IOS 7 vs. IOS 6

IOS 7 vs. IOS 6 When Apple announced it's new OS back in March, many people were very excited at a change to the old IOS 6. As beta testing for the OS began and bugs began to intoxicate the new OS many consumers were left wondering if the need to switch at the final release was the best move and if so, what were the advantages or changes to the new OS. IOS 7 has changed many of the features of IOS 6, but many of the core elements of IOS 6 are ever-present.The First and most noticeable difference in IOS 7 is its new color scheme and lock screen. IOS 6 had a round design and color scheme that was reminiscent of factory gears, and its lock screen was a simple picture with a slider at the bottom. But in the new OS, the color scheme is neon and bright colors, flat design in the sense that none of the home screen apps seem 3d, but also the lock screen is a full screen picture with the date, time, and also a slide to unlock slider.Those few improvements o the overall OS were nice, but the s lide to unlock from the original OS 6 was still there and so were the large digital clock at the top. Another difference is the addition of Control Center. Control Center is a slider at the bottom of the screen that you slide up to use specific features of IOS 7, that in the older OS 6 you would have had to go to the settings menu. The features of Control Center include a slider for brightness, Wi-Fi control, Bluetooth control, and also one of IOS 7's new features, Airdrop.Once again, the new features are great, even though many of the uses of them were in IOS 6. All in all IOS 7 is a step forward in features and still stays true to its predecessor. The new color scheme and lock screen got a complete overhaul, while keeping the same features and core elements of OS 6. Also the addition of Control Center now uses the toggles that could have been found in the settings menu of 10s 6. So once again, apple has made a step up in its Operating System while still staying true to its predece asing one.

Journal summary Essay

Organizational Assessment : Effectiveness vs. Efficiency This journal is being chosen related to the Organizational Theory, Design and Change for chapter 1 about the Organization Effectiveness. i. What was the aim of the study? An organization had its own goals and mission. There were many ways that could be implement in order to make sure that the organization will achieves whether it short or long term goal. The term effectiveness and efficiency was always being the indicator of the organization performance. This study will determine the differentiation, features, proximities or values of the effectiveness and efficiency. There were some people believe that there is no difference between effectiveness and efficiency, but according to Mouzas (2006), each of these terms have their own distinct meanings. ii. Model that being used in this study. As stated in the chapter 1, under â€Å"How Does an Organization Create Value? † there is value creation. Value creation takes places at three stages which are input, conversion and output. To differentiate the meaning of effectiveness and efficiency, the authors of this study has adapted a model from Frey and Widmer (2009) regarding effectiveness and efficiency. Figure 1 Chain of effects Based on Figure 1, we can see that efficiency information provides different data compared to effectiveness. As we can see, under the effectiveness it concern about output, outcome and impact. It measures the on how the organization will achieve their goals or the way outputs interact with the economic and social environment. For the efficiency aspect we can see it concern about the input and output. According to (Low, 2000), the efficiency will measure on how successfully the inputs have been transformed into outputs. iii. What is the result of the study? This study was using the obstructive measure approach where the authors had collected finding from other resources. In order to come out with conclusion, they had gathered many findings related to the effectiveness and efficiency. They highlighted few points such as the meaning, differences, characteristics, and how it will be dependence toward each other. According to the study by Pinprayong and Seingthai (2012), they suggest that return on assets (ROA) is suitable measure of overall company performance, since it reveals how profitable organizations assets are in making revenues. Total assets turnover will measure the ability of a company to use it assets to efficiency generate sales; therefore it can be treated as effectiveness. As conclusion, they had come out with formula of: Organizational performance = effectiveness x efficiency; iv. Limitations In some cases effectiveness concept is being used to reflect overall performance of the organization, since it is a broader concept compared to the efficiency. It gets challenging to explore the efficiency factor if it is included under effectiveness assessment v. Conclusion The characteristics of effectiveness and efficiency Figure 1. 1 shows that the organizations cannot survive without effectiveness policy. Even though the organization is an inefficient but effective, organization still have a chances to survive. Usually, organization that in high effectiveness and high efficiency are well known as high performance entities. Effectiveness is a much broader perspectives, which touch about quality, value, satisfactions, output and environments. Efficiency is on how well the input was transformed into output. Effectiveness and efficiency, they influence each other. In order to achieve all the organizations goals and had an excellence in competitive performance, organizations should find way on increasing the efficiency and effectives evenly. 