The Organizational Theories of Max Weber

The Organizational Theories of Max Weber Bureaucracy is a distinct concept within organizational settings since it exemplifies a working organizational design as per the ideologies of Max Weber. The principles of bureaucracy derive their basis from the organizational practices and theory. It is thus noted that Weber deduced that bureaucratic organizations conformed to streamlined organizational practices and constructs that improved productivity and efficiency. Diverse factors contributed to efficiency and productivity thus a rational career structure that typifies relations among positions. It is equally noted that such positions are arranged in reference to hierarchy thus according rights, responsibilities to the position within the hierarchy. It is noted that Weber stressed that current bureaucracies need to be managed in accordance to the stipulated rules, procedures and policies that can be learnt. Furthermore, a need arises to record events and transactions so that corrective measures can be initiated. In as much as t he current understanding of bureaucracy differs from Webers ideologies, it is crucial to exemplify its ideal characteristics, the roles of power and authority, the models weaknesses and potency. Bureaucracy as per the ideologies of Weber is characterized by specification of jobs consequently illuminating scope of authority, rights and responsibilities. It is crucial to understand the concept of job specification within the constraints of organizational theory since it highlights the strategies required to satisfactorily complete a task. Arguments by technocrats posit that specification of jobs accords a worker the right to engage in practices within the organization thus attaining stipulated objectives. It is also argued that Weber shunned the operational and tactical levels of an organization consequently focusing on the managerial levels thus limiting specialization (Du Gay, 2000). Authority is a distinct concept that exemplifies bureaucracy, it is thus crucial to deduce this concept by analysis of theoretical constructs and literature. First, authority is widely deduced as the legitimate use of power within the constraints of an organization. Such an organization needs to be defined by rules that enhance appropriate relations. Secondly, authority is derived from a position within an organization and not a person. Assumptions made indicate that for a person to reach a position of authority he or she must be subjected to scrutiny. This is with reference to seniority and skills; furthermore, this process should be conducted in a legitimate and organizational based manner. This will consolidate the position consequently making it simple to exercise authority. Another assumption pertaining to authority is that an individual may lose his or her authority, upon deviation from the norms established within an organization (Clegg, Kornberger Pitsis, 2008). This is part of the discipline process and adherence to the stipulated policies, laws and regulations. As illustrated in popular literature, power and authority assumes a personal dimension. This contradicts Webers ideologies on bureaucracy (Daft, 2007). Organizations are consequently urged to strive to enhance legitimate authority controlled by respect for personnel rights and responsibilities. Centralization is a key bureaucratic concept that needs to be explored by drawing reference to the organizational theory. This highlights the organizational level constructs which are cogent and indispensable for a functional bureaucracy. In order to explore this concept further, it is crucial to hypothesize the degree of specialization since it emphasizes distinct roles played by organizational members; thus, centralization refers to the extent to which such roles are correlated. This is by relations that draw their functionality from a familiar central position or set of positions with the ability to issue commands. Organizational theory and literature affirm that the degrees of centralization in organizations are different. This means that some organizations are more centralized thus they have a single center of command through which all decisions pass. This characterizes a typical bureaucracy thus indicating that possible deviations from this concept lack the spirit and letter of Webers ideologies. A key concept pertaining to centralization indicates that growth in bureaucracy is commensurate to increase in the level of centralization. However, when the level of centralization in an organization is high then the ability to communicate among the members is significantly diminished. This is because other aspects of the bureaucratic organizational design such as formalization and specialization are increasingly manifested (Clegg, Kornberger Pitsis, 2008). Additional key arguments pertaining to centralization indicate that large organizations with departments responsible for definite processes are habitually accorded the opportunity to make their own decisions. This means that when organizations become increasingly large, they decentralize in order to enhance competence and productivity. The classical theory provides insight thus comprehending the concept of centralization through reconciliation of the contrary requisites of centralization and decentralization to attain flexibility in the functioning of different constituents of an organization. Several theories and practices as pertains to public administration equally illuminate the concept of centralization. First, it is a move based on increased administrative competency consequently empowering leaders to engage in elaborate decision-making exercises. Secondly, centralization in the public sector is based on the need to provide uniform services to the people. This becomes simpler when the power to make decisions is with a well-defined position (Denhardt, 2007). Rules within the bureaucratic model constitute the formalization process. These are exemplified by processes or procedures that exemplify the goals and objectives of an organization. These rules are derived from written manuals, policy documents or job descriptions that indicate the rights, as well as the duties of personnel. The classical theory indicates that organizations that are more developed rely, on formal structures such as policies and rules, to