British film industry Essay Example For Students

British film industry Essay British films are widely defined as feature-length films which are expected by their makers to receive theatrical distribution and for which either the financial or creative impulse comes from Britain. The guiding principle is to identify films that directly contribute to British film culture or to the culture of the British film industry.  In the past scores of British films have never made it to the cinema being described as lacking quality and being average and unambitious. However recently people have commented on the makeover in British Cinema. This makeover refers to the increased popularity and commercial success of British Cinema in the UK and in some cases the US box offices. Also some British films have gained some excellent reviews from some of the worlds best-known film critics.  There is no typical British film as they come in many different genres from the social realist northern comedy of East is East, the British gangster movies of Lock, Stock and Two Smoking Barrels and Face to the Costume drama/biopic of Mrs Brown and Young Elizabeth. The only link between all these films is that they tackle issues that are typical representations of the British society and British national identity.  An example of diversity in British Cinema since the 1990s is Trainspotting. Trainspotting is a British made film which was based on Irvine Welshs 1993 novel also titled Trainspotting. It was made in 1996 and was directed by Danny Boyle one of Britains hot directors of 1990s who also directed Shallow Grave.  Trainspotting tackles the issues of new ladism (which is present in the popular and successful British sitcom Men Behaving Badly), disaffected youth, drug addiction, themes of Scottishness, unemployment, poverty and societies norms. Danny Boyles Trainspotting has a very clear distinction from other films that concentrate on male crisis. In most youth-orientated films young male joblessness and social exclusion are presented as either with no history, no proposed solution or no exception of change. As quoted by film critic Robert Wade, Danny Boyle framed the male underclass not as a social problem but as a subcultural lifestyle with certain attractions for a young, post-political male audience. Rather than attempting to arouse anger or social outrage Trainspotting encourages a knowing, empathetic complicity between audiences and the films young male inhabitants. Trainspotting addresses the anxieties of young male viewers by portraying the young male underclass in terms of an appealing subculture of dissent from the demands of adulthood, women and work. This point is backed up by Renton (Ewan McGregor) philosophy in the film, which is I choose not to choose life. Trainspotting was a very low budget film as it costed 1.7 million to produce with the funds being provided by Figment, Channel Four and Polygram. However Trainspotting was a box office success pulling in people, part of this success may be because of the aggressive distribution of Trainspotting in the UK from Film Fours Distribution Company Film Four Distributions Limited.  Another example of diversity in British Cinema since the 1990s is Mrs Brown. Mrs Brown was made in 1997 and was directed by British Director John Madden who also directed Shakespeare in Love. The film is based on Queen Victoria (Judi Drench) in 1864, who at the time was in deep mourning for her husband Prince Albert after his sudden death. Her private secretary arranges for John Brown (Billy Connolly), her ghillie to bring her favourite horse down from Scotland. This then leads to Queen Victoria then developing a close relationship which becomes the subject of scandalous gossip in Victorian Society hence the film title Mrs Brown.  Mrs Brown was a very low budget film as it costs only à ¯Ã‚ ¿Ã‚ ½1 million to produce with the funds being provided by BBC Films and BBC Scotland. .u55c3feb82c301094aee6b5403712e82f , .u55c3feb82c301094aee6b5403712e82f .postImageUrl , .u55c3feb82c301094aee6b5403712e82f .centered-text-area { min-height: 80px; position: relative; } .u55c3feb82c301094aee6b5403712e82f , .u55c3feb82c301094aee6b5403712e82f:hover , .u55c3feb82c301094aee6b5403712e82f:visited , .u55c3feb82c301094aee6b5403712e82f:active { border:0!important; } .u55c3feb82c301094aee6b5403712e82f .clearfix:after { content: ""; display: table; clear: both; } .u55c3feb82c301094aee6b5403712e82f { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u55c3feb82c301094aee6b5403712e82f:active , .u55c3feb82c301094aee6b5403712e82f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u55c3feb82c301094aee6b5403712e82f .centered-text-area { width: 100%; position: relative ; } .u55c3feb82c301094aee6b5403712e82f .