2. Impact of Employee Adaptability to Change Towards Organizational Competitive Advantage This journal is being chosen related to the Organizational Theory, Design and Change for chapter 4 about the Basic Challenges of Organizational Design i. What was the aim of the study? A change in the most understandable way is the moving process from one point to another. It’s not a must to do things for an organization, but in order to make sure the organization in can compete and achieve the better performance, changes should be made. Although changing is the good things to do, but it have own limitations and it cannot easily made, so that why this study had being conducted. The purpose of this study is to know how the competitive advantages have the significant effect on training and development, empowerment and maintaining in the organization. It is stated in this study, that their aim is to identify and to discuss the reasons why employees didn’t easily adapt the changes than those eager to adapt the change in any case. ii. Model that being used in this study. There were three variables that being used for this study which are training and development, empowerment and culture. These variables will tested in order to know the relationship of the variables towards the employee adaptability to change which is a moderator and competitive advantage being a dependent variable. iii. What is the result of the study? Before come out with a conclusion, data must be collected and analyze. For this study they had distributed 80 questionnaires towards employees within service sector organizations and others. On the basis of the data conducted from the person engage in the executive, supervisors and staff position. Table 2. 1 Descriptive Analysis The findings were analyzed by using descriptive statistics. Based on the result gathered by questionnaires, the authors will use the correlation of the statistical interference in order to identify the hypothesis had being developed this study and relationship between the discussed variables. Above we can conclude that training & development is good for the employee to adapt the change and organizations leads it competitive advantage. For the empowerment, they score greater mean that training & development which is good to the employee. Lastly, from the table its show that good culture has influence on the organizational competitive advantage. iv. Conclusion In order to make an organization competence, they should a changing process toward the better environments. But, changes are not easily made. They will be some people that against on the changing process. That is why, the adaptability is important. As being stated in this study, employee adaptability is more dependent on the parallel activities that preceded along with the others activities in the organization and these activities helps the employee to perform more enthusiastically and impatient to demeanor any challenge or adapt any change whatever it will be. 3. Organizational Culture and Its Themes This journal is being chosen related to the Organizational Theory, Design and Change for chapter 7 about Creating and Managing Organizational Culture. i. What was the aim of the study? Organizational culture is a about sharing value and norms that will help on controlling organizational members interactions within each other and with people outside the organization. As written in this journal, culture within an organization acts as a critical role in the organizations everyday operations. In order to validate this statement, a study about an organizational culture had being conducted. The purpose of this study is to know in deeper what is an organizational culture, models related, themes and the importance toward an organization. ii. Model that being used in this study. As being stated earlier, organization culture can be described as a set of theory consist of values, beliefs, and understanding that members share in common. It also helps in the ways of thinking that could help while making decision. From the perspective of Andrew Brown (1995, 1998), the organization culture: â€Å"Refers to the patters of beliefs, values and learned ways of coping with experience that have developed during the course of an organization’s history, and which tend to manifested in its material arrangements and in the behaviors of its members†. One of those models that being adapted in this study is the Onion Diagrams, by Hofstede. He was dividing culture into four layers which consist of symbols, heroes, ritual and values. Figure 3. 1 Onion Diagram Based on the Figure 3. 1 above, the core level in the culture level is value; values are intimately connected with moral and ethical codes which determine what people ought to be done. The second level is rituals, which is describing the collective activities that considered essential. The next level is heroes. According to Deal and Kennedy (1982), hero is a great motivator; heroes are also persons who possess characteristic which are highly prized. Symbols are the most overt element of culture and are the gestures, objects, words or acts that signify something different or wider from the others, and which have meaning for individual or group. iii. The importance of this study In order to have a rapid organization development, organization culture can be used as a tool to help the organization reach success. It also can be a management tool, which managers can use some values to control and direct employee behavior. In addition, the importance of the organization culture toward the development of an organization seconded with statement from Campbell and Stonehouse (1999) said: â€Å"Culture can also have influence on; employee motivation; employee morale and ‘good will’; productivity and efficiency; the quality of work; innovation and creativity and the attitude of employees in the workplace†. iv. Conclusion As stated in this study, they highlighted that in order to achieve a successful culture, managers shouldn’t ignore organizational culture and its themes, because culture can be used as a competitive advantage during organizational development, and a strong culture (one in which beliefs and values are widely shared and strongly held) can also offer many advantages, such as cooperation, control, communication or commitment. 