Little Mermaid Comparisons

I've never realized that Disney's The Little Mermaid was not an original Disney character/story, though this shouldn't have been a surprise since Disney's princesses all come from stories developed by people outside of Disney. Like Disney they take someone's original story and add so much more to them to make them appropriate and more appealing to children of all ages. Andersen and Disney both share the similar story lines when it comes to the main idea of the story. In both The Little Mermaid stories, Ariel wanted to ultimately become human so that she could be with Eric. She also sided with Ursula in a deal that would give her legs in exchange for her voice; in Disney's version her voice was kept in a nautilus shell by Ursula, in Andersen's version she actually gave up her tongue. She wouldn't stay human forever if she didn't end up with Eric. The punishments were different in both stories if she didn't end up with Eric, and both punishments did happen in one way or another. Andersen's story says that if Ariel didn't marry her on the dawn of the next day after he marries another woman she will die brokenhearted and will disintegrate into sea foam; however in Disney's version Ariel will return to her regular foam but will belong to Ursula. Ariel gets her legs and is fine physically according to Disney, but in Andersen's story every time she moves it feels as if she is being stabbed in the legs and her feet bleed terribly. Eric also falls for her until Ursula deceives him by using Ariel's voice leading him to believe that she is the one that saved him, therefore he wants to marry her. It's a big commotion at the wedding and Ariel eventually gets her voice back and when Eric tries to kiss her to make the transition complete, the sun sets and Ariel is returned to mermaid form and kidnapped by Ursula. In the other story the prince thinks the woman he saw at the temple where he was put after being rescued was the one that saved him, so instead he marries her. Since the Prince marries the other girl instead, causing The Little Mermaid to brace herself for her awaiting death, her sisters try to save her by letting her know that they made a deal with the sea witch that if she kills the prince with the knife that they've got and let his blood drip on her feet she'll return to mermaid form and everything would be fine. She couldn't kill the prince and instead died and turned into sea form but she did get a eternal soul because she strove with all her heart to gain an eternal soul. Disney adds more things to the story that makes it even longer than the original and a sort of musical. They're version is also not as dark as the original, and Ariel does end up with Eric unlike Andersen's story where she dies anyway. Andersen's version shows no expression towards the idea of childhood, my opinion would be because of how dark the original story was, it doesn't even seem like it is for children. Disney's version is very expressive when showing ideas towards childhood, the story itself is very colorful and appealing to children with the fun characters and songs. The Disney version serves as an example of DeZengotita's â€Å"Me World† because Ariel is surrounded in her own world wondering about humans and they're way of life and ultimately wanting to become one herself. She represents herself in different ways whether it be by song, or by her actions.

Race and Ethnicity Essay

One benefit of stereotypes to those being stereotyped is that the stereotype itself may be positive. Of course, this can backfire if you benefit from a stereotype of a group in which you fit and it becomes clear that the stereotype does not apply to you. Nonetheless, certain stereotypes can help a person land a job, build a good reputation or even find love. Stereotypes’ are the human’s way of quickly categorizing people in order to avoid danger in the world. It’s a very basic knack of the human brain and has been around for as long as there have been people. That is the only positive effect of them.( http://www.life123.com/parenting/education/social-studies/positive-aspects-stereotypes.shtml). What are the negative aspects of stereotypes? From my limited experience, I would have to say the biggest negative effect of stereotyping in the closing of the mind. People say that minds are like parachutes; they work best when open. Stereotyping provides a view which may be based on some truths or facts, but is often limited and biased. Other non-critical thinkers can be seduced by stereotypes which simplifies the world. In the heat of the moment, stereotypes lend themselves to mob rule when emotions run high and reason seems to be on holiday. In some cases the emotions give way to fear, and fear is a very poor substance for leadership. Part III Answer each question in 50 to 150 words related to those stereotypes. Provide citations for all the sources you use. Define stereotypes and prejudice. What is the difference between stereotyping and prejudice? Use examples to illustrate the differences. Stereotyping- A fixed, over generalized belief about a particular group or class of people Prejudice- Prejudgment or attitude toward another group. Using the 3 categories I chose, you would place all the individual races such as the Hispanics, African-Americans, and Asian-Americans into separate groups. These would be broken down and classified as stereotyped classifications. Then you could also break them down by Race, Sexual Orientation, and religion and this would also be classified as stereotyped. Prejudice in my opinion is about the same thing because you are comparing the three to one another after you have separated them from one another. What is the relationship between stereotyping and prejudice? Sterotype is something that is assumed that you do like girls like shopping and boys like sports. Prejudice is when you are racist or favor another person over another because of either ethinic racism, or you just don’t like how they look. Like some people are prejudice against black people and hispanics because of what they look like and their religious/ ethinc beliefs. What can be done to prevent prejudice from occurring? One thing you can do to help prejudice from occurring is look at the situation. Be mindful of everyone around you and mindful of others feelings. Know that everyone is different and that it is ok to be different. Know where you come from and your heritage so that you cannot judge others like you.

