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Diversity & Cultural Competency in Health Care Settings
- Kristina Jefferson
- 2 years ago
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1 Mather LifeWays Orange Papers are provided as a resource on topics related to the growing fields of aging, wellness, and workforce development. Their content reflects the expertise of Mather LifeWays researchers, educators, and other professionals who are leaders in creating Ways to Age Well. SM Diversity & Cultural Competency in Health Care Settings A Mather LifeWays Orange Paper by Dawn Lehman, PhD; Paula Fenza, MA; and Linda Hollinger-Smith, PhD, RN, FAAN
2 Knowledge of cultural customs enables health care providers to offer better care and help avoid misunderstandings. Cultural Competency Defined Cultural competency is at the core of high quality, patient-centered care, and it directly impacts how care is delivered and received. According to the Institute of Medicine s report, Unequal Treatment Confronting Racial and Ethnic Disparities in Healthcare, a consistent body of research indicates a lack of culturally competent care directly contributes to poor patient outcomes, reduced patient compliance, and increased health disparities, regardless of the quality of services and systems available. In addition to improving care quality and patient satisfaction, delivering culturally competent care increases job satisfaction and contributes to staff retention. Multiple definitions of cultural competence abound in health care literature. Culture refers to the learned patterns of behavior and range of beliefs attributed to a specific group that are passed on through generations. It includes ways of life, norms and values, social institutions, and a shared construction of the physical world. Competence is used to describe behaviors that reflect appropriate application of knowledge and attitudes. A health care professional who has learned cultural competence engages in assistive, supportive, facilitative, or enabling acts that are tailor-made to fit with individual, group, or institutional cultural values, beliefs, and lifeways in order to provide quality health care. In other words, they demonstrate attitudes and behaviors that enable them to effectively work with individuals with diverse backgrounds. Integrating skills in culturally competent care meets six aims for quality of health care: safe, effective, patient-centered, timely, efficient, and equitable. Most important, care that is patient-centered means that all care providers truly know the patient and take into account cultural differences, knowledge level, and preferences. Theorist Dr. Josepha Campinha-Bacote developed the Culturally Competent Model of Care, which identifies five constructs of cultural competence: cultural awareness (a self-reflection of one s own biases), cultural knowledge (obtaining information about different cultures), cultural skill (conducting an assessment of cultural data of the patient), cultural encounters (personal experiences with patients of different backgrounds), and cultural desire (the process of wanting to be culturally competent). Campinha-Bacote referred to cultural competence as a process, meaning that the health care provider should continually strive to effectively work within the cultural context of each client. 2
3 Researchers argue that, although the field of cultural competence is in its preliminary stages, there is much promise for continued success in the impact it can have on health outcomes and well-being. Why a Culturally Competent Health Care Workforce is Needed Facing a rapidly aging nation, the U.S. government seeks to develop the cultural competence of health care providers in order to reduce health disparities. The growing older adult population represents a cultural entity unto itself. The proportion of older adults from ethnic and racial minority groups is projected to increase exponentially by 2050, with the largest growth rates being among Hispanics, followed by Asian-Pacific Islanders, American Indians, and African- Americans. In 2006, the U.S. Census Bureau indicated that 19% of the U.S. population age 65 years and older was minority. By 2050, 39% of the nation s older adults will be represented by minority groups. In health care settings, cultural awareness, sensitivity, and competence behaviors are necessary because even such concepts as health, illness, suffering, and care mean different things to different people. Knowledge of cultural customs enables health care providers to provide better care and help avoid misunderstandings among staff, residents/patients, and families. Culturally Competent Health Care: The Benefits Researchers posit that culturally competent health care has many benefits: more successful resident/patient education; increases in health care-seeking behavior; more appropriate testing and screening; fewer diagnostic errors; avoidance of drug complications; greater adherence to medical advice; and expanded choices and access to high-quality clinicians. Researchers conclude that although the field is in its preliminary stages, there is much promise for continued successes in the impact of cultural competence on health outcomes and well-being. Health care providers trained in cultural competency: Demonstrate greater understanding of the central role of culture in health care Recognize common barriers to cultural understanding among providers, staff, and residents/patients Identify characteristics of cultural competence in health care settings Interpret and respond effectively to diverse older adults verbal and nonverbal communication cues Assess and respond to differences in values, beliefs, and health behaviors among diverse populations and older adults Demonstrate commitment to culturally and linguistically appropriate services Work more effectively with diverse health care staff Act as leaders, mentors, and role models for other health care providers Culturally Competent Health Care in Your 3
