Producers(Career Paper) Essays - Music Production, Record Producer

Producers(Career Paper) Introduction I believe by researching this career, I will learn more about what its like to be a producer. I also believe that my research will help me choose what occupation Id like to have when I finish school. I chose this profession as the topic of my career paper because I want to learn more about it because I may be interested in going into this career. Job Description Producers have financial and administrative control over the making of movies, plays, and TV shows. Producers hire directors, principal members of the cast, and negotiate contracts with artistic personnel, often in accordance with collective bargaining agreement (Actors, Directors, and Producers 180). Together with the director, the producer also hires other members of the staff. A large staff includes several production assistants, associate producers, or assistant producers who are in charge of various parts of the production. These assistants help producers perform their task. During production, the producer is in charge of all the people involved in the movie, television, or theater project, including actors, directors, and production workers (CIC 154). Kaci Wall Anyone with enough money can produce a play or movie. A person successful in business who has contacts in the theater may raise the money to produce a play. Someone experienced in films, such as a director, may raise enough money to produce a film. Producers are entrepreneurs. They select plays or scripts, arrange financing, and decide on the size of the production and its budget. (CIC 154). Movie producers may be employed by film studios or may work independently. Producers who work for large film companies usually have experience both in films and business. The job of producer can be approached from either field. A lot of money goes into these productions, and the producers job is to raise the money needed and see that its spent wisely. Its the producers responsibility for ultimately turning a profit for the investors. A good producer would recognize a successful show or movie while its still in planning stages. A smart producer spots a bad idea, more often than not, before too much money is wasted on it (CIC 154). Kaci Wall Education Required There are no standard educational or training requirements for the position of producer (CIC 154). Most producers have studied film, video production, or drama at the college level. Many have also trained as actors in dramatic arts schools. People who may be accepted need at least a bachelors degree or two years of on-set experience and also must pass written tests. Courses in acting and communications can be helpful. College drama courses in liberal arts, stage speech and movement, directing, playwriting, history of drama, and design and play production can be helpful also. (GIS 1). Talent and experience are very important to getting a job in this field. Producers need good business sense to handle finances. Movie and play producers need to have enough personal contacts to be able to raise money, hire staff, and find distributors (GIS 1). Expected Earnings In general, the pay for producers is good. Producer salaries range from $25,000-$70,000. Executive producers make even higher salaries, sometimes up to $200,000. A producer can earn a few thousand dollars, or a Kaci Wall few hundred thousand dollars for a production. Those with larger budgets earn much more than other producers (GIS 1). Job Outlook The number of producers is small. Few new producers are hired each year by the large TV and film companies (CIC 155). Employment of producers is expected to grow faster than the average for all occupations through 2008. In addition, an even greater number of job openings are expected to arise from the need to replace workers who leave the field. Nevertheless, competition for these jobs will be stiff, as the glamour of actor, director, and producer jobs, coupled with the lack of formal entry requirements will attract many people to these occupations. As in the past, only the most talented will find regular employment (OOH). Contribution Entertainment is very important to society today, which is why I think this occupation is important. Most people like to watch television, movies, or plays, and without this option, many people would be very disappointed. Without producers, television programs, movies, and plays would not be possible. They are

Reflections on Dave (1993) essays

Reflections on Dave (1993) essays Released eleven years ago, Dave is a pleasurable treat for everyone as it is a comedy, romantic story and a political drama at the same time. Its a touching movie packed with a stellar cast and coupled with a solid moral plot. Ironically, this movie was about an impostor with a very good heart to humanity well, an impostor capable of feelings and dreams for his countrymen. In the beginning of the film, it was saddening to see that the President of the United States was such a cynical and power hungry person, and a womanizer at that. Hes someone whom you would most likely hate and I couldnt help but wonder why he was elected into office in the first place. Now, lets talk about Dave Kovic since I absolutely enjoyed watching him. He is so funny and witty that he steals every scene. Dave earns a modest living by running a small temporary employment office and occasionally picks up dollars impersonating the President doing things like riding a pig at places like local car dealerships. Then one day the Secret Service shows up in Dave's living room asking Dave to impersonate the President at a social function. The President is needed elsewhere. The elsewhere is an illicit meeting with one of his aides, and unfortunately the President suffers a massive stroke. At the urging of the White House Chief of Staff and Communications Director, Dave agrees to continue his role as the President. The plot of the movie thickens when what seemed to be a more temporary fill in of executive authority turned out to be a more serious look at the nations problems. The scenes wherein Dave is taught the basics of presidency were just priceless. I believe that h e is a good man with strong moral values. His initiative to help people he hasnt even met before is truly remarkable. We all wish we had politicians like Dave because everyone admires a man who is upright, honest, open and down-right responsible. ...

