Race culture and identity Essay Example | Topics and Well Written Essays - 4000 words

Race culture and identity - Essay Example However, a few scenes later, the same â€Å"gang† member turns up to the police station with the murder weapon. The audience is informed by the prosecution that the â€Å"gang† member is really a concerned citizen who is doing his civic duty to protect the neighbourhood, and Will is left looking, first, shocked, and second, disappointed. Yet, there is no feeling of guilt that registers on Will’s face, the guilt in automatically assuming that this group of black youths can be nothing more than gang-bangers and criminals. What I found particularly challenging about this episode is that, even when the black youth turns out to be an honest citizen, the staging of the scene encourages the audience to sympathize with the lawyers for having accidentally lead the police to the weapon, rather than expressing outrage at the socially constructing binary between the good white man and the bad black man. The reality, which depicts the white man breaking the law and the black man upholding it, is of little importance. In this context, the reality of individual actions is obscured by the construction of race, which posits Whiteness as pure, correct, righteous, and universally good, and Blackness as dirty, illegal, deceptive, criminal, and inherently bad. It is in critically analyzing this construction of Whiteness that will enable a clearer understanding of how power, dominance, and influence continue to be held in white hands. Since the Civil Rights Movement, there have been subsequent movements created to analyze the construction of race, and how these constructions are entrenched and maintained. One of the first movements to emerge was Critical Legal Scholars (CLS), which sought to expose the inconsistencies in legal doctrine to show how these... Since the Civil Rights Movement, there have been subsequent movements created to analyze the construction of race, and how these constructions are entrenched and maintained. One of the first movements to emerge was Critical Legal Scholars (CLS), which sought to expose the inconsistencies in legal doctrine to show how these inconsistencies serve to maintain the class structure of a society; this school of thought relies heavily on the Gramscian concept of ‘hegemony’, in which certain groups have used social, political, legal, etc. mechanisms to center their values, ideas, and perspectives as the hegemonic ideology. Through the imperial project, Whiteness has become enshrined as the dominant or superior race that has remained relatively unchallenged until present; therefore, the past several centuries have witnessed a radical transformation in inter-racial relations, which went from relative cultural and ethnic isolation to the world that has been shaped into a racial hier archy where whiteness occupies the top and blackness the bottom. Although CLS investigated the multiple systems that constructed whiteness as the center, it did not sufficiently discuss how the power of whiteness stems from its ability to cast itself as invisible and universal, which is a central point of analysis in Critical Race Theory (CRT) and Critical Whiteness Studies.

Health Priorities in Australia Essay Example for Free

Health Priorities in Australia Essay 1. Using measures of epidemiology, investigate the health status of Australians. Health status is a holistic concept that is determined by more than the presence or absence of any disease. It is often summarised by life expectancy or self-assessed health status, and more broadly includes measures of functioning, physical illness, and mental wellbeing. Epidemiology is the study of disease in groups or populations through the collection of data and information, to identify patterns and causes. The measures of epidemiology are: Mortality- refers to the number of deaths in a given population from a particular cause and/or over a period of time. Infant Mortality- refers to the number of infant deaths in the first year of life, per 1,000 live births. Morbidity- is the incidence or level of illness, disease or injury in a given population. Life Expectancy- is the length of time a person can expect to live. More specifically, it refers to the average number of years of life remaining to a person at a particular age, based on current death rates. In Australia, the median age of death among the entire population in 2007 was 80.5 years old. In 2011 that statistic had risen to 81.5 years old, an increase of one year to the average life. In both years the leading cause of death among Australians was circulatory diseases (diseases of the heart and blood vessels) and the second leading cause in both years was cancer. Although the percentage of cancer deaths rose from 29.2% proportion of totals deaths to 29.8% and the percentage of circulatory disease deaths dropped from 33.8% of the populations deaths down to 31%. In the past 100 years the infant mortality rate as decreased by 95%, from more than one in ten deaths in the first year of life (100+ deaths per 1000 live births) to one in 200 deaths in the first year of life (5 deaths per 100 live births). This can be attributed to improved health education, public sanitation, improved medical diagnosis and improved support services for parents and new born babies. Most infant mortalities are caused by congenital malformations which are structural or functional anomalies which are present at the birth of a child, preventative causes of this disease are  improving the diet of women through their reproductive