Aztecs of Mexico Essay

Aztecs of Mexico Essay Aztecs of Mexico Essay The Aztec Indians created a great civilization in Central Mexico, reaching its peak in the 1500’s. Being late arrivals to the area, and because of their strong neighboring nations, they were forced to live in the swampy western areas of the Lake Texcoco. Because of the swampy surroundings, the Aztecs used mud to create miniature islands in the swamps. These islands are called chinampas, or â€Å"floating gardens,† and were used as farming lands. On these fertile islands they grew corn, squash, vegetables, and flowers. Being an agriculturally dependent empire, the Aztec’s religion was based highly on the forces of nature and worshipped them as gods. The god of war, Huitzilopochtli, was the most important deity. They had many other important gods, such as Tlaloc, the god of rain, Quetzalcoatl, the god of wind and of learning, and Tenochtitlan, the sun god. The Aztecs believed in order to appease these and many other gods that they needed to perform human sacrifices. The main purpose of the great Aztec pyramids was, in fact, human sacrifices. They also believed that there were â€Å"lucky† and â€Å"unlucky† days for baptism and to declare war on, which were decided by a priest. Most art and architecture in the Aztec civilization was based on their religion. There are many brightly colored murals and paintings on walls and on bark which depict religious ceremonies, along with large idols of gods. One of the most amazing and famous of the Aztec’s art works is a huge calendar stone that

Scoville Scale Organoleptic Test

Scoville Scale Organoleptic Test The Scoville scale is a measure of how pungent or spicy hot chili peppers and other chemicals are. Here is how the scale is determined and what it means. Origin of the Scoville Scale The Scoville scale is named for American pharmacist Wilbur Scoville, who devised the Scoville Organoleptic Test in 1912 as a measure of the amount of capsaicin in hot peppers. Capsaicin is the chemical responsible for most of the spicy heat of peppers and certain other foods. Scoville Organoleptic Test or Scoville Scale To perform the Scoville Organoleptic Test, an alcohol extract of capsaicin oil from a dried pepper is mixed with a solution of water and sugar to the point where a panel of taste-testers can barely detect the heat of the pepper. The pepper is assigned Scoville units based on how much the oil was diluted with water in order to reach this point. As an example, if a pepper has a Scoville rating of 50,000, that means capsaicin oil from that pepper was diluted 50,000 times before the testers could just barely detect the heat. The higher the Scoville rating, the hotter the pepper. Tasters on the panel taste one sample per session so that the results from one sample dont interfere with subsequent testing. Even so, the test is subjective because it relies on human taste, so it is inherently imprecise. Scoville ratings for peppers also change according to a type of peppers growing conditions (especially humidity and soil), maturity, seed lineage, and other factors. The Scoville rating for a t ype of pepper may vary naturally by a factor of 10 or more. Scoville Scale and Chemicals The hottest hot pepper on the Scoville scale is the Carolina Reaper, with a Scoville rating of 2.2 million Scoville units, followed by the Trinidad Moruga Scorpion pepper, with a Scoville rating of around 1.6 million Scoville units (compared with 16 million Scoville units for pure capsaicin). Other extremely hot and pungent peppers include the Naga Jolokia or Bhut Jolokia and its cultivars, the Ghost chili and Dorset Naga. However, other plants produce spicy hot chemicals which can be measured using the Scoville scale, including piperine from black pepper and gingerol from ginger. The hottest chemical is resiniferatoxin, which comes from a species of resin spurge, a cactus-like plant found in Morocco. Resiniferatoxin has a Scoville rating a thousand times hotter than pure capsaicin from hot peppers, or over 16 billion  Scoville units! ASTA Pungency Units Because the Scoville test is subjective, the American Spice Trade Association (ASTA) uses high-performance liquid chromatography (HPLC) to accurately measure the concentration of spice-producing chemicals. The value is expressed in ASTA Pungency Units, where different chemicals are mathematically weighted according to their capacity to produce a sensation of heat. The conversion for ASTA Pungency Units to Scoville heat units is that ASTA pungency units are multiplied by 15 to give equivalent Scoville units (1 ASTA pungency unit 15 Scoville units). Even though HPLC gives an accurate measurement of the chemical concentration, the conversion to Scoville units is a little off, since converting ASTA Pungency Units to Scoville Units yields a value from 20-50% lower than the value from the original Scoville Organoleptic Test. Scoville Scale for Peppers Scoville heat units Pepper Type 1,500,0002,000,000 Pepper spray, Trinidad Moruga Scorpion 855,0001,463,700 Naga Viper pepper, Infinity chili, Bhut Jolokia chili pepper, Bedfordshire Super Naga, Trinidad Scorpion, Butch T pepper 350,000580,000 Red Savina habanero 100,000350,000 Habanero chili, Scotch bonnet pepper, Peruvian White Habanero, Datil pepper, Rocoto, Madame Jeanette, Jamaican hot pepper, Guyana Wiri Wiri 50,000100,000 Byadgi chili, Birds eye chili (Thai chili), Malagueta pepper, Chiltepin pepper, Piri piri, Pequin pepper 30,00050,000 Guntur chilli, Cayenne pepper, Aj pepper, Tabasco pepper, Cumari pepper, Katara 10,00023,000 Serrano pepper, Peter pepper, Aleppo pepper 3,5008,000 Tabasco sauce, Espelette pepper, Jalapeo pepper, Chipotle pepper, Guajillo pepper, some Anaheim peppers, Hungarian wax pepper 1,0002,500 Some Anaheim peppers, Poblano pepper, Rocotillo pepper, Peppadew 100900 Pimento, Peperoncini, Banana pepper No significant heat Bell pepper, Cubanelle, Aji dulce Tips to Make Hot Peppers Stop Burning Capsaicin isnt water soluble, so drinking cold water wont ease the burn of a hot pepper. Drinking alcohol is even worse because the capsaicin dissolves in it and gets spread around your mouth. The molecule binds to pain receptors, so the trick is to either neutralize alkaline capsaicin  with an acidic food or drink (e.g., soda, citrus) or surround it with a fatty food (e.g., sour cream, cheese).

