Stella McCartney free essay sample

Stella McCartney is a long-life vegetarian and an animal rights activist, which is evident in her designs as she does not use any leather or fur in her designs. Stella’s style is elegant and feminine, but her style also involves power dressing, with womens suits, stiff jackets and feminine lingerie. Her designs focus heavily on emphasising strong prints such as leopard and floral. There is a feminine, schoolgirl touch to her designs, as she includes loveheart prints and lips. Many of her designs, such as in the Spring 2014 collection, have very stiff structures, and the general silhouette for most designs, is pointed stiff shoulders, with a straight dress or pants, like one long rectangle. Some designs have an hourglass silhouette, as the skirt is fuller and the waist is thin, with stiff shoulders. In this collection, she uses deep mustards and dark browns, pale creams, and reds for the floral designs, subtle pinks and yellows, bright oranges, and blacks with dark greens and blues. We will write a custom essay sample on Stella McCartney or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Stella has used fake leathers, knitted wool, cotton/polyester, and satins in this collection. There is a range of textures used in this collection. The fake leathers would have a rubbery texture and the print used on them would create a bumpy surface, while the floral cotton/polyester designs would be a soft and smooth texture. The garments with prints would be smooth with a rough surface where the print is, while her designs with applique and beads would be rough and bumpy. Her designs are ‘ready to wear’ garments for women, childrens clothing, and lingerie. Her lingerie is very feminine and petite. The underwear and bras are centred around intricate floral lace that is very sheer and delicate. Stella uses mainly satin and lace in designing her lingerie range, and some designs, such as the bedwear, are made from cotton and polyester. Many of her lingerie designs, are solid colours such as light pinks, apple greens and oranges, while others are shades such as pale metallic aquas. She of course uses blacks and whites in her sexier lingerie and bedwear. The textures used in these designs include a rough texture for the lace designs, and a smooth texture in the designs made from satin. The bed wear lingerie would have a smooth cotton texture. 3. Internal Factors: Expertise: Stella made her first jacket at age 16, on her sewing machine at home and at age 19, she became an intern for Christian Lacroix, and started building her skills working for her fathers Savile Row Tailor for a few years. She graduated from Ravensbourne College of Design and Communication, and had her first graduation collection after finishing fashion design at Central Saint Martins College of Art and Design. Her collection was modeled by friends and supermodels at the graduation runway show. Stella gained many of her expertise whilst working at French fashion house ‘Chloe’ and later gained a partnership with ‘Gucci’ where she launched her own fashion house. Facilities: In the start, Stella only had her sewing machine as a youngster, but by the age 19 she was working in a studio for Christian Lacroix, which meant she had access too much more equipment and space such as industrial sewing machines, overlockers, fabric cutters and higher quality appliances such as irons and scissors. She launched her own fashion house under her name in a joint venture with Gucci. She currently works with the NRDC(Natural Resources Defence Council), and importing fabric from mills in italy. Stella is based in Haywards Heath, UK which she works from and has people working for her. She operates in 17 freestanding stores in Paris’ Palais Royal, Barcelona’s Passeig de Gracia, Milan, Rome, Miama, Manhattan’s Soho, and LA’s West Hollywood. She currently distributes to over 50 countries in speciality shops and department stores Financial: Stella was born into the family of Beatles Bassist Paul McCartney, so she was already in a great financial situation. Her financial situation boomed when she made front page news for her graduation collection, and sold the entire collection to Tokio, a London Boutique. In 2001, the companies sales rose to 19 per cent. Stella McCartneys company;s profits increased 0. 5 per cent to ? 2. 9 million, which the companys total sales rose to ? 21 Million. As Stella McCartneys brand expands worldwide, her financial situation. Stella lives in a townhouse in West London, which she is selling for ? 2. 9 million, however it seems this price is too high, as she had to lower the price to ? 2. 