Main Features of French Rule in Indochina

Main Features of French Rule in Indochina By 1893 France had colonised all of Vietnam, Laos and Cambodia and renamed it the French Indochinese Union. The French were oppressive and self-interested. They ran Indochina as a profit making venture and tried to ensure it paid for its own administration. Colonial governor Paul Doumer made the people pay for the cost of their own rule by increasing customs duties and direct taxes. He created official monopoly on salt, alcohol, and opium.Doumer concentrated on building railways and lighthouses while denying the people development and education. Before French rule 80 per cent of Vietnamese were literate in Chinese but by the end of 1940 only 20 per cent of boys were at school and a much smaller per cent of girls. The French exploited Vietnamese resources and labour. They paid the people minimal wages and forced them to work in horrific conditions. Vietnamese land was turned over to the production of rice, rubber, opium, spices and other commo dities to export for French profit.The French altered traditional land ownership and the Vietnamese peasants had to take out loans with the interest rate of up to 70 per cent to pay the rent of there land and homes. The French also introduced a currency system which was poorly understood and not trusted by the peasants who had always used bartering. With the change in land ownership came a massive change in Indochinese social structure. This destroyed village life which was the main Indochinese social unit. The village was the centre of their religious, cultural and economic lives and was the most important administrative unit in Vietnam.This destruction of the social system along with land ownership changes resulted in a small elite group of Vietnamese land owners who collaborated with the French and left the 90% of the population of the peasants oppressed and in poverty. The French ruled Indochina with force and used repressive methods to end any rebellion. They divided Vietnam in to three administrative divisions of Tonkin, Annam, and Cochinchina. A number of Vietnamese groups tried to rebel and were executed by the French. The majority of Vietnamese were Buddhist and the French tried to convert everyone to Catholicism.Anybody who rebelled against the French priests was imprisoned or executed. With the outbreak of World War Two France surrendered to Germany and allowed Japan to administer Indochina. This resulted in the destruction of culture and widespread famine. Towards the end of WW2 Japanese soldiers seized the bulk of the Vietnamese rice crop and French officials with held the remaining supplies from the peasants. This resulted in a major famine where 2 million people died. After WW2 the French tried to reclaim Indochina supported by the United States and Britain.Relations between the French and the Vietnamese deteriorated as key independence leaders Ho Chi Minh and General Giap began to fight for the rights of the Vietnamese. When the French broke the August agreement and bombed Haiphong killing six thousand civilians the first Indochinese war began. This war of attrition saw the Vietnamese develop skilled guerrilla tactics in the face of superior French fire power. By 1954 this conflict ended in the battle of Dien Bien Phu with a decisive Vietnamese victory. The Geneva conference that began the day after battle ended resulted in the end of French rule in Indochina.