years, avoiding exposure to harsh environmental substances and improving vaccinations and health education. Information about the incidence and prevalence of the total population gives a broader perspective on the nation’s health than just the mortality statistics. Australia’s population has a lowering incidence of asthma and rising survival rate of cancer although since 1984 the incidence of five major cancers has risen (Breast, Prostrate, Melanoma, Colorectal and Lung) and a report from SMH in 2008 shows 7.4 million people are overweight or obese and the prevalence of diabetes climbs rapidly, along with these problems the amount of people affected by STI’s has risen to more than 230 per 100,000 people. According to AIHW (Australian Institute of Health and Welfare) Australia is one of the healthiest nations in the world although Indigenous Australians lag behind in their health status. Australians live the second longest lives in world, behind Japan. The average Australian citizen will live to be 81.4 years old. And trends indicate that the expectancy of males and females is growing, since 2000 the life expectancy of males has grown from 77.4 years old to 79.7 years old, an increase of 2.3 years. The life expectancy of females since 2000 has grown from 82.6 up to 84.2, an increase of 1.6 years. This increase in the life expectancy of Australian residents indicates that their health is improving, with the help of increased knowledge and improved health services. Taking all of this information into account, using measures of epidemiology, the health status of Australians can be said to be relatively good compared with that of other nations. The improved health services and new discoveries in the health sector along with increased knowledge about health from the population also indicates that the health status of Australians may be improving. 2. Explain how health promotion, based on the Ottawa Charter, reflects social justice principles. Health promotion is a combination of science, medicine, practical skills and beliefs aimed at maintaining and improving the health of all people. The Ottawa Charter for health promotion promotes social justice as it incorporates the idea of giving all members of  the community access to health services and attempts to rule out inequities in differing communities. The Ottawa Charter does this through its five action areas: Building Healthy Public Policy, Create Supportive Environments, Strengthen Community Action, Develop Personal Skills and Reorient Health Services. All five of these action areas provide a building block for health promotions. The four principles of social justice are: Equity, Access, Participation and Rights. The way equity is reflected in health promotion based on the Ottawa Charter is through the action areas Building Healthy Public Policy, Create Supportive Environments and Reorient Health Services as these three areas bring together people onto an equal level and give specific help to those who need it, creating equity in communities. Access is reflected in health promotion based on the Ottawa Charter t hrough the action area Reorient Health Services, as this area of the charter aims to bring together health services, governing bodies and other health professionals in an attempt to give more adequate access to health services to those who need it. Also reflected is Participation, which can be based on the Ottawa Charter action areas through Building Healthy Public Policy, Strengthen Community Action and Develop Personal Skills. This can be known as empowering the communities and bringing the communities the education and information needed to know more about their own health. Lastly, Rights is reflected in health promotion through the action areas Create Supportive Environments and Reorient Health Services as they attempt to give equitable opportunities for good health to all individuals. With these four social justice principles reflected in health promotion, the overall health of Australia can be improved, examples of this include: ‘Quit for you Quit for two’ which promotes to pregnant women who smoke, who if they ceased their habit would be creating a more equal life for their expectant child and give them the right for an opportunity to good health. Another example would be the ‘Swap it’ campaign which aims at developing personal skills while creating equity through smart food choices. 3. Critically analyse how the action areas of the Ottawa Charter address Australia’s health priorities through ONE health promotion initiative. â€Å"Slip Slop Slap Seek Slide† Campaign by the Cancer Council of Australia was created in 1980 and revolved around Sid the Seagull who gave a constant reminder of the easy ways that the population of Australia would be able to avoid skin cancer; slip on a shirt, slop on sunscreen and slap on a hat. 27 year later the ad was upgraded to include; seek shade and slide on sunnies, thus creating the â€Å"Slip Slop Slap Seek Slide† song. The campaign aims to lower the prevalence and incidence of skin cancers in Australia. The action areas of the Ottawa Charter address Australia’s health priorities through this campaign. The action areas are: Building Healthy Public Policy, Create Supportive Environments, Strengthen Community Action, Develop Personal Skills and Reorient Health Services. Building Healthy Public Policy- Policies have been created due to increased awareness attributed to the â€Å"Slip Slop Slap Seek Slide† campaign; a commonly known policy would be the â€Å"No Hat, No Play† policy used in schools. This is used by teachers to protect