Migros Essay Example | Topics and Well Written Essays - 2000 words

Migros - Essay Example The current market penetration demonstrates 40% of households shop exclusively at Migros for food and 92% of households shop once per week. Given recent developments, the competition appears poised to move into Migros’ territory; and Migros management plans to anticipate the encroachment with appropriate strategies. This report responds to that potential encroachment with strategies and recommendations for action, and a plan for implementation. First, the situation is defined. COMPETITIVE SITUATION Migros is currently the top performer in Switzerland. Coop is the second largest retailer. With fewer retail stores, Migros earned 25% market share of food and 18% overall consumer goods. Coop, with twice as many outlets, enjoys a 15% market share. Three large international companies plan intrusions into the Swiss market. Carrefour, from France, Europe’s largest retailer, currently operates 12 supermarket locations in Switzerland and envisions several more in the near term. T wo German firms, Aldi and Lidl, expect to attempt to gain entry into the Swiss market. Legal and regulatory issues confound foreign entry; however, the European Union agreements may lead to loosening of those restrictions. The three new competitors compete on price utilizing the low service, big box retail concept. As Europe’s largest retailer and second in the world to Wal-Mart, Carrefour has the financial strength and management systems to compete. Aldi and Lidl view the 8% discounters’ share of the market incredibly appetizing compared with Germany’s 40% share. That gap looks exploitable from their positions. Traditionally, and certainly among the top retailers now, qualitative competition has been the standard. New regulations and new competitors, independently or combined, may lead to price cutting and poorer agricultural standards in the food supply. Migros must prepare to respond. Migros management has identified three strategies in response to the challe nge these competitors present. First, improve operational efficiency, logistics, purchasing or organizational structure and pass the cost savings to the buyer. Second, expand the budget line of vertically integrated products and develop cost leadership. Third, compete on premium lines and increase sales of ethical/environmental products. In response to these strategies, this report offers the following logic. The third strategy is sound, but not responsive to the threat of discounters. The investment required to continue growing the engagement and premium lines is insignificant compared to returns so far. Migros not only owns the Swiss premium market among large retailers, these products are a growing source of export business. Stay the course on premium products seems like the best advice. The second strategy involves expanding the budget lines, providing broader choices of products at budget pricing bears investigation, and responds to the price cutting competitors. The first stra tegy is quality business thinking at all times; can we be more efficient? Migros surpasses the other competitors for efficiency in management and operations now. It is unlikely significant gains would come of an operational audit. This chart demonstrates the point. Migros is second only to Coop in gross profit as a percentage of gross sales. Migros

