Analysis Of The Movie The Things They Carried

The Actual War Scenario - Vietnam War The Things They Carried, is a novel based on the Vietnam War, and the book reveals the truth of the war as the author remembers the war after twenty one years and snows his guilt and emotions for the war. The Things They Carried, belongs high on the list of the best fiction about any war... crystallizes the Vietnam experiences for everyone and exposes the nature of all war stories.( New York Times, Book of the Century). Tim O Brien, the author of the book is both the narrator and the protagonist of the book. As, he himself is present in the war and also tells different stories told by the member of the alpha company. O Brien use of storytelling along with theme is the part of the book which makes it more realistic and effective, which is the ultimate point and purpose of the author. O Brien believes that stories have immense power, they gain the attention of the audience and allows them to confront and face with the situation together and share the experience. Telling stories returns to narrative. For example, Mitchell Sanders the resident of the Alpha company and the storyteller tells story consisting of myths to the specifics. The hearing of a sound in the jungle and shooting in own foot by Rat Kiley, contends that truth and morality in a war story have little to do with accuracy. Rat was not a reliable narrator and he cared for making the story alive and making readers feel to be present when theShow MoreRelatedA Few Good Men Legal Analysis796 Words   |  4 PagesMen Legal Analysis - Aakriti Gera A Few Good Men is a 1992 American legal drama directed by Rob Reiner. The story follows the court-martial of two U.S. Marines, who are charged with the murder of a fellow marine and the problems faced by the lawyers, of the accused, while preparing their defenses. The Marines are on a murder trial for carrying out a â€Å"code red† order. The movie refers to â€Å"code red† as a type of extrajudicial punishment used for an alleged crime or offense, which is carried out withoutRead MoreSankofa Film Analysis956 Words   |  4 PagesSankofa Film Analysis Who is Haile Germia? Haile Germia is an Ethiopian filmmaker, film director, screenwriter who was born March 4, 1946 and raised in Gondar, Ethiopia who now lives in the United States. He immigrated here to the United States in 1968 to pursue acting, and enrolled in the Goodman School of Drama located in Chicago. He is best known for his film Sankofa which raised a lot of awareness to the African American community. 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His mother, terminally ill, was living in her final moments while young peter quill was just outside in the hospital hallway, in despair and denial. The only possession he had on him was a Sony Walkman with a cassette tape that his mother had given

Analysis Of The Movie Paisan - 973 Words

Paisan is a revolutionary, documentary-style film, consisting of six separate but seemingly related episodes. Director Roberto Rossellini uses this film to portray the drastic consequences of war on a nation, the people, and overall society. Neorealism was a pivotal movement, and Paisan brought attention to the Fascist influence by showing the harsh economic and social reality of World War II. Rossellini also uses Paisan to allude to regionalism and the importance of a unified nation. Paisan exposes a fundamental truth and emphasizes a need for reconstruction through the use of a complex setting, elements of humanity, and reoccurring themes of revival. Each episode is set in a different geographic region, all feeling the intricacy and†¦show more content†¦Throughout each episode there is vivid pictures of ruins. This representation shows the mass destruction resulting from war, as well as the lasting effect on humanity. The first episode takes place south of Sicily as an American soldier, Joe, and an Italian teenager, Carmela, try to communicate after Carmela safely led a group of American soldiers. At one point, Joe and Carmela are alone and struggling to converse because of the language barrier. They do not understand each other’s ways and dialect. Joe and Carmela end up bonding as Joe speaks of loneliness and homesickness, demonstrating a connection aspect between varying cultures. This feature of communication is broken when violence interferes and Joe is killed. Carmela shows obvious sorrow over the loss, displaying realism and progressing the relationship between Italians and Americans. This episode introduces a multitude of themes that present themselves again later in Paisan. Joe and Carmela’s language barrier is an effort at a mutual understanding and interaction between Italians and Americans. As an opening episode, this scene shows a level of vivid reality and brings awarene ss to humanity. Rossellini leaves room in each episode for individual interpretation, sympathy, and revivalist connections. By showing ruins and killings in different episodes, Rossellini highlights liberation and injustice while offering an opportunity for audience

