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Documentary films are used for governmental propaganda

Documentary films are used for governmental propaganda

Abstract

Over the centuries, propaganda has been a strategic tool used by governments and military organizations and alliances in influencing people’s thinking. Several researches indicate that propaganda has always been a key component of military recruitment exercises. Documentary films have been crucial for any government actively seeking to mobilize or influence its citizens. Documentary films as a means of propagating the spread of war propaganda tend to vilify the enemy as well as assert the heroic qualities of the home country and its people and allies. Every nation is prone to propaganda regardless the nature of its government. Propaganda operates through subtle but covert transmission of ideas and values. When countries are engulfed in crises, their respective governments often resort to using propaganda top influence and change the beliefs and views of their citizens. In most cases the techniques of propaganda are neutral. Much as propaganda is used for ill ends in most cases, it is nearly as often used to achieve good ends at times.

Propaganda by the government is very high especially during the times of tension and general unrest. The instruments of communication are in most cases the mass media but also include such things as coinages, statues and certain other forms of interpersonal communication. Political documentaries sometimes walk a fine rope between advocacy and propaganda. In both the first and the second world wars, both parties to the conflict used propaganda movies to support their war efforts but there were considerable differences in their respective approaches in the use of these films. One way of effectively employing full scale flow of propaganda is by censoring news reports. Censorship is a special form of propaganda classified as selective and deliberate omission. It entails choosing and selecting from a variety of facts only those that vehemently articulates and strengthens the propagandist’s viewpoint. Censorship of certain elements of mass communication is a powerful tool used by governments in spreading propaganda. When the government is the propagandist, it becomes very powerful because the government has extensive control over all forms of media. The success of censorship depends widely on how successful the government is in omitting undesirable viewpoints.

After the end of the Second World War, the method used to gain support from troops and citizens throughout the world and most notably among the Allied nations had to be changed. This meant that the propagandists had to be more creative. Giving of mere speeches to the soldiers and the general public was no longer effective. Documentary films became a more popular choice for persuading the American soldiers that the war was necessary.

Purposes and Aims of the research study

There has been a rising debate over the last few decades with regards to the increasing use of documentary films in spreading misleading information. More recently, in particular the underachievement of governments in military activities has become a topical concern and taken a focus in itself.

Aitken, I., (2005), suggests that research is a process which can help to understand the relationship between propaganda and mass communication. This research project stems from a personal interest in trying to understand the use of documentary films by governments in transmitting propaganda. This curiosity was initially sparked upon discovering an article whilst undertaking voluntary work at a local military camp (Aitken, 2005)

With more involvement in the government, a greater realization with regards to the government practices that teaching staff employed in trying to provide an enriched information system began to be realized. It also came to notice the difficulties that governments and troops face in promoting inclusive information flow for the citizens.

This research is not necessarily undertaken with the need for government reform, but as a tool to develop individuals’ knowledge through extensive research carried out by them. With the focus of the project being on a ‘hot topic’ in the perception of the main policy makers, this research can be useful for all practitioners, government agencies and teaching staff who already work or are interested in seeing a career in mass communication. With government also recognising the importance of documentary films, the study can also be beneficial for troops and their families. It can also serve an interest to those people who have a general curiosity in the film industry.

The aims of this research are to understand the inherent implications of using films to convey propaganda. In particular, the different strategies and techniques introduced by different governments to try and motivate their citizens to adopt their policies. The study will also endeavor to try and understand the constituents of different motivational attitudes and experiences that propaganda brings with it in the social context of the people’s lives.

Research questions:

What influence has propaganda in influencing people’s attitudes towards adopting government policies?

How effective are documentary films in disseminating propaganda?

What possible factors, attitudes or experiences affect government’s choices of documentary films as a tool for spreading propaganda?

Literature review

In the 20th century, mass communication became a very important tool for learning. Major revolutions occurred in the communication industry and these had a significant influence on both the moral and political realms. In America for instance, films became an important tool used by the in transmitting social and political messages to the people. This marked the first time in the history of the United States of America that the government had the opportunity to shape the ideas and perception of its citizen directly. Most of the messages spread through these films were in some cases lies meant to influence the people for some reasons. These messages were mostly influenced by political motivations and their impact was felt mostly across the political sphere. This gave rise to new forms of spreading propaganda (Combs, 1994).

Propaganda has been defined as a deliberate attempt to influence people to think and behave in a manner that is pleasing to the source. Several countries all over the world have in one way or the other employed some form of propaganda by use of documentary films. It was in the 20th century that new forms of spreading propaganda emerged and these revolved around political entities in their pursuit to communicate messages that would sway their targets in order to accommodate and further their agenda.

The United States of America is one country that has a long history of using documentary films to spread propaganda. For instance, during the Second World War, the government of the United States of America released series of war features that depicted the Japanese troops as being bloodthirsty but glorified the American army and cast their country as being innocent. However, these war features were not true but were meant to influence people’s support of America’s involvement in the war.

The success of the use of propaganda depends to a great extent on the support that the masses are able to offer. This is measured by the level of infiltration to the majority of the aspects of life of the people. Documentary propaganda were the choice 0f the government as a result of its capacity to spread some potent, positive images of leaders who are powerful as well as strong with all ability of a superior electorate.

During and around this time film and propaganda went hand in hand and this saw major increases in military enlistment and an overall feeling of patriotism and sovereignty reigned throughout the United States of America. Propaganda is closely related to public relations both of which are in turn related to advertisement. Burton, (1990) reckons that propaganda and advertising are twin sisters; advertisings connect things with human desires but propaganda shapes infinite things into concrete images. It is this close relationship between propaganda and advertisements that blind people into believing lies spread by propaganda (Burton, 1990).

