Organizational Culture and Its Importance Essay Example

Organizational Culture and Its Importance Essay Example Organizational Culture and Its Importance Paper Organizational Culture and Its Importance Paper There is no single definition for organizational culture. The topic has been studied from a variety of perspectives ranging from disciplines such as anthropology and sociology, to the applied disciplines of organizational behaviour, management science, and organizational communication. Some of the definitions are listed below: A set of common understandings around which action is organized; finding expression in language whose nuances are peculiar to the group (Becker and Geer 1960). A set of understandings or meanings shared by a group of people that are largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis 1980). A system of knowledge, of standards for perceiving, believing, evaluating and acting . . . that serve to relate human communities to their environmental settings (Allaire and Firsirotu 1984). The deeper level of basic assumptions and beliefs that are: learned responses to the groups problems of survival in its external environment and its problems of internal integration; are shared by members of an organization; that operate unconsciously; and that define in a basic taken -for-granted fashion in an organizations view of itself and its environment (Schein 1988). Any social system arising from a network of shared ideologies consisting of two components: substance-the networks of meaning associated with ideologies, norms, and values; and forms-the practices whereby the meanings are expressed, affirmed, and communicated to members (Trice and Beyer 1984). This sampling of definitions represents the two major camps that exist in the study of organizational culture and its application strategies. The first camp views culture as implicit in social life. Culture is what naturally emerges as individuals transform themselves into social groups as tribes, communities, and ultimately, nations. The second camp represents the view that culture is an explicit social product arising from social interaction either as an intentional or unintentional consequence of behaviour. In other words, culture is comprised of distinct observable forms (e. g. , language, use of symbols, ceremonies, customs, methods of problem solving, use of tools or technology, and design of work settings) that groups of people create through social interaction and use to confront the broader social environment. This second view of culture is most relevant to the analysis and evaluation of organizational culture and to cultural change strategies that leaders can employ to improve organizational performance. BEHAVIOUR AND ARTIFACTS We can also characterize culture as consisting of three levels. The most visible level is behaviour and artifacts. This is the observable level of culture, and consists of behaviour patterns and outward manifestations of culture: perquisites provided to executives, dress codes, level of technology utilized (and where it is utilized), and the physical layout of work spaces. All may be visible indicators of culture, but difficult to interpret. Artifacts and behaviour also may tell us what a group is doing, but not why. One cartoon which captures this aspect shows two executives sitting at their desks in an office. Both have large billed black and white checked hats. One is saying to the other, I dont know how it started, either. All I know is that its part of our corporate culture. VALUES At the next level of culture are values. Values underlie and to a large extent determine behaviour, but they are not directly observable, as behaviours are. There may be a difference between stated and operating values. People will attribute their behaviour to stated values. ASSUMPTIONS AND BELIEFS To really understand culture, we have to get to the deepest level, the level of assumptions and beliefs. Experts contend that underlying assumptions grow out of values, until they become taken for granted and drop out of awareness. As the definition above states, and as the cartoon illustrates, people may be unaware of or unable to articulate the beliefs and assumptions forming their deepest level of culture. To understand culture, we must understand all three levels. One additional aspect complicates the study of culture: the group or cultural unit which owns the culture. An organization may have many different cultures or subcultures, or even no discernible dominant culture at the organizational level. Recognizing the cultural unit is essential to identifying and understanding the culture. Organizational cultures are created, maintained, or transformed by people. An organizations culture is, in part, also created and maintained by the organizations leadership. Leaders at the executive level are the principle source for the generation and re-infusion of an organizations ideology, articulation of core values and specification of norms. Organizational values express preferences for certain behaviours or certain outcomes. Organizational norms express behaviours accepted by others. They are culturally acceptable ways of pursuing goals. Leaders also establish the parameters for formal lines of communication and message content-the formal interaction rules for the organization. Values and norms, once transmitted through the organization, establish the permanence of the organizations culture. ORGANIZATIONAL CULTURE IS ALSO A SYNTHESIS OF SUBCULTURES Sociologists discuss how distinct societies are composites of interacting subcultures rather than a single overarching culture. Organizations consist of subgroups that have specific characteristics and