Aristotle s Idea Of The Highest Good - 1309 Words

In his Nicomachean Ethics, Aristotle states his idea of the highest good. In his mind, the highest good is happiness, and to achieve it we must be entirely virtuous. There are many different existing views of what happiness consists of, but Aristotle believes that humans are entirely happy when acting in accordance with reason, as well as acting morally and intellectually virtuous. This means that in order to be entirely happy in life, we must understand, obey, and follow what we define as good acts. The formula for happiness is not a simple thing: it consists of more than just being morally good. Happiness can be achieved through many different methods, not just the ones that Aristotle addresses in Nicomachean Ethics. It can branch from physical or emotional feelings, animals can experience it, and so can children, despite what Aristotle says. The journey toward happiness varies from person to person, but it is certainly capable for any given person to achieve happiness in life. There are many different was to achieve complete happiness, and each method differs from person to person. Aristotle suggested that the typical human’s initial idea of happiness revolves around sensuality, materialistic wants, and honours. He stated that this idea of achieving happiness is â€Å"vulgar†, â€Å"slavish in†¦tastes, [living a life] suitable for beasts† (Nicomachean Ethics), proposing that this way of living was barbaric and not suited for modern human beings. There are different aspects ofShow MoreRelatedAristotle s Highest Good Theorem1037 Words   |  5 PagesAristotle’s Highest Good Theorem When Aristotle first published his work entitled â€Å"Nicomachean Ethics†, you can imagine that numerous philosophers, scholars, and ordinary citizens were deeply contemplating his idea of the Highest Good Through the actions of virtue and reason, the act contemplation satisfies Aristotle’s characteristics as the Highest Good Being a self-sufficient, and complete activity, the ability to understand our function as human beings through contemplation achieves the Highest GoodRead MoreComparing Dante And Aquinas On Happiness1377 Words   |  6 Pagescontinued use of Aristotle virtues would not land any of their followers in heaven. To increase chances of one entering heaven, Dante and Aquinas developed proposed the incorporation of hope, faith, and charity into the daily virtues that people possess. 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His most important study on ethics, personal morality and virtues is ‘The Nicomachean Ethics’, whichRead MoreContemporary Civilizations : An Essential Part Of An Individual s Highest Level Of Achievement1461 Words   |  6 PagesContemporary Civilizations is a course intended to provoke conversation and thought on an individual’s role in a community. We see this premise outlined in Columbia University s description of the course, which states, â€Å"the central purpose of Contemporary Civilization is to introduce students to a range of issues concerning the kinds of communities ... that human beings construct for themselves† (Contemporary Civilizations Home Page). While analyzing the types of communities different texts discussRead MoreAristotle s Views On Happiness1505 Words   |  7 PagesAristotle argues that the most important thing in peoples lives is the virtue of happiness. He writes that one attains happiness by living a life of virtue - our definition is in harmony with those who say that happiness is virtue, or a particular virtue; because an activity in accordance with virtue implies virtue. Indeed, we may go further and assert that anyone who does not delight in fine actions is not even a good man.(Aristotle) A life of virtue implies a life of reasoning for the end goal

Preston Tucker free essay sample

This paper describes the life and business of Preston Tucker This paper is about Preston Tucker: his life details, his products and his company. It also describes his dreams, as depicted in the movie Tucker and how he embraces the entrepreneurial aspects of American business. From the paper: Preston Tucker was a car salesman and inventor. Anticipating WW II, he created a high-speed armored car with a gun on a turret. The army thought that the car was too fast but loved the turret, confiscated the patents and used them during the war. Tucker was given contracts to build turrets for bombers and made his fortune. Tucker dreamed of building a passenger car with innovations such as seat belts, disk brakes, rear engine, safety glass, pop-out windshields, a fully automatic transmission, and self-correcting headlights. The car that he designed and produced was ahead of its time in terms of safety and performance. We will write a custom essay sample on Preston Tucker or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

