Creative Treatment of Actuality Term Paper Example | Topics and Well Written Essays - 2750 words

Creative Treatment of Actuality - Term Paper Example The traditional cinema gained hold around the world at the turn of the 20th Century. Many communities around the world built different niches within which motion picture was developed and enhanced in order to promote this art form  (Benson, 2013). Primarily, the main role of the motion picture was to entertain viewers  (Benson, 2013). However, with time, the use of television and other forms of the motion picture to educate people was enhanced and promoted throughout communities around the world. One of the earliest views of documentaries was the concept of creative treatment of actuality. This was presented by John Grierson who viewed it as a system of using some degree of creativity to present factual and non-fictional storylines in a way and manner that maintained the originality of the cinema and also educated viewers of the matter that needed to be discussed. The concept of the creative treatment of actuality is about observing life in an art form that brings out the natural aspects of society and this is done through factual films presented in a dramatic form (De Jong, 2013). The creative treatment of actuality was first propounded by John Grierson who viewed it as a form of journalism, presented through the media process. Later on, this concept played a role in defining the actual role and processes of documentaries. â€Å"Documentary film is a broad category of visual expression that is based on the attempt in one fashion or the other to ‘document’ real ity† (Killborn & Izod, 2013, p. 29). In John Grierson's pioneering work, he sought to document the life of a Polynesian girl and her family in 1926. This was done through the use of words, music, images and sound effects that were meant to create an aesthetic and factual appeal (Killborn & Izod, 2013). This is meant to present a lively view of a given situation in order to present a message in a strong way and manner and bring about a high degree of realism to the documentary. However, this includes some creative components that will work together to attain specific objectives and end.  

Native Son :: essays research papers

Character Actions Defines Their Individual Personalities and Belief Systems Richard Wright's novel, Native Son, consisted of various main and supporting characters to deliver an effective array of personalities and expression. Each character's action defines their individual personalities and belief systems. The main character of Native Son, Bigger Thomas has personality traits spanning various aspects of human nature including actions motivated by fear, quick temper, and a high degree of intelligence. Bigger, whom the novel revolves around, portrays various personality elements through his actions. Many of his actions suggest an overriding response to fear, which stems from his exposure to a harsh social climate in which a clear line between acceptable behavior for white's and black's exists. His swift anger and his destructive impulses stem from that fear and become apparent in the opening scene when he fiercely attacks a huge rat. The same murderous impulse appears when his secret dread of the delicatessen robbery impels him to commit a vicious assault on his friend Gus. Bigger commits both of the brutal murders not in rage or anger, but as a reaction to fear. His typical fear stems from being caught in the act of doing something socially unacceptable and being the subject of punishment. Although he later admits to Max that Mary Dalton's behavior toward him made him hate her, it is not hate which causes him to smother her to death, but a feeble attempt to evade the detectio n of her mother. The fear of being caught with a white woman overwhelmed his common sense and dictated his actions. When he attempted to murder Bessie, his motivation came from intense fear of the consequences of 2 "letting" her live. Bigger realized that he could not take Bessie with him or leave her behind and concluded that killing her could provide her only "merciful" end. The emotional forces that drive Bigger are conveyed by means other than his words. Besides reactions to fear, his actions demonstrate an extremely quick temper and destructive impulse as an integral part of his nature. Rage plays a key part in his basic nature, but does not directly motivate the murders he commits. Rage does not affect Bigger's intelligence and quick thinking and it becomes evident during the interview with Briton. The detective makes Bigger so angry that the interrogation becomes a game to Bigger, a game of logic and wills, of playing the stupid negro, and telling the man exactly what he wants to hear.

