Review Of The Movie Contemporary Japanese Cinema

In contemporary Japanese cinema, a common theme that is portrayed is that of the failing family. Films with this theme show families that do not fit the ideal family image and are instead riddled with issues and problems that conflict that prevent the families from being whole and can lead to the separation and breakage of them. One film that has aspects of the failing family theme is Ringu (1998) directed by Hideo Nakata; a film about a tape that curses and kills the viewer in seven days after watching which prompts the lead character, Reiko Asakawa, to stop the curse. The failing family theme is expressed through two different families, Reiko’s family and Sadako’s family, which both show, in different ways, the failings of their respective families and what those themes convey in their depiction. These families show together how the failings and problems they have impact the family members in negative ways. Reiko’s family is one example of the failing family theme in Ringu. Reiko is a single mother, divorced from her ex-husband Ryuji, who lives with her son Yoichi on their own. She is independent, and able to financially provide for the both of them as a journalist. This separates her from the traditional domestic Japanese woman ideal as she lives independently from any patriarchal figure (Wee, p. 157). However, the film implies that Reiko is not home as often as she should as she mentions to Ryuji that Yoichi is fine on his own because he is used to it (Nakata, 1998).Show MoreRelatedFms 100 Midterm Review Essay1848 Words   |  8 PagesFMS 100 Midterm Review You should be familiar with the plots of all the films we watched in class. You should also be familiar with the main ideas from The Cutting Edge documentary. Moreover, anything discussed in class in the lectures could be on exam. You will have to answer 50 multiple choice items. 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Amtrak Train Derailment Free Essays

Who are the stakeholders in this case? The stakeholders in this case are the passengers, crew and their families, aboard the Amtrak train that derailed. They are also the corporate investors who hold stock in Amtrak and all Amtrak employees who have invested their time in employment with the organization. They could easily lose their jobs if a major layoff occurred or the organization filed for bankruptcy due to the millions they would be required to pay in damages. We will write a custom essay sample on Amtrak Train Derailment or any similar topic only for you Order Now Stakeholders are the members of the Mobile, Alabama community who either witnessed or heard about the disaster and who may have lost trust in this railway system. The crew and captain of the tug boat which ran its barges into the framework of the bridge are also stakeholders, along with the owners and investors of the transport company in which they were employed. The emergency workers, the agencies such as NTSB, the Alabama Emergency Response Network and the U. S. Coast Guard are stakeholders as well. What are the interests of the stakeholders? Investors in the transport company, CSX and Amtrak stand to lose money as such disasters can lead to public distrust and subsequent falling stock prices. They must answer to the public as to why emergency signals were not designed on the bridge. Families have lost loved ones as passengers or crew members that they cannot bring back. Crew members that lived must deal with feelings of guilt for not being able to do more and not being aware of exactly what had happened. They will also have to face many questions from agencies investigating the disaster and will face stressful situations, possibly for years to come. Their careers and way of earning a living may also be in jeopardy due to the effects of this disaster. Crew and families of the tug boat crews must face feelings of guilt and shame. What is this corporation’s social corporate responsibility in this case for the four areas of corporate social responsibility? †¢Legal Social Responsibility With respect to the legal responsibility, both CSX who failed to provide a signal on the bridge and WGN, whose crew ran into and damaged the bridge, while displacing the track have a financial responsibility toward families whose loved ones made a living, whether crew or passengers. Amtrak also shares in this responsibility for not taking greater precautions, such as reduced speed, knowing that some bridges are not installed with emergency signals. There is also a financial burden to repair the damages to the bridge and CSX track by WGN, who initially caused the event that led to the derailment. According to Mallen Baker (2009), â€Å"CSR is about building relationships with customers, about attracting and retaining talented staff, about managing risk, and about assuring reputation. † In this instance, both CSX and WGN did a poor job of managing risk. WGN is responsible for not having staff with better training and navigation skills and CSX for ignoring recommendations to install emergency signals on the bridge. †¢Economic Social Responsibility CSX, Amtrak and NTSB have economic social responsibility in reducing the risk of injury or loss of life due to such incidents, which has a huge financial impact on the families of passengers and crew. WGN shares in this responsibility as well. Though CSX did not install emergency signals, the NTSB should provide greater oversight to ensure such precautions are taken. WGN should be aware of the problems that can occur when a large vessel runs into various structures and should help in repairing the emotional and financial lives of the victims of the accident. Both CSX/Amtrak and WGN have an economic responsibility to the shareholders of their respective corporations, to ensure that business processed provide the smoothest possible operations, for best possible returns on investments. When disasters such as this one occur, investors stand to lose substantial financial gains. †¢Ethical Social Responsibility All agencies and companies involved have an ethical responsibility to make sure that various forms of