The Facade Of Universal Inclusion - 1539 Words

1482568 17 May 2016 Politics 4 Professor Mathiowetz TA: Covina Kwan The Facade of Universal Inclusion John Locke developed the political philosophy known as liberalism which in his â€Å"Second Treatise of Government† is centered around freedom, equality, the social contract and consent (explicit and tacit). Liberalism promotes the idea of universal inclusion of all. Drawing from Hanna Pitkin, a larger more inclusive image of liberalism would also include obligation. This paper will argue that a fuller image of liberalism is not a prescription to end white citizenship, because universal inclusion will not address the root issue that white citizenship is inherently etched indelibly into the fabric of American politics. Opponents may argue†¦show more content†¦Universal inclusion leads to colorblindness because universal inclusion remove whiteness because everyone will be included. The problem with universal inclusion is that citizenship as standing is an end. In his book, â€Å"The Abolition of White Democracy,† Joel Olson argu es that because citizenship is an end, once achieved the recipients become deactivated. Olson provides a historical context in which white democracy was created. Democracy and racism thrive on a parasitic relationship; therefore, white citizenship was created in a context of slavery. To establish and grow white citizenship, it was fundamentally necessary to create a â€Å"non-citizen† (Olson 43). The non-citizen was the minority, and the label of the non-citizen was easily applicable to the newly freed slaves. In modern day, every non-white is a non-citizen. Even with the banishment of slavery, white democracy still exists due to the â€Å"systematic exclusion of Black people† that has been maintained and furthered by the persistent structure of white democracy (Olson 37). Locke’s version of liberalism fails because in his perspective citizenship is all about citizenship as standing. Even if everyone is included, the certainty of them being free and equal is unknown. Olson would disagree because even if the Blacks are legally free and equally, Blacks are still indelibly linked to slavery and the degraded status they once had (Olson 53). Even if universal citizenship becomes broadly diffused,

The Pain Scale By Eula Biss - 1348 Words

What is the point in measuring something that is unique to every individual? In â€Å"The Pain Scale,† the author, Eula Biss, attempts to convey her pain to the reader. She tells the reader how she has tried to describe and measure her pain. There is a system set up for doing so, but it leaves much up to individual interpretation. The arbitrary process by which we are supposed to evaluate the level of pain we are experiencing doesn’t seem to accomplish much. Throughout the essay, Biss uses unique ways of comparing the suggested levels of pain to other â€Å"scales.† This raises the question, why can the scale, itself, doesn’t do adequate job of helping people understand pain. The Beaufort scale was developed by in 1805 by Sir Francis†¦show more content†¦In the century spanning Defoe and Beaufort’s scales, many others adapted and added measures that helped establish Beaufort’s definitive measure of winds. Temperature scales are also used in an attempt to make the concept of measuring pain more relatable. Across the world, temperature is measured in degrees Celsius. At zero, water freezes and, at one hundred, water boils. Despite Celsius being the global standard, the Fahrenheit scale was developed decades earlier. Daniel Gabriel Fahrenheit based his temperature scale on two marks: on the lower end, the point where a mixture of salt and water would cease to exist as a liquid, and, on the upper end, a measure of normal body temperature. In an effort to add more confusion to the two standards, Lord Kelvin introduced the idea of an â€Å"absolute zero.† Absolute zero is the point where molecules and atoms are supposed to be essentially motionless. Despite this, research has showed that the motion doesn’t really stop. As Biss says, â€Å"†¦absolute is not absolute.† She finds that comforting, but not quite enough. Throughout Biss’ essay, she also attempts to equate the pain scale to something that seems much more insidious. To many, the thought of Dante Alighieri’s Divine Comedy brings about a reminder of the pain many suffered having to analyze the text in high school. Biss sees anShow MoreRelatedArts of the Contact Zone by Mary Louise Pratt999 Words   |  4 Pagesmain idea of an essay. â€Å"The Pain Scale†, written by Eula Biss, can be considered an example of an autoethnography that emerged out of a contact zone. In her essay, Biss discusses the pain scale used in hospitals today that rate pain on a level from zero to ten. Throughout her essay she argues that the pain scale is not a good method of measuring pain. Her rejection of the widely accepted system sets up a contact zone between two communities, those who accept the scale and those who don’t accept itRead MoreThe Experience of Pain1484 Words   |  6 PagesThere is a common tie that connects people around the world: the experience of pain. While many people experience pain differently, and experience pain relative to their own levels of tolerance, pain is a universal sensation, and, at times, a shared experience. While individual physical pain is isolated to one’s own body, empathy for the physical pain of others and the resulting emotional pain can be shared. Being empathetic and co nsiderate towards others not only brings people together, but alsoRead MoreThe Hippocratic Oath Of Hippocrates1774 Words   |  8 Pages which were symptoms and some elementary tests of patients such as blood testing. Nowadays, it is quite scary to imagine how doctors were managing to investigate conditions of their patients based on words and descriptions of something so vague as pain. Those detectives of human suffer were bounded by a common ideology and an oath. Although the Oath of Hippocrates has been criticized for some ideas such as its restriction of abortion, the medical society still considers the writing of a Greek thinker

