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Violence in the workplace is an everyday event that affects employees throughout the nation. It must be addressed, clearly defined, and possible solutions presented that will eventually identify the potential aggressor and victim. According to the United States Department of Justice (1998) the workplace is the most dangerous place to be in America. In fact, workplace homicide is the fastest growing category of murder in the United States (U.S. Department of Justice, 1998). However the real danger is the ever-present problem of physical and verbal violence.
In this paper, the concept of workplace violence is defined and several examples are given for reference. The paper will discuss the responsibility of the Human Resources Management team to identify a potential problem before violence occurs, and also prevent work place violence through adequate and necessary training of employees. Research will be discussed that explains how to deal with workplace violence…
Gibson, D. And Barsade, S. (1999). Yale School of Management.
Jenkins, E. (1996). Violence in the Workplace: Risk Factors and Prevention Strategies. DHHS Publication Number 96-100. Washington, DC: Government Printing Office.
Labig, C. (1995). Workplace Security: Forming a Violence Response Team. HR Focus, 72: 15
Lord, V. "Characteristics of Violence in State Government." Journal of Interpersonal Violence (1998) 489.
Workplace violence is a major threat to American companies, and costs billions of dollars each year is lost wages, health care, and legal fees. In light of current trends towards company downsizing and higher levels of job stress, these acts of violence are on the rise, and affect every employee and the entire community, as well. Since violence can come from any number of sources, including threats, actual physical violence, some sexual harassment, and even intimidation, it can be difficult to discern actual violence from harmless venting (Ginn, et al., 2002). Further, these traumas can strike without warning, which overwhelms the workers, families, and communities that are involved (Miller, 2002). This project was designed to discover reasons for workplace violence, and to discover reasons to employee anxiety about this violence, by utilizing survey data. This, in turn, will provide information about the types of education needed to combat workplace violence…
Antai-Otong, D. (2001). Critical Incident Stress Debriefing: A Health Promotion Model for Workplace Violence. Perspectives in Psychiatric Care, 37(4), 125+. Retrieved October 13, 2005, from Questia database: http://www.questia.com /PM.qst?a=o& d=5000939241.
Ginn, G.O., & Henry, L.J. (2002). Addressing Workplace Violence from a Health Management Perspective. SAM Advanced Management Journal, 67(4), 4+. Retrieved October 13, 2005, from Questia database:
This is a paper that outlines the issue of workplace violence and its implications on security managers. It has 16 sources.
In order to prevent violence in the workplace and other crimes, it is essential to have in place the Classical theory and/or Biological theory of behavior, which has punishment and rehabilitation/treatment respectively enforced as solutions.
In the United States today, there are several organizations of different sizes. Each of these organizations perhaps aims at achieving the best and highest profits. A way to do this is to get the maximum productivity out of ones employees. There are several methods of doing this. Modern organizational leadership skills are applied to managing employees in order to achieve the greatest results. Business leadership today is a field that requires the best of skill in managing business practices. Indeed, leading a business is a responsible job, and in this highly competitive…
Workplace Bullying: An Employers Guide.' Queensland (AU) Division of Workplace Health and Safety; Department of Employment Training and Industrial Relations (1999).
Akers, R. (1996) "Is Differential Association/Social Learning Cultural Deviance Theory?" Criminology 34, no. 2: 229-47.
Bentley, K.M., & Li, A.K.F. (1995).Bully and victim problems in elementary schools and students' beliefs about aggression. Canadian Journal of Braithwaite, J.B. (1989). Crime, shame and reintegration. Cambridge, UK: Cambridge University Press.
Braithwaite, J.B. (1999) Restorative Justice: Assessing optimistic and pessimistic accounts. In M. Tonry (Ed.), Crime and Justice: A Review of Research, (25),Chicago: University of Chicago Press,1127.
orkplace violence in the nursing field makes it difficult if not impossible for a nurse to do their job. hether the bullying is lateral or vertical, the results are consistently the same: decreased self-confidence, fear, and work-related stress. Although highly discouraged by hospitals, incidents still happen regularly. This paper will focus on the reasons why bullying happens, how bullying can be avoided, and the actions hospitals should take to protect their employees from bullying.
There are many reasons for bullying, and often more than one in each instance. The primary reason for bullying is simply unsocial behavior on the part of the bully. Many times, bullies are unfamiliar with the proper way to act in a professional setting and so they become either too friendly or too ridged with their coworkers (Murray, 2009). Additionally, bullying can happen when there is a culture or age gap between two nurses (Stanley, 2010).…
Murray, John (2009). Workplace Bullying in Nursing: A Problem That Can't Be Ignored. Medsurg Nursing, 18(5): 273-76.
Stanley, Karen (2010). The High Cost of Lateral Violence in Nursing. Sigma Theta Tau International Leadership Summit.
Major Findings and Implications
Corrective Actions and ecommendation Plan
Evaluation of Effectiveness of Plan
This paper is based on workplace violence, predominantly in the health care industry. Workplace violence in the today's time has accelerated immensely amongst various industries, and healthcare industry is considerable amongst them. The violent actions and behaviors performed in the workplace environment that can cause emotional and psychical damage to a person is typically referred to as workplace violence.
The paper includes an incident of workplace violence amongst nurses in the healthcare industry. The situation, current culture of the organization, and other factors attributable to workplace violence has come under extensive discussion. The key people that have been directly or indirectly affected by the incident have also been included.
Based on such adverse consequences, preliminary corrective actions and recommendation plan have been proposed as a nurse manager. These preliminary corrective actions have been recommended…
Hickey, J.V. & Brosnan, C.A. (2012). Evaluation of Health Care Quality in Advanced Practice Nursing. USA: Springer Publishing Company.
Jcr. (2007). Defusing Disruptive Behavior: A Workbook for Health Care Leaders. USA: Joint Commission Resources.
Linsley, P. (2006). Violence and Aggression in the Workplace: A Practical Guide for All Healthcare Staff. UK: Radcliffe Publishing.
Privitera, M.R. (2010). Workplace Violence in Mental and General Healthcare Settings. USA: Jones & Bartlett Publishers.
Workplace violence (Bullying)
Workplace violence can be defined as an action that manifests itself in threatening behavior, physical assault, aggression or any other violent form that may be displayed at work setting and may be directed towards coworkers, managers or even the customers themselves. These aggressions can cause emotional or to great extent physical harm or both (USLegal Inc., 2011).
In the context of this paper, bullying as one of the aspects of workplace violence will be expunged upon. This is a situation where an individual engages in acts of intimidation or molestation of a c colleague or another worker more often in front of the others. Bullying more often than not is directed at a person who is younger or at a junior position than the bully (Directgov, 2011).
Bullying can assume various forms in a workplace setting ranging from posting sexual comments, using racist language, antireligious sentiments, attacking…
Directgov, (2011). Bullying in the workplace. Retrieved April 1, 2011 from http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/DiscriminationAtWork/DG_10026670
Dr. Namie G., (2011). Workplace Bullying Defined. Retrieved April 1, 2011 from http://www.workdoctor.com/problem.php
Heathfield S.M., (2011). What is Bullying? Retrieved April 1, 2011 from http://humanresources.about.com/od/glossaryb/g/bullying.htm
HRdictionary.com, (2011). Workplace Bullying. Retrieved April 1, 2011 from http://www.hrdictionary.com/definition/workplace-bullying.html
Employees must understand that they will not be retaliated against or otherwise punished unless it is quite clear that the accusations or reports were intentionally spiteful or fraudulent and the burden that will be placed on defining such malfeasance will be very hard to exceed (Romano, and Levi-Minzi, and Rugala, and Hasselt).
Any employee, manager or executive that engages in workplace violence of any sort will be subjected to immediate termination in most to all instances with very little exception. Even statements supposedly made in jest will be taken very seriously and the consequences can absolutely be the same. If there is any doubt about the intentions of the person making the statement or engaging in workplace violence, the firm will side with whatever makes the firm and the employees the safest as nothing will be left to chance or assumptions (Romano, and Levi-Minzi, and Rugala, and Hasselt).
OSHA. "Occupational Safety and Health Administration - Home." Occupational Safety and Health Administration - Home. n.p., 29 Apr. 2013. Web. 29 Apr. 2013. .
Romano, Stephen J., Micol E. Levi-Minzi, Eugene a. Rugala, and Vincent Van Hasselt. "FBI -- " Workplace Violence Prevention." FBI -- " Homepage. n.p., 29 Apr. 2013. Web. 29 Apr. 2013. .