In The Play, Death Of A Salesman By Arthur Miller, Linda Lomans Chara

In the play, Death of a Salesman by Arthur Miller, Linda Loman's character is viewed differently by many people. Some critics have seen Linda as a "controlling mother figure" who is actually the one to blame for this failure of both her sons and her husband. In this report I will defend this view citing specific examples from the play. Linda was undoubtedly the only one in control throughout the play. I believe that Linda tried to be a good mother and wife but she did not really know what she was doing. At the very beginning of the book we see that Willy, on his way to Boston, has come home because he was unable to concentrate on the road. And just as he was beginning to figure out why, she took his mind off the subject by suggesting that the problem was with the car's steering and not with him. "Oh. Maybe it's the steering again. I don't think Angelo knows the Studebaker.". And again: "Maybe it's your glasses. You never went for your new glasses.". By repeatedly doing this throughout the play Linda keeps Willy from facing the truth about himself. Also Linda gives Willy undeserved compliments, agreeing with him on his looks and ambition.; meanwhile, he has no true ambition. This causes Willy to build himself up into a great man. Another example of this is when Willy goes to see Howard Wagner about getting a job at home or at least close to home. While we realize how unlikely it is that Willy will get his wish, Willy does not realize this and Linda, who I believe is smart enough to realize it, supports Willy in excitement. Willy isn't the only one that Linda has affected. There is also Biff and Happy. Willy had taught Biff and Happy that if you were handsome, opportunity would come to you. Now while that doesn't have anything to do with Linda, she never challenged what Willy taught them; she simply agreed with everything that Willy said. Linda is able to manipulate Willy, by making his ideas seem greater by giving them her full support. An example of this, similar to what happened with Willy and Howard Wagner, is when Biff goes to see Bill Oliver about a job. The two of them have not seen each other in twenty years and when they did know each other Bill Oliver did not know Biff too well. Despite this, Willy thought Bill would recognize Biff and offer him a job on the spot. Hearing this Linda did not challenge Willy; she actually tried to quietly support him even though I felt she knew Biff would not be successful. During the majority of the play Linda hides her true self and contently agrees with Willy on most subjects. This makes it difficult to figure out what she is really thinking. Toward the end when Biff and Happy come home after leaving Willy at the restaurant, Linda drops her false personality and shows how she really feels. She explodes at her two sons for leaving their father alone at the restaurant during one of his fantasies. She places all blame on the two of them for Willy becoming the way he is. In actuality, it is Linda's own fault that Willy has become what he is. She has compounded this by also causing her two sons to turn out the way they did. In this report, I have defended the belief that Linda is a "controlling mother figure" who is actually the one to blame for the failure of her sons and of her husband. In the play Linda listens to what Willy has to say and never stops him even though she knows what he says is wrong. This play is really about how Linda Loman has caused her husband to go insane and corrupted the minds of her children.