Business Intelligence and Analytics Assessment

Question: Discuss about the Business Intelligence and Analytics Assessment. Answer: Introduction The paper concentrates on the emergency department care of hospitals for the year ended 2015 and 2016. The statistics on Australian hospital concentrates on the data regarding the unit of emergency care that is given by the public hospitals in Australia. It sustains the Australian Institute of Health and Welfare (AIHW), statistics of Australian hospital and the sequence of the yearly statements that explains the features and the activities of the hospitals of Australia. The report discloses the data and the data regarding the care that is given in the unit of emergency of public hospitals during the time span of July 1st 2015 to June 30th 2016. The report is inclusive of the information regarding the overall operations, the performance indicators that are agreed nationally regarding the care for waiting times and the time taken in the sector of emergency and statistics of additional waiting times. The statistics even includes the data that is comparative for the past four time of reporting. In this paper, it is seen that the analysis of the data that are gathered for the public hospitals of New South Wales has been taken into consideration and a detailed analysis has been done on the basis of the data. The report is focused on the basis of the evaluation of the routine data sets that have been collected from the website of AIHW. The paper even explores the issues with respect to the evaluation of the eminence of the data and exploring the information with the help of various analytical tools. This is helpful for the performance of data wrangling that will be helpful for the construction of the report and a precise summarisation of the recommendations can be undertaken. Business Understanding It is important to gain knowledge about the operations of the business. The hospitals that are operating in the region of New South Wales perform various activities and it is seen that only the data with respect to the non-admitted patients in the department of emergency in the hospitals in New South Wales. It is seen that the data that has been gathered will be compared with the database of emergency department of the hospitals performing in the other states. The objective of the business involves the analysis of the problem that revolves around the problem of the non-admitted patients in the emergency department. It is seen that the waiting time of the emergency hospitals has been high and thus proper analysis of the data collected with respect to the problem will lead to the reactivation of the threats and issues. The data is collected from the Australian Health Statistics department and thus this data is found to be accurate and precise. The inventory of the resources can be understood with the help of the data that is collected from AIHW. The data has been collected from the website and the database of AIHW. The data analysis is required to be done within a limited time span and it is seen that there are various risks that are associated with the analysis. The risks involve the internal and external factors as well that are associated with the emergency department and the data that are collected from the hospitals. The requirement of the business is how the data is gathered and the analysis is undertaken in order to bring out the correct answers. The initial data is collected from the website of the Australian Institute of Health and Welfare where the emergency departments of the public infirmaries of New South Wales have been taken into consideration. The data is located in the data section of the website where the information regarding the public hospitals are available. It is seen that data with respect to the non-admitted patients coming into the emergency department in the hospitals of New South Wales are available within the hospital section of the data. Hospital Performance Indicators It is seen that performance measurement is a significant process in which the evaluation of the health population is available and the success rate of the health system. It is seen that the performance gauges are explained as the gauges and the units of the data indirectly or directly reflects the level to the extent an estimated result is accomplished or the eminence of the methods that leads to the desired results. This report reveals the information with respect to the National Healthcare Agreement presentation indicators that are specific to the unit emergency care. The report tries to determine the waiting times for the emergency care of the hospitals, the percentage seen in time and how long did the patients wait for in the emergency care department of the hospitals. The reports that has been reported earlier has been with respect to the performance indicators that has been put forward by NHA. The AIHW has not documented the indicator due to fact that in the recent works there has been restrictions in the methodology that has been utilised in the data that is available. Data that are reported The paper has undertaken the reporting and the collection of the data with respect to the Australian Health Ministers Advisory Council with the help of the National Health Information Agreement. The facts that were given out by the territory and the state health councils were utilised by AIHW to accumulate The National Non-admitted