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[영화 분석] The Departed - Martin Scorsese (2006)_"The Tragic Hero as Embodied in 'The Departed'"_영문_연세대학교

[ Name ][ Professor ][ Course ]27 April 2018The Tragic Hero as Embodied in The DepartedThe gangster has risen as an unconventional hero of modern American film since the 1930s, when the Great Depression heightened social and economic insecurity (Farrell 14). Though resembling the traditional hero in striving for success, the gangster is fundamentally different as he is neither remarkably good nor just; he chooses to break away from social constrictions and ignore the welfare of others. Accumulating wealth, power, and esteem, the gangster eventually becomes a "tragic hero" subject to downfall, due to a terrible decision often described as a "tragic flaw". Martin Scorsese's The Departed depicts such a character by drawing cinematographic inspiration from two quintessential American crime films from the 1930s, William Wellman's The Public Enemy and Howard Hawk's Scarface. Scorsese’s film weaves a parallel story of two double agents racing to disclose the true identity of each other at theing that creates a stark contrast between the blazing white words and the dark night background. The way the phrase dominates the shot serves as a metaphor to the way it dominates Camonte's life, becoming his ambition as well as philosophy for success.In The Departed, the gold state house dome serves a similar purpose to Sullivan. It stands for law and order– the system Sullivan aspires to, but simultaneously dishonors, infiltrates, yet can never truly become a part of. In the final scene where Sullivan is killed, the camera pans vertically from Sullivan's body to the view beyond the balcony. In the foreground, a rat scurries along the balcony rail, which is strategically placed where the base of the dome is in the background. The same dome is also featured earlier in the film when Costello interrogates Costigan upon hearing news that a spy has entered the mob. The dome is swarmed by a crowd of rats in Costello's drawing, which is promptly burned by the artist himself. Although the twoCostigan and Sullivan illustrate a common feature of the classic gangster and tragic hero, who employs all available methods to rise higher in society.The role of the father figure, or rather the lack of in The Departed, is a key element in the gangster committing a necessary tragic flaw. To Sullivan who has no proper parental figure from the beginning, Costello becomes his mentor, boss, and a surrogate father. The way Sullivan’s growing ambition clashes with Costello’s role is similar to that of Tom Powers, the protagonist in The Public Enemy. The opening 1909 sequence in The Public Enemy shows young Powers about to be punished by his real father for theft. Although Powers’ father is standing in the distance, he appears far larger through a zoom and close-up shot combination. Powers seeks Putty Nose as his mentor to enter the criminal world in hopes of fleeing from the authoritative pressure of his father. Yet later on, a reverse shot between Powers and Putty Nose suggests that Powers impose it on others” in order to graduate from his initial disadvantages (Warshow 584). Sullivan has only the option of staying under the shadow of Costello, or completely casting him aside to rise to an even higher in rank, closer to the legitimate power represented by the previously mentioned gold dome. The tragedy resides in the fact that by overstepping the oppressive figure, Sullivan is left entirely alone and “punished for success” just as Powers is after erasing the role of his father figure (Warshow 585). Therefore, diminishing the presence of the authoritative father figure in attempt to rise higher in success is ironically the tragic flaw that leads the protagonist into failure.One of the most striking features of The Departed is the scattered and repeated image of the cross mark to express inevitable demise. Whether it is a single X marked on a street stop sign or a pattern of X's that form a fence, the symbol reminiscent of a cross upon a grave continuously appears throughlly forced to follow the gangster’s “practice of brutality– the quality of unmixed criminality” as an undercover cop, in order to prove himself different from his felonious family background (Warshow 584). Likewise, the cross symbol traces Sullivan from the cross-shaped beam of light entering his office (which portrays his rise in the police rank) to the delete sign he clicks on Costigan’s profile (which is his method of securing his hard-earned success). Every sign of success, “every attempt to succeed is an act of aggression” leading him one step closer to his death down the apartment hallway on a carpet decorated with large, red crosses (Warshow 585). The dual agents are haunted by the X symbols from the moment they assume their fraudulent identities to pursue success, which indicates that death is an inevitable consequence for them. Their inability to escape from downfall highlights the characteristic of the tragic hero.In The Departed, Director Scorsese utilizes the image of the g

인문/어학| 2019.03.28| 7페이지| 3,500원| 조회(94)

영화, 미국, 감상문, 영화분석, 영문, 디카프리오, 영화의이해, 할리우드, 무간도, 리..

