Writing Assignment #3: Inception

Contents

Inception ………………………………………………………………………………………….1

Introduction……………………………………………………………………………………..…1

Photography…………………………………………………………………………………….…1

Staging ……………………………………………………………………………………………3

Editing …………………………………………………………………………………………….3

Writing Assignment #3: Inception

Inception

Introduction

Inception is a science fiction movie that stars a large group of the well known actors including Tom Hardy, Leonardo DiCaprio, Ellen Page, and Cillian Murphy among others. As Dom Cobb, DiCaprio plays as a thief who commits a corporate intelligence spying. Dom is offered a chance to regain his old life as payment for the impossible, “inception” which includes implanting another person’s initiative into a target’s subconscious. The movies originality, cast, visual effects and score all seem great. The main aim of this essay is to

Photography

It seems that the film was set on an anamorphic format and hence makes it seem realistic despite being a fiction movie. There are several instances of slow motion sequences that seem to have been filmed by a Photo-Sonics camera as every single shot is in the movie. Each of the locations used have a distinctive look, for example, the hotel hallways with their warm hues, van scenes appear more neutral and the mountain fortress appears cool and sterile.

For camera work, there is a scene where Cobb and his partner Arthur make a visit to Saito with the proposal for a dream steal. It is evident that in the scene there is the use of 180’ degree rule when the characters are sited opposite talking to each other. By using of the 180 degree rule, the filmmakers create realism that they are using two cameras making them on the reverse side of the screen. This surely makes it appear as if they have been having/ or are having a discussion by allowing the audience to watch their faces rather than use of an established shot to show the whole scene.

As with other movies, Inception’s touchstone was photographic realism. The idea was basically that dreams feel real while people are in them. The movie has a dream sequence without any redundant surrealism and hence the movie looks more real than it is. This surrealism comes from the environment rather than from the camera or photography in that matter. Due to the nature of the film, we have very high speed photography especially with the use of Photo-Sonics.

In lighting, there is the extensive use of blue in many of Inception’s scenes. Filming managed to stage a multi vehicle car chase in one of the streets in the US that involved a freight car that crashed in the middle of the street. To achieve this, the filmmakers configured a trailer engine on the chassis of a tractor. The replica was made from fiberglass molds and then was matched with the color and design. The whole cinematography point is in three dimensional and the depth cues come from color and resolution. Also, the interior of the building is full of wood, gold and lights mainly to shows that the owner is very rich. Characters in the scene including bodyguards are seen wearing dark and dull clothing showing the seriousness of them and their job.

Staging

Due to the 180 degree rule explained above, we have normally close up shots that allow the viewer to see their facial expressions instead of using a stabled shot that shows the whole scene. This gives a close up view and in the above case; it shows the three men who sat around a table for a discussion.

As with other openings, they consist of conversations that are in ‘shot reverse shot’ which help show characters talking as well as showing their reactions. Here, the camera starts from the first character, then to the next and moves back and forth between characters but by use of the 180 degree rule. This is often useful in showing a close conversation of two people. However, the shots vary from long shots, medium shots and close-up shots to keep variety and keep viewers interested. Inception also uses the shots to showcase the characters that are more important.

Editing

It is important to realize that the manipulation of time as well as space plays a contributing factor in film editing. However, for Inception, the movie tends to not do too much with the editing and saving the best for the last. We have very slow paced shots because the majority of the scenes have many conversations that switch from one to another. However, there are several instances of editing and the movie makes good use of parallel editing helping push the technique to some unprecedented level of depth and complexity.  This helps on not building up much attention. There are some reverse shots and jump cuts here and there but all in all, the editing is very basic but goes with the mood and the story line.

Source : AceMyHW 

Psychology 101

This PSYCHOLOGY. It’s all multiple choices.

 

1. What area(s) of the brain become(s) activated when a person looks at a picture of an unfamiliar person of a different race?