Assignment Exploring the Issues Related to the Management

Assignment exploring the issues related to the management of change within clinical practice In this essay I aim firstly to attempt to identify a change in practise I would wish to make and secondly, link this to the theory of change management and leadership management. The vision I would like to implement would be for the Worcester Royal Hospital psychiatric wards to have access to on site gym facilities, and for the psychiatrists to prescribe exercise to all inpatients. Currently exercise is not used widely as an intervention in psychiatric nursing. The Labour government acknowledged that the physical health needs of people with mental health problems had been neglected and that this group need support to access appropriate healthcare and health promotion services (Department of Health, 2009). Over the last ten years there has been progress made regarding the use of exercise in mental health services. In 2004 a research team asked GPs if they would consider prescribing exercise instead of antidepressants for low mood. Only 5% said they would. In a recent follow-up survey in June 2011, the proportion of those willing to prescribe it had risen to 22 %, reflecting a clear shift in attitudes and beliefs (Baker 2001) . However, I personally do not feel this is a large enough rise. From my experience in working in psychiatric wards at this hospital I have observed that exercise is much underused. For example there are no gym facilities and no exercise groups at all. I propose that all psychiatric inpatients should have access to and encouragement to attend physical exercise facilities. This is despite a large body of evidenced based research that has proven exercise can be an intervention to prevent and alleviate mental illnesses. For example, one study of the effects of physical exercise on depression concluded that after sixteen weeks exercise was just as effective as SSRI’s but without any of the side effects. Physical exercise also had the benefit of improving physical health and improving self-esteem through socialising (Craft et al 1997). In order to do this I will need to use change management theory and leadership theory. Change management  is a structured approach to shifting or transitioning  individuals,  teams, and  organizations  from a current state to a desired future state. It is an organizational process aimed at helping employees to accept and embrace changes in their current business environment In order to implement my change there would be a number of things I would need to consider. Firstly, I would need to consider how my change will be implemented. Ackerman (1997) has distinguished between three types of change: developmental, transitional and transformational. I would need to decide which strategy of change would best suit my vision. I feel it would be best to attempt to carry out a planned transitional change. This is an implementation of a known new state; involving the management of the interim transition state over a controlled period of time. My interim transition stage would be the process of building gym and exercise facilities while training staff capable to work in both psychiatric and exercise fields. This stage would also involve negotiating and finding a way around the administrative, health and safety and policy barriers which I estimate would be the biggest difficulty. My known new state would be encouraging psychiatrists to prescribe exercise and encouraging the service users to make use of the exercise facilities during their time as inpatients. I would define my change as episodic rather than continuous. Episodic can be defined as ‘infrequent, discontinuous and intentional’ (Weick and Quinn 1999). Sometimes termed ‘radical’ or ‘second order’ change, episodic change often involves replacement of one strategy or programme with another. However, once my intervention of exercise has been established I plan to make continuous change to it so as to make incremental improvements to ensure it is as an effective intervention as possible. Another, reason why I plan to use Ackmann’s transitional strategy as a basis for my change is because it has its foundations in the work of Lewin who conceptualised change as a three-stage process which I will explore later (Lewin 1951). When planning a change in the NHS such as this it is necessary to look at change theory models. These will be very relevant when implementing my change. The majority of contemporary research originates from the work of social psychologist Kurt Lewin in the mid-twentieth century. Lewin identifies three stages through which change must proceed before any planned change will become embedded in an organisation or system of working. These are unfreezing, movement and refreezing. I will base my change upon this model. Unfreezing is when I as a change agent proposes a plan for change to the team or organisation. During this stage I will attempt to win over team members who are not keen on my change, I will aim to resolve any anxieties or concerns regarding the change. Cummings and McLennan (2005) claim that an essential leadership role is to understand the different perspectives of individuals and stakeholders and to ‘align the changes to be meaningful for them’. During this stage I will attempt to access the relative merits of the forces for against change such as extent of the proposed change, nature and depth of motivation of stakeholders, and the environment in which change will occur. It is necessary for the driving forces for change to exceed the opposing forces for change, this is essential for change to be successful. As part of this stage it is considered necessary to conduct a force field analysis which I include in my appendices. In summary, I had several large forces for change. One being that exercise in alleviating the symptoms of mental health is supported by a large amount of evidence based research. Another large force for change is that people in mental health services suffer far worse physical health problems than members of the general population. I believe that my planned change or intervention will improve the physical health of this group. In my opinion the biggest force for change is that in times where health care cost demands are outpacing any rise in