Change management in McDonalds The WritePass Journal

Change management in McDonalds Introduction Change management in McDonalds IntroductionOverview of the companyScope of changeProblems in implementing changeRecommendationsConclusionReferencesRelated Introduction Change management can be defined as ‘the process of continually renewing an organisation’s direction, structure, and capabilities to serve the ever changing needs to external and internal customers’ (Moran and Brightman, 2001).   As per Burnes (2004) change is a feature which is always present in the life of organisation. It exist both at operational and strategic level. The organisation is aware about where the change is required and is fully capable of planning and implementing these changes in its structure .According to Burnes 2004; Rieley and Clarkson, 2001, the organisations strategy and organisational strategies are something which goes hand in hand and cannot be separated. In the words of Graetz, 2000, ‘Against a backdrop of increasing globalisation, deregulation, the rapid pace of technological innovation, a growing knowledge of workforce, and shifting social and demographic trends, few would dispute that the primary   task of   management tod ay   is leadership of organisational change.’ In early times the theories believed that if the organisation keeps changing management system then it can no longer run effectively nor can it make any improvement in performance (Rieley and Clarkson, 2001). It was believed that the company had to bring new management theory into routine in order to achieve efficiency and improvement in the performance. This Means that an organisation has to give ample time for a particular change to be adopted and settle down in daily routine so that it can be run in efficient manner (Luecke, 2003).However in today’s time It is believed that staff of the organisation should go through continuous change to achieve efficiency (burnes, 2004; Rieley and Clarkson, 2001) According to Grundy, 1993 ‘change which is marked by rapid shifts in strategy, structure or culture, or in all three.’ Senior, 2002 adds to it saying that this kind of sudden change or implementation can be caused only due to malfunctioning of the internal structure or it can be caused due to external pressure. Every organisation is looking to move forward by implanting a management system with will boost organisations strength and capability, enhancing its competitiveness. An organisation has to deal with unforeseen situations in today’s highly competitive environment and to deal with this it has to be more flexible and ready for any situational changes that it will have to make, like adoption of new technology or some latest development in theory for current market. In the fast moving economic environment there continuous changes in the type of technology, the way the product is marketed, trends etc. the organisation has to be more flexible to adopt changes in order to remain competitive in the global market. Change can be good in a way; it can make complex work very simple and helps to improve lives through new innovations. Organisations bring change in their working structures to be more competitive and providing the best to their customers. As per Carlpio (1998) change is something to do with implementation of new innovative ways of doing things, enabling the room for improvement in the system through practice. Number of changes can be introduced in the system but the one which brings success to the organisation is considered to be the most important one of all. A change in management system is important specially when a particular system which the running organisation is facing difficulties or has some problems with it. Changes are brought in to improve the organisations performance.   Changes are mostly brought due to forces which can be internal or external yee, 1998.   Changes can be brought at different level of an organisation (Swenson, 1997) The modification needed or which can be done maybe many or quite a few (Reigeluth, 1994). There could be various factors for change (Bamford and Forrester, 2003). Change can be either internal or external. External include new technology which is current requirement of the industry or trend in the current economy which may have direct impact on profitability of the business. A structured method of change was adopted in 1946 by Lewin (Bamford and Forrester, 2003) what lewin had to say was something different than the old theories, he mentioned that in order to apply any new theory or change management an organisation will have to first discard it’s old management structure or system. Management of changes pays a role in identifying objectives of the organisation and then sets goals accordingly. Its role is to implement new changes in the organisation in which it can be noticed that these changes ultimately bring innovations. The first step towards organisational change is to understand the requirements of the organisation and issues with the current management structure. The purpose of the paper is to provide insight of change management process in the chosen company which is McDonalds and provide solution and recommendation for the same. Overview of the company McDonalds is a company with mile stones of success which was started in 1954 by Ray Kroc as a burger shop which was then turned through extensive marketing planning and campaigning making it a global brands in today’s time. It is renowned fast food brands all over the world with more than 32,000 branches in 117 countries. McDonald’s trade mark was a carefully created and was a successful hit which was a clown with a smile. The big Mac is one of the most successful products of McDonalds. McDonalds offers a menu which is almost the same all cross the world. The menu includes burgers, hamburgers, cheese burgers and drinks include soft drinks with fries. McDonalds target customers includes kids, teens and families. It is now the most renowned brand in fast food that sells ready to eat and quickly served fast food. In spite of being a famous brand McDonalds is still facing some issue and needs to change its management structure and image as the people in current time have a bit different expectations then those in previous days (McDonalds 2010) In today’s time people have become more diet and health conscious and are now moving towards food which is healthy and has more nutritional values. Fast food has always been known as junk food with no nutritional value and the popular opinion was that fast food results into obesity by increasing fats in the body. Today’s generation is more figure conscious and are looking forward for food which is low fat and high in proteins. McDonalds is facing problems as it is a well established fast food brand and fast food is always related to unhealthy and fattening food, while competitors of McDonalds have already made a move towards health conscious products by introducing entire new range which is healthy and non fattening. McDonalds needs to change the way it markets itself and also need to introduce a new line of products, as per expectations of new generation’s customers. Scope of change Advertising and marketing places an important role in establishing an image of the company in the eyes of the society in which it operates. The scope of change widely lies in the implementation of integrated marketing strategy. In this paper the importance is given to marketing and advertisement part as to launch new range of healthy products, the company has to implement new marketing practises. The new marketing campaign will adopt a new health conscious process which will flow along with a trend of fitting with health related issues like obesity in young children’s and create awareness about health eating practises. The main objective of this campaign is to promote its new products which are healthy and contains low fats. This will help create positive image of McDonalds among the customers and make them aware of new products which are healthier than the earlier once. To execute these plans the company has to plan its new strategy of advertising and marketing ideas and put a team in place to implement this strategy. The company has also introduced new smoothes and shakes along with healthy breakfast which is available before 12 in all the branches in UK. The marketing integrated campaigns main aim to reflect company mission and new attitude is been seen by the public through companies new promotion and marketing plans. Problems in implementing change When implementing change, conflicts will always follow. There are always conflicts on the route towards changes either before or after it has been initiated. Change in management can be the reason to bring success or failure to an organisation; however conflicts can bring problems if there are not resolved in time as they can bring obstacles in the new management structure introduced. The management has to be aware that it should be capable of not only introducing necessary changes but also be able to implement them effectively clearing all the obstacles. The main reason to bring changes in the organisation structure especially through marketing campaign is to improve the image of the organisation and to make the company more competitive in its industry.   