a sense of identification. Within organizations, people can easily classify themselves and others into various social categories or groups based on identification with their primary work group, occupational or professional skills, union membership, or age cohort. Subgroups in organizations can and do create subcultures that comprise specific networks of meaning; yet, at the same time, they remain associated with the ideologies and values of the organizations leadership. For example, at a macro level the culture that is attributed to the Department of Defense comprises the distinct cultures of the different military services and the corps of civil servants assigned to each service agency. A closer examination of each service culture reveals still greater cultural differentiation among occupational specialties, specific units within the service, and between line and staff personnel. Yet all of these subcultures adhere to the core ideologies, values and norms of the DOD. Numerous studies of organizational culture have highlighted that the formation and maintenance of culture requires interpersonal interaction within subgroups. For example, research led by Meryl Louis demonstrated the benefits of subgroup interaction to newcomers learning the ropes of the jobs. Survey respondents in their first job experience reported that the three most important socialization aids were: Interaction with peers Interaction with their supervisor Interaction with senior co-workers. Interaction with peers on the job was viewed as most important in helping newcomers becoming effective employees. Interaction is important for the acculturation of newcomers. Organizations do not, however, always have homogeneous subcultures. The explicit social products produced by subcultures within organizations can be widely diverse and even result in countercultures. Countercultures can have both pro ductive and unproductive outcomes. Perhaps the key to a countercultures success (i. e. the promulgation of its ideology, values and norms) is the groups ability to demonstrate how its idiosyncrasies are consonant with the core ideologies, values and norms of the dominant culture. THE SYMBIOSIS BETWEEN THE ORGANIZATIONS OVERALL CULTURE AND ITS SUBCULTURES Some people may debate which comes first in an organization: the organizational culture or the organizations subcultures. The question that is relevant to the definition of Organizational Culture is how do the ideologies, values, and norms of subcultures compliment the organizational culture advocated by leadership? Explaining this relationship requires an understanding that cultures provide members with a reliable means to interpret a highly ambiguous environment. It is the leaders responsibility to specify the features of the environment that are relevant to the organization and then provide the supporting assumptions and rationale for its operating strategies. The leaders cultural messages should address ambiguities that are beyond the scope of any organizational subculture to explain to employees. Leaders should recognize that their cultural messages should specifically address cultural ambiguities associated with subculture practices within the organization, and limit their attempts to eliminate distinctions that are important to subcultures identities. In other words, leaders have a better chance of creating or transforming an organizational culture if they accept and foster productive organizational subcultures and consistently communicate how employees must perform in order for the organization to achieve its objectives. Cultural change then relies on leaders communication techniques that cross subcultural boundaries and carry messages about ideologies, values and norms that can be internalized by all employees. Memos and vision statements cannot achieve all of these objectives. Leaders, however, have a variety of sophisticated cultural communication techniques at their disposal to link subcultures to overarching cultural objectives of their organizations. The importance of Organizational Cultural can be derived from its definitions. An understanding of Organizational Culture can help a manager understand what the core value system of the company is and how is it a derivative of its culture or vice versa. The importance of Organizational Culture can be felt in all the spheres of an organization. Some of these are listed below. Mission- e. g. , What is the organization’s core purpose? Vision-e. g. , What is the organization’s overriding orientation? Planning- e. g. , What processes does the organization use to actualize ideas? Strategy for implementation of mission and vision- e. . , What kinds of concrete means for implementation of mission and vision does the organization utilize? Measurements of success- e. g. , Does the organization have a system for continuous improvement? What kind of system(s)? Overall organizational structure- e. g. , Does the organization have a flat structure? A hierarchical structure? What influence do staff have? Supervisory system(s)- e. g. , Do staff receive regular sup ervision? What is the content and context of the supervisory relationships? â€Å"Everyday† language- e. g. What are the insider terms that staff members use? Status and rewards- e. g. , Do staff get bonuses? Are they acknowledged in staff meetings for jobs well done? Concepts of time- e. g. , Do meetings usually start on time, 10 minutes late? Concepts of space-e. g. , Do staff have their own offices, do people usually keep their doors opened or closed? Communication systems-e. g. , Is there an intranet, a staff newsletter? Relationship(s) to external culture(s)- e. g. , Does the organization have a competitive