Networking The other strategy that the company used in managing workforce diversity was through networking. Through networking, the company was able to reduce cases of idleness among the workers and was able to know their feelings about work (Ollapally Bhatnagar 2009, p. 467). Networking also facilitates sharing of private information that the worker may be having against one another, thus might help in preventing conflicts. Retention In the organisation, retention of the workers is the other strategy that the company used in managing workforce diversity. Here, the company uses incentives to retain the professional workforce it has recruited (Ollapally Bhatnagar 2009, p. 468). For instance, at Starbucks, the management applies the extrinsic means of motivating the workers. It used the methods that are generated from an out side source, for instance, the financial and non-financial rewards such as recognition to increase their employee’s morale in the work. Affinity Groups The use of such groupings is necessary in representing the wishes of the unrepresented workers in the company. The company also uses such affinity groups to nurture particular skills in performing the duties. Furthermore, the groups can also help in promoting the products to the consumers who feel that they are sidelined in the company (Ollapally Bhatnagar 2009, p. 469). Accountability for Diversity In this case, the company made sure that the diverse interests were expressed and the people in those groups held accountable for their actions (Ollapally Bhatnagar 2009, p. 471). The company used various methods of ensuring accountability such as networking among others. Leadership Sound and responsible leadership are critical in managing diversity (Dreachslin 2007, p. 153). Here, the leaders must have proper knowledge of the di verse interests and equipped with the necessary administrative skills of managing them. Literally, the company continuously trained their leaders to improve their problem solving skills to enable them succeed in solving crisis. Feedback Using feedback is another way of managing workplace diversity in the organisation. If the leaders’ output is evaluated based on their achievements in managing diversity, the successful ones would be found to have taken administrative steps in minimising the diverse interests (Dreachslin 2007, p. 154). Conclusion In summary, the organisation is literally characterised by people of special interests, which compete. Since the competing interests are unavoidable in the organisation, the leadership has to do everything to make sure that the competing opinion does not derail the production process. Evidently, there is a close relationship between managing diversity in the workforce and its impacts on the employees’ motivation. Subsequently, t his has an impact on the overall productivity in the company. For example, the motivated workers are obliged to increase the quality and number of units they could produce. Therefore, the company understood and have put measures to harmonise the personal experiences, uniqueness, beliefs, and personality might affect the smooth operations in the organisation. Recommendation for Change For the company to have meaningful change in its production process, some changes would be very appropriate. For example, the company should encourage semi autonomy for each department; while at the same time encourage interrelationships among the different groups. It should also create a special division for solving conflicts among the worker, and the ones occurring between them and other stakeholders including the suppliers. References Avery, D McKay, P 2006, â€Å"An organizational impression management approach to attracting minority and female job applicants†, Personnel Psychology, vol. 59, pp.157–187. Bell, P 2012, How to Manage Diversity in the Workplace, https://bizfluent.com/how-5522021-manage-diversity-workplace.html Bell, MP 2007, Diversity in organizations, Thomson South-Western, Mason, OH. Bernstein, LE 2006, Generations Working Together, VisionPoint, Dallas. Clements, P Jones, J 2006, The Diversity Training Handbook (2nd Ed.), Kogan Page, Philadelphia. De Janasz, SC 2006, â€Å"Gender, Race, and Ethnicity in the Workplace†, Issues and challenges for today’s organizations, vol. 3. pp. 131–147. Dreachslin, JL 2007, â€Å"The role of leadership in creating a diversity-sensitive organization†, Journal of Healthcare Management, vol. 52, no.3, pp.151–155. Jayne, E Dipboye, R 2004, ‘Leveraging Diversity to Improve Business Performance: Research Findings Recommendations for Organisations’, Human Resource Management, Winter, vol 43, no. 4, pp 409-424. Ollapally, A Bhatnagar J 2009, ‘The Holistic Approach to Diversity Management: HR Implications, The Indian Journal of Industrial Relations, January, vol 44, no. 3, pp. 454-472. O’Leary, B J Weathington, B L 2006 ‘Beyond the Business Case for Diversity in Organisations’, Employee Responsibilities and Rights Journal, December, vol 18, no. 4, pp. 1-10. Pless, NM Maak, T 2004, ‘Building an Inclusive Diversity Culture: Principles, Process, and Practice’, Journal of Business Ethics, vol 54, no 2, pp. 129-147. Switzer, C 2012, Types of Workplace Diversity, https://bizfluent.com/facts-5618840-types-workplace-diversity.html This report on Managing diversity was written and submitted by user Sonia Sutton 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.