Culture and ethical values Essay Example | Topics and Well Written Essays - 1000 words

Culture and ethical values - Essay Example 78). Each individual gives up his own power to the supreme sovereign, the ‘Leviathan’, whose authority is indivisible and unchallengeable. The ethic of self-preservation is the basic tenet of Hobbes’ framework. Because men cannot cooperate amongst themselves, the Leviathan is tasked with the protection of order, and its powers are unlimited. Such is the untrammeled power of the supreme sovereign – whether one man or an assembly – that it exercises the right of censorship over any and all expression and all property is subject to its laws. For Hobbes, â€Å"rebellion is but war renewed† (2005, p. 195); he understands that the Leviathan could very well become tyrannical, yet he maintains that even the worst form of despotism is preferable to the anarchy and chaos of the state of nature. Rebellion against government, thus, is explicitly wrong, not only because it is destined to fail, but also because it sets a poor example (Russell, 2004, p. 506). The only reprieve that Hobbes provides for the citizens of his commonwealth is that of self-defense: self-preservation being the highest goal of an individual, he reserves the right to defend his person. Any other means of resistance to government is culpable. Therefore, we can see that there is a very limited scope in Hobbes’ agenda to rebel against government: essentially, â€Å"Hobbes wants to show why we have to obey† (Harrison, 2003, p. 191). Hobbes’ fascination with authority and the unbridled faith he reposes in the sovereign are products, however, of how he feels a just society and a commodious existence can be best preserved. He â€Å"†¦insists that the natural condition [in the state of nature] is one of liberty, equality, and the most extensive individual rights imaginable. He argues, however, that these free and equal people are in a condition of utter wretchedness and insecurity – not in spite of their liberty and

Critical analysis and evaluation Essay Example | Topics and Well Written Essays - 750 words - 1

Critical analysis and evaluation - Essay Example Then, there were the practical considerations, which could be seen in her concentration on form – the number of pints, the pub’s structure, the lightings and their significance. Ethical relativism can also be detected in the attitude towards the effects of alcohol. One sees this in the statement about how the pub endures time because beer and men would always be present. This is particularly emphasized in her linking of the pub’s disrepair to its importance in men’s life and her double talk about beer being a â€Å"cohesive element.† While it is a clear reference to uniting all elements in the painting, there is a hint that beer contributes to the companionship and dialogue that happens in the pub. Aesthetic perspectives are, of course, primary in the description as critiques on structure, story, perspective, color and interpretations were each paid their dues. And so this would be the major evaluative standard used. In the opinion of this writer, Benko has given sufficient attention to the elements and relationships suggested by the composition to support her conclusions. The attention to detail in referencing the image and creating a clear picture in her description was cogent and showed a thoughtful assimilation of material from the description of the image itself, as well as the author’s translation. For example, in the decay, cracks, stains and disrepair she found on the pub she had seen warmth and affection instead of neglect. She also supplied personal commentary on drinking and men and the significance of the pub, including connotations of permanence and social significance. Many of the image descriptions are written in a combined form which take away from analysis because they provide material on a summarizing basis that has already been apparent. Her description did not just summarize the referenced elements because

