Output devices and techniques Essay Example

Output devices and techniques Essay Example Output devices and techniques Paper Output devices and techniques Paper For this assignment we have to produce a report on the types of hardware and software requirements, and their purposes, for an IT system. In the context of this essay I have decided that bullet point form along with brief descriptions and graphics is the best way to present this assignment. 6 STAGE MODEL Shown above is the six-stage model, showing the processes undertaken by a computer system. Below is what each of my pictures represents: Mouse: Input Device   The Tower: Central Processing Unit Monitor: Output Device   Floppy Disk: Backing Store. Head: Main Memory   Telephone: Communications Devices e. g. Internet Input Devices and Techniques Input devices are the means whereby computers can accept data or instructions (Heathcott P M, 2000, p 159)   Keyboard: The keyboard is the most commonly used of all input devices. It can be used for a various number of tasks, form entering programs, to typing documents using a word processor, or entering a persons personal details etc.   Mouse: The mouse and its variants such as the trackball is well known with all PC users. Scanner: A scanner can be used to scan graphical images and photographs, and software can then be used to edit or touch up the images. Scanners can also be used to read typed or hand-writtten documents and this can then be interpreted by using OCR software, which can then export it to a word processor or data file. Scanners can also be used to input large volumes of data on pre-printed forms such as credit card payments, where the customers account number and amount paid are printed at the bottom of the payment slip. Web Cam: This transfers images onto the screen. In can be used via the internet for video conferencing or you can even pre-record messages and send them via E-mail. Bar Code Reader: Bar codes appear on almost everything we buy, whether it is a new CD or a tin of bins. The pattern of thick thin lines represents the 13 digit number underneath the bar code. There are four main pieces of information on a bar code. The first few two or three digits represent in which country the product was registered. The next five digits represent the manufacturers code. The second group of five numbers represents the product and package size. The last digit is a check digit, which is calculated from the other digits in the code and ensures that the barcode is keyed in or read correctly. A very similar process to that used in the ASCII code where the spare digit is used as the parity. A Product Bar Code Light Pen: A light pen is a device which incorporates a light sensor so that when it is held close to a screen over a character or part of a graphic, the object is detected and can be moved to create or modify graphics.   Microphone: An input devise for sound recording. OMR (Optical Mark Recognition): An Optical Mark Reader can detect marks made in present positions on a form. The most common example of this is the lottery. It is also widely used for marking, multiple choice exams and market research questionnaires.   OCR (Optical Character Recognition): Light is emitted, bounced back and then received. This is how the OCR reads its characters. The light emitted is in different resolutions depending on the character. OCR is used widely in services such as gas and electricity etc.   MICR (Magnetic Ink Character Recognition): All banks use MICR for processing cheques. Along the bottom of a cheque the banks sort code, customer account number and cheque number are encoded in special characters in magnetic ink. The amount of the cheque is encoded in magnetic ink when it is handed in at the bank. The cheques can then be processed by MICR devices that read, sort and store the data on disk. MICR has several advantages for processing cheques: 1. It is hard to forge the characters 2. The characters can be read even if the cheque is crumpled, dirty or smudged 3. The characters are readable by humans, unlike bar codes The disadvantage of MICR though is the expense. This is why you dont find many other examples of it being used.   Swipe Cards: Swipe cards are operated by using a magnetic strip. They are used in credit cards, debit cards, railway tickets, phone cards and many others. The magnetic strip can be encoded with upto 220 characters of data and other 83% of adults in Britain own at least one card. Unfortunately because there are only 220 characters of data this makes the cards very easy to copy, which is why the strips will eventually, disappear and be replaced by a chip, which is almost impossible to fake. Something slightly similar to the smart card. Smart Cards: Smart cards are of a similar appearance to that of the swipe cards, but instead of using the magnetic strip they contain a small 1-millimeter square microprocessor which is stored in the centre of the card. This is then protected by a small gold electrical contact the card can still read information through this. Unlike the swipe card the smart cards can hold millions of characters of data. In the future banks hope to replace all the swipe cards with a Super card which will also be able to be used to pay for smaller goods such as milk and newspapers without the need to carry cash. This card will almost be unbreakable. In Belgium they already have a similar system working to this it is called the Proton Card, which incorporates the use of both magnetic strip and a microprocessor chip for bank withdrawals and payments of small goods. The Smart Card   Touch Sensitive Screens: A touch sensitive screen allows the user to touch an area of the screen rather than having to type the data on a keyboard. They are widely used in tourist centres, where tourists can look up various local facilities and entertainments, in fast food stores