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u55c3feb82c301094aee6b5403712e82f .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u55c3feb82c301094aee6b5403712e82f .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u55c3feb82c301094aee6b5403712e82f:hover .ctaButton { background-color: #34495E!important; } .u55c3feb82c301094aee6b5403712e82f .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u55c3feb82c301094aee6b5403712e82f .u55c3feb82c301094aee6b5403712e82f-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u55c3feb82c301094aee6b5403712e82f:after { content: ""; display: block; clear: both; } READ: A British Muslim EssayMrs Brown was a very successful film in the US and the UK. An example of this success is that in the UK it was one of the films that made up to 23% of British box office successes in the UK in 1997. This may be because the narrative and the iconography shown in Mrs Brown are part of a very popular genre among audiences in the UK and US, this narrative and iconography are also shown in the film Young Elizabeth which was made in 1998 and directed by Shekhar Kapur. Toby Miller quoted that this is because it is the preferred image of Britain showing heritage and tranquillity It also could have been down to the fact that the distribution of Mrs Brown was very aggressive especially in the US and was handled by the American distribution company Miramax who also distributed The English Patient (Anthony Mingella 1996) and Little Voice (Mark Horman 1998).  Another example of diversity in British cinema since the 1990s is East is East. East is East was made in 1999 and was directed by British director Damien ODonnell and produced by Leslie Udwin The film is a social realist comedy which is set in the 1970s and concentrates on cultural diversity, cultural identity and cultural crisis. These themes in the film are embraced through two cultures; Christianity vs. Islam and the Northern Working Class vs. Asians. The film put across a very realist approach, an example being the inclusion of the Former conservative MP Enoch Powells Rivers of Blood speech which was said in the 1970s and referred to the increasing number of immigrants who were living in England The film is based on a mixed raced relationship with the fathers (Om Puri) religious beliefs being with Islam and the mothers (Linda Bassett) religious beliefs being with Christianity.  This leads the children to becoming very confused as they want to take up the British, Christian culture but the father will not let them as he wants them to take up the Pakistan, Islam culture and even arranges marriages behind his sons back. East is East costs 2.4 million to make but the response to the film surpassed expectations as the number of prints in circulation increased from 79 to 246 in the first few weeks. It took over 1 million in the first weekend and by the middle of 2000 had taken 10 million in British and foreign markets.  East is East was suppose to being funded by FilmFour and the BBC, but the BBC pulled out at the last minute leaving FilmFour to fund it on their own with the support of the MEDIA programme. This turned out to be FilmFours gain and the BBCs lost.

Performance Management System

Based on your research into the pre-selected company, outline, analyse and evaluate the performance management system that the company is using to achieve its key strategic goals. You will need to research current theories and practices from literature as they relate to performance management systems. This research should be used to provide evidence that supports your evaluation and recommendations. Your report should: Provide a situational analysis of the company under investigation. Analyse and evaluate the current performance management system (PMS). Discuss the fit between the PMS and the company strategy. Make recommendations on how the PMS could be improved. The report requires: The use of information from the pre-selected organisation. The use of analytic tools to evaluate the PMS. A range of references from literature that should demonstrate breadth and depth of your research. The use of the wider literature to provide evidence for your evaluation and recommendations. The display of critical evaluation and diagnostic skills in the choice of the data included. The display of critical evaluation in the choice of the information sources used. Appropriate and accurate use of the Harvard Referencing System. Text books: at least 5 text books. At least 4 academic journal articles (found using EBSCO, Emerald, ABI/Proquest, Science Direct, Informit, PyscInfo etc.). 