Bullying Essay Example | Topics and Well Written Essays - 750 words

Bullying - Essay Example To begin with, the fresher becomes the ideal â€Å"raw-material† for bullying. The reason being the freshmen are in minority and the senior students are in majority. The latter have gone through the experience of bullying and are waiting for their opportunity to take revenge. Taunts, intimidation, threats and violence are different forms of bullying and it is growing in all the directions like the octopus. The hopeful sign is that there has been increased awareness about the measures to checkmate bullying with those concerned with this issue, parents, teachers and guardians of the society. Making of a bully Vile bullying is tantamount to criminal behavior. In the educational institutions it is practiced by the bullies as if it is part of their curriculum. Some of the reasons for bullying are frustration, absence of role model, abuse and neglect at home, undue influence of peers and conduct disorder etc. The seed for the trait of bullying is sown at home. Children have impressi onable minds, and when parents do not spare enough time for them to meet their genuine needs, they rebel internally and when suppressed over a long period, it results in aggression. A youth fights to establish his own identity failing which he associates with like-minded friends and plans violent acts to give vent to his suppressed desires and goals. The materialistic civilization and the internet revolution have contributed their share to making the youth take to the path of negativities and violence. A youth comes to believe that bullying is the best and immediate solution for all his problems. Acceptable behavior for young adults and solution to bullying, its different perspectives A bully, when called to account, will go to the typical denial mode immediately. This is the common reaction. The bully thinks that offence is the best form of defense. Bullies are excellent manipulators and are experts in passing on the responsibility. In schools and colleges, to tackle bullying has t o be the important part of the school discipline. Students should have a clear understanding at the time of admission that aggression, bullying and violence are not acceptable. A written communication needs to be sent to the guardians and parents mentioning their responsibility on this count and with clear indications about the anti-bullying policy of the institution. The tolerance limit for this negative tendency should be zero and the one who still rebels must find accommodation in reformatory schools, if not outright rustication. The punishment meted out needs to be stern warning to other intending bullies that not only their educational career, but their future is in jeopardy if they violate rules. At the same time all possible counseling methods need to be employed to tame a bully and guidance provided to him as to how to deal with aggression. The bully should be told firmly about the benefits of interaction in a responsible and respectable manner with fellow students, juniors and the teaching faculty. Physical punishment is inappropriate as it will not deliver permanent solution to heal the injured psyche of the affected individual. The final solution to tackle bullying is the collective responsibility of the senior students, teachers, parents and the moral guardians of the society like preachers and spiritual masters. Meekness is not a virtue in all circumstances. Even the most disciplined student need to stand up to the bullies to check them from further adventures. The wise saying goes, â€Å"Meet good with good and evil with justice.† Most of the bullies are internally cowards. David Derbyshire writes about two interesting findings by the researchers, â€Å"Children who returned hostility with hostility appeared to be the most mature, the researchers found. Boys who stood

Development As Freedom A Review Sociology Essay

Development As Freedom A Review Sociology Essay The author conceptualizes development as the gap between an exclusive concentration on economic wealth and a broader focus on the lives we can lead (p.14) emphasizing that the theory of development goes well beyond wealth accumulation and gross national product growth. The chapter examines the relationship between development and freedom, the way in which freedom is a component of development and an extensive view of freedom encompassing both opportunities that people have and processes that allow for freedom of decisions. The main arguments of the author is that development should be assessed by freedom of accessibility to factors such as social opportunities, health care, clean water, economic security, civil rights and political freedom. Lack of accessibility means unfreedom. Development therefore should mean that people can live the lives they want to live and precisely, how can a nation say in all entirety that it has freedom when its citizens cannot afford the very basic necessities of life or fulfill the rights they are entitled to? Sen goes on further to compare different views of poverty in both developing and developed nation by analyzing freedoms through values, poverty and inequality, income and mortality, markets and freedom, tradition and culture. The author sees the process of development beyond economic growth or physical and human capital and concludes by linking the understanding of a broad view of the development process to the substantive freedoms of people. Sens write up contains intriguing views but he hasnt mentioned what justifies his classification into these freedoms i.e. experience of developing countries, factual historical evidence or how far freedom has progressed within each context he identified. His definition is quite different from Rapleys in which Rapley describes development as more concerned with flexibility and adaptability (Rapley 2007 pp 5) and so raises a question. Can development be measured only by individual happiness without economic growth and stability? Happiness, in my opinion is geared more towards Rapleys definition and should be adapted into the process of economic growth. Willis, K. (2005) Theories and Practices of Development. London. Routledge. p. 32-42. Willis chapter 2 of theories and practices of development analyses development theories and practices and how these theories were attached to the economic, social and political theories that developed in Europe from the 18th century. Williss interpretation raises some interesting facts about historical development of theories and she divides her study into various theories. The classical economists such as David Ricardo, an advocate of free trade and Adam Smith, in his famous book, Wealth of Nations responded to the trade focus of economic policy at that time (p.32) when trade was a major factor of economic growth. Here, protectionist measures such as high tariffs were highly used by merchants. Willis goes on to say Adam Smith was not in favour of this form of regulation and that it was harmful to the countrys economic growth. Instead, greater focus on production and division of labour which will be regulated by the invisible hand of the market (p.33). The Great depression of the 1930s and other economic happenings gave rise to Keynes argument of the free market not necessarily a positive force but government intervention in the promotion of economic growth while postwar reconstruction period was a time to reflect on the economic crises that occurred at that time and provide solutions to their re-occurrence. This led to the creation of the Bretton woods institutions to assist in the promotion of stable economic growth within a capitalist system (p. 36) Willis describes the linear stages theory and makes emphasis on Rostow, the American economist and political theorists stages of Economic growth to development. Here, development was seen as a state where a large number of the population could afford to spend largely on consumer products and development was viewed as modern, moving from agricultural societies to an industrial economy. While she tries to decipher early theoretical ideas, Willis has not made clear linkages between some of these theories and how they have come to evolve in economic debates and discussions over time. Chang, H., and Ilene G. (2004) Reclaiming Development