healthcare budgets, exercise is an intervention that can reduce the demands on the budget. After researching the topic I have concluded that the biggest force against this change would be the set up costs in terms of building facilities and training staff. Provision of physical activity also requires trained and qualified personnel; there is no data on availability, skills and training of staff with competence as exercise specialists and the expertise to treat people with a multitude of mental and physical problems as well as the skills to work in psychiatric settings. (Jones et al 2004). Another force against change would be navigating around administrative and policy rules. In the present culture of our society, procedures including health and safety, liability, manual handling and risk assessments may not allow ‘hospitals’ and ‘on site exercise facilities’ to be compatible. However, despite these concerns I believe I would be able to build up a good degree of teamwork within my team as I believe those I would be leading would be enthusiastic and motivated to make this change a reality. I will also conduct a SWOT analysis as part of this stage. This involves thinking about an organisation’s strengths, weaknesses, opportunities and threats, and using the result to identify priorities for action (Ansoff, 1965). SWOT analysis is a ubiquitous feature of business strategy texts and courses. In a survey of 113 UK companies, Glaister and Falshaw (1999) found that SWOT was one of the most widely used strategic planning tools in current use across a range of sectors. The basic theory of using a SWOT analysis is because it helps an organisation to think about the reasons why they may need a change. I have included a SWOT analysis in my appendices. As part of this initial ‘unfreezing’ stage I will need to be able to gain support of the workforce to make my change successfully, I will need to gain and maintain this support through a mixture of good communication, good interpersonal skills and developing a sense of achievement. Scholtes, (1998) in his trust, respect and affection model identifies trust as arising out of the feeling that leaders or managers both care for their staff and are capable of doing the job. At this unfreezing stage it will my job as leader to help those team members who are not keen on the change to resolve their anxieties or concerns so that they become committed team members. Senge in ‘The Fifth Discipline’ (1990) talks of the difference between commitment, enrolment and compliance, suggesting that while it is more pleasant (and reassuring) to have considerable commitment, it is not necessary for everyone to be as fully signed-up as this. There exist a number of positions along a continuum, along which players may position themselves in response to proposed action and change. These are, in reducing order; commitment, enrolment, genuine compliance, formal compliance, grudging compliance, non-compliance and apathy. Senge suggests analysing what level of support is required from each of the players and directing energy to achieve that, rather than at trying to persuade everybody to ‘commit’ The second stage is movement; this is movement towards accepting the change. At this point I will need to formulate a plan of action and implementation. I would use a Gantt chart to effectively communicate my change management plan. A  Gantt chart  is a type of  bar chart  that illustrates a  project schedule. Gantt charts illustrate the start and finish dates of the terminal elements and summary elements of a  project (Gantt 1910). Terminal elements and summary elements comprise the  work breakdown structure  of the project. I would also set up a small project or reference group to help manage the project with me. I will aim to include everybody whom would be affected by the change in the planning. I will set goals and objectives and set target dates and timelines. I will also be available to support others and offer encouragement throughout the change process. I believe that the multidisciplinary team work and layers of management, already established in the NHS will be an important lever to help implement and embed the change. Throughout this process, I will be constantly evaluating the changes and making modifications if necessary. The third and final stage is refreezing. This stage involves supporting others so that the change is sustainable and remains in place to achieve improved outcomes. My role as leader will be to help the continued integration of the change into practice to ensure refreezing-that is, the change becoming part of normal practice; if this does not occur the previous behaviours will occur. There are a wide range of different theories of motivation in business management. These are of importance because the style of management theory adopted could potentially make the process of change a smoother transition. The core models are McGregor’s Theory X and Theory Y model, Maslow’s hierarchy of needs model, Herzberg’s Motivation – Hygiene theory, Taylor’s scientific model and Mayo’s Human Relation model (Maslow 1970): (Herzberg 1966); (Taylor 1911); (Mayo 1933). Attempting change management under one of the more autocratic management models such as Taylor’s or McGregor’s Theory X model would have very different consequences when compared to Mayo’s or McGregor’s Theory Y model. Under Taylor’s model the workforce may resist change. This is because in such a work environment theory managers will make all of the decisions and simply give orders to the employees below them. In this working environment change would not be a smooth transition as there would be a barrier between management and workers, change occurs smoothly when the workforce work together to lead change. These models would not create motivation amongst the workforce. Alternatively, change may be more successful in an organisation culture based upon Maslow’s hierarchy of needs (Maslow 1970). Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work. All of the needs are structured into a hierarchy, and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. A business should therefore offer different incentives to workers in order to help them fulfill each need in turn and progress up the hierarchy. Therefore to implement my change and to e successful at doing so this model suggests I should delegate responsibility to employees to ensure they achieve self actualisation in the workplace. This could potentially ensure a smooth transition of change. However, there are problems with looking at management models when implementing changes. Every workplace, particularly the NHS is very complex and has a range of different management styles within each workforce. To state that management should use Maslow’s hierarchy of change to ensure a smooth transition of change is too simplistic. Although in theory it appears to be a solution, in reality there are lots of faults of this model in the workplace place. The theory makes crude assumptions that simply don’t apply to everyone. Most importantly Maslow states people attend to basic needs first and progressively deal with more complex matters until they reach  a point he calls self-actualisation at the top of the  hierarchy’s  pyramid. However in reality not everybody gets that far. This criticism is especially relevant in the practice I wish to change. In the NHS it is widespread knowledge that there are a large number of managerial positions, but to implement my change once exercise facilities are available I would need the support of the nurses and support staff to actualise my change. My point being that not everybody involved in my change would be able to reach self actualisation in their particular job or role. Another criticism of Maslow’s theory which equally applies to all of the theories is that Maslow’s idea belongs to a time and place. Maslow was American and he first suggested the  hierarchy  in the 1940s. It’s highly specific to America’s individualist culture where middle-class people worry about their personal needs rather than any collective needs. This may not be so relevant in a less right ring country with public health care and with a workforce with such diverse ethnicities and cultural heritage as is in the United Kingdom. However, despite the criticisms that are directed at theories of motivation it will be important for me as a leader to have the knowledge regarding how to motivate my workforce. When thinking about how I as a manager would go about implementing this change I feel it is important to consider what type of leader I would be. Leadership will be very important if I am to be able to work with conflicting views to build up trust in the change proposal’s worth and the value of putting effort into my proposed change. House (2004) describes leadership as the ability to motivate and enable other people to achieve the goals of the organisation they work for. There are many different theories of leadership styles, the two main ones being transactional and transformational leadership. Transactional leadership is leadership at its most basic. The followers do what the leader asks of them in return for a reward. The role of the leader in this model is to state what needs to be done and who will do it and then allow them to get the job done, hence it focuses on getting a task done rather than on the person undertaking a task. In nursing this approach was traditionally used in previous years when task allocation was the role of the ward manager when patient care was perhaps less holistic than it is today. When implementing my change I aim to be a transformational leader. This will involve being able to share and communicate my vision of change effectively to others. Transformational leadership theory suggests there needs to be a relationship of trust between the leader and the follower. Bass (1985) suggested four essential components of effective transformational leadership. First, leaders must provide intellectual stimulation, challenging the way things are and encouraging creativity among the team. Second, they must demonstrate individualised consideration and by using good communication skills make followers feel able to share ideas and gain direct recognition for their unique contributions. Third, they need to demonstrate inspirational motivation which enables followers to experience the same passion and motivation as the leader to meet the team goals. Fourth, they need to have idealised influence; that is, they must act as a role model who followers wish to emulate whole taking on the values of the leader. As a leader I will also need to possess emotional intelligence. This refers to the ability of the leader or manager to understand the role that their emotions play in their decision making and the ability to recognise the emotions of the individuals within the team and how this affects the work they do (Goleman, 1996). Goleman’s emotional intelligence framework comprises five elements: self-awareness, motivation, self-regulation, empathy and social skills. Possessing emotional intelligence will be important if I am to be able to work with conflicting views to build up trust in my change proposal’s worth and the value of putting effort into my proposed change. As a leader I will also need to be assertive. This is as opposed to being submissive or aggressive. Assertiveness can be defined as ‘expressing opinions or desires strongly and with confidence so that people take notice’. (Oxford Advanced Learners Dictionary). Ruiz, M. (2004) The Voice of Knowledge argued that there were four factors involved in being assertive. These were to be impeccable with your word, not to take anything personally, not to make assumptions and for a person always to do their best. In conclusion in order to make my change successful there are many things I will need to do. Firstly, I will need to use theories of motivation to ensure I am able to motivate my workforce so that teamwork will be successful. I will then need to use Levin’s change theory model to ensure that I can gain support from my colleagues and to accurately plan my change. During my freezing, movement and refreezing stages there are lots of qualities I will need to display as a leader. I have identified I would consider it must appropriate to be a transformational leader as identified by Bass (1985). As a leader it would also be vital for me to display emotional intelligence and to be assertive. What I have learned from this module is that the business management theory behind making and implementing a change can be as important as the actual subject of change itself.