Workplace violence can be prevented by creating a workplace environment and organizational culture that prevents the problem, protects employees, and pursues strategies for change. The presence of official policies or codes of ethics in the workplace is not enough on its own. Those policies must also be strictly enforced, so that all employees as well as patients feel safe and supported. The United States Department of Labor and OSHA (2016) define workplace violence as "any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site." Moreover, the Department of Labor (2016) reports that almost 20% of the 11,370 reported incidents in one year occurred in nursing and residential care facilities. Healthcare workers are five times more likely to experience assault or violence than workers in any other sector (Thompson, 2015). Henry & Ginn (2014) claim that these incidences cannot be tolerated,…
Henry, L.J. & Ginn, G.O. (2014). Prevention of workplace violence. Chapter 24 in Huber, D.L. (Ed.). Leadership and Nursing Care Management. 5th Edition. St. Louis: Elsevier.
Thompson, P. (2015). Addressing violence in the healthcare workplace. Hospitals and Health Networks. Retrieved online: http://www.hhnmag.com/articles/3365-addressing-violence-in-the-health-care-workplace
Trotto, S. (2014). Workplace violence in healthcare. National Safety and Health. 28 Sept, 2014. Retrieved online: http://www.safetyandhealthmagazine.com/articles/11172-workplace-violence-in-health-care-nurses
United States Department of Labor (2016). Workplace violence. Retrieved online: https://www.osha.gov/SLTC/healthcarefacilities/violence.html
A Discussion Regarding the Healthcare Field
orkplace violence is defined as "violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty" by the National Institute for Occupational Safety and Health (NIOSH).
This same organization also recognizes the increase in workplace violence in the healthcare field in the past few years, and the necessity to implement policies that address these disturbing trends. Furthermore, the problem must be addressed, according to the U.S. Department of Labor, in the nursing field specifically, where cases climbed to 48% of all violence-related cases, as opposed to other fields, and where nurses, aides, orderlies and attendants suffered most injuries.
In order to explore workplace violence in more detail, this essay is divided into three categories: violence between nurses and physicians, violence among nurses, and violence between nurses and unlicensed personnel, and aims to provide statistics…
Works Cited (in order of citation):
Occupational Safety and Health Administration. (2011). U.S. Department of Labor. Retrieved January 18, from .
Garelick, A. & Fagin, L. (2004). The doctor -- nurse relationship. Advances in Psychiatric Treatment (10). Pp. 277 -- 286.
Sirota, T. (2007). Nurse-physician relationships: Improving or not? . Lippincott Nursing Center. Retrieved January 19, from .
No Author. (2008). Lateral Violence and Bullying in the Workplace. Center for America Nurses. Retrieved January 19, from .
Workers who are assaulted can experience profound and long-lasting psychological trauma. If violence persists, they may seek to leave the profession, or areas of the profession where there is an especially acute need for care, such as E work. The "financial loss resulting from insurance claims, lost productivity, legal expenses, property damage, and possible staff replacement costs" due to violence is also considerable (Workplace violence, 2009, ANA).
Ironically, understaffing is a critical aspect of the reason that there is workplace violence: tired workers are apt to be less vigilant, and there are also fewer 'hands no deck' to restrain violent patients. A further facilitator of workplace violence is that more and more nurses are providing services within clients' homes. In such situations, the nurse is almost always unsupervised and unprotected. Less oversight can lead to greater risk of violence. 38% of 364 public health field-workers in one study said they…
Carroll, Victoria. (1998, September/October). Workplace violence affects one-third of nurses.
TAN issue. ANA. Retrieved June 14, 2010 at http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/TAN/1998/SepOct1998NewsViolence.aspx
McPhaul, K., Lipscomb, J., (September 30, 2004). "Workplace violence in healthcare:
Recognized but not regulated." Online Journal of Issues in Nursing, 9 (3): 6.
Violence as a Form of Workplace Violence
Are your coworkers aware of the term workplace violence?
My coworkers are significantly aware of the workplace violence and the different forms that it can take like the bullying of new employees, gender-based bias, unfair workload allocation and outright discrimination. The employees are often sensitized on the issue of workplace violence and given literature that elaborates the government stand on the same.
Do your coworkers know what constitutes lateral violence?
My coworkers are aware of what lateral violence is within the workplace and they can make the difference between it and bullying. The lateral violence as known within the organization is the act of unfair treatment or unjustifiable handling of a colleague within the workplace. The coworkers know that it happens among the coworkers at the same ranks unlike bullying which is widely considered as originating from one in a higher position or…
Massachusetts Nurses Association, (2015). Is it lateral violence, bullying or workplace harassment? Retrieved May 19, 2015 from http://www.massnurses.org/news-and-events/archive/2011/p/openItem/6082
employer was found guilty of a safety violation or financially liable for an incident of workplace violence and briefly summarize the case and explain why you agree to disagree with the outcome!
In the case of Lowe, et al. v. Old Navy, LLC, No. 10 L. 7624, Old Navy was sued by the surviving family members of an employee who was murdered by her boyfriend while working at the Old Navy store (Kreisman 2010). The family members alleged that Old Navy took inadequate steps to protect its employees and the boyfriend had identified himself as a threat the day before the murder took place. "The lawsuit also alleges that the store's security measures were outdated because the boyfriend was able to enter the store through a private employee entrance and then gain access to a restricted employee area, where he allegedly committed the murder-suicide" (Alaniz 2010). While Old Navy's security…
Beam, C. (2009). Uncivil union. Slate. Retrieved from:
California after the Uber ruling. (2015). The L.A. Times. Retrieved from:
Workplace violence in the United States has become widespread. According to the Department of Labor and Industries, homicide, is the fourth-leading cause of fatal injury. Statistics claim that workplace homicides declined one percent in 2009. Though workplace violence is a rare occurrence, recognizing the signs and emphasizing the safety of employees is paramount to preventing violence in the workplace.
The workplace culture consists of different personalities, often labeled, introvert or extrovert. In March 1998, Matthew Beck, an employee of the Connecticut State Lottery, killed his boss and injured others in a rage. Beck characterized as a successful performer prior to management's request that he take a leave of absence to focus on relieving his anger and stress, which was affecting his job performance.
Beck's behavior prior to his leave of absence corresponds with primal aggression behavior. Beck expressed anger over what he believed was unfair treatment by his employer. Beck,…
Rabinovitz, Jonathan. (1998, March 7). Rampage In Connecticut: The overview; Connecticut Lottery Worker Kills 4 Bosses, then Himself. The New York Times on the Web. Retrieved March 3, 2011, from http://www.nytimes.com/1998/03/07/nyregion/rampage-connecticut-overview-connecticut-lottery-worker-kills-4-bosses-then.html
U.S. Equal Employment Opportunity Commission. The Americans with Disabilities Act of 1990. ADA: Your Employment Rights as an Individual with a Disability. Retrieved, May 3, 2011, from http://www.eeoc.gov/facts/ada18.html
U.S. Department of Health and Human Services. Health Information Privacy. Retrieved, May 3, 2011 from http://www.hhs.gov/ocr/privacy/hipaa/understanding/index.html
Violence in the Healthcare Workplace Today
Today, professional nurses are on the frontlines of healthcare and, unfortunately, the war metaphor is all-too accurate in many cases. Indeed, hospitals can be dangerous places for all healthcare employees but nurses in particular are vulnerable to violence because of the frequent one-on-one contact they have with patients who may be suffering from a wide range of medical conditions that might trigger a violent episode. To determine how this problem is adversely affecting nursing practices, this paper provides a review of the literature concerning workplace violence and nurses, how this problem could be solved if resources and cooperation were unlimited and a discussion concerning how other professions have addressed this problem. Finally, a description of what resources would be needed to creatively address this problem is followed by a summary of the research and important findings about nurses and workplace violence in the conclusion.…
Bruce, M.D. & Nowlin, W.A. (2011, Winter). Workplace violence: Awareness, prevention, and response. Public Personnel Management, 40(4), 293-295.
ENA study: Culture change needed to reduce violence against emergency nurses. American Nurse, 46(2), 7.
Tool to help prevent workplace violence. (2013, September/October). American Nurse, 45(5), 4.
Workplace violence. (2014). American Nurses Association. Retrieved from http://nursingworld.
Everyday in the United States millions of Americans leave their homes and enter the places of their employment. Captain Among these millions, most report to work unaware of the prevalence of workplace violence or fully understand the gamut of actions that represent such violence. It is typical of the media to only report high profile cases including a former employee or a worker losing control - the most extreme of these scenarios in which victims succumb to severe injury or homicide. Although it is commonplace for media outlets to cover the most disturbingly sensational scenes, workplace violence is also a legitimate concern outside the realm of the most severe circumstances. orkplace violence has the potential to not only physically, but emotionally harm employees and others interacting at the work location.