4 Once you get past interpreters and other language services, you find very little about cultural competence training, and what exists is mostly for physicians. Organization The National Center for Cultural Competence at Georgetown University states that cultural competence requires that organizations: Have a defined set of values and principles and demonstrate behaviors, attitudes, policies, and structures that enable them to work effectively crossculturally Have the capacity to 1) value diversity; 2) conduct self-assessment; 3) manage the dynamics of difference; 4) acquire and institutionalize cultural knowledge; 5) adapt to the diversity and cultural contexts of the communities they serve Incorporate the above into all aspects of policymaking, administration, practice, and service delivery and systematically involve consumers, key stakeholders, and communities Use the following checklists to evaluate your organization s cultural competency. By checking the items that best describe your organization, you will gain a clearer picture of your current strengths and, most important, areas of opportunity. After the three checklists have been completed and reviewed, you will be in a better position to determine the course of action needed to achieve cultural competency in your workplace and workforce. The three checklists included are: Areas of your organization s culture that can negatively impact quality of care (areas of opportunity) Barriers to cultural competency Recommendations for culturally competent care Numerous sources were used to develop the checklists (see References). Primary sources were Spector and Christensen Community Consulting. Checklist: Diversity & Cultural Competency in Health Care Settings Aspects of the health care provider s culture that can negatively impact quality of care Beliefs Staff holds different beliefs about the nature of health and illness Staff believes in the omnipotence of Western medicine Staff believes in the omnipotence of technology Staff stereotypes culture groups Staff s misconceptions about the nature and quality of residents /patients health care practice Staff s general interpretation of the cause of illness Staff assumes health professional knows best 4
5 There is a lack of consensus on which racial ethnic groups should be studied by nurses, a contributing factor to inadequate cultural competence education. Attitudes Staff expects promptness Staff expects compliance Staff takes paternal approach Staff disrespects non-traditional healing practices Staff does not consider residents /patients conflict regarding familiar belief systems and current practices Staff does not keep an open mind Behaviors Staff does not adjust approach to coincide with the needs of the resident/ patient Staff relies on technology/procedures to identify problem Staff limits time with residents/patients Staff uses jargon Staff limits communications with family Staff tries to force use of Western medicine Staff does not agree on type and quality of care Staff miscommunicates Rituals Staff does not consider residents /patients attitudes and beliefs regarding the physical examination Staff does not greet residents/patients in a culturally appropriate way Checklist: Diversity & Cultural Competency Barriers to Cultural Competency in Organizations Residents Many residents/patients lose their capacity to communicate in their secondary language and revert to their first language. There is a move in immigrant communities toward professionalized care for frail seniors. Seniors who have been living with their adult children often expect the same level of individualized and personalized service when they enter a longterm care home. Their high expectations frequently cannot be met both because of regulatory requirements (e.g., food service regulations) and available resources/funding. Residents/patients who need assistance in completing their washing ritual before prayers may find that staff is not available to help them. Residents/patients from different cultures are not used to the food they are served and find it difficult to adapt to a change in diet later in life. The availability of physical care is linked to spiritual support and care. For 5