achieve discipline and concerted efforts. This is because decision making authorities are unlikely to maintain discipline and control through observing the actions of employees. Furthermore, such actions will only result to conflicts and diminished levels of understanding. It is worth mentioning that Webers ideologies on rules are best exemplified when they are formally coded. The rules that specify tasks need to be distinct and specific; furthermore, they need to be achieved by formal categories of personnel who are qualified and c omprehend the nature of the tasks. Hierarchy is an important constituent of bureaucracy since it supports other organizational attributes such as specialization and centralization. Weber highlights a key constituent of hierarchy, which entails span of control and reporting process. This means that there should be a clear illustration of which leader or manager reports to whom. This enhances unity of command or direction consequently exemplifying the principles of management as fronted by Fayol (Daft, 2007). At this point, it is interesting to note that the characteristics of an ideal bureaucracy are related to the aspects fronted by Fayol with regards to the principles of management. In the event that spans of control are diminished thus the employees reporting to a supervisor are few then the hierarchy assumes a tall stature; furthermore, the vice versa is equally true. A key definitive principle of hierarchy indicates that it is an aspect of complex systems, which are likely to evolve rapidly when stable intermediar y forms are exemplified (Morgan, 1995). Diverse positions within a hierarchy require different qualifications; thus, the need to adopt a clear career structure. This means that personnel can only be promoted on the basis of seniority or distinguished performance within the organization. This will enhance the level of respect for the hierarchy within the organization. It is not forgotten that positions in a hierarchy are paid differently since they carry out different functions and roles. Supervision of personnel is a key concept in bureaucracy since it enhances growth of organizations. The process ensures that personnel act in accordance with the knowledge descriptions that exemplify their roles. Supervision as per the administrative theory fronted by Fayol enhances adherence to rules and technical specifications. It is crucial to highlight that supervision draws recognition for the hierarchy within an organization together with the sources of power. Grey and Willmott indicate that organizational supervision is the key to governance within an institution (Grey and Willmott, 2005). In order to accord the supervision process increased influence, it is crucial to train employees on requirements so that the supervision process does not seem like a learning process. Supervision and training reduces the problems that are associated with specialization within an organization thus the need to ensure they are included in organizational processes (Clegg, Kornberger Pitsis, 2008). Power and authority play distinct roles within an organization as exemplified by the bureaucracy model. It is notable that the cornerstone of any organization that enables it achieves its goals and objectives are the people. This means that power and authority focus on enhancing relations among people. This concept is further exemplified by the argument, which states that loyalty in an organization is directed towards a position and not personalities. This culminates in the impersonality of relations thus focusing on objectives and roles. An additional argument indicates that exercising power and authority in reference to Webers principles means that rules, directives, and discretion are applied uniformly (Daft, 2007). This is concerning definite situations in organizational settings. In the end, this positively influences organizational practices thus facilitating growth. Secondly, power and authority is instrumental in enhancing communication within an organization (Daft, 2007). This is concerning communication theories within organizations, which highlights that top leaders usually surround themselves with loyal executives. This is to stay in touch with events taking place within organizations. It is further acknowledged that authority makes it simple to issue directives to this effect. Furthermore, authority and power makes it simple to build alliances since it enhances unity in direction. Consider the following hypothesis; a management team that supports a leaders decisions and policies contribute to the alliance building within an organization. This ideology works in a reverse direction since lower-level managers can exercise greater authority. This enhances building alliances especially when they relate positively with their superiors. Empowerment is a theory explored within the organizational setting that differs significantly from Webers ideologies; however, technocrats argue that it exemplifies bureaucracy in light of the changing organizational environment. It entails pushing power and authority down the organization to enable the lower-level managers to achieve their target. This eventually contributes to the attainment of organizational goals and objectives (Daft, 2007). Power and authority in this scenario aids in the sharing of responsibilities and delegation of roles. In order to attain significant empowerment levels in an organization, it is crucial that, employees receive information concerning the performance of an organization. Secondly, employees need to draw sufficient power to make decisions (Daft, 2007). Thirdly, employees need to have abilities and skills to make use of the power accorded to them. Resource dependence as a theory exemplified during the 1970s exemplifies the role of power and authority in an organization (Clegg, Kornberger Pitsis, 2008). It states that these aspects define the organizational structure by highlighting organizational considerations. This theory departs from the traditional explanations that expound the formal structure. It is noted that this status is achieved when power and authority are utilized to maintain organizational autonomy. This eventually makes an organization stand out, upon comparison to other entities in the society. Power and authority necessitates a shift from productivity and