5 million, because of the lack of buyers. External: Economic: Stella McCartney has taken a very strong ecological stance against the use of animal products in her fashion. Being brought up as a vegetarian, she is strongly against using leather and fur, and killing animals for the sake of fashion. Stella believes in ethical production of her materials, and she joined the Ethical Trading Initiative. She believes that in order to produce sustainable and ethical fashion, there must be an improvement in the way the textile industry manufactures fabrics. Stella teamed up with organisations like the National Resources Defense Council on its Clean by Design Program, which deals with working with people making the products, such as the textile mills. Stella doesn’t make her own fabrics, so she is limited in the organic ranges on the market. She tries to use organic fabrics and low-impact dyes, but many of the dyes dont achieve the desired result. Stella produced her own perfume, and has a strong ecological stance against testing on animals, which means she had to pair up with a company which was also not against testing on animals. Many of stellas stores are also wind powered, which also clearly represents her strong will to save the environment. Political: Through Stellas clothing, she has a strong political statement against issues like animal cruelty, slave labour and protecting the environment. Stella shows her views on these topics by using organic fabrics, not made in sweatshops, and does not use leather or any other animal products. Political relationships between European countries such an Italy remain stable which assists in her production and marketing of her Products. Political relations between the countries she has stores in are stable such as China. Social: There are many societal impacts on Stella. Her range of clothing targets people in society that believe in sustainable clothing and ethical treatment of animals and people. She targets very feminine women who enjoy luxurious items, without the guilt of knowing an animals been harmed, or the environments been damaged. She uses fake leather and fur to appeal to her target audience, and also uses natural and sustainable fabrics to further target women who share the same beliefs and ethics as her. She gives women the chance to feel good wearing her organic clothing. She also provides an alternative, as some people feel that in order to wear organic and sustainable clothing, there is only the option of baggy hemp fashion. Stella has shown that there is a way to be both stylish and sustainable and has appealed to a wide variety of young and old women. Technological: Technology has had a huge impact on Stella’s fashion career. She recently partnered up with Adidas, and has created a voluminous Run jacket that keeps you outside and training even in the harshest weather. This jacket has a built in Climaproof weather protection which acts as a barrier in storm conditions. Body temperature is optimised with increased breathability. New fabrics such Techfit are used in this outfit. Techfit is a body hugging tricot fabric with polyurethane tape that contour the body. This fabric helps to retain posture and supports muscles, making it the perfect workout outfit. New technology is also used on the shoes, such as an open-cell shock absorber, and ‘Sprintframe’ technology which is structure that allow for a lighter, stronger shoe which maintains optimum stability. The use of the internet has had a big impact on Stella’s Fashion line as she is able to globally sell products and display designs, gaining international success. Stella works with cutting edge sports performance technology in the manufacture of the adidas line. 4. Stella is often influenced by current trends in society, such as her use of pastel pinks in her Winter 2014 line. This trend has influenced her designs heavily, as the notion of girliness is apparent throughout this collection. She incorporates pastel colours, coupled with feminine flower patterns to create the look of this trend in society. The trend of ‘vintage’ in younger women has affected stella, and this trend is apparent also in the feminine flower designs that represent the vintage look. An obvious trend that is a big part of stellas collections is the use of fake leather and fur, and not testing on or using animals in anyway. The idea of having sustainable clothing that lasts is also a big trend as people become more educated on the use and manufacture of certain unsustainable fabrics and our accumulating land fills. This trend however does affect Stella’s variety of fabric she can use. In her Spring 2014 line, she uses fabrics that have leopard prints on them and look like leather, however the fabric used is a fake leather and no animals were harmed in the manufacture. Stella’s use of sustainable fabrics has also set a trend in the fashion world for other designers to start thinking about the consequences of their manufacture on the natural environment. Her perfume, is strictly no animal testing, which appeals to a wide variety of women, and further setting a trend in the perfume industry to stop testing on animals. Stella has also incorporated a historical trend in her spring 2014 line. She has been influenced by the ‘power dressing’ trend for women in the 80’s, and has created a design that is a women’s suit, will fuller shoulders and a masculine look to it to create the notion of independence. The trend of a straight dress, like a rectangle, in womens dresses in the 90’s has been an influence for some of Stella’s dress designs in her Spring 2014 line. She has combined the trend of the ‘independent business women’ by having a sharp geometrical silhouette that represents assertiveness and independence. The recent trend of using new technologically advanced fibres and fabrics has influenced Stella’s adidas range. She uses cutting edge fabrics such as lycra and spandex to give her designs high performance and high elasticity, whilst making it durable.

