Scott Pilgrim Movie Analysis Essay - 2663 Words

Scott Pilgrim vs. The World (2010) Film Sequence Analysis Assignment 2 Subject: Introduction to Screen Analysis Submitted as an Essay Dute Date: June 5th 2012 Tutor: Class: Wednesday, 14:00-14:50 Word Count: 2201 Contents: 1. Introduction 3 2. Narrative Function 4 3. Mise-en-Scene 6 4. Cinematography 9 5. Editing 10 6. Sound 10 7. Conclusion 11 8. List of References 12 Introduction Scott Pilgrim vs. The World (2010) is the action packed journey of a misguided young man desperately trying to navigate his own existence. In the film Scott must fight the conflictions within himself and the seven evil exes of his love interest. Based off the comic book series by Bryan Lee†¦show more content†¦Another development of character in the sequence is that of Ramona. It isn’t until further in the film that Ramona’s character is completely revealed but in the sequence her character is first presented through the short interaction between her and Scott. She is quite abrupt towards Scott when he introduces himself which clearly intimidates Scott, causing his display of foolishness in the interaction. Ramona’s character is then further developed after she leaves the party in the film through Scott quizzing people about details regarding Ramona. This is all second-hand information but it does establish some assumptions towards the mystery and histor y Ramona’s character. Audience positioning: The focus of the sequence is Ramona so throughout it the audience is positioned to be interested and inquisitive towards Ramona like Scott is. As previously discussed this positioning reveals aspects of both Ramona’s and Scott’s character which is important for the development of the story. Thematic issues: The thematic issue observed in the sequence is the inner conflict that Scott experiences regarding his commitment for his current girlfriend contrasting with his new obsession with Ramona. This thematic issue is important for the narrative of the film as it develops the characters of Scott, Knives and Ramona. The purposeShow MoreRelatedRastafarian79520 Words   |  319 PagesJamaica. The nature of this book dictates a heavy reliance on documentary analysis. My focus is interpretation not ethnography. Therefore, I have not sought to generate primary data on the movement but to analyze and re-analyze the growing body of scholarly and popular literature on the movement, including sociological and anthropological studies, biographies, monographs, dissertations, published and unpublished essays, and periodical articles. Archival sources, such as newspaper reports, policy

The Social and Political Influences Leading up to the...

The Social and Political Influences Leading up to the First World War Romanticism began in the closing decades of the Eighteenth Century. Influencing all spheres of life, pervading the populace of Europe and the first half of the Nineteenth Century with idealistic, yet unreal sentiment. Contradicting any romantic or idealistic belief were the uniform followers of rationalism and conservatism, descendents of Puritanism that arose in the Church of England during the early 17th Century. The German writer E. T. A. Hoffmann quoted in retrospect infinite longing was the essence of romanticism, if this definition is accepted, it may be said that it created in Europe, an illicit hunt for a utopian society. This I theorize is the†¦show more content†¦The southern Germanic states were forced to accept Prussian hegemony, and Germany as it is known today was formed. Within the space of thirty years, Germany had gone from being a cluster of insignificant states to the most powerful state in Europe - full of nationalistic sentiment, patriotic people and mi litaristic Kaisers. It is easily forgotten that Italy, similar to Germany is only a recently created state. Little over a century ago Italy was divided into five main groups, all subject to political arrangements made by their foreign rulers. It took 21 years of resistance in the name of Irredentism, to oust the puppet Autocratic government. Liberal views were enough, Liberal views and the invasion of Austria(1848), and for a second time in 1859, the invasions were used in order to establish the nation, and to expel Austrian emigrants from northern Italy, the theme of unifying ones nation through military action has been exemplified again. In order to determine a nation on the global stage, an expansionistic foreign policy has been held by both Germany and Italy, and the result has been successful each time fusing the populace closer together by attaining a sense of achievement through hardship and therefore a joint heritage and culture. NowShow MoreRelatedThe United States And The American Century989 Words   |  4 Pagesin European affairs, leaving Americans overwhelmed by the Great Depression and a feeling of isolationism. With the war over, the United States refuses to join the League of Nations and withdrew once again. So, when did the American Century begin? At the beginning of the 20th century the United States was an international power grounded in economic strength, but their military influence is limited. 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The people are supposed to own everything communally; from businesses, to food, and beyond. No social classes are to exist under a true communist system, as all people receive the same quality and quantity of possessions as everyone else. (Ohiohistorycentral) Democracy is a government by the people; a form of government in which the supreme powerRead MoreThe Evolution of Media Essay1312 Words   |  6 Pagesinadvertently and significantly. But what is this incontrovertible influence? It is the radio, newspapers, television broadcasts, such as CNN and MTV; entertaining and informational, the media is a valuable asset to all. How it came about was during the pivotal 20th century where skies were fille d with airplane raids and on land there were people full of fear, telling stories of the everlasting wars. 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What Is Religion Essay Example For Students

