The movie rating system should be revised Essay Example | Topics and Well Written Essays - 750 words

The movie rating system should be revised - Essay Example However, the rating system is not viewed as an effective and substantial body and has been criticized for a variety of reasons. The first criticism against the motion picture rating system has been presented by film critic Ebert who claims the rating system to place more importance on the minute details of the movie rather than the movie itself. This argument stands against the system's choice of picking on intricate details of the movie like the number of times a profane word is used or the number of scenes containing violence. This allows the rating system to escape from the throes of presenting the true message of the movie. For instance, a movie with sex and violence could be discussing the consequences these activities could teach to the audience. Adult ratings should be limited to those movies which show an immense degree of sex and violence. This would help in the removal of NC-17 which allows a greater number to access a variety of movies. Ratings of movies like Passion of the Christ should not have ratings that limit individuals under 17 from watching a movie (Ebert 2004). This is because the rating system creates a loss in the true message of the movie in its quest to censor the content. Another idea that stands up against movie rating systems is the belief that filmmakers are forced to change movies because the content affects the personal sensibilities of the members of the censorship board. Farber, a film critic talks of how filmmakers were threatened with an X rating to make them remove content which offended the board members (1972). This is seen as biased behavior on the part of the rating systems board because of their inability to provide a decision based solely on the judgment of creating a rating that will be friendly to the audience. Instead, the board is apt on creating ratings that will inadvertently be influenced by their personal beliefs and opinions. Another idea that talks of the flaws in the rating system is the lack of public opinion that is involved. There is a call by both conservative and liberal parties to make the rating system's methods and techniques more public thus allowing a degree of public scrutiny into their decisions. However, this idea seems a little impossible because it is impossible to pin point exact standards set up by the rating system. Movies today touch a variety of topics and issues. It is impossible to set up every method up for the public because it might not apply to each movie. Thus, setting up a public forum would be problematic because every individual's ideas vary and this could be chaotic and unhelpful. The rating system is criticized for its inability to present an equal treatment to the independent studios. This criticism lies on the belief that independent studios are not meted out with the same ratings as those given to major studios. Thus, independent studios are given a harsher rating system which is a great setback in the creation of new and diverse films. An instance of this is evident in the rating given to the movie Saints and Soldiers. The movie was created by an independent studio and created a limited amount of sex, profanity and violence. Yet, a single scene where a character is killed made the movie get a PG-13 rating (Deseret News). This is an obvious sign of bias against independent studios which can be of great harm to the creativity and emergence of unique ideas in the motion picture industry. Thus

Alternative Methods of Involvement of Employees in Decision Making Essay

Alternative Methods of Involvement of Employees in Decision Making - Essay Example Managers today are under pressure to engage employees in all aspects of their jobs. Generally, they must find ways to engage employees so they will stay working in the organization. Without engagement, many employees begin to slack in their duties (Farndale, van Ruiten, Killiher & Hope-Hailey, 2011; Gupta, 2011; Liu, Listen-Heyes & Ko, 2010). Companies are pressed to find alternative ways of engaging employees to motivate them to stay. Part of this engagement happens when employees have a voice in the decision making process. When they have a voice and understand that their ideas and opinions are valued and often taken into consideration when large decisions are made, the individuals have a better time of staying with the organisation. Employee Decision Making and Retention One of the ways to retain employees is to give them an opportunity to provide information about change and opportunities for advancement. Many employees bring their most creative and innovative ideas when they fee l they have the opportunity to be heard. Chen, Ployhart et al. (2011) studied the issue of employee turnover and why this often happened. They found that an employee’s job satisfaction is central to whether they stay in on organisation or whether they leave. Part of job satisfaction came from the employee’s perception of their control within their job. Control was often felt by the opportunity to take part in specific decisions as they happened. ... (2011) add to this discussion on voice because they suggest that employees have more commitment to the organisation when they perceive that their voice is being heard. They also found that this perception was directly related to whether employees developed trust in senior management. The authors state that the employee must have a psychological attachment to the organization and its values. This means that employees must be actively involved with decision making and there must be an â€Å"exchange relationship† which means a â€Å"one party provides a benefit to the other, thereby causing an obligation to respond by providing something beneficial †¦ â€Å"(Farndale et al., 2011, p. 115). In an exchange relationship in the organisation, employee voice is heard on a regular basis. The positive aspects of treating employees as stakeholders is that it makes them feel valued, makes them create a stronger commitment to the organisation and motivates them to contribute (Wilkin son and Fay, 2011). With employees as active participants in the decision making process, the managers would become more accountable in their financial practices as well as in their accounting of what they were charged to do (Chilosi and Damiani 2007). Some of the challenges to this method include that some employees may feel they do not have to work as hard because they are important to the organisation, and this attitude can lead to a lessening of productivity. Also, employees involved as stakeholders could create a challenge for outsiders who come into the firm to bring their assistance because they would know as much as the insiders. In some cases, managers can become disgruntled because they may perceive that they do not have as much power because all employees have a say (Chilosi and Damiani 2007).