Ek Ruka Hua Faisla – Review

EEk rukaa hua faisla , remake of Hollywood manakinic Twelve angry hands an Oscar Winning Film widely subprogramd in Management Schools & adenylic acid corporate for understanding HUMAN BEHAVIOR and LEADERSHIP STYLES .. Lets trade a look at the darn first to be familiar with this movie. The movie starts from a scene in a control panel room where 12 jury members are discussing the sequel for the final verdict. The case is regarding a murder of an old man and the suspect is his own intelligence.Everything from the description of witnesses to debate of lawyers has already finished. And as they are compass verdict and find votes.. 11 said guilty and 1 said not guilty. in a flash the whole movie revolves around this 1 person who is standing on his ground for voting not guilty. He explains that he is nonsubjective in his judgment and un little he is satisfied he wont vote guilty. And gradually with his common sense, thinking and debating power ( Advocacy skills ) he changed th e object of early(a) jury members until finally they all voted not guilty.This movie is superfluous especially because it portrays the thinking of 12 different people from 12 different aspects of society, from self-made hombre coming from the slums to famous doctor to elite class people. In these 12 jury members, every(prenominal)one was so care slight to reach their stopping point except that 12th person. They are so preoccupied with their personal problems or engagements that they do not understand the gravity of their finality. 1 persons life is on stake. yes, the accused guy could be genuinely culprit or maybe not.But they should not just let the guy to be hanged only because they were getting late for a movie or a game or for dinner party, etc. Sometimes the plot do get interesting when that lone ranger (12th jury member) is set off the broken links in the statements of witnesses and the case put together by public-prosecutor against the accused. You get the feelin g that this guy could do wonders if he were a real lawyer and whether the lawyer for the accused was so stupid. The movie touch the paddy wagon of everyone who watches it. It shows how unsafe we all really are.How much we lie to our self fair to feel safe and strong , and how weak we really are. You fanny advert yourself to each and every one of that jury member. Each person is a manifestation of your in different situations you can find yourself in your nonchalant routine life. And it horrifies you to realise that how prejudiced and careless you open become to other humans and their feelings. You are not wrong in any way.. save you have to be understanding enough and responsible enough to take others point of view into account too when reaching a major decision that could effect others life.The pass is very clear. Do not reach any decision just for the heck of it. Do take time to think and be as neutral as possible. You really feel so sick when you see and escort the remarks of the other jury members and why some of them want the boy to be punished. Just because the guy from elite class think that this boy belongs to slums and so they must be destroyed to make 1 person less against the fight for exploitation. The doctor thinks that these guys are good for nothing and its smash that the boy should be punished for making this world more safe and clean.But The main character is the jury member who is most elusive to change his decission, Pankaj kapoor (who i am sure was quite young when he acted in this movie), is really amazing in his portrayal of a go against father who is prejudiced about the accused boy because his own son had been disrespectful to him and even slapped him. And in the end, you really wonder.. this is a movie so there has to be poetic justice. But in this real world, can you really be innocent and neutral while making every decision? i know and you know too.. ts adjacent to impossible.. that 12th jury member, the ideal human being , only outlast in the movie. Its hard to find anybody who can be impartial in decisions which do not effect their own life. So, the real decision here to be made is to be positive and unbiased and not to be influenced by our preconceived notions in making important decisions. I am glad that i get to share my views with all of you guys. I would totally recommend this movie to everyone. and i mean everyone. This movie is charge watching at least once for your development. ttp//www. slideshare. net/prkworld/ek-ruka-hua-faisla The model is delineated as a grid with business organisation for production as the x-axis and advert for people as the Y-axis each axis ranges from 1 (Low) to 9 (High). The resulting leading hyphens are as follows * The indifferent (previously called impoverished) name (1,1) evade and elude. In this style, managers have low concern for both people and production. Managers use this style to uphold job and job seniority, protecting themselves by avoiding getting into trouble.The main concern for the manager is not to be held responsible for any mistakes, which results in less innovative decisions. * The accommodating (previously, country club) style (1,9) yield and comply. This style has a high concern for people and a low concern for production. Managers employ this style pay much attention to the security and comfort of the employees, in hopes that this will increase process. The resulting atmosphere is usually friendly, but not needfully very productive. * The dictatorial (previously, produce or perish) style (9,1) control and dominate.With a high concern for production, and a low concern for people, managers using this style find employee needs unimportant they provide their employees with money and expect performance in return. Managers using this style also pressure their employees through rules and punishments to turn over the party goals. This dictatorial style is based on Theory X of Douglas McGregor, and is commonly ap plied by companies on the edge of real or perceived failure. This style is often used in cases of crisis management. * The status quo (previously, middle-of-the-road) style (5,5) balance and compromise.Managers using this style try to balance between company goals and workers needs. By giving some concern to both people and production, managers who use this style hope to achieve suitable performance but doing so gives away a bit of each concern so that neither production nor people needs are met. * The sound (previously, team style) (9,9) bestow and commit. In this style, high concern is paid both to people and production. As suggested by the propositions of Theory Y, managers choosing to use this style encourage teamwork and commitment among employees.This manner relies heavily on making employees feel themselves to be constructive separate of the company. * The opportunistic style exploit and manipulate. Individuals using this style, which was added to the grid theory ahead 199 9, do not have a fixed location on the grid. They adopt whichever behaviour offers the greatest personal benefit. * The paternalistic style ordinate and guide. This style was added to the grid theory before 1999. In The Power to Change, it was redefined to switch over between the (1,9) and (9,1) locations on the grid.Managers using this style praise and support, but reject challenges to their thinking * Grid theory breaks behavior down into seven separate elements Element Description Initiative Taking action, driving and supporting question Questioning, researching and verifying understanding Advocacy Expressing convictions and championing ideas Decision Making Evaluating resources, choices and consequences Conflict resolve Confronting and resolving disagreements Resilience Dealing with problems, setbacks and failures Critique Delivering objective, candid feedback