children from skin cancer risks in the playground. Advantages of this would be that children will be increasingly protected and parents are given peace of mind, and no noticeable disadvantages are created by this policy. Create Supportive Environments- A noticeable environment change caused by the increased awareness of skin cancers would the addition of shaded areas to many public places. This creates an environment for the public population that is protected from harmful Ultraviolet sun rays. An advantage of this are that people can be outside but protected from skin cancer risks while a disadvantage would be that most of these shaded areas come at the expense of nature, eg- destruction of trees and/or other natural features. Strengthen Community Action- Two initiatives related to the ‘Slip Slop Slap† would be the introduction of Cancer Centres to many rural areas and the Relay for Life, which is about raising funds for the Cancer Council. These two initiatives can create awareness of skin cancer, while the former can save lives. Only advantages are created by these two initiatives, which are; increased knowledge, funds gained for research and practical use, the ability to detect cancers and save lives. Develop Personal Skills- The campaign of â€Å"Slip Slop Slap Seek Slide† uses a jingle to educate the Australian population. The TV ad itself is an educational video, which creates awareness of skin cancers in Australia. This leads to increased knowledge of how to protect yourself and others from skin cancers. An advantage of this is that the Australian public is being educated in their own home by the TV, although a disadvantage is that they do not know that  they are being directly educated. Reorient Health Services- A health service which has become operational due to increased awareness of skin cancers is the Skin Cancer @ Bondi checks, where on the beach at Bondi you can have a skin cancer check. This leads to a safer beach, as beachgoers can be precautious and have a skin cancer check. Advantages of this are that the population can be on the beach and get their skin checked at the same time as well as not have to book into a skin cancer centre for the check. A disadvantage may be that the check may not be a thorough as one performed in a more professional environment. Overall, the introduction of the â€Å"Slip Slop Slap† campaign and the readjustment to â€Å"Slip Slop Slap Seek Slid e† campaign has increased the awareness and knowledge of skin cancers in Australia. The action areas of the Ottawa Charter are relevant to the campaign and Australia’s health priorities.

What Is The Human Capital Management Commerce Essay

What Is The Human Capital Management Commerce Essay The concept of human capital has nowadays emerged and its importance is increasing daily. As Chatzkel(2004) rightly stated ,it is effectively the human capital that is the differentiator and the actual basis for competitive advantage. Human Capital refers to the right combination of intelligence, skills and expertise owned by an organizations employees. Essentially, this encapsulates: Intellectual capital the knowledge individuals possess Social capital derived from both internal and external relationships between employees; and Organizational capital the knowledge stored in organizational manuals and databases. Employees own abilities, behaviours and talents and only they have the power to decide how and in what ways to apply them. This capital will only be made available for as long as the life and blood of our organization gain value in return for the investment. It is up to organizations and human resource executives to create the right mix of performance incentives to motivate and empower employees whilst building a constructive labour-management relationship. Collins and Porras (1994) proved that a strong and emerging company culture is significant for both survival and corporate organisational success. However, this is ineffective unless an alignment between people and company-value characteristics exists. The long term survival of the organization can only exist if there is the correct link between HR practices and the organizations strategic vision. This is what human capital management strives to achieve. Human capital management is in itself a journey; it tries to implement the purposeful measurement and use of metrics to establish the importance of each individual as a value-added intangible asset in the organisation. Organisations may start by collecting basic information regarding their employees such as employee turnover and absence, which is then analysed to draw up conclusions on trends. Decisions are then taken based upon this analysis. Methodologically collected and analyzed human capital data can effectively help managers in defining the factors direct impacting their subordinates. The 3 Stages of Development in People Management Through decades, theorists tried to find the best ways for people management. In Classic Personnel Management, the main focus was on how to manage, recruit and acquire people on the basis of job description, with an authoritarian and top-down approach. Employees were simply a cost to be minimized and training them was provided to suit organizational needs. The change to human resource management brought a paradigm shift in the organizations perception of its employees. Employees were now seen as resources to be expended in pursuit of organizational goals, whilst training was aimed at multi-availability. In human capital management, employees take a central role in corporate life. It is no longer a question of