relationship with other similar organizations? Individual/Group focus e. g. , Is the organization oriented more to individual or group needs? Views on difference- e. g. , Are differences in race, sex, etc†¦ talked about? Role delineation-e. g. , Are staff clear on what their job description is or their roles in particular projects? As an employee in any type of o rganization can attest, organizational culture is as prevalent and as varied as individuals themselves. Organizational culture is enduring and complex, and may have both a positive and a negative effect on the staff and the workplace. In many ways culture will determine the survival of an organization over the long term, especially in volatile industries. Cultures that can be a liability to an organization include those that create barriers to change, create barriers to diversity or barriers to mergers and acquisitions. Understanding the organizational culture can help you to understand why change does not take place, or why a project fails. It will also help you to determine where to strive to make changes to the culture. As managers, why do we need to get a sense of the prevailing organizational culture? It is essential to understand the organizational culture if you want to make changes to how work is done, what type of work is being done, or at the broadest level, to affect the organizations standing in its industry. Understanding the culture and, as required, changing it, can mean the difference between attracting and retaining good employees and driving away the best employees with an environment that doesnt encourage, challenge, or reward them. For a new leader or manager, understanding the organizational culture that is in place is essential for success in providing direction, especially when the direction is different from what has come before. Are staff willing and eager to take on new challenges and to follow a new direction, or will they provide passive or active resistance to any changes? What is important to people today, based on their view of where the organization is and where it should be? Where are there disconnects between espoused values, such as the mission statement, and the over symbols and culture type? For example, if the organizations mission is to provide expert customer service, yet the strong hierarchical structure means that employees are not empowered to assist customers by providing creative solutions or dont have the required authority to provide responses or results, there is a disconnect. If an organization was eager to see positive change and the time was right for providing impetus to staff to follow a new path. The assessment of culture of the organization can reveal the opposite, however, which is just as valuable to managers. If there is resistance to change, if the espoused values of the organization dont match with the staff perceptions and prevailing culture, you must try to change the culture or change the objectives and mission to reflect reality. As a manager, it may not be possible for you to change the organizations overarching culture. Understanding the culture, howeverespecially if you want to adapt your departmental culture to create a more positive cultureis possible. Departmental cultures may differ greatly in organizations, depending on the leaders and the staff within those departments. You may not be able to have an effect on the organization overall, depending on your position in the organization and how large it is, but with work you will be able to make a difference at the library level. Some ways that you can try to change the organizational culture include reviewing the mission and vision for the firm with the staff to ensure that they are accurate. If changes are needed to reflect the reality of what you want to do and what you can do, then it should be done. For a start, make sure that departmental statements and staff actions reflect the type of culture you want. For example, to increase the market culture, try increasing the measurements of service activities and have staff involved in developing metrics and outcomes for services (as part of the performance management system, for example). Reward staff of particular service areas who respond to changes in customer demands through developing new programs or services. To reduce hierarchical culture, for example, begin by empowering staff to provide suggestions and to help implement their new ideas. You should also empower staff to make more decisions for their own areas of expertise. As the leader, one should always be aware of one’s actions and model the behavior one expects of the staff. Ensure that the statements one makes are consistent with the values and the symbols of the culture one would like to develop. One may not be able to change the overall organizational culture immediately, but the positive results and positive impact at the departmental level should have some level of spill-over effect onto other departments. Moreover, it will make it a more pleasant culture for everyone to be working in. CONCLUDING THOUGHT An understanding of organizational culture, and how important it is, is a crucial skill for leaders trying to achieve strategic outcomes. Strategic leaders have the best perspective, because of their position in the organization, to see the dynamics of the culture, what should remain, and what needs transformation. This is the essence of strategic success. BIBLIOGRAPHY Goleman, Daniel. Emotional Intelligence. Bantam Books: New York, New York, 1995. Stephen P. Robbins. Organizational Behavior, 8th edition Schein, Edgar H. The Corporate Culture: A Survival Guide. Jossey-Bass Books: San Francisco, California, 1999. www. wikipedia. org