from the Washington Consensus, Journal of Post Keynesian Economics, 27(2), 274-291. The fundamental of this article is to correct the notion that there is no alternative to the Washington Consensus. The authors argue that neoliberal policies have failed to achieve their goals in developing world (p. 274) and so discuss the major development myths for justifying neoliberal policies that have been harmful to developing world and perhaps as a complacency to the reader, possible alternatives to these policies. These myths, evaluated individually, describe how these policies have lacked credibility. Myth 1; In contrast to the neoliberal policy success, the reality is that the policy has not promoted its main aim of economic growth. Myth 2; Developed countries gained success through free market policies whereas records claim they relied upon interventionist policies for development. Myth 3; Only neoliberal policies can succeed in todays global environment whereas in fact there is evidence of continuing institutional and policy divergence across national boundaries (p. 277) Myth 4; Discipline imposed by international institutions to keep them honest whereby placing policy making authority in the hands of these organizations. Myth 5; The East Asian model cannot be replicated when in fact most developed countries utilized this model. Myth 6; Developing countries should imitate the Anglo American model of capitalism which fared poorly in the economic boom of the 1990s. The authors went ahead to put forward alternative policies for faster economic development which includes the financial system providing adequate finance quantities for investment projects at appropriate prices, enforcing strict laws on new foreign loans incurred by domestic borrowers, defocusing on budget balance and maximizing FDI potentials to promote economic and industrial development in developing countries While arguing for these policies, it will be sensible to note that economies are different and there can be no best practice policy that everyone should use (Chang 2003). Policies for development should not be fixed but depend on stages of development of a developing nation and other factors such as resource capacity, economic, political and social conditions. Pender, J. (2001) From Structural Adjustment to Comprehensive Development Framework: Conditionality Transformed? Third World Quarterly, 22 (3), 397-411. Pender reviews how the World Banks approach to development has changed over decades and brought about important shifts to its conditionality approach. In the light of new changes between the 90s and today, the World Bank formulated a Comprehensive Development Framework, based on a relationship of partnership to replace its erstwhile structural adjustment lending (p. 397). The author examines why the World Banks perspectives of development changed through different periods; In the 1980s to early 90s, GDP was used as a measure of development as the Bank was mostly concerned with rapid economic growth and sustenance for least developed countries (LDC) and the adoption of policies such as restriction of state spending, controlling inflation, commodity exports and privatization as factors to achieve development. The 1990s drew lack of confidence in these policies and there were strong doubts about its competence judging from the success of the Asian Economies that developed rapidly without the World Banks policy prescriptions. This informed the Bank to change its 1980 view about minimal state role in development and that growth by itself is not enough (p 401). Thus in 1990, a formulation of an approach based on both labour intensive growth and widespread provision of basic social services (p.401). In spite of these alterations, there were criticisms that the Bank reforms were not aiding Africas growth but rather, increasing stagnant economies through the implementation of the Banks policies. According to Pender, the Bank lost confidence in its policy framework in early 1995, with the Asian miracle and LDCs failure and was forced to critique its own policies and re-orientate. This modification was experimented between 1995-1997 with improvements in the understanding of economic development and poverty reduction as the central focus. The author gives clear informed views of the process of policy change within the World Bank at different times but fails to analyze the impact of this new focus of poverty reduction and its success to the development of todays third world countries. Chang, H. (2003) Kicking away the ladder. Development Strategy in Historical Perspectives. London, Anthem Press. Chapter 1. Changs analysis centers around one question, How did the rich countries really become rich? He uncovers some myths about developed countries developmental experience and argues that developed countries did not develop through the same policies that they recommend to the developing world. This pressure from developed countries to the developing world to adopt a set of good policies that they adopted when they themselves were developing is faced with criticisms because historical evidence suggests otherwise and goes on to say that they are trying to hide the secret of their success (p. 2). Some of these policies include liberalization of trade, privatization, restrictive macroeconomic policies and deregulation but facts show that most of the developing countries used export subsidies and industry protection, industrial policies that the WTO disapproves in the present world. The USA and UK were examples of ardent users of these same policies frowned at in contrast to the free trade policies and free market they preach. Chang quotes List, the German economist that Britain was the first country to perfect the art of infant industry promotion which is the principle behind most countries journey to success (p. 3). He argues that developed countries, while alleging to recommend good policies to developing countries are actually trying to kick away the ladder of their own economic development. A conclusion is drawn on some methodological issues of David Ricardos neoliberal policies to Friedrich Lists infant industry argument that while developed countries preach Ricardo to developing nations, they actually pursued Lists policies in the past. Although Chang did not confront and compare works of economic historians e.g. L.E Birdzells How the West grew rich in relation to his How did the rich countries really become rich to identify similar or different conclusions, his examination of historical materials to reach important and interesting conclusions is a contribution that is immensely valuable to the current debates on development that will evidently challenge contemporary policies and enrich development theory.

Independence in Jane Eyre Essay -- Essays Papers

Jane Eyre Essayindependence Jane Eyre, a novel written by Charlotte Bronte, is about a young girl named Jane that struggles to discover her identity. Jane’s a girl who is â€Å"unhappy, very unhappy†(23). She grows up with relatives that treat her unfairly because her diseased family was not wealthy. Jane’s uncle Mr. Reed had reminded his wife and family to consider Jane as their own, but in contrast she experienced physical abuse by her aunt and cousin John. â€Å"John Reed knocked me down and my aunt shut me up in the red-room...†(23), the abuse that Jane experienced impacted her young soul, but also helped her grow into a stronger person. Unlike her cousins, Jane’s childhood was unpleasant because â€Å"...I have no father or mother, brothers or sister...†(23). Years later, Jane goes to Lowood institution where she succeeds and becomes a school teacher. From there, Jane meets Mr. Rochester who turns out to be the love of her life. Throughout the novel the readers se e a dependent girl transform into an independent young lady that overcomes all her tribulations. Charlotte Bronte allows us to trace Jane‘s character. While at Gateshead, Jane is a dependent young girl learning and yearning to be independent. Jane acknowledges that without Mrs. Reed’s assistance of financial issues and disciplinary actions, she wouldn’t be able to survive. â€Å"Benefactress!...They all called Mrs. Reed my benefactress;†, here Jane declares she knows who's responsible for raising her. Jane’s independency...

