The messages and impact of Disney movies made in the video “Mickey Mouse Monopoly

1. Our “new normal” in the coronavirus crisis involves new ways of interacting with one another. What are some of the new norms that have emerged? How are we learning those new standards for behavior? In thinking about this, be sure to concentrate on the learning process. Who has created the new norms? How are they communicated to us? How much practice does it take to master these new norms? How do others respond to our appropriate and/or inappropriate behaviors? How would you explain the wide variations in response to the new rules (some individuals follow the rules, others not so much)? Which of the theories do you think best describes how you are learning the appropriate behavior? Explain the relevance of the theory you have selected.

2. Do you agree or disagree with the arguments regarding the messages and impact of Disney movies made in the video “Mickey Mouse Monopoly?” Explain.

Sample Solution

Disney Company’s great success in the 20th century is based on creating an image of innocence, magic, and fun for children. In particular, his animated films are highly regarded around the world as healthy family entertainment, have become extremely popular with children around the world, and have gained the support of parents and teachers. This film takes a closer look at Disney and analyzes the world these films create for children and the stories they tell and spread. Contextualized through Disney’s conglomerate mass-media control and cultural pedagogy of vast corporate power. , including interviews with social critics, media scientists, child psychologists, and kindergarten teachers

Kurt Lewin (1951) fostered an idea of power field hypothesis to comprehend opposition of progress. As per Lewin’s power field hypothesis of progress state three degree of progress through looking on degree of conduct (Individual level change, Group level change and Organizational level change) He expresses that pioneers play significant dynamic part in starting change. He planned three stage model which are: Unfreezing, Moving and Refreezing.

Areas of authoritative change

A few understudies of hierarchical change recognize areas of progress to examinations them. Daniel Wischnevsky and Fariborz Daman issues single out system, structure and hierarchical power. Others add innovation or the corporate populace. All of this area connected with organizations frequently should found changes in all areas when then, at that point, endeavor to make changes in one. The main region, key change can take enormous scope when organization moves its assets to enter another line of business or when an organization makes usefulness enhancements to lessen costs.

Shift is normal of direction. Proactive administration of progress to enhance future versatility is perpetually a more imaginative approach to managing the dynamisms of modern change than allowing them to happen pell mell. That interaction will succeed better with the assistance of the organization’s HR than without.

No single strategy fits each organization, yet there is a bunch of practices, device and methods that can be adjusted to an assortment of circumstances. There are core values for overseeing changes in associations, utilizing this deliberate, extensive structure, how to oversee individual change and how to connect with the whole association all the while.

Dealing with the change interaction

The progressions include joint effort between all workers from section level to top administration. There are many sorts of authoritative changes, the basic perspective is an organization’s capacity to win the up front investment of their association’s workers on the change. Adequately overseeing hierarchical change is a four stage process as indicated by John P Kotters:

This question has been answered.

Get Answer
WeCreativez WhatsApp Support
Our customer support team is here to answer your questions. Ask us anything!
👋 Hi, Welcome to Compliant Papers.