{"@context":"http://iiif.io/api/presentation/3/context.json","id":"https://marmia.aviaryplatform.com/iiif/0g3gx45x4k/manifest","type":"Manifest","label":{"en":["Focus on Workplace Part II, 1986-04-27"]},"logo":"https://d9jk7wjtjpu5g.cloudfront.net/organizations/logo_images/000/000/053/original/cropped-marmia-logo-copy1.png?1586173104","metadata":[{"label":{"en":["Source Metadata URI"]},"value":{"en":["https://marmia.libraryhost.com/repositories/2/archival_objects/5237"]}},{"label":{"en":["Date"]},"value":{"en":["1986-04-27 (Creation)"]}},{"label":{"en":["Description"]},"value":{"en":["On tape label: City Line #181 (Container Summary)","Be advised that this video may contain sensitive, triggering, and offensive language and content. (Content warning)","Digitized with funding provided by the Council on Library and Information Resources' \"Digitizing Hidden Special Collections and Archives: Amplifying Unheard Voices\" grant program. (Funding note)","This episode is part two of two (part one was not found) focusing on the workplace. Experts discuss how to communicate openly and effectively with coworkers, bosses and more. Guests include Betty Glascoe, a career development specialist; Lanae Croxton, Director of Training at Hutzlers; Oscar Smith, President of Super Pride Markets. Tea Montier interviews Anthony Marchione from Baltimore County Schools. (Scope and Content Note)"]}},{"label":{"en":["Format"]},"value":{"en":["1 U-matic"]}},{"label":{"en":["Identifier"]},"value":{"en":["WJZ-CTYLN-005-013 (Identifier)"]}},{"label":{"en":["Series Title"]},"value":{"en":["City Line"]}}],"summary":{"en":["On tape label: City Line #181","Be advised that this video may contain sensitive, triggering, and offensive language and content.","Digitized with funding provided by the Council on Library and Information Resources' \"Digitizing Hidden Special Collections and Archives: Amplifying Unheard Voices\" grant program.","This episode is part two of two (part one was not found) focusing on the workplace. Experts discuss how to communicate openly and effectively with coworkers, bosses and more. Guests include Betty Glascoe, a career development specialist; Lanae Croxton, Director of Training at Hutzlers; Oscar Smith, President of Super Pride Markets. Tea Montier interviews Anthony Marchione from Baltimore County Schools."]},"provider":[{"id":"https://marmia.aviaryplatform.com/aboutus","type":"Agent","label":{"en":["MARMIA"]},"homepage":[{"id":"https://marmia.aviaryplatform.com/","type":"Text","label":{"en":["MARMIA"]},"format":"text/html"}],"logo":[{"id":"https://d9jk7wjtjpu5g.cloudfront.net/organizations/logo_images/000/000/053/original/cropped-marmia-logo-copy1.png?1586173104","type":"Image"}]}],"thumbnail":[{"id":"https://d9jk7wjtjpu5g.cloudfront.net/collection_resource_files/thumbnails/000/206/260/small/thumbnail_206260_1692230440.jpg?1692230449","type":"Image","format":"image/jpeg"}],"items":[{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260","type":"Canvas","label":{"en":["Media File 1 of 1 - open-uri20230816-805753-tjzd4n.mp4"]},"duration":3715.155,"width":640,"height":360,"thumbnail":[{"id":"https://d9jk7wjtjpu5g.cloudfront.net/collection_resource_files/thumbnails/000/206/260/small/thumbnail_206260_1692230440.jpg?1692230449","type":"Image","format":"image/jpeg"}],"items":[{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/content/1","type":"AnnotationPage","items":[{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/content/1/annotation/1","type":"Annotation","motivation":"painting","body":{"id":"https://aviary-p-marmia.s3.wasabisys.com/collection_resource_files/resource_files/000/206/260/original/open-uri20230816-805753-tjzd4n.mp4?1692228935","type":"Video","format":"video/mp4","duration":3715.155,"width":640,"height":360},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260","metadata":[]}]}],"annotations":[{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918","type":"AnnotationPage","label":{"en":["AUTO_TRINT_WJZ-CTYLN-005-013.mp4 [Transcript]"]},"items":[{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/1","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"It's 12 noon. We're live on City Line. Hi, I'm Jackie. I'm Betty Bentley. Join us today as we conclude our two part series focusing on today's workplace. You'll learn what it takes to keep that job once you've got it. Learn to monitor your job performance in such areas as initiative, aggressiveness and responsibility. Our experts will tell you how to communicate openly and effectively with coworkers, and bosses will learn the importance of the communications process in dealing with employees on a day to day basis. Parents in Baltimore County tracks the local school system there with racism. Today the administration responds I'm t mom to you. Hi, i'm howard anthony and this feature, a duet by two of the music industry's legendary sensations. Stay tuned for Patti LaBelle and Michael McDonald today on the entertainment phase. Our guests are Betty Glasgow, career development specialist at U. NBC, and Lenny Claxton, director of training for Hustler's Department Store. Plus, Oscar Smith, president of the Super five food Chains, will keep you abreast of what's happening in today's job market. Focus on the Workplace Part two. Let's live on city on. Good afternoon and thank you for joining us. We're ready to kick off our second part of Focus on the Workplace. Last week, we looked at getting into the job market and what to wear and what not to wear. That's right. And this week we're going to talk about once you're there, how do you handle it? What sorts of things do you do to stay at the top of your job and prepare for that next job? Move in with us. Starting off as this Betty Glasgow, we want to thank you. She's a career development specialist. And from you see, first of all, let's let's get right into it.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=69.72,190.78"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/2","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"I'm on the job. I've been there for a year and I'm getting kind of itchy. What am I getting ready to do? Okay. If you've been on the job for a year, I think that it's advantageous to recognize that you're not going to learn everything that first year. Many times you're going to learn quite a bit about maybe your particular job, but it's advantageous to be there at least about 2 to 3 years to be sure that you learn about the corporate structure, about all the kinds of policies and procedures and how to conduct yourself in case you are seeking a transition to move on someplace else. So particularly with the first job, it's really better to stay on a little bit more than a year. Yes, I think it's far better. Why? Why is that? What would if a person changed at the end of a year, what would that signal perhaps to a prospective employer? It would let me first of all, it's very expensive training you personnel coming in and it would tell that employer that this person is not responsible. In other words, if a person came to me with one year of experience and they were seeking a position, I would be sort of skeptical about hiring that person because I would assume that they would stay with me for you and then move on someplace else. So the person has to get some kind of background, some kind of experience, stay there, at least to show signs of stability. Now, first time employee, perhaps young, excited about it. How does the person begin to fit into the whole setting? How does the person remain marketable? Okay. First of all, there are all kinds of skills that one can develop on the job, and it's very important to know what is expected of this particular institution.