Put simply, workplace violence is considered to be the violence or the threat of violence against workers. According…
Campbell, J. (2011). Workplace violence prevalence and risk factors in the safe at work study.
Journal of Occupational and Environmental Medicine, 53(1), 82-89.
Dupre, K. (2010). Comparing perceived injustices from supervisors and romantic partners as predictors of aggression. Journal of Occupational Health Psychology, 15(4), 359-370.
Feda, D. (2010). Written violence policies and risk of physical assault against minnesota educators. Journal of Public Health, 31(4), 461-477.
Each year millions of employees are victimized with workplace violence. Even though there are laws in place, it is not enough to deter the problem. Violence of any kind should not be tolerated (Taylor). Offenders should be punished at the first incidence, whether it is verbal abuse, physical abuse, or emotional abuse.
Workplace violence could be deterred by not accepting violence, regardless of the reasons behind it. There is no acceptable excuse for violence of any kind. Violence causes emotional damage, even if there is no physical abuse. Name calling, degrading a person's work or well-being, or not giving credit where credit is due is emotional damage inflicted on the victim. Employees do not have to accept unacceptable behavior, regardless of who it comes from. Whether it is from a customer, another employee, or even the boss, violence is unacceptable.
Some people do not report violence because of…
Taylor, J.L. "Workplace Violence." AJN, American Journal of Nursing, 110(3), doi:10.1097/01.NAJ.0000368933.60442.41 (2010): 11. online journal article.
excess of five million U.S. healthcare employees from numerous professions execute a wide selection of responsibilities. They're subjected to numerous safe practices risks, such as violence. Current records point out that hospital personnel are at high-risk for encountering violence at work. A number of reports say that violence normally takes place during periods of higher activity as well as communication and interaction with individuals, for example at meals and throughout visiting hours along with patient transport. Attacks can happen whenever services are rejected, whenever a client is involuntarily accepted, or whenever a healthcare employee tries to set limitations on consuming, drinking, or even tobacco or alcohol consumption (USDOL, 2001).
isks for Workplace Violence
Patient risks consist of those intoxicated by alcohol and drugs, prior reputation of violence, psychological diseases for example schizophrenia, gang member, use of firearms, and city youthful male of lesser socioeconomic position.
Environmental risks such as…
Allen, P. (2009). Violence in the Emergency Department: Tools & Strategies to Create a Violence-Free ED. Springer Publishing Company.
Emergency Nurses Association (ENA) (2010). Emergency Department Violence Surveillance Study.
Janocha, J.A. And Smith, R.T. (2010). Workplace safety and health in the health care and social assistance industry, 2003-2007. Bureau of Labor Statistics. http://www.bls.gov/opub/cwc/sh20100825ar01p1.htm
NIOSH. (2002). Violence: Occupational Hazards in Hospitals. April 2002. http://www.cdc.gov/niosh/pdfs/2002-101.pdf
Violence on College Campuses
Virginia Tech could probably have avoided the terrible massacre of 2007 had its officials taken more timely and effective action with Seung Hui Cho. He had a very long record of mental illness dating back to middle school, including fantasies of violence and murder, and he had received psychiatric treatment in the past. His behavior at Virginia Tech was so disturbing to students and faculty that a court ordered him to undergo a psychiatric evaluation in 2005, although he refused all counseling. University officials did not discuss his case with each other or even with his parents for fear of violating state and federal confidentiality laws, although their interpretation of these was mostly incorrect. Even though medical and psychiatric records are confidential by law, there is an exception for students like Cho who are deemed a danger to themselves and others. Not only did he receive…
Burlin, S. And J. Gammage (2007). "Laws Limit Schools Even After Alarms," Philadelphia Inquirer, April 19, 2007.
Corey, G. et al. (2011). Issues and Ethics in the Helping Professions, 8th Edition. Cengage Learning.
Mass Shootings at Virginia Tech, April 16, 2007 (2007). Report of the Review Panel Presented to Governor Kaine, Commonwealth of Virginia.
McMurray, J. (2008). "Colleges Are Watching Troubled Students," Associated Press, March 28, 2008.
The way that a society treats its criminals is indicative of the moral character and worthiness of that society. While it is easy for us to ignore and disregard the criminals amongst us by leading them to prison and throwing away the key, an important lesson is lost in this disregard for the human experience. In California the intolerance of violent crime and action has led to the development of the Three Strikes Law, which was implemented in 1994. As a policy maker I am firmly opposed to this law as I find it to be inhumane, impractical, excessively expensive and carried out in poor taste with a snobbish attitude towards those of us who have temporarily lost our way. A new policy is needed that can help address the important facts and details particular to the State of California and its unique needs.
Batabyal, A. (2014). It's time to rethink three strike and similar laws. Rochester Business Journal, 3 Jan 2014. Retrieved from http://www.rbj.net/article.asp?aID=205046
California Courts, The Judicial Branch of California (nd). Viewed 2 Feb 2014. Retrieved from http://www.courts.ca.gov/20142.htm
Cohen, D. (2013). Latest FBI Crime Statistics Released. Right On Crime, 20 Sep 2013. Retrieved from http://www.psychologytoday.com/blog/inside-the-criminal-mind/201104/do-prisons-really-make-offenders-worse
Egelko, B. (2013). Prop. 36 3 Strikes Change working lawyers say. 9 Sep 2013. Retrieved from http://www.sfgate.com/crime/article/Prop-36-s-3-strikes-change-working-lawyers-say-4800057.php
Most of us have experienced a few common workplace dilemmas in our careers. I work for a Defense Contractor in the IT security field, and I state that my experience is no different. These dilemmas can range from personal value dilemmas to substantial dilemmas, such as legal issues. Most of these internal conflicts center on issues such as office gossip, negativity, or bullying. Ones that are more serious involve violence or sexual assault. In my experience, I have seen colleagues experience some of these dilemmas, and they have affected their careers very much. However, in this discussion I would like to focus on a specific dilemma that few speak about but that many think about daily: the boss who sabotages your career.
This dilemma simply means that even though a boss may not appear to be "out to get you," so to speak, he or she…
Opperman's article did a good job of introducing the topic of workplace violence. It helped defuse the myth that some workplaces are immune from workplace violence. In addition, by alluding to the term "going postal" and describing the incident at NASA, Opperman made it clear that federal agencies are very at-risk for workplace violence. In addition, Opperman did a good job of defusing other myths about workplace violence, such as the fact that workplace violence is almost always preceded by very threatening behavior. In that way, Opperman's article was a good introduction to the topic of workplace violence.
However, Opperman's article was seriously lacking in substance. The article's title asks the question "is your agency prepared?" But leaves the reader with no real way to assess whether their workplace is prepared to deal with workplace violence. From the title, the reader expects to see a detailed description of the…
Workplace is not safe from numerous types of crimes. These crimes can range anywhere from burglary to homicides and from discrimination on the basis of sex to even rape for that matter. But these crimes are physical crimes and it is easy to avoid them or keep them at bay by making use of physical barriers, security cameras and a few sensible risk/security management tactics. For instance, if only 3 or 4 people work at night-time, it is easy to target anyone of them but if a considerable amount of people work together and have no hostility towards each other, these types of situations can be avoided. Use of security systems is a pre-requisite for the protection of material wealth and belongings. These types of systems can help avoid theft and burglary but if somehow these do occur, it will inform the managers of the incident at the earliest…
McCollonel '(2000). Cybercrime And Punishment. Page 8-9. www.mcconnellinternational.com.
Balkin J. M (2007)Cybercrime: digital cops in a networked environment. NYU PRESS. New York. USA.
Perline I.H. & Goldschmidt J. (2004). The psychology and law of workplace violence:a handbook for mental health professionals and employers. Charles C. Thomas Publisher. USA
Keats J. (2010) Virtual Words: Language on the Edge of Science and Technology. Oxford University Press. USA.
What further makes interpretation of results difficult to precisely define quantify is that the amount of drug stores depends on the nature of the drug itself, the duration of the ingestion of the drug, and the composition of the tissue holding the drug and the frequency of use. The greater the incidence of drug use the more permanent the level of toxins and chemicals in tissues throughout the body, and therefore the greater the probability of catching chronic drug users in drug testing. Thea difficult part of using drug tests periodically is the longitudinally there may be peaks and valleys to the incidence of drug abuse. Companies have begun surprise inspections of their workers in the most potentially dangerous occupations including forklift workers, construction workers, airline pilots, and heavy equipment workers.
