Ralph Ellisons Invisible Man And O. J. Made In America

Race and Opportunity play a grand role connecting the novel Invisible Man by Ralph Ellison, and the documentary O.J.: Made in America. Both stories are set within the pit of corruption held throughout the nineties, and display obvious connections between the narratives. The legacy of Orenthal James Simpson is described in this documentary by the currency of events which were occurring during his rise to fame. As for the novel, Invisible Man, various situations during the multiple characters era coincide with the environment of the documentary and show a vast of similarities. Roles such as advancement of success, issues of segregation, and recognition of self-identity are expressed throughout both plots. During the 1960 s, O.J.†¦show more content†¦s fame, the world around him was crumbling. The divide between white people and those of color were considerable. There were riots being held all within Los Angeles and so much conflict between the Los Angeles Police Department and black people. As told in the documentary, most white people were extremely oblivious to the happenings of innocent black people and why they protested and rioted during those years. Most of those people who were stuck in the shadows, if asked at this moment what was of the year 1968, would probably just remember the triumphs of Orenthal James Simpson. Inequality was still at its peak in history and those few black athletes who created names for themselves were expected to speak out, but O.J. s opinion of that was to not get involved in political affiliations because his name was to be remembered for his victories and character. Likewise, in Invisible Man segregation was apparent and always associated with the life of the protagonist from the beginning of the novel. This is shown in the quotation: When I got there I discovered that it was on the occasion of the smoker, and I was told that since I was to be there anyway I might as well take part in the battle royal to be fou ght by some of my schoolmates as part of the entertainment (Ellison pg. 17). Humiliation and discrimination played a huge role within this event. The narrators triumph within the community being a black man who was asked to present his speech was quicklyShow MoreRelatedLangston Hughes Research Paper25309 Words   |  102 PagesHughes, in Toluca, Mexico. Langston had not seen his father since he was a small child, and he was excited about making the trip. However, during this visit, no affectionate bond would develop between Langston and Jim. Jim Hughes was a cold, difficult man, who was driven by ambition to make money and achieve respect. He had moved to Mexico to avoid segregation and racial injustice in the United States. As the manager of an electric company and owner of a ranch and mines, Jim expressed contempt for black