such as McDonalds for entering customer orders, in manufacturing, and also bars. Digitisers: A digitiser can draw quality illustrations. It has a flat rectangular slab onto which a stylus (anything that terminates in a point) is placed. Output Devices and Techniques The ultimate aim of the computer is to produce useful information, the information that is produced by the computer is in binary digits, we therefore need devices to translate these into a form we can use (Corbitt T, 1990, p 11)   VDU: (Visual Display Unit) The VDU is similar in appearance to the television receiver, an alternative name is the monitor. VDUs have better resolution than TVs and therefore are better for graphical work. It has its own fixed amount of RAM (Random Access Memory) associated with it to store the image being displayed on the screen. So the more RAM it has the better the resolution displayed on the screen. The number of pixels used to represent a full: If 1 bit represents each pixel then two colours can be displayed, so to display 256 colours you would need 8 bits (1byte) It is usually possible to adjust both the resolution and the number colours if you select a high resolution you wont be able to have as many colours because of the memory available on the VDU. Printers The results of processing are usually required in printed form. Printers come in all shapes and sizes, there are two main categories of printers:   Impact Printers which transfer the image on to the paper by applying pressure against a ribbon onto the paper, this transfers ink form the ribbon to the paper forming the image   Non-impact Printers which produce the image on the paper without any contact. Impact Printers   Dot-matrix: The characters on this are formed by dots. The print head contains a number of needles, the more there are of these the better the quality of print. A head with nine needles would take seven horizontal movements to print a character, this printer would be said to have a seven-by-nine-character matrix. In the latest type near letter quality is produced by double printing. The line of type is printed, the head moves back to the beginning of the line, moves down fractionally and then prints the line a second time. This doubles the time taken to print a document. To overcome this more expensive models use twice the number of needles and near letter quality can be achieved with one pass of the head. The dot-matrix can also print out graphics and pictures of a basic quality. Dot-matrix printers, which can print in colour, are available, these use a ribbon which contains red, green and blue. Coloured output is obtained by repeated printing, repositioning of the paper, print head and ribbon. The dot-matrix can print between 30 and 200 characters per second (cps).   Daisy-wheel printers: The print head consists of flexible arms extending from a centre hub, the characters are at the tips of the arms. When printing the hub revolves bringing the required character next to the ribbon. Some daisy-wheel printers are bi-directional and the print head can turn in either direction so that quickest possible print time is achieved. The print can be changed so that different font styles can be used. Daisy wheel printers are unable to print graphics unlike the dot-matrix. It is capable of speed ranges 12 to 55 cps. Non-impact printers   Thermal printers: These use specially treated paper, which is affected by heat generated by the print head as it passes across the paper. The main advantages are that they are silent and fast, printing 30-120 cps. Disadvantages are that the paper is expensive and that the printed image degrades in time.   Ink-jet printer: With this type of printer the characters are formed on the paper by spraying it with a stream of ink dots. They are fast, printing 150-270 cps and almost soundless, the quality of print is very good. A Canon Bubble Jet Printer BJC7000   Plotters: Plotters are used to produce drawings, diagrams and other types of graphical output. There are two varieties in use, the flatbed plotter which is used where accuracy is important and the drum plotter which is used for business applications. The flatbed type is fixed while the pen moves over the top of the device while the axis moves up and down, whilst the drum variety uses continuous stationery. In both types the pens, under the program control, are moved to the down position, the movement of the pens is then controlled to draw the image. There are from one to six pens, which can be used to output different colours. There is also the less commonly known graph plotter. This is most commonly seen in use for lie detector tests.   COM: (Computer Output on Microfilm) The problem of storing information on paper can be considerable in a large business. One way to solve this is to have output from the computer photographed as microscopic images directly onto microfilm. Two methods of storage are used, one put the information onto a roll of 16mm film while the other uses microfiche. Microfiche can store upto 100 pages of A4 on a single piece, to see it you must have a microfiche reader. The most recent examples of this being used is in libraries and in garages for checking car parts. Data can be stored onto microfilm directly from the computer or off line using magnetic tape as an intermediary store. Voice output: The output of the computer can be given in spoken form by using voice synthesisers to transform words stored in the computer into human speech, this is great for disabled people who cannot speak as it allows them to communicate. The user can hear through a loudspeaker. Secondary device techniques A permanent, non-volatile form of storage is required by all computer systems to save software and data files. Magnetic tape, magnetic disks, CD-ROM (Compact Disk Read Only Memory), and microfilm are all examples of what is known as secondary storage.