exploiting employees but rather investing in these intangible assets. As with any investment, the goal is to maximise value through talent management, retention and personal training and development plans. Human Capital Management introduces the strategic and people-centred approach, linking it with the organizations strategic vision for itself and for its people. It aims to determine the impact of the human factor on business performance and their effect upon shareholders value. It is not enough to have the right talent at the right time in an organisation. It is now vital to nurture employees by educating and enriching their jobs to contribute towards organisational needs. The biggest challenge organizations are now facing is choosing the best people who will drive up the organisations enterprise value and create sustained commercial advantage. Challenges in HCM The Need for Metrics Neil Roden, the Group Director of the Royal Bank of Scotland, rightly stated: Human capital is often represented as both an opportunity and a challenge. A challenge to identify relevant measures and meaningful information to be acted on, and an opportunity to both evaluate and maximise the value of people. Researchers have demonstrated that motivated human capital results in improved accounting profits; however, HR professional and line managers have sincere difficulty in translating this into practice. Trying to justify investments in people, in training and innovation, knowledge management and leadership development is difficult with the absence of proper metrics. The starting point in properly valuing human capital is to understand how to measure the contribution of human capital to organizational success. Human resource lacks the science and tools to describe and measure human capital and without measurement, organizations cannot manage human capital. The process of identifying suitable measures together with collecting and analysing related information will focus organizations attention on what needs to be done to use human capital to its maximum potential. Approaches to Human Capital Measurement The most popular approaches in measuring human capital are those developed by Mercer HR Consulting, the organizational performance model, and Andrew Mayo, the human capital monitor. The organizational performance model focuses upon key elements, explicitly: people and work processes; organizational management structures; decision making; reward strategies. Conversely, the human capital monitor portrays human asset worth as a product of employment cost and individual asset multiplier where the IAM is the weighted average of: Capabilities; employee growth potential; personal performance; alignment to organizational values. Rather than the actual measurement process, what is important is the result. This implies identifying whether human capital is sufficiently meeting our needs. Metrics chosen for human capital measurement rely upon the type of organisation and the business organisational goals and what actually drives these organizational goals. Human Capital Measures and their Uses Organisations may opt to use different data, categorized as: HCM Data Measures and Possible Uses Demographic data e.g. job category, sex, age Work Force Composition Analyze the extent of diversity and extent to which the organization relies on part-timers Absenteeism/Sickness rates- Recognize the need of a sound attendance management policy Average vacancies per % of total workforce- Identify probable shortfall problematic areas Total payroll costs Outcome of Equal Pay Review Human Development and Performance Data learning and development programmes, employee skills and qualifications Skills Analyses/Assessment:Match skills to job requirements and identify areas of shortfall Training Hours per Employee- gives an indication of the amount of training activity Perceptual data relating to attitudes and believes Cost Savingas a result of employee suggestion schemes highlights the value generated by employees Emerging Measurement Techniques of Human Capital An organizations employees are by far the best source of information about practices and management processes. New systems can easily be developed by applying the HR tool creatively designing an effective employee survey and applying the six sigma techniques to analyse and draw up conclusions. The six sigma technique is used to link variations from one end the quality of processes and practices used in managing employees to business outcomes across different units (sales productivity, profit margins,etc)The survey should be designed in a way so as to strike the right balance between employee commitment and satisfaction and organizational capabilities. Questions should be focused on identifying the extent to which best practices in managing human capital are effective within the organization. The six sigma-type analysis is a simple provider of a leadership assessment serving as a catalyst for improvement whilst providing significant input for an organizations balanced scorecards. The Balanced Scorecard has emerged as an important tool in identifying the missing link between human resource and enterprise. By using balanced score cards, Human Resource Professionals can define the impact of human capital on the organizational strategy. This specifies how Human Resource can be transformed from a sideline player to a business partner. As managing human capital by instinct is no longer effective, the faster an organization adapts to their methodologies and metrics, the more it gains significant competitive advantage. Human