Analysis of film Shakespeare in Love Essay - 1158 Words

Analysis of film Shakespeare in Love The film Shakespeare in Love shows that even in the 21st century Elizabethan drama impacts its audience as it did in the 1500s. The film captured England and the important influence of Elizabeth I during the Renaissance period. Even though Queen Elizabeth didnt have a major role in the film, her characteristics were displayed through the main heroine, Lady Viola. Lady Viola and Elizabeth were both courageous, well-educated women of the upper class. Even though they were privileged in class, they were poor in love and acquired broken hearts for the good of the community. Elizabeths personality was brought to life through Viola, illustrating the hardships aristocratic women endured†¦show more content†¦Viola also uses her keen tongue against Lord Essex to keep her distance from him and display her own power. When Lord Essex approaches her at the ball he tells her he has spoken with her father. To show her disinterest she responds, ?So my lord I speak with him everyday.?(Shake speare) Later on in the film when Viola?s father gives Lord Essex money for marrying Viola, she sees their transaction and says to Lord Wessex ?I see you are open for business so let?s to church.?(Shakespeare) She implies that she is marrying Lord Wessex clearly not for love, but as a business transaction for the sake of her father and in honor of the Queen?s orders. Through her speech she, like Elizabeth, establishes herself and shows her disregard for male authority. Furthermore, Viola violates authority by dressing as a boy to be a player in the theatre. She wins the affection of her audience and peers with her outstanding performance as Romeo. Similarly, Elizabeth succeeds in her attempt to be a good ruler and meet the standards expected of a king. She too, is watched by her people and peers to see her performance as a woman playing a man?s role. In the film, Elizabeth relates to Lady Viola after seeing Viola?s performance in Romeo and Juliet, by saying ?I know what it is like to be a woman in a man?s profession.?(Shakespeare) An obvious similarity between them in the film, leads to the assumption that they have more in common than being in men?s profession.Show MoreRelatedWilliam Shakespeare s Romeo And Juliet1287 Words   |  6 Pagesis a modern classic film that took place in 1996. Overall this is a timeless story that everyone should go and watch. This movie has an intriguing plot line that tells the story of two feuding famili es, The Montagues and The Capulets, and how the children of these two different families fall in love. The two children overcome various obstacles such as hiding their chemistry from their parents because it is forbidden. 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The questions or race and racism that have quite often been a point of discussion with William Shakespeare’s play Othello can be seen through the bard, however some may argue that Othello’s skin colour was purely a plot device. This paper will look at two film that have been re-made since the 1960’s, which provides an analysis of the concept of race and how political ideas andRead MorePost Modernism Of Baz Luhrmann s Film Adaptation Of William Shakespeare s Romeo And Juliet3440 Words   |  14 PagesPost-modernism in Baz Luhrmann’s film adaptation of William Shakespeare’s play Romeo and Juliet: a comparison of two creative works from two different periods. In 1996, Baz Luhrmann directed â€Å"Romeo + Juliet†, a modern twist on the famous tragedy play Romeo and Juliet by William Shakespeare in 1597, in which the main characters Romeo Montague and Juliet Capulet where portrayed by Leonardo DiCaprio and Claire Danes. 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Management information system Introduction Free Essays

Introduction The nature of implementation failure in information systems can typically range from project scenario development to final implementation.  The implementation failures range from concept generation stage where the idea is conceived, to defining budgets, software modifications and use of external consultants carefully.  The following sections describe the factors which directly or indirectly influences the system implementation failure. We will write a custom essay sample on Management information system Introduction or any similar topic only for you Order Now The implementation failure of an information system largely depends on the system project itself and the various external and internal factors which influences its existence and self being (Heeks, 2002). The various aspects which can be attributed for implementation failures are the following: 1.  Ã‚   Top management leadership issues: The participation and interest of the higher management in getting the system implemented well through the initiation phases. The degree of ownership is largely lacking when it comes to active participation and commitment. a.   Business case development failure: The commitment of higher management towards answering the business workflow model questions and simplifying the flow of their business is largely lacking. The amount of passion and determination impact the failure of the implementation. Solution: Defining the events of requirements gathering in terms of business words such as time, effort and money would make them aware of the implementation issues and their contribution in successful development of the system. b.   Lack of focus and involvement: After the system development project is provided to a vendor, it is usually taken for granted that the responsibilities of the top management is finished at that point and the vendor is completely responsible for getting across the ideas and come up with a deliverable.  Solution: Understanding the systems development process which solely involves the business flow model and their active participation. c.    Lack of proper metrics to determine performance:   Often the value added resources in the organization has an undefined cost associated with it. The cost of quality, inventory levels, throughput and flow, overall equipment effectiveness, on-time deliveries and customer satisfaction measures must be translated into time and cost.  Solution: Appropriate attachment of value to intangible resources in an organization must be done at all levels. 2.  Ã‚   People issues:   The change management issues of people in an organization are quite responsible for implementation failures. a.  