Cases Unclosed

cases unclosed cases unclosed Andres Bonifacio I feel sad after watching the documentary film of Andres Bonifacio because his death is a justified execution for treason and a murder fueled by political politics. Seing what's going on in our country now, and reading about what has happened before, I don't really see much difference. It's all about people not getting along, egos, ambitions and alliances. If they were just united during that time I think they will be successful in their mission of defending our country from enemies and gain the independence that they were hoping for.I admire Andres Bonifacio not just for being a self-educated man but also for his courage to organize a secret society called Katipunan. I think what happen to the Tejeros convention was a big mistake because he don’t deserve to be insulted by Daniel Tirona just because of his educational attainment. That is why I understand him when he left and declared the results of the election null and void in hi s capacity as the Supremo of the Katipunan. And just because of this, he was executed together with his brother in Maragondon Cavite.It is really absurd unfair and I am very disappointed with what had happened because unlike other Filipino heroes who were killed by enemies they were killed by our fellow Filipinos. Antonio Luna Like what had happened to Bonifacio it would have been more acceptable if it was our enemies’ bullets that shot and killed Antonio Luna but no; it was rather the hands of our own fellow Filipinos who inflicted him with not less than 40 wounds. It would even be more worth it if he died of fighting for the country but no, he was a victim of those cowards and traitors lurking behind the masks of â€Å"defenders of the country†.Inspite of his low temperance I considered Antonio Luna as one of the great men of history because he has determination to fight and defend our country from Americans. He is also well prepare to fight and had this courage to d epend the country until the end of his life. It is a bravery that some Filipinos don’t possess that time and because of this he gained many enemies. I felt sorry for Antonio Luna for they had all been unfair to him. But I do believe that Aguinaldo should not be blamed alone for his death because for me he is also a victim of circumstances.In my interpretation the killing of Antonio Luna was planned smoothly by using the telegram that they had manipulated, he died without even knowing it. If at the start he was aware about this unscrupulous plan that they are planning against him, he could have avoided being killed if he just hadn’t appeared in Cabanatuan where in the said â€Å"telegram† the president summoned him. But he wasn’t distrustful or suspicious that he even left his accompaniment outside the premises leaving him unarmed and vulnerable as he entered on Aguinaldo’s camp.The worst thing was: How come the soldiers who did him in were neither investigated nor punished? In our generation now, we need an Antonio Luna today who would not be listened to but, someone with the same act of bravery. Someone who’s intelligent enough to recognize the true horrors of what is going on in our present state of government GREGORIO DEL PILAR General Gregorio del Pilar fought a heroic battle at Tirad Pass in Ilocos Sur against a much larger American force to delay the American advance to ensure Emilio Aguinaldo's escape is a sign of his loyalty to Aguinaldo.Del Pilar was killed in the battle along with 52 others of the defending force. Inspite of criticisms about him, I still consider Del Pilar as one of the great Filipino heroes because saving Aguinaldo’s life is not just because of his loyalty and friendships to him but also a sign that he also cares for our country. I do not want to blame anyone for whatever happened in the past because like us our heroes were just a human beings too, imperfect, like all of us. Gregorioà ¢â‚¬â„¢s courage and determination to fight until his last breath are enough to consider him as a hero.He deserves to be respected and be admired by our youth today because without him, we cannot live the freedom that we are enjoying now. Philippine Martial Law Learning about what happened in the past helps me to understand our current situation now. I was inspired by the documentary film of Martial law because it gave me new information that was so important upon studying our history. I will admit that I am not so fun of studying our history but this time I could probably say that I love it now.As I reflect on the movie I see that Martial Law in the Philippines violated Human Rights and Democracy in the circumstances of arrests, detentions and searches made without court orders that time. The fundamental principles of legality and due process have been neglected, with security forces having unprecedented powers given by the head of state under this martial law. Election frauds were also perceived. Justice among those involve were deserted and abandoned and Justice for the country’s democracy were put in to trash.Martial rule and suspension of writ of habeas corpus, which allows warrantless arrests, detention and conduct of searches, have been a convenient solution for the police force's incompetence in enforcing their rudimentary duties. The soldiers have cemented their de facto superiority over the police in conflict areas. Marcos is not as bad as we think of him because in his two first terms, Philippines was the envy of Asia because of its rapid growth and development. He built several schools, hospitals, roads and cultural centers. In my opinion, if he just stay as what he is before probably he will not be known as bad person.But as people have the power sometimes they forget to fulfill their task as the ruler of one country. They forget the essence of leadership and human rights. And this is true in his time. And because of this selfishness and co rruption, our country suffered from an economic slowdown that they increase the unemployment in our nation. High prices increases and protestors began to increase along some areas like plaza Miranda. . Thanks for Nino Aquino, because through him, Filipino’s mind was enlightened to speak about their ideas and concerns about the government.I was happy to know that although there were many negative effects of Martial law in our country, the unity of Filipinos during that time was rebuild w/c was never seen for a long time. As a conclusion, I hope that what happened during this time should not be taken for granted in a sense that those suffered during this time will be remembered and be given a chance to receive what they deserve to get from the government. And I am hoping that one day; there will be someone from Marcos family who will have the courage to apologize in public for what had happened before. reported by: cris

The Globalization Debate: Prosperity or Impoverishment?

Is the shift toward a more integrated and interdependent global economy a good thing? Many influential economists, politicians, and business leaders seem to think so. They argue that falling barriers to international trade and investment are the twin engines that are driving the global economy toward ever greater prosperity. They argue that increased international trade and cross-border investment will result in lower prices for goods and services. They believe that globalization stimulates economic growth, raises the incomes of consumers, and helps to create jobs in all countries that choose to participate in the global trading system. There are good theoretical reasons for believing that declining barriers to international trade and investment do stimulate economic growth, create jobs, and raise income levels. Moreover, considerable empirical evidence lends support to the predictions of this theory. However, despite the existence of a compelling body of theory and evidence, the process of globalization has its critics. We would be remiss if we did not mention their concerns. Here we briefly review the main themes of the debate. In later chapters we shall elaborate on many of the points mentioned below Globalization, Jobs, and Incomes One frequently voiced concern is that far from creating jobs, removing barriers to international trade actually destroys manufacturing jobs in wealthy advanced economies such as the United States. The basic thrust of the critics' argument is that falling trade barriers allow firms to move their manufacturing activities offshore to countries where wage rates are much lower. Bartlett and Steele, two journalists for the Philadelphia Inquirer who have gained notoriety for their attacks on free trade, cite the case of Harwood Industries, a U. S. clothing manufacturer that closed its U. S. operations, where it paid workers $9 per hour, and shifted manufacturing to Honduras, where textile workers receive 48 cents per hour. 32 Because of moves like this, argue Bartlett and Steele, the wage rates of poorer Americans have fallen significantly over the last quarter of a century. Supporters of globalization reply that critics such as Bartlett and Steele miss the essential point about free trade-the benefits outweigh the costS. 