Skate America Essay Example | Topics and Well Written Essays - 500 words

Skate America - Essay Example Two of the most prevalent online competitors are A1 Skateboards and Element Skateboards. A1 Skateboards uses person marketing, taking it a bit farther with customization options. Skateboards and accessories are also offered by product line or brand, just as with Skate America. Element Skateboards takes a different approach, using event marketing. Information about X-Games dates and locations takes up most of the home page with its severe black and red color scheme. Though this online retailer is listed as a skateboard supplier, the product list and links are difficult to see. Skate America does an excellent job in design, theme and presentation of its web site. Attractive, yet not too busy, the site provides links to brand or professional line products, as well as others. Graphics are pleasant and eye-catching, without distracting viewers. Its red, white and blue scheme works well with the design and fits its short and easily recongnized name. Strengths for this online seller are des ign and appropriate selection of products. Weaknesses are lack of personalization such as the customizable skateboards that A1 Skateboards offers and failure to promote skateboarding and skating, by providing topics or information of interest. Skate America attempts to direct its efforts toward all skateboarders and skaters. While the product and brand offerings are more than adequate, its difficult to determine who the intended audience with its generic feel.

Analyze how the 4 authors approached the issue of race, its history, Research Paper

Analyze how the 4 authors approached the issue of race, its history, and place within slavery - Research Paper Example The authors discussed below each represent a certain part of the African American heritage in the New World. Ira Berlin Ira Berlin in his essay â€Å"From Creole to African: Atlantic Creoles and the Origins of African-American Society in Mainland North America† discussed that not all slaves transported to the New World were not pure Africans. Instead there were a lot of people who were between Africans and European and were known better as Creole. The origination of the term Creole in early America is also traced and is indicated as an integral part of early America (Berlin, 21). Creoles are often overlooked by historians but they are an integral part of black immigrants in early America. Berlin supports his thesis by using evidence such as the opening story about Virginia’s Robert â€Å"King† Carter who renamed all of his slaves to prove his absolute power and ability to abuse slaves (Berlin, 19). The author focuses on how plantation slaves were handled and this is merged into the origins of the Creole people. The influence of the European traders in modifying large tracts of the populations along the Gold Coast and Elmina by interracial mixing of African and Europeans is also clearly demonstrated (Berlin, 22). Based on this change, Creoles were put in a position to assume roles that eventually made them important mediators between European traders and indigenous Africans (Berlin, 27). The movement of Creoles into the New World demonstrates that the influence of Dutch traders was significant in settling the Creoles in America through their bases in Curacao and New Amsterdam (Berlin, 30). Following this the author talks of various Atlantic Creoles who were established in Virginia who later diverged into other states present in early America (Berlin, 42). The end of the essay is used by the author to present various kinds of evidence used to augment the initial thesis. Margaret Washington Washington’s chapter â€Å"Gullah Roots† is based on a specific ethnic group of African slaves captured from several different African countries that were later known as the Gullah. The author argues that a majority of planters in America preferred a specific ethnic class of Africans who were adept at cultivating rice. These Africans were captured and enslaved from a region better known as the Gold Coast (Washington, 68). These slaves were subjected to masters who â€Å"also reinforced the Old World heritage† which means that these salves were subjected to inhumane treatment and were treated as people of lower status. These slaves are shown as being large contributors to modern African American culture. The author has used multiple primary sources such as a written source from the governor of Leeward Islands from 1701 (Washington, 68). This example as well as others supports the argument that slaves from the Gold Coast area were preferred. The records of Henry Laurens have also been used and reveal â€Å"a sense of prevailing attitudes toward African origins† in terms of slaves destined for the New World (Washington, 72). The author also uses secondary sources such as those related to the Muslim religion in order to augment aspects of the Gullah culture for example the Fulani and Mandinga Muslims who were settled in the mountainous regions of Sierra Leone (Washington, 76). These examples show that Muslims gained influence and authority and used it to enslave other

Gender Inequality Essay Example for Free