6 example, a resident/patient may not be able to pray if s/he has been incontinent and his/her continent briefs are wet or soiled and/or if s/he has been unable to wash. Complete cultural awareness, sensitivity, and competence behaviors related to health care are necessary because even general ideas of health, illness, suffering, and care mean different things to different groups of older adult patients. Organization Increasing levels of care put pressure on available staff and resources. The diversity of linguistic, cultural, and spiritual groups makes it difficult for any single health care setting to recruit staff that reflects that diversity. Operational logistics make it difficult to provide linguistically, culturally, and spiritually appropriate care. There is a need to engage families and communities in a mutual learning process that informs program development and supports the organization s capacity to tailor services to residents /patients needs. Stereotyping and misdiagnosis may lead to misinterpretation of behaviors as hostility or agitation. If clinicians do not understand the appropriate linguistic descriptors, they may fail to elicit the correct information about symptoms or may misconstrue them. Cultural differences between health care workers themselves and within organizations can cause potential conflict in the workplace and can create barriers to providing quality care. If information is not available to residents and their families because of the language barrier, effective communication is impossible. It is difficult to accommodate small groups speaking different languages that may also need translation. Language barriers and ethno-specific issues cannot be addressed as long as the sector depends on personal support workers who have minimal training and possibly limited English language skills. Poor communication can lead to a lack of respect for persons whose cultural values are different from one s own. The extent of ethno-cultural diversity in some organizations complicates the process of developing programs and services suitable for everyone s specific needs. Many long-term organizations assign residents to units within the home according to their health and social needs and/or type of accommodation (private, semi-private); thus, it may not be possible to place every resident from specific ethno-cultural communities in the same unit or even on the same floor. Large ethnic, linguistic, and spiritual communities are not monolithic, which complicates programming and service delivery. Staff may see residents/patients from the perspective of providing health care (the medical model ), rather than from the perspective of providing holistic care within a comfortable home environment. Food service regulations define how and when meals are served. For some 6
7 Many Black Americans view receiving health care as a degrading, demeaning, or humiliating experience, and have a feeling of powerlessness and alienation in the system. groups, the way in which food is served and meal times are not culturally sensitive or religiously appropriate. The pressure to fill beds in long-term care organizations creates some difficulty in establishing and maintaining specific units for ethno-cultural and religious groups. It is difficult to compare ethnic foods and spices with dietary guidelines. Compliance requirements prohibit flexibility and adaptability in providing diets in accordance with dietary laws (e.g., kosher foods). Family Families may not know the right questions to ask regarding services offered within the organization, limits on what the organization can do for the residents/patients, resources that are available, or how to engage those resources. Families do not or cannot for cultural or linguistic reasons discuss their expectations with the organization. Families may find it hard to visit and participate in programs with residents, especially if they do not have access to transportation. Volunteerism is not part of the value system in some ethno-cultural communities, and adult children may not be interested in participating in social and cultural activities with residents. Community Without the encouragement and support of community partners, organizations face challenges in meeting the needs of residents from recently arrived or smaller ethno-cultural or religious groups. Regulatory requirements may restrict the degree to which organizations can adapt their current practices to accommodate ethnic groups with different perspectives and backgrounds. Recommendations: Cultural Competency in Senior Living Communities Cultural Awareness Decrease ethnocentrism by being aware of one s own cultural values and biases. Be aware of the various myths and stereotypes related to older people. Recognize that ageism, like racism, affects all aspects of society, including health professions, and can adversely affect optimal care of residents. Understand that there may be racist attitudes and beliefs among families and residents. Learn how to communicate more effectively to decrease racist attitudes. 1 Identify ethnic groups, not just race. 7
8 Many Chinese find some aspects of Western medicine (e.g., diagnostic tests) distasteful. Some are upset by the drawing of blood. Identify immigration level (i.e., first generation or later). Assess English competency. Identify help-seeking behavior patterns through health education and open communication. Understand mistrust of senior living communities and other health care organizations by some minority families. Be aware of cultural differences in attitudes toward illness and acceptance of help. Staff should let residents know that they understand their views toward illness and medical treatment. Staff can encourage participation of other staff members of the same race/ ethnicity/religion or a local healer (including clergy). Involve family or key supports from the resident s social network. Ask community-based key informants who are knowledgeable about the ethnic minorities being served to act as culture brokers. This person, who