Despite these shortcomings of tests, the advances made in drug testing technologies are gradually overcoming these obstacles related to…
Alleyne, B.C., P. Stuart, and R. Copes. (1991) Alcohol and other drug use in occupational fatalities. Journal of occupational medicine (Baltimore) 33(4):496-500, 1991.
Gerber, J.K. And G.S. Yacoubian, Jr. (2002). An assessment of drug testing within the construction industry. Gerber, J.K. And G.S. Yacoubian, Jr. J Drug Education 32(1):53-68
Koch, K. (1998). "Drug Testing." November 20, 1998
Kelly, T.H., R.W. Foltin, and M.W. Fischman. (1991) Effects of alcohol on human behavior: implications for the workplace. Drugs in the workplace: research and evaluation data. Vol. 11, National Institute on Drug Abuse. Rockville, Maryland 1991. pp. 129-146.
Threats of Violence in Counseling and Psychotherapy
There is an urban legend about an incident at a mental hospital caught on video: a psychotic patient at a hospital, who has a history of threatening violent acts, manages to smuggle a screwdriver from a workman. This patient, armed with said screwdriver, barricades himself into a room, takes a nurse hostage, and does not respond well to the attempts made by psychiatrists and police officers alike. n the end, the mental patient stabs the nurse hostage fatally in the neck with the screw driver. Of course, the supposed incident on tape that has circulated the semi-underground video circuit for decades (included on "Faces of Death Volume V") is actually a poorly staged reenactment of an event which probably never occurred in the first place. However, tales such as these have inevitably become a part of the universal subconscious of a modern society…
It may be beneficial to refer any students showing warning signs to the school counselor, but this will only be beneficial if that counselor is sympathetic, knowledgeable, ethical, and holding every student's best interest in mind. It is additionally important to ensure that the counseling sessions do not interfere with school and social activities to the degree that they actually incite more frustration, anger, and hostility for the student in question! Recommending a student speak with the school counselor is not usually dangerous ground legally. However, making this mandatory can have legal implications, and certainly making mandatory sessions with a psychotherapist a condition of continued attendance at the school can backfire. Administrators and school counselors need to work together to create a supportive school environment that fosters communication between students, teachers, and counselors, so that potential problems can be identified early and addressed while there is time to avoid damage to the student, his or her peers, or school property. Based on the findings that "there is insufficient evidence to recommend for or against clinician counseling of asymptomatic adolescents and adults to prevent morbidity and mortality from youth violence" (Counseling to Prevent Youth Violence 2004), it can be assumed that students will not have an undesirable reaction from continued counseling to help deal with issues of violence in schools.
When dealing with threats of domestic violence, there are many considerations that must be carefully weighed in determining the best approach. Counselors and psychotherapists may offer help directly to the victims of or witnesses to domestic violence. Others approach the situation by counseling the batterers, or perpetrators of domestic violence. There are some counseling organizations that focus on breaking the cycle of violence by counseling the abusers, as well as their victims. "AMEND provides counseling to men who have been abusive, anger management, and addiction counseling; educational support, groups for victims, and community education." (AMEND 2004) This approach would not seem outrageous at all if applied to, for example, students with a history of violent outbursts. However, the domestic abuser has been thoroughly demonized in our society. Whether the abuse is physical, emotional, or otherwise, certainly these actions cannot be justified. However, the AMEND group explains that:
Domestic violence will never go away if we provide services only to the victims. Abusive men can change if they have the ...
Employees become frustrated and develop negative views concerning management. Any animosity that the employee may exhibit could result in workplace violence. If employees are terminated or laid off under such conditions, resentment could lead to violence (Chenier 1998)." stressful work environment can also lead to poor service and customer dissatisfaction (aner 1995). In severe cases, problems communicating in the workplace can lead to the demise of a business or enterprise. Therefore, it is vitally important that workplace communications problems are addressed in a timely and appropriate manner. Over the next few paragraphs, we will discuss how communication problems in the workplace can be resolves.
Resolving Communications Problems in the orkplace
Stoppler (2005) explains that problems communication in the workplace will always exist to some extent. Therefore, managers and employees alike must find ways to resolve these conflicts. The author argues there are ten ways that communication problems in the workplace…
Brownell, J. (1994). Managerial listening and career development in the hospitality industry. Journal of the International Listening Association, 8, 31-49.
Carmichael, K. (1996). Conceptualizing Business Communication. The Journal of Business Communication, 33(3), 327+. Retrieved Chenier E. (1998) the Workplace: A Battleground for Violence. Public Personnel Management. Page Number: 557.
Cooper, L.O. (1997). Listening Competency in the Workplace: A Model for Training. Business Communication Quarterly, 60(4), 75+..
In my personal opinion, everybody is legally and morally entitled to own guns. The U.S. Constitution does delineate citizens' right to possess and carry arms -- a right that is often disregarded in the organizational context. In the year 2002, timberland owner and timber-products manufacturer, Weyerhaeuser, based in Seattle, sacked a number of its Oklahoma factory workers for violating the company-stipulated prohibition against keeping arms in their automobiles. This mass firing elicited a sharp outcry from gun-rights supporters such as the NRA (National Rifle Association). These groups assert that individuals bearing a firearms license must be able to access their guns in the event they are really needed, while traveling back and forth between their homes and workplaces. According to the NRA's executive VP, Wayne Lapierre, the fact that organizations can prohibit firearms in employee automobiles represents a serious blow to the Constitutional Amendment II (Shaw). However, senior attorney working…
17). He is disgusted that news executives that direct what should be covered are less interested in "what's happening in Afghanistan" but more interested in "Michael Jackson and Laci Peterson" (Fenton, p. 20).
hat are the excuses TV executives, editors and producers give for focusing on scandal, sexual trysts, and embarrassing situations for celebrities? Fenton claims that those "gatekeepers of the news" will tell anyone listening that "the average [viewer] simply cannot absorb that much hard news, especially about events abroad" (p. 20). The CBS veteran insists that the media power brokers believe that "Americans are too broadly under-informed to digest nuggets of information that seem to contradict what they know of the world" (p. 20). That would seem to be a very condescending, elitist attitude on the part of the TV industry in particular.
Fenton (p. 22) asserts that because of the very real threats of terrorism on the…
Dorfman, Lori, Woodruff, Katie, Chavez, Vivian, and Wallack, Lawrence. "Youth and Violence
On Local Television News in California." American Journal of Public Health 87.8 (1997):
Downie, Leonard, and Schudson, Michael. "The Reconstruction of American Journalism."
Landy and Conte (2013) note the fairness is understood as a component of exchange between two or more parties. The fairness reflects some form of equity, but the authors note that there are a few different perspectives against which fairness can be evaluated. The first of these is distributive fairness. This concept reflects a fairness of outcomes. This principle can come in a pure form, like in Cuba where everybody earns the same wage, but more often it comes with some sort of caveat, like "equal pay for equal work." There are different norms to describe distributive justice. These can be merit (the equal pay for equal work) norm and the need norm (to each according to his need). Landy and Conte also note that culture plays a role in how justice is perceived. The norm of a country will be different based on the collectivist-individualist paradigm. Because equity…
Folger, R. & Konovsky, M. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal. Vol. 32 (1) 115-130.
Landy, F. & Conte, J. (2013). Work in the 21st century: An introduction to industrial and organizational psychology. John Wiley & Sons.
Bullying is not limited to the halls of higher learning as we have come to expect. Unfortunately, workplace bullying is a very real phenomenon in workplaces and worksites across the globe. This paper will focus on the issue of workplace bullying that can lead to violence as well as strategies to help negate bullying and manage it in the work environment.
Bullying is a form of aggression which can manifest in both subtle and overtly aggressive ways. Workplace Bullying.org identifies several forms of bullying that may lead to violence in the workplace including:
Spreading malicious rumors, gossip, or innuendo that is not true
Undermining or deliberately impeding a person's work
Withholding necessary information or purposefully giving the wrong information
Making jokes that are 'obviously offensive' by spoken word or e-mail
Intruding on a person's privacy by pestering, spying or stalking
Criticizing a person persistently or constantly
Adams, A., & Crawford, N. (1992). Bullying at work: how to confront and overcome it. London: Virago.
Chappell, D., & Martino, V. (2000). Violence at work (2nd ed.). Geneva: International Labour Office.