6 Things You Must Do Before That Successful Interview

6 Things You Must Do Before That Successful Interview Getting an interview feels like a victory, doesn’t it? It means you’re one step closer to that job, and makes a black-and-white online job posting seem like more of a reality. After you do your happy I-got-the-interview dance, it’s time to start thinking ahead for the interview itself. Here are six things you can do ahead of time to set yourself up right for the big day.1. Plan your outfit.This doesn’t just apply to fashionistas. Figuring out ahead of time what you’ll be wearing can take one major thing off your mind the day of the interview. It also lets you plan ahead for small (but crucial) touches like making sure your clothes are cleaned and pressed on time or that your lucky interview shoes are shined up and ready to walk into the room like a boss.2. Get your talking points in order.Review the job listing, and remind yourself how your skills and experience dovetail with what the company’s seeking in this role. Then, be sure to practice working those into a conversation. Naturally.  No one wants to be hit with a barrage of canned-sounding bullet points†¦ especially if you were asked to name a few of your strengths, and you respond with a memorized monologue about your achievements from your last job.3. Take another pass at your resume.You should have reviewed your resume before you applied for the job (please tell me you did!), but even so, take a fresh look at it. Is there anything you can tighten up before you walk into the interview as an ambassador for yourself and your work achievements? Once you feel good about the content and of your resume and have caught every typo, make sure to print copies (on high-quality paper, whenever possible) to take with you on interview day.4. Put on your researcher hat.Learn as much as you possibly can about the company before you go in. Can you tell anything about their corporate culture from their social media accounts? Have they been in the news for anything lately? If there’s been a scandal, obviously don’t eagerly bring it up in the interview. But if the company has been involved in something cool or newsworthy, it’s good to have that info stored and ready to go.5. Practice your smile.Spend a few moments rehearsing your interview smile in the mirror each night before you go to bed. Work on your most confident, pleasant smile, and be ready to break it out for every  person you meet during the interview (receptionists, assistants, interviewers). You can also practice with loved ones, or take some selfies to review and find the best â€Å"hire me† grin.6. Have your thank-you letters ready to go.The night before your interview, type up a template for your thank-you notes to your interviewers. That way, after you walk out of the interview you just have to enter a few crucial details (the person’s name, email address, and ideally a specific reference or two to the conversation you had), then hit send. Easy peasy.A little extra care and planning as you get ready for the interview can be the edge you need to get you to that next step: the job offer. After all, the interview is the only thing keeping you from an even better happy dance: the I-got-the-job one.

STRATEGIC PLANNING AND CHANGE Assignment Example | Topics and Well Written Essays - 750 words

STRATEGIC PLANNING AND CHANGE - Assignment Example consider conscious involvement of all employees and key stakeholders as well as the application of the right tools so as to realize positive responses. The management need to ask themselves a number of questions based on how they can make the change process motivating to employee, how they can achieve clear understanding of the process among the employees and how to extend the knowledge to the staff. In order to successfully realize the benefits expected from the change process, managers must embrace the four engagement tools or benchmarks namely learning, involvement, rewards and communication. Effective communication of the tenets of the change initiative offers guidelines and direction to the employees so that they are well informed of their roles in the process. When change is properly communicated, the employees will feel some sense of ownership and control during the process (Freytag and Hollensen, 2001). The inclusion of the learning process through proper training enables employees to gain confidence and realize how real and serious are the changes. The creation of a learning environment is of great importance to the change process owing to the fact that changes within organizations need new skills and attitudes towards their implementation. Training help in minimizing the anxieties associated with the change process as well as granting the employees sufficient time to adjust and progress to the point where threats linked to the change process are no longer felt. According to Fairbairn the learning theory proposes that employees are motivated to respond by physiological demands that are based on the competency, self-sufficiency and understanding. Competence occurs when people develop a feeling that they are very important in the realization of the components of a given change process (Dube, et. al, 2005). Full involvement of employees in the work process is another are that managers must focus on for in-depth realization of the change process

Computer Mediated Communication at a Weight Management Website Essay

Computer Mediated Communication at a Weight Management Website - Essay Example The thing is that most of the communication I had with people at this online forum was internet-mediated. Thereby though I shared many aspects of the weight problems people talked about on this website, being marred by the same health issues myself, initially I found it difficult to make a viable sense of the messages they posted because of an utter lack of the nonverbal cues related to the information they posted. However, within a few days I was immensely motivated to contrive strong interpersonal bonds with many individuals at this website, and innately and many times subconsciously started developing strategies for overcoming the glaring lack of nonverbal cues associated with the messages posted by them. This process involved sensing the emotional content in the register used by them, perceiving the sense of urgency and concern inherent in the messages by analyzing the vocabulary resorted to by many people, making an emotive sense of the non verbal symbols placed by people in the ir messages, noticing the frequency with which the messages were posted by specific members. Soon I found myself forming emotional relationships with some individuals in this online forum, with whom I shared similar health issues and general approach towards health and dieting. Though my initial interactions with people at this website were task-oriented, it was not long that I started to contrive emotional bonds with many individuals who engaged in internet-mediated communication at this website.