Over the centuries, propaganda has been a strategic tool used by governments and military organizations and alliances in influencing people’s thinking. As David, (1998) notes, propaganda has always been a key component of military recruitment exercises. Documentary films have been crucial for any government actively seeking to mobilize or influence its citizens. The famous American Revolution for instance could not have been conceived without making the case for it known to the general public. The Emancipation Proclamation has been accused of furthering acts of political propaganda as initially it was restricted o the southern states that were still under the control of the Union. The promulgation of the Proclamation assisted in the recruitment of more black soldiers and helped prevent British soldiers from recognizing the Confederacy. To this end the Emancipation Proclamation served political and military ends (David, 1998)

It would be important to appreciate the fact that the use of propaganda revolves around the manipulation of some symbols, ideas as well as images with the intention of persuading a group of relatively large size to think towards a specific line. Propaganda has to achieve the goal of preventing the people from accumulating some questions about the message or even a critical thought outside the bounds of the parameters associated with the message. If this is applied then the message that is delivered is regarded to be a truth that cannot be challenged. The realization of this fact is the best qualifier towards the choice of documentary films to serve the purpose of propagating the government propaganda. This is a means that has the greatest likelihood of attracting the majority of the people and therefore the message will be effectively be disseminated across a wide rang of the population (Bernard, 2003).

At the time of the 2nd World War, Germany together with its allies tactfully made the use of propaganda films aimed at reinforcing their efforts of the war. However, there existed some important disparities in their respective uses as well as approaches. Both of the side had a strong believe that their cause of the war was justified and they had to participate in the war. However, at the time that they were required to give it a try as well as a prove with the use of a documentary film, the exact course of war in itself complicated the situation in as far as Germany was concerned while on the other side, the allies enjoyed a comfortable time. The Germans mad all efforts towards the application of the propaganda documentaries to demonstrate the exact reason behind their participation in the war coupled with the actual reason behind their anticipation of war (Culbert, 1945).

In America and also in Britain, no single person was entrusted with the complete control of the industry. They made the use of the military as well as the government agencies having individual directors exposed to a substantial extent of freedom of the choice of applicable topics. According the Americans, there was a strong believes about God being on their side in as far as democracy was concerned. Although there were some people on the Germany side who had a strong faith in God, there was no possibility that God was in a position of condoning the barbaric acts that they did with regard to the war. As a result of the disagreements that arose at the time of the war, the government of America opted to come up with symbols which rallied the public cause. There was a dire need of fighting for the sake of protection of their democracy and the symbol became an indicator to the enemy of the worst evil inherent in the war (Rotha, 1973).

All the films of this nature had the sole intension of boosting the morale. There was a constant worry among the army with regard to the problem associated with the war. All possible mechanisms that were identified to have the potential of instilling the desire of fighting were put in place although there was none that was seen to bear good fruits. It is only after some of the officials saw the film called “Triumph Of the Will” that the idea of the use of the films as a form of propaganda came in to being. They discovered that the use of films had a trick as an alternative approach. The threats associated with the films had to be assigned a special person to interpret what they meant. The use of documentary films was therefore seen to contribute significantly towards the notion of the people as to the reason why war was justified (Philip, 1997).

The first of the films were specifically reserved to be viewed by the military. However, after President Roosevelt accessed the view if the film “Prelude To War” a series called “Why We Fight”, he found it wise for all people including children women and men to view the film. A wide scope of the film covered a lot of important history that the president recommended should be accessed by all people. The scenes that reinforced the moralities of the Christians were seen to benefit the people which were the cause of the fight for the Americans. The move was seen to be rich in patriotism and the sight of the film opened the minds of the people to the reasons behind the war.

Spreading of government propaganda seems to have come of age during the First World War. During this time, all major combatants and their allies created special agencies to monitor, regulate and censor the flow of information, help in the recruitment of more troops and also sell the moral validity of their combat activities to those both in the home front and also in the battle front. This war saw the emergence of derogatory connotations that have up to date surrounded the concept propaganda. The American people lost their understanding of the close relationship between education, morale and propaganda and instead considered propaganda to be synonymous to government lies, a notion that has stood its ground to present times. The New Deal America formally institutionalized propaganda and public relations within the wider American society. President Franklin Roosevelt promoted the policies of his directly through press conferences. During one of those public press conferences, the president underscore the essence of America giving war materials to those countries that were fighting Germany. In essence, Roosevelt helped America in a great deal to sell much of her foreign policy by using g the talents of the propagandist counsel.

A famous documentary film maker, Pare Lorentz produced films for the new Deal that were about flooding in the Mississippi valley. These films depicted natural disasters as being caused by unchecked human actions and cast the New Deal as being capable of solving physical and natural disasters through enactment of state policies. Government’s appeal to those who were better off financially than the rest was documented by the photographers from Farm Security Administration. Their depiction of alarming levels of rural poverty helped justify the government’s relief programs and also made people aware of the great role of photography in streamlining public relations campaigns (Nichols, 1997).

During the Second World War, the American army’s bureau of public relations engaged in paying job of collecting news from the battle front than using competing civilian agency, Office of War Information. In this new strategy of combating spread of war information, all footages shot in various war theatres were subject to military censorship, more especially if they showed images of dead American soldiers. The then army chief of staff commissioned the director of Hollywood movies to explain the essence of the war to millions of soldiers in a series of documentaries. Hollywood then produced several series of propaganda films which divided the world into forces of light and darkness. Enemy footages were video-edited to make clearly show the dangers of totalitarianism. According to Saunders, (2010) the precise impact of these war films is hard to tell but then the films served the most elaborate statement of war produced by any government during the conflict (Saunders, 2010).

During the cold war, it proved a boom time for spreading information materials intended for the captive people of Eastern Europe. The Voice of America that was established in 1950 specifically to broadcast controlled news to countries on the ‘other side of the Iron Curtain’ was soon joined by the Radio Free Europe. The United States Information Agency (USIA) became an official state agency for spreading war propaganda.

The infamous Vietnam War revealed the vulnerability and problems of uncoordinated military information management. This war was characterized by absence of overt censorship of the civilian news organizations even though military planes were strictly not to carry hostile news reporters to classified zones of the war front. One of the largest sources of the US military’s complaints about this war was the so called credibility gap. The apparent discrepancies between official government news and the civilian reported news in battle field failure led to the US government’s Public Affairs Office to hold daily afternoon briefings in which it blatantly exaggerated the figures of enemy culprits. Each day, pentagon spokesmen reported astronomical figures of enemy dead always much higher than the numbers of American victims (Miriam, 2005).