Capital Internal Reporting The analysis and reporting of human capital data to both top and line management leads to better decision making and to the taking of rapid actions. It allows a better ability to recognize problems in demonstrating the effectiveness of HR solutions and thus, supporting the business case for greater investment. Management report should be simple, credible and accurate and provide guidance as to what actions should be taken. Human Capital External Reporting External reporting should unveil the necessary information for understanding the development in the performance and position of the organization. Information should be narrative and quantitative as well as available and relevant. Human capital external reporting should offer information on possible barriers and be future-oriented to draw attention upon the contribution of human capital to the organizations future performance. Human Capital Management Techniques in Practice Human capital Management should have the optimization of the flow, deployment and development of human talent within an organization as one of its primary objectives. Future human capital needs should be projected to ensure a good balance of quality and skills, including an appropriate number of future employees and key competencies required for mission accomplishment. These human capital decisions allow managers to spot areas of particular attention before crisis develop. Talent Management and Employee Motivation In managing talents, organizations may choose either to align people with the roles they should fill in the organization or else retain people as the fixed element and adjusting their roles upon their character and personal skills. In choosing to align people with roles, organizations try to recruit good learners who will respond best to development opportunities and organizational succession development. Conversely, when roles are built around people customizing rewards and compensations according to the employees individual preferences and needs employees will feel more involved in the organization, hence maximising their job satisfaction and motivation. The use of extrinsic and intrinsic motivators can also help in retaining good quality staff and encouraging them to give their maximum potential while at work. Training, Development and Succession Planning Training and development of employees should be high up on the organizations agenda. This helps in meeting the changing needs of individuals and organizations. After training employees, an effective organization should try to build up an inventory including knowledge, skills and employees competencies and updating it according to changing needs and organizational training patterns. Organizations may choose from a wide variety of development techniques: courses, seminars, on-the-job-training and a diversity of training resources interactive, internet based etc. An even better approach to development would be the introduction of a mentor-apprentice relationship that can assist in meeting specific performance needs. In light of this, truly effective deployment transferring staff to different units to help them gain further knowledge and skills requires an extensive strategic process to ensuring this transfer is to the best benefit for both the organization and the individuals. Moreover, the policy of the enterprise should incorporate planning for the entire organization as well as career planning for individual employees. By developing a culture in which investment and learning is encouraged, organizations would indirectly be working towards reducing resignations and turnover. This minimizes hiring replacement costs and creates an internal brand facilitating the recruitment of new talents. Organizations can evaluate organizational culture in light of reasons given for employee departure by analyzing exit interview response. Leadership Organizations should cultivate a steadfast leadership team to steer the ship of the company and provide reasonable continuity through succession planning. HCM in this area encourages effective teamwork and ensuring continuity through executive succession and development planning. In todays labour market, it is essentially important to focus on developing excellent leadership skills, especially trust building. An effective strategic human management approach would not be possible without the sustained attention of a competent senior leadership team in valuing and investing in their employees. This leadership is crucial for an organization to overcome its resistance to change, organize the necessary resources and create an organization-wide commitment to improving business operations. Effective leaders have the authority to offer recruiting bonuses, retention allowances and skill-based pay in addition to investment in training and professional development. Performance Culture/Management and Reward Management Accountability and fairness at the workplace is essentially important in empowering and motivating employees through recruitment bonuses, retention allowances and improved working conditions. An organization needs to assess its workforces performance and incorporate strategies to reward professional and ethical behaviour, integrity and employees loyalty whilst promoting teamwork and customer focused-performance. Information Technology and the introduction of a Diversity Policy in favour of Inclusiveness makes the organization a better place to work for. Knowledge workers and the best talents in the industry rest within an organization for as long as it is capable of providing a