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=191.47,280.93"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/3","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"If you want to stay viable, you want to make sure that you have developed all kinds of skills that are transferable because that's what you're operating on to make sure you have transferable skills, you try to acquire as much as you possibly can. Know what your supervisor does, Get a mentor on the job because that's very important. A good mentor that's moving ahead, that's aggressive, that's assertive. That's about getting things done. Do you take do you seek out the mentor or with the mentor seek you out? Or how do you go about identifying the positive mentor? That's a very good question. A lot of times you might seek out that mentor and then the mentor, making sure that that mentor is accepting you as a person that he or she would like to help move up the ranks. And it should be someone that you respect. It should be someone really, this is very important. It should be someone that's moving ahead. A lot of times people can select mentors and they're not people that are very assertive or aggressive or people that sometimes are standing still. So that's that's very important. So I guess you really want to in addition to learning your job very well, you want to keep an eye out for what other people do, how it relates with your job, and see whether or not if not only you can get some more experience, you can get some ideas about where you want to progress to. Yes. Go back to that matter for a second. How do you make sure, for instance, that the person who might be he or she may be very likable and seem to get along well with everyone but might have a fairly bad job performance, uh, uh, reviews and so forth? Is that something that you want to be concerned about? Yes, it is.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=282.28,373.75"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/4","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Because remember, now that mentor is a person that's usually a supervisor person in the management position, a person on a higher level. If that person has that kind of relationships with other people in the corporation, it will be bad for the person that the mentee. So it's important that you first of all, take your time to analyze, to know the structure of the corporation, to know the policies and procedures of the corporation, the know the politics. You don't have to get involved in politics. Now, there's one aspect of politics that refers to the the gossip, the backstage backstabbing, that kind of thing, not that kind of politics, but knowing how the corporation runs and knowing who is whom. The right people. Okay. We're going to invite our home audience in right now. You can call us at 481 13, 13. If you have a question of Betty Glass, all of you, NBC, or if any of our guests on the workplace part two. And we're going to take a break and come right back. I want to thank you for. Hello. On the workplace. Part two, we've been joined by Leonie Croxton, who is director of training for the Hudson's Department stores. You've heard that he Glasgow had to say anything that you wanted to expound on in reference to, you know, staying on the job, getting with a positive role model, so to speak, a mentor. Okay. Betty mentioned some things about really getting to know the job and making sure that one's on the job for longer than a year. And I think that's extremely important that individuals realize that it does take longer than a year to really get involved in the job, to know what's expected and before one can even expect to be promoted to that next level, that it really is going to take more than just that year to get involved.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=373.99,553.99"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/5","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"How aggressive should the employee be in terms of seeking that additional training? That's an experience. That's an extremely important quality that one is going to look for in choosing someone for the next promotion, the next level up. Has that person been assertive? Has that person taken initiative to let the supervisor know I'm willing to go the extra step? I want to learn more about this department. I want to know more than just my job and I'm willing to ask for additional responsibility. I think that's extremely important to be able to actually indicate to a supervisor to ask for that additional responsibility. You know what's interesting, Betty asked how aggressive should the person be? And you immediately said assertive You are. You are going to be aggressive. Why? I think aggressive has a negative connotation. One wants to be assertive in the workplace. I think it's a more positive word. How how would they manifest themselves to let a person know that they're aggressive, bordering on hostile and perhaps obnoxious, as opposed to being assertive, which is simply just, you know, workable, Assertive is in a positive way showing that they're willing to work with coworkers to get the objectives done. I think aggressive and hostile is doing things out of one's line of responsibility without going through the channels. And that's an extremely important also for people to understand. There are politics in every company. As Betty mentioned, You want not to get involved in those politics, but you want to know how those politics influence the workplace, how they're going to influence your promote ability. How important are job reviews, job performance reviews, particularly in the early stages? Is this something that's going to stay with you for a long time? Performance appraisals are extremely important for individuals.