Again the Vietnam War taught America a lot of lessons about the need to censor all military information and the need for a well equipped and sophisticated public relations agency. In light of this, the US government made significant changes with regard to handling of military and war related information. Most of these changes were reflected in the 1991 gulf War. Most of the media coverage actually missed to highlight what was really happening. This contributed very much to battlefield victory by reinforcing much of Saddam’s belief that the Allied Coalitions attacks could be launched from Kuwait City, a thing which was never the case as attacks were launched simultaneously from fixed desert positions. The management of military news in America now seems to be following a well established policy even though this at times can be at cost of the freedom of the press. Further, the enactment of news management policies has greatly underscored the importance of propaganda and also public relations to the success of military activities.

Propaganda

Every nation is prone to propaganda regardless the nature of its government. Propaganda by the government is very high especially during the times of tension and general unrest. The instruments of communication for spreading propaganda are in most cases the mass media but also include such things as coinages, statues and certain other forms of interpersonal communication.

Features of propaganda:

It is deliberate.

It aims to control or alter people’s attitudes.

It aims to produce predictable behavior by those whose views are altered.

Does not depend on bribery or violence

Propaganda operates through subtle but covert transmission of ideas and values. When countries are engulfed in crises, their respective governments often resort to using propaganda top influence and change the beliefs and views of their citizens. In most cases the techniques of propaganda are neutral. Much as propaganda is used for ill ends in most cases, it is nearly as often used to achieve good ends at times.

After the Second World War, the method used to gain support from troops and citizens in the United States had to be changed. This meant that the propagandists had to be more creative. Giving of mere speeches to the soldiers and the general public was no longer effective. Documentary films became a more popular choice for persuading the American soldiers that the war was necessary. Charles, (1996) argues that this was the first ever attempt in the history of the United States of America to influence the opinion in the military. The film medium was chosen because it combined the two senses of hearing and sight and thus appealed to more people and with more passion. This was a major advantage over the radio and print media (Charles, 1996).

Techniques of propaganda

Governments all over the world have several techniques in spreading propaganda about certain activities which concern them. Some of thee techniques are;

Name calling: this technique links the victim or idea to its negative label. The user of this technique hopes anticipates that the derogatory connotation associated with the name will make the audience to reject the labeled person or ideology or look down upon them. A good example to illustrate the use of this technique was the use of the word ‘communism’ by America during the period of the Red Scare in the 1950s. This was actually a form of cold war propaganda that was aimed at containing the spread of soviet policies and ideologies more subtle forms of name calling involve using words that invoke certain emotions. For instance, the propaganda by the proponents of a budget deficit might portray the government as ‘stingy’ because most people will react emotionally upon hearing that word.

This is the exact opposite of name calling. The technique involves associating a person or an idea with virtuous words such as democracy, right, science, religious etc. These words are chosen primarily because of the positive connotation they evoke and thus have the capacity to influence the public to accept a person or ideas based on the acceptance of the words but not evidence.

Transfer: this technique is slightly similar to glittering generality and involves the propagandist lining his ideas to higher concepts like religion or technology. Here, propaganda is spread through symbols and not words. For instance, a political activist may crown his speech with a prayer. By invoking religion in his political ideology, the activist hopes to demonstrate to the people that his actions have been endorsed by God and thus influences their thinking.

Testimonial: This technique is commonly used in spreading political propaganda. The technique connects a person or an idea with a celebrity regardless of the celebrity’s qualifications to form a good opinion. The propagandist who uses this technique hopes that the celebrity will increase the popularity of the product and thus cause its eventual acceptance. This propaganda technique was widely used in the reunification process of Germany. In this case, the rapid industrialization of West Germany was the celebrity.

Plain folks: this technique is employed to demonstrate how a person, idea or product is relevant to the people. It is mostly used by presidential candidates to amass popularity.

Card stacking: This propaganda technique involves use of logical arguments to incite fear. Normally it is used to hide logical fallacies underlying the main argument.

Band wagon: this is a technique used by propagandists to encourage people to do certain things because everybody else is doing them. The technique was widely used during the Second World War to encourage more women to join the army as is still being used today by labor unions and women’s groups.

Censorship as a Form of Propaganda

Censorship is a special form of propaganda classified as selective and deliberate omission. It entails choosing and selecting from a variety of facts only those that vehemently articulates and strengthens the propagandist’s viewpoint. The success of censorship depends widely on how successful the government is in omitting undesirable viewpoints. Censorship of certain elements of mass communication is a powerful tool used by governments in spreading propaganda. When the government is the propagandist, it becomes very powerful because the government has extensive control over all forms of media. In very strong democracies like India, people can make cases against censorship as it violates the fundamental rights of freedom to speech. However, in military regimes like previously has been in Pakistan, cases against censorship are not strong since the dictatorships assert their right to do what they want (Koppes, & Black, 1987).

Censorship of communication products has devastating consequences regardless of the governmental context. By willfully inhibiting the free flow of information that is crucial to the health of the public, censorship harms the peoples’ ability to make their own informed decisions.

America’s propaganda films were furthered by how the films that were edited. Throughout the 2nd world war and in its aftermath, the US government depended much on the ability of the film industry to achieve the contrast of the individuals and group which was essential in the success of Hollywood movies. The government thought it would be effective to use the enemy’s original films in order to expose the enemy within their own images. By taking segments of the enemy’s images and replacing them with its own, the government managed to give meaning and purpose to the war through this creative strategy. This editing of enemy images raised the morale of the American soldiers who themselves were not aware of the government’s involvement in the manipulation of the reality. Most of these films compared and contrasted enemy forces with America and its values. They highlighted the difference between America and the enemy countries and showed how easily the enemy could attack America if it did not fight. This shrewd strategy worked effectively in creating a battle not only between the allies and axis powers but equally between good and evil.

Preludes to world war two directed by Frank Capra of Hollywood used animations from confiscated enemy footages to illustrate the government’s point of view.

A Scottish film documentarian John Grierson presented a strong case for documentaries arguing that documentaries can be an important aspect of the democratization process. According to him, the issues surrounding democracy are so complicated that it is difficult for an ordinary citizen to participate in government affairs meaningfully. Film documentaries can uniquely dramatize issues and their implications in society thus contribute to constructive political debates. When representing people, events, places or even causes ignored by governments, documentaries can be perceived as opposing government institutions. In fact documentary films can be bold enough to challenge the status quo but can also advocate for special cases without necessarily having to question the existing social systems. Majority of the documentary films are sponsored by government institutions or businesses that want to make their cases known to the public. Pare Lorentz, a famous American film maker of the 1920s made several films with government support (Larry, 2008).