2 other sources of your choice: Blog, newspaper, magazine or other Internet source. No more than 1 reference may be general Internet based sources. Wikipedia is not to be used and does not count as an academic reference. Introduction Performance Management System is a solution that provides the meeting place for a large number of people and the management practiced by them, which also includes training and development of new individuals in the system and to the system itself. This is a sort of system which provides a platform for the development of an individual or the entire team with better and improved performance evaluation of the group or an organization, which results in an improved efficiency (Murphy Arvey, 1998). Performance Management Performance management is about bringing management teams and people together to form an environment where continuous growth is the only goal to be achieved, and is practised by all the individuals and teams of this environment. It is a long term evolution process, aimed at continuous improvement of the company or organization, by closely monitoring the performance of the individuals and the teams working day and night to build the company big, and then channelizing their efforts and energies in such a way that they become much more effective and influential to the organization. This is done with help of each team member (DeNisi Kluger, 2000). This is not an individual task or an overnight task, it requires both time and patience to witness the complete effect. There are four major parts of the PMS, they are as described below: Performance Review Cycle (PRC) It is an ongoing process, consisting of a series of meetings within the organization between the managers and the employees, related to the work done, role played, target achieved, problems faced and betterment solutions. Performance Improvement Plan (PIP) It is a process with strict time boundaries; it requires the improvement to be done, after it is identified where it is required. It is not to be confused with disciplinary process, as it has nothing to do with discipline. HR and Discipline Specific Professional Practices within the organisation Merging the discipline committee with the companys HRs the performance improvement is ensured within the organization by a number of ways. Relevant HSE performance measures (Hillgren Cheatham, 2000). There are many type of Performance Management Systems being used by different companies, some of them use manual ways for performance evaluation like making record files and then employing another skilled manpower to assess the performance of others on some set guidelines decided by them or designed by them from some outer agency, thus creating too much complexity in the process (Martin, Bartol Kehoe, 2000). Or, another way popular these days for the performance evaluation purpose, is the use of specialised system for the same task. These are developed according to some specific needs or can be customized according to individual business needs. ReviewSNAP, Taleo Perform, and Success Factors are few examples of these type of systems. Lets take the example of ReviewSNAP and look into it what it actually is. ReviewSNAP It is a system for mostly small and medium sized organizations with not such a huge data to handle. It can be customised according to specific business needs with features like goal setting and notes creation. Features like maintenance of the job description, employees self-assessment series, review due reminder, reporting and statistical dashboard. The dashboard, what is the current performance index of the organization and the managements role to improve it. ReviewSNAP is a simple application as it is a web-based system and requires no software maintenance. ReviewSNAP is a 4 in 1 professional system. It makes performance based appraisal easy to be implemented as the performance matrix is set and every individual is also aware of his performance, so this makes an efficient and transparent system (Weatherly, 2004). It provides better insight to an individual about his performance and improvements. Rewards are now easy to be implemented based on performance as the target is already set, if individuals meet the target they get the reward or else its a fare system. New content can be added to the system anytime, which can make it an ever growing system that never goes out of date even if the company policies change completely. Figure 1 Figure 2: (Weister, 2015) ReviewSNAP is fully automated performance management system very user-friendly, reliable and affordable software, used as a service solution to help companies align goals for greater results (Beatty, Schneier Shaw, 1995). It also enhances the communication as well as coach the individuals, increase employee engagement, and save time and money through improved efficiency. Case Study Union Bank Trust Company is a private bank situated in Nebraska