Should a medication error by a Registered Professional Nurse be a crime that can result in prosecution and possible imprisonment?
You are to support your opinion with facts. Supporting evidence must be from at least two professional publications. For example, a nursing/medical journal, an article by a professional organization like the American Nurseâs Association or the American Association of Nurse Attorneys, professional articles about similar cases and how they were tried .
⢠A good source for references is the Cumulative Index to Nursing and Allied Health Literature (CINAHL https://www.ebsco.com/products/research-databases/cinahl-complete ). The KBCC Library is also an excellent resource for nursing/medical references.
⢠Review the Rubric attached to the assignment before you even begin to write. Know what is expected of you to achieve an Outstanding paper.
⢠Are all Key Points included which are your opinion and the facts to support your opinion?
⢠Does your Content reflect what is being asked of you? Is your information accurate and appropriate?
Sample Solution
The government can set new laws and regulations to address the issues raised in this study but that wonât help resolve the unconscious bias amongst hiring managers. A way for authorities to mitigate this issue could be to reserve a specific number of job positions for minorities. This could help force inclusion in companies and result in acceptance of other races in society. There could be drawbacks to this. In India for example, reservation based on the caste system was introduced in 1947. It was a great idea to start with to help give underprivileged communities and minorities an opportunity to education and employment. Today, this same reservation system exists and has become a political agenda. People who donât require these opportunities still take advantage of the system that was established over 70 years ago. This could be one of the risks of enforcing a reservation system for minorities in the U.S. I believe this issue can be more effectively addressed by companies themselves. They could enforce methods like: Training â Can be carried out by the company to ensure hiring managers do not fall prey to unconscious bias. Frequent and in depth trainings in avoiding bias and overcoming discrimination to achieve set goals of diversity within a company could help resolve hiring discrimination. Software to screen candidates â Currently some companies have already started doing this to ensure only the best candidates will get an opportunity without any form of bias. Artificial intelligence can be used as technology advances to make even better decisions to secure eligible candidates. Blind hiring â This process could involve just resumes where managers would not be able to determine the race or gender of the candidate. Even interviews could be held virtually with voice modulating software to prevent any form of discrimination in the hiring process. Related to the mini-case discussed in class today: Is non-discrimination on the basis of classifications such as those protected under in the EEOC reading a fundamental universal right, regardless of the country/location/culture/religious context of a business or its home country? Or is such non-discrimination variable as a right, depending on culture, etc.? What if customers in a particular country or culture have a discriminatory preference-for example, if customers in a particular industry or >
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The government can set new laws and regulations to address the issues raised in this study but that wonât help resolve the unconscious bias amongst hiring managers. A way for authorities to mitigate this issue could be to reserve a specific number of job positions for minorities. This could help force inclusion in companies and result in acceptance of other races in society. There could be drawbacks to this. In India for example, reservation based on the caste system was introduced in 1947. It was a great idea to start with to help give underprivileged communities and minorities an opportunity to education and employment. Today, this same reservation system exists and has become a political agenda. People who donât require these opportunities still take advantage of the system that was established over 70 years ago. This could be one of the risks of enforcing a reservation system for minorities in the U.S. I believe this issue can be more effectively addressed by companies themselves. They could enforce methods like: Training â Can be carried out by the company to ensure hiring managers do not fall prey to unconscious bias. Frequent and in depth trainings in avoiding bias and overcoming discrimination to achieve set goals of diversity within a company could help resolve hiring discrimination. Software to screen candidates â Currently some companies have already started doing this to ensure only the best candidates will get an opportunity without any form of bias. Artificial intelligence can be used as technology advances to make even better decisions to secure eligible candidates. Blind hiring â This process could involve just resumes where managers would not be able to determine the race or gender of the candidate. Even interviews could be held virtually with voice modulating software to prevent any form of discrimination in the hiring process. Related to the mini-case discussed in class today: Is non-discrimination on the basis of classifications such as those protected under in the EEOC reading a fundamental universal right, regardless of the country/location/culture/religious context of a business or its home country? Or is such non-discrimination variable as a right, depending on culture, etc.? What if customers in a particular country or culture have a discriminatory preference-for example, if customers in a particular industry or >
