Analysis Of The Movie The Verdict Essay - 953 Words

In the film The Verdict, the opposing attorneys could not be any more different in their approaches to the case. The medical malpractice suit involves a young woman left comatose after childbirth. She was given anesthetics for the operation, after which she began to choke on her own vomit and became deprive of oxygen. Although the legal issue in the central focus of the case, the story is more about each attorney’s journey to the final verdict, rather the case itself. Frank Galvin, a hard boozing, has-been attorney represents the plaintiff in the case. In stark contrast, the high-profile, sophisticated attorney, Ed Concannon, defends the doctors of the Catholic hospital. Each lawyer differentiates himself with distinct tactics, philosophy, as well as personal style. Frank Galvin’s personal style can really be described in two words: pure chaos. How the character can survive in the world, let alone be an attorney is a true mystery. Once a top graduate and a part of a pre stigious Boston law firm, Frank is now barely holding onto to his one and only client in his own firm. The film opens with Frank drinking and wasting his time away on a pinball machine. As the film progresses, Frank is continually shown starting his days with a drink in hand at the machine. His drinking and smoking are about all that are consistent is Frank’s life; his behavior is erratic and impulsive throughout the entire movie. He is late to his meetings with the judge and fails to keep is client updatedShow MoreRelatedLiterary Analysis of the Movie The Verdict Essay1357 Words   |  6 PagesLiterary Analysis: The Verdict Mandi Dersch Galen College of Nursing Literary Analysis: The Verdict People delegate important personal aspects of their lives to professionals, but not without the risks of unethical behaviors. The word Professional makes one think of wealth and power, which can result in corruption; winning by any means necessary. In the movie The Verdict, Frank Galvin plays a lawyer who has reduced himself to being a drunken ambulance chaser (Brown, Harris, Zanuck, amp;Read MoreAnalysis on Twelve Angry Men1086 Words   |  4 PagesAnalysis on Twelve Angry Men The movie Twelve Angry Men portrays an array of group dynamics by including the structure and functioning of groups, as well as the different types of roles each character plays along with their conflicts. The film displays these elements through a jury deliberation and the joint effort and the functioning of several minds together to search for the truth. These are just a few characteristics of group dynamics at work that is seen throughout the film. Group Purpose andRead MoreMovie Paper (12 Angry Men)1493 Words   |  6 PagesCOMM 132 October 2, 2014 Movie Paper (12 Angry Men) In the Movie, 12 Angry Men, 12 jurors were tasked with finding a young man guilty or not-guilty of murdering his own father. In order for the men to fulfill their duty as jurors, they had to come to a consensus of whether the young man was guilty or not by working together, as a group, in order to analyze the trials evidence and testimonies, to then come to an agreement on the defendant’s guilt or innocence. As a group that was formed solelyRead MoreA Few Good Men Legal Analysis796 Words   |  4 PagesA Few Good Men Legal Analysis - Aakriti Gera A Few Good Men is a 1992 American legal drama directed by Rob Reiner. The story follows the court-martial of two U.S. Marines, who are charged with the murder of a fellow marine and the problems faced by the lawyers, of the accused, while preparing their defenses. The Marines are on a murder trial for carrying out a â€Å"code red† order. The movie refers to â€Å"code red† as a type of extrajudicial punishment used for an alleged crime or offense, which is carriedRead MoreMovie Analysis : 12 Angry Men1639 Words   |  7 Pagesstereotypes. One of the main topics in the film involved organized communication within a diverse group.The purpose of this paper is to analyze the importance of cooperative communities while providing different aspects of leadership. Movie Summary The movie 12 Angry Men is a depiction of a jury deliberation in the 1950’s involving the trial of a teenager that is accused of murdering his father. These twelve men were brought together by a random selection process to make a unanimous decisionRead MoreEssay about The Problem of Groupthink in 12 Angry Men934 Words   |  4 Pagesleadership, in addition social background of group members. The third, situational context includes the circumstances of the groups meeting, social roles and expected behavior. This notion is exemplified during the movie, 12 Angry Men. The purpose of this essay is to examine the movie content to display the groupthink symptoms in place. Groupthink consists of eight major factors that occur during the films scenes, as the twelve men debate a premeditated murder court case. All of the factors continueRead More12 Angry Men: Communication Analysis Paper1046 Words   |  5 PagesSPCM 8:00a MWF April 17, 2006 Communication Analysis Paper 12 Angry Men For an in-depth look into the workings of small groups few movies have offered more than the beloved classic, 12 Angry Men. A small group is defined as group of approximately 