Human Genome :: essays research papers

Human Genome Project The Human Genome Project (HGP) is an international 13 year effort that began in October of 1990. The main objective of the project is to map the entire human DNA sequence. The project was planned to last 15 years, but rapid technological advances have moved the completion date to 2003. A rough draft of the human genome was completed in June 2000. Efforts are still underway to complete the finished high quality sequence. Many laboratories around the United States receive funding from either the Department of Energy (DOE) or the National Institutes of Health, or from both, for the HGP. Other researchers at colleges, universities, and laboratories throughout the United States also receive funding for the project. At any given time, the DOE Human Genome Project funds about 200 separate investigators. At least 18 countries have established human genome research programs. Some of the larger programs are in Australia, France, Sweden, China and the United Kingdom. Some developing countries are participating through studies of molecular biology techniques for genome research and studies of organisms that are particularly interesting to their geographic regions. The Human Genome Project Organization helps to coordinate international efforts in the genome project. There are many benefits and goals of the Human Genome Project. Rapid progress in genome science and a glimpse into its potential applications have helped observers to predict that biology will be the most important science of the 21 century. Aside from its medical and scientific benefits, the development of genomics research presents U.S. industry with many opportunities. The Consulting Resources Corporation Newsletter (Spring 1999) said that the sale of DNA based products and technologies in the biotechnology industry are rejected to exceed $45 billion by 2009. One of the goals of the project is improved knowledge in the area of molecular medicine. Increasingly detailed maps have aided res earchers seeking genes associated with dozens of genetic conditions, including inherited colon cancer, Alzheimer’s disease, and familial breast cancer. Also, molecular medicine will benefit with the improved diagnosis of disease, rational drug design, gene therapy and pharmaceutical â€Å"custom drugs†. Another area that will benefit is that of Microbial Genetics. Despite our reliance on the inhabitants of the microbial world, we know little of their number or their nature.: estimates are that less than 0.01% of all microbes have been identified. Also, expected benefits include developments of diverse new products, processes, and test methods that will open the door to a cleaner environment.

Art assignment Essay

1. List and describe three of the technological breakthroughs or discoveries that changed art during the Modern Era, 1800-1945. Indicate specific ways in which these changed the form and/or content, themes, purposes/functions of art, and the lives of artists. Photography Light bulbs Use of metal in construction There have been many inventions since the 19th century that has been incorporated in the artistic realm. Photography has created a new genre of art available to people. This invention allows people to see an image as it was meant to be which may have been something that could only be seen in the moment, like a fox and kits playing in the forest. Lights have affected almost every part of the average person’s everyday life and similarly, lighting has made artwork change and created new options of expression. In ways of architecture, lives and structure have been improved by the production and use of metals in structure and the evolution of architecture that was started in the Crystal Palace. The first true photograph was captured in 1826 with a camera and plate exposed to the sun for eight hours. The creation from this highly impractical form of photography was called a Heliograph. Joseph Nicephore Niepce’s correspondent was able to create a more reasonable medium for the film upon Neipce’s death. The silver iodine coated copper plate, named a daguerreotype after the inventor, gave hope for the creation of photography by allowing a picture to be captured in 10-20 minutes. Before this time only the rich could afford to have portraits done and could only be done by paint (Getlein 197-98). Camera and film was created in more of a form known to us in the middle 1880’s. Film was an important creation, as it allowed an image to be replicated, unlike the daguerreotypes, which were positives and allowed no way of copying. Photography was able to become a hobby and to advance after the creation of the Kodak Camera in 1888 (198-99). Because of this creation the artistic world changed to be able to include photojournalism, movies and artistic photography. Film and cameras have completely changed the way images are captured and who can afford it. During modern times, we can now afford to take pictures of whatever we would like so the content for photographs is now only limited to our own morals and what is available on the physical  plane. This invention allowed many people to share images of the world that many people would not be able to see otherwise and enabled any person who is willing to try, a chance to become an artist. The availability of electricity and the invention of the first functioning light bulb in 1820 by Warren De La Rue (The History of the Light Bulb 1) changed the way art is seen and creates. Light can be the focus of the artwork or change the way the art is seen. The best example of light in artwork is photography. The addition of a light bulb to create a flash while taking pictures has allowed different environments for photography by allowing pictures to have a good light source in the front to counteract any negative lighting, like from the back or too little lighting to allow the film to develop properly. This allowed artists more freedom to take picture wherever they are inspired and in normally inadequate lighting. This also prevented the light from behind the subject from being too strong to create the subject as a shadow, thus allowing breathtaking photographs that would have not been able to be captured otherwise. In other ways, lights have been the focal point of art in modern The first example of metal being used as a construction material for true structures was in England around 1851. Joseph Paxton used his plans for greenhouses and magnified them into a building that spanned over 13 acres, showing the world the first glimpse of modern architecture. Because of the use of pre fabrication, also a new concept, this building was able to be constructed in 16 weeks. (Getlein 295) The uses of metal in construction also lead to a new concept design for buildings: skeleton and skin. Skeleton and skin constructed involved a frame with covering over it. In the Crystal Palace, the skin was glass and in modern housing you have drywall, wood, and metal or plastic siding. The idea for modern buildings is just about the same, using metal as the sturdy skeleton with glass as the main covering but using the more modern element of concrete as a secondary structural base and covering. Through the creation of the Crystal palace, the ideas of architecture were changed forever. The metal structure allowed architects in modern times to create towering skyscrapers that would not have been possible using previous materials and allowed the shape of buildings to change as metal is more flexible has a strong tensile strength (Piggott 78). This allowed the creation of amazing bridges that are supported minimally by vertical bases and buildings that can take almost any shape. The Sydney  Opera house is an amazing structure that is meant to resemble sails, and is constructed of metal rods, to support the specialized concrete called ferroconcrete (Getlein 300). This multipurpose building would have never been thought of as a possibility without the use of a metal skeleton and continues to allow architects more creativity to build structures with intricacy and still have the structural security needed. Works Cited Getlein, Mark. Living With Art 9th Edition. McGraw-Hill, 2010: 197-99, 300. Print Piggott, Jan. Palace of the People: The Crystal Palace at Sydenham, 1854-1936. K. Hurst &Co. 78-79. Print Unknown. The History of the Light Bulb. Arizona State University. http://invsee.asu.edu/modules/lightbulb/meathist.htm. Website