Using Arrest Records in Hiring essays

Using Arrest Records in Hiring essays The Supreme Court's 1966 Miranda ruling providing for the right to remain silent is now a well-known phrase thanks to American mass media and, especially, popular television police dramas. However, not nearly as well known is, that for better or worse, this right can also be extended to the workplace. The topic of this paper is to examine the legality and issues involved with regard to questioning applicants during the hiring process about their arrest and conviction records. Discrimination occurs at all levels of society involving many types of people for various reasons. In the 1960s a populist movement in the United States raised national awareness of civil rights as an issue in American society, culminating in 1964 with landmark legislation. The Civil Rights Act of 1964 dramatically altered the landscape that had permitted discrimination to occur in the United States of America upon the basis of an indiciduals race, color, religion, sex and national origin. However, landscapes do not change overnight. American society and its employers have been forced to revise their hiring, selection, promotion, and termination employment practices in order to conform to Title VII. The Equal Employment Opportunity Commission (EEOC) was created to enforce adherence to the Act by employers and promote the practice of observing Title VII provisions in the workplace. The EEOC has developed administrative guidelines which federal agencies and employers must follow to remain in compliance with Title VII. In cases where those guidelines are not followed, the EEOC may bring suit in federal court against the employer in question. One such guideline, and the topic of this paper, involves pre-employment inquiries. The EEOCs pre-employment inquiry guidelines are designed to assist employers in identifying what types of questions are permissible and which should be avoided during the pre-offer or hiring stage. For ex...

Dancing on the Edge of a Volcano (Title), From hiring to harassment, Article

Dancing on the Edge of a Volcano (Title), From hiring to harassment, social media can explode on employers (subtitle) - Article Example However, the data received during this kind of search might lead to a biased opinion about the candidate, and it might be better in the long run not to have all the information available, as many of that kind of data should be irrelevant for the decision making. However, if the employer sees the need to conduct social media research during the hiring process, some guidelines should be put in place. These are important to ensure maximum benefit for business. It is recommended for the research to be carried out by the HR specialists rather than any other manager or supervisor. Also, to ensure unbiased decision about a candidate it is best to have a media check after the initial interview with the individual. If social media check is conducted during the hiring process, then the same process should be applied to all the candidates, to ensure they are in equal position. And finally, if the decision about rejecting a candidate was made based on the findings of the research, the specific r eason for denial should be documented to avoid misunderstanding. Harassment. There should be policies in place that prohibit any form of harassment in the workplace. Usually, those include many possible form of harassment, excluding issues concerning social networks. It is obvious that if the employee engages in social media activity on the behalf of the employer then all the policies should apply. Issues arise on the level of personal social networking during off-work hours. There might be some posts reported to an employer or to the co-worker who might be targeted in it, therefore working relations might suffer. It seems that in this case the employer should intervene for the sake of common good; however, employee’s off-duty activity might be protected by several legal sources, such as the Constitution, work unions, stated off-duty conduct protecting statutes. Therefore, the employer should warn the employee that if personal

First Degree Murder Overview Essay Example | Topics and Well Written Essays - 750 words

First Degree Murder Overview - Essay Example On that point, the degree of murder entails the whether the murder was carried out directly or indirectly. On the contrary, in this particular paper we delve into the study of the first degree murder in detail for instance the factors that fuel murder among other issues. In addition to that, the subsequent section will serve to analyse the criminal laws pertaining to the first degree murder. First and foremost, first degree murder can be defined as the killing of an individual unlawfully which may be both out of will or premeditated. Apparently, most countries in the world follow the concept of felony murder. On that note, the perpetrator of the act are usually categorised as arson, burglary, kidnapping, rape and robbery. Notably, in a bid to solve the cases pertaining to the first degree murder, it is essential to study some of the key elements that serve to describe the case. Firstly, the elements are wilfulness, premeditation and deliberation. Moreover, this may differ from one country to the other. On that note, some countries may also include malice aforethought in the elements of these kinds of cases. Furthermore, in some cases the case is usually declared as a first degree murder without the need to look into the intention and deliberation of the perpetrator. In contradiction, in some state, murder cases are not usually categorised based on degrees but classify t hem based on priorities given to the case, in other words top level murder crime among other. Evidently, since intent has been named as one of the elements of first order crime, we are going to elaborate on the fact. Apparently, this is the willingness of the murderer to end another person’s life. Notably, a case is usually classified as a first degree murder case, if the perpetrator had beyond reasonable doubt intent to end the victim’s life. It is worth noting that, even if the murderer mistakenly murdered another