Gender Inequality Essay It is not up for debate whether women are discriminated against in the workplace it is evident in census data; in 1998 women made 73 cents to the dollar paid to men. Even today, there is still a pay gap that exists between women and men. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work. Data shows that women do attend to family obligations, like having a child, caring for a sick family member, or caring for an elder; but they also do not give up on work. Yes, women often chose lower paying jobs in exchange for flexible hours and do spend a lower number of hours per week long-term at their jobs than their male counterparts. Because women are socialized to be the primary care givers they are kept at these lower paying jobs that are more flexible, the jobs allow them to care for their family yet still retain an income (possibly a second income for the household). Women’s changing roles in society has resulted in this workplace problem. Women are allowed and often encouraged to work but they are not rewarded or compensated at the same level, for their efforts, that men in the work force are. The pay gap would be narrowed if companies were more conducive to family schedules. Men and women would receive equal pay for the same job. Companies would benefit by retaining quality employees. Men and women need to start out making the same amount of money for the same job, companies need to offer women ample maternity leave, families need to be offered childcare (or childcare compensation), there needs to be a flexible work environment, and men should never be discouraged from taking paternity leave. It seems that women workers have reached a plateau in society. In order for women to be respected as men are) in the workplace there needs to be a redistribution of domestic and family work. It’s acceptable now for women to work; but this acceptance into the workforce has not drastically changed what they, women, are expected to perform at home. There is no way for women to move forward to equality in pay if they are not recognized as contributors to their job (i.e. women are still expected to perform outside of work in the family setting as well in a way that men are only expected to perform at work and not at home). As soon as more domestic and family work is allocated to men than women will be able to attain equal pay. Women, with less work at home, will be able to commit to full time jobs, have to leave the workforce less, take less leave, and be able to climb the corporate ladder just as men are today. Since 1942, gender inequality, at least in pay, can be traced. In 1942 the National War Labor Board issued a general order that authorized employers to make voluntary adjustments in salaries or pay in order to demonstrate gender equality (at least in jobs were women and men worked the exact same job and had comparable quality and quantity of work) (CNN). Rates of women in labor unions has been increasing since they have entered the workforce. Even with the increase of women union numbers this inequality of pay still exists. Women are encouraged by unions and other organizations to sue their employer if they are being treated unfairly in the workplace. Women are unlikely to pursue this option against their employers because of limited resources, i.e. money and time. Gender discrimination in the workplace is not only evident in the pay gap but also in sexual harassment and the â€Å"glass ceiling† in organizations. The term glass ceiling began as a reference to discrimination against women in the work force. â€Å"Glass ceiling† encompasses many different kinds of discrimination against women workers including but not limited to: differences in pay for comparable work, sexual harassment in the workplace, and companies that do not have family-friendly policies. The glass ceiling is an unwritten rule in many businesses. The ceiling is an invisible barrier that usually affects minorities and women. This barrier is extremely debilitating for women in their job because it makes them feel inferior and that their bosses do not take them seriously because of their sex. Women feel that their bosses aren’t taking them seriously because the bosses do not view them as potential candidates for the most prestigious positions in the establishment. The glass ceiling is another oppressive means used by corporate America to keep women out of powerful positions and keep them from raking in a lot of money; in terms of their gross income. A study done by the U.S Department of Labor in 1991 reviewed nine Fortune 500 companies and the results confirmed that workers in these companies, minorities and women especially, came into contact with the invisible barrier, â€Å"the glass ceiling†, very early on in their careers. The U.S. Supreme Court has designated two different types of sexual harassment in workplaces: Type 1 and Type 2. Type 1 is harassment that directly results in an employment outcome (ex. the harasser would say that if you don’t do X you will lose your job). Sexual harassment of Type 2 is not nearly as direct but creates a hostile work environment for the harassed worker. This hostile in environment can be created by rude gestures, sabotaged work, inappropriate name