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=555.01,672.43"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/6","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"They should be viewed in a very positive way, however, be to you want to make sure that you have a very open discussion with your supervisor about your job performance, that you understand exactly those areas that you are very, very strong in and what you need to improve and so that you can get that next step so that you can move ahead. Make sure that the supervisor is going to give you a game plan. Okay. How are you going to get that? Very good the next time around so that you can be promoted. We've been asking our whole viewers to call us. And by the way, someone's waiting to talk to you. Hi, you're on City Line. I have a question. Yes, you're on City Line. Okay. I would like to know what's the chance of a woman in her early forties getting into the job market, though? I have a master's degree on just about a third way through the master's program in psychology. I would like to know what are the. And I've never had very much work experience, so I can know what's the possibility of me even getting into the job market. Okay, hold on a moment. And Betty Glasgow and Lynnette Claxton will respond. We have a lot of those situations where persons have gotten their degrees and they've come back and asked us to help them. Now, sometimes it's not as easy if the employer knows that the person has not had any work experience at all. However, the person must make sure that he recognizes he or she recognizes what kind of skills they have, what they do best, and must have a positive self-concept. If you go into an interview, a fear, assuming that you cannot perform, then in all probability the employer will pick that up.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=673.84,774.49"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/7","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"That's a very good point, Betty. And I would also suggest that if that first interview is not successful, to keep in mind that perhaps you were not going to fit into that image, but be positive with the next interview or the next interview. It doesn't you don't have the impression that you're not going to get that job because of your age. You don't carry that into the workplace. Into the interview with you. There's a question, Is there anything wrong with asking? We contacting an interviewer and talking down from a position. Ask them why. There is absolutely nothing wrong with that. In fact, that is something that you want to know. You want to know exactly why. And so do we. Contact the company, the person who interviewed you to ask. But there is also the possibility of a person with a master's degree who has no previous experience. Maybe taking this. What would you think about it? Perhaps taking a step that's just beneath what the person is trained for until they get a foothold, a foot in the door, and then move into the position that they're trying for. Is there anything wrong with that? No. In fact, you'll find that a lot of times persons with degrees with students get degrees. Many of them can not move into the positions that they feel they're qualified for because many times a job will require some other kinds of skills or experiences. They might have to take a position lower a master's degree person. Many times, especially in psychology, social work will have to take positions lower in order to get their feet in the door so that then they can move up into the position they really trained. Okay, let's take another call from home.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=774.97,866.42"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/8","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Hi, you're live on City Line. Hello. I like to play with. What's the catch? Just because I just got a proposal to assistant supervisor for the federal government. I first took my job. I was a little light technician, but it's called full electrician. So I came over, ma'am, and I said that I would. I would, you know, do what job as quickly as I could. But within a year and a half, he retired. I became assistant supervisor because my colleagues about being assertive, like I'm a ride hailing player, I would work after work and sometimes I wouldn't get paid for it. But by doing this, my boss thing that I was interested in the work and I was able to all over Europe on the job and everything. And then, you know, when it was time for him to retire, they offered me to go and I got a tall man onto me and I'm a young man. I'm like, uh, 27 years old. And that's great. It is. Well, you have offered us the best testimonial in the world. Thank you for calling, Jackie. Can I pick up on. Sure. Thank you. I said he demonstrated his flexibility. He mentioned that he was willing to stay after the normal scheduled hours, that he was willing to do that without pay. He showed his flexibility in the job place. He showed he was dependable. And those are two qualities that that we want to demonstrate for promote ability. How does one judge at what point flexibility becomes wishy washy? Most want to be flexible, but you don't have to seem that you're so unfocused about what you want to do when it comes to you that you want to achieve your job performance. Your job standards have to be at all times excellent and high, and that comes first.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=866.87,972.77"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/9","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Now, what are some of the the things that most people do wrong? They have a goal. They know what they want to do, but they never quite attain it. Because what are the things generally holding people back? One thing may be impatience. One does need to be patient and to understand how patient should one be. I think people need to understand the organizational structure where you fit into that organizational structure, who's been in place at the same level for a period of time, sort of, you know, where you are now. But there is another element to that is a flip side to that. Suppose you're a patient and you realize that everybody's passing you by. Does that say something about where you don't fit into that system? Yes. Yes. There some corporation or some companies where people have designs or have very definite personalities in mind that they want to promote. Sometimes you not knowing the politics of that organization, you might not be that person that's promotable at that time. And that can create some problems for you psychologically. It can also create some other kinds of problems in movement in that company. And not only that, but but one needs to seek out and to ask, did you indicate that you were interested in that position? Maybe no one ever recognized that you wanted the next level. So did you indicate your interest? And then if you did indicate your interest, go back and find out why. What you need to improve that job performance again. Okay. Let's take another call from home. Hi. You're on City Line. Good morning. My question is concerning what you were just discussing. When you do get into that job position where, you know, you always try and and no one wants to, you know, put you forward.