5 to 12 people who share a common purpose and follow similar organizing rule. 12 Angry Men, as its title suggests, depicts a story of exactly 12 men who form such a group. The movie opens in the first state of Group Development, theRead More12 Angry Men1722 Words   |  7 PagesOrganizational Management 701 February 26, 2015 When this movie was made, no one could have depicted that it would greatly speak of the ever changing dynamics of our world today. Immigration and diversity seem to have plagued the world now more than ever and it is no surprise that the business world has been changed tremendously. When this movie came out in 1957, there wasn’t much diversity as we see it today. Upon watching this movie, various topics covered, ranging from power and influence, ethicalRead More12 Angry Men: an Illustration of Concepts of Organisational Behaviour2175 Words   |  9 Pagesyears later, the movie’s teachings still hold most of their truths. The events shown in the movie can be scientifically explained using concepts of organisational behaviour. Although some of these concepts did not even exist by the time the movie was made, the movie still is an excellent case to study and illustrate them. The reason for this is the isolation of the movie’s characters. All events in the movie ar e triggered by the characters only. There are no external influences nor is there the possibilityRead MoreShaw Shank Redemption1162 Words   |  5 Pagesprison which is in Ohio. The shawshank redemption provides an exciting movie on the life of inmates at the Shawshank prison. The movie draws the attention for audience. As a result, a critique of the movie titled the Shawshank redemption is critical in evaluating how the movie uses different features to explain the message. The film titled the shawshank redemption shows a number of aspects. There are three features which, analysis, evaluation, and defense, are used to review the film. Further, each

Essay about History of Stem Cells - 1407 Words

History of Stem Cells Abstract This paper will be discussing the history of stem cells. There are many different ways to collect stem cells. Stem cells can be used for either right or wrong reasons. People can either use them to cure or to cause harm. Most people use stem cells to cure fatal illnesses. The one researcher that put stem cells out in the science world so people could understand it better was Leroy Stevens. His first encounter with stem cells was with a mouse that had a teratoma. Most people don’t understand the need for stem cells. There are many reasons why we research stem cells. Stem cells can be collected form a wide variety of places. The studies of stem cells have been around for many years. There were many†¦show more content†¦After, exposure to a large amount of the ingredients to make cigarettes, Stevens noticed that each mouse was developing a cancerous tumor, which is called a teratoma (Kelly 23). After the growth of a teratoma, the director of the laboratory, Dr. Clarence Cook Little, encouraged Stevens to continue in this line of research, including exploratory dissections (Kelly 23). Then he found that there were some cells that were normally found in the cardiac muscle and some other cells that did not belong there (Kelly 23). After, that discovery they named it strain mouse 129. Stevens found that many other mice were developing teratomas (Kelly 23). This all indicated that all these mice generated a gene that would develop teratomas. Also, most of these cells had undifferentiated and differentiated cells (Kelly 23). Ever since the research of Leroy Stevens, we have been using different methods to collect stem cells. In the beginning, after Stevens’ research, there were two groups that used different methods for gathering stem cells. One team was from Johns Hopkins Medical School, and their method for gathering stem cells was by using aborted fetuses. The second team from Wisconsin Regional Primate Research Center, and their method for gathering stem cells were by using the left over embryos from in vitro fertilization (Kelly 25). All the good embryos were implanted and only the inferior onesShow MoreRelatedHistory Of Dental Pulp Stem Cells3377 Words   |  14 Pagesrecent progress in stem cell and tissue engineering research. Dental pulp stem cells (DPSCs) are considered a promising population of cells in regenerative dentistry and have been shown to produce dentin/pulp-like tissues following implantation in vivo (Gronthos et al., 2000; Gronthos et al., 2002; Shi et al., 2001). Important ly, DPSCs reside in the microvasculature region of the dental pulp and interact with perivascular cells (Shi and Gronthos, 2003). Therefore, endothelial cells could be a majorRead MoreLegal Issues Regarding Stem Cell Research1666 Words   |  7 PagesStem Cell Research Legislation and Legal Issues: A stem cell can be described as the primary building block of the human body and have become important because of its ability to develop into a different cell type. Due to this ability to develop into different cell types, scientists have continued to build up ways to use stem cells to renew or repair damaged tissues or organs. As a result of such efforts, its expected that stem cell research can contribute to the