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[Case Study] A Comparison of Southwest Airlines and People Express (연세대학교-조직행동론-영문)

Case Study: A Comparison of Southwest Airlines and People ExpressOrganizational Behavior[ Name ]IntroductionBudget carriers, airlines that eliminate many on-flight services to offer low fares to passengers, have occupied a significant part of modern flight history. Amongst the list of low cost carriers, People Express (People) and Southwest Airlines (Southwest) are often brought into focus. Despite sharing numerous similarities, the former eventually failed while the latter successfully grew into the world’s largest low cost carrier. Following the Airline Deregulation Act of 1978, People was launched in 1981 based in the New York-Newark area and serving the eastern region of the US. It rapidly grew into the fifth largest airline in the US under Donald Burr’s innovative organizational structure and management style. On the other hand, Herb Kelleher’s Southwest was established in 1971, headquartered in Dallas and provided services to other cities in Texas.A thorough analysis of the two ccollegiate and closely knit work environment, the very same environment eventually lead to a degree of dissatisfaction in the private lives of employees. As there were few changes of titles to indicate “promotions” in a traditional sense, many employees and their families felt as though hard work was going unnoticed and unrewarded. Though the execution of the minimal hierarchy policy could have been improved over time, the initial premise behind the decision was to facilitate as much productivity and teamwork from individual employees as possible. As work teams elected their own representatives to liaise with other teams, People Express organically built its own network at the base level, which ensured that communications would be both friendly and accurately representing the concerns of each team. This hands off approach to internal network development also extended to management decisions, as management teams and advisory councils were tasked with making plans and policies which also on a daily basis. In the case of People, it also minimized the authority level in much the same way as Southwest did. The airline company was comprised of just three levels of authority: CEO, managing officer, and 9 general managers. For every team, 13 functions were allocated, and management was grouped into four staff committees to report and update the company situation to the CEO on a regular basis.As another feature of decentralized organizations, employees of both companies did various works. In both of these companies, there were no strong boundaries among different functions and job profiles. In People, customer service managers could treat ticketing, boarding, flight attending and many more, just as flight managers could aid in security and loading luggage. Employees of Southwest although much more specialized, also had a small sized staff performing multiple tasks if necessary. In reality, the employees of both Southwest and People showed higher productivity than other majord to 8% of their salary as a bonus. Much like People, more than 85% of Southwest employees owned stock in their company. The incentives for employees paralleled the presence of collectivism and appreciation for human relations in both airlines.4. Cost Efficient SystemCost efficient system was very much a reflection of the airline organization’s goal. Both People and Southwest targeted low fares and frequent flights. The two companies reduced unnecessary expenses as much as possible by flying the most efficient aircraft Boeing 737. By employing a single type of aircraft, maintenance and training costs were significantly reduced. People managed to further decrease maintenance fees by forming short contracts with technicians of other airlines instead of hiring full-time in-house technicians. From each aircraft, first class seats were removed to create more economy class seats and expand overhead racks. Luggage transportation fees were automatically eliminated, in addition to meals and othing to the Michigan Study in the first year, However, employees were getting unsatisfied with their according to the next year survey. The survey showed that satisfaction with work schedule has decreased, people perceived their work less challenging and involving and even were unsatisfied with their compensation policy. Due to lack of labor, People hired temporary employees with inequitable terms. They had been working for a year or more but still were not considered full-fledged worker, though many would have liked to be. They didn’t get trained enough, work in teams, own stock, receive profit-sharing bonuses, or take part in advisory councils. It led them to generate complaints on PE and less motivated to them.TrainingBoth airlines train employees for productivity. But, the purposes of training are different between Southwest and People.Southwest regards internal network as an important factor of its success. So, the purpose of their training is improving team work and organizational9

경영/경제| 2019.03.28| 12페이지| 2,500원| 조회(187)

경영, 조직행동론, 항공사, Essay, 비교분석, 영문, Report, 기업분석, c..

