Objectivity In Media And Its Importance Free Essay

Objectivity in the media revolves around highlighting and criticizing important information and facts that are relevant to the audience. Therefore, acknowledging the need to use neutral language and avoiding writing stories that characterize institutions or people as positive or negative is critical in the presented content. As a transgender and a reporter, I feel journalists should fight to ensure truth-telling and power in the media is accounted for when presenting information that tells the truth in a neutral language. Defining and maintaining a sense of purpose is essential since it is the media’s job to tell diverse stories in a manner that does not present positivity or negativity about any community.

For long, neutrality in the media has been an impossible thing to admit, especially among members of the LGBTQ. The opportunity to pretend that members of this community can be neutral, to say the least, has never existed. For many years, the media has picked up stories about LGBTQ members; however, the nature of the debates involving this group has been whether they should be allowed to participate and live in the same communities. Moreover, the stories picked by the media, specifically about transgender people, are about whether they should use public facilities and expect not to be harassed, fired, or even killed. People should be central or neutral when debates are raised about their humanity. Whether transgender or a member of the LGBTQ community, the notion that these individuals do not have a right to exist is falsified.

Similarly, African Americans are expected to give credence to both sides of a dispute with a white supremacist, an individual that holds a morally and unscientific perspective on the basic nature of human beings. The centrality of what is considered neutral in the media can and indeed shifts. When one looks at the history of journalism, a great understanding comes out of how centralism is a marketing tactic used to reach a broader audience than actual neutrality. Many journalists that tell the truth in key historical moments have been considered members of the opposition, outliers (Perkins). As the norms of governments shift towards a post-fact framework, investing in factual news no longer remains neutral.

In the media, the people making editorial decisions influence the neutrality of the published information. Therefore, editors must include members of the marginalized communities in the editorial team to shape the tabled stories. People crave uniqueness, honesty, and the depth of presenting actual perspective to the covered content. The audience expects journalists to be truthful and fair, not machines (Perkins). It does not require journalists to be male and white, as this creates a situation where status quo bias is created through male power and white racism.

Moreover, journalists should check facts and tell the truth. Truth-telling is a job that is not going away; however, it is getting complicated in a world filled with unknown datasets, federal leaders, and liars (Perkins). The dominance of the Facebook algorithm and a changing but also an opaque market for online news brings out the foamiest of fluff to the top, which confuses even the savviest of consumers. As such, as journalists, checking the facts, telling the truth, and holding the line without pretending that an ethical basis does not exist is essential in an ever-shifting center of neutrality.

Three premises, checking facts and telling the truth, editorial decisions, and neutrality, have been argued relative to the issue of objectivity in the media. The premises’ relevance to the established conclusion is that they contribute to the understanding and significance of the need for bias-free content. From the premise journalists should check facts and tell the truth, establishing reports that rely on complicated datasets makes it challenging even for the savviest of consumers to determine facts from fiction. The editorial decision premise shows that bias can only be minimized when members of the marginalized communities are involved in deciding the information presented. The third premise shows that neutrality has long been sidelined due to social constructivism that defines what gender and race should be involved in content presentation.

The knowledge associated with the journalists should check facts and tell the truth makes it acceptable since it informs the audience of the significance of presenting well-informed content. The same goes for the second and third premises due to the realization that journalists must move beyond the existing social constructs to present neutral information regardless of gender and race. Based on the significance of the premises, the inference is adequate. The importance of the premises and how they contribute to the thesis is underpinned by the need to maintain the need to tell diverse and bias-free stories. When journalists transition from the traditional to a more modern way of presenting information, they must factor in every audience and question the relevance of the published content. Therefore, a modern presentation of information must consider that the world has grown into a more diverse community, and every reader must not be made to feel sidelined by the content.

Work Cited

Perkins, Adam. β€œThe Scientific Importance of Free Speech.” Quillette. 2018.

Natural History Of Human Immunodeficiency Virus

Introduction

HIV infection is a slowly progressive infectious disease caused by the human immunodeficiency virus. This disease is characterized by damage to the immune and nervous systems, with the subsequent development of concurrent infections and neoplasms leading an HIV-infected person to death (Saag, 2021). The rapid spread of HIV among the young population leads to an increase in mortality, a decrease in the birth rate, and a reduction in the life expectancy of the people, causing a multifactorial destructive impact on the social and economic life of society.

