British Cinema and Industry 1980 and Present Essay

British Cinema and Industry 1980 and Present - Essay Example General audiences usually enjoy repetitions of elements that they can recognise from their experience of movie watching along with certain amount of novelty. This paper focuses on the characteristics of British cinema from 1980s to the present. British cinema: genres and themes British cinema is known for distinguished genre and themes that separate it from other national cinemas. There are few Western movies made in the United Kingdom for obvious reasons. British cinema works on putting their own distinctive mark on existing genres and is always inventing new genres and themes. Many British comedy movies have their origin in the era of silent movies when the comedy was slapstick. The British documentary movies have their roots in the 1890s although they have taken their current form in the 1930s . Adaptations from literature have always formed major themes in many British movies. In the 1980s, classic novels almost gave rise to a virtual film industry. This is because such themes an d styles were adored by the audiences. Even today classic adaptations remain high in demand, although contemporary writers are also making their mark in the British film industry. The British film industry was going through an ailing period in the 1980s. The industry was not embraced by the Thatcher administration. The Conservative government did not extend any support to the industry and saw cinema as a â€Å"commercial enterprise which would need to sink or swim on its own†.Margaret Thatcher treated the film industry indifferently and her government passed a Bill in the 1984-85 that abolished a previous law that allowed a percentage of box-office receipts to be invested in the British film industry. ... treated the film industry indifferently and her government passed a Bill in the 1984-85 that abolished a previous law that allowed a percentage of box-office receipts to be invested in the British film industry. The government also abolished the 25 percent tax benefit of film investors. This encouraged the filmmakers to take more economic risks and experience with new innovations. The culture created by Thatcher became implicit or explicit themes in many popular movies of this era (Friedman, 2006, pp.21-22). 1980s was an era of realism in the British film industry and most themes were based on realistic social matters. During this period British filmmakers found specific ways to portray the social problems and matters which they viewed as â€Å"contemporary reality†. Such filmmakers were more often not concerned with the aesthetic depiction of matters concerned with reality. Any issues that concerned the society were reflected and amplified in the movies in the way they were r ecognised by the socially aware filmmakers. In the 1980s, many films were made to reflect the realistic conditions of the working class in Britain. The British film director Derek Jarman saw Britain as a country where morals have perished. He made films like Britannia Hospital (1982) and The Last of England (1987) which reflected the real issues of the prevailing social structure. Although 1980s saw racial riots in parts of London, few movies were concerned with issues relating to racism. One major exception was the documentary movie Handsworth Songs (1986). Unlike the previous decades when women were portrayed only as objects of desire, 1980s was also an era when British movies depicted â€Å"strong female protagonists†. These movies reflected the rising position of women in the British society

Human Resource Management Essay Example | Topics and Well Written Essays - 1250 words - 1

Human Resource Management - Essay Example Analysis of the journey to understand the importance of the HRM is long, but worthwhile as it presents some very interesting facts about organizations. This paper covers my reflections of the functions of the HRM department in any organizational set up. The roles of the HRM department are the most vital in an organization, ranging from planning, staffing, and leading, organizing, and controlling the organization’s work force (Mathis & Jackson, 2010). The process of HRM includes testing, training, planning, compensating, and appraising employees. The employees’ safety and health, and equality are also major concerns of the department. Given the facts above, one would be quick to question the bad image painted on the department. Why do some people consider the department as a psychotherapist clinic of a company or as a mere recruiting office? I think the performance of those HRM departments under criticism did not meet the employees’ expectations and thus the lamen tation. HRM departments are supposed to carry their duties indiscriminately. Equal Employment Opportunity (EEO) and Affirmative actions should be the core of the department’s moral principles. These two guiding principles are the stepping-stones to enhancing positive diversity in an organization. The identification of differences enhances development of an environment that promotes respect. The HRM department should nurtures these differences and use them for the benefits of both the organization and the individual. The government, through reports requirement, has enforced the two policies in both federal and public organizations (Mathis & Jackson, 2010). Federal organizations are required to submit their reports to the Equal Employment Opportunity Commission (EEOC) and the Office of Personnel Management (OPM). Nevertheless, these requirements are fragmented and irregularities with the records often emerge. It is imperative that HRM professionals observe the EEO and Affirmati ve actions policies, from their lifestyles to places of work. A diverse work force will provide creative and innovative workers to drive an organization towards achievement of its strategic goals. In the planning, recruitment and selection, enforcement of EEO and affirmative actions should remain on focus. Potential employees have the right to equal opportunities of employment without prejudice of race, color or religion (Ivancevich, 2006). The recruitment of the employees should be clear of discrimination, and the vacancies assigned to qualified applicants with occasional reference to the diversity ratio. The issue that arises during the planning is the decision to determine candidacy of employees based on qualification or equality. In some situations, the best-qualified candidates are qualified, but represent only a margin of the population. The conflict of equal employment opportunity and affirmative, and the desired employee characteristics arises here. The case scenario is evid ent, as it has occurred in one of my classes. Majority of the students who passed on the course subjects were male. Now, presenting awards to only male students would portray the idea of male chauvinism.