that offers a variety of services like banking, lending, and investment and trust services. There are many branches of this bank which offer full service and loan production offices in Nebraska as well as Kansas. Along with Lincoln and Omaha, there are branches located in nineteen communities of Nebraska and the area near Kansas City Metro (Hillgren Cheatham, 2000). Throughout the world, it is ranked third largest private bank in Nebraska with bank assets of $2.6 billion and trust assets of $11.8 billion as of June 30, 2013. In 2011, UBT decided to curtail the ineffective and inefficient performance management practices which have become standard worldwide and started looking for some new and more efficient system to evaluate the performance of its employees. Chad Theis, first vice president of HR at UBT was also very unimpressed with the current practice of once in a year meeting of the managers with their employees, where they evaluate their annual performance and based on that provide them with a target to achieve in the next 1 year. Like other big companies, UBT also provided its managers with free decision making and evaluation techniques, but this caused non uniformity, as different managers had different way to evaluate the employees (Society for Industrial and Organisational Psychology, 2003). Moreover, lot of times, the performance evaluation part was almost dropped down by simply being forgotten by bigger issues to handle. Even the managers of the company were not happy with this performance evaluation system as they themselves faced the problem in evaluating the employees in the annual cycle meeting and due to which the goals they set for them were hardly achieved by a very few of them. Also, they noticed that at the time of evaluation, the employees are also not very active in their part of participation, as they were also aware that it is more of a show-off than a real practice. This is when the managers at UBT decided to move out of its old methodology and observe something new. In this quest, they came up with the idea of 4 by 4 process. Both the managers as well as the employees felt the need of often meeting with each other to better understand each other. So, in this way, they conducted cycle meeting quarterly, where the management had an interaction with their sub-ordinates and discussion were carried out on their performance in this 3 month period and based on that rewards and goals were give n (Armstrong Baron, 2000). Now, after coming over with a new idea to understand the problem, they now needed an evaluation system which can evaluate the large dataset on their part. This is where they came across ReviewSNAP. According to Theis, the service first seemed a bit expensive on its part, but when he investigated deeper about the capabilities of the systems, he found that there are many services which can be used for the evaluation purpose and based on the number of services offered and the ease by which the system can be operated. The price was not enough to call the deal off, hence, the company decided to go with ReviewSNAP as the official Performance Management System for them. The biggest catchy factor for the company was the part of the system where they asked, what they actually needed in the system. It was totally customized in accordance to them after long discussion, where they discussed with the software developers to attain their needs. In fact, the company also helped them in getting what they required, as a service from them (Smither). From the time ReviewSNAP system got installed as an official PMS, it is observed that there is a marked growth in their performance, because of the reason that each employee knows their present as well as past performance. Regular cycle meetings are held so that employees can directly meet their superiors and discuss about their improvement. Now, the managers can also monitor the growth very easily and dont have to take much stress on this task of evaluation. The employees are also satisfied as the system working now is totally transparent and they themselves know where they stand in the performance matrix, what is their goal to be achieved, what is to be done to achieve it and what will be the reward for achieving the goal. The new system brought zeal in every employee to self-excel and perform well to achieve the goal and get the reward (Lee, Havigurst Rassel, 2004). Conclusion Examples like these make it clear that the performance management task has not lost its value, in fact it is regaining its true value of total manpower management and bringing out the best in everyone in order to benefit the organization more. Further changes can go on in the system in terms of more features to be included like business