calling, vulgar jokes, unnecessary touching, comment on the appearance of others (physical attributes), etc. Women are now surpassing men in the amount of education, in years and higher degrees, they have. If the workforce does not allow them to pursue executive career options then they will find themselves unable to fill these positions. Women in 1996 earned 1,255,057 college degrees as compared to men who earned 992,638 degrees (Career Planning). The ever increasing amount of women furthering their education makes them more likely to want to enter the job market. Also, the longer a woman is in school the longer she will be in the workforce, when she enters it, because it is likely that she will delay childbearing. Even though female graduates may be even more qualified for a position than her male counterpart the woman will be much more likely to be recommended for a job as an assistant or secretary job than the man. She will be told that this assistant or secretarial job is her way to get her foot in the door at the company. The employers will act like this is a typical entry-level position when in fact a man in the same situation will immediately begin at a much higher level in the company. Women are over represented in the lower paying jobs in the company- almost all assistants and secretarial positions are filled by women while men crowd the top and fill the most prestigious positions in the company. This concentration of men at the top and women at the bottom is called â€Å"occupational segregation†. I began the Intro to Critical Feminist Studies course with a very clear idea of what feminism is yet I was hesitant to call myself a feminist. A feminist, to me, is someone who advocates for women’s rights and their equality as compared to men. Women and men are equal yet both are very different. A feminist is someone who capitalizes on and embraces the differences between men and women. Anyone can be a feminist but feminism, to me, means only advocating for women’s issues like gender discrimination in the workplace. Through the semester my definition of feminism has not changed drastically; yet I am much more willing to associate myself with this movement/name. My hesitation in calling myself a feminist was based on worries about the social implications of the word â€Å"feminist†. I don’t judge people merely because they attach this label to themselves or associate with other â€Å"feminists† so there must have been some deeper concern about the social implications of being one, a feminist. I don’t think that individuals necessarily associate being a feminist with negative things but that socially, in group situations and in the larger context of society and politics, being labeled as a feminist will limit your options. Specifically, I am concerned with the implications of being a â€Å"feminist† in the workplace. The workplace, to me, is the center of the politically correct and somehow labeling yourself a feminist makes you politically incorrect and socially awkward. Labeling yourself a feminist, ironically, attributes a male characteristic to you, i.e. confidence. Because feminists are labeled with this confidence and that they have such a clear idea of what injustices against women are they are outcasts. This topic, gender discrimination in the workplace, is related to a topic in my previous papers, women and healthcare. The job market is probably the most influential factor in an individual’s ability to obtain health insurance. This job-place discrimination against women indirectly affects the quality of healthcare available to most American women. It’s important to me to have equality in the workplace because I am a women and I don’t deserve to make less money than a male-counterpart just because of my sex. Even if it is the case that women are in and out of the labor force (more than men) because of familial obligations there is no cause for this discrimination in the workplace. Women are in and out of the labor market caring for men, men’s children, and men’s relatives yet women get paid less than men for the same job. There is even more cause for the wage gap to be closed because women’s roles are changing; many women are both mothers an d workers. In the past, maybe it was OK (not just but socially acceptable) for women to make less money than men because men were the providers and the woman’s income was play money. This is no longer the case. Women are now equal providers for their family, possibly the bigger earner, and frequently the sole provider for their household (single moms etc.). A female that just graduated from college with a major in marketing calls an agency to schedule an interview. She gets to the interview on time, well dressed, and ready to be hired. The interview proceeds and the interviewer is impressed with her resume; but is very interested in her typing speed. The interviewer takes the recent grad to another room, a computer lab, where she is sat down and prepared to take a typing test-to determine her words per minute. While typing, she sees an acquaintance of hers from school and he is applying to work for the agency as well. Her male acquaintance is interviewed by the same person yet he is immediately suggested for