Literature review Essay Example | Topics and Well Written Essays - 500 words - 2

Literature review - Essay Example [ Gà ¡bor Takà ¡cs,2005] The concept would be to use a well of dimension 400x400x400mm, with a compressor attached to it and fitted with a foot valve. The user would press the footvalve to start the flow in the shower when required. This way the device lift will be activated by a start action and the device will remain in the lowered state until activated. The canister would be placed inside a cylinder (cubicle in this case) of dimensions 400cm x 400cm x400cm.The cubicle would extend to a height of 10 feet and is closed from the top to increase the pressure in the cylinder.[Michael] In his book, Water wells and Pumps, Michael describes various devices to lift water from wells. He describes the reciprocating pump as a pump having a piston or plunger working in a close-fitted cylinder. The movement of the piston/plunger displaces the water in the well and through the outlet. Reciprocating pumps can be either lift pumps that are designed to lift water to the spout , generally at a height of 2’-3’ from the ground or force pumps that are designed to lift water to greater heights from wells .This principle is used in supplying water to overhead tanks in domestic water supply. Because the top of the cylinder is closed in a force pump, water can be pumped to higher levels. In a single acting plunger type pump, the pump body consisting of the cylinder and plunger attached to a valve is located at ground level. The plunger when moved up and down by the movement of the pump rod displaces air through the cylinder through the non return valve at the bottom. On the downward stroke, the bottom valve closes and water passes through a second non return valve in the plunger. On the next upward stroke, this water is forced out of the spout. In a deep well lift pump, the principle of drawing water is the same, though it is pushed to a greater height

Immigration Essay Example | Topics and Well Written Essays - 1250 words - 1

Immigration - Essay Example In the late 1800’s and early 1900’s, famines, job scarcity, increasing taxes, crop failures and religious and political maltreatment forced people belonging to different parts of the world to leave their countries and immigrate to the United States of America mainly because it was considered to be a land of economic opportunities. Almost 12 million immigrants arrived and settled in United States of America during 1870 to 1900 with elevated hopes for their bright future. The majority of the immigrants belonged to Germany, Ireland and England. In the beginning, the immigrants settled near the areas of entry, however, they succeeded to make their way inside the country with the passage of time. Keeping in view the continuous influx of immigrants and their immense need to get jobs, employers stated taking their advantage. No amount of jobs was enough to accommodate all the immigrants. Men were paid less as compared to other workers and women in turn were paid even less ("Immigration to the United States, 1851-1900"). Immigrants were often labeled and stereotyped by the people residing in America. This prejudice led to social tensions among the immigrants and the Americans. Moreover, they were frequently discriminated against Americans and made to suffer stereotypical attitude, physical and verbal abuse only because they were different. Apart from social strains, the new comers brought their culture with them resulting in huge diversity in various cities as well as states. Another reason which contributed the social tension was the clash between what immigrants sought after and what the government required of them. By offering attractive jobs and land for farming, the states with meager populations tried to attract the immigrants towards them. However, immigrants, on the other hand, wanted to settle themselves in the communities set up by the people previously livi ng there from their own home countries ("Immigration to the United States, 1851-1900"). The official class of Norway openly showed their disdain towards other Norwegians who left their country to migrate to America and mocked everything even remotely related to America. The main reasons for this dislike included Negro slavery and American humbug. However, the tenants or extremely poor Norwegian farmers, after collecting some money that barely paid for their travel to as far as Chicago or Milwaukee, immigrated to America with the hopes of a better future. They considered America safer and more suitable place to live as compared to their own homeland. Norwegians mainly settled in the Midwest, Minnesota and Dakotas in particular. On the other hand, the letter they received from their fellow Norwegians already working in America were disheartening. They conveyed how they had acquired almost nothing and these otherwise proud farmers would not be able to think of going to America without feeling humiliated and self-ashamed. The Americans received them with kindness but having little knowledge about Scandinavian countries at that time and seeing their bewildered state, they considered them not only less fit but also inferior to them in every aspect. Consequently, this made the immigrants feel disgraced and dishonored and they set about to prove that they were not inferior to Americans in any way. Furthermore, they had to endure political discrimination as well. They lived in farming communities and they did find people sharing their cultural values but it separated them from the American community permanently.

