‘Seeing’ is a sophisticated and multifaceted concept. While the traditional idea of seeing is that we utilize our eyes, theorists such as Mitchell and W. J. T. suggest that our experience of seeing is a multi-sensory process. Mitchell contends in his essay “There Are No Visual Media” that our brains synthesize information from several senses, including hearing and touch, to produce our visual experience. He proposes that we see with more than five senses and that our “seeing” experience is a complicated process that considers our surroundings and the body’s interactions. In this essay, I will explore Mitchell’s claim and present evidence to back it up (Mitchell 257). I will also present two case studies to emphasize the role of other senses in visual perception.
This theory is significant to my thinking since it shows how to employ numerous senses to understand the world better. According to William J. Mitchell’s paper, vision synthesizes numerous senses and does not occur in isolation. This is a critical notion because it helps us bridge the gap between those who can and cannot see, giving everyone an equal opportunity to perceive the world around them. Understanding how we utilize our other senses to experience the world gives us a greater grasp of our surroundings and interactions with them. This can be beneficial in various ways, such as research, design, and therapy. Therefore, this theory is relevant to my thinking as it demonstrates how multiple senses can be used to understand the world better.
The case studies agree on their overall message: that color can be explained to someone who is visually impaired using several senses. Yet, they differ in how they do this. The first case study shows how touch can be used to explain color, while the second case study shows how sound can be used to do the same. Therefore, while the two case studies agree on their overall message, they diverge in terms of the methods they use to explain color. The first case study, which shows how touch can be used to explain color, uses the analogy of different temperatures to represent different colors (Bogdanovich). Using this analogy makes it easier to understand the concept of color. The second case study demonstrates how sound can be used to explain color. By converting different colors into distinct frequencies, the sound can explain the concept of color to someone visually impaired (Harbisson). Therefore, while the two case studies agree on their overall message, they diverge in terms of the methods they use to explain color.
For many years, people have argued about how many senses humans employ to see. Mitchell W. J. T. contends in his work that there are no visual media and that we view the world through a mix of senses. The case study will show how touch can be employed to see. Touch is an important sense in the visual experience, as demonstrated in Peter Bogdanovich’s 1985 film The Mask, in which an adolescent (Cher) with a facial deformity tries to express the concept of color to his blind girlfriend (laura). By exposing individual rocks to different temperatures, Cher explains his theory as follows: The very cold rock he left in the freezer represented blue, another rock that was less cold in the fridge represented green, he also extruded a rock from hot water and introduced it as red then he added “when it cools a bit then that’s pink” referring to when the temperature of the rock drops it would be pink, similar to when white added to red making it pink. This concept makes us all think and relate to it, and it makes sense. Blue represents cold, and red represents hot. Using this analogy, we can explain color to someone who cannot see it by relying on their sense of touch. This case study demonstrates how, while sight is a major sense we use to perceive the world, other senses, such as touch, may also be utilized to describe color.
The article by William J. Mitchell discusses how people use multiple senses to see and experience the world. He states that vision does not occur in isolation but instead is a combination of multiple senses. He argues that we use our senses of hearing, touch, smell, and even taste to experience the world around us. This relates to the video by Neil Harbisson, as it shows how sound can be used to explain color to someone who cannot see it. It is possible to bridge the gap between sighted and non-sighted people by providing auditory cues, allowing for a greater understanding of the world. The following case study shows how the senses of hearing and sight may be utilized to investigate color. The video by Harbisson Neil explains how sound can explain color to a person who cannot see color. It features a man who is color blind (he only sees black and white) and has installed a color sensor that reads the frequency of colors and converts them to sound. This means that each color has a distinct sound that can be heard. He then demonstrates how this works by converting some popular speeches into colors. Through this, it is possible to explain color to someone who cannot see it by providing them with auditory cues. This allows for a greater understanding of the world for visually impaired people. Therefore, it is clear that we rely on more than just vision to experience the world and to understand our environment.
We use more than just our sense of sight to experience the world. We also rely on our senses of hearing, touch, smell, and taste to understand our environment better. This is supported by the article by William J. Mitchell, which states that vision does not occur in isolation but is instead a combination of multiple senses. This theory is also demonstrated in the case studies, which show how color can be explained to someone who is visually impaired through sound or touch. The video featuring Peter Bogdanovich’s The Mask shows how color can be explained to someone blind by using the analogy of different temperatures to represent different colors. Using this analogy makes it easier to understand the concept of color.