During the earlier days of the USSR, special ‘agit trains’ fitted with screens and projectors brought footages to small villages and towns. These were meant to inform all USSR citizens of the importance of the Bolshevik revolution. In another case, the United States’ Resettlement Administration department sponsored production of documentary films intended to show the ecological effects of the Dust Bowl and the associated devastating effects to the farmers. These films were meant to explain and draw support for the policies of the Roosevelt administration but soon, the opponents of the government started accusing the films of being used as campaign propaganda. The Decline of the Western Civilization which was released in 1981 focused on the burgeoning rock music scene of the 1970s.

Government funded organizations such as the Public Broadcasting System of the United States of America and the National Film Board of Canada have over the years sponsored a wide range of documentaries have not necessarily promoted any political policy. This way they have clearly demonstrated that although a government can fund a communication medium, the medium does not necessarily have to bow down to the demands of the government.

The Battle of San Piegro is an American war film produced under the leadership of John Huston as the director. The movie was shot by Jules Buck, a famous photographer of the time. It was produced in 1945, as the Second World War went on. The main documentary in Battle of San Piegro are unflinching in the movies’ realism and as thus was held up from being shown to public by the army of the United States. As a result, its director, Huston became unpopular to the army not only because of the negative image of the US army depicted in the movie but also because of his assertive to the many accusations that the film was anti-war.

He himself said that if he did make a post war movie, he should be shot dead. General George Marshall of the United States army came to the film’s defense arguing that because of the blatant reality of the film, it should be used as a training film. This was the case and its producer, Huston was no longer a state pariah but was instead decorated and made a major honoraria. The movie depicted most of the combat activities of the American troops just as they happened and consequently was not received well by some quarters of the army who felt that it exposed the grey spots of their proud army.

Most of the Second World War film documentaries were in support of the war, the home front and business and industry. In one such film released in 1942, a narrator carefully guides the audience through a labyrinth of issues that forced America into entering the war. Other film documentaries such as Desert Victory of 1943 depicts the battles of the war and in most cases highlight the victories of the Allied troops. Atrocities and war crimes are a potent subject. Several documentary films have been made about the sufferings in NAZI concentration camps (Grierson, 1996).

The Desert Victory film was produced in 1943 by the British ministry of information as the 2nd World War went on. The film documents the progress of the Allied troops in the North African campaigns against the Germany troops. The documentary traces the origin of the fierce struggle between General Erwin Rommel of the allied forces and Field Marshal Bernard Montgomery of the Germany forces on the other side. Most of the information in this war documentary relies heavily on captured Germany footages although much of it has been exaggerated in favor of the allied forces and their combat activities.

This film was directed by David McDonald who incidentally directed the Burma Victory. It depicts Germany forces as inhumane fighters who would rather break every acceptable norm of humanity in their quest to please their masters. On the contrary, the movie praises the British forces for their boldness in facing the aggressive NAZI fighters. This film made an instant impact upon its release more especially on the side of the British soldiers who felt the real motivation to continue with the war. The impact of this film on the enemy forces remains an issue of debate to date but many critics believe that the documentary didn’t impact much as it was not shown in Germany, at least during the war.

Documentary films as a means of propagating the spread of war propaganda tend to vilify the enemy and at the same time assert the heroic qualities of the home country and its people and allies.

The Year of Pig film made in 1968 during the Vietnam War uses interviews and sound juxtaposition t

Documentary film and Communication of data

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Documentary film and Communication of data

Introduction

The collection and recording of data has always been crucial in any qualitative and quantitative research. Needless to say, researchers have used numerous techniques to obtain data depending on the dynamics of the particular cases. These techniques have continued to evolve with time in an effort to enhance the dynamics of the changing society. One of the most popular techniques of recording or even obtaining data in the contemporary society is the use of documentary films. The key importance of documentary films in recording events lies in the timelessness that they imbue in events. Individuals have the capacity to relieve the events and even make corrections in their data depending on the information provided in the documentary films. Nevertheless, the most crucial aspect of any recording method lies in the usage or utility of the information provided. While documentary films have gained widespread use in varied aspects, the most controversial one is in reflecting the interests of social movements and effecting social change (Stubbs 22). Aesthetically dressed, mediated and politically driven activist documentary films do not only have the potential of constituting political oratory, but has the capacity of becoming public communication between private individuals likely to affect social change.

For more than a hundred years, documentary films have prominently been featuring in the public arena as effective mediums of persuasion. Numerous parties have used documentary films in promoting their political goals. For instance, Stalin, in 1928 tried to make a documentary film whose content was purely political. This was the same case for the Nazi party, which incorporated a documentary film unit aimed at bringing the masses highly aestheticized graphic pertaining to political practice (Stubbs 24). The United States government was not left behind as it made heavy investments in documentary films aimed at selling war to teetering allies and soldiers.

Documentary films go beyond simply being a new, trendy, form of media entertainment as it incorporates significant rhetorical implications. They carry out numerous actions or tasks for which language has always been used. These include asserting, warning, ridiculing, informing and critiquing (Stubbs 47). It distinguishes itself from other data obtaining methods such as reading and hearing in the fact that it blends unique speech acts including word, sound and image.