Workplace Bullying: Psychological Violence? | WBI. (n.d.). Workplace Bullying Institute. Retrieved November 11, 2011, from http://www.workplacebullying.org/ 2009/05/04/workplace-bullying-psychological-violence/
Workplace discrimination leads to a mismatch between qualified workers and their jobs, and it carries significant economic consequences in the American workplace.
Okechukwu, Souza, Davis and Castro (2014) define workplace discrimination as unfair rules and conditions that impair the ability of group members. It is motivated by inferiority and mistreatment of the disadvantaged group over the dominant group. It is based on races and even occurs among disadvantaged groups themselves. For example, some ethnic groups are favored than immigrant workers. Discrimination does exist with respect to age, gender, and disabilities as well. Though Americans prohibit societal and historical influences among the workers through the Disabilities Act, it does persist. Workplace discrimination is unequal treatment of employees whereas workplace harassment involves negative actions toward a worker with respect to race/ethnicity, gender, etc. Sexual harassment includes sexist behavior, sexual hostility, unwanted sexual attention, and sexual coercion in which one's gender or sex…
By examining violence and women in both Sin City and the Tekken series, one is able to see how seemingly similar representations of gender and violence actually create wildly different meanings depending on the particular medium. While Sin City and Tekken participate in the visual language of gender, when it comes to the relationship between gender and violence, Sin City focuses on the victimization of women's bodies at the hands of men while Tekken disavows any connection between the violence committed and the gender of those committing it. This analysis reveals an important distinction between violence committed by or against gendered individuals and violence committed because of gender, because as Tekken demonstrates, the former situation actually offers the possibility for a more expansive representation of gender.
Bryce, J.O., & utter, J. (2003). Gender dynamics and the social and spatial organization of computer gaming. Leisure Studies, 22(1), 1-15.
Bryce, J.O., & Rutter, J. (2003). Gender dynamics and the social and spatial organization of computer gaming. Leisure Studies, 22(1), 1-15.
Funk, J.B., Baldacci, H.B., Pasold, T., & Baumgardner, J. (2004). Violence exposure in real-life, video games, television, movies, and the internet: is there desensitization? Journal
of adolescence, 27(1), 23-39.
Namco Bandai (2009). Tekken 6 [videogame]. Tokyo: Katsuhiro Harada.
Horizontal Violence in Nursing
Nursing and the Prevalence of Horizontal Violence in the Workplace
The core of the nursing profession is undermined by Horizontal violence. Horizontal violence affects the quality of health care that is delivered in institutions where this repugnant behavior occurs. Many reports suggest that horizontal violence is rampant, particularly in relation to new nurses and recent graduates. It is typically covert and incorporates nonphysical and emotional damage. Examples include sabotage, destructive criticism, back-biting, undermining, scapegoating and verbal confrontation.
The targets usually express feeling ridiculed, demeaned and humiliated. Potential targets range from new hires to long-time or tenured nurses. Similarly, nurses engaged in horizontal violence cross all demographic lines and all areas of specializations. They are usually experienced nurses and are over-burdened by the stress of the job and the long hours associated with their work. At the current time, it is recognized that this problem exists and…
Erdreich, B., Slavet, B., & Amador, A. (1994). "Sexual Harassment in the Federal Workplace." U.S. Merit Systems Protection Board. Washington, D.C.
McKenna, B., Smith, N., & Poole, S. et. al. (2003). "Horizontal violence: experiences of Registered Nurses in their first year of practice." J. Adv Nurs.Apr;42(1):90-6.
Thompson, S. & Burk, R. (2009). "Junior nursing students' experience a vertical violence during clinical rotations." Nursing Outlook. 57 (4), 226-231.
Sociology of the Workplace
Gender Inequality at Workplace
Dixon, S. (2001). Work Experience and the Gender Earnings Gap. New Zealand Economic apers, 35(2), 152+. Retrieved March 27, 2012, from Questia database: http://www.questia.com/M.qst?a=o&d=5002436019
In this article, Dixon reviews and presents the information about the work experience profiles of men and women working in New Zealand. The author uses two methods, which were introduced by Zabalza and Arrufat (1985) and by Filer (1993) for adding the women's actual paid work experience into the house hold survey databases. By using the imputed experience values and other skills, Dixon determines the components that are responsible for gender wage gap in late 1990s. This article is useful for research because it investigates that the shortfall in average hourly earnings of women is due to women's lower average level of skills which are needed for productivity. Moreover, it also discusses briefly the…
Pini, B. (2005). Interviewing Men: Gender and the Collection and Interpretation of Qualitative Data. Journal of Sociology, 41(2), 201+. Retrieved March 28, 2012, from Questia database: http://www.questia.com /PM.qst?a=o&d=5011020239
Welsh, S. (1999). Gender and Sexual Harassment. Annual Review of Sociology,169. Retrieved March 28, 2012, from Questia database:
The company should then establish clear procedures with regard to reporting of cases and the way they are handled, this can be done by establishing a competent body to handle this issue. The last step is enforcement of the policy, when all this is done then the policies will help safeguard the employees and at the same time reducing on company liabilities since there will be few cases to handle.
Who should be responsible?
Most companies have handed over the responsibility of protecting employees against sexual harassment to the employees themselves claiming that it is them who allow it to happen. Similarly, many individuals have raised the same argument and made recommendations supporting such a move. This should not be the case and is actually one of the factors that have led to the widespread of this vice. Matters are made worse when individuals are given the task of collecting…
Equal Opportunity Employment Commission. (2002). Facts about sexual harassment. Retrieved March 2, 2010 from http://www.eeoc.gov/facts/fs-sex.html
Meloy, J.R. (1998). The psychology of stalking: Clinical and Forensic Perspectives. New York:
Mullen, P.E., et al. (1999). A study of stalkers. American Journal of Psychiatry, 156 Prekel, Truida (2001). Sexual Harassment: Causes, Consequences and Cures, Retrieved March 2,
The Victorian and Other Healthcare Facilities still have issues with horizontal violence in their work environments where many of these incidents occur, however, their facility feels, according to the Contemporary Nurse web site, that the main reason that there is so much animosity in the Victorian health center is because of the constant aggression that these nurses receive from dementia patients which causes some of these nurses to be more anxious, uptight, restless, and more likely to say something to offend other nursing staff especially the younger, less experienced, new graduates that have just joined the healthcare team. The Victorian chairman addressed in a letter he had wrote to the Minister for Health to politely ask him to think about his opinion on the report that the Victorian's Taskforce hostile working environment even though he shares his own beliefs and facts, noted in the "Victorian Taskforce on Violence…
Morand, M. (2005, November). Victorian task force on violence in nursing. Retrieved from http://www.health.vic.gov.au/__data/assets/pdf_file/007/17674/victaskforcevio.pdf
Neill, J. (2007, February 28). Qualitative vs. quantitative research: key points in a classic debate. Retrieved from a http://wilderdom.com/research/QualitativeVersusQuantitativeResearch.html
Workplace discrimination can be understood as an inappropriate, unjustifiable treatment towards a person or a set of people at the workplace. Such undesirable treatment is based more often on people's race, ethnicity, age, marital status, sex or other describing characteristics (Australian Human Rights Commission, n.d). Workplace discrimination can give the impression of a repudiation of particular civil liberties, neglectful treatment, deliberate undervaluing of an employee's character or work outcomes and attainments. Workplace discrimination is not only done by the employee but by the fellow employees or peers and other superiors as well. Workplace discrimination, although often not as blatant as in previous periods, continues to proliferate across organizations and on a global level. Fittingly regarded as modern discrimination, discriminatory behavior in the present day is time and again categorized by elusive and clandestine behaviors that can edge below regulations and organizational guidelines (Marchiondo et al., 2015).
Types of Discrimination in…
Where, those facilities that had an adversarial relationship between management / employees or other groups saw dramatic long-term effects. As productivity, higher costs and increased amounts of waste would occur at these facilities. This is significant, because it shows how various issues of conflict are like a cancer that will eat away at the most productive of organizations. In the case of the organization that we are examining, this shows that immediate action must be taken to rectify the situation. The longer the conflict is allowed to occur between the two sales people, means that the various emotions will continue to fester. At which point, it is only a matter of time until the situation will spiral out of control and the long-term productivity of the organization can be brought into question.
Hyde, M. (2006). Workplace Conflict esolution and the Health of Employees. Social Science & Medicine, 63 (8), 2218…
About Workplace Conflict. (2000) Retrieved June 13, 2010 from Conflict at Work website: http://www.conflictatwork.com/conflict/cost_e.cfm
Gershenfeld, J. (1991). The Impact on Economic Performance of a Transformation in Workplace Relations. 44 Industry & Labor Relations Revision, 241.