4. Re conceptualizing Organizational Role Theory for Contemporary Organizational Contexts i. Aim and introduction of the study. The purpose of this study is to know deeper regarding the organizational role theory and to identify what are the issues related to the organizational theory that will limit it usage. In this study, they were several issue that being listed out regarding organizational theory. Based on Katz and Kahn (1966) state that the assignment of work-roles prescribes the behavior of employees are expected to comply, so that they are able to perform their speci? ed tasks and duties effectively. He also mentions that organizational role theory (ORT) is help to de? ne a â€Å"role-set† for the individual, employee and determine the speci? c role-behaviors the employee. Beside that according to According to Biddle (1986), George (1993), and Smithson and Stokoe (2005), the diminishing usefulness of classical ORT can be traced to three part. There are the limitations in its role-taking, role-consensus and role-con? ict assumptions. The theoretical issues discussed indicate about the development of ORT has failed to keep the change in the organizational context. Data Collections This research consists of two-stage qualitative data gathering process. The ? rst stage included the questionnaire-survey to a sample of employees and the second stage data collection process to collect the data required to answer the second research question. The uses of semi-structured interview allowed the researcher to strengthen the investigation. The respondent reported that charity, education, social are the important impact on their working life. iii. Result Summary To simplify the results for this study it can be divided into two summaries: Research Summary 1 Although the research findings supported the relevance of the â€Å"work-family/work-life balance† literature to ORT, there was evidence that at least four other categories of non-work roles needed to be considered for the effective management of human resources. In terms of work-roles, academics and practitioners must remain aware of the work-roles currently recognized by classical ORT. In terms of work-family roles, they need to recognize the specific impacts of the work-family interface, and become aware of the limitations of â€Å"family-friendly† practices that serve only to enable workers to spend more time at work Research Summary 2 There were two things that will be highlighted in these summaries. First, the recognition that employees (both actual and potential) are multi-faceted is incorporated into the model in three important ways. In the pre-employment phase, the model now requires the employer to attain a level of understanding of the potential employee’s family and non-family roles that they need to enact for their self-validation, self-recognition and overall wellbeing. In the initial employment phase, it requires that employers consider the interaction between the most important non-work-roles (as identified by the employee) and the work-roles to be bestowed on them. iv. Conclusion Finally it can conclude that, this research suggest the employees perceived had a signi? cant impact on their working-life. ORT needs to incorporate for an effective HR policy framework. It also recommends that further investigation into ORT’s role in the workplace and further exploration. 5. Organization Theory and Methodology This is a summary of the article â€Å"Organization Theory and Methodology† by Michael C. Jensen in Harvard Business School. In this research the researcher find the relation between positive and normative theories, the importance to the research effort of the choice of tautologies and definitions, the nature of evidence, and the role of mathematics. The author mentions that, the major reason for the early successes of operations research and its later failure can be traced to the nature of the theories. In addition, According to Alchian (1950), organization need not assume that agents are engaged in purposeful activity for the models to work. Besides that, Hayek (1979) emphasizes most of the complex phenomena that make up human culture were never consciously invented by any individual and much of human culture is still not well understood. Furthermore, there is evidence in Chandler’s (1962), work that the organizational innovations that led to the large, integrated, multi-divisional firms in the early 1900’s were accompanied by substantial innovations in accounting practices. Moreover, the behavior of the organization is the equilibrium behavior which made up of maximizing agents with diverse and conflicting. The Construction of a theory of organizations involves creating a theory that describes the equilibrium behavior of these complex contractual systems where the individual agent is the elementary unit of analysis. On the other hand, the choice of tautologies or definitions has a large impact on the success or failure of research efforts. As a conclusion, the researcher says that the competition in research is an important element for innovation and makes progress at product markets. He also mention that, ideal process described about the important aspects of the environment, monitoring and bonding technology that derive a theory that is consistent with those contracts.

Assessment of Mr. Glen Holland, as Represented in the...