Google; the most popular and most exciting company

Google; the most popular and most exciting company Google Google is indubitably the most popular and most exciting company in the world today. According to its corporate website, its mission is to â€Å"organize the worlds information and make it universally accessible and useful† (Google, 2010). Google ranked first place in Fortune Magazines annual â€Å"Best Companies to Work For,† besting other top companies for two consecutive years, in 2007 and 2008. The most cited reason its performance as a top employer is because of its internal company culture. Google is the ultimate global company and is described as â€Å"high-energy, fast paced work environment† (Google, 2010). On its website, its policy of â€Å"favoring ability over experience† rings true as the employees of Google are all college degree holders at the very least. Because Google is oriented toward its â€Å"youthful† internet-savvy market, the average age of its employees is noticeably lower than most companies. The median age at Google is 3 0 years old and the gender distribution is 65% male and 35% female (Linkedin, 2010). The dress code is â€Å"casual† and laid-back because the company values ability and hard work, not appearance. Google has a very engaging company culture. Its headquarters at Google Mountain View, CA called Googleplex is designed to be have a â€Å"campus-like† feel attuned to its predominantly young college-level fresh recruits (Google, 2010). There are several facilities in Googleplex such as a cafà ©, snack rooms that are well-stocked, and a cafà ©. There is also a great degree of independence for Google engineers because of the so-called 20% program. Engineers can devote 20% of the total number of work hours on projects that truly interest them . This policy reduces the level of stress as well as promotes creative thinking. Despite being a global business, Google executives say they try to maintain a â€Å"small company feel† and treat everyone equally (Google, 2010). Dur ing lunches, everyone eats at the office cafà ©, we still maintain a small company feel. At lunchtime, almost everyone eats in the office cafà © and the environment is kept casual in order to allow Googlers to interact and share ideas with other teams. There are plenty of perks available for employees. Google have shared cubicles, laptops for everybody, bicycles/scooters for inter-office travels during meetings, massage chairs, dogs, inflatable balls and dogs. There are also assorted recreational activities and facilities such as pool tables, foosball, ping pong tables, video games, pianos, and even yoga classes. Employee groups devoted to all sorts of interests are also encouraged. Nutrition is emphasized with healthy lunches offered at the cafà ©. Company Profile Google has expanded from a two-man team in 1998. Although based in Mountain View, California, Google has over 20,000 employees offices in 57 countries all over the world (Linkedin, 2010). In the US alone, Google offices are located in almost all major cities. Google specializes in Internet-based products and services and derives most of its revenue from advertising profits via the Adwords application. It is most famous for its search engine Google, ranked by Alexa as â€Å"the Internets most visited website† (Alexa, 2009). Its products include email software Gmail, social networking tools like ORKUT and Buzz, desktop applications, web browser Google Chrome, photo editing software, Googletalk instant messaging, and the Android mobile phone (Google, 2010). Googles main competitors are the topnotch tech companies that are competing for the most innovative products to introduce to the world market: Apple, Microsoft, Amazon.com, Facebook, Twitter, Mozilla, Yahoo, Cisco, IBM, and No kia (Global Thoughtz, 2010). Recruitment at Google is famous for being a tough process. Acceptance of applications are based on interviews and college grades. There are also allegations that the company recruits only those below 30 (Logan, 2009). Candidates undergo multiple face interviews and are judged mainly on college academic performance. Google has an â€Å"unlimited sick leave policy† and requires employees to work hard only â€Å"70 percent of the time† (Google, 2010). References Alexa (2009). â€Å"Google.coms worldwide traffic rank.† Retrieved from http://www.alexa.com/siteinfo/google.com Linkedin. (2010). â€Å"Google.† Retrieved from http://www.linkedin.com/companies/google Global Thoughtz Technology (2010). â€Å"10 Toughest Competitors for Google.† Retrieved from http://technology.globalthoughtz.com/index.php/10-toughest-competitors-of-google-in-2010/ Google (2010). â€Å"The Google Culture.† Retrieved from http://www.google.com/corporate/culture.html Logan, G. (2008). â€Å"Google hiring policy is key to its success as best place to work in UK.† Retrieved from http://www.personneltoday.com/articles/2008/06/02/46091/google-hiring-policy-is-key-to-its-success-as-best-place-to-work-in-uk.html

