Oppression of Women under Communism Essay Example | Topics and Well Written Essays - 2000 words

Oppression of Women under Communism - Essay Example It also won various other awards all over the world and performed well in the box office. The film mainly portrays the life experienced in the communist regime of Ceausescu through the eyes of the two girls. In the film, the director uses mise-en-scene and long takes to bring out important changes and problems faced by Otilia and Gabita and thus by association portraying the difficulties women faced during the communist era. Through the use of these elements of cinematography, the oppression of women in various forms is illuminated through nostalgia and passive criticism (Bordwell & Thompson 23). Mise-en-Scene Mise-en scene is term the means â€Å"putting in the scenes†. The term defines the design features of a film production or theatre. Basically, the term describes the presentation of the visual theme both through cinematography, story boarding or the use of virtual art (Bordwell & Thompson 23). In film studies, the term is used to cover all that appears before the camera and the manner in which they are arranged and shown. The key aspects of mise-en-scene include set design, lighting, film stock, space, composition, costumes, makeup and hair styles, acting and finally aspect ratio (Pramaggiore and Wallis 60). Mise-en-scene and theme development 4 months, 3 weeks and 2 days is presumably a film about abortion, however it a study of important skills women required in order to survive in the 1980s in Romania. The script shows a gentle evolution from the protective cocoon of the dorm to a point of painful exposure. In the film, mise-en-scene is used superbly to bring out the main message to the audience. The film does not attack the communist era but however brings out a nostalgic feeling for those who lived during the era and show other viewers an untarnished image of how things were. It is through the use of the various aspects of mise-en-scene that audience is presented with an outsiders look at the plight of women during this era. In the initial set ting, the film employs set design to show ambiance of the dormitory as a place of camaraderie, a protective bubble gifted with most of the things communism had promised to bring about, where material things pose no problem as everyone is willing to share. In the opening sequence of 4 months, 3 weeks and 2 days we are introduced to two roommates preparing for a journey to an unknown destination. The first shot is of a table that has a smoking cigarette, a ticking clock, a bizarre fish bowl with shallow water and two orange fish inside and some papers possibly classroom materials. As the camera moves, we are introduced to the two girls who are preparing to embark in a journey to perform an illegal abortion. In the dormitory, Otilia buys soaps, cigarettes and other items that they may need to use in their journey for the small black market that exist inside (Bordwell & Thompson). The set presents the viewer to a glimpse of the life of the ordinary Romanian during the 1980s. The manner in which these objects are framed by the camera seeks to remind the audience that they are on display. They are mementos from the past and the audience views them with the narrow and prejudicial eye of the present. According to Bordwell and Thompson (34), film setting has the ability to transport the audience to not only the time period the film is set in but also the emotional environment that exist within the film. The set

Human resource policies Case Study Example | Topics and Well Written Essays - 1500 words

Human resource policies - Case Study Example Our argument is that, in order to play a strategic role in the organization, the HR policies and practices that make up an organization's people strategy should reflect, reinforce, and support the organization's business aims and objectives. A strong linkage is needed between the overall vision of the organization that is held in the minds of the senior executives and the aims, objectives, and underlying philosophy of the organization's approach to managing people. This linkage will ensure that HR interventions can become a creator, and not an inhibitor, of sustained competitive advantage. This link between people strategy and business-unit strategy we term vertical alignment. Note, however that alignment suggests a much more fluid dynamic that allows for variation and flexibility. It is not a mechanistic "matching" exercise between business strategic objectives and people strategies; often, such matching is simply not feasible and, in any case, will act as a constraint. Instead, the process is evolving, based on an understanding of what the business's goals are, their people implications, and the translation of these into an overarching people strategy that can be used as a basis for detailed HR policies. Some core policy-setting, majority of decision-making and service provision is at the divisional and local level. There is limited shared services or automation, resulting in duplication across the business. Strategic goals: Cost control; divisional growth; market penetration. What this means for HR: HR services are closely aligned to divisional/local requirements resulting in variation in service offering across divisions. Challenges for HR - Evolution is driven by a 'powerful few'; - HQ has grown by adding management layers; - Corporate centre's role is to check what is proposed by divisions; - Centre not seen to add value. HR impact in a nutshell: Requires strong local HR capabilities. HR's response: Matthew Brearley, HR director, Vodafone says: "This definition is partly correct, but I feel HR's ability to influence is a blend of the organizational model and environment and personalities of people. We have a global framework but freedom to work in our territories. Do I have the ability to influence and make change - absolutely." Recruitment and Orientation At the global level, Corporate Responsibility (CR) is integrated into induction training for all new employees, through workshops that talk about the company's CR policies. All employees also receive the booklet on 'Passion for the World Around Us' that identifies the company's values and its commitment to the goals of CR. Vodafone conducts an annual employee survey that includes questions about whether the company is generating trust and adequately managing its environmental