ML-Enabled Informed Intervention for Crowdsourcing-Based Optimization of Medical Resources

It is said that every adversity presents the opportunity to grow. The current pandemic is a lesson to all healthcare infrastructure stakeholders to look at existing setups with an open mind. This chapter's proposed solution offers technology assistance to manage patient data effectively and extends the hospital data management system's capability to predict the upcoming need for healthcare resources. Further, the authors intend to supplement the proposed solution with crowdsourcing to meet hospital demand and supply for unprecedented medical emergencies. The proposed approach would demonstrate its need in the current pandemic scenario and prepare the healthcare infrastructure with a more streamlined and cooperative approach than before.

The Correlation Between Philosophy, Science And Reading Learning

Philosophy is the mother of all sciences. Philosophy, in this case, is more of a universal, comprehensive, and fundamental thought, while other sciences are more specific or special thoughts because they are limited to objects and their unique point of view. Philosophy and science can meet each other because both use the method of reflective thinking in an attempt to deal with the facts of the world and life. Both display a critical attitude, with an open mind and an impartial will, to know the nature of truth. Philosophy requires language as a means of communicating ideas and also as an object of study in philosophy. While language also really needs philosophy as a means or method to analyze systems to get solutions to solving linguistic problems. Reading learning is very important so that a text or statement of a philosopher can be more easily understood. Ignorance of text and context in discourse will lead to confusion in understanding science. If science can be understood well it will add insight and can be shared with others. People with good reading comprehension will bring benefits to others. So it can be concluded that there is a correlation between philosophy, science and reading learning.

Awareness Based Systems Change and Racial Justice

In my years working as a racial justice lawyer I came to realize that the law, while an incredibly important part of the work, is too blunt an instrument for the work of opening people’s hearts. What awareness-based systems change, and Theory U in particular, has to offer is a framework and method for doing this subtle work. In this piece I describe the ways in which this approach can serve as a powerful tool in the transformation of systemic and structural violence through its core movement of turning the beam of observation back on self and system with open-mind (curiosity), open-heart (compassion) and open-will (courage). If structural violence is a series of societal agreements to not pay attention to a set of people we deem less human than ourselves, as I believe it is, then what does it mean to cultivate a quality of attention that redresses these agreements? Not averting our eyes from the systemic racism that shapes our collective existence is core, as is witnessing with a tender heart. Then connecting the tender heart to effective action means acting with understanding of the urgent need to see from the whole, which cannot exclude anyone, especially people who have been marginalized. While you do not unmake centuries of injustice and violence by paying attention with an open-mind, heart, and will, you do help the social body in the room become more effective at the thing they are trying to do - beginning to address centuries of injustice and violence. That is the potential of awareness-based systems change.

Hire the Best Available Candidate; but not Based Solely on “Cultural Fit”

The culture of an organization has a tremendous influence on outcomes. Culture drives strategy, operations, execution, and priorities. However, when it comes to hiring, culture is often prioritized over more objective criteria. There is a perceived need to make certain everyone hired “fits in.” Achieving workplace diversity begins with recruiting broadly. This paper describes why hiring focused predominantly on cultural fit is misguided and short-sighted. We describe why organizations should keep an open mind about what makes someone the “right” candidate, and why it behooves organizations to hire a few “square pegs.”