3/28/2011 Assessment of Mr. Glen Holland, as represented in the movie Mr. Holland’s Opus According to Erik Erikson’s Stages of Development. This paper is an assessment of Mr. Holland, as represented in the movie Mr. Holland’s Opus (19) using Erik Erikson’s Theory of development. The underlying theme that stretches throughout Erikson’s theory is that of balance (Hergenhahn amp; Olson, 2003). Erikson (1963) divided the life cycle of an individual into developmental stages (Meyer et al., 1997). Each stage of development is characterized by what Erikson called a crisis; he used the word crisis as it results in an important turning point in one’s life cycle. The crisis has the possibility of a positive or a negative†¦show more content†¦All of this extra work pays off, as Holland is able to realize the importance of what he is doing. Parts of the aforementioned section of the movie may be an indication that he may have had some unresolved issues in the adolescent stage of role confusion vs. identity. Adolescence is a stage at which we are neither a child nor an adult, life is definitely more complex. In this stage humans attempt to find an individual identity, struggle with social interactions, and grapple with moral issues. The task is to discover who we are as individuals. If a person is unsuccessful in navigating this stage, he or she will experience role confusion and upheaval. A significant task for a person is to establish a philosophy of life and in this process humans tend to think in terms of ideals, which are conflict free, rather than reality, which is usually filled with one conflict or another. Holland’s reality is that he has not yet completed the music piece he has strived for and needs to teach. This creates a conflict of time, as he feels he is getting too old to publish the musical work . Teaching takes up the time he needs to work on his music, causing him frustration. It appears that he has found it easy to substitute ideals for experience. His frustration becomes evident when he tells a student to give it up (referring to her horrible clarinet playing). Feeling guilt and shame over this statement he then begins a new

Case Study the Machinest/ Post Traumatic Stress Disorder/...

Abnormal psychology is the study of abnormal behavior, thoughts and emotions. There are many people with mental disorders that never get treated. It is very important to make correct diagnoses when diagnosing a patient. Accurate diagnosing will insure that the individual is receiving the best treatment possible. The earlier mental illnesses are detected they easier they are to treat. It should always be ones priority to function as normal as possible and get back on track. Educating people on their disorder and treatment options will give them a better understanding of their condition and what they can do to stay healthy and recover to normal. I am going to be writing a psychological case study on Trevor Reznik from the Machinist. I†¦show more content†¦It is clear by his physical appearance that there may be something wrong. Trevor is very slim and possibly suffering from malnutrition. He is pale and has bags under his eyes. He is aware of his sunken body frame and expresses his inability to hold food down lately. From his gestures and attitude he seemed paranoid and anxious. He talked about how he felt like there was something he had forgotten that was making him lose sleep. Trevor then excused himself to use the restroom and get something from the vending machine. When he returned with a sandwich and coffee Trevor started discussing his co worker Ivan. He claimed his employees were trying to make him feel crazy. When he asked questions about Ivan they acted as if they had no idea who he was talking about. He felt as if some big joke was being played on him. He thought Ivan was responsible for the sticky notes h e found around his house and other strange events. Trevor dismissed himself once again to use the restroom. When he came out of the restroom he informed me he wasnt feeling well. When Trevor and I met up the following week I noticed a drastic difference in his personality. It was apparent that something was bothering him terribly. He told me about an incident at work where a fellow employee lost his arm and he felt partially responsible. He told me the situation got out of hand the next day when Ivan malfunctioned the equipment almost costing him his arm. Trevor went on about how he lost his job when he

The Moral Argument - 1723 Words

THE MORAL ARGUMENT How do we explain the fact that people often refrain from immoral acts even when there is no risk of their being caught? There are many formulations of the moral argument but they all have as their starting point the phenomenon (fact) of moral conscience. In essence the moral argument poses the question: where does our conscience, our sense of morality come from if not from God? It also asserts that if we accept the existence of objective moral laws we must accept the existence of a divine law-giver. It is an argument therefore which infers the existence of God from the empirical evidence of a psychological phenomenon. This is the observable fact that human beings sometimes appear to act from a sense of moral duty in†¦show more content†¦What do we implicitly believe about the world when we agree to be bound by objective moral laws such as the categorical imperative? When we make a moral choice between two or more possible courses of action without taking into account the benefit to us