forecast. References Arvey, R. D., Murphy, K. R. (1998). Performance evaluation in work settings. Annual Review of Psychology, 49, 141-168. Beatty, R. W., Baird, L. S., Schneier, E. C., Shaw (1995). Performance, Measurement, Management, and Appraisal Sourcebook. Amherst, MA: Human Resource Development Press. Cardy, R. L. (2003). Performance management: Concepts, skills, and exercises. Armonk, NY: M. E. Sharpe, Inc. DeNisi, A. S., Kluger, A. N. (2000). Feedback effectiveness: Can 360-degree appraisals be improved? Academy of Management Executive, 14(1), 129-139. Greguras, G. J., Robie, C., Schleicher, D. J., Goff, M. (2003). A field study of the effects of rating purpose on the quality of multisource ratings. Personnel Psychology, 56, 1-21. Hillgren, J. S., Cheatham, D. W. (2000). Understanding performance measures: An approach to linking rewards to the achievement of organizational objectives. Scottsdale, AZ: WorldatWork. Lee, J., Havigurst, L. C., Rassel, G. (2004). Factors related to court references to performance appraisal fairness and validity. Public Personnel Management, 33 (1), 61-78. Martin, D. C., Bartol, K.M., Kehoe, P. E. (2000). The legal ramifications of performance appraisal: The growing significance. Public Personnel Management, 29(3), 379-406. Smither, J. W. (Ed.). Performance Appraisal: State of the Art in Practice. San Francisco: Jossey-Bass. Society for Industrial and Organizational Psychology. (2003). Principles for the validation and use of personnel selection procedures: Fourth edition. Bowling Green, OH: Author. Weatherly, L. A. (2004). Performance management: Getting it right from the start. SHRM Research Quarterly, 2, 1-10. Armstrong, M., Baron, A. (2000). Performance management.Human resource management, 69-84. Figure 1: Available at: https://lh4.ggpht.com/5rAYcEbw7QWOUYvid9IX9BomHIB1xm-E9-tUEF9w3cyBOKWrkmE3FGhZcI9kak1InBo9bQ=s161 [Accessed 10 Jan. 2015]. Figure 2: Weister, N. (2015). Employee Performance Reviews. Bridging the gap.. [image] Available at: https://www.reviewsnap.com/performance-management-infographic.cfm [Accessed 10 Jan. 2015].

Is The Gulf War Syndrome Real Essays - Military Personnel

Is The Gulf War Syndrome Real? Is the Gulf War Syndrome Real? On August 2, 1990, Iraq invaded Kuwait. The United States government acted very quickly. Ships were dispatched to the Persian Gulf, and oil prices shot up as and oil embargo was placed against Iraq. The U.S. government told us that Saddam Hussein was poised to invade the neighboring countries, including Saudi Arabia, and the worlds oil supply was threatened. George Bush launched operation Desert Shield in which a coalition of many nation's armies gathered in the deserts of Saudi Arabia bordering Iraq and Kuwait. As the war began, the coalition of national armies assembled in Saudi Arabia took a few SCUD missile shots fired from Iraq. When the troops started moving in, Sadam's army turned and tried to get out of Kuwait. The Iraqi Republican Guard stayed safely back, far from the fighting. Several hundred U.S. troops died in the brief battle, and ten's of thousands of Iraqis died. Many, if not most, of the U.S. deaths were the result of friendly fire. At this point, George Bush decided to bring the troops home. UN weapons inspectors converged on Iraq and the coalition armies dispersed. Perhaps the most hyped war in history was now over. It was almost certainly the war most orchestrated for the media. All the troops had been drilled for months in preparation for a tremendous battle and possibly chemical and biological weapons. Suddenly it was over. They were sent home and returned to their normal everyday lives. Memories of the threat of chemical and biological weapons remained. Years pass before rumors begin to surface, a veteran suddenly died for no known cause there was a veteran who developed an enormous tumor and there was a veteran who's new child is severely malformed. The threat of chemical and biological weapons returns to everyone's memory. People start thinking that perhaps this is the cause of all these illnesses. The threat seemed very real. If it could be demonstrated that Gulf War veterans are suffering from the effects of chemical or biological weapons, they might have grounds for some restitution from the United States government, or perhaps the Iraqi government. Organizations began to form in response to rising concern over the plight of Gulf War veterans. Official Pentagon numbers show a total of 697,000 U.S. citizens took part in the Gulf War, but they may not include non-military members. About 6 percent of Gulf War veterans have reported an ailment they believe is linked to their service. The Pentagon found that 85 percent had ailments or diseases with known causes not linked to the