Recent orders
Interpersonal touch is a common form of communication used in society by all ages to enhance a conversation or reiterate a po
Student’s name
Lecturer’s name
Course
Date
Interpersonal touch is a common form of communication used in society by all ages to enhance a conversation or reiterate a point. It is used to communicate emotion between the parties involved and show affection. Interpersonal touch refers to a person’s touch on another’s body part, mainly the arms, shoulders, and between the elbow during social interactions (Jakubiak et al., 30). Different people have different takes regarding interpersonal touch. Some are comfortable with it, while others find it a bit awkward and uncomfortable depending on the relationship between the parties in play. There are two sides to interpersonal touch, the receiver and the initiator of the touch. Most people evaluate the initiator after the action positively or negatively depending on their perspective as far as interpersonal touch is concerned.
There is a need to rethink interpersonal touch because it is personal. It affects both parties, whether known or unknown. In the case of known parties, it is okay to interact and incorporate interpersonal touch because it is unintentional and allows the conversation to flow smoothly. It strengthens bonds between parties and influences the social behaviors and reactions of individuals in various situations or conversations (Sorokowska et al., 16). On the other hand, it is essential to be cautious while engaging interpersonal tactile stimulation because of a lack of awareness of the other party’s stand regarding the subject matter. It may be an invasion into the private space of an individual, which is inappropriate. Such action may trigger an adverse reaction from the receiving party and a consequent end of the conversation.
A hug is also a common form of touch used by different cultures worldwide to communicate and express affection. A hug can signify friendship, security, love, romantic intimacy, and friendship, depending on the type of hug. It enhances the experience of satisfaction, motivation, and pleasure. Hugging is a form of touch that has grown into cultures over time and is universally accepted as a form of communication (Jakubiak et al., 26). However, exceptional communities like the Islamic religion prohibit physical contact between individuals of different genders. For this reason, hugging is restricted among Muslims of different genders to protect and honor the culture. Despite restrictions to hugging by cultures like the Islamic culture, hugging still proves beneficial to one’s well-being and health, even to those not traditionally drawn to physical touch.
Physical touch facilitates bonding between parties in play. However, it is essential to consider the relationship and situation before initiating physical touch (Sorokowska et al., 21). A high five and tickling are some of the activities that require keenness when involving physical touch because they can convey the wrong message to the receiver.
Politicians find interpersonal touch significant, especially during campaigns and the signing of critical governmental deals that require a connection and a common understanding. Therefore, it is necessary that they create a supportive and trusting environment to captivate their respective audience, convince them and earn their compliance. Interpersonal touch shows the power difference for politicians and their connection to their audience (Lee et al., 25). It determines the take of the people about them and their capabilities. For this reason, they need to consider incorporating different forms of interpersonal touch that are appropriate and use them during their social interactions to build a positive image and maintain a good relationship with their audience.
References
Jakubiak, Brittany K., and Brooke C. Feeney. “Interpersonal touch as a resource to facilitate positive personal and relational outcomes during stress discussions.” Journal of Social and Personal Relationships 36.9 (2019): 18-29.
Lee, Eun-Ju, et al. “Up close and personal on social media: When do politicians’ personal disclosures enhance vote intention?” Journalism & Mass Communication Quarterly 95.2 (2018): 31-40.
Sorokowska, Agnieszka, et al. “Affective, interpersonal touch in close relationships: a cross-cultural perspective.” Personality and Social Psychology Bulletin 47.12 (2021): 15-21.
Listening and watching film
Student’s name
Lecturer’s name
Course
Date
I have learned that music is a crucial component of a film because it creates vital aspects such as mood, tension, character status and facilitates smooth transitions, making the film interesting and relatable.
Listening and watching the film has exposed me to various sounds that have facilitated my understanding of the short film and the emotional connection to various scenes. The sounds used heightened scenes’ drama and emotion.
Like visuals, film sounds are an important component of a movie. Different types of sounds are matched with different film scenes to convey the intended message and position the audience in an emotionally vulnerable place.
Sounds are recorded and synthesized artificially to match film scenes. Filmmakers incorporate three sounds in projects to succeed: sound effects, human voice, and music. Sometimes silence is also used in specific scenes to enhance emotion
The sounds that fall into the music category include soft background music and the song incorporated in the film. Environmental sounds used in the film include squeaky sounds, equipment self-noise, robotic movement sounds, interference, ground loops, and metal door bang sounds.
Vocal sounds include a conversation between the characters in the film.
Diegetic music refers to music from the film’s setting, while non-diegetic music originates from sounds outside the film set. The film’s diegetic music includes the metallic door’s banging, whistles, equipment self-noise, and squeaky cockroach sounds. On the other hand, non-diegetic sounds include soft music playing in the background.
Onscreen sounds originate from a source that viewers can see, while off-screen sounds come from a source where viewers cannot see. Some of the onscreen sounds used in the film are song, banging of the metallic door, squeaky cockroach sounds, and whistles. Off-screen sounds include soft music in the background, interference, and ground loops.
Simultaneous sounds used in the film is the soft background music, while non-simultaneous sounds are the bang on the metallic door and whistles
Internal sounds used in the film include the excitement of Eve, a character in the movie, as it handles different objects in the spaceship. External sounds include squeaky cockroach sounds, robotic movements sound, and ground loops
The sound effect that contributes to a better understanding of the character Eve is the squeaky excitement sounds the character makes as it interacts with different objects like the bulb and the Rubik’s cube in the spaceship. It depicts the character’s emotions in the setting.