Area of the brain that is involved in emotional vigilance

The amygdala

the hippocampusareas of the brain that integrate visual information and memory

 

get-answers

 

2. The frustration-aggression hypothesis was modified because of research which indicated that:

People always respond to frustration with aggression

Aggression is geneticcognitive factors can override aggression

aggression is an innate, biological phenomenon

 

 

 

3. Which of the following would be an example of an event schema?

not renting an apartment to a lesbian couple

knowing that all chess players are smart

thinking that dentists cause people to feel painexpecting to wait in line for movie tickets

 

 

4. A concern regarding the Milgram obedience study is that of:

mundane realism

appropriate control groups

Ethicsadequate testing of the null hypothesis

 

 

 

5. A technique whereby experimental subjects are told about the purpose and method of the experiment is called:

Briefing

postexperimental discussion

Samplingdebriefing

 

 

 

6. Someone speaks up during a Social Problems class and says, “Abortion is murder.” Which one of the three components was demonstrated by this student?

Cognitive

AffectivePhysiological

behavioral

 

 

7. “I have strong feelings against black olives.” This demonstrates the ____ component of an attitude.

Cognitive

affective

Physiologicalbehavioral

 

 

 

 

 

8. Religious leaders, military officers, doctors, scientists and parents are examples of:

authority figures

conformity inducers

altruistic leadersasocial models

 

 

 

9. A group of friends go out to a Thai restaurant. One of the friends says that he will be in charge of the ordering because, as he puts it, he “knows how this sort of thing is done.” If this is, in fact, the case, the person would be making use of a(n):

self-schema

person schema

event schemasubconscious schema

 

 

 

10. Conserving time and effort through the use of cognitive shortcuts is essential to the:

covariation principle

cognitive miser model

central route for persuasionfoot-in-the-door technique

 

 

 

11. Jeong is having his brain scanned. As the machine is working, he is asked to read words on a screen. He is most likely having a(n):

MRI scan

SET scan

fMRI scanx-ray scan

 

 

 

 

12. Laura decides that the stranger sitting next to her in the restaurant is rich. He is well dressed, has a cell phone, and orders lobster to eat. This illustrates which of the following?

group polarization

need to explain

hindsight biasconsensus effect

 

 

13. Danny thinks he is a good athlete. Thus, he has an athletic self-schema. As compared to someone who does not have an athletic self-schema, it is likely that Danny:

will pay less attention to other athletic individuals

will remember information related to athletics better

will have his schema change if he encounters nonathletic informationwill pay extra attention to information that slightly conflicts with his athletic schema

 

 

14. In explaining a friend’s behavior, you decide that there is high consistency, low distinctiveness, and low consensus. You are most likely to make a(n) ____ attribution.

Fundamental

Situational

External

Internal

 

 

 

 

15. An attribution is a(n):

stereotype

belief

explanation attitude

 

 

 

16. While walking down a crowded city street, we hear someone sound his car horn to try to get traffic moving. If we use actor-observer bias to attribute cause to the horn honking, we will:

believe that we would never use our own horn in traffic

judge the traffic to be very frustrating

remind ourselves that there are drivers on the road who deserve to be honked at once in a while

consider the horn honker to be impatient

 

 

17. When a person takes a public position that is different from their private belief, they are engaging in ____ behavior.

persuasive

synergic

Counterattitudinaloppositional

 

 

 

 

18. Jimmy usually beats Ivan in practice tennis matches, but when he plays Ivan again before a packed house during a tournament, Jimmy plays badly and loses. Jimmy’s poor performance is likely due to:

deindividuation

diffusion of responsibility

social facilitationsocial inhibition

 

 

 

19. If age, sex, and race are controlled, who earns more money?

attractive people

educated people

underweight peopleaverage-looking people

 

 

 

20. In order to convince a freshman that academic problems can be overcome, an instructor must get the freshman to:

attribute problems to temporary factors

attribute problems to innate abilities

believe that a considerable amount of college success is attributable to good fortunelet the instructor assume responsibility for the student’s success for a while

 

 

 

21. Guy believes that if he goes out on a date with a woman he knows and pays for a nice dinner, she needs to have sex with him. He uses verbal coercion to force his date to have sex. Guy is most likely a(n):

acquaintance rapist

anger rapist

power rapistsadistic rapist

 

 

 

22. In Asch’s classic experiment on conformity, ____ percent of the subjects never conformed to the group pressure by giving an incorrect answer on any of the trials.