Free Essays on Traditional Literature Vs. Popular Culture

Traditional Literature vs. Popular Culture In the vision of an outsider looking into an average high school English lesson in today’s society what would they see? Many students from high school dread the required English classes in college. It is thought the reason for this is because the useless literature they were forced to read in high school, or because they were drilled with TAAS trivia rather than reading the needed literature for mental growth. This is why students pick popular horror and romance novels over well written literature. The classic stories so many authors have been recognized for are by far not useless works of art. Authors such as William Shakespeare, F. Scott Fitzgerald, and Mark Twain should not be disregarded, but rather encouraged upon students. Granted, Shakespeare may not have much to do with someone’s future, but if a student does not open him or herself up to new reading material, they may never know if they will actually enjoy reading them and want to become an English teacher or professor. How often does a student hear a teacher ramble on about how great Herman Melville could depict such minuscule details of the mindless sea? These authors are models to be looked up to, not to be put down like yesterdays newspaper. Popular culture only pleases the masses by following the trend of society, it has no true basis. Most popular fiction writers come and go with the times and have no vast success. Typically, writers of this genre stick to an outlined plot, only changing the characters names. This plot is usually centered on a murder, money, and a woman. .John D. McDonald has written is an example of one of these writers. Although most popular fiction writers don’t posses the talent to produce a second book; there are writers out there who have mastered the talent of popular fiction, such as Stephen King, George Lucas, and H.G. Wells, others only hope to grasp the reigns of their fifteen ... Free Essays on Traditional Literature Vs. Popular Culture Free Essays on Traditional Literature Vs. Popular Culture Traditional Literature vs. Popular Culture In the vision of an outsider looking into an average high school English lesson in today’s society what would they see? Many students from high school dread the required English classes in college. It is thought the reason for this is because the useless literature they were forced to read in high school, or because they were drilled with TAAS trivia rather than reading the needed literature for mental growth. This is why students pick popular horror and romance novels over well written literature. The classic stories so many authors have been recognized for are by far not useless works of art. Authors such as William Shakespeare, F. Scott Fitzgerald, and Mark Twain should not be disregarded, but rather encouraged upon students. Granted, Shakespeare may not have much to do with someone’s future, but if a student does not open him or herself up to new reading material, they may never know if they will actually enjoy reading them and want to become an English teacher or professor. How often does a student hear a teacher ramble on about how great Herman Melville could depict such minuscule details of the mindless sea? These authors are models to be looked up to, not to be put down like yesterdays newspaper. Popular culture only pleases the masses by following the trend of society, it has no true basis. Most popular fiction writers come and go with the times and have no vast success. Typically, writers of this genre stick to an outlined plot, only changing the characters names. This plot is usually centered on a murder, money, and a woman. .John D. McDonald has written is an example of one of these writers. Although most popular fiction writers don’t posses the talent to produce a second book; there are writers out there who have mastered the talent of popular fiction, such as Stephen King, George Lucas, and H.G. Wells, others only hope to grasp the reigns of their fifteen ...