Four Factors of Organizational Success Essay Example for Free

Four Factors of Organizational Success Essay There are numerous ways to achieve organization success. Ask any two business guru their opinions and you will undoubtedly get two unique lists. Successful entrepreneurs covet their secrets of success and business school faculty lecture what the latest texts have written. Defining a check list of do’s and don’ts may seem like a rather easy task, but the implementation of those ideas is what will truly lead to organizational success. But what is organization success? That question can have many answers depending on the business. A University might define it as job placement of graduating students, but a middle school may be successful if its American history program is nationally recognized. A publicly traded company (and its stock holders) could define it as profits over the last quarter, whereas a small technology start-up could consider the issue of a patent on their newest widget a success. It’s my assessment that of all the factors pertaining to organizational success, those that revolve around the people within the organization and adaptation within the organization are the largest factors of success. I believe when a commitment to improvement, a continuous workforce development plan, and an implementation of a shared vision are harmoniously integrated by a resilient leader, it will place a company on a path to organizational success. Commitment to Continuous Quality (Process Improvement) There are no perfect scenarios where a company continues to profit and does nothing to improve. Updating a process is a continuous method that involves employees at all levels while focusing on the needs of the customer (John, 1992). Successful organizations are able to identify potential areas for increasing the value of processes or products. Not all products need to undergo substantial change in order to qualify as a process improvement. A change in the perceived value of the product is all that is needed. For example, a recent advertisement from McDonald’s is touting their Egg McMuffin sandwich as a luxury and higher class item. Taking from old consumer adage â€Å"It’s the Cadillac of †¦Ã¢â‚¬ , McDonalds has substituted â€Å"McMuffin† for Cadillac. There have been no changes to the recipe of the sandwich, but they have changed the perception of the item by comparing it to a separate premium item and in turn increasing a perceived value (Biasi, 2012). Whether a company modifies a current product, updates a process or simply re-brands, constant improvement is a key factor in the success of an organization. Shared vision In order for a company to achieve a goal, its employees must be on board with the missions of the organization. That is, employees must be aligned with the mission, values and goals of the organization in order to foster growth and achieve long term success (The secrets of organizational success, 1995). In order for an organization to implement any changes, those within (at all levels) must share in the vision of the organization (Kanter, 1988). Every company should have a vision. Without a vision there are no goals to achieve and the company has no definition of success in the future. A successful vision provides a company with a few goals to which they can devote their resources to while inspiring its workforce to achieve those goals (Clancy, n.d.). The importance (as stated by Clancy) lies with inspiring employees. A vision alone needs support. Simply wanting something done, without dedicating recourses to it, is futile. Creating a shared vision, one in which employees have a stake, is significant in the organizations long term success. Providing a personal connection to the product (or process) drastically changes the way employees approach their work and makes a substantial impact on their work quality (Hill Tande, 2003). People have to want to work, not because they are told to (Senge, 1990). The creation of a shared vision adds value to the work of an employee. A paycheck cannot be the only motivation. The employee must want to take stake in the operation of the company and understand their work is critical to the mission of the company. Continuous Learning / Workforce Development Former CEO of Intel Andrew Grove once said, â€Å"Success breeds complacency. Complacency breeds failure† (1996). It is important for a company to provide its staff with the opportunities to develop and provide new insights into company processes. While in his tenure at Intel, Grove urged executive to allow staff to experiment with new techniques and processes while concurrently performing the production of existing products (Grove, 1996). Acknowledging the importance of creative freedom and invention allows for an improved process to be implemented without a significant reduction in production levels (Sheridan, 2004). Learning enhances people’s abilities; it drives creation, workplace competencies and motivates others to do the same (Loon, Lim, Teck, Lai, 2012). A company can develop their staff internally while creating new ideas, updating procedures and processes. Constant improvements do not come automatically. Instituting a program that promotes continuous learning and workforce development can eliminate down time between successes and will create a substantial competitive advantage. Strategic decision maker As an organization undergoes change, its leaders also need to have the willingness to do so. Strategic decision makers are flexible yet concise; they must make crucial decisions regarding growth, divestment, new products and cost cutting (Grant, 2008). As a company attempts to succeed in the marketplace, its leader must effectively