What Is Religion Essay Reflection PaperWho is God?, this becomes as impossible a question to answer as the question Who am I?. Michael Himes, the author of this book which is called, Doing the Truth In Love, expresses his ideas and thoughts on how we are supposed to think about God, feel about God, and understand who and what God is. Mr. Himes, explains first and foremost that God is a mystery. He gives his opinions on how He is mystery and on how we should identify God with God. Himes states that God is agape, unconditional love. My problem with this is how does Himes know who or what God is? He has never met God, to find out and he has never asked God either. We believe that God has undying and pure love for us but we dont know that for sure. God is the Trinity, meaning the father, son, and holy spirit. So is it that when Himes means that god is mystery, agape, and relationship; he means that the trinity stands for these three definitions of God? I think so. Perhaps the most powerful statement made about religion was made by Dr. John Simmons of Western Illinois University. He makes the valid point that religion is not a noun, but a verb. Religion is based on beliefs and how people act based on those beliefs. Tradition, prayer, and meditation are all acts of religion and are considered intangible behaviors. Although many rituals of religion are things, the ethical and social portions are lifestyles. In addition to this point, Dr. Simmons mentions the possibility of religion being founded as a way to understand and answer important questions about life and death. People must find out who they are, why they are here on Earth, and what purpose their life holds. Questions known as boundary questions are posed when humans are faced with new situations in their lives (Beliefs and Believers, Class 1). They must believe that there is reasoning to support their actions. Rites of passage are the most frequent experiences involving boundary question s. For example, as a child of Christian parents, I was told that people die because it is their turn to be with Jesus. Heaven made sense to me and comforted me, knowing that my loved ones would be in such a wonderful place. Also in the Christian religion, questions may arise about the beginning of life and how we got to Earth. The myth of Adam and Eve and the story of the Creation answers that for Christian believers. As for my purpose on Earth, my question was answered by the Christian doctrine. I am here to spread the word of God in actions and words so that all humans may know His love. However, these answers do not make sense to all humans because each religion has a different story. It is imperative to keep an open mind when defining and understanding religion. Every religion holds truth to the believers, and gives them a sense of identity. There is no right or wrong answer to the question of which religion to follow, only interpretations and behaviors according to what makes s ense to the individual. People will behave as they believe (Beliefs and Believers, Class 1). Another equally important remark I came across in my studies was one by the Methodist pastor Rev. Cecil Williams. Williams main topic of discussion was that of toxic religion and inspiring social action. Williams begin the interview by saying, Be careful of religion because religion is toxic (Williams Interview, Class 2). He means that believers are not focusing on the actions, but the outcomes instead. You cannot genuinely identify with a religion or call yourself a religious person unless you relate to other human beings or form relationships that work to ease human suffering (Simmons Study Guide, 15). Again, I was reminded of my own beliefs and the history of my religion when I explored the meaning of this statement. Contrary to popular belief, this nation was not founded on the basis of religion. America was founded by men in search of power and money who used their religious beliefs, pr edominantly Protestant Christian, as an excuse for their brutality. Not all believers act on their beliefs, creating a fine line between which are factious and which are not. The first attempts at colonization proved to be unsuccessful in the late 1500s and early 1600s. They came professing religious freedom and tolerance, yet brutally murdered Indians who would not comply with the European interpretation of Christianity. Even the Puritans, who were extremely devoted to their religion, failed to honor some of the most important ethical views of Christianity when they arrived in New England in 1630. The Puritans were very vocal about their quest for an ideal life. They believed in pre-destination yet still worked very hard to save the heathens from eternal