Recognition of Women Leadership Skills in their Workplaces
Student’s name
Lecturer’s name
Course
Date
Recognition of Women Leadership Skills in their Workplaces
When organizations begin to change their perspective of women and their abilities to boost their confidence and empower them, it enhances their contribution and productivity in their respective organizations. Therefore, American organizations should continue absorbing more women into their organizations and entrust them with more substantial responsibilities. In the article, ‘Gender-based discrimination in the workplace,’ Ofori reveals that the lack of trust women receive from their male counterparts makes their bosses question their abilities and doubt themselves through a task assigned to them (15). Organizations that do not have policies that allow women to share their ideas and freely express themselves just as equally as men, facilitate inequality and discrimination in their organizations (22). In fact, the lack of encouragement and attention to female employees contributes to their lower numbers occupying the senior offices experienced in most organizations. In addition to that, women end up stagnating in the same position and receive the same salary amount for years, while their male counterparts climb the promotion ladder and enjoy benefits. Companies should take the initiative to credit women for their hard work and consider them for promotions when slots open because they deserve it. When organizations adopt strategies that offer leadership positions and incorporate more women into their organizations to boost their confidence and empower them, they will likely achieve a conducive and well-distributed working environment and experience output growth.
Organizations need to distinguish factual information from the societal perception that women lack good leadership skills as it can easily influence their decision to incorporate few women as leaders in various sectors or departments in the respective organization. Organizations can deny women a chance at leadership based on their beliefs that women’s judgments are clouded by their emotions, hence lacking the capacity to make rational decisions for a company (25). In the article ‘Leadership in and of demographically diverse organizations,’ Hooijberg states that most organizations have their senior positions occupied by men because they believe men are rational beings and are bound to make appropriate decisions that will suit the organization’s wellbeing (19). These conclusions demoralize women and discourage them from putting all their effort and skills into the assigned tasks (15). Hooijberg claims that most working women are underpaid compared to their male colleagues who occupy the same positions (8). Furthermore, the wide gap between male and female workers’ salaries results from men holding senior positions, which translates to more salary and allowances at their disposal (10). This unfairness has disturbed many female workers to a point where some have decided to quit their jobs and explore other options in life. Those that have no choice have been forced to maintain their positions quietly and take what their respective organizations have to offer. Suppose organizations create and maintain a stand that all workers are equal and should be judged based on their abilities. In that case, women will benefit and feel a sense of recognition and belonging. It would encourage more women to exploit their talents, skills, and abilities in their line of duty.
The mentality that men have better leadership skills needs to be eliminated in organizations to allow women to thrive and work comfortably without feeling limited by their gender. Employers should subject all their employees, whether female or male, to leadership skills tests and analyze their performance in tasks assigned to them before choosing leaders. Employers should offer equal opportunities to males and females when it comes to the selection of leaders. According to Thomson, in ‘ A Lack of Confidence Isn’t What’s Holding Back Working Women,’ Failure to use this approach will mean favoring the male employees, which will lead to discouragement and discomfort by female workers (12). Consequently, they will shy away from expanding their horizons and sharing their ideas with their colleagues. Thomson claims that they are likely to feel inferior and unworthy to be paid attention to or heard. (5). Their confidence goes down, and they lack the motivation to do more to grow and develop the company and themselves (8). Organizations should ensure that women are part of their leadership members to motivate them and show and prove to other employees that it is not biased towards male workers. Everybody stands a chance at being a leader, provided they work hard for it.
Unless working women show seriousness in their work and the need to become leaders, organizations will always ignore them and assume their male counterparts are more qualified. Women need to understand that organizations are prone to favor male workers in various sectors in the organizations. Therefore, if they don’t take a step and commit to their work, work harder and yield desirable results, they will stagnate in the same position in the organization. In the article ‘ How organizational culture shapes women’s leadership experiences,’ Longman argues that women have to put twice as much effort as their male counterparts to be recognized and become leaders (20). Women need to motivate and push themselves to strive harder because organizations will only notice their hard work (25). According to Longman, some women have lost hope in promotions and leadership positions because of organizational bias towards males. However, this should not be the case (19). Such women need to rise above their limitations and prove their male counterparts wrong by outdoing their performance. Giving up is not going to change the situation for the female workers.
When organizations take gender-based discrimination issues seriously and try to recognize women and their efforts, absorbing more women as their labor force, allowing them equal promotion opportunities, and offering leadership positions to them, it will play a huge role in eradicating the issue permanently. Allowing women to take leadership positions in organizations will boost their confidence and motivate them to work even harder and perform very well. Such motivation will benefit the organization because it translates to more output generation and efficiency on tasks assigned. Consequently, the organization will experience gradual growth and development. Moreover, it will silence all the stereotypes surrounding women and leadership hence allowing them to thrive and grow in the working industry. Organizations should establish and enforce laws and regulations that protect women against discrimination at their workplace. This action will solidify their support for women, thus changing the mentality of men and the society at large regarding women’s capabilities.
References
Hooijberg, Robert, and Nancy DiTomaso. “Leadership in and of demographically diverse organizations.” The Leadership Quarterly 7.1 (1996): 1-19.
Longman, Karen, et al. “How organizational culture shapes women’s leadership experiences.” Administrative Sciences 8.2 (2018): 8-25
Ofori, D. F. “Gender-based discrimination in the workplace: A Ghanaian perspective.” Acta Commercial 7.1 (2007): 14-28.
Thomson, Stephanie. “A Lack of Confidence Isn’t What’s Holding Back Working Women.”