3 They argue that free trade results in countries specializing in the production of those goods and services that they can produce most efficiently, while importing goods that they cannot produce as efficiently from other countries. When a country embraces free trade there is always some dislocation-lost textile jobs at Harwood Industries, for example-but the whole economy is better off as a result. According to this view, it makes little sense for the United States to produce textiles at home when they ca n be produced at a lower cost in Honduras or China (which, unlike Honduras, is a major source of U. S. textile imports). Importing textiles from China leads to lower prices for clothes in the United States, which enables U. S. consumers to spend more of their money on other items. At the same time, the increased income generated in China from textile exports increases income levels in that country, which helps the Chinese to purchase more products produced in the United States, such as Boeing jets, Intel-based computers, Microsoft software, and Motorola cellular telephones. In this manner, supporters of globalization argue that free trade benefits all countries that adhere to a free trade regime. Supporters of globalization do concede that the wage rate enjoyed by unskilled workers in many advanced economies has declined in recent years. For example, data from the Organization of Economic Cooperation and Development suggest that since 1980 the lowest 10 percent of American workers have seen a drop in their real wages (adjusted for inflation) of about 20 percent, while the top 10 percent have enjoyed a real pay increase of about 10 percent. Similar trends can be seen in many other countries. However, while critics of globalization argue that the decline in unskilled wage rates is due to the migration of low-wage manufacturing jobs offshore, and a corresponding reduction in demand for unskilled workers, supporters of globalization see a more complex picture. They maintain that the declining real wage rates of unskilled workers owes far more to a technology-induced shift within advanced economies away from jobs where the only qualification was a willingness to turn up for work every day and toward jobs that require employees to possess significant education and skills. They point out that within many advanced economies there is a shortage of highly skilled workers and an excess supply of unskilled workers. Thus, growing income inequality is a result of the wages for skilled workers, being bid up by the labor market and the wages for unskilled workers being discounted. If one agrees with this logic, a solution to the problem of declining incomes is to be found not in limiting free trade and globalization, but in increasing society's investment in education to reduce the supply of unskilled workers. Globalization, Labor Policies, and the Environment IA second source of concern is that free trade encourages firms from advanced nations to move manufacturing facilities offshore to less developed countries that lack adequate regulations to protect labor and the environment from abuse by the unscrupulous. Critics argue that adhering to labor and environmental regulations significantly increases the costs of manufacturing enterprises and puts them at a competitive disadvantage in the global marketplace vis-a-vis firms based in developing nations that do not have to comply with such regulations. Firms deal with this cost disadvantage, so the theory goes, by moving their production facilities to nations that do not have such burdensome regulations or fail to enforce the regulations they do have. If this is the case, one might expect free trade to lead to an increase in pollution and result in firms from advanced nations exploiting the labor of less developed nations. This argument was used repeatedly by those who opposed the 1994 formation of the North American Free Trade Agreement (NAFTA) among Canada, Mexico, and the United States. The vision they painted was one of U. S. anufacturing firms moving to Mexico in droves so that they would be free to pollute the environment, employ child labor, and ignore workplace safety and health issues, all in the name of higher profits. Supporters of free trade and greater globalization express serious doubts about this scenario. They point out that tougher environmental regulations and stricter labor standards go hand in hand with economi c progress. In general, as countries get ‘richer, they enact tougher environmental and labor regulations. Since free trade enables developing countries to increase their economic growth rates and become richer, this should be correlated ith the introduction of tougher environmental and labor laws. In this view, the critics of free trade have got it backward-free trade does not lead to more pollution and labor exploitation; it leads to less! Moreover, supporters of free trade point out that it is possible to tie free trade agreements to the implementation of tougher environmental and labor laws in less developed countries. NAFTA, for example, was passed only after side agreements had been negotiated that committed Mexico to tougher enforcement of environmental protection regulations. Thus, supporters of free trade argue that factories based in Mexico are now cleaner than they would have been without the passage of NAFTA. Free trade supporters also argue that business firms are not the amoral organizations that critics suggest. While there may be a few rotten apples, the vast majority of business enterprises are staffed by managers who are committed to behave in an ethical manner and would be unlikely to move production offshore just so they could pump more pollution into the atmosphere or exploit labor. Furthermore, the relationship among pollution, labor exploitation, and production costs may not be that suggested by critics. In general, a well-treated labor force is a productive work force, and it is productivity rather than base wage rates that often has the greatest influence on costs. Given this, in the vast majority of cases, the vision of greedy managers who shift production to low-wage companies in order to â€Å"exploit† their labor force may be misplaced. Globalization and National Sovereignty A final concern voiced by critics' of globalization is that in today's increasingly interdependent global economy, economic power is shifting away from national governments and toward supranational organizations such as the World Trade Organization (WTO), the European Union, and the United Nations. As perceived by critics, the problem is that unelected bureaucrats are now sometimes able to impose policies on the democratically elected governments of nation-states, thereby undermining the sovereignty of those states. In this manner, claim critics, the ability of the nation-state to control its own destiny is being limited. The World Trade Organization is a favorite target of those who attack the world's headlong rush toward a global economy. The WTO was founded in 1994 to police the world trading system established by the General Agreement on Tariffs and Trade (GATT). The WTO arbitrates trade disputes between the 120 or so nation-states that have signed the GATT. The WTO arbitration panel can issue a ruling instructing a member state to change trade policies that violate GATT regulations. If the violator refuses to comply with the ruling, the WTO allows other states to impose appropriate trade sanctions on the transgressor. As a result, according to one prominent critic, the U. S. environmentalist and consumer rights advocate Ralph Nader: In contrast to Nader's inflammatory rhetoric, many economists and politicians maintain that the power of supranational organizations such as the WTO is limited to what nation-states collectively agree to grant. They argue that bodies such as the United Nations and the WTO exist to serve the collective interests of member states, not to subvert those interests. Moreover, supporters of supranational organizations point out that in reality, the power of these bodies rests largely on their ability to persuade member states to follow a certain course of action. If these bodies fail to serve the collective interests of member states, those states will withdraw their support, and the supranational organization will quickly collapse. In this view, then, real power still resides with individual nation-states, not supranational organizations.