Gulf War. Further Defense Department research is focusing on the slightly less than 1 percent of all Gulf War veterans, whose ailments could not be diagnosed. Their problems included headache and memory loss, fatigue, sleep disorders, and intestinal and respiratory ailments. These have come to be known as the symptoms of Gulf War Syndrome. The Gulf War Syndrome is nothing more than a hearsay. It is a disease in which all of the science involving it is replaced by rumor. The opinions or real medical experts are replaced by the opinion of veterans who believe they are now medical experts. There have been accounts of symptoms such as: aching muscles, aching joints, abdominal pain, facial pain, chest pain, blood clots, flushing, night sweats, blurry vision, photosensitivity, jaundice, bruising, shaking, vomiting, fevers, sinus growths, irritability, fatigue, swollen lymph nodes, weight loss, weight gain, loss of appetite, heartburn, nausea, bad breath, hair loss, graying hair, rashes, sore throat, heart disease, diverticulitis and other intestinal disorders, kidney stones, a growth in the eye, tingling and itching sensations, sore gums, cough, cancer, diarrhea with and without bleeding, constipation, testicular pain, epididymitis, unspecified swelling, memory loss, dizziness, inability to concentrate, choking sensation, depression, lightheadedness, hot and cold flashes, labored breathing, sneezing, sensitive teeth and other dental problems, neurological disorders, nasal congestion, bronchitis, leg cramps, twitching, hemorrhoids, thyroid problems, welts, rectal and vaginal bleeding, colon polyps, increased urination, a bulging disk in the neck, hypertension, blood in urine, insomnia, headaches, and a foot fungus that will not go away. There have been more believable examples such as in the case of Michael Adcock. Adcock died in 1992 from lymphoma, which is cancer of the lymph glands, which then spread to the rest of his body. He thoroughly believed that he had contracted the lymphoma by being exposed by something in the war. His story was very believable, and the media attentively reported the story.

Amy Fisher - The Long Island Lolita

Amy Fisher - The Long Island Lolita Amy Elizabeth Fisher was born on August 21, 1974. In her book, Amy Fisher: My Story, co-written with Sheila Weller, Amy wrote that she suffered early childhood trauma after a family member, repeatedly, sexually abused her. Then, at age 13, a man hired to work at her home raped her. In her very early teens, she was sexually active, eventually resulting in an unwanted pregnancy and abortion. The abuse she suffered as a child seemed to spur her promiscuous behavior, later in life. The Beginnings of the Sexual Affair: Amy met Joey Buttafuoco in May 1991, when she took her car to his auto shop for repairs. She began visiting the shop and hanging around Joey on a regular basis. Her attraction toward him grew. On July 2, with her car in repair, Joey offered to drive her home. While at her home, the two had their first sexual encounter in her bedroom. Joey was 35, married, with two children. Amy Fisher was 16 and in high school. For the next several months, the two solidified their love affair at local motels. Amys Total Focus Was On Joey: According to Amy, Joey often talked about his unhappiness in his marriage. Amy, in return, shared intimate details of her life to him. The relationship was going strong, but other areas of Amy’s life were beginning to unravel. She was doing badly in school and she lost interest in her friends and family. Her focus was on Joey. By August 1991, Amy was out of work and in need of money. Allegedly, Joey suggested she become an escort at a local escort service. Amy took his suggestion. The Ultimatum: Within a month, Amy was making good money as a prostitute. By November, her thoughts about Joey and his wife had become obsessive. She was jealous of Mary Jo and wanted her out of the picture. In frustration, she decided to give Joey an ultimatum - her or his wife. Joey picked his wife. Amy, stunned and hurt, ended the relationship. Unable to cope with the break-up, she cut her wrists, but the cuts were superficial. After the suicide attempt, Amy decided to try to get back to her normal life. Amy Dwells on Getting Rid of Mary Jo: Amy began dating Paul Makely, a co-owner of a local gym. But in January, Joey and Amy resumed their affair. Allegedly, Joey wasnt bothered by her being a prostitute, but he did get upset when he found out she was having a relationship with Makely. Not wanting to risk the refound relationship, Amy led Joey to believe that Makely was unimportant to her. She also began dwelling on how to get rid of Mary Jo, who she viewed as the biggest risk to her relationship with Joey. The