Ideology in modern politics Essay Example | Topics and Well Written Essays - 1500 words

Ideology in modern politics - Essay Example Morgenthau (1978) states that collective moral values are not applicable to the actions of a political party and an effort to do so is unrealistic. Realist theory recognises that morality must be filtered through legitimate situations and circumstances occurring within a nation state when attempting to ensure national security and longevity. This has been witnessed in the United States where the collective ideology of liberty and freedom, as mandated by social sentiment, was oppressed by political actors in an effort to depose domestic terrorism from the country after the terrorist attacks in New York’s World Trade Centre. In 2001, the American government launched the Patriot Act which gave political actors more authority to conduct wire-tapping on domestic citizens and engage in observation of citizen activities as a justification for ensuring national security and guaranteeing better safety of patriotic citizens. Circumstances, in this situation, forbade reaching decisions o n how to curb terrorist activities based on fundamental and universal social attitudes related to liberty and freedom. The aforementioned example of the U.S. Patriot Act underpins a sense of nationalism. The United States maintains a strong sense of nationalism and patriotism toward the view that this nation is a hegemonic authority and founded on a significant sense of ethnocentrism. Prior to this recession, in the UK free market-oriented society, if government had provided capital to businesses in this fashion, citizen dissent would likely have been significant.

Travelogue - Tour of New Delhi Essay Example | Topics and Well Written Essays - 2250 words