Patient Emergency Department Care records. The statistics that is collected surrounds the time of waiting and other features of the presentation to the emergency units of the public hospitals. In the year 2015-16, it is seen that boundaries had the ability to give out the data for Non-Admitted Patient Emergency Department Care database either making use of the specific database and the specifications of the National Minimum Data Set. The main variations in the provided data for the National Minimum Data Set are an opposition to the DSS is in the range of the statistical set. Limitations of the Data It is seen that the whole superiority of the data in NNAPEDCD is adequate to be disclosed in the report that is to be constructed. Conversely, the restrictions of the data should be regarded when the data is being translated. The territories and the state are mainly accountable for the data quality they give out. Conversely, the AIHW commences validations that are extensive in nature on the receipt of the data. The probable errors are enquired with respect to the jurisdictions and the resubmissions and the rectifications may be done with respect to the response to the queries that are edited. The AIHW do not regulate the figures to rectify for the probable faults of the data or the values that are missing except the ones that are not defined. There have been comparisons made among the territories and the state and the exposure years requires to be undertaken with respect to the memos that are accompanying in the report that will be prepared in the next assessment. The AIHW undertakes active actions to develop and enhance the constancy of the data over a specific time. Scope of the collection changed After 2013-2014 beyond the range of the data sets that have been gained from national Minimum Data Set and the data gathered from the database of AIHW is the patients who have been scheduled for health care within the emergency units in the public infirmaries where the following criterions has to be met. They are discussed as follows: Intentionally design the equip the region with an assessment that is designated and resuscitation and treatment of the regions The capability to give out recovery, basic management and stabilisation of the overall emergencies The availability of the employees of the infirmary 24 hours in a day. Construction of the department of emergency staffs of treatment 24 hours a day and 7 days per week and establishment of the unit manager of the emergency department nursing Terms that are related to the emergency care department It is seen that the presentation of the emergency department takes place after the patient arrival at the crisis section and it is the first place of being recorded properly or being triaged. Presentation is even regarded as a unit of counting. The kind of visit in the emergency unit discovers the factors for which the patients are brought in to the emergency section and it is inclusive of the return visit, emergency presentation, admissions that are pre-arranged, transit patients and dead on arrival. The process of emergency presentation deals with the time between the attendances for an authentic or distrusted situation that is adequately solemn to gain the positive care that is unscheduled. It is seen that residing in the emergency departments is the time between when the presents comes at the emergency section and when that individual has been shown as they have departed physically from the emergency department. The status and the episode explains the condition of the patients at the conclusion of the non-admitted patient in the emergency unit episode of service. The group of triage explains the insistence of the requirement of the patients for nursing medical care. It is mostly allocated by a registered and experienced nurse or the doctors during or shortly during the presentation time to the department of emergency. The category of triage allocated is in response to the question. The Australian Triage Scale comprises of five categories that has been explained in the National Health Data dictionary or the (AIHW 2012, )which includes the time during which the patient is required to receive the treatment and this has been discussed below: Recovery: which is immediate in nature and are handled within few seconds Emergency: these are managed within ten minutes Urgent: these cases are handled with thirty minutes Semi-urgent, which are treated within an hour and Non-urgent that is managed within two hours. The emergency department time of waiting for the initiation of medical care is the elapsed time for every tolerant from the appearance in the emergency unit to the initiation of the emergency unit in the non-admitted clinical care. The presentation was eliminated if the time of waiting could not be computed for the patient. The quantity seeing time is the percentage of the arrangement for which the time of waiting for the initiation of medical care was among the specified time in the explanation of the category of the triage that is generally represented as a percentage. Bibliography Hassanien, A.E., Azar, A.T., Snasel, V., Kacprzyk, J. and Abawajy, J.H. eds., 2015.Big data in complex systems: challenges and opportunities(Vol. 9). Springer. Hawley, G., Jackson, C., Hepworth, J. and Wilkinson, S.A., 2014. Sharing of clinical data in a maternity setting: How do paper hand-held records and electronic health records compare for completeness?.BMC health services research,14(1), p.650. Kaukonen, K.M., Bailey, M., Suzuki, S., Pilcher, D. and Bellomo, R., 2014. Mortality related to severe sepsis and septic shock among critically ill patients in Australia and New Zealand, 2000-2012.Jama,311(13), pp.1308-1316. Kirkbright, S., Finn, J., Tohira, H., Bremner, A., Jacobs, I. and