in this world of our moral behaviour, what does this imply about the way we believe the world to be? For Kant it makes no sense to talk about making moral choices unless we are free. Secondly, if there is to be no reward in this life then we must believe that by acting morally we will be rewarded in the next life. Thirdly, If our moral behaviour is to be rewarded after death there must be an agent who is responsible for guaranteeing that reward. By this line of argument Kant arrives at his three postulates of morality: 1. Freedom 2. Immortality 3. God †¢ For a moral choice to be real we must be free to choose otherwise †¢ If there is no guarantee of reward for moral behaviour in this life there must be a future life in which the exact coincidence of happiness and morality can be brought about. †¢ The existence of these laws presupposes the existence of a law-giver and an agent to help us achieve what we cannot achieve on our own in this world : the exact coincidence of happiness and morality, How convincing are these arguments? As far as the argument from conscience is concerned modern critics argue that Freud’s explanation of the phenomenon of conscienceShow MoreRelatedAbortion : An Argument Of Moral Idealism1650 Words   |  7 Pagesdetermine what position Mill would been most likely to support on the topic of abortion. Joh Stuart Mill was a strong proponent, and indeed considered to be the father of, Utilitarianism. 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Patient Safety Refers Prevention Of Medical-Myassignmenthelp.Com

Question: Discuss About The Patient Safety Refers Prevention Of Medical Answer: Introducation Patient safety refers to the prevention of medical errors and adverse effects linked to healthcare. Nurses play a significant role in ensuring the safety of the patients. Patient safety depends on the nature of care given and the efficiency of nursing care depends on the leadership style used. In this case, the manner in which nurses are managed by their leaders will influence their performance. Nurse leaders have the duty of establishing patient safety policies and programs in the organizations. In addition, nurse managers make sure that sufficient resources are available for optimal quality healthcare. To achieve this, Nurse Managers use different leadership styles in order to ensure top performance from their subordinates. Some of the major leadership styles that enhance patient safety include transformational, transactional, authoritative, democratic, and laissez-faire. This paper will focus on laissez-faire, transactional, and transformational leadership styles and how they redu ce medical error. Patient safety is significant in nursing and it is emphasized through the prevention of medical errors and other adverse effects relating to healthcare. Patient safety is based on the prevention, reduction, and reporting of medical errors, this depends on the nature of leadership style used by the nursing manager. The nature of leadership style used depends on the situation, thus, it is important for nurse managers to be flexible in the selection of leadership style in order to yield optimal results. Leadership styles influences the performance of nurses, which can be reflected on patient safety through a significant reduction in medical errors (World Health Organization, 2016). The first leadership style is transformational where leaders engage with their juniors in a manner that both the leader and their subordinates benefit in terms of motivation and morality (Wong, Cummings Ducharme, 2013). In this case, transformational leadership can be defined as a style where a leader aims at transforming and inspiring their subordinate. Transformational leaders belief that leadership is through example, this makes transformational leaders to be motivational and proactive to their juniors in order to improve on their performance. Through the support the subordinates receive from their seniors, they feel motivated and encouraged, thus performing beyond expectations and also placing the interest of the patient before their own. Transformational leadership style encourages and motivates nurses to execute their duties effectively as the leadership style entails an intellectual simulation that overrides the conservative assumptions. Therefore, a transformation nurse lead er is always concerned with the needs and skills of his subordinate, which encourages nurses to do their best in reducing medical errors. Further, in transactional leadership style, the leader expects the subordinates to comply with the set rules and regulation (Lorber, Treven Mumel, 2016). In this case, those who follow the rules and achieve targets are rewarded and those who break the rules or do not follow the laid procedures are punished. Unlike transformational leadership style, transactional nurse leaders focus on the supervision of the subordinates and ensuring that the health facility runs effectively with the safety of the patient as their major goal. Transactional leaders pay a close attention on the performance of their subordinates in order to detect faults like medical errors. This kind of leadership is suitable during an emergency or crisis and when detailed tasks regarding patient safety are needed in a particular manner (Hutchinson Jackson, 2013). Laissez- faire is where leaders do not give instructions or give little supervision allowing the subordinates to do what they want. Nurse leaders who use this leadership style allow leaders to do things