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Example research essay topic: Hiv And Aids Hiv Aids - 1,507 words

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... an organization should take to deal with AIDS is to draft and implement an AIDS/HIV policy. First, the company must decide what type of policy they wish to put in place. While some companies choose to implement a specific AIDS policy, others have a broader infectious disease policy, or an even broader disabled employee policy which would also cover AIDS. Whatever type of policy a company decides to go with, it should support the following: &# 61553; The policy should provide a foundation for the organizations entire AIDS/HIV program. An AIDS/HIV policy that is not clear and well defined will not be effective. &# 61553; It must establish consistency within the company.

If the company does not follow their own policy on a consistent basis, then none of the managers or employees will follow the policy either. The company must also be consistent in how they enforce the policy, meaning they should not show favoritism. &# 61553; The policy should supply a standard for communication about HIV/AIDS. Avoiding the subject will only create fear among their employees. Despite all the publicity about AIDS, companies should not automatically assume that everybody knows how the virus is transmitted. &# 61553; The policy should tell all employees where to go for assistance.

At the very least, the policy should let the employees know that they will be treated with decency and respect if they have HIV or AIDS. &# 61553; Protecting an employees privacy is perhaps the most important objective because employees will be afraid to come out if they know their co-workers will harass them. &# 61553; The policy should set standards of behaviour expected of all employees, and show that any harassment or discrimination against any co-worker because he / she has AIDS will not be tolerated. &# 61553; It should instruct supervisors on how to address HIV/AIDS in their workgroups. &# 61553; The policy should insure full health and disability benefits to employees. By law, a company cannot discriminate against an employee for the purpose of interfering with their right to claim benefits under an employee benefit plan. &# 61553; The policy should guarantee that the worker will not be isolated from other workers. &# 61553; It should also keep AIDS victims productive as long as they are able to work because showing compassion will create an environment of trust and open up the doors of communication. Just having a policy in the company handbook will not be effective until the managers understand the policy. Therefore, the company puts an AIDS/HIV policy in effect, they should also supplement the policy with mandatory training for managers, supervisors, and union leaders. Training objectives should include the following: &# 61553; The training should present the facts on HIV and AIDS and teach employees how the virus is transmitted.

If the managers are uncertain about how a person can contract HIV, then they will not be able to tell their employees. &# 61553; Managers should be able to address personal concerns about AIDS in the workplace. Employees who have apprehensions or concerns about working alongside an employee with AIDS should be able to discuss those concerns with their manager. &# 61553; The training should reiterate the companys policy so that the managers are aware of the guidelines. &# 61553; The training can teach the managers how to handle job restructuring. This way, when the time comes that an employee cannot manage the duties their job, their manager is prepared. &# 61553; The training should also prepare the managers to deal with the other employees concerns. Research shows that programs relying solely on written literature are not as effective in changing attitudes and behaviours because they are not interactive. The best HIV training programs for creating a compassionate workplace give employees both an insider source such as a company official, and an outside source, like an external field expert.

A single designated contact person can provide an outlet and a channel for employees to discuss private or personal matters. Affected employees have someone inside the company to go to. This way they are not forced to go to a lawyer or a government agency if they feel that their employer has discriminated against them. In addition to a written policy, an organization can provide AIDS/HIV education and create an employee assistance program. Before setting up such a program, the firm must determine their specific goals. Do they wish to provide surface medical knowledge about the virus, or should they build a framework for continuous education and long term reform of attitudes and behaviours?

A good program can be valuable for an employee with HIV or AIDS, as well as their coworkers. An education program should fulfill the following: &# 61553; The program should explain the companys AIDS/HIV policy. &# 61553; calm workers fears about HIV &# 61553; The program should explain the symptoms of AIDS, so that co-workers know what to expect. &# 61553; It should educate and present the facts on transmission as well as teach employees how to prevent themselves from getting the disease. &# 61553; The companys program should also provide updates on new research developments to keep their employees continuously informed. &# 61553; The program should encourage empathy for AIDS victims. &# 61553; Finally, it should provide workshops or forums for frank and open discussions. This way, co-workers can ask questions as well as discuss their fears or concerns. Companies should also incorporate counseling in their employee assistance program for employees who are infected with HIV or have AIDS, as well as to assist others in coming to terms with an HIV infected co-worker. These counselors can also explore with supervisors the issues involved in managing AIDS. What does a company that has to handle food do when one of their employees contract HIV?

One example of what a company should do is DAKA International, a Massachusetts based company that runs cafeterias and Fuddruckers restaurants. DAKA has become a pioneer in the food service industry for implementing AIDS awareness programs. They began to develop an AIDS policy in 1988, after a female cafeteria worker married a man with AIDS. Her co-workers refused to work with her, and the customers picketed and boycotted the cafeteria. The woman eventually quit, and, consequently, DAKA kept the contract.

However, instead of hiding the incident, DAKA took a proactive approach by implementing a company AIDS policy and an AIDS education program. They instituted an AIDS policy office where employees can receive counseling, and have begun an in-house AIDS hotline. Under Daka's policy, workers with AIDS can stay at their jobs as long as they are physically able and take leaves of absence when they are too weak to work. DAKA says that at least 100 of their 9000 employees have told their supervisors that they are HIV-positive. (Stern, p. B 2) They believe that their AIDS policy will save money in the long term by avoiding the cost of defending civil-rights lawsuits by stricken employees and by preventing a mass exodus of frightened workers. (Stern, p. B 2) In one case, a Fuddruckers customer found chewing gum stuck to a piece of broccoli and sued DAKA, claiming that the gum could have carried saliva tainted by the AIDS virus.

The suit was later dismissed, and Daka's president, Allen R. Maxwell, says that they have never lost an account due to their AIDS policy. One DAKA employee found out that a co-worker whom she had worked with for six years had AIDS. She said that she feared for her safety, worrying that the infected man would somehow transmit his disease to her through knives, dishes and food he handled, or even the air.

After calling up the AIDS hotline, she felt reassured and said, I didnt worry anymore. (Stern, p. B 2) All companies should follow their example and take this type of approach to AIDS. Even if scientists discover a vaccine for AIDS tomorrow, it still will not help those who already have the disease. Since 25 % of all new cases are teenagers who will soon enter the work force, companies will have to deal with this issue into the twenty-first century. Bryant, Meg. Progressive AIDS Workplace Policies Offer Many Benefits.

Business and Health, Vol. 10 (April 1992), p. 64. Eastaugh, Steven R. Financial Issues in Defining Levels for HIV/AIDS Research. Journal of Health Care Finance, Vol. 25 (Fall 1998), p. 19 - 25.

Gerson, Vicki. How Business is Dealing with the AIDS epidemic. Business and Health, Vol. 15 (January 1997), p. 17. Greene, Jay.

Employers Learn To Live With AIDS. HR Magazine, Vol. 43 (February 1998), p. 96 - 101. Ivancevich, John M. Human Resource Management: Seventh Edition. Paul, Robert J. , and Townsend, James B. AIDS in the Workplace: Balancing Employer and Employee Rights.

St. Johns University Review of Business, Vol. 18 Pranschke, Sibyl C. , and Wright, Barbara M. HIV and AIDS: Employers Grapple With Difficult Issues. Benefits Quarterly, Vol. 11 (Third Quarter 1995), p. 41. Smith, S. L.

AIDS: Freedom From Fear. Occupational Hazards, Vol. 53 Bibliography:


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Research essay sample on Hiv And Aids Hiv Aids

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