darkness. They believed in the Ten Commandments, yet still judged those who were not Christian. Perhaps the most widely known example is that of the Salem Witch Trials. An epidemic of accusation was started because of contradicting beliefs ( Tindall, 36).Instead of focusing on how to nurture their current world, the Puritans caused mass mayhem and interrupted a peaceful environment. You cant have a new heaven until you have a new earth (Williams Interview, Class 2). .u9947b80d3ed4b7c7f0945c6a3404bca1 , .u9947b80d3ed4b7c7f0945c6a3404bca1 .postImageUrl , .u9947b80d3ed4b7c7f0945c6a3404bca1 .centered-text-area { min-height: 80px; position: relative; } .u9947b80d3ed4b7c7f0945c6a3404bca1 , .u9947b80d3ed4b7c7f0945c6a3404bca1:hover , .u9947b80d3ed4b7c7f0945c6a3404bca1:visited , .u9947b80d3ed4b7c7f0945c6a3404bca1:active { border:0!important; } .u9947b80d3ed4b7c7f0945c6a3404bca1 .clearfix:after { content: ""; display: table; clear: both; } .u9947b80d3ed4b7c7f0945c6a3404bca1 { 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; } .u9947b80d3ed4b7c7f0945c6a3404bca1:active , .u9947b80d3ed4b7c7f0945c6a3404bca1:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9947b80d3ed4b7c7f0945c6a3404bca1 .centered-text-area { width: 100%; position: relative ; } .u9947b80d3ed4b7c7f0945c6a3404bca1 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9947b80d3ed4b7c7f0945c6a3404bca1 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9947b80d3ed4b7c7f0945c6a3404bca1 .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; } .u9947b80d3ed4b7c7f0945c6a3404bca1:hover .ctaButton { background-color: #34495E!important; } .u9947b80d3ed4b7c7f0945c6a3404bca1 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9947b80d3ed4b7c7f0945c6a3404bca1 .u9947b80d3ed4b7c7f0945c6a3404bca1-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9947b80d3ed4b7c7f0945c6a3404bca1:after { content: ""; display: block; clear: both; } READ: Arts Management Final EssayFurthermore, the topic of religion cannot be discussed without mentioning its pervasiveness. Religion is an aspect of human existence compromising elements such as experience, ethics, beliefs, ritual, and institutions. Like political behavior, religion is not everything in life, but is an aspect of life. Religion is structured into our government. Not only does our Pledge of Allegiance and motto use God as a foundation, but also the separation of church and state show how each American is aware and ultimately affected by religion. It encompasses various disciplines, and although we are all not equally so, everyone is religious to an extent (Smart , 4). It is important to cherish the integrity of our own religion, likewise is it to appreciate the beliefs of other religions as well as non-believers. Appreciating and adopting are words with very different meanings (Marty Interview, Class 1).Lastly, I was very intrigued by the idea set forth by Dr. Simmons and the Sermon on the Mount that many religious movements begin with redefining human identity and relationships. As he points out, I grew up relating the Beatitudes to an already established Christian faith. This roll-in was especially powerful to me because it introduced me to an entirely new idea about the foundation of Christianity, shaking a firm belief I have always had. The fact is that Jesus of Nazareth was a Jewish Rabbi who disagreed with the teachings of the Torah and, in turn, invented the religion of Christianity. In His first sermon, Jesus spoke against the traditional Jewish teachings and replaced them, with gentler teachings of love and kindness. Although He ne ver intended to create Christianity, He began a religious movement that turned into Christianity (Simmons Study Guide, 16). Again, I reflect to the Puritans who spoke out against the Catholic Church of England and founded the Protestant form of Christianity. Perhaps many more religions will continue to be created as other charismatic leaders, such as Christ, deepen the exploration of their own identity and relationships. In conclusion, there is no simple definition for religion. It is a complex set of beliefs and behaviors that set apart individuals on their quest for enlightenment. Religion gives people a sense of identity and answers profound life questions otherwise unobtainable. In only a short period of time, my perception of religion has changed vastly. I have been introduced to many other perspectives that have impacted my own beliefs. I hope that as I continue to study new religious ideas, my understanding and knowledge will grow as well. BIBLIOGRAPHYBeliefs and Believers. Teleclass. University Park, Illinois: Governors State University, 1999Marty, Martin. Interview with Dr. John K. Simmons. Beliefs and Believers:University Park, Illinois: Governors State University, 1999Simmons, Dr. John K. Beliefs and Believers Teleclass Study Guide. Dubuque, Iowa: Kendall/Hunt, 1999Smart, Ninian. Worldviews: Crosscultural Explorations of Human Beliefs (Third Ed). Upper Saddle River, NJ: Prentice-Hall, 2000Tindall, George. America: Brief 5th Edition. NY, NY: Norton, 2000Williams, Rev. Cecil. Interview with Dr. John K. Simmons. Beliefs and Believers:University Park, Illinois: Governors State University, 1999Words/ Pages : 1,331 / 24

Knowledge in Organizational Management