The company might have to face many obstacles in doing this and these obstacles can be both external and internal. It is important to know the consent of the stakeholders of the organisation as they are very important part of the organisation. Stake holders include share holders, customers, supplier and employees. It is important for an organisation to keep all its stakeholders happy because if they are happy then it’s beneficial for the organisation. But there will conflict due to changes as there will be resistance from the side of employees or customers themselves as often people resist changing. There may be employees or customers who would accept the change happily but the problem is with those who do not agree with new management system which is to be implemented. Most of the time they may think that the change which has been brought is nothing to do with the issue or it may worsen the situations. I it may also happen that within employees they might not trust people who are in charge of this new change. Employees are not the only one who creates obstacles for change sometimes even the customers are not ready for change. If they do not take to change positively then this may create issue for the company to achieve its goal for the change. Along with this another problem that McDonalds may face is finding the right staff to drive this change that will be responsible to deliver these changes in department of marketing and communication. In addition to from employees and customer’s resistance there can be other barriers this may affect the process of change. The strategic implementation is important part of changes; complications in this can be problematic for the company. There can be many other issues which can create barriers in changes such as conflict in view of share holders or the problem in finance and lack of budget of the company another problem can be sustaining the process of change. As per carlopio 1998 innovation is something that does not happen in a day it takes series of phases to finish the process of change. Staff involved in this change management process must undergo some kind of training and learning procedure to make them competent to sustain the series of change until it attains success. Inability to handle or lack of experience and knowledge in implementation of strategic change may not be able to achieve integrated marketing and communication strategies. So to overcome the problem of negative response the management of the company should make the staff go through necessary training and development programmes. The training programme should be such that it should provide complete understanding of the programme to the members of the staff. It should make sure that none of the information is missed in the training programme. After the programme there should be a follow up to check if all the members have understood and have sufficient information to support change. There can be internal conflicts between the members of the staff due to cultural issues. This bring problem in harmony of the members in the organisation, leading to conflict within the company. McDonalds must understand the cultures of its employees and should identify the problem that may be caused because of the conflicts if any (wikins and Dyer, 1998) McDonalds should incorporate governance in the system to enhance the quality of staff and the time spent by them at the work place. Different appraisal policies can help to boost employees. Working environment can also be improved so that staff members can have a good time while working for the company which at the same time also benefits the organisation. Strong organisation culture along with good management team is needed to solve such internal conflict issues. The second most important change is to sustain the success that had been achieved through implementation of new management process. Change is part of the society and it comes again in regular interval of time (Carlopio, 1998). For the success of change management it is important that all the stakeholders know or are made aware that current change has been brought for the betterment of them. The management of the organisation should constantly analyse the current market trends and predict future scenarios, so that it can prepare itself for next set of change that will be required for the success of the organisation. Recommendations The success of the new changes in management cannot be correctly predicted as it completely depends on the attitudes of the young generation and the society. Changing the image from fast seller to a company who provides healthy meal is not a easy process, but with strong marketing campaigns and advertisement the message can be sent to people and there is a chance that this message will be delivered. It is imperative that the new image of McDonalds reaches all 117 countries. After this message has been promoted there is a chance of getting rid of the critic’s comments that McDonalds brands have unhealthy and fattening. In other words innovation can be explained as a bunch or new ideas which have been successfully implemented (Kuhn, 1993). Innovation can be led by two factors which is technology based innovation and the second one is demand based innovation. However most of the innovations are charged up realisation of demand instead of technology. Changes are mainly driven by constant research and development, performed by companies and RD is given a lot of attention. Apart from RD there can be other ways of bringing innovation and one of the simplest ways to keep improving working practises while in the daily routine. Combination of knowledge and extensive work experience can help to innovate a new a better way of doing things. Radical innovation always come from the RD department of the company but innovations which are incremental can only come from through practice (Lundvall, 1992). McDonalds will have to plan and implement its new marketing campaigns effectively with effective ways of doing it. The company has to take care that its internal staff is competent in delivering the outcome and that is minimum resistance from the internally. There is a good chance that McDonalds can change its image in food industry from junk food supplier to a health conscious meal provider.    Conclusion As per beverage 2003, the management of the organisation has to be on toss all the time to keep the organisation up to the market expectation. They have to continuously analyse and monitor current market conditions so that that they are aware of the current standing of the company in the market. To bring innovation the management will have to keep a check on which ideas are working and which are not doing well when implemented and accordingly change the management structure. To implement a management change the leader must create a environment which is safe and will support new changes in the organisation. A above all It can be said that a change in management is good only if that particular change has potential to improve companies competitiveness in the market and bring more success to the organisation. The organisation should keep monitoring current situations and make changes only if it is felt necessary, as change in organisation is a complex decision and has direct impact on the image of the organisation. With proper care and preparation and organisation (McDonalds) can survive the toughest competition. References Carlopio, J., (1998), â€Å"Implementation: making workplace and technical change happen†, McGraw-hill publication, Sydney. Yee, J.A., (1998), â€Å" Forces motivating institutional reform†, ericdigests.org/1999-1/reform.html. Accessed March 2011. Swenson, D.X., (1997), â€Å"Requisite conditions for team empowerment†, empowerment in organisations, Vol. 5 No. 1 Reigeluth, C. M. (1994). The imperative for systemic change. In C. M. Reigeluth R. J. Garfinkle (Eds.), Systemic change in education (pp. 3-11). Englewood Cliffs, NJ: Educational Technology Publications. Wilkins, A., Dyer, W. Jr (1988), Toward culturally sensitive theories of cultural change,  Academy of Management Review, Vol. 13. Kuhn, R.L., Ed., (1993), â€Å"Generating Creativity and Innovation in Large Bureaucracies†, Quorum Books, London Lundvall, B. A.,   (1992), â€Å" National Systems of Innovation: Towards a Theory of Innovation and Interactive learning†, Pinter, London. Beverage, w. M., (2002), â€Å"slow change in fast culture†, Educause review, pp. 10-11. Moran, J. W. and Brightman, B. K. (2001) ‘Leading organizational change’, Career Development International, 6(2), pp. 111–118. Burnes, B. (2004) Managing Change: A Strategic Approach to Organisational Dynamics, 4th edn (Harlow: Prentice Hall). Rieley, J. B. and Clarkson, I. (2001) ‘The impact of change on performance’, Journal of Change Management, 2(2), pp. 160–172. Graetz, F. (2000) ‘Strategic change leadership’, Management Decision, 38(8), pp. 550–562. Luecke, R. (2003), â€Å" Managing Change and Transition†,   Harvard Business School Press, Boston Burnes, B. (2004) Managing Change: A Strategic Approach to Organisational Dynamics, 4th edn (Harlow: Prentice Hall). Bamford, D. R. and Forrester, P. L. (2003) ‘Managing planned and emergent change within an operations management environment’, International Journal of Operations Production Management, issue 23, Vol. 5 McDonalds, (2010), â€Å"about McDonalds†, aboutmcdonalds.com/mcd, viewed on 5th march 2011.