Ã‚   Averse towards change: The primary factor is the minds of people for whom the technology is implemented. If they are not able to take the change in a positive manner in affecting their working habits, the system would be rendered useless (Casey, 2005). Solution: Accepting the real world or digital challenges by the people to understand the positive challenges concerned with system output and employee output. The amount of long term success which a system would guarantee is unknowingly outstanding to organization. b.  Ã‚   Low Trust in system: The output level of the organization’s processes after the implementation of the system is taken as a probable issue and accounts for its failure. Solution: System must be operated in right spirit for its well being and use. 3.  Ã‚   Deployment methods: a.  Ã‚   Weak deployment strategies: The strategies which are enforced in deploying the system in the organization is challenging to the general working of the present system. The correct ascertainment and the management perspective to the process for implementation and deployment of the system in the organization would be an important element in its success. The phased implementation seems to be always the best; however an information system and the associated organization must be well synchronized to implement the change. Solution: Determination by the software vendor in collaboration with the higher management for deployment is a big issue which requires experience and commitment b.  Ã‚   Lack of documentation and training:   The lack of documentation would result in mismanagement of information and project related activities. The lack of training would make the employees feel uncomfortable to the systems operations and functions (Laudon, 2002).  Solution : Proper attention to documentation and training must be taken care. Conclusion The implementation failures rest on the shoulders of both the organization and the software vendor. Enough collaboration and positive differential thinking on both ends would result in making the right moves for implementation and reduce system failures. References / Bibliography Casey, Dermot (2005). Understanding the Situation of Information Systems Development Failure: A role for Pragmatism. Heeks, Richard (2002). Failure, Success and Improvisation Of Information Systems Projects in Developing Countries. Laudon C. Kenneth and Jane P. Laudon (2002), Management Information System, 6th ed New York: Tata McGraw Hill. How to cite Management information system Introduction, Essay examples

Governance Ethic and Sustainable of Human - Myassignmenthelp.Com

Question: Discuss about the Governance Ethic and Sustainable of Human. Answer: Our core values The directors and the employees of 7-Eleven Stores Pty Ltd are expected to always act in conformity with the enumerated principles: To act with integrity, honesty, fairness and be accountable for our decisions To perform responsibilities to the financial markets and shareholders; To comply with the law and the policies and procedures of this without making or receiving improper payments; To treat the employees with respect, value diversity and ensure a safe working environment; To engage in business relationship honestly and maintain accuracy and privacy of business records; This Code of Conduct sets out the guiding principles that must be followed by the 7-Eleven personnel against which we shall hold ourselves accountable. In order to attain this objective, we should not compromise with the ethics and values of Respect, Community, Excellence and Accountability. Our principles The 7-Eleven personnel are expected to act with the enumerated principles at all times. Discrimination Unlawful discrimination implies treating a person or a group of persons including the international students unequally on the ground of special characteristics: marital status, family responsibilities, disability; race, religious or political belief, nationality or age; Discrimination further includes engagement in behavioral conduct that results in: intimidation; intentionally change of work rosters to cause trouble to specific group of employees or any specific employee; bullying; unlawful discrimination at workplace; psychological harassment; The Fair Work Act 2009 (Cth) and the Australian Human Rights Commission Act 1986 (Cth) are the Federal statutes that aims at safeguarding people from being subjected to employment discrimination on personal attributes. The disentitlement of employees from receiving their wages or leaves or causing inconvenience for them amounts to workplace discrimination that is dealt with under the Fair work Act 2009. The state level statutes such as the Equal Opportunity Act 1984, Discrimination Act 1991 and Anti-Discrimination Act 1977 are also enacted to safeguard people from discrimination on personal characteristics at state level. Employees are expected to: make honest complaint before the Fair Work Ombudsman while maintaining confidentiality of information; inform about any unlawful discrimination taking place at workplace to the Line manager; comply with both the state/territory laws and Commonwealth laws; The employees including the international student should be ensured that they are not prejudiced after informing about occurrence of workplace discrimination. Exploitation Exploitation refers to an unfair treatment with the employees with the objective to benefit from their work (Shacklock and Galtung 2016). 7-Eleven stores Pty Ltd strictly prohibit exploitation of their employees including the international students at workplace. The Code of Conduct prohibits: bullying or harassment; any unlawful discrimination against employees; threatening employees against making complaints about exploitation; In respect of the international students, the company must ensure that: the International students working as employees are not subjected to exploitation based on the nationality, race or age; the International students working as employees are not deprived of their legal entitlements for employer benefits; International students are compelled to work against the terms and conditions of their visa permit; International students are not threatened for informing the Fair Work Ombudsman against any workplace exploitation; The International students must comply with the provisions stipulated under the Fair Work Act 2009 (Cth) as this legislation addresses any issues arising from underpayment and other forms of exploitation is dealt with by the legislations. Corruption Corruption refers to a fraudulent activity where a person misuses his or her position of trust to obtain advantage by acting against the interests of the person the fraudulent represents (Barak 2016). Bribery is a form of act that amounts to corruption and is strictly prohibited by the Code. In 7-Eleven, it is illegal for