Similarly, the second case study demonstrates how sound can be used to explain color to someone unable to see it. Providing auditory cues allows for a greater understanding of the world for visually impaired people. Therefore, it is clear that we rely on more than just vision to experience the world and to understand our environment. By utilizing our other senses, we can better understand the world around us and explain concepts such as color to those who are visually impaired. This is an important concept to understand, as it allows us to bridge the gap between those who can and cannot see and gives everyone an equal chance to experience the world around them.
My theory has been used in various ways, such as in education and therapy. In education, this theory can be used to explain abstract concepts, such as color, to visually impaired people. Providing auditory or tactile cues, it allows for a greater understanding of the world for those who are not able to see it. This can also be useful in therapy, as it can help those who are visually impaired to better understand their environment. Additionally, this theory can be applied to other senses, such as taste and smell. Understanding how we use our other senses to experience the world, it allows us to gain a better understanding of our environment and how we interact with it. This can be beneficial in a variety of ways, such as in research, design, and therapy. My theory has also been used in a variety of other contexts, such as in research and design. In research, this theory can be used to understand better how we interact with our environment and how our senses work together to experience the world. Additionally, this theory can be used in the design, such as in designing products and services accessible to those with disabilities. Understanding how our senses work together, it allows for a better understanding of how to design products and services that those with different abilities can easily use. Therefore, my theory has many applications, from education to research and design.
The theory and case studies represent the idea that we use multiple senses to experience the world. The article by William J. Mitchell explains that vision does not occur in isolation but is instead a combination of multiple senses. This is supported by the two case studies explained above, which demonstrate how sound and touch can be used to explain color to someone who cannot see it. The second case study shows how sound can be used to explain color, while the first case study shows how touch can be used to do the same. Therefore, the theory and the case studies support the idea that we use multiple senses to experience the world and gain a better understanding of our environment.
At the same time, however, they also oppose each other in presenting different methods of communicating color to those who cannot see it. While the theory suggests that multiple senses can be used to explain color, the case studies demonstrate two ways this can be done. The second case study, which shows how sound can be used to explain color, does this by providing auditory cues (Harbisson). By converting different colors into distinct frequencies, the sound can be used to explain the concept of color to visually impaired people. The first case study shows how touch can be used to explain color. Using the analogy of different temperatures to represent different colors makes it easier to understand the concept of color. Thus, the two case studies demonstrate two ways in which color can be explained to someone who cannot see it.
These two case studies collapse the theory in the sense that they present different methods of communication. While the theory suggests that multiple senses can be used to explain color, the case studies demonstrate two ways this can be done. Providing auditory or tactile cues allows for a greater understanding of the world for those unable to see it. Therefore, the theory and the case studies collapse each other by presenting different methods of communicating color to those who cannot see it. This is an important concept to understand, as it allows us to bridge the gap between those who can and cannot see and gives everyone an equal chance to experience the world around them.
Works Cited
Harbisson, Neil, I listen to the color, director. YouTube, TEDtalksDirector, 20 July 2012, https://www.youtube.com/watch?v=ygRNoieAnzI. Accessed 16 Feb. 2023.
Mitchell, W. J. (2005). There are no visual media. Journal of visual culture, 4(2), 257–266.
Bogdanovich, Peter (2014) The Mask YouTube. YouTube. Available at: https://www.youtube.com/watch?v=pwkdDhmf6PE.
To What Extent Are Gender, Stereotypes, And Identity Relevant Within Contemporary Organizations? Writing Sample
Introduction
Gender, stereotypes, and identity are highly relevant topics within contemporary organizations. These topics influence how employees are hired, promoted, and treated within the workplace. They impact how employees interact with each other and with customers or clients, as well as how the organization is perceived by the public (Morgenroth et al., 2021). In many organizations, gender stereotypes and biases can impact how people are treated and viewed by their colleagues and superiors. Organizations that actively work to address these issues and create a more diverse and inclusive workplace are likely to have higher employee engagement and retention rates, as well as a more positive public perception (Tabassum & Nayak 2021). Therefore, organizations need to recognize the impact of gender, stereotypes, and identity and take proactive steps to address these issues within their workplaces. In this essay, I will explore the extent to which gender, stereotypes, and identity are relevant topics within contemporary organizations focusing on the United Kingdom healthcare industry.