discovery of new therapies forRead MoreThe For An Anonymous Donor Program985 Words   |  4 Pagesultimate solution is stem cell research. A stem cell can develop into many different types of cells and tissues, each with a specific function in the human body. Stem cells also divide and create new cells on their own. In bone marrow, for example, stem cells can break down old bone marrow, and replace it with new bone marrow. There is also a very interesting history behind stem cells. To begin, the foundation for stem cell science was first created in 1961. When stem cell science was first talkedRead MoreThe Debate Over Stem Cells1159 Words   |  5 Pagesdiabetes? These are just a few examples of the diseases that stem cells can treat. A stem cell is a cell that has the potential to mutate into many different types of cells in the body. Ever since stem cells were discovered, they have gained popularity and started to spark interest in scientists all across the world. Today there is a vigorous battle on the ethics, legalization, and experimentation of stem cells. Although stem cells are still being highly debated, they can open new doors in theRead MoreStem Cell Essay1310 Words   |  6 Pages The logical history of foundational microorganism may be explored as it has unfolded in the course of recent years; and after this, it will swing to a thought of the political history of undifferentiated organism look into. There has been a relentless pattern of researchers progressively taking in the privileged insights of stem cells and having the capacity to apply their new learning to either look into potential medications or really convey powerful medicines to people. In 2001, Bush issued anRead MoreStem Cell Research has the Potential to Alleviate Much Suffering1425 Words   |  6 Pagesthe words of former First Lady Nancy Reagan: â€Å"Embryonic stem cell research has the potential to alleviate so much suffering. Surely, by working together we can harness its life-giving potential.† Stem cell research shows so much promise to help people by treating diseases and other problems through therapy. While it seems as though the clear answer is that we should study stem cells as soon as possible, this is sadly not the case. Stem cell research is an ongoing controversy within politics and theRead MoreThe Evolution Of Stem Cell Research991 Words   |  4 PagesHISTORY: The history of stem cell research starts with the discovery of the cell in the mid 1800s (1). With this discovery, scientists soon discovered that some cells can specialize and become other cells – these cells that can specialize are called stem cells. The phrase stem cell was first used in a scientific fiction novel by German biologist Ernst Haeckel; he used the phrase to describe the fertilized egg that will eventually grow to become an organism. The next notable usage of the phrase wouldRead MoreThe Debate Over Embryonic Stem Cell Research1710 Words   |  7 PagesEmbryonic Stem Cell Research Embryonic stem cells, according to the National Institute of Health, are cells obtained from embryos that are prepared from fertilized eggs which have been collected through the in vitro technique; in specialized clinics. Scientists use the stem cell research to have a better idea about the evolution, aging, and disease. Thus, they keep track of the stem cells progress across the lifetime; this tracking process can help scientists to figure out the genetic mutationsRead MoreStem Cell Research : Stem Cells1416 Words   |  6 PagesSTEM CELLS In this report, I mainly focused on Stem-Cells. You will read about Stem-Cells and its history from the moment this term was known. Also, you will know the Sources, properties, and the types of Stem-Cells. In addition, you will know some of the pros and cons researches about Stem-Cells. Stem-Cells are cells that have the ability to divide and multiply and renew itself. †¢ Sources of Stem-Cells: 1- The first source is Bone Marrow. 2- The second source isRead MoreStem Cell Advocacy Paper : Stem Cells1123 Words   |  5 Pages Stem Cell Advocacy Paper Introduction Stem cells are basically the building blocks of life. Some type of these cells can be engineered into any type of cell in the human body. There are three types of stem cells currently. Adult or somatic stem â€Å"cells can generate replacements for bone and muscle cells that are lost through injury, disease or normal wear and tear.† Another type of stem cells are embryonic stem cells. Embryonic stem cells â€Å"are â€Å"starter cells† that can be coaxed into becoming any

Theory of Motivation free essay sample