15

25

35

45

 

 

23. I don’t want to use a great deal of energy and time thinking. So I take the easy way out when it comes to explaining behavior. From a social psychological perspective, I’m a(n):

internal dispositioner

intellectual miser

cognitive Scroogecognitive miser

 

 

 

24. A disadvantage of schemas is that they:

restrict what we attend to, store, and recall

create disorganization within long-term memory

cannot predict how we should behave in social situationsare easily changed

 

 

 

25. Dirk is given a ticket to a college football game. He is happy because he knows that people at college football games scream, drink beer and have a good time. This knowledge is an example of a(n) ____ schema.

event

person

Selfinterpersonal

 

 

 

26. What have researchers found about attractive faces?

Attractive faces come closest to the average face found in the general population.

Attractive faces have large eyes and high cheekbones.

Attractive faces are those that have a square shape.Attractive faces have dimples, small eyes, low cheekbones, and a small forehead.

 

 

 

27. If I look for the causes of your behavior in your disposition and personality traits, and overlook how the situation influenced your behavior, I am guilty of the:

fundamental attribution error

covariation model factor

actor-observer effectself-serving bias

 

 

 

28. If you had a negative attitude towards assisted suicide, then the behavioral component would be:

your dislike and distrust of those who advocate it

voting for politicians who want to make it illegallyyour hatred toward assisted suicide

our belief that assisted suicide is evil

 

 

 

29. “We ought not to vote for a woman for president.” This illustrates:

discrimination

attribution

the covariation modelgroupthink

 

 

 

30. We use the reactions of other people to judge the seriousness of a situation according to which of the following theories?

implicit personality theories

informational influence theory

diffusion of responsibility theorycognitive dissonance

 

Quality

1. Explain why it is difficult to obtain a single, universal definition of quality

The definition of quality depends on the person defining it. Most people have a hard time defining quality although they know it when they see it. For example, one may have an opinion of the best manufacture of the best “quality” cars. This implies that everyone has their own idea of what makes something a quality product for example in terms of cost, reliability, customer service, and name brand based. It will be difficult to define quality in standard and precise terms. As a result, there is no single universal definition of quality. While some people view quality as a performance to standards, other view quality as a product meeting the customer’s needs/ or satisfying the customer.

 

2. Describe the relationship between quality and personal values

While quality can be generally defined as how good, strong and sturdy and worthwhile an item is, value is how much the item is worth.

 

3. Discuss the importance of employees and information technology in the delivery of service quality. Use two examples of service firms to help support your discussion.

The services of employees actually represent the organization in the eyes of the customer and therefore can have an impact on the company’s image and reputation. When the employees’ services provide accurate service, the company gains positive reputation and attains a higher market share.

At the same time, the rapid development of science and technology is fundamentally changing people’s lifestyle and the social modes of production. To remain invincible in the market, organizations should depend both on the development of the physical product as well as on good service delivery. For example, service firms in the hotel industry, with a strong and well developed customer oriented service culture and highlighted employer satisfaction, can influence customer satisfaction and hence influence profitability.

 

4. Identify two key components of service system quality. Explain why these components are particularly important to service system quality (when compared to manufacturing system quality).

Customer feedback: customers are the foundation of an organization’s success in the service industry. It is therefore critical to determine the services of your customer by focusing on groups, buying patterns to determine customer feedback.

Continual quality improvement: this is because quality management systems are constantly improving and it is critical that the system include a constant revision to always improve its QMS. This is done by setting regular reviews to see a sustained customer satisfaction.

 

5. Explain the challenges for top management in implementing the vision, mission, and guiding principles.

In order to take an organization forward, leadership and support from the top management are needed to help achieve the company’s vision and mission. However, how to implement the company vision, mission and performance management with a true outcome focus is always a big challenge for the top management. Management may have challenges in implementing the above from its staff who may be rebellious. Basic disagreements about where to take the company in terms of its vision, mission or its guiding principles means that it is not likely to be effective.

 

 

6. Beginning with the step of customer needs and expectations (expected quality), identify and describe the remaining steps in the customer-driven quality life cycle. (hint: drawing a diagram may be helpful)

 

The basic steps of customer lifecycle are:

  1. Attracting present and new customer
  2. Acquiring new customers
  3. Serving the customers
  4. Retaining the customers

 

 

7. Explain job enlargement, job rotation, and job enrichment. Why are these seen as ways to improve employee satisfaction and productivity?

