State of Racism and Gender Discrimination - 3437 Words

State of Racism and Gender Discrimination What is discrimination? Discrimination is the prejudicial treatment of a different person or groups of people based on certain characteristics. In the United States there are seven protected characteristics or classes that are defined by Title VII of the Civil Rights Act of 1964, the Age Discrimination Employment Act, and the American Disabilities Act that can not be discriminated against: race, color, religion, national origin, sex, age, and disability. This paper focuses on two of the protected classes: race and gender discrimination. What is racism? Racism (also known as discrimination against a race or races) is a belief that all members of one racial group have superior characteristics or†¦show more content†¦These requirements are important to becoming a fire fighter and many argue that they are more than necessary. However, this does not mean that the fire department does not want to work with women. It is just the policy to set the standards high. Another interesting example: A male employee was fired by his employer because he refused to work at night (â€Å"Small Business Encyclopedia† 2002). This company had a policy saying that women did not have to work at night because the company was located in a high crime area. The male employees had to work the night shifts for the company, while the women employees did not. The male employee in question filed a suit under Title VII against his employer claiming sexual discrimination. The company claimed that several female employees would qui t if they were forced to work at night. The company also claimed the policy was a bona fide occupational qualification (BFOQ). This case is interesting because BFOQ can be used as a defense to allow certain discrimination. BFOQ is an exception provided by Title VII for jobs that require a specific religion, sex, national origin, or age as a reasonable necessity for normal operations of a business. Although BFOQ applies to the fire department qualifications, the courts deemed that the company who asked only its male workers to take the night-shift was could not use BFOQ as a valid defense (â€Å"Small BusinessShow MoreRelatedSexism And Racism : Racism And Prejudice Essay1348 Words   |  6 PagesSexism vs Racism Discrimination and prejudice have both been a major problem in our society since the idea of gender and race contacted our brains. Everyone hopes that humankind will change and treat everyone equally and fairly, but this still has yet to happen. Mankind is still treating people as minorities without a second thought. Women are still stereotyped as being too feminine for a â€Å"man’s job†, such as construction or military forces. 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NASA’s Love Triangle Approach Free Essays

In the workplace, consensual personal activities of individuals always affect the working relationship in undesirable ways. Often intimate relationships between co-workers emit preferential treatment at its best and discriminatory acts at its worst. Although Title VII does not declare intimate relationships in the workplace as an immoral, unethical and distasteful act, enough room for discrimination often produce a resultant effect when persons are disadvantaged due to a preferential treatment of another. We will write a custom essay sample on NASA’s Love Triangle Approach or any similar topic only for you Order Now There is a potential for hostility when widespread favoritism exists between male and female employees. In a professional working relationship, the workplace would be ideally free from intimate relationships to prohibit favoritism and thereby banning nepotism. Office romances though are not illegal and discriminatory given the increased amount of time spent together by co-workers giving value to their work. However, work is a serious business and management requires workers to act rationally while doing their job. This phenomenon should be a cause for concern when personal issues interfere with work-related issues. The three-way love triangle situation between Lisa Nowak, Bill Oefelein and Corlean Shipman threaten the traditional ideas of anti-nepotism and non-fraternization in the workplace. NASA capitalizes on its human workforce to proffer its interests. Although it’s governing code of conduct according to NASA’s Shana Dale upon interview (Orlando Sentinel, 2007) do not necessarily insisted regulations that guard and meddle on astronauts and other federal employee’s personal lives. No matter how we try to justify this explanation for NASA’s lapses I continue to insist that American companies have a natural desire to keep personal relationships at bay in the workplace in the face of corporate dilemmas over discrimination and harassments. Often management sees that relationships within the company lead to a conflict of interests and inefficiency resulting from spending time and energy on non-work related activities (Avelenda, 1998: 691). Under the guise of protecting employees from claims of sexual harassment, policies would often widen to informally restrict fraternization and intra-organizational intimate interaction. It was therefore