Research On Compensation And Benefits In Employee Motivation Business Essay

Research On Compensation And Benefits In Employee Motivation Business Essay Abstract (executive summary) One of the biggest challenges facing business entities is the recruitment and retaining employees especially in the 21st century where the interest of employees is not getting employed, but rather in getting satisfaction in their jobs. Many employees come from houses and environments that are violent and chaotic. In the job, such kind of an employee needs to feel happy and forget the home problems. Consequently, employees move from one job to another in search of this environment. One of the ways of keeping these employees is to motivate them, a subject very complex, broad and expensive. The research carried out identifies compensation and benefits of keeping such employees in addition to the other motivational factors. Introduction Employees can very committed to the work assigned and be working very hard. However, if their hard work is not seen and appreciated, they become demoralized and their productivity may diminish considerably (Werner, and DeSimone, 2009). It is believed that human resource is the most valuable and delicate asset of a business though never included in the balance sheet of the corporation. Mistreating them will make the productivity of the business go down and consequently collapse, while appreciating their efforts will encourage them more leading to more production thus growth, development, and expansion of the business with the goals, objectives, vision, and mission in the mind in a bid to achieve them (McNamara). Motivation is one of the factors that keep employees on board, motivates them to work harder and better thus leading to increased productivity and growth of the business. Without motivation, productivity, morale, profits, product, and service delivery becomes at stake. It may be external or internal in nature (Werner, and DeSimone, 2009). The external motivation factors include the non-related work environment including both financial and non-financial aspects. On the other hand, the internal factors are those related to working environment that may include good working relationship, clean working environment and probably use of appropriate tools. Whether internal or external, there should be motivation. Compensation and benefits are reward based motivational factors. Benefit is an indirect reward that an employee gets for being part of the family or the organization (Mathis, and Jackson, 2008). On the other hand, compensation entails the reward that is given to an employee to complement the time or any resource that he might have used. This is going to be the basis of my research and as I present this research paper together with the recommendation, I believe it will see the company go further. Through developing the right strategic planning, steps are going to be taken to support the motivation of your employees (Mathis, and Jackson, 2008). Problem Statement Many organizations including our organization have found it difficult to retain good employees and enhance their productivity. We lose employees to other organizations, especially our competitors who offer them good packages putting our strategies to dealing with the competitors at risk. As a human resource manager, I have come to realize that this is really affecting our organization. After a seriously consultation, there is need for us to come up with strategies that will see us retain most of our employees and improve the companys productivity. As a result, the human resource management team has decided to develop strategy that will compensate our employees increasing the production of the company by 25% in the next 5 years. Review of literature of the recent opinions Abraham Maslow Hierarchy of needs According to Abraham Maslows hierarchy of need, different people are at different level of satisfaction. Discovering which level each employee is at may be difficult complicating the idea behind motivational (Podmoroff, 2005). This aspect of challenge is termed management challenge. It is believed that in the past a person would work for a company for very long period unlike to day where a person within a short span of time has worked for more companies (Podmoroff, 2005). It is there fore very right to assume that employees no longer look for job as a security rather to achieve certain satisfaction, no wonder one keeps on moving from one job to the other. It is therefore very important that in the event that the company wants to keep employees long enough to achieve its goals, we must be keen in motivating them (Javitich, 2004). Fredrick Herzbergs theory of Hygiene and Motivational Factors This theory was developed based on the needs identified by the Abrahams hierarchy of needs. Herzberg divided these needs into two fold; needs focusing on survival while the other need emphasizing on personal growth, very important factors that employees would want in a job (Werner, and DeSimone, 2009). According to him, any factor that satisfies the survival need cannot provide job fulfillment to the fullest. In fact, Podmoroff (2005) says that combination of these two factors may result into four very influential conditions namely, low hygiene, and motivation and high hygiene and motivation. Werner, and DeSimone add that for these to be effective there is need to enrich the job given to the employee which entails providing both hygiene factors and adding the motivational ones. Douglas McGregors Theory X and Theory Y According to McGregors theory X, a person considers work intrinsically unpleasant and as such can do what he can to avoid the work. Theory Y on the other hand starts the contrary of events; a person looks at work as very favorable and would do anything to stay in the job (Podmoroff, 2005). Ensuring performance would there mean that. This calls for different principles to be applied by the management in order to achieve the desired motivational level. Some of the principles may include decentralizing the control of the organization, delegating some of the duties and especially to those who seem to fear job, make job diverse to accept different kind of people, ensure that the employees participate in the management of the organization and performing appraisals for the employees (Randhawa, 2007). Motivation of employee through Incentive compensation According to Gunkel (2006), motivation is the willingness to exert high levels of effort toward organization goals conditioned by the efforts ability to satisfy some individual needs. He believes that however much the idea of motivation is universal where individuals go ahead to maximize their usefulness by ensuring that the issues or objectives they value most are me, it is limited to the challenging design of the study. Some organizations however, will never offer rewards to its workers when they incur higher costs that the revenues or benefits that they derive from business operations (Gunkel, 2006). To him, motivation can either bee intrinsic, coming from within the individual or extrinsic, any thing an individual gets from another person. Processes theories of motivation by Victor Vroom, Lyman Porter and Edward Lawler, III This theory assumes that any action of an individual is always goal oriented. This means therefore that when the compensation of an individual is directed towards performance, then the employee is likely to perfume better (Gunkel, 2006). . The theory asserts that even with intrinsic motivational factors, hygiene or any other factors discussed above, there still exists the need for an extrinsic power to motivate further the employee say rewards (Gunkel, 