Monty Python Satire Essay - 1647 Words

In the film, Monty Python and the Holy Grail, a confabulation took place between a nonsensical King Arthur and a soldier with a keen interest in birds. In Monty Python and the Holy Grail we see everyday acts of chivalry, being hilariously mocked. â€Å"What, ridden on a horse?† â€Å"Yes!† â€Å"You re using coconuts!† â€Å"What?† â€Å"You ve got two empty halves of coconuts and you’re bangin em together.† This is a prime example of satire directed at chivalry today. People seem to think that chivalry is rooted so far in the past that it’s gone. I can say that it may be gone from some minds, but definitely not all. To be a good and true knight, a man had to follow certain ideals, ideals of chivalry and courtly love. That consisted of, being†¦show more content†¦Through means of this story, chivalry seems like a perfect ideal that everyone can and should do, but in Monty Python and the Holy Grail viewers can see that maybe chivalry was sort of silly and kind of hard to follow. In the film Monty Python and the Holy Grail they satirize the sort of chivalry shown in Sir Gawain and the Green Knight. For example, while Sir Gawain was honorable and brave, Python’s Arthur and his men were exactly the opposite. Arthur and his men ran away from danger, they ran away when the French castle threw whole animals at them, they ran away from the killer bunny and Sir Robin ran aw ay when he realized that he was not going to win the battle against the three headed knight. Clearly, the characters in Monty Python and the Holy Grail didn’t exhibit any of the ideals of chivalry. Chivalry was also well represented and adored in the film Knights of the Round Table. In the film we see many chivalric acts take place, but one act that I focused on was, when Arthur and Sir Lancelot were unknowingly fighting in the woods. The film shows Arthur getting his sword stuck in a tree and Sir Lancelot getting it out for him. So the chivalric idea of fighting a fair fight is shown when Sir Lancelot helps his opponent, instead of just taking the advantage and winning. Once again this aspect of chivalry wasShow MoreRelated Life of Brian as Historical Satire Essay examples2766 Words   |  12 PagesMonty Python’s Life of Brian traces the tragic last year of Brian of Nazareth, a man who shares his exact birthday and town with Jesus Christ, the subject of countless biblical epic films. Comedy distinguishes this biopic, which features a male actor playing the analog of the Virgin Mary, a cured leper begging for alms, and spontaneous song on the crucifix. It is not sufficient, however, to relegate the film to parody, which seems the obvious criticism, simply for taking a comedic outlook.Read MoreAdvertising to Youth2683 Words   |  11 Pagesmoney on advertisement to ensure popularity and early brand loyalty. In the last decade, these superbrands are looking towards new and outrageous ways to capture young audiences, although these campaigns are appealing, how effective are they? This essay is meant to demonstrate how companies are reinventing themselves, whether their efforts are effective, and what possible implications these actions may have on youth during their teenage years, when they may be the most impressionable. As mentioned