navigate a myriad of executive decisions that affect the livelihood of the company. While any company can claim they want to improve, the implementation of that vision is the key. R.M. Kanter (1988) discusses that the best of those leaders are called â€Å"Change Masters†; leaders who are able to create a shared vision, encourage innovation, and support internal education. She continues that change isn’t always necessary, but a strategic decision maker will identify times where change is eminent and make adjustment rapidly. Take for example Lee Iacocca and Chrysler. Before his hire, the company was on the edge of complete failure. Something desperately needed to change. With the hire of Lee Iacocca came a decision to layoff those employees not willing to accept changes he believed would right the company. Those who stayed for a maximum $14 per hour salary, redesigned the brand and help the company earn over $2.5 billion within three years of his hire. (Roberts, n.d.). I am not suggesting a change in company culture is necessary, but a leader must be able to identify the need for change, have the ability to implement such change, and the gumption to do so. Finding a leader with the before mentioned qualifications will aid in corporate success. Four factors working together There are many other factors which could lead to (or prevent) organizational success. It’s my belief that the four points briefly discussed are deeply intertwined and provide an ever changing path towards success. The proper mix of these four items creates an environment that fosters company development. Just a few examples of the cohesion of these four factors have been noted in other publications: * Great leaders must be passionate about their visions and responsible for advancing workforce development (Gibson, Ivancevich, Donnelly Konopaske, 2006; Loon, et al., 2012). * Continuous learning among all levels leads to future process improvements (Zairi, Whymark. 2000). * Leaders must also have the mindset required for visionary leadership; otherwise they are managers and not leaders (Transforming leadership for success and sustainability, 2011). * Continuous process improvements that are derived from a shared vision are more readily adapted by employees (Guti, Llorà ©ns-Mon tes, Óscar. 2009). The items above are not meant to be all inclusive. There are numerous other factors that one could argue have equal impact on success. While I do not discredit those other factors, it’s my determination that the four mentioned are factors that are able to be controlled within the organization. Other factors such as environmental conditions, consumer behaviors, and external costs, remain out of the control of the business leader. Focusing on supplying staff with the necessary leadership to achieve the company vision will lead to success. As the newest management fads pass and business trends change, one thing will remain constant: the success of organization will rely on heavily people who are a part of the organization. References Biasi, A. (2012) Increasing Perceived Value (of your product or service). Smart Marketing Solutions. http://www.smartmarketingllc.com/2012/01/14/increasing-perceived-value-of-your-product-or-service/ Clancey, K.J. (n.d.). Shocking truth of the month. Most companies are operating without a vision. Retrieved from http://www.thekevinclancy.com/truths_102009_g.html Gibson, J.L., Ivancevich, J.M., Donnelly, J.H. Jr., Konopaske, R. (2008). Organizations. Behavior, structure, processes. McGraw-Hill Irwin. New York, NY. Grove, A. (1996). Only the paranoid survive. Double Day Publishing. New York, NY. Guti, L. J., F.J. Llorà ©ns-Montes, Óscar, F. B. S. (2009). Six sigma: From a goal-theoretic perspective to shared-vision development. International Journal of Operations Production Management, 29(2), 151-169. doi: http://dx.doi.org/10.1108/01443570910932039 Hill, B., Tande, C. (2003). Personal impact maps: Chart the course to a shared vision. Workspan, 46(10), 38-42. Retrieved from ABI/Inform database. John, S. W. F.,Jr. (1992). Managing process improvement at the cherry point naval aviation depot. National Productivity Review (1986-1998), 11(4), 533-533. Retrieved from ABI/Inform database Kanter, R. M. (1988). Change masters vs. change stiflers. Executive Excellence, 5(3), 12-13. Retrieved from ABI/ Inform database Loon, M., Yet, M. L., Teck, H. L., Cai, L. T. (2012). Transformational leadership and job-related learning. Management Research Review, 35(3), 192-205. doi: http://dx.doi.org/10.1108/01409171211210118 Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization. New York: Doubleday/Currency. Sheridan, J.H. (2004). 1997 Technology Leader of the Year, Andy Grove: Building An Information Age Legacy. Industry Week. Retrieved from http://www.industryweek.com/companies-amp-executives/1997-technology-leader-yearandy-grove-building-information-age-legacy Sudhir, K. C., Pullig, C., F, D. A. (1997). Critical success factors from an organizational life cycle perspective: Perceptions of small business owners from different business environments. Journal of Business and Entrepreneurship, 9(1), 47-0_7. Retrieved from ABI/Inform database. The secrets of organizational success: Aligning employees behind new corporate goals and objectives. (1995) Training Development, 49(8), 28-28. Retrieved from ABI/Inform Database. Transforming leadership for success and sustainability. (2011). Strategic Direction, 27(3), 19-21. doi: http://dx.doi.org/10.1108/02580541111109598 Zairi, M., Whymark, J. (2000). The transfer of best practices: How to build a culture of benchmarking and continuous learning part 2. Benchmarking, 7(2), 146-167. Retrieved from ABI/Inform database.