Celenza, A., 2014. Audiovisual feedback device use by health care professionals during CPR: a systematic review and meta-analysis of randomised and non-randomised trials.Resuscitation,85(4), pp.460-471. Mitchell, B.G., Collignon, P.J., McCann, R., Wilkinson, I.J. and Wells, A., 2014. A major reduction in hospital-onset Staphylococcus aureus bacteremia in Australia12 years of progress: an observational study.Clinical Infectious Diseases,59(7), pp.969-975. Nilsagrd, Y., Gunn, H., Freeman, J., Hoang, P., Lord, S., Mazumder, R. and Cameron, M., 2015. Falls in people with MSan individual data meta-analysis from studies from Australia, Sweden, United Kingdom and the United States.Multiple Sclerosis Journal,21(1), pp.92-100. ODoherty, L.J., Taft, A., Hegarty, K., Ramsay, J., Davidson, L.L. and Feder, G., 2014. Screening women for intimate partner violence in healthcare settings: abridged Cochrane systematic review and meta-analysis.Bmj,348, p.g2913. Ott, R.L. and Longnecker, M.T., 2015.An introduction to statistical methods and data analysis. Nelson Education. Rohde, J.M., Dimcheff, D.E., Blumberg, N., Saint, S., Langa, K.M., Kuhn, L., Hickner, A. and Rogers, M.A., 2014. Health careassociated infection after red blood cell transfusion: a systematic review and meta-analysis.Jama,311(13), pp.1317-1326. Schweitzer, A., Horn, J., Mikolajczyk, R.T., Krause, G. and Ott, J.J., 2015. Estimations of worldwide prevalence of chronic hepatitis B virus infection: a systematic review of data published between 1965 and 2013.The Lancet,386(10003), pp.1546-1555. Van Boeckel, T.P., Gandra, S., Ashok, A., Caudron, Q., Grenfell, B.T., Levin, S.A. and Laxminarayan, R., 2014. Global antibiotic consumption 2000 to 2010: an analysis of national pharmaceutical sales data.The Lancet Infectious Diseases,14(8), pp.742-750. Vesterinen, H.M., Sena, E.S., Egan, K.J., Hirst, T.C., Churolov, L., Currie, G.L., Antonic, A., Howells, D.W. and Macleod, M.R., 2014. Meta-analysis of data from animal studies: a practical guide.Journal of neuroscience methods,221, pp.92-102.

Organizational Diversity Management †Myassignmenthelp.com

Question - What is the importance of understanding and managing diversity in the workforce in order to improve an organisations performance? Answer - Introduction The meaning of organizational diversity is the different ways in which all the characteristics within a particular work unit vary from each other in terms of their sex, race, age, education, or even the functional background. Although diversity may occur in regards to any of their characteristics the main aim will be on the means of diversity which is related to its stability, their known features and also their demographic concepts. Hence to understand how these characteristics will shape the company its important to study the organizational behavior of that organization. A number organization speaks about the benefits of organizational diversity and they find it difficult to manage diversity in the proper manner.Therefore the advantage of having a diverse workplace helps in making higher quality decisions. The people who work in a more diverse workplace have different perspectives and opinions. These individuals often have more alternative ways and think in a more creative way when making decisions (Pollar et al (1994). The team members think of various solutions to solve these problems in different ways. Hence this study shows that these organizations result in making higher quality decisions. Therefore it is essential to have this kind of a diverse workforce which makes a huge difference on the company and also increases its creativity in decision making. When the demographic force and an increase in the business globalization combine then the management faces many cultural differences which are related to the corporate world. Diversity also gives birth to many approaches and old practices where there were long-standing problems. These changes in organizations often cause trouble for the individuals. Hence the people who have strong opinions regarding certain groups may find these changes in the demographics of the work force challenging because they hold a position that may not be able to maintain the groups that are removed from their work place and are a llowed to compete in order to achieve their positions. A company which has a diversity management workforce will have services that are appreciated by a larger area of customers. Many companies like PepsiCo were able to increase the percentage of minorities in many levels of the company which also included organizational management. These organizations experienced a very big growth and also gained high revenue from the result of the diversity efforts that were made by the products launched. Diffrenet organizations use different management strategies to make sure that it efficiently helps in the functioning of the organization. Hence a management system that removes the differences found in a multicultural workforce often brings a high level of productivity for the organizations as well as the individual. Therefore managing diversity can also be defined as the ongoing process that explores the different capabilities and talents which help in bringing about a diverse community and society that includes a clean atmosphere with no differences and also makes people experience a diverse and full potential environment which has a cultural context where every individual benefits from multiculturalism as the best way of managing diversity. In the initial stage the management followed a method called melting pot approach to differences in the workforce (King, Albert S (1995). It was this approach that would make little difference with the majority group but later was seen that th e employees did not set