Decision to Kill Mary Jo: On May 13, 1992, almost a year from the first time she met Joey, Amy decided, once and for all, to get rid of Mary Jo. She heard that Peter Guagenti could help her get a gun. Amy said that on that same evening, she shared her plan with Joey and that he supplied her with tips on how to shoot his wife. On May 15, Amy has stated that Joey contacted her to find out if she had a gun, which at that point she did not. Joey has always denied knowing anything about Amy’s plans to kill Mary Jo. Amy Shoots Mary Jo Buttafuoco: Amy contacted Guagenti, and the plan to kill Mary Jo was arranged. On May 17, she and Guagenti replaced his license plates with two that Amy had stolen. At 11:30 a.m., with Guagenti driving, the two went to the Buttafuoco home. Armed with a Titan .25 semi-automatic gun, Amy confronted Mary Jo on her front porch. After a short conversation, Amy hit Mary Jo with the gun, causing her to fall to the ground. While still on the ground, Amy shot her in the head. Mary Jo Struggles to Stay Alive: Neighbors quickly came to Mary Jo’s aid. Her chances for survival were bad. After several hours in surgery, Mary Jos condition stabilized, but the bullet remained lodged in her head. Joey told the police that Paul Makely and Pauls girlfriend, Amy, may have been involved in the shooting. He said he had given advice to Amy about not paying her boyfriends drug debt, and Makely, when finding out, sought vengeance. The police doubted his story and suspected he was hiding something. Mary Jo Identifies Amy as Her Attacker: On May 20, Mary Jo was conscious and giving police the details of the shooting. Joey, knowing the police were getting close to the truth about his love affair, told the police the shooter might have been Amy Fisher. Mary Jo identified Amy as the shooter from a picture she was shown. The police, unable to locate Amy, asked Joey to contact her and find out where she was. He reluctantly obliged. On May 21, the police arrested Amy Fisher, at her home, for the shooting of Mary Jo Buttafuoco. The Long Island Lolita: Amy told the police that the shooting was a mistake - that the gun discharged when she hit Mary Jo on the head. Knowing Joey had turned against her, she also told them that Joey had given her the gun and that the two were lovers - a charge Joey denied. On May 29, Amy pled not guilty to the charges of attempted murder in the second degree, armed felony, assault, and criminal use of a firearm. The national press dubbed Amy the Long Island Lolita. Friends and former clients obliterated what was left of her credibility by selling the press videos that had been secretly filmed of her, and agreeing to interviews in which they would bash her character. Amys bail was set at $2 million, the highest in the history of Nassau County, Long Island. After two months in jail, Amys bail was secured, but only after she agreed to give up the rights of her story to KLM Productions. Her lawyer then arranged a plea agreement in which Amy would spend up to fifteen years in prison in exchange for testimony against Joey. Amy Fisher accepted the plea agreement and was sentenced accordingly. Guagenti spent six months in prison for giving Amy the gun. In 1993, the DA charged Joey with statutory rape. Amy testified about their sexual affair. Joey was indicted on felony charges of rape, sodomy, and endangering the welfare of a minor. With the evidence against him mounting, Joey pled guilty to one count of statutory rape. He served six months in prison. Amy was released from prison after seven years. In 2003, she married a man she met online, who is 24-years older than her, and the father of her son. Now a columnist for the Long Island Press, she won a Media Award for Column-News from the Society of Professional Journalists in 2004. Her new book, If I Knew Then... is out, and she hopes it will help others. Source: Long Island Press and Amy Fisher: My Story

Answer qusetion of final exam Essay Example | Topics and Well Written Essays - 1000 words

Answer qusetion of final exam - Essay Example xplain why and how the events take place and subsequent pattern of behaviour of man under certain condition involving emotional and metaphysical reaction. The role of brain and conscious and unconscious activities of the mind are seen to be the responsible for the general behaviour of man. The cognitive theory, therefore, defines brain and the mind as two independent entities that work in tandem to produce actions and reactions of man, to an event. Descartes treated body and mind of a man separately. He believed that body is inanimate object that acts only at the behest of the mind. It is also known as Cartesian dualism. He says that one cannot find out the nature of physical things without