True Sale in Securitization Essay Example | Topics and Well Written Essays - 1000 words - 1

True Sale in Securitization - Essay Example The power to sell the receivables by the creditor stems from the concept of securitization, which is a â€Å"contractual right of a creditor to sell the goods of the debtor and apply the proceeds thereof in or towards the satisfaction of the debt.†1 There are three types of securitization currently used in the market. First, it could be treated as a â€Å"true sale† which is characterized by a transfer of all rights over the receivables to the SPV by the originator. Second is the synthetic securitization where the originator does not sell the accounts receivables but enters into a derivative transaction. Third, are the whole business securitizations, which a form of secured financing, and not a sale of the accounts receivables from the originator to the SPV. Of the three types of treatment, the rue sale may prove to be the safer ground for the seller. There are two points of view in true sale transactions namely the originator’s perspective and that of the SPV. Since Bank A falls under the category of an originator, we will then the originator’s perspectives. As earlier discussed, securitization is aimed at raising funds. For the originator, it is also a method of extracting profit. However, extraction of profit must be done with caution as it has the tendency to run foul with regulations and accounting principles. Under the rules and guidelines of the Securitisation and Asset Transfers (SE) as embodied in the FSA’s Interim Prudential Sourcebook for Banks, extraction of profits may be effected in the following manners, namely (a) as administration fees.

SERVO MOTOR Lab Report Example | Topics and Well Written Essays - 1750 words

SERVO MOTOR - Lab Report Example One coil is used to pass the DC or AC current through the coils and the other coil just acts to carry the current from the coil. The induced current in the other coil is in different direction and thus the coil moves freely with effect of current. Electric Motors are generally categorized as AC motors and DC motors. AC motors are supplied AC supply; while DC motors are supplied with DC supply. The difference of the power supply produces immense difference in the working principle of the motors, performance of the motors and applications of the motors. DC motors have a magnetic field. The magnetic field can be of permanent magnet or electromagnet. The stator of the motor mostly holds the field coil. The rotor or the motor is supplied DC power through carbon brushes or through commutator. The rotor is fitted with the motor case with the help of ball bearings. On the other hand, it is compulsory to have a field mounted on the stator and winding on the rotor. Some DC motors may have an opposite configuration (Electric Motors - Boundless Open Textbook). The shunt wound series Brushed DC (SWBDC) motor has a parallel field coil with the armature of the motor. The major advantage of the motor is that it operates at constant speed and thus it suits some industrial functions like blower fans, centrifugal pumps, etc (Classification of Electric Motors: Electrical Knowhow). A series Wound Brushed DC (SWDC) motor has a series field coil with the armature of the motor. Such type of motor best suits high torque applications such as elevators, escalators, conveyors, lifts, etc. Compound wound Brushed DC (CWBDC) motors has a field coil in parallel with the armature as well as a field coil in series with the armatures of the motor. It delivers constant speed and maintains high torque. It can be said that compound wound brushed DC motors combines the properties of both the Series wound DC motors and Shunt

Is Google maling us stupid Essay Example | Topics and Well Written Essays - 1000 words

Is Google maling us stupid - Essay Example Knowledge was now a living and breathing thing that, although not physical in appearance, had a direct and positive effect on the minds of society as people were forced to memorize the spoken word. Each and every bit of information needed to be committed to memory in order to successfully pass it on to the next generation. Then the advent of writing came about and now we had a permanent record of all these teachings to look back on anytime that we needed to. However, this knowledge was now incomplete in its solid form. It was no longer that easy to add new information to it because of the difficulties posed by the writing method of the time. And yet, we somehow managed to continue to grow this databank of information for future use. When typewriters were invented, the world of learning changed forever as it now became easier to understand the written word. Books and newspapers, these were the icing on the cake at the time. It helped people collect knowledge that they deemed important for themselves and their closest family members and friends. But that was not the end of the evolution of knowledge. Instead, it marked only the beginning. Then, television came and allowed us to not only hear about the information that could be gleaned from books, now, we could also see it in actuality and discover the wonders of learning in a totally new way. Thanks to television, we saw the past of the knowledge that we had but also, managed to see its future as well. And this electronic piece of technology was already considered the biggest threat to learning by most academicians and scholars because they felt that the brain was no longer functioning the way it should be. That is, reading and remembering the information that was passing through it. That belief proved to be unfounded and nothing but the fear of people who did not understand how learning and knowledge were fast evolving and becoming an even more relevant part of the daily lives of people. And that academic and sc holarly argument is the very same argument that is now being used by the very same people to prove that the internet and search engines in particular are stunting the growth of the human brain. Rewiring it and turning it into a lazy soft mass in our skulls that cannot be used for anything. Not even remembering simple information. If only these people would get over their fear of technology and the way that it changes the learning process of man for the better, maybe they would finally see that mankind is actually reaching a learning type of maturity that was not available to him before. These people argue that because all the answers to all the questions one has, regardless of how inane it is, can be found through the internet and the use of a search engine then man no longer knows how to research, discern the statements he is reading, and most disturbingly, he no longer has the ability to remember information because he just needs to bookmark the information for future reference. T hus turning our brains into a pile of mush. In reality, the search engines are a highly beneficial tool for those who wish to further learn and gain knowledge about specific topics. Gone are the times of sitting in a dusty old library going through piles of reading material, poring over them for significant information for days on end. These days, knowledge