a position in the company without taking a typing test. The interviewer suggested the taping test for the female grad because having good typing skills would help her get her â€Å"foot in the door†, i.e. she could start out as an assistant or secretary. Even though both prospective employees, the woman and the man, had equit able educations the woman was not encouraged/allowed by the interviewer to enter the ranks of the business as anyone but a secretary (Career Planning). Some examples of gender discrimination in the workplace are: women not being hired for a position (which they are qualified for) because the company’s long-time clients feel more comfortable dealing with men, during company cutbacks men with the same job with less seniority keep their job over a woman who has been working for the company for a long time, and women not being able to attain a promotion even though they qualify for it (the woman has exemplary reviews and has earned many awards in her position (like employee of the year, etc.) the promotion is given to a less qualified male). After the National War Labor Board issued general order sixteen the fight for equal pay continues. President John F. Kennedy signed the Equal Pay Act in 1963. This Act signed by JFK applied to 27.5 million workers (both men and women) and required â€Å"employees doing work requiring equal skill, effort and responsibility- and work performed under similar working conditions-be paid equal wages† (CNN). In subsequent years, following both the general order sixteen and the Equal Pay Act, numerous bills and acts have been passed to guarantee women and men equal pay for the same job; yet the pay gap still exists today. A more recent statistic on the pay difference, from 2000, found that women still make .80 cents to the dollar that’s paid to their male counterparts (GAO). A few women have been compensated for their lost wages. The Department of Labor’s Office of Federal Contract Compliance Programs, OFCCP, began reviewing corporate management systems in 1993. The OFCCP began the review process after President Bill Clinton signed the Family and Medical Leave Act. This Act protects workers jobs guaranteeing them at least twelve months of unpaid leave due to the birth of a child or extreme family circumstances (someone is very ill, etc.). These reviews of corporate management systems has been instrumental in paying back wages to women. One of the OFCCP’s reviews included an evaluation of Fairfax Hospital in Virginia. The hospital, as a result of its preliminary review by the OFCCP, agreed to pay over $425,000 in back wages to 52 female workers ; these workers were â€Å"employed in the top six grades of the hospital’s personnel structure† (CNN). Also, after the hospital’s review they gave 44 out of the 52 women pay raises, which gave these individuals more than $178,000 (extra) in total. These raises account for more than $4,000 a year extra income for each woman. Out of all the corporate reviews by OFCCP, the largest settlement was with CoreStates Financial Institution in Philadelphia, Pennsylvania. As a result of their review CoreStates paid more than 1.5 million dollars to women and minorities to compensate them for (past) pay discrimination. In addition to paying the 1.5 million dollars to workers CoreStates paid more than â€Å"334,000†, in salary adjustments to 76 women and 66 members of minorities† (CNN). The monetary compensation does not address the root of why women are paid less than men. If companies are willing to settle with the OFCCP and pay lost wages to female workers then they obviously recognize the injustice they are committing in the pay scales. Even with the passage of numerous acts that require employers to give equal pay the gap still continues between women and men’s salaries. From the 1960’s when JFK signed the Equal Pay Act the number of women workers was at an all-time high. From the beginning of the 60’s to the mid 70’s more than half the increase in the amount of workers in the labor force was made up of women. Most of these women were married and delayed having children so they could stay in the labor force longer. Even though women’s primary obligations are to their families they still do remain in the workforce after having children. Families can’t make it without the second income provided by the female. Women are in and out of the labor force but only to recover from childbirth; the number of working moms in 2006 was over 2.6 million. More than 72 percent of mothers in the Unites States, with children under the age of 18, are either employed part or full-time. Women are in hostile environments at home and at work. Women are paid less than men for the same job, are sexually harassed at work, and are cornered into low paying demeaning work. Even though women are expected to be equal providers for their family they are also expected to be the primary caretaker of their family. It is impossible for women to excel in both arenas if they are not granted equality. This equality would include either redistribution of domestic and family work (while women continue to work in the office) or equal respect for â€Å"women’s work† (women staying at home while men work in the office).