efficiency as the sole determinants of the success of an organization. It exemplifies the fact that efficiency can only be attained when relevant entities exercise power so as to achieve control and command. It is thus reinstated that power and authority exemplifies an organizations structure making it distinct. This makes it stand out in the market, a facto r that contributes to success and proper positioning. It has been fronted within organizational settings that Fayols theory with regard to management functions can only be attained when power and authority are exercised with reference to bureaucracy. It is necessary to mention the management functions which include planning and control; furthermore, organizing and leading are equally crucial. These functions can only be attained when a leader, executive or related personnel within an organization can exercise authority consequently wielding substantive power. The strengths of organizations that are aligned to bureaucracy are best illustrated by the specialization of tasks. Literature indicates that this enables employees to gather skills on a particular activity within an organization consequently doing it well, upon comparison to job rotation which culminates in diminished specialization levels. It is thus noted that this model augments the efficiency with which tasks are handled in an organization. It is necessary to illustrate the Japanese theory of management, which advocates for job rotation and its effects on an organization (Grey and Willmott, 2005). This can be summarized as lack of specialization such that tasks are accomplished by persons who lack refined knowledge. It is further noted that Webers ideologies on specialization can be equated to Fayols administrative theory. The second strength of bureaucracy is exemplified by the principle of a well-defined career structure. This means that promotion to a senior level or position within a hierarchy is attained on the basis of seniority or attaining the relevant qualifications. It is affirmed that this accords legitimacy to the authority and power wielded by positions within an organization (Grey and Willmott, 2005). Thirdly, bureaucracy allows for the incorporation rules and procedures that guide the actions of employees within an organization. These rules equally stipulate the rights of such employees. This ultimately reduces the need for supervision by observing employees and deducing changes in their performance and attitude. Literature analyzed from organizations such as the UPS, in US indicates that formalization thus initiation of rules and procedures positively influences other processes (Daft, 2007). These processes include specialization and standardization; furthermore, discipline in an organi zation is wholly dependent on the ability to focus on formalization. Finally, bureaucracy propagates hierarchy consequently contributing to respect and adherence to the concepts of scalar chain as exemplified by Fayol. However, Weber failed to forecast a circumstance when a junior person within the hierarchy may need to contact a higher authority, upon notification of his or her immediate boss. This means that scalar chain as exemplified by Weber draws its foundation from hierarchy (Castells, 1996). The benefits of the hierarchy are illustrated exercising power and authority. The weaknesses associated with the bureaucratic model are numerous; however, the most significant entails focusing on the rational and instrumental aspects of human beings. It thus forgets that emotions and societal aspects also affect an organization. This model fails to address moral personality as a determinant of the success of an organization. It is worth mentioning that such a weakness is addressed later in history by Elton Mayo, as exemplified by the human relations theory. This deduces that an organization needs to exist as a technical, social, and economic entity consequently addressing the needs that come with such a position. Secondly, bureaucracy poses a challenge when it comes to the ethical comportment of an organization (Du Gay, 2000). Weber illustrates that this model is a manifestation of ethics since personal capacities are exemplified. However, counter arguments indicate that focusing on leaders and managers consequently forgetting the tactical level amounts to unethical practice. Thirdly, bureaucracy is associated with difficulty in making decisions and executing strategies. This is in light of competitive pressure from an organizations external environment and quality management. Furthermore, increase in the knowledge based roles indicates that decisions need to be made swiftly. This calls for decentralization with the aim of empowering teams and groups so that they can engage in decision-making processes. Consider the following argument that exemplifies the concept mentioned above. Swift decision-making, managing eminence at the point of production and provision of services at the location of customers means that decisions must be made at the lower-levels of an organization (Clegg, Kornberger Pitsis, 2008). These ideologies depart from the principles highlighted by Weber thus highlighting a weakness. Lastly, bureaucracy is cumbersome when poorly executed. Consider General Motors bureaucracy, which is faulted for its inefficiency and diminished productivity. The regional managers indicate that it is impossible to run their branches when directives come from headquarters. These managers have to wait for a long time to receive authorization thus influencing the process (Daft, 2007). Weber visualized an efficient organization that is capable of meeting its objectives through adhering to the concepts of bureaucracy. In conclusion, Webers ideologies focused on a structure of authority that enhances order within an organization. He thus indicates that the model values accountability, precision, reliability and productivity. However, bureaucracy is currently mistaken for officialdom and circumstances associated with red tape. It is noted that organizations currently employing bureaucratic strategies are embroiled in organizational inefficiencies. This is partly attributed to the fusion of this model with unrelated practices. The success of this model is dependent on the effectiveness with which power and authority are exercised in diverse organizational circumstances.