Mary Leakey :: essays research papers

Though technically defined as an archaeologist, Mary chose to follow a route of interesting research relating to physical anthropology. She is known mostly for the excavation of a two million-year-old fossilized human skull in 1959. She has also worked to help the world understand that the evolution of humans follows a principle rather than a theory. The name Leakey is synonymous in most people's minds with the successive dramatic discoveries of fossilized hominid bones and stone artifacts that have, over the years, pushed the origins of true man further and further back in prehistory. Less flamboyant than her husband, Louis S. B. Leakey, or her son Richard Leakey, Mary Leakey was the "unsung hero,† of the clan for years, even though she was, in fact, responsible for many of the spectacular Leakey finds, including the nearly complete skull of Zinjanthropus, which was at first thought to be the missing human evolutionary link. Mrs. Leakey finally received a measure of long-overdue public recognition with her discovery, in 1978, of 3.5-million-year-old fossilized hominid footprints at Laetoli in Tanzania, proving beyond a doubt that the australopithecines had walked upright. On July 17, 1959 Mary Leakey made her second major discovery. Accompanied only by her two Dalmatians, Mary Leakey set off to investigate the oldest layer at the site. As she surveyed the exposure with her practiced eye, a scrap of bone protruding from the ground caught her attention. Gently brushing aside some of the deposit, she saw two large hominid teeth in place in an upper jaw. Mrs. Leakey raced back to camp shouting, "I've got him! I've got him!" Using camel's-hair brushes and dental picks, the Leakeys gingerly uncovered a full palate and set of teeth; by sifting through tons of eroded scree, they eventually found about 400 bone fragments, which when pieced together formed an almost complete hominid skull, later dated at 1.75 million years, of the genus Zinjanthropus. Over the next few months, Mary Leakey found other hominid bones and 164 stone tools of twelve different types, including choppers, scrapers, anvils, and hammerstones. As luck would have it, a camera crew for the British television series On Safari arrived on the scene the day after Mary Leakey's momentous find, and thus it was that "Zinj" came to international public attention. For the Leakeys, it meant worldwide recognition. Fame brought controversy, too, and it was not long before Louis Leakey's bold assertion that "Zinj" was the so-called "missing link" between the primitive ape-men and Homo sapiens was proved to be incorrect.

Meaning of Life and Yoga Essay

Celebrity Yoga: Is this just a fad? Yoga has become a very popular exercise among people all across the world. Celebrities are also adopting this practice in order to strengthen their bodies. Celebrities and yoga has been a winning combination for quite some time in America, and more and more people are beginning to at least try yoga because their favorite celebrities are trying it. Celebrities that do yoga are making the practice more popular. Yoga industry in the United States has grown considerably since many celebrities have admitted to practicing yoga on a regular basis. Here are some things you will want to know about celebrities and yoga that may help you to decide whether or not you want to try yoga for yourself. What do celebrities have to say about yoga? Celebrities like Meg Ryan, Jennifer Anniston, Ricky Martin, and Madonna have all admitted to using yoga as a means to calm the spirit, tone the muscles of the body, and increase physical strength. Many people also say that yoga gives a personal sense of accomplishment, and that it is easier to handle rigorous demands of the day by practicing yoga Yoga is also designed to help people learn about the meaning of life. Yoga allows you to train your mind to think about positive things, and you are also able to think about how to solve problems and even get along well with others. You are also taught about how certain yoga principles should transfer into your daily life, such as learning how to do everything in the right time, or being patient with others. It is also believed the yoga will give you a higher tolerance for pain. One of the most important factors which cause the heart disease is depression. Tachycardia and other disturbances are caused due to this depression. Rhythm of the heart is altered due to tachycardia and other disturbances. Long-lasting or repetitive state of depression will make a considerable damage to the heart and enhances the chance of getting heart attacks. Yoga is an effectual solution against all sorts of stress since it can enhance the level of GABA (gamma amino butyric acid), a neurotransmitter in our brain which is correlated to depression when it is in supplied lesser in the brain. After one session of yoga the level of GABA gets increased.