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[영문 이력서] Resume_Audi Volkswagen International Graduate Program 평가D별로예요

Name82)10 0000 0000 | name@happycampus.comAddress, 123, Happy-ro, Happy-gu, Seoul, 00000ObjectiveTo join the International Graduate Program through Audi Volkswagen Korea to learn about the structures and processes within the greater company, and enhance personal skillset to become a professional Audian.EducationYonsei UniversityMarch 2012 – February 2016 / Seoul, KoreaBachelor of Arts in EconomicsCumulative GPA: 3.7/4.5University of WestminsterSeptember – December 2014 / London, UKStudy Abroad programInternational School BeijingApril 2006 – June 2011 / Beijing, ChinaExperienceHSBC SecuritiesJanuary – February 2015 / Client Management InternAssisted in Know Your Customer procedures under Anti-Money Laundering complianceActivitiesLiterature, Arts and Theatre SocietySeptember 2013 – September 2014 / EditorEdited annual literary magazine, 8th and 9th editionOrganized literary salonStudent AmbassadorsJune 2013 – September 2014 / Secretary, TreasurerCorresponded with potential applicants from various countriesSupervised PR projects on SNS platforms such as Instagram ‘__________’, YouTube ‘__________’, Facebook ‘__________’ and moreOrganized campus tour for Jeju International School studentsContributed as a guest writer to the official university newsletter, summer 2014 editionSkills & AbilitiesFluent Korean and English, Conversational MandarinMicrosoft Word, Excel, and PowerPoint

외국어 이력서| 2019.03.27| 1페이지| 500원| 조회(308)

이력서, resume, 양식, 영문, cv, Template, 인턴, 아우디, Audi, intern

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[자소서] CJ E&M (MCN 사업) - 2016 하반기 대졸 신입 공채 - 합격 자기소개서