Apart from depicting the information or data on as is basis, narrators or film directors are known to use documentary films to propagate an idea or even promote the making of certain conclusions. Prior to 1960s, documentaries were mainly used in promoting the interests of corporations. However, filmmakers started embracing the role of observers, where they changed documentary films from the ambiguous instruments of information to carefully directed instruments of forming opinions (Nichols 29). In this regard, documentary filmmakers do not leave their viewers to make conclusions pertaining to the information presented, whereas the content usually poked into places that were considerably hidden or ignored by the society. This was seen in Fred Wiseman’s films such as Titicut Follies (1967) in which he explored the state institutions for the insane, and High School (1968), in which he contrasted the egalitarian approach of public schools to education that is designed to eliminate the distinctions between the poor and the rich, against images of apathetic ad bored students that are inclined to rebelling against their teachers. It is noteworthy that the capacity and potential of this genre to effect social change lay in the fact that it legitimized groups relegated to societal margins, and foreground the speech and ideas pertaining to the film subjects thereby exploding the documentary’s rhetorical potentialities (Nichols 35). The role of documentary films changed from the previous era where filmmakers manipulated footages to support their arguments and influence conclusions (Corner, 56). In the new era, the methodological commitments that came with direct cinema necessitated that subjects make their own voices (Nichols 37). The capacity of technology to record synchronized image and sound from the film subjects meant that a significant interpretive control had been taken from the editors’ hands, in which case the audiences did not take the information provided as just another form of entertainment but rather a depiction of reality (Finnegan 56). In essence, these films attain their basic function, which was to bear witness to the events and allow their audience to make judgments. The increased respect emanating from this led most working class individuals to demand changes in their sociopolitical arenas as they took the presented information more seriously (Corner 63).

Evidently, documentary films have had an immense influence on the study of humanities in their entirety. Researchers have divided the study of humanities into varied aspects or categories including the physical, emotional, social, as well as spiritual. As much as these aspects have been examined individually, the social aspect of humanities has been one of the most fundamental. Examining the effect of documentaries in effecting social change cements the notion of development of behavior among human beings (Rabiger 63). It outlines the fact that as much as behavior may be formed or influenced by genetic predisposition, social aspects or the things that individuals are exposed to can determine the manner in which they act or react to situations. This is especially considering that individuals, growing in an era where filmmakers manipulated the content of the film and even fed the audience with their own conclusions, would make certain social changes thanks to the same conclusions (Rabiger 63). This, however, does not negate the capacity of individuals to interpret situations in their own accord and arrive at certain conclusions based on their past experiences. This is what the current day documentary films have been striving to do. They incorporate the voices and speeches of the subjects, and desist from making any conclusions on the viewers’ or audience’s behalf, leaving the audience to do it themselves (Rabiger 64).

While the main effect of the entry of documentary films may revolve around the social changes and revolutions, there were other deeply set effects in the society. This is especially in instances where its focus changed from narrators made conclusion to giving the subject a voice. Scholars note that baby boomers who had grown under the shadow of the civil rights movement and other antiwar movements saw the television as their window to the outside world (Schneider, 55). They strived to tell their story as it is all with the aim of enhancing democracy in the access to resources such as technology (Finnegan 46). This generation acknowledged the fact that political contestations would be solved through extending the unifying aspects pertaining to electronic media to everyone rather than undertaking a direct assault of the system as is the case with revolutions (Schneider 56). In essence, the entry of documentary films changed the manner in which individuals agitate for rights or issues.

Works cited

Schneider, Ellen. “Using Documentaries to Move People to Action.” Nieman Reports 55. 2001: 55-56. Print

Rabiger, Michael. “Documentary Filmmakers Decide How to Present Compelling Evidence.” Nieman Reports 55. 2001: 63-64. Print

Finnegan, Cara A. “Documentary as Art in U.S. Camera.” Rhetoric Society Quarterly 31. 2001:37-68. Print

Corner, John. The Art of Record: A Critical Introduction to Documentary. New York: Manchester University Press, 1996. Print

Stubbs, Liz. Documentary Filmmakers Speak. New York: Allworth Press, 2002. Print

Nichols, Bill. Introduction to Documentary. Bloomington, IN: Indiana UP, 2001. Print

Document Management

Document Management

Contents

TOC o “1-3” h z u HYPERLINK l “_Toc378096105” Article I.Executive Summary PAGEREF _Toc378096105 h 1

HYPERLINK l “_Toc378096106” (a)Rationale PAGEREF _Toc378096106 h 1

HYPERLINK l “_Toc378096107” (b)Business Drivers PAGEREF _Toc378096107 h 1

HYPERLINK l “_Toc378096108” (c)Key Objectives PAGEREF _Toc378096108 h 2

HYPERLINK l “_Toc378096109” (d)Benefits PAGEREF _Toc378096109 h 3

HYPERLINK l “_Toc378096110” (e)Impacts PAGEREF _Toc378096110 h 3

HYPERLINK l “_Toc378096111” Article II.Project Information PAGEREF _Toc378096111 h 4

HYPERLINK l “_Toc378096112” (a)1 Integration Management PAGEREF _Toc378096112 h 4

HYPERLINK l “_Toc378096113” (b)2 Scope Management PAGEREF _Toc378096113 h 9

HYPERLINK l “_Toc378096114” (c)3 Time Management PAGEREF _Toc378096114 h 11

HYPERLINK l “_Toc378096115” (d)4 Cost Management PAGEREF _Toc378096115 h 13

HYPERLINK l “_Toc378096116” (e)5 Human Resource Management PAGEREF _Toc378096116 h 16

HYPERLINK l “_Toc378096117” (f)6 Communications Management PAGEREF _Toc378096117 h 19

HYPERLINK l “_Toc378096118” (g)7 Procurement and Contracts Management PAGEREF _Toc378096118 h 20

HYPERLINK l “_Toc378096119” (h)8 Risk Management PAGEREF _Toc378096119 h 21

HYPERLINK l “_Toc378096120” (i)9 Quality Management PAGEREF _Toc378096120 h 23

HYPERLINK l “_Toc378096121” (j)10 Recommendation PAGEREF _Toc378096121 h 24

HYPERLINK l “_Toc378096122” (k)11 References PAGEREF _Toc378096122 h 24

Executive SummaryRationaleThe HRIS or the Human Resource Information System is basically the system which is used to maintain the information and/or data about all the employees working in the organization from top to the bottom level usually in the form of the database or the series of the related and interconnected databases. (Reh, 2011) It can more generally be referred to as the collection of those systems and the processes which comes into the picture where the intersection between the human resource management and the information technology occurs in an organization. This concept is all about the merging up of the various HR practices and planning with the evolving technologies of computer science so as to develop those effective tools by which the valuable human resource can be better managed. (Heathfield, 2011) The main purpose of this project would be to transform most of the processes related to keep the records of the various types of the information related to the employees who are being done manually in many of the organization into the automated machine dependent techniques which can make the work faster, effective, cheaper and with reduced chances of errors.