Hyde, M. (2006). Workplace Conflict Resolution and the Health of Employees. Social Science & Medicine, 63 (8), 2218 -- 2227.
Jordan, P. (2004). Managing Emotions During Team Problem Solving. Human Performance, 17 (2), 195 -- 128.
Advocacy Strategy: Anti-Violence ork
Anti-violence work is really about helping a lot of women discover their strong areas and their they consider the truth for their lives. Most women contemplate should they stay, should they go or even if they need to go, whatever it maybe the movement is to make sure that women are safe. The author makes the point that it is so much easier doing the work over the years because it has given her the confidence needed with the gained experience. This essay discusses the issue of how the anti-violence work needs some support and help in aiding violence against women. Also finding solutions to violence and abuse on a level that is broader and societal.
Critique of an Advocacy Strategy
Domestic Violence denotes to the use of emotional or physical force or danger of physical force, which does comprise of sexual violence in close…
Arvay, M.J. (2001). Secondary Traumatic Stress and Trauma Counselors: What Does the Research Say?." International Journal for the Advancement of Counselling, 15-17.
Brzozowski, J.A. (2004). Family Violence in Canada: A Statistical Profile. Canadian Centre for Justice Statistics.
Figley, C.L. (2002). Treating Compassion Fatigue. New York: Brunner-Routledge,.
Martin, S. (2006). Bearing Witness: Experiences of Frontline Anti-Violence Responders. Canadian Woman Studies, 11-15.
Evolution of Domestic Violence to Today: What it Is, and How We See It
Domestic violence has become a very important issue to be tackled in today's society. Fortunately, over the years, many have recognized the need to address this issue, which can grow to quite serious proportions. In order to provide a context for the following paragraphs, I would like to include some statistics on domestic violence here. Though upsetting, these statistics are necessary to see just how much of a problem this issue can be. According to Strengthen Our Sisters, an organization that aims to help domestic violence victims by providing them with information and a hotline which to call in times of trouble, women suffer greatly under this issue, with a woman being physically assaulted nearly every 15 seconds. Battery also contributes to the single major cause of injury for women, and exceeds any other…
Domestic Violence Among Hispanics
olina, C.S., Gomez, J.R., & Pastrana, .C.V. (2009). Psychometric Properties of the Spanish Language Child Depression Inventory with Hispanic Children who are Secondary Victims of Domestic Violence. Adolescence. 44(173). The paper is about symptoms which a child develops when he or she is exposed to domestic violence. This is a psychological survey, seeing the effects of children when they witness their mothers being beaten. It measures the dimesions of depression and anxiety which a child may develop. This study focuses on the Hispanic community and dysfunctional families within that community. The first author, olina, is a hold a Ph.D. In psychology and psychotherapy, this deems her credible for the study. Additionally, she is herself of a Hispanic background, therefore she is aware of most of the culture's traditions and dimensions.
urdaugh, C., Hunt, S., Sowell, R. & Santana, I. (2004). Domestic Violence in…
Molina, C.S., Gomez, J.R., & Pastrana, M.C.V. (2009). Psychometric Properties of the Spanish Language Child Depression Inventory with Hispanic Children who are Secondary Victims of Domestic Violence.
Murdaugh, C., Hunt, S., Sowell, R. & Santana, I. (2004). Domestic Violence in Hispanics in the Southeastern United States: A Survey and Needs Analysis. Journal of Family Violence. 19(2).
Saenger, S.A. (2000). Family Violence: A Review of the Dysfunctional Behavior Patterns. Minnesota Center Against Violence and Abuse.
Firearms Legislation and Firearms-Related Violence in Europe
This paper examines the relationship between firearms legislation and gun-related violence across countries and regions in Europe. The focus of the paper is to identify possible sources of literature to help answer questions regarding whether legislation is an effective tool in reducing firearms-related violence. The paper focuses on variance of gun violence rates throughout Europe, gun legislation, and possible national strategies for addressing the issue of gun violence. It finds that there are many variables that impact regions and can effect greater or lesser rates of gun violence -- factors such as education, culture, economic stability, political instability, and so on. No two countries are the same in terms of people, customs, traditions, ideals, and execution of the law. It is therefore important to better understand how culture plays a role in determining the effects of firearms-related violence in throughout Europe. This information…
ffective mentoring entails regular meetings to actively discuss roles, revisit issues and cultivate role modeling. The mentor typically supports and enhances a mentee's personal and career development. He or she must also be consistently available, have faith that the protege is on the right track, and have awareness of the larger issues relevant in the health care environment. This combination of skill, confidence and communicative ability is not common among nurses, which is part of the reason that healthy mentoring relationships do not always flower in the health care environment. However, the robust desire to help fellow nurses is the most important variable, and the primary reason most mentor relationships develop and prosper.
Four questions worth exploring in conjunction with a literature review include the following. How do administrators develop effective mentorship programs in health care institutions? How does the presence of mentors correlate to job burnout? What are the…
Escobio, M. (2005). Giving Back: Nurses and Mentoring. Retrieved from https://www.nnsdo.org/dmdocuments/NurseMentoring.pdf
Kuhl, L. (2005). Closing the Revolving Door: A Look at Mentoring. Journal of Illinois
Nursing, vol 102 (2), 9.
Many people might want to or prefer to think that bullying is something specific and endemic only to the young. However, bullying takes on many forms and it absolutely happens with adults as opposed to just with children and teenagers. Indeed, forms of adult abuse and bullying can include domestic abuse, bullying of friends and acquaintances through threats and the like and then there is workplace bullying. The cliquish, threatening and otherwise puerile behavior that typically is the bastion of the teenager demographic often happens with adults in a workplace setting as well. This brief research/editorial report will give examples of this and opinions of the author of this report shall be offered as well. While people in a workplace setting should act like and conduct themselves as adults, there are many people that simply refuse to act their age and not in an insidious nature.
Alsever, J. (2015, February 17). How to Handle a Workplace Bully. Retrieved February 7, 2015,
Chapman, M. (2014, January 17). Workplace Cliques Break Along Racial Lines: Is That Proof of Race Discrimination? Retrieved February 7, 2015, from http://www.businessmanagementdaily.com/40478/workplace-cliques-break-along-racial-lines-is-that-proof-of-race-discrimination
EEOC. (2015, February 7). Enforcement Guidance on Vicarious Employer Liability for Unlawful Harassment by Supervisors. Retrieved February 7, 2015, from http://www.eeoc.gov/policy/docs/harassment.html
orkplace Emergency Planning
hat preparations should be made by companies to be ready to respond when there is an emergency? hat kinds of emergencies should employees and management be prepared for? hat actions should be taken when an emergency occurs in the workplace? These issues will be discussed in this paper, with references from the American Red Cross and the U.S. Department of Labor's Occupational Safety and Health Administration (OSHA).
Emergencies and Preparation - OSHA
The truth of the matter is that no one really expects an emergency or a disaster, but as OSHA points out on page 1, a disaster can happen almost anywhere. And even though a disaster cannot be predicted, because it threatens workers and the public and customers it is vitally important that companies be prepared.
hat are some of the emergencies that might occur in a workplace? Depending on the geographic location of the workplace,…
American Red Cross. (2008). Preparing Your Business for the Unthinkable. Retrieved July 9, 2015, from http://www.redcross.org .
OSHA (2001). How to Plan for Workplace Emergencies and Evacuations. Retrieved July 9, 2015, from http://www.osha.gov .
Employers responsibility in regards to the VAA
Violence against women can be defined as any act of sexually or non-sexually oriented violence that results or is possible to result in physical, sexual and psychological trauma, irrespective of the environment it occurs. Every act of violence diminishes and destroys women's basic human rights and freedoms. Her nature is that of a caring nurturer, while men's character typically includes the desire to go into the marketplace and compete to win at his career. The differences between men and women create the opportunity for women to be taken advantage of and/or suffer violence.
The reauthorization of the Violence Against omen Act (VAA) is a needed step toward protecting women in the workplace, and in society as a whole. Complete with over $3.3 billion over the next five years for VAA programs, the VAA authorizes:
875 million for shelter services for battered women;
Nassar, Salwa. 2000. National center for policy research for women and families. Accessed 3 Sept 2003. Website: http://www.cpr4womenandfamilies.org/violencel.html .
Thomspon, Ericka P. 2003. New laws may help decrease domestic violence., Indianapolis Recorder, 6 June. A1.