travel or transport they oversee or are involved in are as safe as possible for their crews and passengers. Ignoring recommendations such as CSX did, in not installing the emergency signal due to cost is an example of social irresponsibility (Eisenbeis, et al, nd). Amtrak could have better communications and emergency systems aboard the trains and passenger cars, to alert the entire crew of emergencies. Though this may not be an issue of irresponsibility, it has implications for future rail travel. WGN has an ethical responsibility to ensure that vessel crews are trained and updated on navigation techniques, so that injury to innocent bystanders does not occur. They also have an ethical responsibility to have proper navigation systems on board the vessels. †¢Philanthropic Social Responsibility Travel and transport organizations do not have a specific responsibility to become involved in philanthropic activities, though they should at least insure that the communities in which they travel through are not adversely affected either economically or environmentally, as a result of their travels. They could take measures to provide incentives for jobs and training for jobs of those in the communities in which they travel through, as taxpayers of those communities share the burden of building bridges and roads. Because the organizations also contribute to introducing carbon emissions into the environment, they should work with and offer some financial support to organizations that help monitor and provide solutions for carbon emissions. Conclusion and Recommendation I believe better communication by all parties involved would have reduced injuries. Amtrak should have had regulations in place for speed during weather conditions and safety devices for the rail in front of them could have avoided a lot of the accident. Having markers in place for emergency response units, would have allowed them to give a more specific place of the wreck. When people’s lives are at stake all ethical issues and laws should be put in full swing. Common sense would have prevented all of this. Large corporations such as Amtrak should have trained employees and safety standards in place. How to cite Amtrak Train Derailment, Papers

Reflective Writing on Workplace Diversity †MyAssignmenthelp.com

Question: Discuss about the Reflective Writing on Workplace Diversity. Answer: Introduction: The workplace diversity denotes the differences between the people, process and the organization. The diversity in the workplace is capable of emerging conflicts and challenges for the employees as well as for the organization. As per my understanding from practical experiences and the reading of the various articles, I realized that the workplace diversity is one of the major and deep issues even in todays era. To discuss the entire concept and are of the workplace diversity, I will first discuss the position of the women in the workplace, especially the women leaders and the challenges they are facing everyday in their workplace. However, the government and the media are consistently telling and convincing people that the women and the men are equal in every respect of life including their professional area, but I have no doubt that the women are still encountering several serious challenges within their workplace on a regular basis. Anyone can find number of case studies depicting the miserable condition of the women in the workplace. Based on my experience on this particulate issue, I have chosen to write on this topic. As opined by Joan Acker (2012) regarding the gender diversity within the workplace that the women are facing various kinds of challenges in the professional life. In addition, the job facilities are also different from the men employees in the organization. While taking i nterview of the woman politician Jacinda Ardern on 95B FM, she told me that the within the 24 hours of the announcement of her being the Labour Party leader, she was asked if she wanted to have children after being the leader. I personally feel that these questions are inappropriate in todays era. I mean what is the connection between the personal and professional life of a woman? And if the professional life proposes any impact on the personal and family life of a woman then why is it not applicable for the men? Is this the progression and development we made for the women? I know these questions will raise another debate and arguments within the critics and the scholars and there will be many people who will prove me wrong with their vague logics. So other day I was having a chat with my friend who works in a renowned multinational company, but her situation is similar to the other working women. She said that the wages of the women employees in her workplace were less than the other men employees. In addition, there were other illogical rules and regulation for the women. It the other hand, my friend and other female employees in the organization were the victim of the bully of the male employees in the origination. I was seriously shocked to hear from her that she was not promoted for being woman despite having all the eligibilities and qualities for the promotional position. She said that when she asked the management that what were are drawbacks that pulled her back from not being promoted, she was provide with a list of reasons such as women judge and manage everything driven by their emotions, they prioritize their family and not work and so others. I strongly feel that this classification and diversification of the work based on gender is disappointing and insulting for the women. I would like to refer the answer of Katherine Ravenswood from the Gender and Diversity Research Group while she was asked about the prevalence of the challenges of the women in the workplace (Aut.ac.nz, 2017). She said that it has nothing to do for women leaders with having children. She also stated that it is entirely the choice of the women to have children or not while being a leader and it is not that the women cannot lead her team just because she has children. Katherine said that there are many women leaders who have children and