Business DriversThe main business driver related to this project is the need of automating the functions of the organization. The development and the maintenance of the effective information practices for the management of the human resource may bring a lot of benefits to the organization in the near as well as the far future. The current need of matching up with the growing technologies which would be dominating the future is another important driver of the HRIS. The various manually done processes includes the accounting of the payroll, management of work time, deciding the appraisal on the basis of performance, evaluating the performance of the employees, various processes related to the recruitment, managing the employees learning and training, keeping the record of performance of employees on the basis of amount of work done, punctuality, etc, and finally the various types of the self-services of employees. The carrying out these tasks with the help of an integrated system would not only benefit the management in the several ways but also would standardise all these processes and there would be much more transparency in the work which is essential for the satisfaction of the employees.

Key ObjectivesThe main objectives of this project are listed below:

To develop an all new human management information system by using the latest technologies of the database management system, client-server applications, simulation software, smart interface, and user friendly environment.

To automate the various business processes related to the HR practices like employee’s history, capabilities, skills, salaries, accomplishments, etc.

To minimize the word load on the manual handling of these administrative processes by introducing the automated human resource management system.

To develop the modules for the business needs which are mentioned in the previous section?

Designing and testing the effectiveness of the online recruitment as the part of the human resource information system.

To generate the online learning and training feature by collecting relevant details and material required for this and testing it for its efficiency in comparison to the manual training and learning.

To train the managers involved in managing the human resource for the use of the developed system.

To evaluate the implementation of the system and take the feedbacks from the different people of the organization for the improvement in future.

Benefits

Some of the identified benefits that will be measured throughout and/ or after the project are listed below:

The difficult and time consuming processes like generations of the reports, etc would be better handled.

The processing of the information would be much faster and the various processes which take hours to get finished may be done in fractions of a second.

A greater accuracy in the information may be achieved with lesser efforts.

The programs, planning and decisions on the aspects related to the human resource will be better managed in a more time and cost effective way.

The communication between the employees would improve and they will be having a better relationship with the management.

ImpactsThe impacts of the HRIS on the business activity, organisational capability and the processes are described as below:

The adoption of the human resource information system designed as per this project would centralize the data storage and integrate the various work processes which would bring drastic effects on the current working procedures of the organization where these processes are handled in a distributed way.

The business activities of the organization would become more transparent and standardized for all the employees and there would be the fewer instances of partiality, etc.

The things would be grasped in a much thorough way which would be a great asset for the capability of the organization.

This project would obviously make the HR practices of the company much more effective than before which would be having the positive impact on the performance of the employees and more indirectly the retention of the talented capital.

Another impact on the organization would be a better coordination between the various departments.

There may be the instances of opposition of the implementation of the HRIS in the business processes as the structural and the cultural changes in the organization may be difficult aspects to get adopted with.

Project Information

1 Integration Management

1.1 Methodology

The project would be concentrating on a well formulated and structured methodology for the evolution of the described system taking care that each of the objectives are well achieved. The focus will be made that the project is carried out with the bottom-up approach. (Metagora, 2011) The development will be based on prototyping each of the feature and making the iterative development with the controlled and systematic approach.

Firstly, the requirements would be described in a great detail by interviewing the various HR managers of the organization along with the employees containing all the external as well as the internal users of the proposed human resource information system. Then, the initial design of the system would be building up and presented before the executive level management of the organization or the decisive authority and the initial feedbacks will be taken along with the discussions with them for the feasibility of those feedbacks. After the initial design of the system and the evaluation of this with respect to its strengths, weaknesses along with the risks involved, the requirements for the further requirements would be taken so as to develop the first working prototype of the HRIS. This would involve the best of the planning and implementation of the strategies with the help of the best available technologies and facilities available at the disposal.

The intense training of how to use the system, along with the detailed description of how the different modules would be given, and the other small or big queries would be answered related to the use of this new human resource information system. This prototype would be tested for its efficiency and effectiveness of the existing processes and this time the feedback from the actual users of the system along with the top authority of the organization will be taken. Based, on all these suggestions which are achieved from the various sources and the analysis of these suggestions for the additions, deletions and/or modification of the features in light of feasibility and the other aspects like cost overruns, etc, the final prototype will be prepared which will be implemented in the organization for the same tests. Again, the training for the new features would be given to each of the user and if everything goes correct and in the order as decided, the system would finally be implemented replacing the older system gradually.

The components and the elements required for this project would be collected from two of the sources namely the primary and secondary. The primary source would include the elements collected by the feedbacks, suggestions, etc with the potential users of the system along with the interactions with the experts while the secondary source would include the study of the existing human resource information systems, theories and concepts available in the books, journals, magazines, etc. (Eamon, 2010)

1.2 Change Control

The following steps would be adopted in proposing, assessing and authorising the changes in scope:

The major meeting with the stakeholders, the key HR managers, and the executive level management will be made after the completion of the each of the stage of the project where the changes can be proposed and discussed.

The meetings will also be arranged after the regular periods of time like on the monthly or half-monthly basis in which the changes may be suggested and discussed.

After each prototype, the system would be available to all the users which can suggest the changes in the form of feedbacks. The important changes would be discussed with the related authorities through the meetings.

A proper justification to support the change should be there with the proposal of change.

The major changes would be analysed with respect to the various related aspects like the feasibility, risks, cost effectiveness, etc after which they would be incorporated in the project or else rejected with proper justification.

1.3 Performance Reporting

The following procedure would be adopted for the measurement and reporting of the performance:

The system would be implemented for the real time use after the final and approved prototype is ready and the performance of the system would be measured time to time.

The quantitative performance would be evaluated on both absolute as well as the relative basis.

The absolute performance would be measured with the help of the criteria like the time the new system is conserving in comparison to the older system, the rounded off estimates of the saving up of the costs related to the operations being done by the system.

The relative performance would be measured by comparison of the same criteria with the performance of some of the popular HRIS.

The qualitative measurement of the performance would be done on the basis of the feedbacks received from the stakeholders, users of the new HRIS, as well as the employees on the varied weightages.

The feedbacks on the training would be another important consideration of the performance evaluation of this project.

The instances of the errors or the malfunctioning of the system would also be included in the performance report.

All the measurements would be documented in the form of a well structured report and would be presented and kept for the future uses.