ideally is also familiar with the operating and regulatory environment defining long-term care homes, could facilitate the design of culturally appropriate programs and services. Employ bilingual staff, rather than a family member or paid translator, who may be more comfortable for the resident because they have more extended contact with them. Use culturally specific phrasing and patterns of expression to gain resident compliance. Be aware of cultural variants in the expression of psychological distress. Encourage staff to see themselves working in each resident s home rather than seeing them as people who happen to live in the staff s work environment. Involve everyone in the organization staff, residents, family members, board members, community partners, and volunteers in assessing their perceptions of cultural problems and conflicts, and plan how they should be fixed. This opens up issues for communication that may have been suppressed. Leadership The Department of Health and Human Services Culturally and Linguistically Appropriate Services (CLAS) standards recommend the recruitment, retention, and promotion of a diverse staff and leadership at all levels of the organization. Leadership at the top, as opposed to good practices by individual staff members who may leave the organization, is critical to creating a consistent, sustainable environment characterized by good practices. Making a business case for cultural competency is a critical element for change. Share knowledge and lessons learned with other organizations. 8
9 Workplace Practices Some American Indian family members and communities minimize memory loss and dementia and may not consent to treatment unless physical function is impaired. Show compassion for the families of the residents and the difficulties they face. Observe religious holidays and provide a place of worship that is respectful of residents spiritual beliefs. Refrain from installing permanent symbols that may be offensive to other faiths. Consider moveable adornments for worship. Accommodate individual needs if possible (e.g., setting up a small Hindu shrine in the resident s room). Offer culturally appropriate meal choices. Learn about these choices from the cultural community. Allow cultural décor and signage to personalize rooms. If the resident agrees, encourage groupings with others of similar cultural, linguistic, or religious backgrounds (e.g., at meals). Provide television and radio programming that is culturally and linguistically appropriate. Using a communication board (e.g., pictures plus words in the resident s language) to facilitate staff-resident communication. Post activities and programs in different languages. Offer greater flexibility in family and caregiver visiting hours. Offer flexibility in scheduling dressing, bathing, and meal times. Help staff develop flexibility in communicating with each other across cultural or language divides. Help them apply these skills in their work with residents who are different from them. Wherever possible, arrange to have someone who speaks the language and/or is familiar with or part of the same culture to greet the new resident and ease the transition. The greeter could be another resident, a staff member, or a volunteer. Explore the feasibility of English as a Second Language lessons for residents who are able to participate. Translate brochures, signage, and key documents/information materials (consent forms, handbooks) into other languages. Have individuals from the group you are trying to reach review any materials you plan to use for outreach. Avoid literal translations of existing material as they lose their meaning when syntax and vocabulary are not within cultural contexts. Convene a family support group for those whose family members are residents of long-term care communities. Provide internships for diverse health profession students to gain insight from their perspectives. Measure and track cultural competence as part of the effort to deliver highquality care. In addition to cultural assessment tools, organizations can conduct focus groups with or administer satisfaction surveys to family members of residents. 9
10 Have meaningful processes for community representation and feedback, including focus groups, advisory committees, and/or board representation. Employ a patient advocate from the ethnic community who can serve as the bridge in bringing health care services to the residents. Training & Education Offer cultural sensitivity training on a regular basis to address issues associated with literacy, language barriers, family support, the need for respect, traditions, and alternative health and illness remedies. Provide Lunch n Learn opportunities for staff. Invite speakers from diverse communities to talk about their ethnic group, or invite representatives from organizations to talk about their best practices working with a diverse group of people. Provide basic language classes for staff. Encourage individual staff members to learn a few phrases in several languages spoken by residents. Recruit staff who are open-minded and view training as a learning opportunity. Exhibit information on cultural competence and provide opportunities for staff to attend professional meetings and conferences. Obtain resources such as poetry, books, religious texts, and music from an ethnic community. Administer a cultural competency assessment. Community Outreach