Travelogue - Tour of New Delhi - Essay Example They would tell me how large India is, the unique architectural designs in the cities, the festivities, the trains, the monsoons, the ethnic diversity of the people and many other fascinating stories about India. As a lover of traveling, I started to think of India as an ultimate travel destination from a very tender age in my life. Since our marriage a year and a half ago, my spouse and I had always planned to have an enthralling tour as a celebration of our personal and mutual achievements as a young couple. When the time finally came; when we had gathered all the required resources for the journey, my spouse wanted me to suggest a destination. There would be no better destination than India. I already had done a lot of research about India and the typical stories foreigners tell after visiting New Delhi. Most of them were good, but some few others were bad including chaos in the city, cunning taxi drivers, fake ‘government’ tourists’ offices and many others. Th e good thing was that I knew the facts and the hearsay. That information was enough armor to protect us in our six days and five nights in New Delhi. The Cosmopolitan City We landed in the Indira Gandhi International Airport at 8 is on a Thursday at the onset of summer. We had already arranged for a tour guide and we were glad to recognize him easily. He introduced himself again (we already knew he was Kizito), but to our amazement, he was not an Indian. He saw the astonishment and explained with a smile that he came all the way from Uganda in search for greener pastures since five years ago. Nevertheless, he seemed to be enjoying himself. He slowly walked us into one of the restaurants at the airport for a late breakfast. Here in India, they call it ‘Nashta’. Nashta diet varied from region to region. We were each served with a plate of aloo  Ã¢â‚¬â€œ a delicious meal made mainly from potatoes, curry leaves, peanuts, and chilies. Kizito was fluent in English. He was a ble to answer most of the questions we asked about our new city. He described the cosmopolitanism nature that the city boasts. The people here are from different races, nationalities, ethnicities, religions, and even different political orientations. In addition, he explained that as we shall soon find out, the city has many people from all over the world. Some, like him, live here while others come and go in large numbers for purposes of business, tourism, education, or even to attend religious events. Other than cosmopolitanism, the vibrant economy of New Delhi can be attributed to its virtue of being the capital city of India and its residents practicing neoliberalism in whereby they focus on economic growth. The breakfast session lasted about an hour. Kizito headed us to Kario Guest House about a thirty minutes’ drive from the airport. This will be our new home for the next six days. We were to rest till 2 pm when we begin visiting the many attractions in the metropolis. In the afternoon, we begin with a tour to the Old Delhi. The Old and the New Delhi Talking of New Delhi, one may wonder whether there exists an Old Delhi. The answer is ‘YES’. Old Delhi indeed exists. According to David (2008), Delhi was originally on the western banks of River Jumna. Ancient Hindu traditions and beliefs dictated that cities and towns should only be constructed on the right bank of the flow of the river. The left bank was to be left wild.  Ã‚  

Philosophy of Filmanalysis of filmTouch of Evil (Orson Welles, 1958) Movie Review

Philosophy of Filmanalysis of filmTouch of Evil (Orson Welles, 1958) - Movie Review Example For example, there are obvious film noir characteristics, most notably in the visualization of shots. Long shadows, angled lighting on characters, dingy settings, the suggestions of secrecy through mise-en-scene all testify to the film noir spirit. Moreover, the pivotal plot element of a murder (through bomb detonation) is consistent with the genre. While the cinematography is novel in this fashion, the core themes of the story are ancient and universal. Some critics have even identified Shakespearean themes in the film. â€Å"European cinephiles, who were quick to enshrine Welles in a pantheon of auteurs, easily incorporated the Shakespeare films into the Wellesian cinema, recognizing in them themes and dramatic emphases present as well the destructive consequence of power, even when employed in a just cause; the inevitability of betrayal; the loss of paradise—all of these films are, in their own way, Shakespearean texts, if in no other sense than in the way they impose a large, poetic intensity on questions of family and domesticity and thus wed the social with the personal.† (Anderegg, 1999, p. 70) In relation to Shakespearean texts, one can see shades of Othello and Hamlet in the personages of Quinlan and Vargas. While envy was the undoing of Othello, misplaced pride and egoism were the root of Quinlan’s suffering. It is not an exaggeration to claim that the main focus of the film is personal anguish, which, of course, is illustrated through the framework of a crime thriller. Despite the heavy boozing and smoking, a murky past and question marks over professional integrity, Captain Quinlan can still be interpreted as a hero, for he inevitably got the culprits convicted. His methods and means of achieving them are dubious, but the results were fair and just, even by his own evaluation. The famous ‘intuitions’ of Quinlan may not arise from systematic or scientific analysis, but they nearly always happen to be right. Even the framing of Sanchez