Ek Ruka Hua Faisla – Review

EEk rukaa hua faisla , remake of Hollywood setic Twelve angry work force an Oscar Winning Film widely apply in Management Schools & corporate for judgment HUMAN BEHAVIOR and LEADERSHIP STYLES .. lets take a fashion at the plot first to be familiar with this cinema. The movie starts from a look in a venire mode where 12 jury members are discussing the fictitious character for the final verdict. The episode is regarding a come to of an old man and the suspect is his take in tidings.Everything from the statement of witnesses to debate of attorneys has already finished. And as they are giveing verdict and tally votes.. 11 said guilty and 1 said non guilty. Now the firm movie revolves around this 1 soulfulness who is standing on his ground for vote non guilty. He explains that he is immaterial in his judgment and unless he is well- brookd he wont vote guilty. And gradually with his common sense, thinking and debating powerfulness ( Advocacy skills ) he adjustme ntd the mind of early(a) jury members until finally they all voted not guilty.This movie is special especially beca affair it portrays the thinking of 12 different race from 12 different aspects of society, from self-make guy climax from the slums to famous impact to elite yr quite a little. In these 12 jury members, everyone was so careless to r severally their conclusiveness pull that 12th person. They are so preoccupied with their personal problems or engagements that they do not understand the gravity of their decision. 1 persons life is on stake. yes, the accuse guy could be true(a) culprit or maybe not.But they should not solely let the guy to be hanged only because they were clingting late for a movie or a farinaceous or for dinner party, etc. sometimes the plot do get interest when that lone ranger (12th jury member) is play up the broken links in the statements of witnesses and the case put together by public-prosecutor against the acc apply. You get the musi cal noteing that this guy could do wonders if he were a real lawyer and whether the lawyer for the accused was so stupid. The movie stir up the hearts of everyone who watches it. It shows how un in force(p) we all genuinely are.How much we lie to our self just to feel safe and strong , and how timid we real are. You evict relate yourself to each and every one of that jury member. separately person is a manifestation of your in different situations you can find yourself in your daily routine life. And it horrifies you to realise that how discriminatory and careless you greet become to different kind-hearteds and their feelings. You are not legal injury in all way.. simply you have to be understanding enough and obligated enough to take others point of view into account withal when reaching a major decision that could effect others life.The essence 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 in reality feel so sick when you confab and hear the remarks of the other jury members and wherefore 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(prenominal) be destroyed to make 1 person less against the fight for exploitation. The doctor thinks that these guys are good for nothing and its better that the boy should be punished for reservation this world more safe and clean.But The main character is the jury member who is most difficult to change his decission, Pankaj kapoor (who i am sure was quite an young when he acted in this movie), is really amazing in his portrayal of a hurt father who is prejudiced rough 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 impartial and neutral while making every decision? i know and you know too.. ts next to impossible.. that 12th jury member, the ideal human being , only exist 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 package my views with all of you guys. I would totally advise this movie to everyone. and i mean everyone. This movie is worth watching at least(prenominal) once for your development. ttp//www. slideshare. net/prkworld/ek-ruka-hua-faisla The model is represented as a football field with allude for takings as the x-axis and concern for battalion as the Y-axis each axis ranges from 1 (Low) to 9 (High). The resulting leadership names are as follows * The indifferent (previously called impoverished) sprint (1,1) evade and elude. In this style, theater directors have low concern for some(prenomina l) mass and production. Managers use this style to hold back 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 reconciling (previously, country club) style (1,9) yield and comply. This style has a towering concern for people and a low concern for production. Managers utilise this style pay much tutelage to the security and comfort of the employees, in hopes that this allow for increase performance. The resulting atmosphere is usually friendly, but not necessarily very productive. * The magisterial (previously, produce or perish) style (9,1) conceal 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 constrict their employees throu gh rules and punishments to contact the company goals. This tyrannic style is based on system X of Douglas McGregor, and is commonly applied 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) eternal rest and compromise.Managers using this style try to symmetry betwixt company goals and workers needs. By swelled 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 adept (previously, team style) (9,9) contribute 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 system relies heavily on making employees feel themselves to be constructi ve parts of the company. * The expedient style exploit and manipulate. Individuals using this style, which was added to the grid theory onwards 1999, do not have a fixed lieu on the grid. They adopt whichever behaviour offers the superior personal benefit. * The paternalistic style govern and guide. This style was added to the grid theory before 1999. In The Power to Change, it was redefined to alternate between the (1,9) and (9,1) locations on the grid.Managers using this style cheering and support, but discourage challenges to their thinking * control grid theory breaks behavior down into seven-spot key elements Element Description enterprise Taking action, driving and supporting interrogation Questioning, researching and verifying understanding Advocacy Expressing convictions and championing ideas ending Making Evaluating resources, choices and consequences Conflict Resolution Confronting and answer disagreements Resilience Dealing with problems, setbacks and failures Critique Delivering objective, heart-to-heart feedback