Gender is a highly relevant topic within contemporary organizations. Despite advances in gender equality, there are still significant disparities between men and women in the workplace. Women continue to be underrepresented in leadership positions and are often paid less than their male counterparts for the same work. In the healthcare industry, gender is also a crucial topic as it affects the delivery of care and the experiences of both patients and healthcare providers (Tabassum & Nayak 2021). Historically, healthcare has been a male-dominated field, with women underrepresented in leadership positions and facing discrimination and bias. However, there has been progress in recent years, and more women are now entering the healthcare workforce. It is essential for healthcare organizations to promote gender diversity and inclusivity, ensuring that women have equal opportunities to advance and are treated with respect and dignity.
Women continue to be underrepresented in leadership positions and are often paid less than their male counterparts for the same work (Cameron, 2005). Moreover, gender stereotypes continue to influence how women are perceived and treated within the workplace. For example, women are often viewed as emotional and nurturing, which can lead to them being excluded from decision-making processes or not being taken seriously. Additionally, women who exhibit assertive or aggressive behavior are often viewed as being “bossy” or “difficult,” while men who exhibit the same behavior are often viewed as being “strong” or “assertive.” These gender biases can lead to women being passed over for promotions or not being given the same opportunities as their male colleagues.
Stereotypes also play a significant role in contemporary organizations. Stereotypes are generalizations that people make about certain groups of people based on their race, gender, age, or other characteristics. They can lead to discrimination, prejudice, and exclusion, as people are judged based on their perceived characteristics rather than their merits referring to Minehart et al., (2020). In the workplace, stereotypes can affect everything from hiring and promotion decisions to team dynamics and work assignments. Stereotypes are also a significant issue in the UK healthcare industry. Stereotypes can lead to bias and discrimination, affecting how patients are diagnosed, treated, and cared for according to Walsh (2016). For example, stereotypes about gender, race, and age can affect the way healthcare providers interact with patients, potentially leading to misdiagnosis or inadequate care. To combat stereotypes, healthcare organizations must be proactive in promoting diversity and inclusivity, challenging stereotypes when they arise, and providing training for healthcare providers to recognize and overcome their own biases.
Identity is another relevant topic within contemporary organizations. Identity refers to how people see themselves and how they are perceived by others. Identity can be influenced by a variety of factors, including race, ethnicity, gender, sexual orientation, and religion. Identity is also a critical topic in the healthcare industry, as it impacts how patients are treated and how healthcare providers interact with their colleagues and patients. Identity can be influenced by factors such as race, ethnicity, religion, sexual orientation, and disability (Alvesson, Lee Ash &Thomas, 2008). For example, patients may feel more comfortable discussing sensitive issues with healthcare providers who share similar identities. Similarly, healthcare providers who identify with underrepresented groups may face discrimination and bias in the workplace. Healthcare organizations must be aware of the diverse identities of their workforce and patients, creating environments that respect and celebrate these differences.
To address these issues, contemporary organizations are increasingly implementing diversity and inclusion initiatives. These initiatives aim to create a more diverse and inclusive workplace by actively recruiting employees from diverse backgrounds, providing training on unconscious bias and stereotypes, and creating a culture that values diversity and inclusion. For example, some organizations have implemented blind hiring practices that remove identifying information such as name, gender, and ethnicity from job applications to reduce the impact of unconscious bias. In the UK, the National Health Service (NHS) has recognized the importance of gender, stereotypes, and identity in the healthcare industry. The NHS has set a goal to become the most inclusive employer in the UK, promoting diversity and inclusivity at all levels of the organization. The NHS has also implemented initiatives to address gender, stereotypes, and identity, such as the Workforce Race Equality Standard and the NHS Equality and Diversity Council.
