West Side Story’s Production Design Writing Sample

Introductions

West Side Story is indubitably one of the best modern renditions of Shakespeare’s The Tragedy of Romeo and Juliet. As evidenced by the numerous awards, it picked up the enormous fan base it cultivated after its release. Set at the western end of Manhattan, West Side Story tells the story of two youths, Tony Wyzek and Maria Nunez, who desperately fall in love with each other despite their antagonistic ethnic backgrounds. On one hand, Tony is an ex-member of the street gang, the Jets, who are Americans of Polish descent, while Maria is the younger sister of the leader of the Sharks that is a rival gang, comprised of Puerto Ricans. Despite Tony and Maria’s boundless love for each other, the love story ends tragically with Tony’s death. (Bernstein, and Laurents, 1958)

Production Design

Boris Leven was the Production Designer of West Side Story and went ahead to win an Oscar for Best Production Design, Set Decoration, and Color. The production design is the art of combining various visual aspects of a motion picture to bring out the intended meaning. Some of the visual aspects of product design include location, props, set dressing, stage set design, background, lighting, and color. Production designers work closely with other departments, such as cinematography, visual effects, and the director in order to harmonize the overall look of a motion picture. (Harding, 2014)

Production design factors that led to the Winning of Oscar

Location

On the fast track to winning an Oscar for Production Design in 1961, West Side Story’s use of outdoor locations played a big role in securing the award. At the time, the use of outdoor locations for shooting musicals was a relatively new and unique concept. West Side Story is an aboriginal major musical to make use of outdoor locations for entire songs. As the case and point, the shooting of the prologue happened in an outdoor location where an entire song ends as the Jets and Sharks stare at each other. Boris Leven’s choice of making use of outdoor locations speaks for his own personal creativity and insight contributed to winning him an Oscar.

Modern Setting

In the West Side Story, it appears that novelty was the production team’s modus operandi. At a time when most musicals were set in either a fantasy or theatre kind of backdrop, West Side Story took a pioneering step in adopting a modern framework. The whole approach of using a modern context and the excellent execution by the Production Design team played a big role in bringing the Oscar award their way.

Lights, Color, and Close-ups

In the typical outlooks of a ’60s musical, West Side Story did exemplary well. For the parts that shot on a stage setting, it is evident that the Production Design table went the entire nine yards to deliver a well-crafted sound stage. Additionally, the print consisted of a plush array of colors that created an aesthetic ambiance, which translated to a sublime experience for the audience. Boris and his team worked closely with the director and the cinematography department to use close-ups to portray the emotional flare that existed between Tony and Maria. With the use of this concept, the audience worldwide shared the emotional turmoil that befell the two lovers. (Nicholls, 2014)

Conclusion

Despite the fact the motion picture has won ten Oscars among other awards, little is said about West Side Story. Bordering on the social challenges of the time, while simultaneously presenting a romantic tragedy, is a feat on its own for the musical. With the indispensable input from the Production Design team, it is no wonder that the music rose to such acclaim.

Works Cited

Bernstein, Leonard, and A. Laurents. West Side story: a musical. New York: Random House, 1958. Print.

Harding, Jill. (2014) “Review: West Side Story.” Salisbury Journal.

Nicholls, Liz. “Theatre preview: West Side Story actor feels bond with revival.” Edmonton Journal. Web.

Equal Employment Opportunity Commission’s Skills

Introduction

A skills inventory is the process of listing down the characteristics that cause one to be employable. These may include the person’s qualifications, their experience, knowledge, abilities and skills. One should note that skills inventories do not just revolve around people; they can also apply to jobs. The case under analysis is the Equal Employment Opportunity Commission. Currently, the organization is just about to introduce a new service that will facilitate access of consumer information from various sources throughout the company. It is imperative to do a skills inventory in order to determine if the company has the right human resource capability for the new service.

Current skills

Academic skills seem to have a high priority in this institution. Most employees have a background in law, social work and other fields that relate to employment discrimination (Garcia & Schmelzer, 2006). Furthermore, many of these workers appear to have committed to actively learn and think throughout their time at the EEOC. Several of them have acquired post graduate degrees while working at the organization. However, one can argue that since the workforce is constantly changing, then academically – acquired knowledge only has a certain lifespan. Skills acquired five years ago can become obsolete today. Therefore, the organization needs to focus on continual learning.

Team working skills are also evident at EEOC. The provision of new services requires cooperation in teams. Fortunately, members of this institution are already familiar with group work. They usually collaborate with each other when handling specific cases. Interdepartmental associations may also arise during implementation of new technological systems (EEOC, 2013).

Personal management skills appear to be in order, as well. Members of the EEOC seem to possess a positive attitude towards work. Their behavior is compatible with the magnitude of work they handle. It is common for a worker to manage one form of responsibility today and then do something completely different tomorrow. Many of these employees are highly adaptable. This is a quality that is highly desirable for the new service program.