History and etiology

The human immunodeficiency virus belongs to the family of retroviruses, the genus of lentiviruses. Retroviruses have reverse transcriptase in the structure of virions β€” an enzyme that synthesizes DNA on the RNA matrix of the virus (Saag, 2021). This type of virus is characterized by a slow rate of development of the infectious process in the body and a long incubation period. The first disease cases appeared in the USA, Sweden, Tanzania, and Haiti in the late 1970s, in 1983, the infectious nature of HIV infection was proved (Melhuish & Lewthwaite, 2018). Doctors tried to treat this contagious disease with cancer drugs, but it did not bring effective results, so scientists in many countries began to work on inventing a more successful HIV treatment. In simple words, HIV affects the human immune system, which reduces the body’s ability to protect itself from infections, and the disease spreads parenterally, sexually, through the womb.

Symptoms and Stages of Development

HIV has several symptoms that can easily be confused with a common malaise. These symptoms include weight loss and muscle mass, chronic diarrhea, difficulty breathing, and chest pain (Vega & Espinoza, 2018). An infected person experiences depression, and there is a frequent occurrence of papilloma, herpes, and various oral mucosa diseases. The first symptoms appear within the first three months after infection (Vega & Espinoza, 2018). The symptoms of the virus are various in men, women, and children and occur in different ways. The development of HIV infection begins with the incubation period, which appears after infection. This is the time interval between the moment of the condition of a person with a virus and the occurrence of the body’s first reaction. The next stage is latent; there are no clinical symptoms of HIV, and the disease continues to develop inside the body (Vega & Espinoza, 2018). In the period of secondary infections, the patient has diseases caused by chronic pathogens that the destroyed immune system of the body cannot cope with. The last is the terminal stage, in which irreversible changes manifest themselves, and treatment is ineffective.

External Signs

As a result of HIV, different internal organs can be affected, depending on which virus the weakened or absent immunity of the body could not resist. Externally, it is impossible to distinguish a healthy person from an infected one (Melhuish & Lewthwaite, 2018). Nevertheless, suppose a person has noticed frequent colds, a sharp weight loss, constant diarrhea, drowsiness, and a pathological increase in lymph nodes in the body. For the entire population, the eradication of HIV means an absolute reduction of infection and the reduction of future cases to zero, which is practically impossible, since currently there is no cure for the disease.

Conclusion

In conclusion, the human immunodeficiency virus is one of the most acute and frequently encountered diseases in the modern world. Many young people suffer from it, which can later be transmitted to their children. It is impossible to visually see an infected person since the disease proceeds without visible symptoms. People need to take care of their health and take tests and undergo medical diagnostics in case of doubt or suspicion.

References

Melhuish, A., & Lewthwaite, P. (2018). Natural history of HIV and AIDS. Medicine, 46(6), 356-361.

Saag, M. (2021). HIV infection β€” Screening, diagnosis, and treatment. The New English Journal of Medicine, 384(1), 2131-2143.

Vega, L., & Espinoza, L. (2018). HIV infection and its effects on the development of autoimmune disorders. Pharmacological Research, 129(1), 1-9.

The Values Impact On Employment Relations

Introduction

An employment relation is an association between two parties where one party provides labor on behalf of another. This relationship should be differentiated from industrial relations, which mainly involve employees having labor unions who use conflicts as a bargaining tool for their rights to be met by the employing organization or person. An employment relationship heavily relies on both values and honesty of the parties. The agreement struck between the two parties is likely to be everchanging. Thus, it is impossible for all factors to be stated conclusively in the contract. Different people and social groups hold diverse ideas and opinions on how the employees and employers should behave in this relationship. The value a party holds greatly influences the relationship which makes it an impotant topic in industrial relations. Using the values held, scholars and philosophers have formed a taxonomy into which values can be studied and understood. It is essential for anyone studying employment or even industrial relations to understand how values influence the study of employment relations. Moreover, grouping the study into unitarism, pluralism, and radicalism can make the study less complicated, although some criticize the classification.