1.4 Audit

The following independent process of auditing will be followed to monitor and verify all project related work:

The time to time verification of the issue that whether the work is being carried out in compliance to the guidelines decided and discussed with the stakeholders.

The time factor for the completion of the project will be one of the most important considerations of the project.

The organization would be requested to assign the work of checking whether the system is being well understood by the users or not to the independent managers.

All the progress in the work will be well documented and presented before the stakeholders and the key managers on every scheduled meeting which can be audited by them.

The performance evaluation will be timely made and presented before the stakeholders.

1.5 Dependencies

All the related and or inter-dependent projects impacting the performance and delivery of the project are listed below:

The system analysis of the requirement and the design.

The collection of the data relevant to the whole development.

The design and formulation of the different modules for the system.

The technical programming and the integration of the technologies to develop the whole system.

The specifications of the training to be given to the employees which requires the designs of the different training modules for the different types of the users of the HRIS.

The feedback and suggestions from the various users of the system.

2 Scope Management

2.1 Deliverables

This project would be consisting of the following deliverables which will be given during and after the project:

The individual and independent modules of the human resource information system to handle the independent tasks of handling the employee’s history, payroll, application to handle employee’s check-in check-out, performance evaluation of employees, online training module, online recruitment assistance module and the employee’s record.

The full-fledged training to all the users who would be using this HRIS.

The web portal for all the employees working in the organization where the various information related to the employees will be given with the separate sessions defined for each of the employee by which it can enter his/her information and access his/her profile whenever required.

2.2 Inclusions

Following will be explicitly included in the specification for the project:

Employee’s relation module including the features for recording the employee’s history, skill’s set performance, achievements, etc.

Employee’s payroll module to handle the accounts for the payment of the employees, etc.

Learning and training module which would contain the learning and training features such as the video lectures, tutorials, etc. This module will have an easy to update feature.

The online recruitment module which would contain the features like online aptitude and knowledge test, video conferencing features for interviews, etc.

The web portal with the mail server for sharing up of the information related to the employees also facilitating the profile fill-up and other information by the employees and using the email system of new HRIS portal.

The training required for the users on how to use the features of the system, troubleshooting the problems in the system in the future, etc.

All the source codes and the designs of the working of each of the module.

Support and maintenance of the system for one month of trial and testing phase.

2.3 Exclusions

The exclusions of this project are the future support and maintenance of this new HRIS including the troubleshoot in case of the problems after the final version of the system is implemented and tested for the period of one month and all these would be dealt separately however we would look for the further contract with the organization for the maintenance of the system in the future.

2.4 Handover

There would be the following main provisions in order to ensure that the deliverable can be handed over to the client on the finalisation of the project:

All the rights over the project would be transferred to the organization giving it the authority to change, modify or delete its parts as per its requirements in the future.

The entire source codes, designs of the implementation, testing and training data, and other details and components developed and/or used in the project would also be handed over to the organization.

A formal approval letter from the CEO or the assigned project coordinator from the side of the organization specifying that the requirements have been completed and delivered on time along with the NOC and closure of the project would be taken on the delivery of the project.

3 Time Management

3.1 Schedule

Major stages:

Project initiation phase

Development Phase

Implementation phase

3.2 Milestones

All the milestones forecasted for the implementation of this project are described in the following table along with their respective deadlines and tentative duration.

Deadline Tentative Duration Milestone to be achieved

September 1, 2011 10 days Analysis of the current methods and practices being carried out in the organization for handling the different aspects which are going to be covered in the new HRIS.

September 11, 2011 7 days Discussion of the requirements of the new HRIS and feasibility of them under the budget and cost constrains including the discussions over each of the derivable of the project.

September 26, 2011 15 days Development of the initial design and layout of the HRIS including the web portal.

September 29, 2011 3 days Detailed discussion over the initial design and recommendations for the changes (if required).

October 29, 2011 1 month Development of the fully functional prototype including each and every module and the web portal.

November 14, 2011 15 days Real time implementation of the first prototype of the whole system with the brief training and/or demonstration on how to use it.

November 14, 2011 15 days Opening the prototype for the suggestions and feedbacks and the simultaneous analysis of these feedbacks and suggestions.

November 17, 2011 3 days The second major meeting with the stakeholders to give them the overview report on the basis of the feedbacks received after the implementation of the first prototype. This would follow the intense discussions on the changes, modifications, etc along with their feasibility.

December 17, 2011 1 month Development of the second and final prototype inclusive of all the recommendations and suggestions.

January 17, 2011 2 months Implementation of this final prototype in the real time working environment of the organization.(continual with the operations mentioned below)

January 17, 2011 1 month The in-depth training of the HR users for the use of this final prototype which may be regarded as the new HRIS in the various sub-phases like the training of the employee’s relationship managers, training and development managers, accounting managers, recruitment managers, etc.

February 17, 2011 1 month The project implemented on the one month trial and the major suggestions will also be entertained.

February 20, 2011 3 days Final meeting with the stakeholders and handing over the system solely to the organization.

4 Cost Management

4.1 Budget

The required budget of the project is indicated as below:

Sl. No. Entities/Components Estimated Cost per entity or component Number of entities/components Total Estimated Cost

1 Salaries to HR specialists AED 25000 4 AED 100000

2 Salaries to technicians AED 15000 10 AED 150000

3 Salaries to reviewers/trainers AED 15000 6 AED 90000

4 Storage devices (300 GB server) AED 100000 2 AED 200000

5 Web Space AED 1000 per year 1 AED 1000

6 Database software AED 6000 5 AED 30000

7 Application management suite AED 25000 5 AED 125000

8 Other software requirement AED 20000 1 AED 20000

9 Thumb Punching Attendance Machine AED 2500 4 AED 10000

Total AED 726000

4.2 Estimating methodologyThe methodology used for estimating the budget is mainly done through the secondary sources. The salaries mentioned above are the average salaries asked by the professionals who are hired on contractual basis. The numbers of entities or components are the estimated figures calculated for the optimal performance and completion of project on the due time. The number of HR specialists, IT professionals and the reviewers/trainers to be hired are 4, 10 and 6 respectively. The number of storage servers would be 2 although only one would be required for use and the other one would be kept for back-up of data and will be put to use later on in the future when the space needed to store data would increase. The costs of the software like the database management software, application management software, etc are taken from the official website of Oracle. The cost of Thumb Punching Attendance machine is also explored through the secondary sources from which its average cost is taken.