the participation of ‘intelligence’ which instead of ‘seeing’ judges them do be so. The mind therefore understands and recognizes other objects because of its inherent ability to represent complex structures rather than relying on sensation and imagination (Descartes, 1901). The theory of dualism, though controversial at that time, was much appreciated and even corroborated by the later philosophers. Kim, through his theory of causal closure and overdetermination, has tried to correlate mind and body. The overdetermination hints at causes that might constitute non physical causal effects. It can be explained in the following example. If, one is having headache and takes appropriate medication he will get the relief . But if at the same time, he would rest, process of recovering would be expedited. The need to know the working of mind becomes all the more important because of the fact that all our intentional and non intentional decisions and emotive expressions have a definite voluntary and involuntary actions associated with them. Hence our state of mental causation results in some form of physical actions. In other words, our beliefs and desires are linked with some definite actions that are designed to rearrange the physical aspects of our surrounding through the

Writing a physics report Essay Example | Topics and Well Written Essays - 250 words

Writing a physics report - Essay Example nal velocity â€Å"v† (of the centre of mass) in terms of â€Å"x† and â€Å"t† for the object to roll a distance 1m along the plank in average time t for each side of the plank (experimental velocity). The disk exhibits both rotational motion and transitional motion as it rolls down the plank. Since it rolls without slipping, its bottom is momentarily at rest and the distance, velocity, and acceleration of the centre of mass is directly related to the angle of rotation, angular velocity, and angular acceleration of the centre of mass. The total mechanical energy of the disk is the sum of its kinetic energy of its centre of mass, rotational energy about its centre of mass and gravitational potential energy of its centre of mass. The total time for the sides are different, time for when the plank is warped concave up is longer than when the concave is warped down since the disk faces higher friction when the concave is warped up hence taking more time and energy in overcoming friction to reach the end Predicted velocity is lower on both cases as evidenced by the data i.e. predicted velocity is 0.7672m/s while velocity in the first and second case are 0.7968m/s and 0.813m/s respectively. This is so because predicted velocity does not take care of friction effects and errors in performing the

Case study #3 Essay Example | Topics and Well Written Essays - 500 words

Case study #3 - Essay Example The couple should visit a nutritionist to assist them in creating a weekly menu and attendant shopping list of what they will need to ensure good health. This also acknowledges the wife’s need to be included in the care plan process (Quaglietti, Atwood, Ackerman, & Froelicher, 2000, 261). A schedule of medications needs to be created and made accessible to the couple. The caregiver should meet them, on a weekly basis, and portion out the pills into daily containers, marked with the day and time that the medication should be ingested. This process should be reviewed with them to ensure they understand which pills are taken and why. A moderate exercise program that both can follow, e.g., walking, should be developed, and a walking route appropriate to the weather and their living circumstances worked out. This should be part of a daily time table that includes meal times, exercise times, and medication times. A monthly review of all activities should be undertaken by the care te am (Grady, et al., 2000, 2452). There should be frequent telephone contact between visits by the nurse to ensure that the couple are managing his care plan and that the wife is feeling less overwhelmed. A nurse should visit the family weekly and review (i) nutritional intake and advise of any adjustments; (ii) medication intake and subsequent medication division and packaging for the following week; and, (iii) the amount of exercise taken and adjustments made as needed. A nutritionist should also visit once per week to plan and review weekly menus and to assist with creating shopping lists. A social worker should be contracted to come into the home two or three times a week (i) to assist with the grocery and any other shopping; (ii) to go with the couple for exercise; and, (iii) to ensure that proper personal care is also taking place, along with maintaining a clean and healthy environment. Health education is needed to ensure that the couple