Generally, transferrable skills are also worth mentioning. Interpersonal skills, communication skills, problem solving and writing skills are clearly evident in the organization. Members have managed to dispense services regardless of information impediments because of such transferrable skills. They have faced situations and established methods of dealing with them within short amounts of time. Some of them have endeavored to share information with each other even when they were not expected to do so.

On the flipside, poor infrastructural support has hampered adequate communication. Therefore, employees may possess the skills, but their jobs lack such capabilities (Lavell & Martinelli, 2008). Similarly, team working may be present in specific individuals but challenges exist in coordination of efforts institutionally. These issues have implications on the quality of service provision in the company.

Certain elements in the skills inventory of the institution are unique in the human resource sector. In other words, these elements do not exist in typical skills inventories. One such example is organizational affiliation, which may refer to the department or sector to which one belongs. The company is well aware of departmental identities of its employees. Additionally, members’ group levels are applicable at the EEOC. Individuals who fall within the same salary bracket belong to this category.

The nature of projects and assignments that a worker typically completes is another component of the skills inventory process in this institution. Sometimes this approach may specify positions that workers held as well as the degree of deployments that a worker underwent (Scott, 2009).

Training is especially relevant in the institution as different courses are available to employees. Management keeps track of these developments by including them in their reports. They often pay attention to knowledge acquired from the courses. Furthermore, these skills may also include career aspirations of those individuals.

New skills

Every new form of technology requires policies that will govern their use. The search engine is relatively new, so it requires guidelines that will streamline its application (Prabha & Connaway, 2007). These policies may include specification of organization and sharing of files. Statements on access, distribution and use of private information are missing from the firm. The company will have security features such as passwords and firewalls. It needs to specify how workers will make use of these features. Matters of access may also be a problem in the future. Volunteers often enter the organization and could require network resources. Furthermore, the public, in the form of clients, may also need access to the network and the computers within the premises. Some guidelines are necessary in order to streamline these matters (Lock, 2007).

Problems with access through mobile technological devices may also arise. Stakeholders have laptops, tablets or other forms of mobile technology. Protocols can determine whether consumers and workers can use the search engine within the premises and outside of it. Software use comes with licensing issues. It is imperative for all the members to understand the implications of copying the software during the use of the search engine (Drucker, 2009).

Skills do not exist for the use of the new service within the premises. One such issue is budgeting of items needed to get the service moving (Michael et. al., 2008). Individuals also lack skills on determining how to develop the use of the search engine in the future. Even specifications on network server management as well as backups and servers do not exist.

Implementation of the new service will require certain IT technical skills, which appear to be lacking in the company. Every database that will contribute to the search engine must be easily accessible and secure. Someone has to preside over these functions, and currently, no single individual at the EEOC has that mandate (Zhang & Majid, 2009).

Operation of the search technology also requires backup files. Persons in the institution need to ensure that adequate backups exist in the institutions. This process entails verification and execution of files. The company needs to test those backups once implementation occurs. One needs to perform restoration and verification of the backups if glitches arise. A back-ups administrator cannot be in-charge of the latter component. A different member of staff will need to handle this task (Mutch, 2011).

An overall IT strategy for the organization will be imperative to success. The functionality of the search engine and all its updates will fall under the portfolio of one of the personnel (Majid & Kowtha, 2008). Someone will have to be in charge of accounts within the network, password resets and use of emails. Users will cease using the engine in certain instances. Alternatively, they may lack qualifications for reliability of use. Therefore, an individual with the right skill set must intervene and ascertain that everyone operates in accordance to their mandate (Aral et. al., 2012).

Software usage cannot go on indefinitely in the organization as it is a paid service. Therefore, people with skills in software monitoring are imperative in the success of the organization. They will also take care of infringement if it occurs among the users (Choo, 2008).

The EEOC may encounter network problems during implementation of the exercise. Such skills may not need a permanent employee but could necessitate the hiring of an external manager. Therefore, network inventory skills are vital in the success of this new service. Additionally, this skill may also come in handy when the organization decides to upgrade its network. An expert will need to know that the institution only has three ports prior to the introduction of new termini.

A general IT manager must exist in order to solve daily technological changes. These challenges are likely to increase in the first few months of the implementation phase (Ormrod, 2006). All staff members will participate in data entry and other key IT implementation issues. These skills may seem obvious but could overwhelm members. New personnel may relieve workers from these duties.

Conclusion

The new search engine will contribute substantially to the improvement of outcomes at the EEOC. However, most of the employees lack the skills needed to run technology-based solutions. The organization has focused on academic and person-centered skills.

Some of the missing skills in the institution include policy determination for the use of the search engine. Budgeting and strategic skills for the use of the new technology infrastructure and management of security within the network are also absent. The EEOC must work on operational skills imperative to the success of the service as well as the administration of tasks. The company will benefit from all preset capabilities only if it fills this gap. They may come from external consultants, employees or in-house capacity building.

References

Aral, S., Brynjolfsson, E. & Wu, L. (2012). Three-way complementaries: Performance and pay, human resource analytics and information technology. Management Science Journal, 58(5), 913-931.