Social Media in the Hiring Process Free Essays

A current and somewhat controversial topic regarding the hiring process is employers’ use of social media screening. The most popular sites to be checked are Facebook, LinkedIn, and Twitter and now more than ever, companies are looking on the Internet to see if applicants are active on these social media websites (Swallow). Harris Interactive conducted a survey of 2,303 respondents from February 9, 2012 through March 2, 2012 to find out how many companies used social media sites to check on job applicants. We will write a custom essay sample on Social Media in the Hiring Process or any similar topic only for you Order Now The results showed that 37 percent of respondents indicated their companies used social media web sites to check on job candidates. Sixty-five percent indicated they were looking to see if a job candidate appeared professional and 51 percent indicated that they were checking to see if the candidate would be a good match in the company’s culture (â€Å"Social Media A Big Part of Hiring Process†). Another survey done by a social media monitoring service, Reppler, reveals even higher results. Their study found that over 90 percent of recruiters and hiring managers have visited a potential candidate’s profile on a social network as part of the screening process. The study also shows that 69 percent of recruiters have rejected a candidate based on content found on his or her social networking profiles although 68 percent say that they have actually hired a candidate based on his or her activity on those sites. The most common reasons for rejection include lies about qualifications, inappropriate photos (racy or indicative of drug or alcohol use), negative comments about a previous employer, and poor communication skills. The most common reasons that an employer has hired someone after viewing his or her social media profile include demonstration of a positive personality and good organizational fit, evident creativity, and good references posted by others (Swallow). Although screening social media profiles can provide employers with a wealth of useful information, it also comes with some potential pitfalls. Employers can get in trouble by obtaining information that is unlawful to consider in an employment decision such as an applicant’s race, religion, national origin, age, pregnancy status, marital status, disability, sexual orientation, and gender. In order to decrease the likelihood of a discrimination charge, employers sometimes have a person not involved with the hiring process review social media sites in order to filter out information about inclusion in a protected class (Michale). There are also social media screening services that claim to filter out any information pertaining to a protected class (Sterling Infosystems). As was mentioned earlier, one of the reasons for employers choosing not to hire someone based on their social media profile is inappropriate photos, including those in which alcohol use is shown. Using this as a reason to reject an applicant can put the employer in a sticky situation depending on the particular state’s â€Å"off-duty† laws. In over half the states it is unlawful for an employer to take an adverse employment action based on an employee’s lawful conduct on their own time, even if the employee is only prospective. In â€Å"Using Facebook to Screen Potential Hires Can Get You Sued,† Robert Michale cites Minnesota as an example. In this state it is unlawful for an employer to prohibit a prospective employee from using lawful products such as alcohol and tobacco. So how can applicants protect themselves or best represent themselves within the social media domain? Renee Jackson, a Labor and Employment lawyer with Nixon Peabody LLP, has some advice to give. Jackson recommends that applicants assume that companies are looking for information about applicants online, whether or not it’s true. Another tip is to try displaying â€Å"the most professional online image possible. † In order to get a glimpse of one’s image, Jackson encourages job seekers to Google themselves and some keywords from their resumes and see what results come up (Quast). Chirag Nangia, CEO of the social media screening service Reppify, offers advice similar to Renee Jackson’s. Nangia encourages job seekers to try to depict themselves in a manner that would be attractive to the company they want to be a part of. A ZDNet study indicated that British Facebook users are drunk in 76 percent of their photos. It doesn’t take a Human Resources guru to know that this is probably not the best representation of professional behavior (Quast). Finally, a prospective that hasn’t been touched on is that of the applicants. A study presented at the 27th Annual Society for Industrial and Organizational Psychology Conference in April 2012 shows that employers that use online screening practices may be â€Å"unattractive or reduce their attractiveness to job applicants and current employees alike. † The study involved 175 students who applied for a fictitious job they believed to be real and were later informed they were screened. Applicants were â€Å"less willing to take a job offer after being screened, perceiving the action to reflect on the organization’s fairness and treatment of employees based on a post-study questionnaire. They also felt their privacy was invaded. † Works Cited Ahearn, Tom. â€Å"Social Network Screening by Employers May Make Companies Unattractive to Job Applicants. † ESR News: Background Check News from Employment Screening Resources (ESR) A ». N. p. , 10 July 2012. Web. 18 Oct. 2012. http://www. esrcheck. com/wordpress/2012/07/10/social-network-screening-by-employers-may-make-companies-unattractive-to-job-applicants/. Michale, Robert. â€Å"Using Facebook To Screen Potential Hires Can Get You Sued. † Fast Company. N. p. , 20 July 2012. Web. 8 Oct. 2012. http://www. fastcompany. com/1843142/using-facebook-screen-potential-hires-can-get-you-sued. Quast, Lisa. â€Å"Recruiting, Reinvented: How Companies Are Using Social Media In The Hiring Process. † Forbes. Forbes Magazine, 21 May 2012. Web. 18 Oct. 2012. http://www. forbes. com/sites/lisaquast/2012/05/21/recruiting-reinvented-how-companies-are-using-social-media-in-the-hiring-process/. Quast, Lisa.  "Social Media, Passwords, and the Hiring Process: Privacy and Other Legal Rights. † Forbes. Forbes Magazine, 28 May 2012. Web. 18 Oct. 2012. http://www. forbes. com/sites/lisaquast/2012/05/28/social-media-passwords-and-the-hiring-process-privacy-and-other-legal-rights/. â€Å"Social Media a Big Part of Hiring Process. † UPI. N. p. , 18 Apr. 2012. Web. 18 Oct. 2012. http://www. upi. com/Business_News/2012/04/18/Social-media-a-big-part-of-hiring-process/UPI-39211334725479/. â€Å"Sterling Infosystems – Why Screen? † Sterling Infosystems – Why Screen? N. p. , n. d. Web. 18 Oct. 2012. http://www. sterlinginfosystems. com/why-screen. htm. How to cite Social Media in the Hiring Process, Essay examples