Unitarism

Generally, values are the ideologies, beliefs, concepts, and attitudes held by a particular individual or individuals on a particular topic. Employment relations can be categorized into three broad categories based on values. The first is unitarism, where values are held that both the employer and the employee have a common set of targets, desires, and interests. In unitarism, the relationship is usually harmonious with the management setting up goals that must be met by loyal employees committed to achieving these standards. This category of value has no conflict, and when skirmishes occur, the blame is directed towards poor management, intrusion by unions, or a misunderstanding on the part of employees. Human resource management is based on unitarist values as it aims to prevent workplace conflict.

Having unitarism values influence employment relations in the below-mentioned ways. First, it fosters and encourages teamwork in the workplace because both parties have common goals. The harmony created in this kind of work environment motivates both parties, thus contributing to the greater good of the organization. The organization’s goals are everyone’s; thefore in this case, unnecessary politics is substituted by professionalism and diplomacy. However, having a unitarist perspective in the workplace could further bring undesired outcomes. Since employees in this frame hold that they should always be loyal to the employing organization, they may end up being misused and living unproductive lives outside the workplace. Constant mistreatment by the management could also result in uncontrollable future conflicts.

Some examples of influences of unitarist values include the management giving incentives to employees who cooperate with the organization’s values. The neo-human perspective of work tries to Taylor jobs in such a way that when employees achieve companies’ goals, they also achieve their ambitions. Human relations theory focuses on people working in groups where the group’s goal is meeting the organization’s goals. The human resources management theory is the most post popular example of this theory in practice. The department is a special branch set to ensure the organization’s goals are streamed with those of employees.

Pluralism

Among the three categories based on values, pluralism is the most popular if media attention and public policy are used as a gauge. People who hold the pluralism values believe that each party should pursue its interests and ambitions while at the same time legitimizing those that the other party holds. In this relationship, the role of other parties, such as unions and governments, is accepted because they are viewed as potential mitigators of conflicts. This ideology prescribes constant research on potential causes of conflicts and how to solve them because conflict is viewed as unavoidable.

Pluralistic scholars and philosophers believe that the interests between the employer and employee can not be the same. However, this school of thought emphasizes that those differences can be resolved using various parties such as the management, employees, unions, and the state. The influence of pluralistic values demonstrates itself in pollical retort and public policy. Trade unions are essential when classifying and studying pluralistic values as they play the biggest role in preventing conflict and fighting for the rights of the employees. At the state level, governmental level pluralistic policies are demonstrated through labor organizations elected to serve that role.

Radicalism

The last set of values held on employment relationships is that of radicalism. When the theoretical framework of radicalism is looked at deeply, managers in an organization can be noticed not to hold that set of values. As the name suggests, the radicals believe that employees and employers have conflicts of interest that cannot be resolved without changing the current social structures. The general philosophy in radicalism is that the factors of production are held by a few individuals who end up manipulating the rest of the population through employment. It is thus the role of the employees, unions, and the state to ensure that they continuously ensure this divide is reduced.

The study of radicalism relations is closely interrelated with that of pluralistic relationships in employment. The difference comes from the fact that radicalism doesn’t believe job regulations help solve the conflict between the parties. Trade unions based on this set of values are expected to fight for changes in social and economic structures. From a managerial perspective, the organization should not only acquire labor as cheap as possible but also try to derive as much utility as possible from that payment. On the flip side, employees need to ensure they put in the least possible effort in the workplace while deriving the most pay based on their input. This study of labor processes is a Marxist belief and has recently been popularized by Braverman and Friedman.

Conclusion

Employment relations are easier to understand and criticize when a taxonomy is used for the study. Employment relations is a wide topic, and even though values help people understand the theory, the scope of the topic has more concerns than just values. Values influence the study of employment relations in that the ideological perspective held by a person or a group can help them be categorized into a group with distinct characteristics. The group labeled as unitarism values harmony more than the maximization of selfish needs by focusing on achievement for the greater good of all parties. The group classified as pluralistic, on the other hand, will value the achievement of personal goals while realizing others have interests too. Finally, the radicalistic believe that conflict of interest must be there and employees should fight to change how society operates if they want their needs met.

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