Choo, W. (2008). Information management for the intelligent organization, the art of scanning the environment. Medford, NJ: Information Today Inc. Press.

Drucker, P. (2009). Be data literate – know what to know. The Wall Street Journal, 16(3), 43.

EEOC (2013). U.S. Equal Employment Opportunity Commission. Web.

Garcia, T., & Schmelzer, R. (2006). Diversity from the top down. PR Journal, 9(49), 19-20.

Lavell, D., & Martinelli, R. (2008). Program and project retrospectives: Achieving organizational buy-in. PM World Today, 10(2), 15-20.

Lock, D. (2007). Project Management. USA: Gower Publishing Limited.

Majid, S. & Kowtha, R. (2008). Utilizing environmental knowledge for competitive advantage. Canada: Association for Information Systems.

Michael, J. K., Kashiwagi, D., & Sullivan, K., T. (2008, February 18). Leadership based project management model tested on food services at Arizona State University. PM World Today, 3(4), 10.

Mutch, A. (2011). Information literacy: an exploration. International Journal of Information Management, 17(5), 377–386.

Ormrod, J.E. (2006). Educational psychology: Developing learners. Upper Saddle River, NJ: Prentice Hall.

Prabha, C., & Connaway, S. (2007). What is enough? Satisfying information needs. Journal of Documentation, 63(1), 29-40.

Scott, M. (2009). Transforming the project management culture at Harris. PM World Today, 10(5), 17-33.

Zhang, X., & Majid, S. (2009). Environmental scanning initiatives of SMEs in Singapore, Libri. International Journal of Libraries and Information Services, 59(2), 114–123.

Electronic Health Record In Reducing Patient Falls

Introduction

The journal selected for the research project is International Journal of Nursing Studies, which is an international forum for publication. It accepts scholarly papers that reveal scientific excellence, contribute to the field and are focused on the significant issues. The papers should be related to nursing, midwifery, and other parts of the healthcare system and be targeted at practitioners, researchers, educators, and administrators. The topic should follow a specific format, which includes design and population peculiarities. In this way, “The effectiveness of electronic health record system as a preventative measure aimed at reducing patient falls in hospitals: controlled before and after study” will be an appropriate topic for this periodical.

It is critical to consider that International Journal of Nursing Studies has a range of particular requirements for the papers. They deal with various parts of the articles, including keywords (4 –10), statistics, tables, etc., and of course the abstract. Thus, the abstract’s word count should be no more than 400 words. It should not include any references or abbreviations. It is critical to mention “background; objectives; design; settings; participants; methods; results; and conclusions” (International Journal of Nursing Studies, 2016)

Abstract

When gathering the guidelines that the journal provides and highlighted steps, the abstract should look as follows:

Background: According to the National Patient Safety Agency (NPSA) report, more than 200,000 falls of different degree of harm were recorded in hospitals. They result in delay discharge, new health problems, and increased costs, which makes patients less willing to rehabilitate and worsens their condition. Moreover, 25% of those who had fallen die because of this incident.

Problem Statement: 20% of all patients fall when being in hospitals all over the world, which proves that this issue is very common. Nurses are to ensure patients’ safely, utilizing various approaches. The implementation of electronic health record system seems to be one of the most efficient ones, but its effectiveness is not proved yet.

Purpose: This paper tends to prove the effectiveness of the electronic health record system in the reduction of falls in hospitals.

Objectives: To consider recent trends of falls reduction; to discuss the implementation of the electronic health record system; to assess the effectiveness of the electronic health record system.

Research Question: The research aims to answer the question if the electronic health record system is an effective fall reduction alternative for hospitals.

Hypothesis: successful implementation of the electronic health record system will reduce patient fall rates.

Design: The paper is based on the quantitative research.

Settings: Hospital.

Participants: In-patients of both genders regardless of their age (315).

Methods: The data was gathered before and after the implementation of the electronic health record system with the help of surveys and medical records’ reviews. Then it was presented statistically and analyzed.

Results: After the implementation of the record system, the number of falls reduced by 72%. The started to deal with the paperwork faster so that they got more time to spend it with patients, which appealed to the consumers.

Conclusions: electronic health record system make nurses more satisfied with their work and reduce the number of patient falls.

Relevance to Clinical Practice

The proposed system can be used in the majority of hospitals, as its implementation does not require many resources. Even though the system it to be bought and training required, this innovation is beneficial, as it can reduce healthcare costs, reduce falls and improve both patient and nurse satisfaction (Grant, McEnerney, & Proctor, 2013). As professionals receive more time to deal with their patient-targeted duties, this system can be used not only as a falls prevention program but also to cope with other care related issues.

References

Grant, L., McEnerney, O., & Proctor, T. (2013). Making time for nurses to reduce patient falls. Nursing Times, 109(37), 21-23.

International Journal of Nursing Studies. (2016). Guide for Authors. Web.

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