a shock to learn how NASA completely disregarded the personal lives of its employees. Astronauts are usually subjected to stringent rules and equally invasive medical procedures. Nowak no doubt had undergone extensive medical and psychological examinations if protocols were followed prior and after her July 4, 2006 on the STS-121 mission which included a trip to the International Space Station according to NASA (2006). Her NASA bio declared her as a flight engineer with a rank of captain who logged almost 13 days in space and garnered the honor as the first Italian American in space. Her confrontation with a fellow NASA employee who was reportedly a rival for the affections of another space shuttle pilot definitely exhibits her gullibility to submit to effects of an emotional strain that is aggravated by strained relationships. NASA’s lapses in the face of the current situation involving the triangle love affair of their employees indicated the organization’s past disinterest over interpersonal issues involving their own working family. NASA has forgotten that Nowak at the age 43 and likely at the prime of her life after her shuttle trip last summer may have felt a bleak end to her career as an astronaut whose second and third spaceflights would be tough to get after space shuttles are scheduled for retirement in 2010(Orlando Sentinel, Feb.,2007). Bouts of depression are also not uncommon to astronauts who come home and are considered as heroes and overachievers. To recall, Edwin â€Å"Buzz† Aldrin as the second man to step on the moon after Neil Armstrong had alcohol problems after their successful return from their mission. NASA has therefore dismissed the complexities of an unpredictable human emotional response in the face of scientific calculable predictability. In response to Nowak’s arrest NASA should review the procedures involved in their psychological evaluations. The military have been instrumental in submitting their personnel particularly pilots for psychological intervention following extraordinary stress like divorce or deaths in the family (Christian Science Monitor; September, 2004). NASA may not have been helpful on this aspect. They may have forgotten how catastrophic consequences are brought about by a human element of error. It would therefore be beneficial for NASA and its employees to understand the stress of working in the space program and at least delegate focus on the personal relationships among its astronauts. Mccurdy (1999) once said that astronauts, like police officers, treat their profession as a way of life, not just a job. Despite any self-discipline, astronauts are enjoined to focus on their goals and keep on pursuing such goals which was seen in Nowak’s single-minded pursuit against a foe. It would help NASA if it should also establish protocols and policies that treat the grievances of their own personnel. A professional independent body that provides proper psychological help and emotional assistance and counseling for its personnel should be made available for its employees. This body’s aim is for the recognition of possible emotional and psychological trauma experience by its key personnel without being used to leverage employment standing in the organization. Any official involvement into the diagnosis and treatment would alert and divert employee-patients away from the program. Secondly, NASA must also work to regulate workplace fraternizing relationships through a less authoritative disapproval of intra-organizational romance. This would be properly implemented when put into writing for NASA to be able to eliminate its involvement in the future as an employer liability. Further, when inter-organizational romance and sexual relationships are frowned upon naturally, the well-discipline NASA astronauts would be consistent in their efforts to refrain from intimate relationships with their co-workers. Another alternative also is for NASA to require employees to report any consensual relationships within its initiation and aftermath through the proper human relations body. In the face of the current scenario between Lisa Nowak, Bill Oefelein and Corlean Shipman, given the organization’s growing exposure and in conjunction with being held liable for its apparent disregard for the well-being of its employees; I feel that NASA has an ethical and moral responsibility to support Nowak through her misdemeanor and refrain from painting her faults and deviant behavior. After all, Bill Oefelein seemingly exercised his dominion by maintaining two romantic relationships at the same time with two different women in the same organization thereby causing trouble for both. To restrict this trend, it would serve NASA if Oefelein should face a temporary suspension as well. Corlean Shipman is entirely the innocent party and ould not benefit any organizing body to involve her in any internal disciplinary measure that Oefelien shall face. Lisa Nowak is already facing criminal charges and yet, NASA is duty-bound to support her through this ordeal after all it has been remiss in its duties towards its employees and the whole scientific community and the public. Society must therefore scrutinize the various policies involve in National