Incident of Bacchus Marsh Hospital Samples †MyAssignmenthelp.com

Question: Discuss about the Incident of Bacchus Marsh Hospital. Answer: Introduction This assignment will be discussing about an investigation process conducted by the Australian Health Practitioner Regulation Authority (AHPRA) after a hospital namely The Bacchus Marsh Hospital witnessed unnatural death of babies. This investigation was carried out to review the process occurred in the hospital and the knowledge of the workers about the issue (Teng, 2016). Further, the investigation was reported to the health department of Australia, which further ordered to investigate the process, authority, system and capacity of the healthcare system to understand the critical issues affecting the quality healthcare of that facility. Further, this assignment will point out the findings and will provide recommendations complying with the AHPRA norms regarding the legislation, practice, policies and procedure so that such issue cannot happen in future (Parnis, 2015). Incident and context According to the reports of Spooner (2017), Bacchus Marsh Hospital witnessed unnatural deaths of babies due to which the AHPRA decided to investigate the process of the hospital and find out the reasons behind this. The investigation radius included 40 health practitioners including doctors, nurses and several other health practitioners. Within which, 5 doctors were stopped from serving patients until the investigation process overs. There were 23 practitioners, who were probed while investigation and 17 practitioners were still under investigation (Hamilton Marietti, 2017). The investigation mentioned that 12 health practitioners had worked as healthcare supervisors in their past. According to the findings of AHPRA. 11 of the babies could have been saved using proper interventions. The AHPRA and hospital authority researched several documents; hospital records to find out the interventions applied to those kids and interviewed the healthcare professionals present in the healthcare settings at the time of this incident (Spooner, 2017). Similar incident occurred in the Djerriwarrh health service where almost 10 kids died due to lack of proper healthcare facility. All these healthcare facilities are present in Victoria where the Department of Health and Human Services is useful for the policy, strategy, funding and allocation. However, the lawyer of the patients affected accused that the AHPRA process was slower as the processes of mortality reporting and feedback took time to occur. Review finding While reviewing the process undertaken by the health ministry and AHPRA, it was observed that the authority of hospital and AHPRA took immediate action, so that further risk of the patients could be reduced. Further, the second most important thing that was noticed about the staff was their untrained attitude towards healthcare (Burson, 2015). Furthermore, despite f presence of medical supervisors, the clinical framework of the healthcare facility was such that they were unable to scrutinize and assess the clinical activities in timely manner. Furthermore, while conducting the research of the documents, it was seen that the hospital authority lacked proper perinatal mortality and morbidity review system. The rate of perinatal mortality in the Djerriwarrh healthcare service was higher than any other healthcare facilities in the state (Hamilton Marietti, 2017). The laws and safety standards the Bacchus healthcare facility failed to meet The first standard the Bacchus healthcare facility failed to comply with was the Australian standard for safety and quality. Furthermore, departments like skills and development management, incidents and customer feedback management, determination of patients rights were running under risk factor (Burson, 2015). Secondly, the healthcare facility did not complied with the Victorian healthcare quality and safety standards and did not had any framework to assess the degree to which the Djerriwarrh hospital complied with the standards (Fay Adamson, 2017). Capacity of the department of AHPRA to assess the clinical performance of hospitals While assessing the investigation process, it was understood that the AHPRA had used different online and offline informations to identify the clinical deficiencies present in the process. Further, the process the department chosen to identify the root cause of the issue was according o the Victorian principles of identification of clinical reporting (Teng, 2016). However, the lawyer of the clients who lost their babies accused the authority for being slow in the process of implementation of their audited outcomes. Furthermore, the authority has the capacity to enhance the healthcare practice by providing the training of clinical governance framework so that the officers, who will conduct the investigation, will be able to carry out consistent reporting with responsibility (Alexander, Bogossian New, 2017). Recommendations After completing the assessment and review of the process, there are some recommendations that should be followed by the Djerriwarrh healthcare facility. These are: Each staff of the healthcare facility should be provided with the fetal surveillance education and annually should be evaluated using the Fetal Surveillance Education Program (FSEP) so that those employees can highlight their skills to higher authority. Further, the AHPRA should focus on different interrogative reports and should take necessary steps to understand the Incident Severity Report or ISR so that the organization can understand the clinical interventions that they should apply in their clinical settings. The Djerriwarrh health safety should focus on its relations with the government health and safety organization to provide they staff with training of pediatrics and childcare techniques so that the incidents of child death can be reduced (Parnis, 2015). The Djerriwarrh hospital midwifery andnursing staff should meet every week for a meeting regarding the childcare and intervention they have provided in their respective wards. Further, it will help the organization to keep a record of the clinical activity and outcomes of that week. Furthermore, the healthcare facility and the AHPRA both should make a committee so that they can take necessary steps for the training, development and outcomes of their clinical interventions (Hamilton Marietti, 2017). Conclusion Death of children due to lack in healthcare facilities and untrained healthcare professionals lead to the Australian Health Practitioner Regulation Authority to conduct an investigation so that the primary reason for the incident can be assessed. This assignment provides all the information regarding the context and incident, furthermore, provided the feedback regarding the review has also been mentioned. The capacity of the department for assessing the clinical performance and its law and ethics were presented. Finally, a set of recommendations were presented so that the governments regulations can be complied in the hospital systematically. References Alexander, C., Bogossian, F., New, K. (2017). Australian stories of midwives under clinical investigation: A phenomenological exploration of the personal and professional impact.Women and Birth,Vol. 30, No. 1, pp. 22. DOI: https://doi.org/10.1016/j.wombi.2017.08.056 Fay, P., Adamson, L. (2017). Is there an occupational therapy employment crisis within Australia? An investigation into two consecutive cohorts of occupational therapy graduates from a single Victorian University identifying trends in employment.Australian occupational therapy journal,Vol. 64, No. 6, pp. 466-476. DOI: 10.1111/1440-1630.12432 Hamilton, K., Marietti, V. (2017). A qualitative investigation of Australian psychologists' perceptions about complementary and alternative medicine for use in clinical practice.Complementary therapies in clinical practice,Vol. 29,No. 1, pp. 105-110. Retrieved from: https://doi.org/10.1016/j.ctcp.2017.09.003 Parnis, S. (2015). When a complaint is made-improving the AHPRA notification experience.Australian Medicine,Vol. 27, No. 3A,pp. 35. Retrieved from: https://search.informit.com.au/documentSummary;dn=078188077815138;res=IELAPAISSN: 2202-1701. Spooner.R, (2017)Forty workers investigated over Bacchus Marsh Hospital baby deaths.Retrieved from https://www.smh.com.au/national/health/forty-workers-investigated-over-bacchus-marsh-hospital-baby-deaths-20170309-guv0rc.html.on 10 march 2017. Teng, J. (2016). AHPRA-Notifications, investigations, processes and outcomes.AustralianNursing and Midwifery Journal,Vol. 23, No. 7, pp. 24. Retrieved from: https://search.proquest.com/openview/70e81af07d3df8fc2720c1efdab63f5c/1?pq-origsite=gscholarcbl=33490