How Organizational Changes Affect Employees Within An Organization

How Organizational Changes Affect Employees Within An Organization Introduction Research Background An organizational change can be described as a systematic approach to transitioning organizations, team members and individuals from the prevailing state to a desired future state (Lewis, 2011).Advertising We will write a custom proposal sample on How Organizational Changes Affect Employees Within An Organization specifically for you for only $16.05 $11/page Learn More It is a process within an organization that aims at assisting stakeholders to accept changes in their organizations or individuals affiliated with the organizations. The need for organizational change has been necessitated by the increasing market pressures (Lewis, 2011). In this regard, companies are often effecting changes so as to remain competitive in the market. Organizational changes can be done in numerous ways. They may entail realigning organizational goals and objectives, changes in budgets, reducing or increasing the number of employees in a project or within a department (Lewis, 2011). Organizational change management process requires some fundamental structures and tools to effectively control any form of organizational change (Lewis, 2011). In this case, the main objective is to capitalize on the benefits and curtail consequences for employees; besides, care is taken to guarantee that the process does not cause disruptions. Even though this is the case, organizational changes can have direct effects on all departments from junior to senior employees within an organization (Lewis, 2011).Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, irrespective of the nature of change to be effected, the crucial aspect is an organization’s ability to win the buy-in of its employees in relation to the change (Lewis, 2011). Change is an unavoidable fact of any corporate organization; it also generally permeates in the society, thereby affecting everyone and every corporate organization. Therefore, the operations and structures of corporate organizations must have the capability of responding to change. The need to respond to change is brought about by changes in economic conditions, government involvement, limited resources and tight competitions among business entities (Lewis, 2011). Even though organizational changes are never deliberately intended to negatively affect employees, many employees still find themselves disadvantaged. Problem Statement Employees have been the main victims of organizational changes (Patterson, 2012; Allcorn, 2005). When employees are not well prepared and involved in an organizational change process, they are likely to be negatively affected by the change (Russel McGovern, 2012). Besides, failing to secure employees’ buy-in can prove to be disastrous to an organization’s change process (Bogardus, 2009). In this regard, many organizations do not pay at tention to how changes may affect employees on an individual basis. This is one of the reasons many organizations do not realize successful change processes. It is often important for an organization to find appropriate ways to involve its employees during the planning and execution of changes.Advertising We will write a custom proposal sample on How Organizational Changes Affect Employees Within An Organization specifically for you for only $16.05 $11/page Learn More However, many organizations fail to do this, the consequence of which is the inability to realize how the changes affect employees commitment, behaviors and attitudes. The following are the list of problems and related sub-problems: The main problem is: How do changes in banks affect employees at individual levels? The related sub-problems are: How do bank employees perceive organizational changes with respect to their job specification? How do bank employees cope with the effects of organi zational changes? How are bank employees prepared for planned organizational changes? How do planned organizational changes impact staff turnover? Research Objectives and the Scope of the Research The research study has the following objectives: To explore how changes affect bank employees at personal levels. To evaluate employee’s perceptions of organizational changes in regards to their work specifications. To examine how bank employees cope with organizational changes. To investigate the way bank employees are prepared for organizational changes. To find out how organizational changes affect staff turnover. With respect to scope, the study will focus on how organizational changes affect employees within an organization. Besides, the research will be confined to the banking industry whereby employees of different banks will be surveyed and interviewed. Since there are numerous banks within the country, and owing to the limited time, the research will only consider survey ing and interviewing employees from only a few selected banks. Besides, it is worth pointing out that the data will be gathered qualitatively and then coded for analysis. The instruments of data collection will only be two: structured interviews and open-ended questionnaires. The study will only be done for the purposes of academics. In this case, there will be no need to conduct a large-scale research study.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Literature Review There exist many research and literature materials on the effects of organizational changes on employees. Various scholars have examined the effects with respect to different aspects of employees’ working environments. Indeed, a study by Biron, Karanika-Murray and Cooper (2012) acknowledge the fact that there is a growing interest in cascading change through the hierarchical levels in corporate organizations and finally to individual employees. This implies that interventions at organizational levels often have different effects on different departments and individuals. Another study by Saksvik (2009) has stressed out the significance of an individual employee’s perception and participation in an organizational change process. Saksvik (2009) argues that the success of an organizational change process greatly depends on the degree to which employees are involved and how they perceive organizational change processes. However, the study does not address how the changes impact individual employees. This implies that the scope of the study did not capture how employees were individually impacted by changes in the organizations they worked for. This provides a gap that this study seeks to seal through a survey and interviews. Hansson, Vingard, Arnetz and Anderzen (2008) conducted a controlled study to examine the impact of organizational change on workers’ job satisfaction, exhaustion from work and self-reported health conditions. The study was divided into two groups: one group of individuals affected by organizational changes and another one as a reference group of individuals not affected by the changes. The outcome of the study pointed out to the fact that there was the importance of taking into account the interest of individual employees’ plight during the planning process of organizational changes. However, the study only dealt with the consequences of change on workers in relation to only a few selected aspects. It did not provide a holistic approach to the study of the effects, hence its limited scope. In this regard, this study will widen the scope and look at the effects of organizational changes on an employee in a holistic manner. Many different researchers contend that an organizational change is typically activated by a relevant environmental change that, once acknowledged by a corporate organization, results in an unintentionally generated response (Lewis, 2011; Contento, 2010). The implication of this is that changes within an organization are intended to transform crucial organizational variables that further have effects on the stakeholders of the organization and job-related behaviors, especially employees. Other scholars also describe change as an empirical observation of differences in a state or form over a period of time within an organizational entity (Antoniou Cooper, 2005; Singh, 2009). According to their perception, the entity may be a service or product, work group or an individual’s job (Antoniou Cooper, 2005; Singh, 2009). This means that an organizational change can be perceived as a critical event, which can prospectively evoke stress reactions and other forms of negative consequences in workers. Moreover, employees normally face unique sets of workplace stress factors emanating from a changing work environment, which may be stressful for employees. However, it is important to note that workplace stresses are not only brought about by organizational changes. Even though this is partly true, the scholars failed to acknowledge other variant factors that result in stress among employees. In this regard, Barling, Kelloway and Frone (2005) argue that sources of workplace stresses may include the position held, workload and time spend working. In this respect, a further study is necessary to determine whether or not an organizational change results in stresses for employees and how employees cope with such a situation. This proves that the argument by Antoniou and Cooper (2005) and Signh (2009) were biased; their studies did not take into consideration other factors that, apart from organizational changes, may result in workplace stresses. Joseph and Chacko (2010) argue that corporate organizations exist in a dynamic and changing environment. They further state that most of the corporate organizations undergo extensive changes as resources increasingly become scarce; the implication of this is that employees are required to do more with limited resources. In this case, Joseph and Chacko (2010) reveal that any change will have definite effects on individual employees. The consequence of these effects may be negative in terms of economic and social life of each employee. These, in turn, influence the employees’ behaviors, beliefs and attitudes. The bulk of research studies that have been conducted on organizational change only focused on an organizational perspective while ignoring an individual angle (Packard, 2 013; Peacock, 2008). Such