scientific and military organizations and regulate the intimate relationships of employees within their organization. This is to ensure that employees are not placed in an unnecessary position that requires them to choose between duty and relationship to enhance productivity and protect them from any emotional turmoil. Title VII may not be so keen on fraternization within official work and duty but somehow this has provided an avenue for harassment and discrimination in the past (Avelenda, 693). NASA as a healthy organization geared towards training personnel for space excellence must also recognize the full potential of allowing people to deal with their emotional problems with the assistance and help of independent human relations services that provide psychological evaluation, treatment and counseling for personnel particularly the ones who are involved in missions. Works Cited Willoughby, Mariano, Cabbage, M., Lundy, S. and Hunt, A. (2007).The Orlando Sentinel. February 7. Avelenda, Saily M. (1998).Comment: Love and Marriage in the American Workplace: Why No-Spouse Policies Don’t Work. PA. J. LAB. ; EMP. 691, 693 . United States. NASA. (2006) Astronaut Biography: Lisa Nowak. Accessed : 04 April, 2007 http://www.jsc.nasa.gov/Bios/htmlbios/nowak.html Editorial. (2004). Anyone Ever Prepared To Kill? Christian Science Monitor Magazine, September 29. McCurdy, Howard. (1999). Space and the American Imagination, new ed.   Smithsonian. ; How to cite NASA’s Love Triangle Approach, Essay examples

Clinical Quality Indicators in Pain Management

Question: Discuss about the Clinical Quality Indicators in Pain Management. Answer: Introduction The report brings into highlight the topic of post-operative pain assessment and management. Pain is a common part of almost all surgical procedures. The pain may be acute which subsides after sometime or it may be chronic which persist for long time. If this pain is not managed accurately, it may lead to adverse physical and psychological outcome both for patient as well as family members. This report provides information about three current-evidence on the topic and gives an analysis of the situation. It will also describe the challenges that one can face in implementing research finding into research practice setting and recommend solutions to the gap found in research or practice. Evidence for current practice on post-operative pain assessment and management Magidy et al., (2015) studied about the experience of post-operative pain management among hospitalized patients in Swedish health care. The health clinic engaged patient in the process and took feedback from patients regarding the quality of pain management. It mainly compared the experience of acutely and electively admitted patients who had soft-tissue surgery. A multi-dimensional tool called Strategic and Clinical Quality Indicators in pain management (SCQIP) was used to assess patients experience and this feedback was taken before discharge from hospital. The questionnaire consisted of four aspects such as patients perspective about pre-operative knowledge of pain, level of post-operative care and treatment for post-operative pain in the hospital, patient involvement in care and equipments and facilities given for relief. Among 160 participants consisting of acutely admitted and electively admitted patients, who gave rating for quality of pain management, it was found that poor rating was given for pain management compared to electively admitted patients. There is a need to enhance post-operative care so that no patient experience poor post-operative care. Current evidence on post-operative pain management and treatment suggest that suboptimal outcome will persist as long as health clinic do not take guidance from best scientific research. Bott et al (2014) explained that incorporation of algorithm derived from best evidenced based practice may help in improving the quality of pain assessment. The study mainly focused on creating an algorithm for patients with total hip replacement surgery. In association with experienced physicians, the focus of the group was to develop an algorithm that supports pain management decisions. It was also necessary to identify barriers and enablers in implementation algorithm. The first step was to identify the issues in pain management such as practice of prescribing analgesics and creating an analgesic guideline specific to total knee replacement patients. Prevalence and intensity of pain was judged by interview with patients. A pharmacological pain treatment survey was also done to determine the types of analgesics given prior to hospitalization, intra-operatively and 24 hour prior to interview. This helped in identifying the need to change current practices and develop accurate guideline according to intensity of pain and their impact on daily living. One study provided details on nurses experience of post-operative pain assessment and how it influenced their pain management decisions. The common barrier that interferes with high quality of pain-management in nursing practice includes shortage of staff, high workloads and lack of skills in pain assessment. It was found that quality of pain assessment depends a lot on competence of