Hr Policies of Ibm by Bal Essay

About ibm IBM is a global technology and innovation company that stands for progress. With operations in over 170 countries, IBMers around the world invent and integrate hardware, software and services to help forward-thinking enterprises, institutions and people everywhere succeed in building a smarter planet. IBM has been present in India since 1992. The diversity and breadth of the entire IBM portfolio of research, consulting, solutions, services, systems and software, uniquely distinguishes IBM India from other companies in the industry. IBM India’s solutions and services span all major industries including financial services, healthcare, government, automotive, telecommunications and education, among others. As a trusted partner with wide-ranging service capabilities, IBM helps clients transform and succeed in challenging circumstances. IBM has been expanding its footprint in India – and has a presence in over 200 cities and towns across the country – either directly or through its strong business partner network. IBM India has clearly established itself as one of the leaders in the Indian Information Technology (IT) Industry – and continues to transform itself to align with global markets and geographies to grow this leadership position. Widely recognised as an employer of choice, IBM holds numerous awards for its industry-leading employment practices and policies. IBM has one of the largest professional workforces in the world today. And what we bring to market is the expertise of our people, a workforce which is responsive to market requirements, with the skills and expertise to deliver value to clients, is resilient to market forces and delivers strong leadership. IBM has retained its position as one of the World’s Top Employers of Choice over these years because of its three-fold initiatives for the employees: * Capability: Rigorous and ongoing career/skills development programs * Climate: A challenging, empowering work environment, with world-class infrastructure * Culture: Sensitive to a global workforce The attributes that qualify these 3Cs are the Top Reasons that people come to work at IBM. IBM HR Policies 1. Global employment standards At IBM, we have always set high standards for the way we conduct business – in areas from corporate and social responsibility to sound business ethics, including compliance with all applicable laws and regulations. These Conduct Principles apply to all IBM employees. However, they are not meant to describe the full scope of IBM human resource policies or practices. More detailed statements of policies, procedures and practices are contained in documents such as the IBM Business Conduct Guidelines. Employees are required to comply with all IBM policies, procedures and practices at all times and are responsible for consulting their management if they have any questions. Our goal is to ensure full compliance with these principles by IBM managers and employees. A companion to this document, the IBM Supplier Conduct Principles, governs our relationships with and standards for IBM suppliers. . Forced or involuntary labor IBM will not use forced or involuntary labor of any type (e. g. , forced, bonded, indentured or involuntary prison labor); employment is voluntary. 3. Child labor IBM will not use child labor. The term â€Å"child† refers to any employed person under the age of 16, or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest. We support the use of legitimate workplace apprenticeship, internship and other similar programs that comply with all laws and regulations applicable to such programs. 4. Wages and benefits IBM will, at a minimum, comply with all applicable wage and hour laws and regulations, including those relating to minimum wages, overtime hours, piece rates, nonexempt or exemption classification and other elements of compensation, and provide legally mandated benefits. 5. Working hours IBM will not exceed maximum hours of work prescribed by law and will appropriately compensate overtime. Employees will not be required to work more than 60 hours per week, including overtime, except in extraordinary business circumstances with their consent or where the nature of the position requires such work, as for exempt employees and employees in executive, managerial or professional positions. In countries where the maximum work week is shorter, that standard shall apply. Employees should be allowed at least one day off per seven-day week. 6. Nondiscrimination and harassment IBM will not discriminate in hiring, promotion, compensation of employees and employment practices on grounds of race, color, religion, age, nationality, social or ethnic origin, sexual orientation, gender, gender identity or expression, marital status, pregnancy, political affiliation, disability or veteran status. IBM will create a work environment free of discrimination or harassment based on race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age or veteran status. . Respect and dignity IBM will treat all employees with respect and dignity and will not use corporal punishment, threats of violence or other forms of physical coercion or harassment. 8. Freedom of association IBM will respect the legal rights of its employees to join or to refrain from joining worker organizations, including labor organizations or trade unions. IBM complies with legal requirements worldwide regarding employee and third-party involvement. IBM respects the rights of employees to organize, and makes managers at all levels aware of those rights. The company’s long-standing belief is that the interests of IBM and its employees are best served through a favorable, collaborative work environment with direct communication between employees and management. IBM endeavors to establish such favorable employment conditions, to promote positive relationships between employees and managers, to facilitate employee communications, and to support employee development. 9. Health and safety IBM will provide its employees with a safe and healthy workplace in compliance with all applicable laws and regulations. Consistent with these obligations, IBM will have and will implement effective programs that encompass things such as life safety, incident investigation, chemical safety, ergonomics, and will provide safe standards of health and safety in any housing and transportation provided for our employees by the company. 10. Protection of the environment IBM is committed to worldwide leadership in environmental protection.