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=973.85,1090.4"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/10","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"What would you do? Like, right now, I'm in that position and I'm thinking about quitting. But people are telling me, no, don't quit because I'm accounting major. And this is a large company that by me quitting, I wouldn't be able to, you know, come back to the company at a later time, you know, and use my skills as an accounting, as an accountant. I'd like to know, you know, what do I do? Should I quit or, you know, do I stand there and take the abuse where people are? You know, one day you have 40 hours and the next week you come, you have 8 hours, you know, and you're not moving to, you know, assert yourself and you're not happy. What would you do? Okay. Some answers. That's a very good question. Another one of the things that something that might be a major, major concern is that does this person is this person involved in that corporation? Do you go to the parties? Do you participate in the different kinds of functions that the company or the business will have? Many times we will shun these affairs, assuming that it's not something we want to be a part of. So it's good to find out what are you doing right and what are you doing wrong. And also, as you, you've already stressed to find out what kinds of questions you should ask next. That's your boss. We're going to have a take a break at the moment, CALLER But we're going to come back and we're going to answer your question. So you stay with us, okay? All righty. Hold on. We'll be back in just a moment. We're going to take a break. Now, here's this week's community calendar. Hello. My name is Taryn Carney.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1090.88,1308.69"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/11","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"The work is all the high school class of 1981 will be celebrating its 50th reunion on Friday, August the first from 9 p.m. until 2 a.m. at Martin's West Point Dogwood Road. The evening of dining and dancing will also include a buffet dinner. The deadline for reservations is June 3rd. Tickets can also be purchased at the school on certain days. The members of the Class of 81 are encouraged to call now. For further information, please dial 944497, seven. You. If your group or organization would like to announce an event, please write us in care of City Line. WJC TV Television Hill, Baltimore, Maryland 212, one, one. Or call us for further information at 46600013. Between the hours of nine and five. Go back live on City Lines part two and focus on the workplace. And joining us at this time is Oscar Smith, who is president of the Super Pride Food Chains. Mr. Smith, we we've been waiting to ask you, real bosses never say thank you. The good ones. Do you think the good ones do? It's important to let your employees know that you appreciate the job that they're doing day in and day out. And the key is good communication. When you're communicating with your people, letting them know when they do good as well as when they do it, that it helps to create a positive atmosphere in the workplace. Okay. We're going to continue the question from the audience. Okay. Just to go a little further with your question, how does the employer and employee work effectively in order to work to build the growth of the organization in which they are working with and or the department? Communication is very, very important that the employer makes the employee aware of what their standards are, what their objectives are, what their goals are, and communicate that with them to that employee day in and day out with regular meetings, small talks to in the course of a day in a week, and keep them in tune to where they are in terms of meeting those goals and objectives.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1309.41,1456.22"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/12","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Answers as far as the employer. What about the employee? How does the employee work with the employer? Again, I'll throw that back at you in terms of communication. In order to communicate, the employee and employee must be talking back and forth. It's not the employer talking down to the employee. Wherever you have successful operations, small companies, large companies, you've got the give and take from employee and employer. And where the employee is able to communicate to the employer in terms of what he or she feels, in terms of how they're doing their job and how they can go along and getting advanced in their in their workplace. That's the key. Communication. Very good questions. Thank you. Let's take a call from home now. Hi. CALLER. You're on City Line. Yes. My question is, first of all, good morning. Good morning. How do you have a situation when you get employed by someone and your supervisor don't meet the expectations or the standard for when you feel that you might have better quality than him? And then how do you protect yourself from their. Do we have the question? Yes. Thank you. CALLER okay, Lenny. Well, I would I would take a look at why that person actually was promoted. What qualities does he demonstrate that actually gave him that promotion in terms of job skills management abilities? And then obviously, you're going to have some ideas or you obviously have some ideas that that you can do some of those things as effectively and or better. So placing oneself in the light of the company to to demonstrate those abilities in a more effective manner. Betty, That's a little bit hard to do sometimes because if you have a boss and you try to go around that boss, you can get fired.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1458.94,1573.28"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/13","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"That's a very serious question. Yes, very serious. At what point do you go over someone's name and there's a problem? How do you get I think what happens, what you might have to do and it still will be a threat. You might have to send a letter to your boss and also a letter to his boss, a copy of that letter to his boss, letting the boss know what you're feeling through that communication. I, I know the one thing. There's a book out by Mary Kay Ash, and at one point she said that most employees feel they can do the job better than the employer. So whether or not that's true, but most do believe that. Most people believe that. Another question. Well, yes, I know that you said the communication is the key to successful working, but what is the most effective way to deal with employer employee confrontations or discrepancies? Great. So that's a great question. I think the key thing is to try to keep emotions out, to keep everything tunneled in in terms of the facts on what's happening and why to confrontation. If you become emotional, then the employer is liable to become emotional as well. So you want to try to discuss these matters in a calm, cool, rational manner so that there's no sort of adversarial relationship right there. So that one is listening to the other and vice versa. And also, are you talking about the job skills? Are we totally taking out the personalities and are you talking about the performance of the job, why the employee is unhappy with the employer and vice versa in terms of that job? Okay, I promised the caller just before the break that we would get back to her point.