nurses. However, poor outcome was mainly seen because of variation in pain assessment skills and lack of interpretation of pain in patients. It is also important to assess pain score and reassess pain after administration of medications. However, many nurses do not reassess patients leading to poor pain management. Hence, nurses ability to assess pain varied and this affected the accuracy of the process. It is necessary to enhance their skill and prevent delay in pain by keeping novice nurse under the supervision of competent nurse (Chatchumni et al., 2016). Situational analysis on practices of pain management The evidence from current literature revealed that inaccuracy in pain management and assessment continue to exist despite several tools and support available to enhance post-operative care. Common form of barrier include lack of competence skill among nurses to manage pain, absence of appropriate framework or guideline to implement pain assessment process and difference in care given to acutely and selectively admitted patients. It is critical to address the gap in implementing best-evidence based care in pain management and assessment. If overlooked, this situation may lead to hazardous health complications like delayed healing, pneumonia, persistence of chronic pain, infection, pneumonia and other health issues. Current progress on quality of pain assessment suggests it is extremely important that accurate pain management practice is implemented in hospital setting (Hudson et al., 2015). Challenges in implementing pain management practices From situational analysis on the topic, it can be said that challenges in implementing pain management practices occur mainly because of lack of competence among nurses, lack of adherence to pain management guidelines, inefficient communication skill to interpret patients pain. Apart from this type of assessment differ according to age of patients. There may be difference in the pain management of infants and adults and so gap in knowledge in this area lead to poor outcome (Kuusniemi Pyhi, 2016). Hence increased responsiveness is needed to address the gap in practice and embrace recent advances in pharmacology to enhance post-operative care. Solution to reduce research-practice gap The health care system can play a role in developing strategies to enhance post-operative pain management. They main priorities may be as follows: It is extremely important to involve patients in decisions making and educate them about pain management as many complication occurs by negligence of patients too. Secondly, it is necessary to inform patients about range of treatment and their possible outcome. Good communication of nurse or physician with patients is also important as evidence revealed that many nurse fail to interpret patients pain level which lead to poor outcome. Arrangement should be made for better professional training and increasing competence in multi-disciplinary pain management team. Optimization of treatment procedure is also essential. For example using synergistic antibiotic to target pain at different levels, adoption of patient-specific analgesia and promoting minimally invasive surgery as far as possible (Meissner et al., 2015). Restructure the organization may also help to enhance pain management by implementing best guidelines for practice, making pain services available throughout the day, imposing adherence to protocol among medical team and following recent technological advance to provide care (Joshi et al., 2014). Reference Botti, M., Kent, B., Bucknall, T., Duke, M., Johnstone, M. J., Considine, J., ... Cohen, E. (2014). Development of a Management Algorithm for Post-operative Pain (MAPP) after total knee and total hip replacement: study rationale and design.Implementation Science,9(1), 1. Chatchumni, M., Namvongprom, A., Eriksson, H., Mazaheri, M., Avdelningen Vrd och Omvrdnad, Rda Korsets Hgskola. (2016). Thai nurses experiences of post-operative pain assessment and its influence on pain management decisions.BMC Nursing,15doi:10.1186/s12912-016-0136-8 Hudson, B. F., Ogden, J., Whiteley, M. S. (2015). Randomized controlled trial to compare the effect of simple distraction interventions on pain and anxiety experienced during conscious surgery.European Journal of Pain,19(10), 1447-1455. Joshi, G. P., Schug, S. A., Kehlet, H. (2014). Procedure-specific pain management and outcome strategies.Best Practice Research Clinical Anaesthesiology,28(2), 191-201. Kuusniemi, K., Pyhi, R. (2016). Present-day challenges and future solutions in postoperative pain management: results from PainForum 2014.Journal of pain research,9, 25. Magidy, M., Warrn-Stomberg, M., Bjers, K., Sahlgrenska Academy, University of Gothenburg, Gteborgs universitet, . . . Institute of Health and Care Sciences. (2015). Assessment of post-operative pain management among acutely and electively admitted patients - a swedish ward perspective.Journal of Evaluation in Clinical Practice,Epub ahead of print Meissner, W., Coluzzi, F., Fletcher, D., Huygen, F., Morlion, B., Neugebauer, E., ... Pergolizzi, J. (2015). Improving the management of post-operative acute pain: priorities for change.Current Medical Research and Opinion,31(11), 2131-2143.