Implications of a performance pay system

IntroductionHuman resource and industrial relations is viewed by many scholars as themes that see the sights of thoughts that relates to employment relationships in many organizations including teaching institutions in Australia. The issue of performance in these institutions is of interest to nearly every one in the country and much has been centred on improving the results of the students that are in these institutions. Over the past few years, teachers have been under pressure to produce best results in Australia and this development has led to introducing performance/merit pay system. (Williams and Adam, 2006)There is an argument that some or all a worker’s pay is ‘contingent’ that is it only gets paid if the worker meets certain benchmarks. This means that teachers in learning institutions are required to beat specific targets in order to be compensated. The teachers will be compensated for the extra work that they have done and more specifically if their stu dents have performed best in their studies. Research indicates that the Australian teachers with superior degrees and additional years of experience are remunerated extra than those employed recently or those with low educational levels and terms of service are just a manifestation of age and persistence. This system is founded on the supposition that compensating teachers for outstanding performance would offer encouragements for enhanced student accomplishment gains in their studies. (Williams and Adam, 2006)These performance pay strategies are founded on individual instructor performance which may result to rivalry in the middle of the teachers in the learning institutions. This practice has led to every teacher the bright students when they are teaching them in order to achieve the best results and hence get bonuses associated with such outstanding performance. This means that the teacher’s cooperation which is essential in each and ever institution is threatened and actu ally in some cases shattered.This practice of performance pay in Australia has led to unions of teachers being argumentative that the assessment is prejudiced and it is not based on intended statistics. These performance pay systems often provides for additional payments to that of the teachers salaries and has led to economic complexities because more funds are required to be used for the payments.   This system of merit/performance pay has another bad implication to the teachers in that there are under enhanced strain and force to produce good results from their students in the learning institutions within Australia. This pressure in turn leads to low motivation of teachers which may affect the student’s performance in long-term when the teachers involved will feel that they have achieved enough in terms of gaining financial resources associated with student’s performance. (Hagglund and Provis 1996)The Industrial Relation perspectiveThe performance/merit pay system s in Australia has led to teachers expressing their dissatisfaction brought about by the increased pressure of trying to meet the set targets of students performance in order to be compensated. The teachers unions have had the responsibility to champion the rights of the teachers who are the members. (Blyton and Turnbull, 2004)Unitarism/pluralismFor effective collective bargaining teachers through their trade unions are expected to be united and speak in one voice. This implies that with such practice they will have a bigger advantage because their grievances can be solved with ease and with fewer complications. Channelling grievances through trade unions will give them an added advantage and they may be rewarded with payments that they will be comfortable with unlike when they just express their individual opinions to the relevant paying systems.Collectivism v individualismIndividualism is all about achieving individual goals while Collectivism can be defined as a system that asser ts the primacy of collective goals rather than individual goals. Through collectivism individuals’ requirements are viewed to be of less significance than that of the entire society. Individual privileges may be constrained if they are seen to go up against the objectives of the society. Today collectivism is practiced in Australia as socialism whereby socialism can be traced back to scholar known as Karl Marx (1818-1883).In his argument, Marx takes the view that the government or the state ought to own the way of production to guarantee a just reimbursement of workforce and to steer clear of mistreatment of the masses by a few individuals who take advantage of others for their own benefits. Socialism are of two forms; the first one being that of communism whereby its supporters supposes that socialism can only be attained through cruel revolutions and dictatorship. The second form is that of social democrats whereby its supporters seek to achieve socialism or collectivism th rough democratic means. (Hyman, 1975)Merit/performance pay system in Australia have been viewed by the teachers unions to be individual means of compensating performance and thus these unions have been seeking collectivism where all teachers are remunerated equally and