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1575.41,1676.51"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/14","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Can we go back to that? And there is a little tie in here in terms of dissatisfaction or confrontation or whatever. The young lady called and mentioned that she just doesn't feel that she's getting anywhere and that she's not sure of some things that are happening on her job. One week she's working 30 hours, 40 hours, whatever. What do you say to that, that person? Because in a way, it it ties into a confrontation or a dissatisfaction with the job. Right. We had we had mentioned before actually asking the supervisor, what am I doing? Well, what am I not doing Well, and really eliciting soliciting that information and then using that to one's benefit and then follow through a follow on as when I said there has to be a reason why the supervisor is scheduling 40 hours when we could have a particular lady in 8 hours. The next going I reported of the supervisor again on a one on one asking directly What can I do to be more consistent? Should help. When you're being assertive, you're trying to get ahead. How do you keep the employer from making you feel intimidated by his power? You know, you don't want him to, like, dump on you. You don't want him to think that whatever he gives you, you'll do you want him to know that you're doing this or that you are trying to get ahead, not just because you're intimidated by him. Many people on this panel thought that Oscar would answer the question. Okay. You got a very good question. Mm hmm. I suppose. Your best bet. Not best bet. But if you've been patient, if you have done all, you could do, all that you should have done. And after a period of time, it still hasn't been recognized by your supervisor you feel.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1677.35,1786.97"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/15","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Then your next move might be to talk to his supervisor to find out exactly what you aren't doing, that that you should be able to get the attention or promotion leadership that you're trying to obtain. Another. Another point. Another point, too, is that if you find that after talking to his supervisor and you have talked to your supervisor and nothing is being settled, it might be advantageous at that point to start seeking employment elsewhere. So that's a signal. That's a signal a lot of times that the doors are not going to open for you at that particular institution. Another question, if you reach that adversarial relationship that you mentioned before, is there any going back? Is it time to leave the job once you reach an adversarial relationship with the supervisor, the boss? I don't think it's it necessarily signals time to leave, especially if things are discussed openly very early on. And then there is follow up, there's there's an additional discussion, etc., etc.. And there is an actual plan and one can actually see changes. You know, I think things can work out. Okay. We're going to come back and take some more questions from our audience here and at home. Please stay with us. And. Okay, we're back focusing on the workplace part two. That's right. It's been great. And we're going to take a phone call right now. I call it you're on the city line. Hello? Anybody there? Hello? Yes, You're on. Um, yes. I'd like to know how you can deal with positive illness on a predominantly white work area. Okay. Racism. Thank you. Yeah, That's still in the workplace. Yeah, exactly. Um, I would suggest that if one feels very, very strongly that there has been some racism in the workplace.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1787.85,1989.22"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/16","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Each company generally has an officer in place familiar with laws, policies for the organization, and that would be the person in-house. For an employee to seek out. Would that also apply for sexism? Which is another? Yes, exactly. Okay. Okay. And that's also if in a particular company that you work for, they don't have this mechanism in your particular company, you want to make certain that you're able to document, uh, the particular points that, uh, bringing to your, you know, your decision in terms of being discriminated against in this company as a the president of a large organization. How does the top echelon approach these things? I mean, what type of view do you take? Uh, both towards the charger and the charger. When someone comes up with such an allegation, we look into it immediately and in our organization. In our organization, we're a lot different than 95% of our employees are minorities and 5% black. So when that does occur, we jump on it immediately. In terms of taking a look at the the the problem, the acquisition, and we try to handle it very, very quickly. We don't like to see those kind of things drag on. Okay. Let's take another call from home. Hi, you're on City Line. Yeah. I'd like to ask, how does one do with, um, you know, office conflicts about isolating them from the rest of the, um, workforce? Other topics. That kind of politics. Yeah, that's yes, I think that it's very important that the person number one, always learn, find out what the policies and procedures are for that particular operation. When you when you know that you adhering to all the basic guidelines, when you know that you have, you know your boss and everything.