successfully leading the teams. Based on my experience and feelings I have summed up few reasons for the challenges that are predominant in the workplace for women. Firstly, there works an ego in the men for the women leaders (Madsen, 2012). We must remember that we still live in a society that is run and dominated by the male. Therefore, they consistently try to remind us this particular fact by creating new challenges for the women leaders. Another possible reason is that men are afraid of losing their position and dignity in the eyes of the people and hence they oppose the idea of women being leaders (Klarsfeld et al., 2014). Secondly, women have been visualized as the homemaker by the society from the ancient age; therefore the idea of leadership by women will take time to be accepted by the people. Thirdly, the women are themselves responsible for being the victims of the diversity practices and challenges. I strongly feel suggest the other women to raise their voice against the gender discrimination in the wo rkplace. However, there are little progress in this respect and the government, non government organizations, social media campaigning are taking serious steps regarding these issues, but New Zealand has to go long way in women leadership. There are many women in New Zealand who are fighting an invisible battle everyday in their workplace (Burke Mattis, 2013). In addition, the society also has to advance their thought regarding the women leadership. In order to discuss the workplace diversity, I must include the subject of racial diversity. No doubt, even in the 21st century the racism is still one of the predominant issues in the in the society, and the organizations is no exception. In fact, I personally think that the racial diversity is practices mostly in the workplace and dark skin color make the people victim of the practice. However, I must also include the ethnicity, power and the systematic racism and the differences among them. In addition, I would also like to discuss about privilege of the same. For the understanding of the topic, I must differentiate between the conception of the race and the ethnicity. The race refers to the physical characteristics of the people including the skin color to the facial structure. In the other hand, the ethnicity denotes the identities of the people which is signified by the language, dress, customs, nationality, religion and other factors. The racial identity of the people is basic ally inherited genetically, whereas the ethnicity comes from the circumstantial perspective of the people. However, in this section of my writing I am going to discuss about the systematic privilege of the people inherited by the race. From deep inspection and the everyday experience on the esteemed topic, I have found out that the white people usually receive the systematic advantages due to the their skin color that determines their race. On the other hand, the while women are also becomes the victim of the cross race relationship in terms of the unproblematic solidarity (Swan, 2017). The idea of the race has therefore become little confusing to me. In the article on this topic, Geiger and Jordan (2014) opine that the desire for the unproblematic solidarity of the while women creates obstacles in their cross race relationship. I personally feel that the white women are suffering from the ego as they find that black women are dominating any organization with the potential of being the leaders of the same. This is of course an indication to the workplace diversity. I have observed another habits in the while people that they try to dominate the world by imposing their point of view to be universal. I am certainly n ot being partial to the people of color, rather I am just sharing my own opinion based on my observation and feeling on the systematic privilege out of the racial distinction. Along with this, I believe that the respect to the own ethnic cultural values is also responsible for creating diversity in the cross race relationship irrespective of the nature of the same (Gaddis, 2012). I would like to present an example of the Maori people, especially the women in the workplace. There is no doubt that New Zealand has progressed in its way of accepting the diversity and valuing the morale of other people. But the Maori people of New Zealand are everyday facing obstacles for their ethnicity. My liberal thinking has forced me to raise the questions that what the ethnicity has to do with the professional achievement of a woman? Initially I did not realize that the seed of the racial distinction is ploughed deeply in the society. Every other Maori woman has been victim of the racism at any point of their life. It is the trend of the society to dominate and bully the minority people somehow or other. Like the other European women of New Zealand, the Maori women have also advanced in terms of education and have acquired remarkable position in the professional context. But I feel that the society still is not ready to accept the advancement of the women from an ethnic grou p. Therefore, they are the receiver of the systematic advantages. Apart from that, the racial diversity is one of the less discussed but more practiced topics in todays society, which I feel only be resolved by te elimination of the sense of racial power. Religious diversity is another burning topic while discussing the workplace diversity. There exist more than one religious people in a workplace, especially in the multinational companies. The co-existence of the various religious in the workplace is definitely capable of creating conflicts in the mind of the people. The religious diversity also refers to the treatment of the by the management and the employees towards the employee from diverse religions (McKim, 2015). However, I am writing this piece of writing on the workplace diversity and will present my personal and professional experience regarding the topic. So, according to my opinion and experience on the religious diversity, the management of the different religious practices in the workplace is most important to avoid any kind of conflicts and