Learn who are the most effective resource people in ethnic communities (e.g., local neighborhood government advisory group representatives, church committee chairs, local business owners, funeral planners, teachers) and enlist their support for your program. Anticipate the need for partnerships so that when residents arrive, the organization is prepared to provide relevant services. Reach out to ethno-cultural and religious communities to engage trainers (e.g., spiritual leaders) who understand the cultural background of residents and train staff in the nuances of working with residents to demonstrate respect. Seek information from experts (e.g., professors, graduate students, cultural organizations/associations, and other organizations) with a history of serving diverse ethnic groups. Recruit bilingual and minority volunteers from churches and established volunteer organizations such as AmeriCorps and Retired Seniors Volunteer Program (RSVP). Encourage families to bring friends and community members as friendly visitors as often as possible. 10
11 Promoting Safety & Quality of Care CLAS, Office of Minority Health: CLAS is a tool that promotes cultural and linguistic competence. CLAS standards are primarily directed at health care organizations; however, individuals also are encouraged to use the standards to make their practices more culturally and linguistically accessible. The principles and activities of culturally and linguistically appropriate services are integrated throughout an organization and undertaken in partnership with the community served. JCAHO now The Joint Commission (a nonprofit formed in 1951): Mission: to improve the safety and quality of care provided to the public through the provision of health care accreditation and related services that support performance improvement in health care organizations. Policy: views the delivery of services in a culturally and linguistically appropriate manner as an important health care safety and quality issue. For general information on standards related to cultural competency, contact Dawn Lehman, PhD, Mather LifeWays director of education; Paula Fenza, MA, grants manager; and Linda Hollinger-Smith, PhD, RN, FAAN, vice president, have developed programs, presented papers, and conducted workshops on cultural competency for health care providers serving older adults. Ms. Lehman can be reached at matherlifeways.com. Mather LifeWays is a unique nonprofit organization that enhances the lives of older adults by creating Ways to Age Well. SM For more information about our senior living residences, community initiatives, or award-winning research, please visit www. matherlifeways.com or call (847) n 11
12 It is important that cultural competence is viewed as nursing competence, meaning that nurses have the capacity to be equally therapeutic with older adult patients from any social context or cultural background. References Adams, V.H., III, & Jackson, J.S. (2000). The contribution of hope to the quality of life among aging African Americans: International Journal of Aging and Human Development, 50(4), Adler, R. (2004). Introduction to cross-cultural health care for older adults. In R. Adler and H. Kamel (Eds.) Doorway thoughts: Cross-cultural health care for older adults (pp. 2-15). Boston: Jones and Bartlett Publishers. Administration on Aging. (2000). Achieving cultural competence: A guidebook for providers of services to older Americans and their families. U.S. Department of Health and Human services. guidebook2001 Agency for Health Care Policy and Research. (1999). Understanding and eliminating minority health disparities (RFA: HS ). Rockville, MD: Agency for Health Care Policy and Research. Agency for Healthcare Research and Quality. (2004). National healthcare disparities report. Rockville, MD: Agency for Healthcare Research and Quality. Ahmed, S.M., & Lemkau, J.P. (2000). Cultural Issues in the Primary Care of South Asians. Journal of Immigrant Health, 2(2), Alecxih, L. (2001). The impact of sociodemographic change on the future of long-term care. Generations, 1, Aleman, S. (1999). Therapeutic interventions with ethnic elders: Health and social issues. New York: Haworth Press. American Academy of Nursing. (1992, November/December). Culturally competent health care. Nursing Outlook, 40(6), American Geriatrics Society. (2004). Doorway thoughts: Cross-cultural care for older adults. Subury, MA: Jones and Bartlett. Anderson, L.M., Scrimshaw, S.C., Fullilove, M.T., Fielding, J.E., & Normand, J. (2003). Culturally competent healthcare systems. A systematic review. American Journal of Preventative Medicine, 24(3 Suppl), Andresen, J. (2001). Cultural competence and health care: Japanese, Korean, and Indian patients in the United States. Journal of Cultural Diversity, 8(4), Andrews, M.M. Chapter on cultural assessment. In C. Jarvis. (2002). Health assessment. Philadelphia: W.B. Saunders Company. Andrews, M.M., & Applegate-Krouse, S. (2005). Health and well-being of urban Indian elders. Journal of Native American Research, 29(1), Andrews, M.M., & Boyle, J.S. (2002). Transnational concepts in nursing care. Journal of Transcultural Nursing, 13(3), Autotte, P. A. (1995, September). Folk medicine. Archives of Pediatrics & 12