CJ E&M – 합격 자기소개서여러분이 해당 계열사 및 직무를 지원한 이유와 해당 직무를 수행하기 위해 그동안 어떤 노력과 도전, 그리고 경험을 해왔는지 구체적으로 설명해주세요. (1,000자 이내)[다국적 시청자의 마음을 울리는 글로벌 MCN마케터]초중고교 전 교육과정을 말레이시아와 홍콩의 국제학교에서 이수한 저는, 늘 다양한 문화에 노출되었고 주변인에게 한국의 첫인상이 되기도 했습니다. 저는 제3 문화 아이(Third Culture Kid)로 자라 자연스레 외국인의 시각과 한국인의 정서를 모두 가지게 되었습니다. 단순히 유창한 영어를 구사하는 것이 아닌, 다른 가치관과 사고방식을 가진 사람들을 존중하되 공통점을 찾는 커뮤니케이션 능력을 키웠습니다.저는 계속해서 외국과 한국의 연결고리가 되고자 대학 생활 중 외국인 입시생과 소통하는 국제대학 홍보대사로 활동했습니다. 저는 한국 유학을 꿈꾸는 이들의 궁금증을 해소하기 위해 재학생들의 일상을 담은 콘텐츠를 공유하기로 했습니다. 평소 과학부터 뷰티까지 다양한 분야의 영국 유튜브 채널을 구독한 영향에, 저는 동료 홍보대사와 함께 유튜브 '________'를 시작으로 인스타그램 '________', 워드프레스 블로그 '________' 등 다양한 SNS 채널을 운영하게 되었습니다. 결국, 큰 호응을 얻어 지난 4년간 외국인 학생 수가 약 120명 증가한 것을 볼 수 있었습니다.저는 캠퍼스를 떠나서도 한국을 알리는, 한국으로부터 제작된 콘텐츠가 짧은 유행에 그치지 않고, 세계 곳곳으로 지속적인 영향이 닿도록 노력을 다하고 싶습니다. Only one을 지향하는 CJ E&M은 2013년부터 'DIA TV'의 시작으로, 2016년 'DIA 페스티벌'을 통해 미디어계의 신사업 MCN을 한국과 아시아를 넘어 세계로 이끌어가고 있는 기업이라고 믿습니다. CJ E&M에서 저의 다양한 문화를 넘나드는 소통 능력과 SNS 채널 운영 경험을 실력과 성과로 발전시켜, 더 많은 시청자에게 가치 있는 콘텐츠를 전달할 수 있는 글로벌 MCN 마케터로 성장하겠습니다.영향력 있다고 생각하는 디지털 인플루언서(1인 창작자)를 선정하여, 선정 이유를 설명하고 더 많은 영향력을 갖게 할 수 있는 방안에 대해 자유롭게 작성해주세요. (1,000자 이내)[세계를 위한 k-culture 콘텐츠]'영국 남자', 'Dave', 'Eat Your Kimchi'를 이어 k-culture 콘텐츠에 기여할 디지털 인플루언서는 'BapMokja and Haeppy'라고 생각합니다. 영국 출신 'BapMokja'와 캐나다 출신 'Haeppy'는 한국에 거주하는 외국인 온라인 콘텐츠 크리에이터로 신선한 관점에서 한국을 이해하고 해석하며, 세계 곳곳 많은 이들의 공감을 얻고 있습니다. 영상을 유튜브에 공유하기 시작한 지 겨우 1년이 지났지만, 이미 150,000명이 넘는 구독자에게 주목받고 있습니다. 채널의 인기는 첫 영상부터 꾸준히 발전하는 퀄리티, 영어로 콘텐츠에 한국어 외 무려 12가지 언어의 자막, 그리고 두 크리에이터의 상반되는 캐릭터와 재치있는 화법에서 비롯한 것으로 판단합니다. 또한, 'BapMokja and Haeppy'는 엔터테인먼트(twoplustwo)부터 생활 가이드(Korea Survival Guide)까지 다양한 소재를 다루기 때문에 구독자들에게 재미뿐만 아니라 유익한 정보도 전달하고 있습니다.'BapMokja and Haeppy'가 증가하는 k-culture 콘텐츠 수요에 부응하며 영향력을 더욱 성장시키기 위해서는, 그들의 채널이 DIA TV의 많은 뷰티 콘텐츠처럼 다른 k-culture 크리에이터들과의 협업을 통해 제작된 시리즈가 필요합니다. 단순히 챌린지와 게임을 함께 하는 것이 아닌, 각자 차별된 이유로 한국에 관심을 가지는 외국 시청자들을 겨냥해야 합니다. 예시로, 한국어를 배우고 싶어 하는 외국 학생들을 타깃하여, 한국어가 유창한 크리에이터의 가르침에 의해 'BapMokja'가 한국어 실력을 향상하는 과정을 담은 교육 콘텐츠; 또는, 한국 각지를 k-culture 크리에이터 여럿이 함께 여행하는 모습을 담은 문화 체험 콘텐츠가 있습니다.

취업| 2019.03.28| 2페이지| 3,000원| 조회(378)

자기소개서, 자소서, cj, 공채, 유튜브, YOUTUBE, 신입, E&M, MCN, D..

