Sport and media Essay Example | Topics and Well Written Essays - 250 words - 3

Sport and media - Essay Example The film focuses on a traditional Indian family where the family is the core and the decisions made by women need to be accepted by the whole family for a woman to go ahead with them, therefore leaving women very little choice but to surrender. The end also shows Jess’s (the leading lady) friend offering to marry openly (IMDb, 2002) in a family setting so she can continue her passion for football, only confirming that a masculine decision is weighted above a woman’s. The film characterizes Jess as elusive to feminine products which is a rather sharp contrast to draw. In scenes where she goes shopping with friends for her sister’s wedding she seems disinterested in every dress or product available. This is usually not the case as female athletes have fine refined tastes and interests. The film shows her dressed in shorts and sweats while her friend who is also a footballer comes off as stylish and feminine. The ending of the film is progressive and happy with the family accepting change and being candid about women in the family adopting a male sport. Especially the role of the father is commendable who refuses to repeat mistakes he made and accepts assistance to better his sporting abilities as well. Bend it Like Beckham has a few notes of disappointment when it comes to women in general. It does not save the sport nor does it help the women who make decisions to go into it. It only gives an insight into the mind of people involved in a woman’s life who makes the fine decision of leaping

Critical evaluation of leadership values, attitudes and behaviours and Essay

Critical evaluation of leadership values, attitudes and behaviours and their impact on others and the organisation - Essay Example Leadership, unlike management, is about identifying with the intangibles of human behaviour and attitude and attempting to apply empathetic and considerate policies and procedures to improve interpersonal relationship development and to facilitate individual development, thus improving human capital advantages within the organisation, through such practices as coaching and mentoring. Having provided an understanding of leadership and its primary definition, it should be reinforced that only a reflective leader is one that will consistently improve and be able to identify with the diverse psychological, sociological, and tangible needs of employees as it pertains to their role within the organisation. One methodology of ensuring reflection as ongoing, cyclical practice is the 360 degree feedback system, a process of engaging multiple stakeholders to provide meaningful feedback about attitude, behaviour and performance of a peer or subordinate to give a broader and more accurate view o f where an individual requires development or improvement. ... This project attempts, based on research findings and personal reflection, to establish a best practice model of leadership through engagement with multi-rater feedback processes that can provide benefit to the organisation and its staff population. Nature of current leadership agenda The NHS has established a quality agenda that underpins success for health care professionals. According to the NHS, this includes â€Å"lifelong learning for health professionals and modern systems of professional self-regulation† (NHS 2012, p.2). Quality, as it pertains to leadership development, therefore involves being able to continuously improve and engage in reflective practice to improve health care delivery and reduce variations that impact quality of care. The NHS recognises that effective and competent leadership is a fundamental aspect of building efficiencies and productivity in health care delivery and building capacity for quality outputs. Before establishing a competency framework for effectual leadership practices, it is necessary to define leadership at its foundation. â€Å"A leader is one who selects, equips, trains, and influences one or more follower(s) who have diverse gifts, abilities, and skills and focuses the follower(s) to the organization’s mission and objectives causing the follower(s) to willingly and enthusiastically expend spiritual, emotional, and physical energy in a concerted coordinated effort to achieve the organizational mission and objectives† (Winston and Patterson 2006, p.7). By this definition, a competency framework for leadership development is achievable, through first understanding that leadership is about maintaining influence to engage stakeholder behavioural changes or improvements,