13 It is important that cultural competence is viewed as nursing competence, meaning that nurses have the capacity to be equally therapeutic with older adult patients from any social context or cultural background. Adolescent Medicine, 149(9), Axtell, R. E. (1991). Gestures: The do s and taboos of body language around the world. New York: Wiley. Barr, D.A., & Wanat, S.F. (March 2005). Listening to patients: cultural and linguistic barriers to health care access. Family Medicine., 37(3), Baer, R. D., Clark, L., et al. (1998). Folk illnesses. In Handbook of immigrant health (pp ). New York: Plenum Press. Barresi, C. M., & Stull, D. E. (Eds.). (1993). Ethnic elderly and long-term care. New York: Springer. Bartol, G. M., & Richardson, L. (1998). Using literature to create cultural competence. Image: Journal of Nursing Scholarship, 30(1), Bates, M. S. (1996). Biocultural dimensions of chronic pain: Implications for treatment of multi-ethnic populations. Albany, NY: State University of New York Press. Berkanovic, E., & Telesky, H. (1985). Mexican-American, Black-American, and White-American differences in reporting illness, disability, and physician visits for illnesses. Social Science & Medicine (20), Betancourt, J.R., Green, A.R., & Carrillo, J.E. (October 2002). Cultural competence in health care: Emerging frameworks and practical approaches. New York, NY: The Commonwealth Fund. Blackhall, L. J., Michel, V., Murphy, S. T., et al. (1998). A discourse of relationships in bioethics: Patient autonomy and end-of-life decision making among elderly Korean Americans. Medical Anthropology Quarterly, 12, Boi, S. (2000, September-October). Nurses experiences in caring for patients from different cultural backgrounds...including commentary. NT Research, 5(5), Bonder, B., Martin, L., & Miracle, A. (2001). Achieving cultural competence: The challenge for clients and healthcare workers in a multicultural society. Generations, 25(1), Brach, C., & Fraser, I. (2000). Can cultural competency reduce racial and ethnic health disparities? A review and conceptual model. Medical Care Research and Review, 57, Brach, C., & Fraser, I. (2002). Reducing disparities through culturally competent health care: An analysis of the business case. Quality Management in Health Care, 10(4), Brangman, S.A. (1995, February). African-American elders: Implications for health care providers. Clinics of Geriatric Medicine, 11(1), Bulatao, R.A. & Anderson, N.B. (Eds.). (2004). Understanding racial and 13
14 It is important that cultural competence is viewed as nursing competence, meaning that nurses have the capacity to be equally therapeutic with older adult patients from any social context or cultural background. ethnic differences in health in late life: A research agenda. Washignton, DC: National Academies Press. Cagney, K.A., Browning, C.R., & Wen, M. (2005). Racial disparities in selfrated health at older ages: What difference does the neighborhood make? Journal of Gerontology: Social Sciences, 60B, S181-S190. Cameron, C. (1996). Patient compliance: Recognition of factors involved and suggestions for promoting compliance with therapeutic regimens. Journal of Advanced Nursing, 24, Cameron, C. (1999). How does cultural competence affect patient safety? Focus on Patient Safety, 2(4), 3,6. Campinha-Bacote, J. (1995). The quest for cultural competence in nursing care. Nursing Forum, 30(4), Campinha-Bacote, J. (1997). Understanding the influence of culture. In J. Haber, B. Krainovich-Miller, A.L. McMahon, & P. Price Hoskins, Comprehensive psychiatric nursing (5th ed., pp.75-90). St. Louis, MO: Mosby. Campinha-Bacote, J. (1998). The process of cultural competence in health care: A culturally competent model of care. (3rd ed.). Cincinnati, OH: Transcultural C.A.R.E. Associates. Campinha-Bacote, J. (1999). A model and instrument for addressing cultural competence in health care. Journal of Nursing Education, 38(5), Campinha-Bacote, J. (2002). The process of cultural competence in the delivery of healthcare services: A model of care. Journal of Transcultural Nursing, 13(3), Caralis, P. V., Davis, B., et al. (1993). The influence of ethnicity and race on attitudes toward advance directives, life-prolonging treaments, and euthanasia. Journal of Clinical Ethics, 4(2), Carrillo, J., Green, A., & Betancourt, J. (1999). Cross-cultural primary care: A patient-based approach. Annals of Internal Medicine, 130; Cassel, J. (1957). Social and cultural implications of food and food habits. American Journal of Public Health, 47, Cave A., Maharaj U., Gibson, N., & Jackson, E. (1995). Physicians and immigrant patients. Cross-cultural communication. Canadian Family Physician, 41, Chang, P.H., & Fortier, J.P. (1998). Language barriers to health care: An overview. Journal of Health Care for the Poor and Underserved, 9, (Supplement), S5-19. Chen, J.L., & Rankin, S.H. (2002). Using the resiliency model to deliver culturally sensitive care to Chinese families. Journal of Pediatric Nursing, 17(3),
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Where Passion and Attention To Detail Act As One... and design and usability are the tools that help shape your business.
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subset: commoncrawl


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Chappie is good fun but Blomkamp never reaches the heights of District 9
SOUTH AFRICAN director Neill Blomkamp brings his trademark visual flair and humour to his latest, a kind of B-Movie ET for grungy adults. It's a shame that structurally the story's a bit of a mess.
It's fun, but it's no District 9.