challenging and stimulating environment; hence, organisations should strive to meet this objective. Industrial Relations Effective Industrial Relations also contributes effective capital management. An organization loaded with industrial conflicts gives an indication of an ineffective management style. Sound industrial relations schemes should be built upon tripartism: namely the participation of the government, employers and employees. Provision of Employees Services Organization should cater for their employees welfare in terms of their mental and physical well-being. The forms this welfare can take are many and can vary from financial needs such as loans to counselling in respect of personal employees problematic circumstances. Best Approach to Human Capital Management Human Capital Management will not reach its full potential unless all processes within the employee life cycle are fully integrated and automated. For example: the same job profile used by recruiters to aid them in hiring employees should be utilized to develop the performance of the individual. The first generation of HCM catered for business needs through the assimilation of recruitment, learning and succession planning. Organizations have realised that software such as Enterprise Resource Planning and Human Resource Information Systems are only part of the puzzle the remaining parts content and services will be the major focal points of the next generation of HCM solutions. The main components of a good human capital management solution include: Learning Management Systems courseware, testing instruments and evaluations; Applicant Tracking System interview guides, screening aids and job profiles; Performance Management System goal templates and mentor guides; Succession Planning proficiency profiles and career paths. Contents and services should no longer be a late addition clients and solution providers should collaborate to provide a fully fletched system to complete the necessary HCM functionalities. The Future of Human Capital Management The Future of Human Capital management is thought to revolve around: task-based automation for jobs which are repetitive in nature; Vendors should deliver solutions which allow the systematic measurement and improvement of employee performance in a variety of tasks; project based HCM for task which are dependent upon teamwork and individual creativity. This will allow organizations to spot potential flaws relating to incongruity or inconsistency beforehand. The use of online metrics for gaining continuous employee feedback Essentially, organizations should try and think ahead of the curve in the utilization of the latest technological developments to maximize their human intangible assets. In retrospect, human capital management requires a transformational manager to develop a group of employees with high capability and commitment. This approach can achieve returns-on-investments discernibly higher than other assets, enabling managers expectations to meet employees realities.

The Eightfold Path is a treatment :: essays research papers

The Eightfold Path is a treatment, a treatment by training (smith 104). Buddha taught that man is a slave to his ego (smith 108). That man wishes happiness, security, success, long life, and many other things for himself and his loved ones. However, pain, frustration, sickness and death are all impossible to avoid and the only way to eliminate these evils is to overcome desire. In Buddhism, the Eightfold Path is meant as a guideline, to be considered, to be contemplated, and to be taken on when, and only when each step is fully accepted as part of the life you seek. Buddhism never asks for blind faith, it seeks to promote learning and a process of self-discovery. The First step of the Eightfold Path is Right View. This is a significant step on the path as it relates to seeing the world and everything in it as it really is, not as we believe it to be or want it to be. Knowing reality is of very little value if we don’t put it to personal use in our lives. The second step on th e Eightfold Path is Right Intent. This is the step where you become committed to the path. Right Views shows us what life really is and what life’s problems are composed of. Right Intent must come from the heart and involves recognizing the equality of all life and compassion for all that life, beginning with you. Right Speech is the next step of the Path. Our speech reflects our character. We must avoid speaking falsely, obscene, slanderous, and belittling words. Right Conduct recognizes the need to take the ethical approach in life, to consider others and the world we live in. This includes not taking what is not given to us, and having respect for the agreements we make both in our private and business lives. Right Conduct also encompasses the five precepts, which were given by the Buddha, not to kill, steal, and lie, to avoid sexual misconduct, and not to take drugs or other intoxicants (smith 107-108). The next on the Eightfold Path follows on from Right Conduct, and thi s is Right Livelihood. If your work has a lack of respect for life, then it will be a barrier to progress on the spiritual path. Buddhism promotes the principle of equality of all living beings and respect for all life. Certain types of work were discouraged by the Buddha, in particular those where you deal in harmful drugs and intoxicants, those dealing in weapons, and those harmful to animal or human life.

From the evidence you have studied how useful are the range of building in Saltaire as evidence of Titus Salt’s values and beliefs?