Organizational situations that requiring professional assistance In the day to day running of organizations, a number of issues do prop up requiring organizations to take necessary, appropriate and applicable steps in order to solve the issues effectively and completely. Issues that come up may originate from individuals, groups in the organization or the interaction of the systems of the organization.Advertising We will write a custom coursework sample on Knowledge in Organizational Management specifically for you for only $16.05 $11/page Learn More Organizations that deal with a large clientele such as the university that handles thousands of students plus the academic and non-academic staff is likely to encounter many problems. The problems may arise from either the students, the academic staff – lecturers or the subordinate staff of the organization – University. These issues may also have a faceted origin that touches on both the stude nts and the two staffs. The issues develop to situations, and if not diagnosed promptly, they become threatening to the organization and its practices. Professional aid is thus needed to address the situations (Cummings Worley, 2009). Organizational health is among the most important elements that contribute to the good performance of organizations. Good health automatically leads to high productivity. The health situation of the university is important for delivery of both the student and staff. Symptoms of unhealthy, organizational working environment include rising stress levels, interpersonal conflicts, and work-life imbalance. All these plus many others may result to a rise in the cost of healthcare by the organization thereby causing a downward trend in productivity. Unhealthy and unsafe organizational environment is brought out inform of costs to the organization which include absenteeism, a rise in drug benefit costs, increased employee turnover in the case of the universit y, this will be seen in terms of the rising cases of deferral or termination of studies. Other indicators of unhealthy environment in the organization are significant drop in the commitment and satisfaction levels of both the staff and students, increase in the cost of healthcare and the general loss of productivity (Cummings Worley, 2009).Advertising Looking for coursework on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Also in academic organization like the case of the university, new programs are introduced in different faculties. These new programs come with new contents and in most cases new requirement on both sides of students and the academic staff. When such programs are introduced into the institution, a lot of guidance is needed by the students and staff. This is what will ensure that the programs gain a good background in the institution. In such situations, professionalism is needed in the implementation of the programs. Therefore, the university may deploy professionals to help give a right foot of these programs at the university. Student unrest is a common occurrence in academic institutions or organization. Student unrest mostly results in violent activities. Student unrest is caused by many reasons most of which may be generated by the students themselves or poor relations between the students and the administration. The problems leading to student unrest may either be developmental or sudden in nature. To ascertain this research has to be done. Such organizational researches are conducted by professional counselors and behavioral management experts. These individuals are able to diagnose the underlying issues through an interactive research and dialoguing. Organizational restructuring is also common in modern institutions. Restructuring activities more often aim at improving service delivery through stepping up of efficiency by sealing the loopholes in the prevailing systems o f management. Restructuring programs may take place in the whole organization or may be carried out in different departments of the organization. Organizational restructuring programs are accompanied by training that is conducted by experts in certain fields. If it is the academic restructuring, education experts do conduct the training. When the program is focused on the administrative staff, then it is implemented by experts in the field of academic administration. To achieve good results in the organization, the welfare of the employees must be catered for. This is usually done through remuneration and reward schemes. Remuneration and reward schemes are run basing on different attributes of employee growth and improvement.Advertising We will write a custom coursework sample on Knowledge in Organizational Management specifically for you for only $16.05 $11/page Learn More The exercise has to be carried out in a fair and transparent way to prevent fict ion. Remuneration exercise mostly touches on financial aspects and thus professionals in finance management should be engaged for professional advice when reviewing the salary of the university employees (Cummings Worley, 2009). More often than not, universities review the financial payments that are made by students. This is mostly caused by changes in the economy, which in most cases result in the rising cost of operations. These changes force the institutions to adjust the payments in order to meet the costs of administration. Fees review is done through research that helps reach a rational increment in the amount of fees paid. Professionalism is required to achieve this. Integration of organizational development frameworks with broader