The movie sees Blomkamp return to the urban South African settings of his first film. The blend of sci-fi and comedy introduces us to a world where an army of robot police, overseen by a company headed by CEO Michelle Bradley (Weaver), maintain order.
It's an oppressive force but one that has effectively cleaned up the city – but some of its senior developers are not happy. Inventor and staffer Vincent Moore (a mullet-wearing Jackman) is furious that his even more regimented concept for the force has been cast aside for that of his younger rival, Deon Wilson (Patel).
Wilson, too, wants to create an AI robot capable of thinking and feeling for himself – and it's when he goes rogue and does just that, that Chappie is born. Unfortunately, the 'bot is stolen by a criminal gang who have their own menacing plans for him.
Blomkamp has a lot of fun with the manifestation of Chappie and it's here that the film works best. Chappie, you see, is a newborn robot, a childlike character who's learning fast but hasn't yet become accustomed to the cynical ways of the world around him.
He's an innocent who hates violence, much to the displeasure of the leader of the gang of crooks who have taken him under their control in a bid to do damage. Interest-ingly, he's also open to the manipulations of the various characters who befriend him.
Unfortunately, as a story, Chappie's shortcomings really start to emerge in the second half of the film. There's way too much clunky exposition and, tonally, the film's all over the place – striving for emotion one minute and black comedy the next.
Still, the film has much to paper over those cracks – the striking visuals, the nifty pace. Best of all is Chappie himself. Voiced by Blomkamp favourite Sharlto Copley, he's an AI like we've never seen before, as human as they come.
It's an enjoyable oddity, but one that doesn't deliver on this filmmaker's initial promise.
The Stars: Hugh Jackman, Sigourney Weaver, Sharlto Copley, Dev Patel.
The Story: An ambitious young inventor creates an AI robot, placing him of the radar of both his rivals and a gang of crooks.
Verdict: 3/5


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Volume orientation
5 Attachment(s)
Hi guys,
I know that this item has been discussed deeply in several previous posts but I haven't find there any suggestion which fits with my own problem so I hope not to annoying you and to find someone who can help me.
Please find the attached .png file named "geometry" which shows what I need to mesh. This geometry will be used both for a CFX and a Fluent simulation where a hot gas (let's say O2) will enter the channels and flow along the pipe. I attached also two pictures which depict my blocking strategy. Has anybody got a better solution?
I performed no smoothing. I just moved some vertices to obtain a mesh size as uniform as possible. I checked the mesh volume and found no negative volumes as you can see from the figure "volume_check" but had some problems with volume orientation which ICEM could not fix (see "volume_orient.png"). The quality for the elements highlighted in figure "volume_check" is poor but not negative.
I tried to run my simulation with this mesh but CFX gave me the following error:
| ERROR #002100011 has occurred in subroutine cVolSec. |
| Message: |
| A negative SECTOR volume has been detected. Execution will proceed |
| but this is a possible cause of robustness problems. |
| The location of the first negative volume is reported below. |
| Volume : -0.4257E-14 |
| Location : ( -0.51447E-02, 0.28233E-01, -0.12739E-01) |
| This warning may be made fatal by setting the expert parameter |
| 'negative volume option = 1'. |
| ERROR #002100012 has occurred in subroutine cVolSec. |
| Message: |
| A negative ELEMENT volume has been detected. This is a fatal |
| error and execution will be terminated. The location of the first |
| negative volume is reported below. |
| Volume : -0.4237E-12 |
| Location : ( -0.43662E-02, 0.27965E-01, -0.13327E-01) |
Does anyone have any suggestion about how to fix the problem?
Thanks in advance for any help.
you've to block this geometry with quarter o-grid (y-grid) to receive reasonable results (angles etc.)
choose the 5 blocks of the pipe, transform to quarter o-grid and then extend splits.
Hi Christoph,
thanks a lot for your suggestion! Managing to transform my blocks to quarter o-grids I discovered that I didn't merge some vertices on the axis and that was the cause in volume problems. However I fixed it and applied the Y-grid as you seggested and now the mesh can be correctly imported into CFX and simulated. :)
|All times are GMT -4. The time now is 03:56.