McMurphy as Hero of Ken Keseys One Flew Over the Cuckoos Nest :: One Flew Over Cuckoos Nest

McMurphy as Hero of One Flew Over the Cuckoo's Nest A hero is considered to be any man noted for courage or nobility of Purpose; especially, one who has risked or sacrificed his life. In Ken Kesey's novel, One Flew Over the Cuckoo's Nest, the reader can see how McMurphy is a prime example of a hero. McMurphy's strength embodies a heroic devotion to the other acutes on the ward. There were no heroes on the psychiatric ward until McMurphy's arrival. McMurphy gave the patients courage to stand against a truncated concept of masculinity, such as Nurse Ratched. For example, Harding states, "No ones ever dared to come out and say it before, but there is not a man among us that does not think it. That doesn't feel just as you do about her, and the whole business feels it somewhere down deep in his sacred little soul." McMurphy did not only understand his friends/patients, but understood the enemy who portrayed evil, spite, and hatred. McMurphy is the only one who can stand against the Big Nurse's oppressive supreme power. Chief explains this by stating, "To beat her you don't have to whip her two out of three or three out of five, but every time you meet. As soon as you let down your guard, as sson as you loose once, she's won for good. And eventually we all got to lose. Nobody can help that." McMuprhy's struggle for hte patient's free will is a disrup tion to Nurse Ratched's social order. Though she holds down her guard she yet is incapable of controlling what McMurphy is incontrollable of , such as his friends well being, to the order of Nurse Ratched and the Combine. Even though McMurphy's own sacrifice of life is the price of his victory, he still attempts to push the ward patients to hold thier own personal opinions and fight for what is ethically right. For instinace, McMurphy states, "But I tried though,' he says. 'Goddammit, I sure as hell id that much, now didn't I?" McMurphy strains to bring the 'fellas' courage and determination in a place full of inadequacy and "perfection." McMurphy obtains a lot of courage in maintaining his own sort of personal integrity, and trying to keep the guys' intergrity and optimistic hope up.

Thinking About Diversity

The dimensions of cultural diversity are categorized as primary dimensions and secondary dimensions. Primary dimensions are generally considered fixed and involuntary. Age, gender, race, and ethnic heritage would be examples of primary dimensions. People do not have a choice of when they are born and thus their age. Gender, race, and ethnic heritage are also not open to choice. Mental and physical abilities are also usually defined as primary dimensions of diversity. Specific biological functions of the brain can be considered primary dimensions of diversity, but knowledge and education can improve mental ability. It is also possible to improve physical ability to a certain extent by incorporating healthy diet and physical conditioning into one’s lifestyle. Physical ability is listed as a primary dimension of cultural diversity because height, bone structure, and other physical attributes are genetic and not open to choice. Sexual orientation is also a primary dimension of diversity. Secondary dimensions of diversity include attributes that are considered less central to social identity. These dimensions can change based on life experiences. They include where one lives and works, socioeconomic status, education, and religion. Ethnic, Cultural, or Other Groups I Identify With I am a Black female who identifies with the Black community as well as other ethnic groups. I was born and raised in a large metropolitan city. I am a product of my big city upbringing. I believe that being raised in a large city has equipped me to be comfortable in many settings and with people from any group or cultural background. The Black culture and history is very important to my lifestyle. I work with young men and women in the Black community to advise them on career paths and encourage them to make positive life choices. As a woman, I am very concerned with many of the issues that are affecting women. The rise in teen pregnancy is one issue that I address with young women I encounter. Violence against women is also a problem that is prevalent in society. Women continue to be subordinated and discriminated against, and the struggle to change the situation is one of my top priorities. My social circle is made up of professionals who enjoy cultural pursuits such as plays, music, concerts, and charitable activities. Diversity and Inclusion Diversity refers to any mixture of items characterized by differences and similarities, (Harvey & Allard, 2009, p. 11). This definition refers not just to people but also to the differences and similarities of functions or conditions along a given dimension. In identifying diversity in an organization, it is also important to identify the similarities within a group. When management accesses a group of ethnically diverse individuals, if they focus on the similarities a mong them, it