depending on there competences. Collectivism in teachers performance may be achieved through the concept of collective bargaining by both the teachers unions and the employer in this case the Australian government. (Hunt and Provis, 1995)Fairness v competitivenessIn order to achieve goals in any learning institutions fairness should be practiced and unfair competition should be avoided because it may results to conflicts between the teachers in teaching fraternities in Australia. If merit pay system is encouraged in the teaching profession teachers will compete for brighter students. This implies that teachers will feel secure and be sure of more bonuses if their students are bright and can perform well in their studi es. With such system also teachers in Australia may result in competition whereby they try to outdo each other in terms of their remuneration that they get from there bonuses. This means that teachers can manipulate the results of their students in order to receive high bonuses than that of their fellow teachers.The HRM perspectiveHuman Resource Management strategy may be defined as a calculated means by which the enterprise deploy its human resources to accomplish its purpose and basic objectives under the most advantageous circumstances. This implies that the HRM strategy defines the direction in which the learning institutions in Australia intends to move and establish the framework of action through which it intends to get there due to the efficiency of the teachers. This is because the institution management and especially the Human Resource Departments believe that people are the most important assets in the institution as compared to other assets that aid in running learning institutions. (Maund, 2001)How can performance be assessed?The human resource perspectives take the view that performance can be assessed through the overall performance of the human resource and in this case the teachers in the various learning institutions. Performance can only be assessed through organizational effectiveness in learning institutions in Australia. Organization effectiveness can defined as achieving results in an organization through a well organized and coordinated series of managerial activities that comprises of planning, leading, organizing, directing, and controlling of all the resources in the organization including teachers in order to achieve desirable results.Organizational effectiveness involves number of activities including; recruiting competent, motivated and qualified teachers in order to achieve good results, good communication system in the learning institutions, unambiguous policies, decisions and regulations, a conducive environment for teaching, good management, ability to adapt to   any changes, and building a viable and strong culture and mission among others. (Sparrow and Hilltop, 1994)Therefore organization effectiveness can only be achieved through management functions; planning, which encompasses defining learning institution’s goals establishing an overall strategy for achieving those goals and developing a comprehensive hierarchy of plans to integrate and coordinate activities, organizing, which is the determination of what tasks have to be done, who does them how the tasks are to be grouped? Who reports to whom and where decisions are to be made.Controlling, this involves monitoring the teacher’s performance, leading, which involves head teachers motivating teachers, directing the activities to be done, selecting the most appropriate channels of communication and resolving any conflicts among the teachers. There are numerous ways in measuring the effectiveness of learning institutions and include; p roductivity, profits, stability, turnover, growth among others.How can differences in performance be rewarded?Rewarding differences in performance is a difficult task in learning institutions and especially in regards to teachers in Australia. It will be wise if the employees in this case the teachers are paid according to the work that they are doing. A good remuneration system that will involve paying better wages to these teachers as required in their profession plus other benefits when they have achieved the set goals. It is prudent for job evaluation to be carried out in order to reward performance.Job evaluation is all about the relative ranking of an individual job in relation to other jobs that exist within the group. This also refers to technique used in ranking of jobs in an organization. This is normally carried out on the basis of various responsibilities and duties that are assigned to the specific job or task. (Sheridan and Provis, 1998)The results of the job evaluatio n process include the job being assigned a specific range of payment.   The range normally includes a maximum pay rate that the specific job can attract and also the minimum rate of payment that can be given to a person holding such a position. Job evaluation as a management tool has been used by employers and managers for approximately more than seventy five years.This management tool has been used both in the private and in the public sector including in learning institutions. Basing on some generic factors, the value of each teaching job is well defined in the job evaluation process. When the teachers responsibilities are evaluated in terms of their results achieved then they can be rewarded with exactness and without prejudice. (Turner, 1962):Will it actually improve performance?Rewarding difference in performance through job evaluation is very important to employers and managers especially in learning institutions in Australia and actually may improve performance. The reason as to why rewarding difference in performance as a management tool never goes out of fashion is because it plays a big role in reducing teacher’s turnover rate.One of the steps involved in job evaluation is bench marking the jobs. This is done in relation to the jobs that have been evaluated before.   