Theory of Motivation As the cliche goes, no man is an island. Everything man does is influenced by other men and his environment. Be it in school or at work, the reason why people persevere lies on the desire to achieve a certain goal. Hence, motivation is essential to keep the drive of doing things passionately and effectively. However, the enthusiasm to sustain the dream and keep the motivation alive can be tampered by life’s uncertainties. Given the unique characteristics that each student possess, the amount of effort exerted by an average student does not always equal the amount of effort exerted by an outlier in class, yet the results are the same or sometimes exceeded by the outlier. Perhaps there are instances when studying overnight and not studying at all yielded the same result. These situations affect the level of motivation a student harness when studying. The feeling of unfairness affects how he/she will prepare for the next exam. In the workplace setting, motivation is likewise an important factor to increase productivity. For example, an employee who worked overtime to get the job well done vis-a-vis an employee who slacked off and produced a mediocre output both received the same salary and the same praises from their boss. The hardworking employee might feel wronged upon seeing how his extra effort was overlooked. To give justice to the unfairness he feels, he opts to mimic the other employee, thus also producing a mediocre output. The equity theory of motivation, developed by workplace and behavioral psychologist John Stacey Adams in 1963, is grounded on the concept that employees tend to seek equity or balance in the amount of input they give to their job or relationship with their bosses, and the output they receive. The inputs referred in this theory include college degree, hard work, effort, committment, ability, adaptability, determination, flexibility, skill, loyalty, tolerance, enthusiasm, trust in superiors, support from colleages, personal sacrifice and the like. On the other hand, outputs come in the form of financial benefits like salary, bonuses, and perks, and also intangible benefits such as recognition from superiors, praises, responsibility, job security, good reputation, sense of achievement, personal growth and the like. When an employees inputs outweigh his or her outputs, he or she becomes demotivated and unhappy. To achieve equity, the behavioral response is to balance out the input-output equation by asking for an increase in the output side, or  simply diminishing his or her input. The state of equity lie on the perception of an employee in relation to another employees input and output ratio, which shows that employee motivation is subjective nature. However, an employer or managers role of keeping employees motivated should not be deterred by this notion. Instead, understanding the sources of employee dissatisfaction and demotivation can help managers address the issues surrounding the workplace to allow for a more productive and work-conducive environment. The equity theory is more commonly known as the social comparison theory or the inequity theory since an employee compares his input-output ratio with another employees input-output ratio to determine equity, and an employee who feels inequity or unfairness reduces this through his behavior and attitude towards work. The â€Å"exchange relationship† between work and compensation in comparison with a colleage draws forth discernment of what is fair and unfair. To grasp the intuition behind the theory, four objects must be present which include the person, whose aim is to reduce whatever inequity feeling he or she has; the comparison to other, which pertains to the benchmark person from whom equity and inequity is determined; the inputs and the outputs. According to the theory, a person first compares inputs and outputs with a comparison other, then determines if there is inequity or unequal input/output ratio between himself/herself and comparison other. Basically, the theory assumes that an individual addresses his/her inequity feeling after comparison to others, and remains at the level where equity is achieved. Several ways a person does in reaching equity include altering his/her inputs, altering his/her outputs, distorting his inputs and outputs cognitively, finding a new job, or changing the person of comparison. (Gogia, 2010) In line with this, Huseman, Hattfield and Miles (1987) dissected the equity theory into four basic ideas. First, the notion of fairness is conceived through comparing an individual’s input and outcomes ratio with others. The other does not necessarily require a colleage, because it can also be his/her old self. Comparing the amount of effort exerted and the amount of salary received to a colleage’s or an old job facilitates the judgment of what is fair to an individual. Second, if the compared ratios are not equal, then there is inequity. The two kinds of inequity are underpayment inequity and overpayment inequity. Underpayment inequity happens when an individual deems that his/her ratio is smaller than others, or in other words, his great effort mismatches with the benefit received as compared to another employee. On the contrary, overpayment inequity occurs when a big compensation is received from the little effort exerted, as compared to other coworkers. Third, the greater the difference in inequity, the greater tension and distress the individual feels. The different attitudes people have toward life’s unfairness in general brought about the three kinds of equity-sensitive people namely the benevolents, the equity sensitives and the entitleds, with the benevolents being the most tolerant of underrewards, and the entitleds having the most preference of over-rewards. The equity sensitives just want their ratio to be the same with others, but the entitleds believe that the world owes them, so it is just rightful for them to