research studies seem to either evaluate an organization’s strategic adaptation or environmental changes (Malm, 2008). Consequently, researchers have clearly neglected the attitudes and behaviors of employees charged with the implementation of planned changes; it is noteworthy of the fact that these employees are very important to the success of an organization’s change process (Wittig, 2012; Jimmieson White, 2011). Hence, most scholars have created a reasonable understanding of how corporate organizations take care of their environment and how particular contextual variables actually impact the achievement of specific organizational changes (Alkhaffaf, 2011). However, the scholars have done less with regards to how individual employees perceive changes taking place within a corporate organization. Moreover, the scholars have also failed to examine how such perceptions are impacted or influenced by particular organizational changes and their ultimate response to the changes. Therefore, this research study seeks to add to the little that is known about the impact of organizational changes on individual employees. Other studies show that employees’ opposition is the greatest obstacle to the implementation of organizational changes (Mittal, 2012; Pasmore, 2010). Workers create opposition to change since they have no other options but to acquire new talents that are relevant to the changes being prompted. The research studies show that employees have never disagreed with the necessity for change; they only experience what is known as the fear of the unknown and the capability of adapting to the new changes. Vividly, these studies succeeded in finding out the reasons employees resist organizational changes; however, they failed to precisely establish how the changes impacted the employees thereby making them resist the changes. This is also a significant gap that this research will seek through a logically designed st udy. Dean (2008) argues that despite the fact that organizational changes affect employees, effective and efficient change management is able to streamline the processes of change and minimize the negative effects on employees. He further posits that when an organizational change is appropriately managed, employees are able to understand the benefits of a suggested change and hence accept it. However, it is important to note that some changes may end up still having negative effects on employees even if they are to be appropriately managed. For instance, it has been noted that employees can only be motivated to participate in a change process if he or she is sure of getting expected returns on personal input. However, where a change process directly targets employees, especially in relation to salary reductions and layoffs, they are likely to be negatively affected, irrespective of whether the change process is well managed or not. Therefore, the argument by the Dean (2008) that an appropriate management of a change process motivates employees to support the change is generalist in nature and does not reflect the reality. The researcher should have noted that there are intervening or moderating factors that must come into play during a change process to determine whether an employee is willing to support the change or decline to do so. Another study highlightes the fact that some organizational changes that fill the work environment with uncertainty result in low work morale among workers (Harrington, 2011). Consequently, most of them become cautious when it comes to taking risks; in this case, job performance and productivity go down and the employees become emotionally withdrawn from work. The study additionally reveals that when a corporate organization undergoes an organizational change, such as a merger or acquisition, downsizing and departmental restructuring, it is likely to make workers have the feelings of uncertainty, insecurity, stress and fretfulne ss. It is important to note that this study will have a theoretical underpinning, which is drawn from the motivation theory (Foster, 2007). Some researchers have noted that motivation forces are mostly described as those forces that encourage and sustain human behavior over a given period of time (Ryan, 2012; Held, 2006). In relation to this, the main objective of organizational change efforts is to make employees sustain certain behaviors that enhance and support the organizational changes over a desired period of time; generating commitment is a significant part of the organizational change process. It is noted that a successful implementation of a change process and working with motivated employees are crucial to the sustenance of an organization’s competitiveness (Ryan, 2012; Held, 2006). Therefore, the most appropriate theory on which this study will be grounded is equity theory. Equity Theory was proposed by Adams (Msoroka, 2012). The theory proposes that people view th eir world in the form of comparative inputs and outputs. In this case, they calculate what they invest in their job and the benefit they get out of it (Msoroka, 2012). They then make a comparison between their input and beneficial outcomes, on the one hand, and those of their peers, on the other hand (Msoroka, 2012). After this, they develop a ratio of comparison. If their input/outcome ratios are identical to those of their peers, there is unlikely to be tension. However, any noted difference may result in tensions that may negatively impact organizational change processes (Msoroka, 2012). This is thus a social exchange process in which employees expect benefits that are commensurate with their input during work (Msoroka, 2012). The variables that entail the social exchange in the context of an organizational change include resistance to change, commitment to a process of change and justice (Msoroka, 2012). Justice, in this case, is a measure of how an employee may perceive some ou tcomes he or she gets from the organization following his or her input during the change processes (Msoroka, 2012). According to Adam’s theory of motivation, if an employee perceives that he or she has not been treated justly, then he or she is likely to have a negative attitude and behavior towards working in the organization (Msoroka, 2012). Therefore, the Equity Theory can help in understanding how organizational changes affect employees at personal levels. Theoretical Framework This research study will be guided by a theoretical framework. There will be two main forms of variables: independent variables and dependent variables. In a research study, the independent variables are the influencing or cause variables that lead to specific resultant outcomes (Wood Ross-Kerr, 2010). Dependent variables can be described as the principle variables in a research study. They can be defined as the outcomes that a researcher wants to predict by manipulating or causing change in the i ndependent variables (Babbie, 2011; Kothari, 2008). Thus, a researcher’s main aim is to establish the interplay between the independent and the dependent variables. There are also other variables that play a significant role in a research process. These are known as moderator variables. Moderator variables are those variables that have strong contingent effects on the relationship between the independent and the dependent variables (Sekaran Bougie, 2010). It is important to note that the independent variables will be considered to be the organizational changes that take place within the banks that will be studied. The independent variables will be the effects resulting due to independent variables; the dependent variables will therefore, entail the effects the organizational changes have on the employees of the banks that will be studied. It is also important to note that there will be intervening or moderator variables which will determine the type of effects organizational changes will have on employees. The following represents a diagram of a theoretical framework for the study: The main hypotheses for study include: Organizational changes negatively affect the attitudes of employees when they are not involved in the change process. Poor planning and implementation of organizational changes reduce employees’ job performances. The type of leadership enforced during organizational change processes within an organization impacts the beliefs and behaviors of employees. Proposed Research Methodology Research Methodology The study will utilize a qualitative method. A qualitative research is a method of inquiry that is used to gather information related to a deeper understanding of human behaviors. Besides, this method of research study allows personal ideas, thoughts and concepts to be integrated into research findings. A qualitative research method provides very rich explanations of issues that the use of a quantitative research method cannot a llow (Merriam, 2009; Creswell, 2012). Importantly, a qualitative research method yields information about people’s real experiences, feelings, opinions and knowledge (Flick, 2009). Therefore, having considered the type of data required to achieve the objectives of this research study, a qualitative research method is considered to be the most appropriate. Furthermore, the setting of the study will be in the form of a survey research and structured interviews. A survey research is usually utilized to evaluate beliefs, views and sentiments of individuals or subjects being studied. The use of survey research enables a researcher to analyze individuals’ behaviors that cannot be analyzed through other settings, like experimental settings (Andres, 2012). Besides, the study process will also take place in an interview setting. Interviews will be helpful to the researcher in terms of creating an affinity with the participants, hence permitting the collection of adequate inform ation. The survey process will involve identifying respondents in different banks. The questionnaires will then be taken to each bank for the respondents to complete. This approach will be taken because it may be difficult to gather all respondents together in the study process due to their tight schedules at the banks and the possibility of some of them failing to turn up for the study. With respect to the structured interviews, the study will also be conducted in each