The Perks Of Being A Wallflower

The Perks Of Being A Wallflower The Perks of Being a Wallflower takes us to adolescent places we either know or remember well: the heart-fluttering first crush or the high-school obsession with an SAT score. Yet despite the familiar material in The Perks of Being a Wallflower material that will be especially recognizable to those who have read the young-adult novel on which it is based the disjointed but refreshingly earnest movie ultimately establishes itself as a charmer. While Stephen Chbosky directing from his screenplay, based on his 1999 book occasionally leans a little hard on the overtly sentimental, he succeeds at the most important element in any film about that bumpy path from pubescence to adulthood: He makes us feel young. Charlie (Logan Lerman of Percy Jackson the Olympians: The Lightning Thief), having recently lost his best friend to suicide, is entering high school with no acquaintances and no notable romantic history but an enormous appetite for making mix tapes and reading every classic work of fiction that his affable English teacher (Paul Rudd) slips him for extra credit. When Charlie meets Patrick (Ezra Miller) and Sam (Emma Watson) seniors, stepsiblings and self-defined misfit toys he suddenly finds himself with two spirit guides willing to usher him into a world of Rocky Horror Picture Show screenings, marijuana brownies and the first glimmers of unrequited love. One could argue that Chbosky adheres to his original work a bi t too closely; there are moments in Perks when scenes flow abruptly from one to the next, as if the filmmaker is racing to squeeze the most crucial plot points into a 103-minute running time. Still, the performances by the charismatic young actors particularly the uber-confident Miller compensate for any missteps. The other star of the movie is the soundtrack, which, in keeping with the early-90s setting, spills forth a parade of melodies from the Cocteau Twins, Cracker and the Smiths. That makes Perks a film designed both for nostalgic Generations and the text-addicted kids of today. It is a movie for anyone who has ever ridden in a car beside his closest high-school friends with his hair whipping in a liberating weekend-night wind and his heart filled with a sense of the infinite. According to Charlie, since the dawn of motion pictures, music has played an integral part of the cinematic experience. Before the advent of talkies, music quickly became a necessary tool to aid the narrative. These conventions have become moviemaking standards and are still used today. The use of music is a vital part of a movie. It helps create the emotion in the viewers; where as a film with no music would be flat. Not only is it used to convey the emotion but to: heighten drama, establish time, advance the story or even mislead the viewers. Since the movie the perks of being a wild flower was written in the late 90s, the directors choice in music was well suited for the movie. For example, in the scene where the trio enters the tunnel and Sam (Watson) stands up; all of a sudden the song Heroes by David Bowie come on the radio and later or ends up being blasted through it. This song is significant there because Sam was standing up in the car while entering the tunnel, which gives the viewers the feeling that even for one day they could be heroes and lovers. If any other song was played in place of that, it would not have created the same feeling. Similarly, the song Asleep by Smiths is one of the many songs that Charlie likes to listen to. This song fits well in this movie because the lyrics of the song repeat itself, as it does in Charlies playlist. Acting is equally or even more important than sound. Just because the sound is great doesnt make much difference if the actors and the acting is not there. The roles of Sam, Patrick and Charlie are played equally talented teens. Sam played by Emma Watson was an outstanding performance by her. Ms. Watson is known for her character, Hermione from the Harry Potter Series. Although she has an accent, she worked on it and strived to sound like any old American teenager. Emma Watson was a good choice for this role because of her short hair; she fit the character as a rebellious, doing whatever they want kind of teenager. Logan Lerner plays the role of Charlie, a lonely soul, does a fantastic job in playing in playing the part. He is famous for is fabulous role in Percy Jackson and the Olympians. Charlie is a delicate character and has to be portrayed in a delicate manner. Although, other roles were important, the most critical role in the movie is that off Charlies. Mr. Lerners character h as to quickly gain attraction and be likeable by the viewers; otherwise the movie would seem pointless. Another major character in the movie, Patrick played by Ezra Miller, is to help guide the other characters to final destination so to speak. Millers ability to be comical and serious fits the character he played. He does an outstanding job as a scene-stealing, impossibly cool, life-of-the-party, openly gay senior Patrick. The three actors did a phenomenal job at playing the part. In my opinion, The Perks of Being a Wildflower is a fantastic movie that takes me back to my high school days. I can relate to the movie because I too was a lonely freshman entering high school, with the hopes of making one friend other than my physics and math teachers. However, this movie falls into a lot of clichà ©s. Just because this movie is set in the 90s, doesnt make the bells and whistle gays and drug abuse, more superior to other films in the same genre. The teen-film genre about a teen trying to fit in with others is a popular genre, but what made me like this movie is the personal connection I felt with the character Charlie. Being one of his first films, the author and director of this book and movie, Stephen Chbosky, does a phenomenal job at representing the book. Being based on a book, there are some differences between the two to a certain extent. For instance, in the book Patrick and Charlies relationship is much tenser than that portrayed in the movie. If I had to guess, the director probably didnt have enough screen time to have that scene develop, or perhaps to have a more emotional connection to the director. All in all, this movie was fantastic and would recommend anyone to go watch. One thing I know for sure is that I wouldnt mind watching it a second or third time.