receive more. Forth, the more intense feeling of tension brought about by inequity, the harder an individual will work to restore equity. This is just like how a more oppressed victim is more thirsty he is to seek justice, if not revenge. The ways in achieving equity varies from person to person. Upon experiencing the feeling of unfairness, the assumption of this theory is that employees will find ways to reduce inequity. The two most typical ways are through behavioral options and cognitive options, where the latter is used more often used since it is both less riskier and easier to do than the former. For behavioral options, the employees change their input to match outcomes like slacking off or leaving work early, changing outcomes to match input by asking for an increase, or perpetrating a crime like theft or fraud, persuading others to change inputs by complaining to superiors, and withdrawal through tardiness, absenteeism or quitting the job. As for the cognitive options, the employee distorts his own inputs or outcomes by underestimating his own performance so that the inputs will match the output; distort the inputs or outcomes of others by thinking that others earn more because they probably deserve it; change the comparison others by choosing a different benchmark for them to feel better. (â€Å"Motivation theories†, 2009) Applying this theory in the government office place gives a clearer understanding as to why in general, government employeees are unmotivated and unhappy with their jobs. Perhaps they have once tried to work dilligently, but only end up with having the same across-the-board incentive as fellow workers who do not work as hard as them. Hence, the Aquino administration came up with the performance-based incentive system to allow a fair compensation to those who deserve to be rewarded. By altering the outcome through a performance-based bonus, government employees try to match their performance to the amount of bonus they wish to receive. Motivation Theories. (2009, April 26). Retrieved from http://www. authorstream. com/Presentation/nsraja_hhh-180607-motivation-theories-education-ppt-powerpoint/. Adams Equity Theory (n. d. ). Retrieved from http://www. mindtools. com/pages/article/newLDR_96. htm. Gogia, P. (2010, September 14). Equity theory of motivation. Retrieved from http://www. businessihub. com/equity-theory-of-motivation/. https://wikispaces. psu. edu/display/PSYCH484/5. +Equity+Theory RRL 4. Why Do Employees Take More Initiatives to Improve Their Performance After Co-developing Performance Measures? A Field Study (Groen, Wouters Wilderom, 2012) Usually, people work more conscientiously when their performances are being monitored, be it in school, at work, or even in playing games. Knowing how grades, scores or output are obtained help an individual’s goal setting and invoke the determination and commitment to achieve the said goal. What more if the employees themselves determine how they are to be rated? Having an opinion and first hand experience in developing performance measure criteria make employees not only feel valued, but also feel a sense of fairness because they know that the criteria they set are attainable and reasonable. Groen, Wouters and Wilderom (2012) conducted a field study to investigate why employees perform better when they are involved in developing peformance measures. The study used the theory of planned behavior, which states that beliefs predict how individuals behave or plan to behave. Gathering data from meetings, interviews, company information data, quantitative questionnaire and first-hand experience in the field in a beverage manufacturing company, bottling line employees were found to be more motivated, have more initiative, and more positively affected by social pressure when they were involved in developing performance measures. The variables examined in the study included attitude towards the job, social pressure from coworkers, capability from personal skills. All these variables were found to positively and significantly influence an employee’s intiative towards his job, thus increasing his productivity. The study showed that productivity and initative of the employees who were aware and had a say on performance measurement criteria improved the departments’ overall performance. 7. Models of Performance-Measurement Use in Local Governments: Understanding Budgeting, Communication, and Lasting Effects (Melkers Willoghby, 2005) Since performance measurement has been emphasized in various literatures, the importance of having them adopted and implemented is no longer debatable. Performance measurement schemes help in understanding the strengths and weaknesses of the organization, and it also serves as an objective basis of planning the budget to be used to fund government projects. The study of Melkers and Willoghby (2005) paid close attention to the usefulness of performance-based information on the operations of the local government in the US, communication, and budgetary decisions. The pervasiveness of performance measurement implementation in the US was also studied through the results obtained from a national survey of city and county administrators and budgeters of nearly 300 governments. Multiple regression analysis