Here is evidence to show us ad to give us an idea of Titus salts values and beliefs. For example the church, the institute, the mill, the houses, the street names, the hospital and the almshouses. When I look the church that Titus Salt Built I can see that it is a replica of the Italian church, and that it is the main and central feature of Saltaire I can also see that it is opposite the mills, which meant that the workers could go to it everyday a think about the importance of religion. Inside I can see the beautiful dicor which included gold, marble-paste (scagliliola) pillars, decorated brickwork ring of 6 bells, glass lanterns which used to be powered by gas but now are powered but electricity due to health and safety (Source 2). The church itself cost i16 000 to build it. This shows us that Titus Salt's beliefs were that religion is valuable to him and his new town. He wanted to have a caring instinct and followed strict morals. Also if you were a regular member of the church for example went every day then you could get a promotion at the mills. The limitations of the church today portray how impressive it still is in the town. The church is still beautiful and it shine through. Also we can still see Titus Salt's vision clearly even though some parts of the building have faded or have been in need of repair. It is still possible to see the original design. For example the balcony that Titus Salt and his family used to sit in is now boarded up. Even though the balcony was there Salt chose not to sit up on the balcony but to sit with his workers which shows his true values of not being an elitist. The Institute is another example of Salt's values and beliefs. Looking at the Institute I can see that it is symmetrical and is made from very expensive stone . I didn't get a chance to look inside. Looking just at the outside I can see that there are a lot of windows, and from research I also found out that there was a swimming bath, library and a reading room. Lectures, band, horticultural society and sewing classes were also provided. The school today is sill and educational establishment. This Institute shows us that Titus Salt believed that children should have an education that's why children had to attend school half time. There is also a tower with a bell. At the top point of the Institute there are engraved alpaca's and a bird with stars and leaves around it . Also opposite the Institute is the a model of a town hall with lions outside it with Titus Salt's initials engraved in them. Here there are also activities that take part. Overall I believe that Titus Salt believed in good education. Today the Institute is a collage and is used for Saltaire's festivals and dance classes. another example of Titus Salts values and beliefs the mill. Just from looking at the outside I can see what Titus Salt believed in. The first thing that I see are a lot of Big windows which would let in a lot of light . This shows that he cared about his workers. Also the mill is very symmetrical and based on the Osborne house. The bricks that have been used again are very expensive and neo classical style. There is also a very tall chimney, but it has now been lowered due to health and safety issues. The height of the chimney meant that the pollution was released away from the town and meant that the town was not polluted . The location of the mill itself was originally in the country side away from the pollution of Bradford. This was because Salt believed that the pollution was causing the people heath problems, which showed that Titus Salt valued and believed that people should have better health. The mill is near the canal and River Aire which meant that the workers could have a fresh and clean supply of water constantly as well as being able to clean the wool before being spun. The inside of the mill doesn't give us much evidence of what Titus Salt's values and beliefs were. The mill had now been transformed into an art gallery and also has shops selling art tools such as paint . There is also a Cafi and a shop with clothes and accessories. The other part of the mill has now been converted into apartments. When I am inside the mill, the only thing I can see that meant that Titus Salt valued his workers are the big windows, as they let in a lot of light. As I look at the houses I can see that they are big and that they are made from expensive stone . Each house had its own running water, toilet and garden The houses are not back-to-back which was very unusual during this time period. The housed are built right next to the mill which meant that people didn't have very far to walk to go to work. There were also arches where people threw their rubbish. This showed that Titus Salt believed is cleanliness and valued the health and living conditions of the town and its people. Today the houses are still in very good conditions and people still live in them. When I look around I can see that the street names are after members of the Family . This shows us that Titus valued his family and believed that they should remember them and him long after he has died. When I look at the hospital I can see it is built of very expensive bricks . Although the hospital is no longer used as a hospital I can see that Titus Salt valued his workers because he built them a hospital. Today the hospital has converted into flat, so I can't see what it like then. Opposite are the almshouses. They are wall made from expensive stone and haver a beautiful garden at the front . If you or your children misbehaved you lost everything, your house, job and pension. Children could start working at the age of 10 so they were well trained. Today these houses are still lived in by pensioners.

The End

The End In the world of film, it is important for a director to establish his/her own style. Peter Jackson has a style unmatchable by many other directors and this style shines through in his movie, Heavenly Creatures. In this film, Jackson uses one scene as a means of symbolic narration to successfully portray subconciously to audience members, the final outcome of the movie.The particular sequence chosen by Jackson foreshadows the outcome of the rest of the movie through the use of character styles, sound and setting as a means of symbolism.From the start, there is a physically noticeable difference between the two girls. They fit the classic roles of masculine and feminine, simply by their names (Paul and Juliet), alone. Paul is presented as dark and mysterious, whereas Juliet is seen as lively and bright. This sequence focuses on establishing these male and female roles to the extreme.Romanoff and Juliet (film)