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1991.5,2095.53"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/17","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Well, let me skip that because I'm gonna go to some other points. But it's very important when you start thinking in terms of the politics in the office that you know whom to go to. Can you go to your boss if you're being offended? How do you handle it? Talk to your boss first. If he cannot rectify, then you have to go to your human resources person or your affirmative action person. My suggestion would have been exactly the same. Make certain that your that you do your job per se, and don't lose focus of that. And you try to basically not put all your chips in one basket per se. You speak to and greet and cheer by basically the same way. Don't get hopped up in the wrong particular crapper because you never know when the chips might turn on you. That seems to be a consistent undercurrent. That is, no matter what the situation, what the problem is, what the nature of the problem. Make sure that you're doing your job in three ways. That in that way is okay. We've got another call from home. You're on City Line live. Hello? Yes, go ahead, please. I have to listen to you. Early on, I was pursuing my master's and the counselor philosophy, but I find it's the job that I begin there. Very limited as far as advancement. And that's for educational and financial. And I find most of the jobs I get are with the state and local governments. Well, I'll be marketing for another job outside of that area. Might be of interest for this person to think in terms of developments of other kinds of skills as well. It would be it would be good to take some courses at night.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2096.04,2189.53"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/18","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"And something that's very prominent right now is computer programing, take some courses in computer programing, take some courses in accounting, take some courses in START and some of the math, but make sure that they have alternative career choices and this is what it provides you with. So you're saying build in additional skills so the juice is marketable in this job market as possible so that your skills would be transferable from one area to another? That's not a bad suggestion either for someone who is currently in a position feels that there is not a way to advance. Take a look at something else that might be of interest to you and market yourself in terms of being in line for that position. Okay. Let's take some more quick calls. I caller, you're on City Line. Hello? Hello. Yes, go ahead, please. Yes, I've been working on my job for 17 years and recently, uh, employees that have been there longer than I have have been terminated. And they have brought new employees in and used new job titles. And it's like you go to work every day and you wonder if you're going to still have a job. What do you do about this situation? Very good question. And it's kind of indicative of what's happening across the country in the job market respond. I would say that, first of all, there is across the board an industry reduction in force. So one needs to know exactly what your tenure is with the company, etc.. But also be sure before us before a charge is made that the job responsibility is exactly the same as the one that was reduced, that there are not additional job responsibilities and skills required that that person. But one of the things that is happening, though, long term employees are being let go and they are getting less expensive employees sometimes to to replace the person.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2190.07,2308.65"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/19","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"And that is happening. Yes. A lot of people are being displaced. That's why I 70 just have a variety of skills that one can relate to. Because once if your position is being cut out, there's a possibility you have some other skills, you have some other kinds of experiences that you can relate to and you can ask for transferable to something else. Okay. Before we run out of time, let's talk about some of the things that the employee on the job should be looking to do as a very positive next step, either in keeping that job or moving on some of the skills they should be obtaining specifically and some of the areas that they should be keeping an eye on in terms of job growth. I think one of the key things that employers should be doing is, number one, making certain that they're doing their best of the best, that that they can do at the job that they have, and also finding out what they can do to add on to get more experience in terms of going to seminars, taking additional courses, as you mentioned before, doing all those things that he or she can be more flexible to, to be able to handle anything that might pop up in terms of future promotions and all. In terms of our wrap up learning. I would say look at some of the new technology computers. Getting courses in computers is something that's going to happen in a lot of areas. Finally, Betty, quickly, I agree with Lynn and, you know, Oscar Smith, thank you, all of you, for being with us. This has been just great. Just great. We're going to take a break and come back with tea months here in the NEWSROOM.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2308.98,2397.87"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/20","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Stay with us. Good afternoon. Topping today's news cab in Baltimore county, charges of racism have once again been leveled against the local school system there. Parents of black students attending schools in the county have lodged nearly 200 complaint with the local branch of the NAACP. The parents say their children had been miseducated, mistreated, deliberately provoked into confrontational situations and unfairly disciplined. Joining me now to talk about the school system's reaction is Anthony de Marconi, deputy superintendent of Baltimore County schools. Mr. Marshall, thank you for joining us this afternoon. Can you respond briefly, sir, to the charges that I've outlined in my opening statement? These are serious charges, and we're very concerned about them. We have had a long history of cooperation with the NAACP in Baltimore County, and we reject this generalized set of allegations we have received from the NAACP a letter to the superintendent which outlined some concerns with four students at one high school. And we are investigating those allegations. And we think the general generalization is unfounded and unfair. Do you have any indication of the depth or the seriousness of these charges as as it relates to these 174 charges? According to the. Numerous parents, students and teachers have come forth with complaints outlining what they consider to be racist actions on the part of the Baltimore County school system. Do you have any indication that that has happened at all in the past? Not at all. We have, for the past 15 years been working very hard to establish positive relationships among the races in Baltimore County, and that that history is documented. And we feel very positive about that. We don't know what what those allegations are. As I said earlier, we know for specific situations and we're addressing those at this time.