Violence againse Women Act Passes. 2000. Now legal defense and education fund. Accessed 3 Sept 2003. Website: http://www.nowldef.org/html/issues/vio/vawapassed.shtml
Workplace Issues/Disaster Management -- Journal eview
Nursing profession faces pervasive horizontal violence and there is even a saying "nurses eat their young." Nurses should take efforts to bring a change in their existing professional culture. They can begin by sharing tips to overcome bullying and model positive behaviors. Nurses can exchange their experiences in horizontal violence through multiple workshops across the country. They have also examined different roles such as discussing contemporary perspectives, employing methods of engagement, promoting debate, and using practical resources to prevent horizontal violence. Those workshops indeed revealed increased knowledge regarding horizontal violence and its application to the workplace, among the nurses. Those evaluations are made through pre-tests/post-tests or written evaluations. Nurses need an exposure to practical approaches to deal with horizontal violence (Egues & Leinung, 2013).
Implications for Personnel
Bullying, horizontal violence or workplace incivility should not be tolerated or accepted by nurses. To stop those…
Egues, A., & Leinung, E. (2013). The Bully Within and Without: Strategies to Address Horizontal Violence in Nursing. Nursing Forum, 185-190.
My perspective on domestic violence has certainly been influenced by some of the information I have learned while taking this course. I was fortunate enough to grow up in surroundings in which I was never exposed to this phenomenon. As such, I was relatively ignorant about the many realities regarding what has been and continues to be one of the most prevalent social issues affecting women in this country. After having taken this course, I now understand that domestic violence is a reality for many women much more than most people are aware of, and that there are a number of systematic aspects of this phenomenon which greatly influences its propagation.
One of the most eminent factors related to domestic violence that I am now cognizant of is its rate of incidence. Because I had never experienced it nor personally knew anyone who had personally experienced domestic violence,…
Centers for Disease Control and Prevention. "The National Intimate Partner and Sexual Violence Survey." www.cdc.gov. 2010. Web. http://www.cdc.gov/violenceprevention/nisvs/index.html
Bradshaw, Camille. Domestic Violence and Self-Esteem. BK Nation. 2013. Web. http://bknation.org/2013/10/domestic-violence-self-esteem/
Felperin, Leslie. "Review: Bordertown." www.variety.com. 2007. Web. http://variety.com/2007/film/reviews/bordertown-2-1200510251/
Haun, Marjorie. "Debunking Feminist Myths about Domestic Violence." www.beforeit'snews.com 2014. Web. http://beforeitsnews.com/opinion-conservative/2014/07/debunking-feminist-myths-about-domestic-violence-2888054.html
2010). That said, Perry notes that "we know surprisingly little" about whether the training actually creates "positive change"; and given that lack of specific knowledge, the authors present what they call the "best training practices" that are available for HR departments and managers (187).
The "best practices" factors that have proven successful in preparing HR professionals in matters of sexual harassment include: a) "Pre-training factors" (an assessment of who needs the training; how will the training take place; and what will the content be); b) "Training Design and Delivery Factors" (this is an area where there is no one good answer; in some situations "passive" methods might be best and in other situations "experiential" methods might be better); and c) "Post-training Factors" (once learning has taken place, thee needs to be "reinforcement" to keep trainees motivated to use what they learned during the training exercises (Perry, 190).
Meanwhile, Canada certainly…
Boxall, P. (2013). Mutuality in the Management of Human Resources: Assessing the Quality of Alignment in Employment Relationships. Human Resource Management Journal, 23(1), 3-
Perry, E.L., Kulik, C.T., and Field, M.P. (2009). Sexual Harassment Training: Recommendations
To Address Gaps Between the Practitioner and Research Literatures. Human Resource
What appears to explain their shared high rates of violent behavior is their increased interpersonal dependency. They are socially withdrawn and entertain a negative view of themselves. These difficulties with trust are common in the two disorders. They are thus more personally dependent on their partners. Furthermore, veterans with a major physical health problem are likelier to commit domestic violence than the other veterans surveyed. The physical problem tends to increase their irritability and dependence on their partners. Other studies found this characteristic high partner-specific dependency among physically abusive men who exhibit personal inadequacy, low social self-confidence and increased reliance on those nearest them. Many of these physically abusive men greatly fear abandonment and are anxiously attached. They are thus hypersensitive to rejection and often show anger in their intimate relationships. Veterans often display excessive coercion to which the partners respond by distancing themselves. The veterans' fear and dependencies can…
Blasko, K. et al. (2007). Therapists' prototypical assessment of domestic violence Situations. 13 pages. Journal of Marital and Family Therapy: Blackwell Publishing
Brammer, a. (2006). Domestic violence crime and victims act 2004. 4 pages. Journal of Adult Protection: Pavilion Publishing (Brighton) Ltd.
De la Hey, M. (2006). Gender differences seen in consequences of domestic violence. 2 pages. Cross Currents - the Journal of Addiction and Mental Health: Centre for Addiction and Mental Health
Kelly, K.a. (2004). Working together to stop domestic violence. 14 pages. Journal of Sociology and Social Welfare: Western Michigan University School of Social Work
violence and aggression. First, different aspects of violence, such as diversity and culture, gender and psychosocial aspects are discussed. And, the ethical and legal dimensions of mandatory reporting of child and elder abuse are looked into. The emerging technologies in the field of psychology are also discussed in relation to the topic of violence and other forms of deviant behavior. Lastly, correlations of the causality and violence prevention interventions are given.
MFT: Psychology of Violence
The history of the world is mired with incidences of violence. Violence traces its origins back to prehistory, and there is barely a community, society or individual that has never experienced or witnessed some form of violence. A single incidence of violence can be powerful and unbearable whether it is terrorism, war, suicide, homicide or even systemic injustices (structural violence -- whereby there are access barriers to health care, social justice, or some other type…
Anderson, C., & Bushman, B. (2002). Human Aggression. Annual Review of Psychology, 52, 27-51.
Duxbury, J., & Wright, K. (2011, March 7). Should nurses restrain violent and aggressive patients? Retrieved from Nursing Times: http://www.nursingtimes.net/nursing-practice/specialisms/mental-health/-should-nurses-restrain-violent-and-aggressive-patients/5026793.article
EIGE. (2015). What is gender-based violence. Retrieved from European Institute for Gender Equality: http://eige.europa.eu/gender-based-violence/what-is-gender-based-violence
Felson, R., Deane, G., & Armstrong, D. (2008). Do theories of crime or violence explain race differences in delinquency. Social Science Research, 624-641.
Domestic violence has been around for as long as many cultures can remember, however, that's not an excuse for its continuance. Although some see women and children as mere property, their rights and safety should be protected. Whether they suffer from physical, sexual or emotional abuse, thankfully there are an increasing number of programs for these victims to turn to. These programs work hard to take the steps necessary for America to become a domestic violence-free society.
Stopping Domestic Violence in America
Although domestic violence is often thought of in terms of physical violence or even sexual violence, it goes beyond that, beyond the cuts, the bruises, the scrapes, the broken bones; it's a control issue. "Domestic violence is a pattern of coercive control that one person exercises over another in order to dominate and get their way." ("Voices Set Free," n.d.) In addition to physical and sexual abuse, it…
Get the Facts - Domestic Violence in the United States. (2003). Retrieved June 17, 2003, at http://endabuse.org/resources/facts/
Victim Support. (n.d.). Retrieved June 17, 2003, at http://www.awoscentral.com/victim_support/victim_support.html
Voices Set Free. (n.d.). Retrieved June 17, 2003, at http://www.awoscentral.com/domestic_violence/domestic_violence.html
Stopping Domestic Violence in America
Technology / Privacy / orkplace
There is a rapidly increasing use of technological monitoring in the workplace, and while technology in general has been highly beneficial to companies, the use of some technologies has raised privacy and ethical concerns among employees. This paper reviews the available literature when it comes to workplace monitoring of employees and the ethical implications of that monitoring.
Is Privacy in the orkplace a Dying Notion?
The right to privacy is a nice idea, and in some instances and circumstances in the United States an individual can reasonably expect to have his or her privacy respected. ebsites, for example, notify users frequently that their privacy is important and it is being protected. However, when it comes to the workplace, in an age of increased reliance on electronic technology, management has been able to "…monitor virtually all workplace communications" that employees have access to.
Findlaw asserts that…
Davidson College. (2002). Descriptions of Ethical Theories and Principles. Retrieved March 8, 2015, from http://www.bio.davidson.edu .