bank. The interviewees will be asked in advance to spare a portion of their time to participate in the interviews. Each of the interviewees will then be interviewed for not more than 10 minutes. Data Collection Methods During the process of data collection, a triangulated approach will be used. With respect to this, open ended questionnaires and structured interviews will be utilized as instruments of data collection. It is worth noting that a triangulated method of data collection combines a range of data collection techniques that ensure sufficient information is gathered for a study (Samsonowa, 2011). With triangulation, the levels of threats to internal validity are detected and dealt with promptly. This, therefore, results in a stronger research design and more reliable and valid research findings or outcomes (Nykiel, 2007). A sample of respondents will be selected from 8 banks. In this case, a simple random sampling method will be used to recruit 5 respondents from each bank. Thus, in total, there will be 40 respondents for this research study. It is important to note that there is a possibility of some respondents failing to turn up for the study. In this regard, they will still be replaced through a simple random sampling. Simple random sampling is preferred as the most appropriate sampling technique due to a number of reasons. First, the use of a random sampling technique allows every item within a population to have an equal chance of being selected for inclusion in a research study ( Antonisamy, 2010). In cases where a population is homogenous, a simple random sampling can guarantee representativeness within a research study. This implies that there is a high possibility of having a population under study to be sufficiently represented in a research study (Fink, 2006). In addition, a random sampling technique is one of the easiest approaches to selecting sample populations; it is time saving and a cheaper means in terms of cost. During the sampling process, research ethics will be observed. No individual will be coerced to participate in the study. Instead, every participant will be allowed to pull out of the study at his or her own will. Moreover, no form of deception will be used to enlist the participation of respondents. The triangulated instruments of data collection, as earlier mentioned, include structured interviews and open-ended questionnaires.Considering the context of this research study, structured interviews will be crucial to the study since they are usually more efficient than other forms of data collection (Hersen, 2011). Furthermore, the use of structured interviews enables a researcher to administer similar questions in a similar order, thereby ensuring standard responses from respondents (Hersen, 2011). The choice of open-ended questionnaires has also been informed by numerous factors. One of the reasons is that open-ended questionnaires allow respondents to answer questions by providing information according to their own perceptions (Kumar, 2005). Besides, during the study process, respondents are often free to provide as much information as they are able because they are not limited as in the case when they are to answer closed questionnaires (Kumar, 2005). Moreover, another advantage of using open-ended questionnaires is that they enable a researcher to collect accurate data. This happens in two ways. First, it is unlikely that respondents will forget responses they have to provide if they are allowed to respond free ly. Second, open-ended questionnaires ensure that respondents read and understand the questions before giving their response, unlike in closed-questionnaires where a respondent may simply disregard questions and end up providing wrong responses (Kumar, 2005). This happens when respondents are given very many questions with numerous options to choose from. During the data collection process, the respondents will be assured of the fact that the information they will provide on the questionnaires will be kept confidential and that their identities will also be kept confidential. Moreover, the opinion of every participant will be respected. Furthermore, the researcher will respect the time of the respondents, especially during interview sessions. This will be important in terms of gaining their trust and future cooperation. The data analysis process will involve inspection, transformation and cleaning with the aim of highlighting important and useful information. After the foregoing pro cess, the data will be coded. Coding is termed as an explanatory technique that is used to consolidate the data in a methodical fashion and provide a way to present the clarification of the data into specific quantitative techniques. With respect to this, the data will be categorized into themes. The themes of the data will then be coded and entered into a computer system where it will be analyzed through a data analysis program known as SPSS. The statistical techniques to be used include frequencies, chi-square, percentages and other central tendencies. References Alkhaffaf, M. (2011). The Impact of Empowering Employees on Organizational Development: A Case Study of Jordan ICT Sector. Journal of US-China Public Administration, 8(7), 800-820. Allcorn, S. (2005). Organizational Dynamics and Intervention: Tools for Changing the Workplace. New York, US: M.E. Sharpe. Andres, L. (2012). Designing and Doing Survey Research. London, UK: SAGE. Antoniou, A., Cooper, C. (2005). Research Comp anion to Organizational Health Psychology. New York, US: Edward Elgar Publishing. Antonisamy, B. (2010). Biostats: Prin App. New Delhi, India: Tata McGraw-Hill Education. Babbie, E. R. (2011). The Basics of Social Research. London, UK: Cengage Learning. Barling, J., Kelloway, E., Frone, M. (2005). Handbook of Work Stress. London, UK: SAGE. Biron, C., Karanika-Murray, M., Cooper, C. (2012). Organizational Interventions. New York, US: Routledge. Bogardus, A. (2009). PHR/SPHR Professional in Human Resources Certification Study Guide. Winchester, Hampshire: John Wiley Sons. Contento, I. (2010). Nutrition Education: Linking Research, Theory, and Practice. New York, US: Jones Bartlett Learning. Creswell, J. W. (2012). Qualitative Inquiry and Research Design: Choosing Among Five Approaches. London, UK: SAGE Publications. Dean, R. (2008). Leadership Communications and Organizational Change: A Case Study of the Effect of Leadership Communications in Shaping Employee Perceptions of Chang e Efforts at Two Nuclear Power Facilities. Ann Arbor, MI: ProQuest. Fink, A. (2006). How to Conduct Surveys: A Step-by-Step Guide. London, UK: SAGE. Flick, U. (2009). An Introduction to Qualitative Research. London: SAGE. Foster, R. (2007). Individual Resistance, Organizational Justice, and Employee Commitment to Planned Organizational Change. Ann Arbor, MI: ProQuest. Hansson, A., Vingard, E., Arnetz, B., Anderzen, I. (2008). Organizational Change, Health, and Sick Leave among Health Care Employees: A Longitudinal Study Measuring Stress Markers, Individual, and Work Site Factors. Work Stress, 22(1), 68-85. Harrington, J. H. (2011). Streamlined Process Improvement. New York, US: McGraw Hill Professional. Held, D. (2006). Models of Democracy. Cambridge, UK: Stanford University Press. Hersen, M. (2011). Clinicians Handbook of Adult Behavioral Assessment. San Diego, California: Gulf Professional Publishing. Jimmieson, N., White, K. M. (2011). Predicting Employee Intentions to Support Organizational Change: An Examination of Identification Processes during a Re-Brand. British Journal of Social Psychology, 55(2), 330-350. Joseph, B., Chacko, R. (2010). Effects of Organizational Change on Managerial Trust in the Context of Employee Buyout in India. Journal of Military Medicine, 13(3), 170-180. Kothari, C. R. (2008). Research Methodology: Methods and Techniques. New Delhi, India: New Age International. Kumar, R. (2005). Research Methodology: A Step-by-Step Guide for Beginners. London, UK: SAGE. Lewis, L. (2011). Organizational Change: Creating Change through Strategic Communication. Winchester: Hampshire: John Wiley Sons. Malm, J. R. (2008). Six Community College Presidents: Organizational Pressures, Change Processes and Approaches to Leadership. Community College Journal of Research Practice, 32(8), 610-619. Merriam, S. (2009). Qualitative Research: A Guide to Design and Implementation. Winchester, Hampshire: John Wiley Sons. Mittal, S. (2012). Managing Employ ee Resistance to Change: A Comparative Study of Indian Organizations and MNCs in Delhi-NCR Region. Researchers World: Journal of Arts, Science Commerce, 3(4), 60-79. Msoroka, M. (2012). Motivating Workers in Educational Institutions: Adams Equity and Maslows Need Hierarchy Theoretical Implications. Munich, Germany: GRIN Verlag. Nickel, R. (2007). Handbook of Marketing Research Methodologies for Hospitality and Tourism. New York, US: Routledge. Packard, T. (2013). Organizational Change: A Conceptual Framework to Advance the Evidence Base. Journal of Human Behavior in the Social Environment, 23(1), 70-100. Pasmore, W. (2010). Research in Organizational Change and Development. New York, US: Emerald Group Publishing. Patterson, J. (2012). Coming Even Cleaner About Organizational Change. Lanham, Maryland: RL Education. Peacock, D. (2008). Weaving the Web into Organizational Life: Organizational Change and the World Wide Web in Cultural Heritage Organizations. Journal of Arts Management, Law Society. 38(1), 87-99. Russel, D., McGovern, M. (2012). A New Brand of Expertise. New York, US: Routledge. Ryan, R. (2012). The Oxford Handbook of Human Motivation. New York, US: Oxford University Press. Saksvik, P. (2009). Prerequisites for Healthy Organizational Change. Trondheim, Norway: Bentham Science Publishers. Samsonowa, T. (2011). Industrial Research Performance Management. New York, US: Springer. Sekaran, U., Bougie, R. (2010). Research Methods for Business: A Skill Building Approach. Winchester, Hampshire: John Wiley Sons. Singh, K. (2009). Organizational Change Development. New Delhi, India: Excel Books India. Wittig, C. (2012). Employees’ Reactions to Organizational Change. OD Practitioner, 44(2), 20-37. Wood, M., Ross-Kerr, J. C. (2010). Basic Steps in Planning Nursing Research: From Question to Proposal. New York, US: Jones Bartlett Learning.