HR frames and competency models Organizational development centers on the activities of the organization. For this function to work well, it has to be combined with other functions and activities of the organization. The human resource management function of the organization is of great importance to the organization. This is because it centers on developing and managing the workforce of the organization. Both the organizational development theories and the human resource frameworks aim at increasing efficiency in the organization which would then lead to the betterment of the performance of the organization (Anderson, 2012). Organizational development is itself a process that involves many activities. Organizational development aims at changing the organizational beliefs, targets, values, attitudes, and the general structure of the organization to enable it adapt to new changes in technology and market. This thus borrows into the theories of motivation, learning theories and many other behavioral theories. Behavioral theories can mostly be used min the shaping and modeling the behavior of students in the university (Anderson, 2012).Advertising Looking for coursework on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Research has proved that organizations that have attained excellent performance are known to have embraced training of staff in performance improvement. There is a strong linkage between training and development that takes place in an organization. Training helps in the imparting of skills, knowledge and the change of behavior and aligns all these to the goals and objectives of the organization. The major goals of the university as an organization are to give high quality education. This will be attained through well developed programs and quality staff to manage these programs. This will enable the university to produce high quality graduates who will be highly absorbed into the industry and the job market. The training needs of the organization must be identified so as to attain these goals and objectives. In most cases, human resource management strategies do not clearly bring out the real areas that require training in the organization. Competency models are often deployed in th e identification of the real areas that need training improvement. Everything in the university centers on competency. In the university as an organization, there are three major workgroups. The workgroups are the academic staff, the subordinate or non-academic staff and students. Training is important for all these groups although the training that is done on each of these groups varies thus different approaches of training are utilized (Cummings Worley, 2009). For the students, personality and motivation is very important to jeer them towards good academic performance. The performance of students is assessed in the curriculum and extra-curriculum activities. Therefore, motivational and personality theories will be used to assess the student performance. Through this, areas that need improvement on the part of students will easily be identified, and training programs initiated to seal the gaps. The dean of students is the major body that deals directly with the affairs of the stud ents. Therefore, it is very important to empower this department by providing enough resources for the effective running of the department. The department should be equipped with professional staffs that have a good grasp and experience in handling the affairs of the students. The staff or workforce of the university is composed of people who perform different roles and functions. These workers are placed in different departments in the organization for instance the finance department, the registry department, the catering and accommodation department and the library department among many other sub-departments. The management of the non academic staff squarely falls under the human resource or administrative arm of the university. Since this is a big organization, the degree f specialization is very high. The competencies of the staffs play an important role in determining the level of output of these workers. It is the human resource department which determines the competencies of the workers. Competencies of these workers are carried in the abilities, skills, interests, traits, motives and most importantly the knowledge of the workers. The human resource department has to ensure that these attributes of competency are transferred and vindicated in the performance of the workers and the general performance of the university (Anderson, 2012). For the competencies to be of value to the organization, they must be translated into job competencies. This will be done through the use of human resource management approaches like performance management and appraisal. This is used to assess the performance of the workers in the organization to determining performance levels and identifying the areas that should be improved. Improvement of performance is usually done through training. The good thing with performance management is that it assesses and evaluates workers and through this identifies certain areas of weakness. This usually eases the role of training. Specifi ed training is done to streamline competencies in the areas of weakness or incompetency. Performance appraisal programs will be accompanied by a reward programs. Reward is a motivational function and entails giving