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2398.47,2596.34"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/21","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"Mr. MARSHALL Only what percentage of the Baltimore County school system is black? Approximately 14%. Would you say that the school system has had a history of confrontational situations as it relates to the problems of race? Absolutely not. We have had an excellent system, excellent history of of in our relationships among the races of our relationships with the Office of Civil Rights, with the Maryland Human Relations Commission and so on, we would document that we have had an excellent record. I think it was just last January that you joined us here on the set when it was highly controversial, whether or not the Baltimore County school system would celebrate Dr. King's birthday. I can cite that as one example where the question of race has been blown up into a larger problem in the county school system. Yes, that was a a difference of opinion that the Board of Education had with the Baltimore County chapter of the NAACP. And our board felt that it was best to have our students in school on Martin Luther King's birthday rather than have schools closed. And that's a difference of opinion that probably still exists. Would you say that because blacks or minorities form such a small percentage of the student population in the county school system that that could attribute to the fact that some have expressed concern for the problems they call problems of race? Oh, yes. I'm certain that any minority group would would have problems to cope with and that kind of setting. And we have attempted over the years to work with that and to be certain that those kinds of problems are alleviated when they do occur, when problems of race do occur. Sir, what kinds of problems are you familiar with that have occurred in the Baltimore County school system that perhaps you would say are normal problems or perhaps the parents would say are racial problems? Yes, we have.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2596.91,2715.28"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/22","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"In any school setting, you have students who have problems in in school, either with their schoolwork or with discipline in the school. And whenever parents become involved with the administration and teachers of that school, they certainly have differences of opinion as to how that should be handled. Those kinds of complaints come to us, whether they be from white parents or black parents, and we address those. There are occasions when we know the professionals involved maybe should have handled it in a different way. And we address that and it becomes a personnel problem that we deal with as a school system. And it does not necessarily relate to black and white problems. Well, let's talk about some specific charges leveled by the NAACP, such as the learning disabled, the black student being deliberately miseducated or not trained properly or being judged by the white teacher as being unteachable. How do you address that concern? I'm not familiar with the specifics of the situation that you're mentioning. We have competent teachers and competent supervisors who could investigate whether that would be the case. Our our special education program in Baltimore County is an outstanding one. I can't imagine that any given situation would go unattended if that if that were brought to our attention. Information, sir. Black students. Black parents. Black teachers. If they feel that they are being unfairly treated, if they feel that they are the victims of some racist action on behalf of an administrator or another teacher, what recourse do they have? What do you suggest they do? We have in the system a a process for having all of those kinds of problems addressed. We they can come directly to me. We have black administrators throughout our system. We have two of our area system superintendents are black.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2716.18,2835.01"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/23","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"We have a director of personnel who is black. We we believe there are enough people within the system who are ready to listen and to address those problems. Mr. Marshall, I only want to thank you again for taking this time to be with us today. Next week, we look at some specific allegations and we talk to some parents. That's today's news cap. I'm t mom, tia, more city line up next. Stay with us. I wonder what. Hi, Harold Anthony here. Patti LaBelle, formerly of the smash hit trio LaBelle was born in West Philadelphia. She lived an ordinary teenage life singing in the Glee club, running track and performing in school plays. Patti also sang in her church choir, even as she ventured out into an outside group called The Blue Bells. Patti LaBelle is married with three sons, and she is known by many, particularly to her family, to be a world class cook. Patti made her screen debut in A Soldier's Story, and she has also starred in the Broadway production of Your Arms Are Too Short to Box With God. Unadulterated Down to Earth Folk has always been Patti's forte. Whether singing a slow, sweet ballad or belting out a jump up and shout gospel song on her latest release On My Own, she combines our total vocal freedom with an artist who has demonstrated a new diversity and sophistication in the songwriting and renowned vocal delivery. Michael MacDonald's musical style reflects a deeply integrated soul and R\u0026B influence. McDonald played in a series of R\u0026B rock bands in his hometown of Saint Louis during his teens. And while most young people were in acid bands during the mid-sixties, McDonald was playing in a rhythm and blues band. McDonald left Saint Louis for the success of Los Angeles, where he spent six years as chief songwriter and vocalist for the Doobie Brothers.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2835.43,3085.24"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/24","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"McDonald's compositions have been recorded by such artists as Aretha Franklin, Quincy Jones and his wife, Amy Holley. With no further ado, here's Michael McDonald and Patti LaBelle with On My Own. Something. Oh. Oh, my. On my. So many promises. Never. Goodwin. On my. Once again. Martin. Well, I've been. Why didn't. What's up? But we to do it all. You want to know what? My life. We're you. Na na na na. To be. Again. That was another great collaboration with Patti LaBelle and Michael McDonald with a duet entitled On My Own. Oh, by the way, the music Department of the Community College of Baltimore has announced its Sunday afternoon concerts as a part of its Spring 86 music series. The concerts begin at 4 p.m. and will be held in the Gary Auditorium, located in the nursing building on the Liberty Campus. This afternoon you can catch the innovative sounds of Rodney Brown, along with Rebecca Henderson on May 4th. Sit back and enjoy the concert choir and on May 18th be amazed at the vocal talents of the Young Artists recital featuring Gail Covington. If you'd like additional information concerning this concert, just call 3967980. Also. All you Cissy Houston fans will be glad to know that Miss Houston is planning a Baltimore appearance on Sunday, May 4th at 3 p.m. at St Pius, the fifth Church located at 6428 York Road. Here, Ms.. Houston performed gospel favorites in her own unique style. Now seating is limited, so you better make your reservations right away. For further information, just call 9625508. And last but not least, the American premiere of Julissa Amadou Maddie's play Gabbana Bandhu, will be presented at the Little Theater on Morgan State College's campus. After opening in London in 1972, the play has enjoyed success throughout West Africa and Europe.