will be easier to build common ground and mutual respect. Inclusion is a technique that organizations can use to optimize the benefits of a culturally diverse workplace. Rather than just focusing on cultural diversity as a quota to fill, organizations can use the cultural, ethnic, and experiential differences of employees to add creativity, new ideas, and new strategies. When every individual thinks that he or she is operating in a safe environment, they can be comfortable sharing innovative ideas that may not follow the traditional concepts of the organization. Importance of Workplace Diversity Training Effective workplace diversity training can benefit an organization in many ways. Increased productivity can result when employees appreciate and learn from the cultural or ethnic differences of their fellow employees. Workplace diversity training will increase the emotional intelligence of individuals which will increase their tolerance of differences. Emotional intelligence is awareness of self, managing self, self motivation, awareness of the emotions in others, and managing interpersonal relationships, (Harvey & Allard, 2009). Emotional intelligence and emotional maturity can allow individuals to be open to the possibility of considering differing opinions and strategies. More openness among team members within an organization will increase creativity, cooperation, and collaboration. When cultural and ethnic diversity are successfully managed within an organization, minority employees will feel acceptance and comfort which will encourage them to express innovative ideas without fear of repression or ridicule. The majority employees will be given the opportunity to expand their acceptance and knowledge of different values, beliefs, and opinions. Workplace Culture and Inclusion I have had the opportunity to work in large and small organizations. During high school, I worked in a large department store. There were many races, ethnic groups and ages. The age groups in the workplace were in three categories. There were older workers who had worked in the store for many years and had made it a career. These employees spent most of their free time socializing with each other, such as breaks and lunches. They were generally very friendly and helpful to new employees. The second category was made up of managers ranging in age from about 25 to 40. Most of the managers were college educated and were hired specifically as managers. There were also managers who had started at an entry-level position and worked their way up to management. The third category, which I belonged to, was made up of young high school and college students. This category generally socialized with each other. I do not recall any negative interactions based on race, culture, sexual orientation, or ethnic heritage. Throughout my career I have worked with a variety of ethnic groups, races and ages in a variety of corporate settings. I have always been fortunate to work in very inclusive organizational settings. I have not worked in an organization that discriminated against employees based on their diverse ethnic or cultural backgrounds.

Cultural Competency in Nursing - 944 Words

Running head: Cultural competency Cultural Competency in Nursing Practice Diana Oestreich The College of St. Scholastica Culturally Competent Care The nursing profession continues to walk towards excellence in cultural competent delivery of current healthcare needs. In the pursuit of excellence and the love of learning, there are always improvements to be made. Continuing education requirements are the backbone of building nurses into life long learners. Identifying personal areas of growth are an effective mode of continuing to add to existing nursing skills. In this paper, I will identify areas of improvement that I would like to make†¦show more content†¦The average patient may not glean much information from the standard written hand out they receive for health education. I observed a Chinese cardiologist with an accent that was undecipherable, draw a patient a picture of the hearts electrical conduction system. Instantly, this wary patient was totally on board with the physician burning a part of his heart during the heart ablation. The picture spoke a thousand words to this patient. Now, tell how you will attempt to learn more about intervening when other staff exhibit inappropriate behaviors culturally. Also address another area of need, learning key words and colloquialisms of another language. -0.75 point. In conclusion, cultural competency is a continually evolving skill as nurses continue to practice in a society that is always changing. Completing a self assessment tool was a valuable experience. Unlike traditional continuing education requirements, this self assessment allowed me to identify my individual cultural competency strengths and weaknesses. I have committed to two practical goals to build up my cultural competent care giving. Intervening when I observe culturally insensitive behavior from other staff will be my first goal. 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