issues that can affect the usual workflow. For a country like New Zealand there are diverse kind people living and working in various professions. Therefore, the religious diversity is one of the common issues in the workplace (Workresearch.aut.ac.nz 2017). I found out that the religious diversity is the capable of disrupting the human rights in the workplace and that this issue has become a taboo for the society. In addition, every religion is somehow or other is becoming the victim of the diversity issues in the workplace for its practice. Other day one of my Muslim colleagues faced religious pluralism in our workplace. He was questioned for performing his daily prayer rituals within the workplace. I understand that every region has its own practice and beliefs that is different from other religions. But I really dont understand the point of bullying or making fun of that by the people. I mean why someone disrespects the religious practice of others if that are different from others? And what fun does it make from being dif ferent from the other religions? However, for the protection of the human rights and the avoiding the conflicts regarding the religious issue within the workplace, the New Zealand government has passed an act in the year 2002. The purpose of the act is to prohibit the discriminations of on several specific grounds. The ethical beliefs and the religious beliefs are included in the act terms of prohibiting discrimination in any circumstances (Religious Diversity in the New Zealand Workplace 2011). I personally find the act very useful and necessary for any nations having diverse religious practices. On the other hand, I feel that the religious diversity has a strong and deep connection with the cultural diversity. I feel this way because the culture is a part of the religion and vice versa. The cultural practices are based on the religious practices of the people. I have seen, experienced and heard of many cultural diversity issues in the workplace that are prevalent even in 2017. My writing is focused on the role of the managers in taking care of the religious diversity in the workplace. Gelb and Longrace (2012) stated that the managers of the organizations cannot ignore the issues related to the religious diversity. In addition, they also stated that the federal law protects the common and general rights of the employees. But the violation of the laws is still practiced in many organizations. However, I found out that the organizations that follow the rules and regulations regarding the religious diversity; have some benefits out of the same. In accordance to my opinion about the religious diversity, having diverse culture in the workplace need to be managed efficiently which can lead the organizations to have rich organizational culture in the workplace. For example, once I visited the office where my father worked on the annual family meeting. There I found out that the managers of the company are liberal about the religions diversity and respect the beliefs and practice of the every employee having different religion. Also my father told me that he never had seen any conflicts in his workplace that had emerged from the religious issues. Later I realized that the proper management of the organization regarding the religious diversity within the workplace is the reason behind having peaceful co existence of the diverse religion in the same. Therefore, I feel that the proper management of the religious matter and diversity I the workplace is needed in every organization. Baseed on my personal experience I recommend to the managerial persons of the organi zation to consider the practice of the religious diversity for some specific and certain cases and follow the laws regarding the same for avoiding any conflicts among the employees and ensure the peaceful co existence of the employees belonging to different religions. I will conclude my discussion on this topic by saying that religion is one of the major and important aspects of workplace diversity that needs to be considered with proper attention and importance. I feel that lack of understanding of the necessity of the management of the diversity issues regarding the religious practices in the workplace can result into bigger problem for the organizations. In addition, I also feel that there is room for improvement in the management structure of the organizations of New Zealand in terms of following the laws concerning about the religious diversity within the workplace. I hope and believe that the day not far when every religion can perform their practice without being bullied and questioned. Along with this, I also strongly hope for the elimination of the harassment of the people within the workplace in terms of discrimination based on the ground of religions. The mental health refers to the emotional, social and psychological well being which make us capable of enjoying life (World Health Organization, 2014). The mental health of person signifies how happy he is in his life. I will not say that mental health is entirely an aspect of the workplace diversity; rather I will say that mental health of a person to certain extent is based and depended on his workplace. I believe that the mental health of people indicates the level of well being. Therefore, the mental health of most of the people in a county indicates psychological advancement of the country as a whole. I believe that it is not only the workplace that is responsible for influencing the mental health of the employees, but also I feel that the personal lives of the employees have great impact on the mental health. I have come to this decision after my own experience and research on the topic. So two years back I had some family problem which severely affected my mental health. In addition, I also faced some professional issue during the same time. As a result I found myself in utter distress and neither could I focus on my work nor on my family. Therefore, I realized both the professional and the personal life are capable of affecting the mental health of the person. I would like to refer here another instance that is one of the