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=3086.08,3443.11"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/25","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"The show runs May 1st through fourth, and general admission is $5. However, students with I.D. are admitted for $2. For further information, call four, four, four, three, three, four, three. And with that, I have to wrap up another edition of the entertainment page. I'm Harold Anthony, hoping you all have a great Sunday. Blanchard, Love that song. I said, Oh, my heavens, That's really my new theme song. I'm not going to touch that. Please don't. Well, enjoy today's show. I think we were able to touch on a lot of points. Really important workplace. This two part series, I think got a lot of questions answered. It was fabulous because there were so many people with true to life questions and that made it very, very good. What we'd like for you to do is to write us, those of you who could not get through by phone, write us and tell us and describe for us some of the problems that you're having on your job. And what we'll do is have some of our development career development experts to give you some answers. Write us care of City Line TV. Television. Hill. Baltimore, Maryland. Two one, two, one, one. Please write us and give us some of those descriptions of the situations you're involved in and we'll get some answers back to you for sure. That's right. We also want to invite you to be with us next week. We're Fathers United for Equal Rights. I think it's going to be a very interesting discussion. We're going to be talking about fathers and their rights to have their kids with them and and how they can get custody of them and so forth. Exactly. Because a lot of the times we're always talking about children not having the the correct amount of of support from fathers.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=3443.8,3543.85"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/26","type":"Annotation","motivation":"transcribing","body":{"type":"TextualBody","value":"And there are a lot of fathers who are paying support and also do not get a chance to see their children. And the following week, which was May 11th, we have a question that we posed. Is it love or is it sex? And the Essence magazine advice columnist will be here and I will struggle through these names. Dr. Gwendolyn Goldsby Grant and Lillian Fryer. Webb will be our guest directly from Essence. That should be a lot of fun. I hope you enjoy today's show. See you next week. I'm Betty Bentley. I'm Jackie Hall. Have a good, good Sunday. My Life.","format":"text/plain"},"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=3544.27,3573.97"}]},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918","type":"AnnotationPage","label":{"en":["English [Transcript]"]},"items":[{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/transcript/48918/annotation/27","type":"Annotation","motivation":"subtitling","body":{"type":"TextualBody","value":"https://d9jk7wjtjpu5g.cloudfront.net/file_transcripts/associated_files/000/048/918/original/open-uri20230817-361024-etl0ad?1692236277","format":"text/vtt","language":"en"},"target":"https://d9jk7wjtjpu5g.cloudfront.net/file_transcripts/associated_files/000/048/918/original/open-uri20230817-361024-etl0ad?1692236277"}]},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402","type":"AnnotationPage","label":{"en":["Focus on Workplace Part II, 1986-04-27 02-14-2024 17:12 [Index]"]},"items":[{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/28","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Guest interview","format":"text/plain","label":{"en":["Title"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=173.0,532.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/29","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Betty Glascoe, Career Development Specialist","format":"text/plain","label":{"en":["Synopsis"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=173.0,532.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/30","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Guest interview","format":"text/plain","label":{"en":["Title"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=532.0,1409.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/31","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Lanae Croxton, Director of Training, Hutzlers","format":"text/plain","label":{"en":["Synopsis"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=532.0,1409.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/32","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Guest interview","format":"text/plain","label":{"en":["Title"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1409.0,2475.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/33","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Oscar Smith, President, Super Pride Markets","format":"text/plain","label":{"en":["Synopsis"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=1409.0,2475.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/34","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Newscap with Tea Montier","format":"text/plain","label":{"en":["Title"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2475.0,3004.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/35","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Racism; NAACP; Interview with Anthony Marchione, Baltimore County Schools","format":"text/plain","label":{"en":["Synopsis"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=2475.0,3004.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/36","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Entertainment Page with Harold Anthony","format":"text/plain","label":{"en":["Title"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=3004.0"},{"id":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260/index/82402/annotation/37","type":"Annotation","motivation":"supplementing","body":[{"type":"TextualBody","value":"Patti LaBelle; Michael McDonald","format":"text/plain","label":{"en":["Synopsis"]}}],"target":"https://marmia.aviaryplatform.com/collections/948/collection_resources/105499/file/206260#t=3004.0"}]}]}]}