Silence of the Lambs Climatic Chase Sequence Essays

Silence of the Lambs Climatic Chase Sequence Essays Silence of the Lambs Climatic Chase Sequence Essay Silence of the Lambs Climatic Chase Sequence Essay Story and production elements keep the audience on the edge of their seats during the climatic chase sequence of Silence of the Lambs (SOTL) which sees CS discover BB’s identity and pursue him into his underground lair. Inside JG house CS comes to the realisation that she is in the presence of the serial killer, BB, when the Death’s-head moth lands on the cotton reel. A CU reaction shot of CS expression shows the audience the moment of realisation. BB’s underground lair is a labyrinth of dishevelled rooms each realising something more about his psychosis. The first room that CS enters reveals the dressing room. Situated in the middle of the room under a spot light, reveals the ‘human suit’. Initially CS is shocked to see the subject, first hand, before quickly realising BB is still on the loose. As CS continues to track BB down through the lair, she is on a downward path to find BB. The lighting symbolically gets darker giving each room a particular feel of inhumanity and insanity. The pit in which houses Catherine down a well is singly lit above, creating dramatic shadows, as seen under the eyes of Catherine, the exaggerated effects expresses to audiences how long she has been stuck there for and how mistreated she has been. The medical room shows the extent to which he treats his victims with the green UV lighting highlights how he cuts up the victims limbs and stores them in the tank, after chopping them into pieces on the medical table under the blue light. CS then enters the bedroom in which BB turns of the light and follows her in the dark. Each time CS bursts through the door the camerawork formula shows an objective view from CS, the camera then is on the other side waiting, giving the impression BB is on the other side of the door allowing audiences to see CS’s expression and reaction. When the door opens, CS is holding the gun toward the camera (audiences), building up the suspense and making the audience feel very uncomfortable as if could represent BB point of view (POV)to find that that BB is not in the room. Another component that contributes to building up the suspense is the diegetic sounds. The heavy breathing that we can hear from CS allows us to feel her fear. The humming that comes from the air conditioning, gives an eerie feel, and solidifies that she is in an underground lair with an industrial feel. As the doors are slammed open in the silence, it makes audiences feel as though she is getting closer to BB, where she begins to hear the voice of Catherine, getting louder and louder as she enters ea ch room. These diegetic sounds create a layered, noisy landscape which adds to the audience’s tension. When BB cuts the power and the lights go out CS is observed through BB’s night vision goggles. He takes time to covet her as she struggles in the dark. The camera work switches between objective and subjective. The last thing CS sees is Mrs Littman in the bath. As BB gets slowly closer to BB, an objective view is given as you see more closely, her expressions and fear as she tramples through the darkness. Diegetic sounds are sometimes heightened (volume) then fall away, as each room is entered, its own diegetic sounds are revealed and initially intensified to build suspense. The closer he gets to CS, the louder the score is, highlighting the danger she is in as he is watching her every move. The camera work conveys the major theme of voyeurism and reminds the audience of BB’s desire for transformation. Sound elements aid in the camerawork in drawing out the scene into real time. As BB moves toward CS, the string instruments crescendo, as though CS is pulling the increase in loudness with BB getting closer to her, ultimately reinforcing the dangerous situation and she is virtually doomed. The gunshot exchange between CS and BB is the climatic point of the film. This exchange is very quick in terms of screen time; but packs a punch as it takes place momentarily in pitch black with gunshot flashes illuminating the screen. Once the window is shot out daylight streams into the basement revealing BB dying in the foreground while CS reloads her gun. It is only at this point that the audience can breathe a sigh of relief. The camera work during the gunshot exchange is a shot-reverse-shot as CS turns around in slow motion, in BB’s point of view and then turns to CS point of view as she shoots BB repeatedly, breaking a window and revealing daylight into the room, and allowing audiences to see BB fall to his death. Immediately after the climax the camera travels forward over BB’s face, then moves to the right to frame the Bill Skins Fifth newspaper headline on the wall and finally moves left across the room to rest under the butterfly mobile. This continuously camera sequence efficiently brings the main storyline to a close; BB is dead, he did not get to kill victim No. 6 and he did not complete his female suit transformation. Exterior shots of Catherine walking from the house holding Precious and CS under the arm of CR add to the resolution of the main storyline and also one lamb is saved, a character issue that CS suffers from. As CS is being comforted by CR this shows that she now has a father figure and a role model to look up to, something she hasn’t had in a very long time. CS also finds triumph in a man world as she finds success in solving the case and becoming an FBI agent. It also gives the audience time to think about the closing (denouement). CR congratulates CS and says â€Å"Your father would have been proud today†. HL calls CS to make her aware that he is still on the loose, however, he intends to not see CS again â€Å"I have no plans to call on you, the world’s more interesting with you in it† as he trusts her to not come hunting for him, â€Å"You know I can’t make that promise†, foreshadowing the next instalment and makes audiences believe that there could be a possible interaction between both characters in the following movie. He asks an important question; â€Å"Well Clarice, have the lambs stopped screaming?† the audience is left to ponder this question as a conclusive ‘yes’ cannot be confirmed. The film ends with a continuous crane shot of HL walking from out of the darkness into overcast and naturalistic lighting from the weather, into a crowd (Bahamas) in pursuit of Dr Chilton and revenge; â€Å"I’m having an old friend for dinner†. This crane shot effectively reminds the audience of HL’s freedom and draws their attention to the central character of the next instalment of the Thomas Harris trilogy; Hannibal.