In this case the bench mark jobs are those that are commonly included in salary surveys found in most learning institutions. In this process the bench mark jobs of internal pay structures are related to the external structure’s existing in the labour market that is in other institutions.This greatly helps in reducing employee turnover in the various learning institutions because teachers will be satisfied with their pay. This is because job evaluation carried out will enable the learning institution’s pay grades to be at per with competitor institutions. In this case teachers will not see the need of looking for greener pastures since their pay grades will be sim ilar to what their colleagues in the same positions are paid in other learning institutions. This is really important to employers and managers because they will not be worried about losing teachers to better paying learning institutions and will also motivate the teachers to produce results. This generally plays a big role to stability in the organization. (Anderson, Provis, and Chappel, 2002)Possible disadvantages of actuality performance?There are some disadvantages associated with actuality performance and one can be that of teachers being under pressure to produce the best results in their teaching practice. Because of such pressure sometimes they feel over strained and hence they are low motivated at some level. It may also result to unfair competition between the teachers and this may lead to producing bad performance through sub standard teaching practices thus students may not gain the required knowledge and may be termed as half-baked in the job markets. (Provis, 2004)Conc lusionPerformance/merit pay can be both effective and ineffective in learning institutions in Australia. For example with such system teachers can produce the best results because they will be motivated to get bonuses from their work. On the other hand if not utilized well teachers may create an environment full of unfair competition in an effort to produce good results from their students and they may engage themselves in bad activities like leaking exams to students before the exam dates so that they can perform better. This implies that students will not have an opportunity to gain a wider knowledge but instead they will be narrowed to subjects and topics that will be included in their exams. (Provis, 1986)References:Anderson, B. Provis, C. and Chappel, S. (2002): The Recognition and Management of Emotional Labour in the Tourism Industry. Report to CRC on Sustainable Tourism, Pp 124-134Blyton, P. and Turnbull, P. (2004): The Dynamics of Employee Relations, 3rd Edition Macmillan, London Pp 32-56Hagglund, G. and C. Provis (1996): Enterprise Bargaining and Productivity Issues in South Australia, Contemporary Issues in Business and Government 2 (4), Pp 49-54Harris, R.., Provis, C., Park, R., Mason, D., Delbridge, R. and Gough, R. (2002): High Performance Manufacturing and the Learning Factory, Report to Industry Pp 78-89Hunt, I, and Provis, C (1995): The New Industrial Relations in Australia. Federation Press, Sydney Pp 67-78Hyman, R. (1975): Industrial Relations- A Marxist Introduction, Macmillan, London. Pp 67-89Maund, L. (2001): An Introduction to Human Resource Management: Theory and Practice: Palgrave, Macmillan. Pp 67-79Provis, C. (2004): Ethics and Organisational Politics, Edward Elgar Publishing, Cheltenham and Northampton. Pp 100-123Provis, C. (1997): Mediation and Conciliation in Industrial Relations- Reflections from Australia,' Labour Studies Journal 21 (4), Pp 83-99Provis, C. (1986): Comparative Wage Justice.   Journal of Industrial Relations 28 (1) Pp 26-34Salamon, M. (2000): Industrial Relations. Theory and Practice, 4th Edition, Prentice Hall, London. Pp 45-67Sheridan, K. and C. Provis (1998): Enterprise Agreements in South Australia. Progress or pretence?   International Journal of Employment Studies 6 (1), Pp 129-1140.Sparrow, P. and Hilltop, J. (1994): European Human Resource Management in Transition: New York Prentice Hall, Pp 43-78Turner, H. (1962): Trade Union Democracy in Trade Union growth, structure and policy. Allen and Unwin, London. Pp 292-294Williams, S. and Adam S (2006): Contemporary Employment Relations- A Critical Introduction, Oxford Pp 54-67

Film Analysis on There Will Be Blood and the Bicycle Theif Essay