4.3 Confidence levelThe figures are expected to be 90% correct as they are mostly taken from the secondary sources and there may 10% chances of up or down in the estimates.

4.4 Contingency

Though the figures are recorded after doing enough analysis of the suppliers through the secondary sources yet a contingency fund ranging from 3 to 5% would be enough to tackle any ups or downs in the rates. The contingency funds are required to be allocated and would be surrendered if it could not be used.

4.5 Source of FundsThe funds may be incurred through the investors and even loan from the banks on the presentation of the documents like facts and figures of the funds required along with their justification, guarantee of return of amount taken, and the contract of the time duration in which the amount has to be returned along with the contracted interests.

5 Human Resource Management

5.1 Stakeholders

The details of the roles, responsibility, information needs of all stakeholders for the project are described in the following table:

Stake holder Roles and Responsibilities Information needs

CEO Consultation, presiding the meetings on the project, final approval of the project, ensures the proper fulfilment of the requirements, giving the relevant advice on the project. The ongoing progress report on the project, recommendations and suggestion passed on from the HR managers, any other queries which he feels important.

HR director Consultation, participation in the meetings, advising on the relevant matters, taking the important decisions over the various aspects of the project, appointing the managers for the inspection of the performance, approving the quality and performance of the overall project and finally giving recommendation report to the CEO for approval. Proposal analysis from the sub-ordinate HR managers, the quality and performance report of the project from the head of various HR departments like accounts, recruitment, etc, description and details of the various modules of the project(is asked).

General Manager, accounts Suggesting the details of the needs for the HRIS as per the accounting, giving quality and performance report on the features concerning the accounts and approving the accounting module of the new system. Details of the working and features of the new HRIS related to the accounts and feedbacks from subordinate accounts managers on the accounting module.

General manager, training and development Giving details on the needs and requirements of the learning & training module of the HRIS, giving progress reports along with the recommendations on the training and development aspects of the HRIS, finally approving the learning and training module. He/she would also be responsible for properly guiding the training process to be given for the various users of the new system. Details of the working and features used to solve the problems specific to learning and training module of the HRIS and feedbacks from the subordinate training and development managers on it.

General Manager, manager, recruitment Specifying the details and requirements of the online recruitment module in the HRIS, evaluating the development process of this module time to time, and finally approving the same module after the final prototype is prepared. The reports and proposals specifying the benefits of this new concept, details of the available solutions and features which can be built, feedbacks and suggestions from the subordinates of recruitment department.

HR manager, employee’s relation Specifying the details and the requirements for the employee’s relation module of the HRIS which includes the history of the employee, skills and performance set, employee’s self-service, employee’s check-in check-out, etc, checking and evaluating the development process of the module and giving the final approval to the module for the operations. The proposal report on the type of the features that can be incorporated to provide the best solution, details of the features incorporated and how each feature works, and the suggestions and feedbacks from the subordinate managers.

Managers, HR department Assisting in the preparations of the reports along with the feedbacks and suggestions to the upper authority, checking and testing the system, and giving the suggestions whenever asked. Training for how to use and run the system and the feedbacks from the employees.

Employees (existing and new) Giving feedbacks and suggestions on the new system. Training wherever required on how to use the services of new HRIS.

5.2 Resource Capability

The resource capabilities required for the project is indicated below:

The meetings are required with the stakeholders, the hired IT professionals, designing and operational team and the coordinator.

The main requirements would include the desktop computers, office, fast speed internet, training rooms, internal server, and web space for uploading the portal.

The continuous interaction with the users is required time to time so as to suggest their opinions when needed.

The work would be done during the normal office hours of the organization.

The training may be given either during the office hours or some additional hours after the office schedule.

6 Communications Management

6.1 Organisational Structure

Following flow diagram indicates the appropriate and tentative organisational structure:

2266950-4445CEO

CEO

1219200199390HR director

HR director

4591050199390Project coordinator

Project coordinator

4724400205740Technicians

Technicians

5724525262890Reviewers

Reviewers

3743325149860HR specialists

HR specialists

26193755715GM, employee’s relation

GM, employee’s relation

17049755715GM, recruitment

GM, recruitment

7334255715GM, training & development

GM, training & development

-26670091440GM, accounts

GM, accounts

-266700352425Managers, payroll

Managers, payroll

2771775304800Managers, employee’s relation

Managers, employee’s relation

1809750304800Managers, recruitment

Managers, recruitment

628650304800Managers, training and development

Managers, training and development

6.2 Escalation

There would be the following mentioned procedures to handle conflict and dispute resolution:

In case of any conflict within the structure, complain may be moved to the upper authority describing the details of the conflict.

The immediate meeting would be arranged in which the disputed parties may be called by the by that authority where the dispute may be resolved.

If the dispute doesn’t get resolved there then a major meeting comprising of the related stakeholders will be called where the issues can be resolved.

The decisions over the issues will be recorded in order to avoid any other related dispute in the future.

7 Procurement and Contracts Management

There are the following planning related to the procurement and contract management to be adopted for this project:

The entities to be procure by the organization includes the web servers, database storage space, database management system, desktop computers, punching devices, space for the training, projectors and demonstrating devices, web space for hosting web portal, etc. The majority of these requirements may already be available with the organization which can be used for the purpose of this project.

The project also needs to hire some IT professionals and other technicians to do the development part of the application.

The components and the required entities needs to be purchased by the organization from the reliable sources like oracle for the database management system, web server from the Microsoft, etc.

The responsibilities and roles of the stakeholders along with the project coordinator will be well documented with all the legal entities are to be completed before the start of the project.

The initial contract and the promise of the quality statement will be signed by both the client as well as the provider.

The contract will close after the final meeting in which all the rights and required aspects in the contracts are handed over to the company after the complete satisfaction of the stakeholders.

8 Risk Management

8.1 Constraints

There may be the following constraints that will restrict the performance and delivery of the project along with the possible treatment strategies:

Reaction of the HR managers in implementing the HRIS to complete