on their own having in mind that they will perform without supervision. This leadership style promotes independence in the profession, which can yield positive outcome in patient safety. In this case, the leadership style is important as decisions can be made in time and changes within the organization take a short time to take effect as the nurse junior are self motivated (Grossman Valiga, 2016). The leadership styles discussed above has different impact on the reduction of medical error. For instance, transformational leaders are linked to improved patient safety through the prevention of medical errors. When transformational leadership style is used, the subordinates execute their duties effectively as they aim to perform above the expectation. A research conducted by Frankel (2017) found out that, transformational leadership style has a considerable reduction in medical errors and mortality rate. This leadership style has also been linked to an adherence to quality medical practices which focus on the reduction of medical error. In this case, the leadership style is identified to yield optimum patient satisfaction in both acute care and home healthcare setting. In addition, transformational leaders lead through example, which makes the subordinates to do their best in order to meet the set goals. Generally, transformational leadership style is considered to be the most app ropriate in the reduction of medical errors (Vaismoradi, Griffiths, Turunen Jordan, 2016). Laissez-faire leadership style has a similar positive effect in the organization as it eliminates the culture of blame game, this is important as it yields a positive patient outcome (Merril, 2015). This type of leadership works best in cases where the nurses are experienced, highly skilled and educated. In this case, nurses have the expertise to handle the patients without supervision and makes decisions like the intervention to be applied in order to improve on clinical outcome; this is effective in ensuring all the needs of the patients are met without necessarily waiting for the nurse manager. Laissez- faire is effective when issues relating to medical errors are when defined and resources are readily available for the nurses to work efficiently. Also, transactional leadership style focus on reward on those nurses who perform properly. The focus on patients is effective in ensuring a considerable reduction in medical errors; this makes the leadership style appropriate for the provision of quality health care as the nurses aim at shinning in order to impress the management, thus providing quality healthcare services. In addition, when a transactional leader sets proper goals to be achieved by the subordinates, the leadership style is effective in engaging the nurses to offer quality healthcare services. The leadership styles also ensure nurses follow the safety policies and procedures laid by the management. In this case, an efficient transactional leader ensures that medical errors are eliminated in the healthcare (Fischer, 2016). In conclusion, the paper has discussed on three leadership styles ideal in the healthcare setting and how they reduce medical errors. The leadership style includes laissez-faire, transactional, and transformational. In this case, they nurse leader has to decide on which leadership style they should adopt, however, the most effective of the three is transformational leadership style. Transformational leaders encourage and motivate his subordinates, which is essential in ensuring compliance towards the reduction of medical errors. Compliance to patient safety is imperative in the reduction of medical errors, mortality, hospital acquired infection, and patient fall. In addition, both transactional and laissez are appropriate to be used in the nursing setting in ensuring patient safety. Transactional leaders are vigilant and strict on their subordinates; this means that, safety guidelines must be followed. Therefore, it is important for nurse leaders to chose and decide on where and when to use a particular leadership style to suit a given situation in order to reduce errors in medication. References Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of advanced nursing, 72(11), 2644-2653. Frankel, (2017). What leadership styles should senior nurses develop? Hospital, 10 00. 1(2) 34- 67 Grossman, S., Valiga, T. M. (2016). The new leadership challenge: Creating the future of nursing. FA Davis. Hutchinson, M, M., Jackson, D. (2013). Transformational leadership in nursing: towards a more critical interpretation. Nursing inquiry, 20(1), 11-22. Lorber, M., Treven, S., Mumel, D. (2016). The Examination of Factors Relating to the Leadership Style of Nursing Leaders in Hospitals. Our economy, 62(1), 27-36. Merril, K. C. (2015). Leadership style and patient safety: implications for nurse managers. Journal of Nursing Administration, 45(6), 319-324. Vaismoradi, M., Griffiths, P., Turunen, H., Jordan, S. (2016). Transformational leadership in nursing and medication safety education: a discussion paper. Journal of nursing management, 24(7), 970-980. World Health Organization. (2016). Patient safety assessment manual. 23(5) 45- 78 Wong, C. A. (2015). Connecting nursing leadership and patient outcomes: state of the science. Journal of nursing management, 23(3), 275-278. Wong, C. A., Cummings, G. G., Ducharme, L. (2013). The relationship between nursing leadership and patient outcomes: a systematic review update. Journal of nursing management, 21(5), 709-724.