The Most Popular Word Of Fuck - 1235 Words

Out of all the words that start with an F, fuck is the only word that is considered the â€Å"F word†. There are many origins of this word, some may appear to be true due to the way we use this word in context today,but don’t be fooled, quite a few origins of this word are actually false. Fuck has taken place of many words throughout the years, but this generation is breaking tradition. I think this word will be around for a long time and sooner or later it will be part of our daily vocabulary. A study on Facebook shows that within three days, the word fuck is used over 9.5 million times, and the numbers are growing more and more each day. (â€Å"The Most Popular Swear Words on Facebook†) The origin of fuck has been misunderstood for many years. One†¦show more content†¦Anytime the word fuck was used before the 15th century it was used to describe a type of hit or strike during a fight. (â€Å"Etymology of Fuck†) (â€Å"On the Origin of Fuck†) The word â€Å"swive† meant to have sexual intercouse back in the day, swive was the equivalent to fuck now-a-days. The word swive came from the Middle English, but isn’t used as consistently as it was back then. Then, â€Å"shag† came in place of swive in the 18th century and used mostly by the British. Fuck was first used in the Austin Powers film, many people boycotted the film and tried to get it banned from being played in theatres, but the complaints were not upheld and the movie continued to be made. (â€Å"The Definition of Shag†)(â€Å"A Fucking Short History of the F-Word†) There are many different meanings of the word fuck. The most commonly used definition of the word fuck is to ruin or damage† which is used as a verb. An example of the word fuck used in context would be â€Å"Oh fuck! I just stubbed my toe!† The second most commonly used definition is â€Å"to have sexual intercourse with someone† in which the word is also used as a verb but, on occasions, it can also be used as a noun. An example the sexual version of fuck used as a verb in a sentence is, â€Å"I would fuck Libby, if I wasn’t married to Martha.† Fuck can also be used as a noun, when used as a noun it is an act of sexual intercourse. An example of the noun version of the word fuck is, â€Å"Caroline and I had a fuck in my

General Vs. Realidad Economica - 1866 Words

TEORIA DEL EQUILIBRIO GENERAL VS. REALIDAD ECONOMICA Julià ¡n David Rueda Sosa INTRODUCCIÓN En este ensayo se realizara una presentacià ³n de la comprobacià ³n que diferentes autores heterodoxos y de forma crà ­tica han realizado sobre el modelo mà ¡s potente de la ciencia econà ³mica neoclà ¡sica: la teorà ­a de equilibrio general Walrasiano . Con ello, se pretende mostrar la necesidad de una enseà ±anza de la economà ­a en la que tengan cabida el estudio de las teorà ­as alternativas o heterodoxas, como la constatacià ³n de que la ciencia neoclà ¡sica tiene problemas para representar la realidad econà ³mica. Por otra parte se expondrà ¡n las deficiencias que tiene la TEGW para responder a la pregunta de Smith sobre la viabilidad de los mercados y se mostrara porque los resultados de esta teorà ­a no guardan correspondencia con las caracterà ­sticas de una sociedad de mercado pura planteada por Smith. LO PLANTEADO POR SMITH La ciencia econà ³mica se cimienta sobre los intentos de dar respuesta a la pregunta planteada en el siglo XVIII por A. Smith. El economista ingles se indagaba sobre las condiciones y procesos de la coordinacià ³n mercantil entre individuos descentralizados  ¿Es viable un orden social que funcione respetando el egoà ­smo de los individuos? Adam Smith estaba convencido que una organizacià ³n econà ³mica liberal era la ideal para permitir obtener un resultado à ³ptimo, pues a pesar, de que los individuos està ¡n motivados por intereses propios, la â€Å"mano invisible† los empuja a obtener resultados yShow MoreRelatedLiderazgo Y Clima Organizacional4542 Words   |  19 Pagesentre à ¡reas †¢ Variables personales como aptitudes, actitudes, motivaciones y expectativas †¢ Y finalmente variables propias del comportamiento organizacional como la productividad, rotacià ³n, ausentismo, satisfaccià ³n laboral, estrà ©s, entre otros. En general estas variables constituyen, en el concepto de Rodrà ­guez (2006) y Alcover de la Hera (2004) todo alrededor de la organizacià ³n excepto el que hacer especifico de la misma. De manera que hablar de personalidad o de esencia describe muy concretamente

The Career Of Communication By Dr. Robert Harrison Essay

Careers in Communication COM 499 – Independence Study Directed by Dr. Robert Harrison In life, there are times when we choose our challenges and other times when the challenges simply choose us – Travis Roy. I don’t remember what happened to me, I was told I was hit by a car. I was placed in a medically induced coma, for a month. Slowly, the doctor lowered the sedatives to see how I can breathe on my own, within six weeks everything was removed. I woke up; there were family and friends around my hospital bed. I was confused because I had no idea what happened. Mom and Uncle Ray told me stories about how angry I was and would try to get out of bed. I’m still angry because I haven’t come in person with the person that changed my life around in just a few seconds. Mom told me, Forgive. I’m not there yet. I’m sure one day I will