2006). Gunkel (2006) further disagrees with the idea that when incentives are give to promote extrinsic motivation, a crowding out effect will be felt between the two that is , a persons internal motivational factors will be corrupted and in many cases may not perform well until the extrinsic motivator comes into play. According to him, this holds no water. Strategic plan for change From the literature review, Processes theory developed by Victor Vroom, Lyman Porter and Edward Lawler III, it is very evident that whether all the factors of motivation come into play without the reward or compensation aspect, then the motivation becomes useless. It is therefore proper that measures be put in place to ensure that the reward aspect of motivation is there. In this regard, the human resource department has seen it worth that will improve the compensation and benefits of the employees. This will not only see our goof workers remain in the company but also enhance the productivity of the company. Our target is to be a leading company with approximately 75% of the market share in the next five years. The compensation and reward scheme that we have developed will also see our company attracting many qualified employees. This will equip the management and the skills of our employees. Better management and qualified skills will ensure that we meet the set objectives within the stipulated period, which is five years. In the recruitment, we shall ensure that we employ the best workers and especially from our competitors. The idea is to know the strengths of our competitors and their weaknesses, developing on them, and devising policies to counter act their strengths. This I believe will make us go a long way in increasing the productivity of this company and make it grow. Pay system support to the business strategy With the introduction of new rewards comprising of the compensation and benefit schemes, it is important for us to enlarge the pay system of our organization. Through this pay system, the method of reward distribution will be easier, faster, and more efficient. The enlargement of the pay system will enable us have more employment opportunities which will lead to recruitment of more employees. The efficiency and effectiveness of the system will see into it that employees get the best working environment. This in turn will enable us meet the set objective of employing more employees and retaining them to increase productivity, market share and out wit the competitors. Our recruitment will majorly concentrate on employees from our competitors. The idea is to discover their weaknesses and strengths and outwit them using the SWOT analysis technique by majoring on their weaknesses. New system and motivation of behavior, Developed system will also help us attract more employees and retain them. This will be achieved by the fact that the working environment will be very conducive to the employees. The motivational factors employed will not be limited to hygiene, and motivational factors as well as a better and efficient system to help us identify the different levels of satisfaction of each employee and try to satisfy them. Efficiency and effectiveness in service delivery makes work easier thus many employees will opt to stay rather than leave for another job that has no aspect of efficiency in it as well as effectiveness of performance in the production process. Final recommendations and possible outcomes (best and worst case scenarios) Finally, based on the data obtained, there is need to make the following recommendations: We need a strategic approach to help us in implementing the changes that we would like to introduce. To assist us in doing this, I would like to recommend that a team be selected form all the departments who will assist in designing a strategy that we will use to implement the changes. Caution however should be taken, as many employees may be resistance to change. In formulating the total compensation scheme, as the one we have offered is a sketchy one, we would like the overall management of the organization, that is the president of the company, to help us with resources including human and other required resources; finances. In addition, a team majorly comprising of the accounts, finance, overall management department and operations management departments should be composed to help in developing the scheme. This is necessary since there will be need to know the revenues and the expenditure as well as get approval from the overall. The human resource department, on my part will come up with ways of evaluating the employees, recruiting, and doing the performance appraisal in conjunction with training and development of the employees. We shall develop efficient ways through which some of the employees will be communicated to the final strategy to prevent any rebellion. In the mean time, I recommend that the accounting and finance department to develop policies and procedures of developing our payment system level. In recruiting, I would like to recommend that we target the employees of our competitors. Through this we shall discover their strengths and weaknesses and take advantage to outwit them in the market. However, I would like you to note that the above recommendation will be very costly to the organization at the on set but once the strategies are implemented, I assure you the benefits derived will far much exceed the costs experience. In effect, it is a long-term plan, five years plan. In addition, the program will not be introduced once but rather in stages and therefore there is no course for alarm. I further recommend that caution be taken when implementation of the various strategies as they are likely to be met by opposition from some employees. Summary/Conclusions In as much as employee motivation may be expensive, it is advisable that we should look at the long-term perspective of the study. The study is very broad and not all employees may be satisfied. In this regard, the human resource management department should work on achieving most of the basic forms of motivation. This include ensuring a better working environment, treating each employee equally, appraising performance of the employees, if possible allow the employees contribute to the management of the company and ensure the reward scheme is very favorable. Meeting all these will ensure that at least 85% of the workers are satisfied with the organization. As a result, many employees will be attracted, the existing ones will be retained as in effect, increased productivity, market share and growth and expansion of the organization. Let organizations take care of the most valuable and delicate asset and this will minimize costs associated with breakdown of machines, ineffective and inefficient work force. References section Gunkel, M. (2006). International Management Studies. Country Compatible Incentive Design: a Comparison of Employees Performance Reward Preferences in Germany and the USA. Wiesbaden: DUV. Javitich, A. (2004). Motivating Employees. Retrieved on November 24, 2010 from http://www.javitch.com/Q/004.pdf Mathis, R.L., Jackson, J.H. (2008). Human Resource Management. 12th Ed. Ohio: Thomson Inc. McNamara, C. Basics about Employee Motivation (Including Steps you can take). Retrieved on November 24, 2010 from http://managementhelp.org/guiding/motivate/basics.htm Podmoroff, D. (2005). 365 Ways to Motivate and Reward your Employees Ever Day-With Little or No Money. Florida : Atlantic Publishing Group, Inc. Randhawa, G. (2007). Human Resource Management. New Delhi: Atlantic Publishers Distributors Werner, J. M., DeSimone, R. L. (2009). Human Resource Development. 5th Ed. Ohio: South Western Cengage Learning.