Job rotation: this is the systematic shifting of workers from one job to another to sustain their interest and motivation. Here, basically the workers who perform the tasks are systematically rotated across various tasks although the tasks themselves stay the same.

Job Enlargement: This is also called horizontal job loading and it involves expanding a worker’s job description to include other tasks previously performed by other workers and after job enlargement, it means workers have a larger job to do than previous task.

Job Enrichment: Job enrichment is a further development of Job Enlargement and Job Rotation and employees are provided with opportunities to advance, achieve and grow.

 

8. Differentiate between value-creation (core) processes and supporting processes. Provide an example of each process.

Value creation processes are the cross functional process which span across the organization, the organization departments or between enterprise and provides a complete end-to-end view of value creation. These core processes are responsible for creation of value/ deliver of product to the company’s end clients.

An example of primary process includes Credit card company’s card application processing and fulfillment process.
Supporting processes are those that are developed to support the core processes and they are directly responsible for providing all that kind of support and resources or simply the infrastructure that is required by the primary processes. These do not directly deliver value to customers although core processes do.

An example of support process is information technology management.

 

 

9. Discuss the major differences between traditional management accounting and activity-based costing.

There are some major differences between traditional management accounting and activity-based (ABC) accounting. Traditional management accounting normally uses a single overhead pool which is a single accumulation of costs that are not directly certain as labor or product costs. this thus includes supply and management expenses, depreciation, allocation for management salaries, etc. ABC uses a lot smaller and more targeted cost buildups that are accumulated based on the “activities” carried out. For example, if a machine setup is needed for the processing of some parts, then only the cost of the parts in the set up are to be included.

 

10. Discuss the concept of best practices.

The concept of “best practice” is broadly used in business management and it implies “the most efficient and effective way of doing things” this implies that the ways make use of minimum of resources but give optimum returns. It is worth noting however that the concept of “best practice” does not mean that the process or outcomes are perfect, nor that there are no constraints on what can be accomplished, but it should indicate that by having utilized evidence based practices (EBP), the best that could be achieved given a specific situation, with a specific set of people and circumstances, resulted.

Training and Development Advice

 

 

 

 

 

Training and Development Advice

Name of student

Name of College/University

Training and Development Advice

Introduction

In each and every organization, there has to be a skilled workforce and it is very essential since the human resources form the backbone of the entire organization. Similarly, the workplace literacy has nowadays taken up extensive definitions to include other aspects apart from the normal three Rs of arithmetic, writing, and reading, or strong working ethics, and physical strength. Present work environments necessitate working with populace from different cultures, capacity to acclimatize to change, skills in time management, capability of working in a team, and also having excellent communication skills. Therefore, the department of Training and Development comes in to existence in organizations so that it can provide training schedules to the workforce and help them develop skill wise and professionally in the different working ranks. This paper intent at giving guidance and directives to all businesses which are in the process of establishing a Training and Development Department, or even to those which would like to improve the effectiveness of their current Training and Development Departments and reveal to them the duties and responsibilities of the department, its importance, and more so the relevant training philosophy to apply.

The training and Development Department analyses the training requests and more so designs, develops, validates, delivers, and evaluates all the training and developmental programs within an organization. Seemingly, the department develops policies, counting pay practices, pertinent to planned human resources’ development programs targeting specific functional groups within the organization such as specialist, and professional training programs, as well as occupation ladder programs. It provides vocation information on particular occupations for utilization by expertise and other personnel for decision making and career planning.  Furthermore, it analyses the occupation needs of particular populations within the organization so as to devise and present programs tailored to advance their abilities, skills along with knowledge.

Training and developing employees presents a principal opportunity to develop their knowledge foundation even though the majority of employers argue that the process is quite time consuming and expensive to the organization. Nevertheless, training along with development provides the business as well as individual employees numerous benefits which definitely make the time and cost a valuable investment. Therefore, the department has significant importance to the human resources and the organization as a whole since it helps in optimal exploitation of human resources. This further aids the personnel to realize their individual goals as well as those of the organization. It helps in development of the workforce skills since it increases career skills and knowledge at every level and assists in expanding the employees overall personality and scope of human intellect. Moreover, it enhances the growth of human resources through the training and development programs put in place and this helps in providing broad structure and opportunity for the improvement of human resources’ behavioral and technical skills along with acquiring personal growth within an organization.