Response to Young Frankenstein free essay sample

However, Mel Brooks film is a parody, since it has a plot somewhat similar to the book but was designed to be comical and even at points ridicule her work with comical situations or puns and one-liners. In the beginning of the movie, Mel Brooks insults the intelligence of Frankenstein by making the personality of the protagonist that of a fool. Due to Frederick’s pride, he calls himself â€Å"Frankensteen† and everyone thinks he is mentally challenged, not including his assistant, which is not the brightest assistant ever. Needless to say, the film is full of comical puns, but the first and remarkable pun is when Inga, Fredrick’s assistant played by Teri Garr, says to him as a wolf howls in the distance, â€Å"That is a werewolf† and Fredrick replies with concern while pointing at towards the direction of the howl, â€Å"A werewolf? † Then Igor (played by Marty Feldman), Fredrick’s assistant, unaware of the nature of the conversation answers, â€Å"No, there wolf, there castle. We will write a custom essay sample on Response to Young Frankenstein or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page † thinking that he had gotten the directions mixed up. There were many other comical instances but Mel Brooks does not dare to stray too much from the original text and in some way reminds us of Mary Shelly. Brooks does extract some parts of the book and uses them in his movie. A good example of this is the character Elizabeth, which is the same name as the sister and one-day bride of the real Frankenstein. Even though, her character was not all like Elizabeth’s and her personality was quite peculiar and materialistic, she was Frederick fiancee. Another crucial part f the movie is when Fredrick discovers how to bestow life to inanimate objects. At the beginning of the movie, the protagonist did not believe that he was able to reanimate objects, and doubted every single possibility, however, when by the acts of Frau Blucher, played by Cloris Leachman, he learns of his grandfather’s book on how to make the creature, and reads in a loud voice, â€Å"After days and nights of incredible labor and fatigue, I succeeded in discove ring the cause of generation and life; nay, more, I became myself capable of bestowing animation upon lifeless matter. In the original text, this is where Frankenstein tells us, without detail, how he created the creature, and as all the other previous Frankensteins, he is bound to create a creature too. A very important style of writing is illustrated in the movie too. This film was produced in 1974, when color was available and Mel Brooks had the option to produce it in color, but that would have ruined the gothic element of darkness and mystery which Mary Shelley illustrated numerous times throughout her book. However, as Brooks attempts to recreate a comical version of the film, he forms an additional ending and reverses some of the situations in the film. In the Mary Shelley’s book, it is the monster who desires the love of his creator, and it is he who wants to be integrated in man’s society, but in the film Young Frankenstein, it is his creator who seeks the monster’s attention, doesn’t want to see his creation harmed; and wants to integrate him into society. The creature’s perspective is also changed and he loves music, it hypnotizes him, which might ridicule the romantic element, love of nature, in Shelley’s masterpiece, making the monster vulnerable to music rather than nature. Also, towards the end of the play, instead of the creator and the creature dying like in the book, Brooks decides to let the protagonist and the monster have a happy-ever-after. Fredrick’s love towards the creature was so great that he decides to give part of his brain so that the creature could express himself and not be feared by everyone like he was before. This resolves the major conflict in the film but completely leaves out the climax of the book. Needless to say, the audience has dirty minds and Brooks takes advantage of this to make them laugh. He makes a few dirty puns and situations that make the spectators laugh, and inserts many other non-dirty puns in his plot too. One of them is when Fredrick is scared by Igor’s eyes and says, â€Å"Damn your eyes! † and Igor, with his eyeballs looking at different direction replies, â€Å"Too late. † The director makes sure to leave a one-liner that is remembered throughout the movie every time that a person mentions the name, â€Å"Frau Blucher†. Every time that phrase is spoken, somewhere, inside or outdoors, some horses whine, making it seem like a bad omen. Furthermore, in Mel Brook’s Young Frankenstein, the law does persecute the monster but the inspector that is chasing him has a speech disorder or strong accent that makes it very hard to understand him and he has a prosthetic arm that always gets stuck and gives him a hard time moving it. These comical situations never fail to make the audience laugh. Even though Mel Brooks somewhat copies Mary Shelley’s masterpiece, he ridicules her work by lowering the intellectual language, characters’ position, and providing dirty instances. He does succeed in getting the audience to laugh and be entertained. However, if viewed in a different perspective, Mel Brooks also pays his respect to Mary Shelley in homage by providing some of the original text and finding a way of reminding the audience that Mary Shelley is the one who should be getting applauses too. Mel Brooks advertises Mary Shelley’s work because if you at some parts do not understand the film, you would have to read the original book first. Brooks creates a situation where both he and Shelley win by getting more views of the film and more people to read her book.