was implemented to find out whether dependent variables budget effects, communication effects and lasting effects index were individually affected by independent variables community characteristics, respondent characteristics, organizational culturea and performance measurement characteristics. The results showed that although the use of performance indicators was pervasive, the respondents were apathetic with regards to the effectiveness of these performance measurements for budgetary concerns and operational processes within the government unit. Promoting the Utilization of Performance Measures in Public Organizations: An Empirical Study of Factors Affecting Adoption and Implementation (Julnes Holzner, 2001) It is true that performance measurements are vital for making informed decisions. Both public and private firms need to be guided on a set of parameters that help them determine where they have done well and what areas need improvement. If the government departments are serious  in improving their service to the public, then coming up with a set of criteria and implementing these evaluation criteria would be essential in determining where to start the change. Despite recognizing the importance of having performance measures, there are several issues that impede the development and usage of a performance measurement scheme. The empirical study by Julnes and Holzner (2001) examined the factors that hamper the utilization of performance measurement in public organizations in the US. A sample of state and local government employees were drawn from the Government Financial Officers Association, International City/County Management Association of College and University Business Officers obtained from GASB. A total of 934 questionnaires were sent to state and local government employees across the nation in 1997. The variables used in the survey included adoption and implementation for the dependent variable, and external requirements, internal requirements, internal interest groups, external interest groups, attitudes, risk taking, information, resources, goal orientation, percent unionized, government type and position. Using ordinary least square mulitple-regression analyses, the results of the study revealed that output measures were developed for various programs, but efficiency measures and outcome measures were less developed. Looking at the performance measure usage, the researchers found out that efficiency and outcome measures were less used for strategic planning, resource allocation, program management, monitoring and evaluation, reporting to internal management, electec officials, citizens or media. Aside from these, the researchers’ findings showed that internal requirements, external requirements, goal orientation and access to information positively and significantly affect the adoption of performance measures, while external interest groups and internal requirements positively affect implementation of performance measures, but unionization negatively affect implementation. Overall, the policy of using performance measures would more likely be adopted if it were an internal requirement wherein top management commits to the effort of evaluating government programs. On the contrary, external requirement would not automatically merit the implementation of performance measures since factors such as organizations’ ability, politician’s support, sufficient resources and commitment to the purpose were lacking if not missing. The study suggests that public administrators be aware that performance measure is a two-step process namely adoption and implementation, wherein factors affecting adoption include mostly rational and technocratic theory, while actual implementation are determined by political and cultural factors. The Use of Performance Measurement Systems in the Public Sector: Effects on Performance (Spekle Verbeeten, 2013) Performance measurement information are collected and used in various ways such as strategic planning, budgeting, and employee bonus planning. The immense benefits of measuring performance outweighs the costs of collecting such data, which is why most government agencies have already instilled in their system a peformance measurement mechanism for reference. In the study of Spekle and Verbeeten (2013), the researchers explored whether the pefromance measurement system actually improves or deters organizational performance. They also introduced the concept of contractibility, which means clear goals, undistorted pefromance metrics, managers’ knowledge and control of the transformation process. Public sector organizations that have high contractibility were expected to be better than those organizations with low contractibilty in terms of performance. The test was done through a survey of 101 public sector organizations in the US. The results showed that contractibility influences the way incentive-oriented use of the performance measurement system and performance. More interestingly, the researchers concluded that usign the performance measurement system for incentive purposes negatively influences organizational performance, unless contractibility is high. Disregarding contractibility, performance measurement system tends to enhance performance.