In addition, Training and development is vital in business as it aids in increasing the employees’ productivity and this catapults the business towards attaining its long standing goals. It facilitates or rather incorporates inter-team cooperation, team spirit, and team work. Other aspects which are boosted by Training and Development programs include organizational culture such as learning and effectiveness, organizational climate, improvements in work-life along with quality of work, creating a healthy working environment, improves the overall human resources’ working morale, and most importantly drives the business towards profitability.

Therefore, the department as highlighted above has fundamental importance towards organizational development and effective problem solving and decision making and more so across business features such as better attitudes, loyalty, motivation, and excellent leadership skills are achieved. All these would push or rather propel the business towards success and accomplishment of goals and objectives hence making the department to be quite significant throughout the organization.

The Training and Development Philosophy recommended for usage in business organizations revolve around the belief that training and expert development are major factors in attaining the organization’s mission and goals of being the top notch merchandise producers of high quality products to both local, national, as well as global clientele. Moreover, the business believes in four central beliefs:

  1. That effective growth calls for commitment, skill, and knowledge.
  2. Better prepared human resources interpret into served up consumers.
  3. The superlative training and development programs, efforts, policies are those which permit the participants who in this case are the human resources to transmit whatever they have learnt or acquitted in the training programs directly to the concrete work they are allocated to perform.
  4. Individuals, organizations, and systems all possess the potentiality and call for a continued development and growth.

All the above beliefs build a strong operating philosophy and it definitely decode into instructor based training schemes and professional development inventions such as Electronic-Learning programs which are practice oriented, relevant, and set up in skill-based adeptness.

In order to accomplish the beliefs, professional growth of the human resources has to be associated via the Department of Training and development as the department acts as a medium to inculcate history, philosophy, culture, along with corporate values. The departmental team is quite a precious resource and is looked upon by the entire organization to provide the necessary training and information regarding the entire business in terms of culture, organizational settings, teamwork, and cooperation amongst other relevant facets. Providing regular learning and training opportunities play a fundamental position in enlightening a collegial and professional environment which helps corporations to attract, maintain, and grow the highest excellence associates and human resources. They personnel are an essential investment which allows those involved prosper and eventually leads to improved job satisfaction, process efficiencies, performance excellence, morale, and flexibility to new methods to business and technologies.

The 21st century has been termed as a technological era and business should implement technology oriented programs such as online, external, and internal training programs which provide quite a variety of human resources topics like quality initiatives, team building, customer service, computer skills, communications, and staffing orientation. Seemingly, the Training and development team operating beneath the supervision of the Human Resources’ Vice President, would work in ensuring the value and purpose of training and development goes on to be emphasized through valuable, effective, and consistent programs so as to reinforce the culture of “learning organization” within the corporation.

Training and Development Departments need follow well laid down procedures so as to ensure that they are superbly effective and these elements have to be observed so as to ascertain likeable results. There is need for analysis since training ought not to be undertaken merely for the sake of it. Therefore, to guarantee irrefutable results, it’s usually important to analyze all the skills deficient in the human resources and the business results desired. There has to be distinct, measurable objectives including: overall profitability, retention, sales/revenue, employee satisfaction, productivity, quality, and customer satisfaction since these aspects are the ones to be used in gauging the effectiveness of the programs put in place.

Superior resources have to be deployed which might include outsourcing training professionals since this ensures that the most prolific and excellent expertise who are apparently trained and experienced trainers and are able to help in the whole lot of phases found in the training set: setting up the measurable objectives, devising and executing the training, analysis, and assessing the results. Also, so as to ensure effectiveness in the whole program involving training and development, there has to be results evaluation so as to affirm and institute the transfer of the knowledge attained throughout the training back to job and rate its success.

The government provides numerous grant programs with the aim of improving employee skills such as skills enhancement finances and training acceleration donations and all these funds could improve the effectiveness of the Training and developmental Department since some businesses lack the finances to handle the programs.