Ladri di Biciclette and There will be Blood Character Analysis Ladri di Biciclette takes place in 1948 post-World War II Rome and is considered one of the best works of Italian Neorealism. There will be Blood is an American drama film set in the late nineteenth and early twentieth century. It is considered one of the best films ever created. Despite their many differences, these two films share plenty of common ground. The theme of these two powerfully inspiring movies is that of a broken relationship between a father and a son. Ladri di Biciclette is one of the few films that do not follow the hero cycle. At no point in the plot does Antonio Ricci, played by Lamberto Maggiorani, ever redeem himself. Instead, he plummets down to the shocking level of stealing another’s bicycle. It is at this point in the story line Bruno, his son played my Enzo Staiola, will forever see his father differently. When Antonio slaps Bruno, Bruno’s world changes drastically. He has never been treated so harshly like this by his father, someone he loves and trusts dearly. This is the first time his perfect image of his dad is shattered. Even though Antonio is put in multiple moral situations, he truly loves and cares for his son. For example, when he hears the cries of a little boy drowning he rushes over to the commotion worried the little boy is Bruno. Fortunately, the boy is not Bruno and he picks up his son in a tight embrace. There are some moments in the film where Antonio forgets his son is with him. For instance, when he spies the thief he will run after him not thinking of his son and whether or not he will get lost trying to keep up in the chase. Still, he will look down to his son and ask if he is tired or hungry. Then he accommodates to the little boy’s needs. Antonio is trying to provide the best life possible for his family even if it meant doing something morally incriminating. Although his father has treat him wrong a few times, Bruno knows how stressful of a situation his father is in and tries to keep his dad in good spirits. In the last scene Antonio has a blank stare and is fighting the urge to cry. Bruno, watching his father, takes his hand. As Antonio looks at Bruno, the camera watches as they disappear into the crowd. They know that the bicycle will never be found, and the defeat can clearly be seen in Antonio’s blank stare. In There will be Blood Daniel Plainview, brilliantly acted by Daniel Day-Lewis, adopts one of his deceased  worker’s o rphaned son, played by Dillon Freasier. Plainview names his son H.W. and he becomes Plainview’s business â€Å"partner†. Later, his son loses his hearing in a drilling accident. Daniel boards a train with his boy and gets up, not looking back as he abandons the train and his child. Daniel doesn’t really feel a loss when sending his son away since the kid is not blood related. He feels H.W. does not have any of his qualities or personality. He eventually reunites with his son, who has now steadily built resentment for his father. H.W.’s teacher and interpreter becomes his new father figure in life as he and Daniel drift apart with his taking to be a drunkard and his more aggressive behavior. In one of the last scenes H.W., played by Russell Harvard) has married his childhood sweetheart and is visiting his now wealthy father to discuss ending their partnership and starting his own oil company in Mexico. Daniel mocks his son and tells H.W. that he is an orphan by saying, â€Å"You’re an orphan from a basket in the middle of the desert. And I took you for no other reason than I needed a sweet face to buy land. Did you get that? Now you know. Look at me. You’re lower than a bastard. You have none of me in you. You’re just a bastard from a basket.† H.W. leaves his father with no regrets and tells his â€Å"father† he is glad he doesn’t have any of Daniel in himself. Clearly these two have had relationship problems from the beginning. H.W. loved and idolized Daniel Plainview, even though the love was usually not returned. His deep interest for oil drilling started and grew all because of Daniel, and for that reason he was grateful and still loved his father, Plainview. Plainview only cared about money and power, so when his son lost hearing, due to the explosion at the oil site, he simply thought of the money he would make not about the well bein g of his only child. When he leaves his child to help with the fire, H.W. for the first time is lost, confounded, scared, and feels betrayed as his father lets go of him, leaving him in the dark with unanswered questions. Daniel Plainview never realizes that even though H.W. is not blood related he still raised, cared, and provided for this â€Å"bastard from a basket†. In both films the two father figures struggle with the yearning for power, money, social gain, and their ambition. Antonio cannot stop thinking of the money he would make if his bicycle is found. He thinks of the different life style he and his family would get to live with the salary he would be making. Anderson, the director of There will be Blood, was inspired by the fact that Sierra  Madre is â€Å"about greed and ambition and paranoia and looking at the worst parts of yourself†. All of those traits can easily be found in Daniel Plainview. Daniel even admits to his half brother’s imposter that he has this hatred and competition in himself. The character Daniel Plainview shows the savagery and obsession in humanity by draining the land of its natural resources for power and wealth. There will be Blood not only addresses the broken father son relationship but also the dark heart of free enterprise. It displays the inner workings of capitalism and how not only gain but domination is the ultimate goal in this grand scheme called politics. These two films are great influences in not only the film industry but also give great messages about life. Neither of the films follow the hero cycle and  the fathers never redeem themselves. This adds to the magnitude of these pieces of art for the reason that it makes them unique and sets them apart from other great works of art in film.