Champion equality, diversity and inclusion Essay

1: Understand diversity, equality and inclusion in own area of responsibility Diversity means difference. Diversity recognizes that although people have things in common with each other, they are also different and unique in many ways. Diversity is about recognizing and valuing those differences. It therefore consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality and work-style in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age. By recognizing and understanding our individual differences and embracing them, and moving beyond simple tolerance, we can create a productive environment in which everybody feels valued. Equality is about ‘creating a fairer society, where everyone can participate and has the opportunity to fulfil their potential’ (DoH, 2004). Equality means being equal in status, rights and opportunities no matter what their race disability, gender, religion, beliefs and cultural differences, sexual orientation and age. see more:potential effects of barriers to equality and inclusion By eliminating prejudice and discrimination, we can deliver services that are personal, fair and diverse and a society that is healthier and happier.  Inclusion is a sense of belonging, feeling included, and feeling respected, valued for who you are, feeling a level of supportive energy and commitment from others so than you can achieve your best. Inclusion ensures everyone has access to resources, rights, goods and services, and is able to participate to activities. 1.1 Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility There are 2 main models of practice underpinning equality diversity and inclusion: the â€Å"equal opportunities model† and the â€Å"difference and diversity model†. In my role of registered manager, I am responsible for ensuring that all individuals, their families, members of staff, care workers and all those I work in partnership with, are treated equally, with dignity and respect. Within the adult home care setting there is a range of policies which formally sets out guidelines and procedures for ensuring equality. The equal opportunity policy takes into account the rights of all individuals and groups within the settings (â€Å"equal opportunities model†). In my managerial role, I promote equality and uphold individual’s equality of opportunity, individual rights and choice, their privacy, individuality, independence, dignity and respect. I also promote equality of care, and confidentiality. In practice I support each individual wherever needed, inclusion, adapted to the individual needs. I support inclusion by ensuring that, whatever their background or situation, are able to participate fully in all aspects of the care being delivered. Inclusive practices ensure that everyone feels valued and has a sense of belonging. Inclusion in our settings is about providing the same opportunities and access to high quality education as well as valuing differences as something we can learn and be empowered from rather than threatened (â€Å"difference and diversity model†). 1.2 Analyse the potential effects of barriers to equality and inclusion in own area of responsibility There are many barriers to diversity and inclusion. The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is â€Å"a preconceived opinion that is not based on reason or personal experience† thus creating barriers to recognizing equality of rights for all. Cultural barriers can prevent, for example, consideration of spiritual,  relational or dietary needs that do not conform with expected traditional expectations. Religious belief, where different religious beliefs are not taken into account, and minorities are marginalized and not acknowledged.  Other significant barriers could be structural, institutional and personal: Structural, where circumstances create or result in barriers – for example in access to a ‘good education’ adequate housing, sufficient income to meet basic needs. Institutional, where policies, processes, practices sustain an organizational or service culture that excludes certain people or groups. Personal barriers, where staff can hold individual prejudices that influence their practice. These actions may be conscious, but they can often be unconscious or unwitting. Some vulnerable and disadvantaged individuals need more support to ensure their voice is heard and they are able to have power in the decision making process. Within our setting, if potential barriers to equality and inclusion arise, they are flagged and staff has a good understanding of individual customers. Barriers are then removed or minimized – the care delivery is adapted, person centered and where required resources or equipment provided. In order to minimize the effects of these potential barriers, we always ensure that: †¢ All care delivered is appropriate to the age and level of need. †¢ All staff are positively encouraged to deliver care to someone with complex needs in which they might not usually be engaged. †¢ All staff working with those using our service understands the policy on diversity and equality. †¢ We provide all literature in easy to read and large print to accommodate our customer’s needs. †¢ All practices and procedures in the setting are discussed and anything that is identified as  being discriminatory towards any group or individual is amended. †¢ Management has a sound knowledge of diversity, equality and anti-discrimination issues. †¢ We assess and raise the level of awareness amongst the team about diversity and equality issues and practice. The detrimental effect of barriers to diversity and inclusion can foster low morale and lack of motivation in our care workers and customers. Having an awareness of these potential barriers and their effects allows us to address them timely and effectively. 1. EQUALITY ACT 2010 Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society. The act replaced previous antidiscrimination laws with a single act to make the law simpler and to remove inconsistencies. This makes the law easier for people to understand and comply with. The act also strengthened protection in some situations. The act covers nine protected characteristics, which cannot be used as a reason to treat people unfairly. Every person has one or more of the protected characteristics, so the act protects everyone against unfair treatment. The protected characteristics are: †¢ age †¢ disability †¢ gender reassignment †¢ marriage and civil partnership †¢ pregnancy and maternity †¢ race †¢ religion or belief †¢ sex †¢ sexual orientation The Equality Act sets out the different ways in which it is unlawful to treat someone, such as direct and indirect discrimination, harassment, victimisation and failing to make a reasonable adjustment for a disabled  person. The act prohibits unfair treatment in the workplace, when providing goods, facilities and services, when exercising public functions, in the disposal and management of premises, in education and by associations (such as private clubs). The equality act will for instance impact on my role as manager with regards recruitment. You will need to ensure that my job specification does not discriminate against particular groups of applicants. When processing applications you should concentrate on an individual’s abilities to do the job, not their disabilities. Make adaptations to accommodate individual’s differences e.g. working hours, special equipment needs etc. The impact legislation and policy has on the promotion of equality, diversity and inclusion within my setting is ensuring policy and procedures are written and adhered to and carried out within the setting, that all staff has an awareness of legislation and policy surrounding equality, diversity and inclusion in practice.

Profile Analysis Heating And Cooling System - 764 Words

A. Profile Analysis: This user manual delivers an overall idea of a heating and cooling system which is mainly used for residential house. Heating and cooling can account for more than 40% of a household s annual energy consumption [1]. High efficiency cooling and heating system is implemented in new housing building in order to reduce energy bills and the amount of greenhouse gases emissions. The proposed system is implemented to house of 4 people. Details are given below: †¢ Working-class Family of 4 (Couple and two kids) †¢ Husband: Cab Driver – Salary (AU$45,045 [2] annual income less than average Australian income AU$ 66864 [3] ) †¢ Wife: Teacher – Salary (AU$56,403 [4] annual income) †¢ 1 Kid going to School, other to the day care (Ranges from $7,800 to $30,000 [5] annually) †¢ Living expenses (weekly AU$1600 [6]) †¢ House is in the suburbs of city (about 10 Km) where the transportation cost is applicable. B. Operational deployment: The below shown figure shows floor plan of the house where the heating and cooling system intended to deploy Fig(1.1) : Floorplan [7] of the house Area covered Dimensions Bedroom 1 (Master) 3.78 x 3.20 m2 Bedroom 2 2.90 x 3.20 m2 Bedroom 3 2.70 x 2.8 m2 Living room 4.31 x 3.30 m2 Table (1.1): operational area dimensions The table (1.1) shows the length and width of the floor plan where the heating and cooling area is covered. Kitchen, bathroom and laundryShow MoreRelatedBTES Case Study1288 Words   |  6 Pagesestimate the historical aggregate heating, cooling, water heating, and plug load/appliances demand for the apartments. An enabler to achieve this is the interval (hourly) energy and (twice daily) water consumption demand available for each apartment throughout an entire year. The goal will be to use these data to estimate interval heating and water heating loads and then to consider these loads for a BTES application. 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