burning topics in todays era and that is the transgender. We all know that transgender issue is one of the major discussed topics in all the countries. However, I am not talking about the government laws regarding acceptability of the transgender issues in the society. I want to highlight the mental health of the transgender and how the same is influenced and affected in the workplace (Kerekere, 2015). The identity of the transgender raise questions in the mind of the people. I have seen many people in my workplace asking silly and disappointing questions to the transgender people and I am sure it hurt them a lot. This is the colleagues with whom the transgender people are working every day, are affecting the manta health of them. In the other hand, the diversity within the workplace around race, gender, religion and others can also be the cause for disrupted mental health. Any kind of discrimination in the workplace is capable of affecting the mental health of the people and that can sometime result into serious issues. In addition, there can be people among the employees who are not mentally stable and are suffering from the some kind of mental illness. These people need to be treated in a proper and delicate way. Therefore, I believe that every organization must take care of the mental health of the employees in order to maintain the usual workflow within the workplace. I strongly believe that the role of the employers is an important factor in influencing the mental health of the employees. I am certain that every sensible people will agree with me that the mental health of the staffs is capable of influencing the usual workflow of the organization. Hence, the employers must ensure that the employees of the organizations are having proper and healthy mental condition, and if not the employers must investigate the reasons and resolve the issues. In regard to this, I will recommend that the employers must keep an eye on the behaviors as well as on their performance in order to understand the mental health of the employees. I addition, it also comes udder the duty of the employers to support the staff who is having any kind of mental illness. Along with this, I feel the employers must implement rules and laws in the organization to stop harassment and bullying of the transgender employee as well as to eliminate any kind of discrimination which is capa ble of hampering the mental health of the people. However, while researching on the topic of the mental health, I found out that there is a foundation in New Zealand that supports the people to have a healthy mental condition. This charitable foundation works for the creation of the discrimination free society which can result into the wellbeing of the same both individually and as whole (Mentalhealth.org.nz, 2015). While surfing through the website of the foundation, I found it very interesting that the foundation has given five easy ways to the wellbeing of the people. It says that gives your time, words and presence to others, take notice of the simple thing that you enjoy, be active in your work and move your mood, connect to the as many people you can and finally keep learning from the every aspect of life. I personally find it very interesting and follow the same. Therefore, I would like to conclude by saying that it is within the heart and mind of the people that can ensure t he wellbeing of the same. Conclusion: However, I would like to conclude my discourse on the workplace diversity by saying that the reformation of the society is in the hand of the mass and that we are the savior of ourselves. I hope the rapid modernization of the society will definitely eliminate the racial, cultural, gender and religious diversity from the workplace. Reference: Acker, J. (2012). Gendered organizations and intersectionality: Problems and possibilities.Equality, Diversity and Inclusion: An International Journal,31(3), 214-224. Aut.ac.nz. (2017).Gender Diversity Research - AUT.Aut.ac.nz. Retrieved 20 October 2017, from https://www.aut.ac.nz/study-at-aut/study-areas/business/research/research-centres/gd Burke, R. J., Mattis, M. C. (Eds.). (2013).Women on corporate boards of directors: International challenges and opportunities(Vol. 14). Springer Science Business Media. Gaddis, S. M. (2012). What's in a relationship? An examination of social capital, race and class in mentoring relationships.Social Forces,90(4), 1237-1269. Gelb, B. D., Longacre, T. E. (2012). Acknowledging religious diversity: Opportunities and challenges.Business horizons,55(5), 509-518. Karen A. Geiger, Cheryl Jordan, (2014) "The role of societal privilege in the definitions and practices of inclusion", Equality, Diversity and Inclusion: An International Journal, Vol. 33 Issue: 3, pp.261-274. Kerekere, Elizabeth (2015) Takat?pui: Part of the Wh?nau. Auckland: T?whanawhana Trust and Mental Health Foundation Klarsfeld, A., Booysen, L. A., Ng, E., Roper, I., Tatli, A. (Eds.). (2014).9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment. Edward Elgar Publishing. Madsen, S. R. (2012). Women and leadership in higher education: Current realities, challenges, and future directions.Advances in Developing Human Resources,14(2), 131-139. McKim, R. (2015).Religious ambiguity and religious diversity. Oxford University Press. Mentalhealth.org.nz. (2015).WHAT WORKS.Mentalhealth.org.nz. Retrieved 20 October 2017, from https://www.mentalhealth.org.nz/assets/ResourceFinder/What-Works-web-2015.pdf Religious Diversity in the New Zealand Workplace. (2011).Hrc.co.nz. Retrieved 20 October 2017, from https://www.hrc.co.nz/files/6014/2388/1002/HRC_Religious-DiversityV6.pdf Swan, E. (2017). What are White People to Do? Listening, Challenging Ignorance, Generous Encounters and the Not Yetas Diversity Research Praxis.Gender, Work Organization. Workresearch.aut.ac.nz. (2017).RELIGIOUS DIVERSITY IN NEW ZEALAND WORKPLACES.Workresearch.aut.ac.nz. Retrieved 20 October 2017, from https://workresearch.aut.ac.nz/__data/assets/pdf_file/0018/56223/Religious-Diversity-in-NZ-Workplaces.pdf World Health Organization. (2014).Social determinants of mental health. World Health Organization.