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Quality : 720p Bluray HD Director: Alex Proyas Stars: Brandon Lee, Michael Wincott, Rochelle Davis IMDb Ratings: 7,6/10 from 118.696 users Metascore: 71/100 Motion Picture Rating (MPAA) Rated RGenres: Action | Fantasy Country: USA Language: English Release Date: 13 May 1994 (USA) Subtitles: English Other Details: IMDb The Crow (1994) PLot: A poetic guitarist Eric Draven is brought back to life by a crow a year after he and his fiancée are murdered. The crow guides him through the land of the living, and leads him to his killers: knife thrower Tin-tin, drugetic Funboy, car buff T-Bird, and the unsophisticated Skank. One by one, Eric gives these thugs a taste of their own medicine. However their leader Top-Dollar, a world-class crime lord who will dispatch his enemies with a Japanese sword and joke about it later, will soon learn the legend ofthe crow and the secret to the vigilante's invincibility.
Click Here To Watch Full Movie
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text:
Disclaimer// I don't own them. Never have, never will. cries
Daisuki; Prologue
My cheek rubbed against something soft. Was it the blanket? No. I dared to open my eyes, irises adjusting to the early morning sunshine coming through a window I only saw so often. A quiet laugh bubbled up inside my throat, the fabric that my face was nuzzled against, a now favorite color of mine, a color that made me smile even when someone else was wearing it. A forest green, button-down pajama top, still warm from his body. But where was he? On his way to the academy already. No. The shower was on. That boy was always so cleanly. Of course I'm not complaining, he usually smelled good enough to eat. I even loved that grimey, hard-work smell he had after a good couple hours of training.
It puzzled me sometimes. How I could be so in love with this boy, who loved me without question from the beginning, flaws and all; yet, I had been head over heels for none other than that raven-haired, sharingan genius years before.
The answer is easy, I suppose. His love, unconditional. The way he treats me, like a princess. His laugh, his charm, his smile, that silly haircut, and those lovely distinguished brows. I love every inch of him, to the moon and back. But most of all…
"Sakura chan, could you throw me the towel on the nightstand please?" He stood dripping in the bathroom doorway, stark naked, and not at all embarrassed.
I smirked and shook my head playfully. He answered with the usual scolding expression, although lacking any anger, and complied by walking towards the bed skeptically. His arm outstretched, seeking the towel, I took a gentle, but firm, hold on his wrist, tugging him back to the sheets, back to me, where he belonged.
"Ah, Sakura…!" He weakly protested, "I have a meeting with Hokage sama today! I can't be la…"
"Tsunade can wait," I purred against his jaw, locking my eyes onto his retreating but still tempted gaze. "But myself on the other hand, just need a bit more of you, and am horribly impatient."
"Sakuraaa…" He groaned, but with a smile. Those strong, weathered hands of his found my hips, bringing us together and completing the puzzle I'd been looking for my entire life.
I brushed the still damp strands of onyx from his eyes, settling my fingers on the side of his face. We stared at each other for what seemed like the longest time, myself taking in those lashes that were more gorgeous than mine, and noticing he always bit his lip in anticipation when wanting to kiss me. Then I parted my own lips.
"But most of all Lee kun. Most of all I love knowing that you'll be there for me, come rain, snow, sleet, or shine. Lee kun…daisuki…"
So basically…this is my prologue. I usually don't do prologues, unless I included them in the first chapter of a fiction [which is what I usually do. I really didn't know how to write a summary for this story since, I have so many chapters mapped out in my mind going in several different directions. ANYHOO. This is the beginning of what is going to be a long series. And I'll stick with it. I promise. xD
Please review! I need encouragement! LeeSaku 333


text:
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Professional quote, did exactly what they said they were going to and didn't charge any extra. Actually had to do more work than was originally quoted but did it without charging me any extra. Would certainly use them again.
Friendly and professional did a great job. Would recommend. Was here within time stated and the job was completed within an hour. First class
Neil gave a good and fair price for the job to be completed, the chimney repair job was completed quickly and efficiently within 2 days to a high standard, I would definitely recommend R Pillings & Sons they trustworthy and I wasn't asked for any money until the job was finished which is always an extra vote in confidence. I had a few different quotes from various builders but went with Neil in the end because I felt he was the right man for the job! Great Service would use again
If only all tradesmen could be like Matt. He was prompt polite and efficient. He detailed everything in writing and his price was very reasonable. I would have no hesitation in recommending him and would definitely use him again.
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