A streetcar named desire Movie Review Example | Topics and Well Written Essays - 500 words

A streetcar named desire - Movie Review Example In fact, this led to stoppage of production for the older version that had been edited, since the film had been converted into two-television movie and an opera (McCarthy, 2011). There are efforts made by produces and movie studio aimed at making this film a blockbuster during the summer of 1949, thereby focused on Broadway production in month of December 1949 (McCarthy, 2011). Therefore, some of other cinematic changes made on the film were censorship approvals that led to the film becoming a failure and subject to artistic mockery. The other changes involved setting the first scene; for example in the original text, Blanche’s was nervously waiting for her to arrive, while in film her sister ventures down to bowling alley in order to find her sister (McCarthy, 2011). Therefore, these changes were a form of expanding the settings of the scene in a way that would increase viewers’ image regarding characters environment. Besides, this would also give the viewers glimpses in to characters lives, thereby avoiding perception that they are group of players. These changes were made in order to convert the play into a film through Motion Picture Production Code of time. On the other hand, there were other changes made in order to reduce the level of sexuality that had to be changed in order to facilitate approval of the film in regions dominated by a powerful Roman Catholic Church group and Legion of Decency in America (McCarthy, 2011). Apparently, these alterations were meant to impose business impact would lead to satisfaction. There were other changes made due to objections, for instance in 1993, there was a restoration of this film after changes were made on the original version in Legion that had been disbanded (McCarthy, 2011). There were other changes made in order to prevent certain characters such as Blanche, from portraying their frenetic nature of decency into maelstrom of madness. Furthermore, changes made on scene settings were aimed at increasing