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Ellie Staple Sarah Paulson. Staple specializes in patients who labor under the delusion that they are comic book characters. And of course, she has another patient: the heavily sedated Elijah Price, a. This sounds like a great setup for a movie, I know. What ingenious plan does Shyamalan have for drawing together these characters? A strong, reluctant, intuitive hero who is weakened only by water hence the rain poncho ; a criminal mastermind with bones like glass; a man with 24 distinct personalities living inside him — surely, somewhere in here is a combination that will make for great storytelling.

Nearly two decades later, the release calendar and box office are dominated by huge-budget, high-profile movies based on comic books. We know there are good guys and bad guys, and a turn of events. To be fair, Glass very briefly seems to acknowledge this, starting to offer what seems like a critique of toxic fan culture on the internet. Staples delivers a short rant that could have been ripped from an op-ed about comic book conventions and those who are obsessed with them.


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Split revealed that Kevin Wendell Crumb was abused by his mother, and his personalities developed to help him survive. Staples latches onto while treating them. To be fair, this seems less like a message of the film than a result of Shyamalan not really thinking about its story; Glass is more wrapped up in trying to cram two storylines together than in crafting its own, independently good one.

Management Interventions That Work

Which is to say: Glass feels like fan service that tries too hard to replicate earlier success, and manages to diminish both Unbreakable and Split in retrospect. The big twist: Shyamalan seems to have not learned very much at all from his own movies. According to the same research data, in women held The business case for women in senior leadership is compelling. The results showed a clear correlation. Fortune firms with a high number of women executives outperformed their industry median firms on all measures of profitability. The study also revealed that firms with the very best scores for promoting women were consistently more profitable than those companies whose scores were rated as good.

The Glass Ceiling in Politics: Formalization and Empirical Tests

In January , a study conducted by Catalyst demonstrated similar findings. There were sufficient financial data to evaluate companies from five different sectors: consumer discretionary, consumer staples, financial, industrial, and information technology or telecommunications services.

Two financial measures were used to evaluate the companies. The findings showed a link between gender diversity in top management and positive financial performance. Companies with the highest representation of women on their top management teams experienced better financial performance than companies with the lowest representation of women. Specifically, these companies outperformed their sector in terms of return on equity, operating results, and stock price growth over the period from to Research conducted by Dezso and Ross showed that having a higher percentage of women in senior management positions up to a CEO level was positively linked with better company performance.

The stocks of companies that went public that had more women on their top management teams performed better in both the short and long run than those with few or no women at the top. With such compelling evidence of the link between gender diversity in top management positions to positive financial performance, what is holding women back in closing the gender gap in senior management positions? As noted above, in the Glass Ceiling Commission report identified four categories of barriers that were preventing women from achieving upward mobility into senior and executive management.

The lack of flexible work arrangements is another reason women are being held back. Women in American society typically assume the principal role for early caregiving. Yet the early care system in the United States remains underdeveloped and underfunded. As a consequence, women frequently have to take time out from their career to fulfill the caregiver role. Such off-ramps keep women from taking or being considered for promotional opportunities, and when they do re-enter the career stream, it is difficult for them to gain momentum and parity in promotion and earning power with their male counterparts.


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The wage gap continues to be a reality for working women. The Joint Economic Committee of the US Congress cited potentially discriminatory wage practices as one factor contributing to the gender wage gap. This percentage was lower than in , when 43 percent of women felt they did not receive compensation equal to that of men. The same ACHE report stated that 69 percent of women, compared to 86 percent of men, believe there is gender equity in their organization. Women in healthcare noted that they are still locked out of the informal networks that are important pipelines for promotion.

For example, 48 percent of men compared to 33 percent of women have lunch with other managers at least monthly.

Differences in confidence and career ambition between men and women have been cited as factors in preventing women from moving into senior and executive positions. An Institute of Leadership and Management study revealed that women managers are hampered in their careers by lower ambitions and expectations. On average, women lag three years in assuming management positions as compared to men who have higher career expectations and increased confidence.

This study also found that women appear to have less career clarity and lower career ambitions than men. These findings compare to those of the ACHE report, which found that women had lower career aspirations than men, with 40 percent of women reporting that they wanted to assume CEO positions as compared to 70 percent of men. Women often lack a sponsor who promotes and sells their skills and abilities to others in the organization and goes to bat in helping them climb the organizational ladder. A study launched in with support of American Express, Deloitte, Intel, and Morgan Stanley found that women either underestimate the role that sponsorship plays in career mobility or fail to cultivate it.


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  6. The reasons for this vary from perceptions by women that getting ahead through connections is inappropriate to reluctance by both women and senior men to establish a sponsorship relationship because it can often be misconstrued as sexual interest. Gender stereotypes and gender communication differences pose dilemmas for women as well.

    Gender typecasts create a double bind in which women can be penalized for displaying either too little or too much assertiveness, competitiveness, and independence. However, if a woman exhibits too much assertiveness, which is contradictory to the stereotype, her influence and likability may be lowered. Breaking the glass ceiling is complex and requires action on several fronts. Federal and state governments, employers, academic institutions, and women themselves are essential players in breaking down barriers that are holding women back.

    Government has many tools at its disposal to addresses current barriers in the workplace that hold women back. The government can act as a catalyst for promoting gender equality perspectives and practices by heightening awareness of gender inequality, the benefits of gender equality, and the adverse impacts of gender inequity on women, children, families, communities, the business sector, and the nation as a whole. Governmental policy and legislation can dismantle discriminatory practices and artificial barriers, and programs and projects can further the understanding of the best interventions for breaking down barriers.

    In addition, monitoring and enforcement of existing legislation against gender discrimination must be real in order to break down barriers that hold women back. Employers must be proactive in their commitment to gender diversity and equity before the glass ceiling can be broken. Collectively, the identities refer to themselves as The Horde. Kevin's 24th personality, the Beast, is revealed in "Split" and appears to have superhuman abilities.

    He climbs walls, becomes larger in size, and is able to bend bars. We never see McAvoy perform as all 24 personalities, but we do get to see all two dozen names pop up on a computer screen in "Split. Read more: All of Kevin Wendell Crumb's 24 personalities. The main identities include Dennis, a man with OCD; Miss Patricia, a controlling matriarch; and Hedwig, who identifies as a nine-year-old boy. The main plot of "Split" revovles around Kevin's character capturing three teenagers and holding them hostage.

    One of Kevin's main identities, Dennis, prevents Kevin from taking control of his body in "Split. Kevin's therapist in "Split" made this discovery and we see it utilized effectively by Casey near the film's end. The train David was on at the beginning of "Unbreakable" crashes.

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    At the end of "Unbreakable," David learns Elijah is responsible for the Eastrail train crash, connecting the two. As a result, Elijah is sent to an institution for the criminally insane. In 's "Split," we learn Kevin's father left on a train and never returned home. Late in the film, Kevin heads to a train terminal and leaves flowers on a platform before becoming the Beast.

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    The biggest difference about David Dunn 15 years later is that he has embraced a beard and his abilities. David Dunn tells a character in "Glass" he used to work as a security guard in a stadium 15 years ago. But later in the movie, Elijah makes it clear that the train accident David was in occurred 19 years ago. At the very end of "Split," David Dunn is shown watching a news report about Crumb, who's being referred to as The Horde.

    He decides to take on his vigilante persona at the start of "Glass" to track him down. Early in "Glass," David's son says the incident at the Philadelphia Zoo in "Split" took place a few weeks ago.

    The color each character strongly identifies with is seen in this image from "Glass. If you didn't pick up on it from the "Glass" trailers, colors are used to dictate characters.