the personnel: to offer and accept any irregular payment or bribes for influencing business related decisions; to manipulate business dealings for preventing manipulation in the organizational transactions; to avert any reasonable measures that ensures the personnel including the contractors, intermediaries and the business partners are acting in compliance with this Code, anti-bribery policies and other related laws; Anti-Bribery policies Anti-bribery activities are inconsistent with the principles of integrity and fairness, which might have adverse impact on the goodwill of the organization as well as that of the investors, suppliers, shareholders and consumers of the organization (Barak 2016). This Code strictly prohibits engaging into any corrupted activities and obligates compliance with the Competition and Consumer Act as well as other equivalent legislations applicable to the business activities of the organization. Dishonest and Fraudulent Behavior Activities that is likely to deceive and commit fraud to any entity or person amounts to fraudulent and dishonest behavior that results in financial loss to such person or entity. Dishonest and fraudulent behavior includes: exploitation of wages and other legal entitlements of employees; manipulation in wage records; dishonest and fraudulent misrepresentation of financial performance reports; misrepresentation in cost claims; Responding to Dishonest and Fraudulent behavior The 7-Eleven personnel are required to complain about any dishonest and fraudulent behavior. The company must maintain confidentiality of employees making such complain to ensure such complainants are not victimized. Responsibilities towards financial markets and shareholders The business operations of 7-Eleven must: ensure compliance with honesty and transparency in disclosure, financial reporting and other obligations as stipulated in the ASX Listing Rules and in the Corporations Act 2001 (Cth); avert from communicating any inside information to other person or entity that is dealing with the securities of the company or other listed entities while such person has knowledge about inside information relating to such securities; Whistleblower protections The enumerated principles shall be complied with to safeguard whistleblowers: Raising Concern Any employee including the international student are entitled to raise concern regarding any workplace related concern before the Whistleblower Protection Officers (WPO) and the Risk Management team of the company either directly or through secretly mailing about such concern. Improper Conduct The following activities shall amount to improper conduct, which is strictly prohibited by this Code: act infringing any legal obligation under the contract or any legal regulation; corrupt, unethical, illegal and fraudulent conduct; Discrimination, bullying or harassment; Unsafe Work Practices; Protection for Whistleblowers In order to fortify the whistleblower protections in the credit, financial and corporate sectors, the Treasury Laws Amendment (Whistleblowers) Bill 2017 (the Bill) has been introduced as a single rule under the Corporations Act 2001 (Cth). It ensures that investigation regarding the workplace related concerns is being conducted in a fairly manner. The Bill expands the effectiveness of the protection extended by the Act and widens the eligibility of the whistleblower under the Act. It imposes more stringent obligations to maintain privacy regarding the whistleblowers identity; It extends the various disclosures that are safeguarded under the CA 2001 (cth) such as disclosure about any conduct that amounts to improper state of affairs or misconduct. Enforcement In case of non-compliance with the Code of Conduct, 7-Eleven shall be subjected to fines and penalties. The employees and/or company may be subjected to civil or criminal liability or any other financial loss that might have a significant impact on the reputation of the company. The company and/or its employees shall be subjected to remedies/ penalties for non-complying with any of the provisions of the Code. Exploitation and Discrimination- the contravention of this provision shall subject the person or the entity making such contravention to civil/criminal liabilities or penalties under the state level legislations, which are applicable to the business operations. At the Federal level, it shall be subjected to relevant penalties as stipulated under the Fair work Act 2009 (Cth). Fraudulent and dishonest behavior- any fraudulent or dishonest conduct shall be subjected to punitive measures such as fines or civil/ criminal liability under the ASX Listing Rules and the Corporation Act 2001 (Cth). Corruption- the employees and/or the company shall be subjected penalties or civil/criminal penalties as stipulated in the territory and state within which the business carries out its operations. However, the Commonwealth legislations that prohibits companies from engaging into corrupted activities such as the Corporations Act 2001 (Cth) and Part IV of the Competition and Consumers Act 2010 (Cth) may also impose penalties in the event of contravention of such provisions. Whistleblower Protection- the Corporations Act 2001 and the Australian Securities and Investment Commission (ASIC) safeguards whistleblower from being prejudiced after reporting about violation of the legislative provisions committed by the director, employee or manager of the company. Compliance with the code The Board of 7-Eleven considers compliance with this code as fundamental duty of the personnel working in the organization. Any contravention of this Code of Conduct shall be duly reported to the appropriate authority and stringent monitoring shall be implemented to ensure accountability. In the event of infringement of the Code, the infringer shall be subjected to disciplinary action including termination of employment. If such violation amounts to breach of any relevant legislation, the matter may be referred to appropriate enforcement authority and the identity of the person complaining should be kept as confidential to safeguard such person from being victimized. Reference List Anti-Discrimination Act 1977 Australian Human Rights Commission Act 1986 (Cth) Australian Securities and Investment Commission (ASIC) Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Corporations Act 2001(Cth) Discrimination Act 1991 Equal Opportunity Act 1984 Fair work Act 2009 (Cth) https://www.7eleven.com.au/about-us Part IV of the Competition and Consumers Act 2010 (Cth). Shacklock, A. and Galtung, F., 2016.Measuring Corruption. Routledge. Treasury Laws Amendment (Whistleblowers) Bill 2017 (the Bill)