but for right now I have to focus on my career. There are times when I’m depressed and don’t want to be bothered. I just want to walk again. I’m thankful I have been given a second ch ance at life. I’m grateful for the host of family and friends whom supported me through prayers, emotionally, morally and financially. I know it was the grace of God, and my will to live. As far as my career goals; there are two areas in which I would exercise my communication skills in: Basketball coaches or Deaf Service Specialist. What inspires and motivates me the most is sports. I love basketball. When I’m on the fields, I think about nothing but winningShow MoreRelatedA Day I Was Hit By A Car Essay1708 Words   |  7 PagesOdell Armwood COM 499 Independent Study Dr. Robert Harrison 7/20/2015 In life, there are times when we choose our challenges and other times when the challenges simply choose us – Travis Roy. I don’t remember what happened to me, I was told I was hit by a car. I was placed in a medically induced coma, for a month. 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American Film History 1930-60 Free Essays

The chief technological innovation during the 1930s was the development of deep focus cinematography. Deep focus involved the expansion of depth of field, resulting in images that maintained sharp focus from objects in the extreme foreground to those in the distant background. Deep focus was achieved by filming with extremely wideangled lenses whose apertures had been stopped down. We will write a custom essay sample on American Film History 1930-60 or any similar topic only for you Order Now This sort of cinematography was made possible by a variety of developments in related fields of film technology. In 1939 the introduction of lens coatings, which permitted 75 per cent more light to pass through the lens to the film inside the camera, enabled cinematographers to decrease the lens aperture an additional stop, facilitating greater image definition. The results of these developments can be seen in Orson Welles’ Citizen Kane (1941). This and other films which were shot in exteriors took advantage of relatively short focal-length lenses and abundant sunlight to produce ‘deep’ images. According to this new code, the film stock’s greater sensitivity to the full range of colours signified a greater realism. On Citizen Kane the Toland style is most pronounced, most systematically and effectively employed, and most widely recognized. Although he had been refining his methods in the films with Wyler and Ford, Toland had yet satisfactorily to combine his technical and stylistic interests within a single picture. He saw Citizen Kane as a chance to experiment on a large scale. In a June 1941 article in Popular Photography entitled â€Å"How I Broke the Rules on Citizen Kane†, Toland related that ‘the photographic approach †¦ was planned and considered long before the first camera turned’, which was itself ‘most unconventional in Hollywood’, where cinematographers generally have only a few days to prepare to shoot a film. Robert L. Carringer, in his indepth sudy of the production, writes that Welles and Toland ‘approached the film together in a spirit of revolutionary fervor’, and that ‘Welles not only encouraged Toland to experiment and tinker, he positively insisted on it’ (Nowell-Smith 45). The work indicated something of a shift to a more documentary-style realism. Citizen Kane was, then, an opportunity for Toland to make flamboyant deep focus identified with his own work. Welles had come to Hollywood with no professional film experience, and (according to Welles) Toland had sought out the Kane assignment. After the filming was completed, Toland was at pains to claim several innovations. For greater realism, he explained, many sets were designed with ceilings, which required him to light from the floor. Since the sets were also deep, he relied on the carrying power of arc lamps. Furthermore, since Welles and Toland had decided to stage action in depth, Toland sought great depth of focus by using Super XX film, increasing the lighting levels, and using optically coated wide-angle lenses (Bordwell 45). The result shifted the traditional limits of deep space. In yielding a depth of field that extended from about eighteen inches to infinity, Toland’s ‘pan-focus’ made it possible to have a sharp foreground plane in medium shot or even close-up and still keep very distant background planes in focus. Fifty years on, Kane remains contentious. French critic Andre Bazin, who saw it in 1946 at the same time as Italian neo-realism, argued that its extensive use of deep focus promoted the reality of the phenomenal world of the film, but subsequent critics have noted that the film is also highly self-conscious, artificial, and even baroque. The use of deep focus was not unique, and director of photography Gregg Toland had already experimented with it on other productions. Welles’s role as ‘author’ of the film has also been hotly contested, notably by Pauline Kael (1974), who argued, probably incorrectly, that the script was solely the work of Herman J. Mankiewicz. But even if Kane was not completely novel in its structures or techniques, it remains the fact that these techniques are masterfully integrated in the film’s complex texture. Bazin, for example, argued that Citizen Kane was a film