Conclusion
In conclusion, gender, stereotypes, and identity are highly relevant topics within contemporary organizations. These topics impact how employees are hired, promoted, and treated within the workplace, as well as how the organization is perceived by the public. Organizations that actively work to address these issues and create a more diverse and inclusive workplace are likely to have higher employee engagement and retention rates, as well as a more positive public perception. Organizations need to recognize the impact of gender, stereotypes, and identity and take proactive steps to address these issues within their workplaces. By addressing these issues, healthcare organizations can create environments that are inclusive, and supportive, and provide quality care to patients.
Bibliography
Alvesson, M., Lee Ashcraft, K. and Thomas, R., 2008. Identity matters: Reflections on the construction of identity scholarship in organization studies. Organization, 15(1), pp.5-28.
Cameron, D., 2005. Language, gender, and sexuality: Current issues and new directions. Applied linguistics, 26(4), pp.482-502.
Minehart, R.D., Foldy, E.G., Long, J.A. and Weller, J.M., 2020. Challenging gender stereotypes and advancing inclusive leadership in the operating theatre. British Journal of Anaesthesia, 124(3), pp.e148-e154.
Morgenroth, T., Ryan, M.K., Rink, F. and Begeny, C., 2021. The (in) compatibility of identities: Understanding gender differences in work–life conflict through the fit with leaders. British Journal of Social Psychology, 60(2), pp.448-469.
Tabassum, N. and Nayak, B.S., 2021. Gender stereotypes and their impact on women’s career progressions from a managerial perspective. IIM Kozhikode Society & Management Review, 10(2), pp.192-208.
Walsh, C., 2016. Gender and discourse: Language and power in politics, the church and organizations. Routledge.
Validity And Reliability Sample Assignment
Any measuring device, whether a rod or a depression inventory, must possess two qualities: it must produce consistent measurements or be trustworthy; it also must measure the variable it claims to measure or be valid (Gremigni, 2020). Therefore reliability and validity are two critical concepts in psychological testing that are crucial for ensuring the accuracy and usefulness of test results. This paper will focus on two critical psychological concepts; validity and reliability.
The uniformity of test results across time, between several test iterations, and between various raters or observers are referred to as reliability (Edwin, 2019). Whether the same person takes the test numerous times or if multiple people take the test simultaneously, a reliable test should yield consistent results. Test-retest reliability is one technique to gauge reliability. This method entails giving the same test to the same set of individuals twice and comparing the results. Inter-rater reliability evaluates how consistently scores are generated when various raters or observers grade the same test or evaluate the same action (Domino & Domino, 2018). Another example of a reliability test is the internal consistency test refers to the similarity of findings obtained when measuring different items using the same scale.
Validity is the degree to which a test captures what it is intended to capture (Gremigni, 2020). A valid test should measure the construct or attribute it is meant to evaluate accurately. Psychological tests frequently employ content validity, criterion validity, and construct validity, among other types of validity. Content validity is the degree to which a test captures the entire scope of the construct it is designed to measure.
Criterion validity is when a test score predicts performance on an unrelated measure of the same construct. According to correlations with other measures or through factor analysis, construct validity relates to how well a test captures the underlying construct it is meant to measure. In validity, we also have predictive validity that is used to predict the future using the present knowledge or information that one has concerning an individual (Gremigni, 2020).
These two key elements are essential in psychological testing because; a test that lacks validity will only produce results that are not significant or helpful and may even result in false conclusions. For instance, a test lacks validity if it claims to assess intelligence but merely measures memory. A test’s reliability determines whether it can be relied upon to deliver accurate and consistent results, which can result in inaccurate conclusions. If any psychological test lacks these two elements, we can say that the test is faulty.
In conclusion, the principles of validity and reliability are crucial in psychological testing. While a valid test accurately measures the construct or attribute it is meant to assess, a reliable test consistently generates consistent results. For tests to produce accurate, practical, and meaningful results, it is crucial to understand both of these ideas. These two ideas are utilized in psychological testing and research to ensure there is no bias and that the study can be repeated.
References
Domino, G., & Domino, M. L. (Eds.). (2018). Reliability and Validity. In Psychological Testing: An Introduction (2nd ed., pp. 42–66). Cambridge University Press. https://doi.org/DOI: 10.1017/CBO9780511813757.004
Edwin, K. (2019). Reliability and Validity of Research Instruments.
Gremigni, P. (2020). The Importance of Using Valid and Reliable Measures in Psychology and Psychiatry. 9, 24–25.