jaws :: essays research papers

All that Jaws Throughout the history of modern cinema, we as a people have seen various films that have caused fear, hope, laughter, love, and various other emotions. The movie Jaws, directed by Steven Spielberg, was a very well-written film, but the insignificant parts made me lose focus on what was occurring. I thought this movie lacked in a few fields such as special effects, acting and background illuminations. However, the special effects were well-organized for being created in 1975. Overall, I did not enjoy Jaws because of the talent the actors displayed and the organization of the scenes. The movie, Jaws, was based around three characters, a police chief, sailor and a scientist seeking a great white shark. During the beginning of the movie, two innocent people get killed and the police chief, Brody, suspects it is a shark that has attacked them. The mayor of Amity Island hears about the suspicions of Brody’s imagination but does not want to lose holiday tourism and forces Brody to not make any further investigations of the incidents. Brody, however, calls for a scientist, Hooper, who identifies the occurrences as shark attacks. Hooper, Brody and a sailor drift into the massive, rippling ocean in search for the great white who has viciously attacked and may yet again. During their voyage among the ocean, the shark becomes infuriated while several attempts of death are being plunged towards him and he dies soon afterwards. While the boat is sinking because of all the destruction amidst it, the only survivors, Brody and Hooper, swim back thankful to be Rogers, 2 alive. Yet still horrified at what has happened right in front of their eyes, the ending scene show the two men conversing of the horrible events while paddling through a gigantean ocean back to shore.   Ã‚  Ã‚  Ã‚  Ã‚  In 1975, Steven Spielberg, made a huge impact on the audience by pursuing reality in a new aspect never before seen. One of the taglines for Jaws, â€Å"Do you like fish? Well, he likes you too†¦Ã¢â‚¬  terrified viewers and forced them to shake in their boots. This classic film has everything a movie needs to lure you in; fantastic plot, visuals and necessary music for the appropriate scenes. However, Spielberg used a great deal of energy focusing on the shark being killed, while instead he could have narrowed in on more confrontations with the shark interacting with the innocent people to gain audience’s interest.