vince carter :: essays research papers

I read How Vince Carter Conquered the NBA Drive, by Chris Young. I learned a lot of things about the NBA problems and the way the players really think not just how they show them in T.V. One of the things I learned about Vince Carter was that he had a lot of problems with his first manager. An example is when Richard Peddy his first manager got put in prison for stealing money from An NFL player. Vince Carter changed his manager and sued his old manager. I also learned that the first year that Vince Carter played he was underestimated the manager though he would be like a helping hand for Tracy Mcgrady his cousin and Ex-player for the Raptors. I also didn’t know that Vince Carter quit the contract with his sponsor Puma because the shoes were hurting his toes. I also found out that Vince Carter the second choice For the Raptors the Raptors first choice was â€Å"Tractor† Taylor a big center something the Raptors needed really bad. Another thing I learned was that the Ra ptors had to pay 27 million to get into the NBA. The last thing I learned was that Vince Carter did not want to do the NBA Dunk contest he was convinced to do it by his friend Kevin Garnett. The purpose of the author for writing this book is to inform people about the live of Vince Carter and the live of an all-star who seems to be happy but really isn’t. This book shows that a lot of problems come with being an NBA player its not just get money but you have to be real wise. I know this because it say that Carter started playing basketball his senior year of high school before that he used to be a band geek. It also talks about how old NBA players got paid less than players now. Some the NBA players Don’t go play to a town because they are not good enough or they don’t pay more even though they are not as good as they think. Like one of the examples they said was Tractor Taylor he didn’t want to stay with the grizzlies because they didn’t pay him enough and now they pay him what he wants and his not delivering like he said. Another example is all the old players they mention that they are over rated.