aside their beliefs, lifestyles and values when they come to work. Hence it is very essential to recognize these values and differences by learning the management practices that relate to different lifestyles and work styles included in the diverse group. Therefore diversity management also helps in creating a culture that supports all the employees who effectively manage the organization. By creating such a atmosphere it is important that the management should support the workplace strongly and its diversity as the companys aim and also include few different techniques in their business strategies. Therefore diversity management also provides an advantage in the flexibility and creativity areas which are the main key to competition of the organization and results in making a flexible and adaptable organization which is benefited by the customers. Hence a heterogeneous group has always helped in reaping better results and solutions that has a higher level of analyzing the strategies in a more critical way. This analysis plays a very important role when the company is facing major changes and self-examination to come up with more effective ways for operating the organization (Sippola, A.et al (2007). This type of effective management of diversity helps in developing a more well reputed company and will also have the ability to bring out the best talent from other organizations that are drowning and this also is timesaving in recruitment and lesser money is used in the turnover costs. The company plays its role of a public sector by showing the diversity of the company and also helps in the increasing demand to provide services to a wide number of customers. Hence these result in the establishment of very few resource managers who have seen the need to adapt these different management practices so that they can overcome the problems of this diversification which results in giving good results in the workplace. These theories aim at increa sing the representation of individuals that come from various cultural backgrounds in the organization (Goffee et al (1997). The main aim of this approach is to change the organizations culture by changing the demographic content of the workforce. The next approach is the sensitivity of diversification where it enables the organization to see the potential difficulties that are gathered by the individuals from various backgrounds and cultures in the workplace. Hence by diverse training these difficulties can be sorted out for the employees who aim at reducing discrimination and help in promoting communication collaboration. The third factor is known as cultural audit in which the difficulties that the employees of diverse backgrounds experience are identified and then the company is modified in its practices accordingly. The audit is performed by consultants that are from other organizations and who get data from surveys and groups and then identify the areas in which employees are from the higher group feel that they are not performing their best in the organization. The last approach aims at gaining the organizational results by focusing on diversity management as a means for attaining these ends. In this strategy the managers identify the link between diversity management objectives and the desired organizational outcomes. Therefore these choices are viewed in the concept of environmental factors such as the changing labor market composition, the global economy, shifting to a service economy, and the pressures of the government and the law. Hence by analyzing these approaches organization determine the specific benefits it expects to gain from its diversity management and how these are connected to its entire strategy in the area of business. Conclusion Therefore it can be concluded that there are many ways for implementing diversity management these emphasis the adapting forces to the workforce which is increasing in its diverse management and to finally gain a competitive advantage (PatrickH. A. (2010). Managing diversity can be divided into three main aspects these include the voluntary nature of the organization, the use of a broad definition of diversity and also at providing benefits to the company. Therefore by applying these diversity management techniques a company has many advantages in many areas such as problem solving, corporate image, and marketing. The challenge of management is to remove the harmful effects that come along with cultural differences as well as economic disadvantages (OzbilginM. et al (2008). Therefore, the main aim on for an organization which applies these management approaches aims at providing a good motivator for companies to reform its programs, but this does not neglect the moral and ethical mis sions in any aspect. Therefore to overcome these limitations, the organization management has to focus on increasing the profits of the company and also in making sure it is socially justified in all the aspects. References Goffee, Rob "Cultural Diversity InThe Complete MBA Companion.Pitman Publishing, 1997 King, Albert S. "Capacity for Empathy: Confronting Discrimination in Managing Multicultural Work Force DiversityBusiness Communication Quarterly.December 1995. OzbilginM.,TatliA.(2008).Global diversity management: An evidence-based approach.London, England:Palgrave PatrickH.A. (2010)Organization culture and its impact on diversity openness in the information technology organizational context Dimensions. Pollar, Odette and Rafael Gonzalez.Dynamic of Diversity: Strategic Programs for your Organization.CrispPublications,1994. Sippola, A. and Smale, A. 2007. The global integration of diversity management: A longitudinal case study. International Journal of Human Resource Management 18:11. The Special Issue of Global Diversity Management.