of high quality in that it was a film of realism. Realism was an axiom of his aesthetic position. But the statement which links this axiom with the specific aesthetic judgement of Citizen Kane raises problems. The realism of the film, Bazin argues, derives from its use of deep-focus photography and minimal cutting. Such techniques minimize fragmentation of the real world. The trouble is that this could be a definition of realism as nonfragmentation, or an assertion that films employing such techniques are perceived as more real. The latter, unlike the former, is open to empirical test, although Bazin uses it as a selfevident aesthetic judgement. Thus, although there is nothing inherently wrong with the argument, it does involve different sorts of statements with consequent different criteria of adequacy. Bazin does share a considerable admiration for the achievements of Italian neo-realism; in particular. And yet Bazin rarely falls into the trap of seeming to formulate a puritan aesthetic which will include neo-realism at the expense of all else. Unlike Kracauer (formally, at least) he admits to different forms of realism. Thus, for example, the distinction he draws between the ‘documentary’ realism of Scarface and the ‘aesthetic’ realism of Citizen Kane, both forms allegedly finding their unification in La Terra Trema (Bordwell 90). This willingness to speak of different types of realism can lead to problems in interpreting his position. In Signs and Meaning in the Cinema, Wollen takes to task two contemporary inheritors of Bazin’s views (Barr and Metz) over their opposition of Rossellini and Eisenstein. The villain for Bazin, he points out, was not Eisenstein, but German Expressionism. But the real problem is that at different times, and in different ways, Bazin occupies both positions. He starts life invoking a case similar to Kracauer’s in favour of a ‘purist’ realism. But this proves too limiting for his much more catholic tastes, and so he also develops a second case as spatial realism. Unfortunately, he never really brings the two conceptions face to face; never really resolves the strains between them. It seems useful here to take a closer look at these basics of his argument: The realism of the cinema follows directly from its photographic nature. Not only does some marvel or some fantastic thing on the screen not undermine the reality of the image, on the contrary, it is its most valid justification. Illusion in the cinema is not based as it is in the theatre on convention tacitly accepted by the general public; rather, contrariwise, it is based on the inalienable realism of that which is shown. All trick work must be perfect in all material respects on the screen. The `invisible man’ must wear pyjamas and smoke a cigarette (Bazin 108). Andre Bazin puts Welles in his pantheon of realist directors, along with Renoir, Rossellini, De Sica, Stroheim, Flaherty, and even Murnau (whom he praises for choosing the moving camera over editing in the construction of many of his filmic scenes). Yet Citizen Kane is also a film in the tradition of German Expressionism. Like Murnau, Welles externalized the subjectivity of his characters (and especially of Kane) by means of psychologically charged settings, acute camera angles, distorting lenses, and disconcerting camera movements (Tudor 56). The demented architecture of Xanadu in the mist-enshrouded shots at the beginning of the film recalls Howard Hawks’ Scarface (1932). Near the end of the film both Susan and Kane are dwarfed by the oversized ornaments and statuary that furnish Xanadu, and serve as external projections of Kane’s inner deadness and mindless materialism. The gargantuan rooms through which their voices echo—they nearly have to shout at each other to be heard—reflect the distance that has grown between them. When Kane steps into an enormous blazing fireplace and informs Susan that â€Å"Our home is here,† he metaphorically becomes the host of hell. After Susan leaves him, Kane, now utterly alone, wanders past a structure of double reflecting mirrors which reflect his image into infinity. As far as he looks, all he can see are images of himself, a perfect physical representation for a man trapped within his own narcissism. Welles also used extreme camera angles and strange camera movements in conjunction with his expressive mise-en-scene. In the year of its release, Citizen Kane was a radically experimental film—fully twenty years ahead of its time—and was widely recognized as such by American critics. Citizen Kane is surely the most celebrated and analyzed of all English language films and, arguably, the greatest – at least as measured by periodic surveys of critics and scholars. We saw that in the 1940s a realist aesthetic somewhat modified classical practice. This was conceived as partly an ‘objective’ verisimilitude, especially of setting and lighting. Location shooting, taken in conjunction with low-key (‘mood’) lighting, helped define one distinct postwar cinematographic practice. This practice did not fundamentally violate classical principles of causal and generic motivation. This conception of ‘realism’ also owed something to a standardization of deep-focus shooting. Certain traits became common to many ‘realistic’ films of the 1940s and 1950s. Finally, Bazin sees both forms of realism in spatial realism of Welles. Certainly Citizen Kane preserves the unity of space through Toland’s deep-focus photography. Certainly the cuts are minimized by use of dissolves and joins across the soundtrack. But Welles is, nevertheless, the true inheritor of expressionism, the specialist in the distortion by camera angle, the mysterious shadows once painted but now created through lighting, the grotesque, and the baroque. Works Cited Bazin, Andre, What is Cinema? op. cit. Bordwell, David, The Classical Hollywood Cinema: Film Style Mode of Production to 1960. Routledge: London, 1988. Nowell-Smith, Geoffrey The Oxford History of World Cinema. Oxford University Press: Oxford, 1997. Tudor, Andrew, Theories of Film. Viking Press: New York, 1974. How to cite American Film History 1930-60, Papers