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봉사활동 보고서

봉사활동 보고서[ 이름 ]프로그램 소개일시: 10월1일~12월10일장소: 연수구 다문화가족지원센터, 멘토링 학생의 집내용: 센터를 통해 한 다문화 가정의 아이인 다섯 살 철수와 연계되어, 두 달간 멘토링을 실시했다. 멘토로서 철수의 한국어 실력을 향상해주는 것뿐만 아니라, 친한 언니가 되어 어려운 한국 생활에 적응하는 것을 도와주었다. 철수는 한국에서 태어나서 별다른 어려움을 겪고 있는 것 같지는 않았지만, 아직 한국어가 조금 서투신 어머님은 대신 한글 공부를 시켜줄 사람이 필요하셔서 멘토링을 지원하게 되었다고 하셨다.프로그램 진행과정에서 느낀 점처음으로 철수의 집에 찾아갔을 적, 아직 구체적으로 "멘토링"이 무엇인지, 어떻게 진행해야 하는지 아직 확실치 않았다. 더 많은 준비를 못 한 마음에 후회를 조금 했었다. 첫 멘토링 때 철수가 나를 계속 “선생님”이라고 불러서인지, 나도 모르게 첫날부터 공부를 시키고 말았다. 하지만 아직 어린 다섯 살인 나머지, 철수는 가만히 앉아서 공부만 하는 게 무척 따분하고 힘들 수밖에 없었던 것 같았다. 그때 멘토링은 개인수업만이 아닌 아이한테 관심을 보여주는 것도 중요하다는 걸 깨달았다. 하지만 가끔은 내가 철수와 놀아준 것이 아닌, 오히려 철수가 나랑 놀아준 것 같았다. 매주 함께 공부도 하고 놀이도 하며 서로 더욱 친해졌다. 어느새 나는 무서운 "선생님"이 아닌 편한 “언니”라는 호칭을 얻게 되었다. 조금 더 친근한 사람이 된 것 같아 정말 다행이었다. 매주 월요일 저녁에 철수네 집을 찾아가는 것은 이젠 너무나도 당연하고 익숙해졌는데, 벌써 두 달이란 시간이 지났다니 믿어지지가 않는다. 비록 짧은 시간 이였지만, 철수가 많은 것을 배우고 매주 월요일이 즐거운 시간이었던 것으로 기억하면 좋겠다. 앞으로도 철수가 이런 좋은 추억만을 만들어내길 바란다.이번 멘토링 프로그램은 나에겐 정말 새로운 경험이었다. 국외생활을 오래 하면서 늘 보육원의 아이들을 위해 기부를 하거나 장애인 학생들과 함께 활동했었는데, 이번처럼 오직 한 아이와의 관계를 이어나가는 것은 처음이었다. 활동하면서 내가 봉사를 하고 있다는 생각이 안 들었다. 그저 어린 동생을 얻게 된 것 같았다. 원래 다문화 가족에는 소통에 의해 많은 어려움이 있을 줄 알았지만, 철수네를 찾아가며 늘 자유롭게 중국어와 한국어가 오가며 가족적인 분위기가 유지되어서 나의 인식이 조금 바뀌었다.프로그램 평가멘토링을 진행하면서는 딱히 문제를 격진 않았지만, 활동을 마무리하고 나서 1365와 vms웹사이트에서 봉사활동 실적을 확인하는데 어려움이 있었다. 매주 제시간에 맞춰 활동일지를 작성하고 센터에 제출했지만, 담당자, 팀장, 센터장 세 차례로 결재를 받아야 하는 방식이어서 인증 되는 시간이 예상보다 오래 걸렸다. 또한 센터 측에서는 중간 고사와 기말 고사 기간에 멘토링을 진행하지 못 하는 것을 못 마땅해하여, 서로의 입장을 이해하지 못 한 점에서 센터 측도 멘토 학생들도 마음이 많이 상했었다.

사회과학| 2019.03.28| 2페이지| 1,000원| 조회(459)

봉사활동, 학교, 보고서, 자원봉사, 사회봉사, 일지, 후기, 복지관, 대학교, 소감문

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