some benefits or rewards to the employees depending on how they have performed in their roles and duties in the organization. Reward encourages hard work through which competency is improved. The workforce of the organization plays a very big role in order to achieve organizational change. The development of the workforce is the responsibility of human resource officers and the top management of the organization (Anderson, 2012). Steps involved to effectively managing organizational change Organizational change is not a simple event but a process in which several steps are included to attain desirable change in the organization. Organizational change works to ensure the enhancement of effectiveness and efficiency of organizational systems in order to make the organization to reach the peak of performance. Proper planning and implementation can be facilitated by change in the organization, thus planned change is the appropriate change that is desired by organizations. The organization or management must first ascertain the need for change and show that they are committed to planned change. After this, the development of a systematic and logical approach should be created which will lead to the accomplishment of change objectives. The logical steps must be followed to ensure the successful implementation of change in the organization (Blokdijk, 2008). Organizational change is a managerial function thus it can be attained through change management. Change management has several tools among them the change management process itself, readiness assessments and communication planning. Other tools of change are change coaching and training of managers and the employees, sponsorship activities and roadmaps and research. Research is conducted to identify area s that need change in the organization. Three major steps are involved in change management. These are preparing for change, management of change and reinforcing change. Change preparation includes the definition of change management strategies, the preparation of the team that will manage change, and the development of the sponsorship model to sustain that change. The second step, which is change management, entails the setting up of plans of change management and the implementation of the change plans. In the last stage – reinforcing change, feedback is collected and analyzed; gaps diagnosed and resistance to change managed; and the corrective actions are implemented (Cameron Green, 2009). The comprehensive process of change management in organizations has seven steps. The need for change must be recognized as the first step. More often than not, the need for change in the organization is recognized by the top administrators of the organization. Change in the organization may be facilitated by either external or internal factors (Green, 2007). Upon the recognition of the need for change in the organization, the management will be required to develop goals and objectives of change. The necessity of change has to be ratified first before any further action of effecting change is undertaken. The needed changes are defined with relation to the organizational structures, values products and technology. The problems and opportunities will have to be evaluated (Green, 2007). The third step in the management of change in the organization is the selection of change agents. Change agents refer to individuals responsible for implementing and effecting change in the organization. The agents must be highly alerted on the issues that the change needs to address and thus come up with brilliant ideas that will foresee the implementation change (Green, 2007). The diagnosis of the current climate of the organization follows. Data is gathered about the prevailing clima te of the firm. This information is used in preparing organizational workforce for change. The fifth stage involves the selection of the change implementation method. These methods can be derived from other organizations that have effectively implemented change. Also, external performance standards can be used (Green, 2007). The change plan is then developed. This stage identifies certain events that must be undertaken and the means through which these events will be run. Certain responsibilities are coined and delegated to the change agents. Lastly, the plan will be implemented ensuring that the steps that I have established in the change plan are followed. Implementation must be accompanied by follow-ups and evaluations so as to detect leakages and seal them in the process (Green, 2007). References Anderson, D.L. (2012). Organization development: The process of leading organizational change. Thousand Oaks, Calif: Sage Publications Blokdijk, G. (2008). Change management 100 success secrets: The complete guide to process, tools, software and training in organizational change management. S.l: s.n. Cameron, E. Green, M. (2009). Making sense of change management: A complete guide to the models, tools techniques of organizational change. London: Kogan Page. Cummings, T.G. Worley, C.G. (2009). Organization development change. Australia: South-Western/Cengage Learning. Green, M. (2007). Change management masterclass: A step by step guide to successful change management. London, U.K: Kogan Page. This coursework on Knowledge in Organizational Management was written and submitted by user Leonel Daniels to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.