Indigenous Health Care Policies and Approach †Free Samples

Question: Discuss about the Indigenous Health Care Policies and Approach. Answer: Introduction The universal human rights declaration advocates for the right to good health, it states that everyone is entitled to get the care they need, at any time they need it in a friendly way that makes them feel comfortable and to eventually achieve the desired results that are worth the value of their money. The indigenous people in Australia include the Aboriginal and Torres Strait Islander people. These people have often been sidelined in many ways including; access to good health care, education, resource allocation, employment opportunity among others (Smith, 2016). Despite the fact that they are indigenous people and the fact that they are different, they are also the origins of Australia and they, therefore, have equal rights to access government or public resources like any other Australian. Attitudes to individuals play a major role it can adversely affect peoples perception of an individual or a certain group of people, for example, the attitude towards the indigenous people makes them feel inferior, and rejected. These attitudes can create hatred or even enmity between groups of people or individual. On the other hand, collective responsibility brings together the community. Collective responsibility involves individuals, groups, society and the community working together as one group. With collective responsibility compared to individual responsibility, it recognizes everyones origin and it makes everyone feel part and parcel of a community and this can easily help in the improvement of the indigenous people's health care because they are part of the community and; therefore, have the rights to public resources like any other person. Integrated aspect means putting together or rather bringing things or people to work or live together; therefore, integrated approach to health policy means that the policies should be tailored in a way that it doesnt leave out anyone or a group of people, it should be all-inclusive. Advantages of having an integrated approach to health care policies include: a sense of belonging, with the integrated approach to health policy, will bring together the indigenous people and make them feel like part of the community and this will make them feel a sense of belonging. The second advantage is that the indigenous people will be able to access better healthcare just like other Australians and this will, in turn, improve their health conditions. The third advantage is that there will be better provision of health care facilities and social amenities and this will improve the social conditions of the indigenous people. Lastly, the integrated approach to health policy will include good sanitati on, clean water for the indigenous people thus improving their environmental conditions. The National Aboriginal and Torres Strait Islander Health Plan which runs from the year 2013-2023 provide a long-term framework with its main intention is to bridge the gap on the disadvantages of the indigenous. The government should understand that for a socio-economic development to take place in the indigenous regions, the health status and standards of living of the indigenous people must be improved. The Aboriginal and Torres Strait Islander people do not have the same opportunities to live healthy as other Australians, for example, the inaccessibility to the mainstream services, which are supposed to be accessed by all Australians has been misappropriated to serve only the non-indigenous people. You find that in other parts of Australia there are adequate health facilities as opposed to the indigenous areas. There is access to medical health care for conditions like obesity to other Australians but not for the indigenous people and this clearly, shows that its the majority bei ng given the priority and the minority left on their own. Conclusion Having government, local communities, Non-Governmental Organizations and others fight for the right of the indigenous peoples is likely to create a great impact on the indigenous peoples health than having them fight for their own rights (Austin-Broos Merlan, 2017). Every Australian citizen is entitled to good health care are all entitled to the rights and privileges within their government system without discrimination. References Austin-Broos, D. J., Merlan, F. (2017).People and change in indigenous Australia. Smith, J. D. (2016).Australia's rural, remote and Indigenous health: A social determinant perspective.