Esikot, I.F. (2012). Globalization vs. Relativism: The Imperative of a Universal Ethics.
Journal of Politics and Law, 5(4), 129-134.
Internet Encyclopedia of Philosophy. (2010). Consequentialism. Retrieved March 8, 2015,
The modern 21st century has posed new challenges for the organizations to survive and grow (Smith et al. 2010). As they are operated and managed by human beings, the challenges are ultimately faced by the individuals who are responsible for making decisions and implementing them (Nieuwenhuizen, Weiss and Rossouw, 2009). As challenges are multifaceted, and human lives are divided into various aspects, it is difficult to excel in every field. The gap between desired and actual state of mind leads to stress and has a high impact on employee performance and productivity.
The concept of supervision is not new in business settings. It may be rooted right in the main essence of organizational structure from where delegation of authority and chain of command were introduced. In lieu of human psychology to stay conscious when being observed and monitored, it is more likely that they are not in normal…
However, in most instances, "agencies do not use the EAP as the office responsible for taking incident reports on workplace violence. Agencies give the following reasons: Because confidentiality requirements prohibit EAP counselors from disclosing information, putting a counselor in the position of informing the other members of the intervention team about the report could lead to serious misunderstandings among agency employees and harm the credibility of the EAP. It sometimes takes years to build the EAP into a viable program trusted by employees to keep any contacts confidential and the dual role could diminish this viability" (III. 4 EAP Consideration, 2009, OPM).
The message the EAP strives to communicate to employees can best be summed up in some EAP posters created as part of its prevention program: "Reach out: e can help," reads one. Another advises: "Talk or walk it out." These types of poster campaigns and brochures, although they…
EAP and workplace prevention posters. (2009). Office of Personnel Management. Retrieved February 6, 2009 at http://www.eaposters.com/Posters_wpviolence.htm
Part III: Section 4 -- Employee assistance program consideration. (2009). Office of Personnel
Management (OPM). Retrieved February 6, 2009 at http://www.opm.gov/Employment_and_Benefits/WorkLife/OfficialDocuments/handbooksguides/workplaceviolence/p3-s4.asp
Workplace violence. (2009). The USDA Handbook on Workplace Violence Prevention and Response. Retrieved February 6, 2009 at http://www.usda.gov/news/pubs/violence/wpv.htm
Security at workplaces is not only the responsibility of the management, but all the parties in the premises. Therefore, it is important that everyone is involved one way or another in maintenance of security. In a company the size of Walter Widget, with 240 personnel, it can be challenging to maintain high security standards.
With the increasing nationwide crime against workplaces and businesses, the stakes in workplace security are high. Walter Widget must be concerned about theft of any kind including trade secrets, computer information and other resources. The firm needs to take necessary steps to prevent other security risks such as arson, vandalism and workplace violence.
Workplace crime affects production. According to Bressler (2007) businesses are prone to a wide variety of crimes and need to take action in prevention of criminal activities that influence profitability. Workplace crime affects the employees, because it results insecurity at work. Safety at…
Bressler, M.S. (2007). The Impact of Crime on Business: A Model for Prevention, Detection & Remedy. Journal of Management and Marketing Research.
Burke, M.E., & Schramm, J. (2004 ). Getting to Know the Candidate Conducting Reference Checks. Alexandria: Research SHRM.
Deitch, D., Igor, K., & Ruiz, A. (1999). The Relationship Between Crime and Drugs: What We Have Learned in Recent Decades. Journal of Psychoactive Drugs .
Idaho National Engineering and Enviromental Laboratory. (2004). Personnel Security Guidelines. U.S. Department of Homeland security. Idaho Falls: Idaho national Engineering and Enviromental Laboratory.
This collection comprises health-care and social service employees such as visiting nurses, psychiatric evaluators, and probation workers; community employees such as gas and water utility workers, phone and cable TV employees, and letter carriers; retail workers; and taxi drivers (OSHA Fact Sheet, 2002).
The best defense that companies can give is to institute a no tolerance rule in regards to workplace aggression against or by their workers. The company should set up a workplace aggression avoidance course or include the knowledge into an accessible disaster prevention course, employee manual, or handbook of standard operating measures. It is important to make sure that all workers are aware of the rules and recognize that all ascertains of workplace aggression will be examined and dealt with quickly. Additionally, companies can recommend additional shields like:
Providing security training for workers so they understand what behavior is not suitable and what they should do if…
Davidson, Michael. (2010). Federal Workplace Violence Laws. Retrieved October 17, 2010,
from eHow Web site: http://www.ehow.com/list_6116986_federal-workplace-violence-laws.html
Heathfield, Susan M. (2010). Workplace Violence: Violence Can Happen Here. Retrieved October 17, 2010, from About Web site:
"Twenty-three million Americans experience workplace bullying within their work lifetimes" (cited in Seagriff, 2010, p. 575). With the economic challenges Americans are facing recently, tensions in the workplace are also on the rise, as employees increasingly worry that their jobs are in jeopardy. This fear over possibly losing their job means many employees will not risk reporting bullying to their employers.
Interdependence conflicts, as mentioned, are another common type of workplace conflict. This type of conflict centers on an employee's dependence of another person's assistance, input or output to perform their job (Kankanhalli, Tan, & Kwok-kee, 2007). In other words, task interdependence varies depending on the extent which an employee needs materials, information or support from their workplace peers, in order to do their job. "Task interdependence alters the course and consequences of conflict. Some have asserted that because high task interdependence implies the need for intensive interactions among members,…
Bacal, R. (1998). Conflict prevention in the workplace: using cooperative communication. Winnipeg: Bacal & Associates.
Bhattacharya, S. (19 Sept 2010). "Resolving conflict at work." Busienss Today, 19(9). p. 127-129.
Booher, D. (May 1999). "Resolving conflict." Executive Excellence, 16(5). p. 5.
Budd, J. & Colvin, a. (Jul 2008). "Improved metrics for workplace dispute resolution procedures: Efficiency, equity and voice." Industrial Relations, 47(3). p. 460-479.
These devices can help to ensure customer violence is limited. Additionally, by investing in interpersonal training and dispute resolution courses for employees, companies can help to control coworker violence. Furthermore, the use of EAP (Employee Assistance Programs) for frustrated workers can help to provide some outlet for frustrations, further eliminating the possible problems (Hagan, 2004). Through polite, direct, proper communication, most acts of interpersonal workplace violence can be avoided.
ASIS. (2001). Certification. ASIS International. etrieved September 26, 2007 from ASIS International. Website: http://www.asisonline.org/certification/arp/certpromo.htm.
Chapter 498 Oregon Laws. (2001). [Online] etrieved July 10, 2007 from the Oregon State Legislature database. Website: http://www.leg.state.or.us/01orlaws/sess0400.dir/0498ses.html
Cole, D. (2002, September) Trading liberty for security after September 11. FPIF Policy eport. etrieved 8 July, 2007 at http://www.fpif.org/papers/post9-11.html.
Collins, P.A., icks, T.A., Van Meter, C.W. (2000). Chapter 8: Crime and the threat environment. Principles of security and crime prevention, 4th ed. Cincinnati, OH: Anderson Publishing.
ASIS. (2001). Certification. ASIS International. Retrieved September 26, 2007 from ASIS International. Website: http://www.asisonline.org/certification/arp/certpromo.htm .
Chapter 498 Oregon Laws. (2001). [Online] Retrieved July 10, 2007 from the Oregon State Legislature database. Website: http://www.leg.state.or.us/01orlaws/sess0400.dir/0498ses.html
Cole, D. (2002, September) Trading liberty for security after September 11. FPIF Policy Report. Retrieved 8 July, 2007 at http://www.fpif.org/papers/post9-11.html .
Collins, P.A., Ricks, T.A., Van Meter, C.W. (2000). Chapter 8: Crime and the threat environment. Principles of security and crime prevention, 4th ed. Cincinnati, OH: Anderson Publishing.
.....abuse and/or neglect of children and the elderly is a major issue in the American criminal justice system because of increased prevalence of such cases. However, getting accurate information regarding the extent of child and elder abuse is increasingly challenging in the United States. Some of the major issues contributing to this problem include the fact that most child and elder abuse cases are not reported, misreporting of these cases, seeming inability of victims to report the cases, and the fact that most perpetrators are caregivers. Children and senior adults are more likely to be victims of abuse, neglect or maltreatment because of lesser physical and mental capabilities, dependence on caregivers, and tendency to trust easily. The likelihood of vulnerable children and the elderly to fall victims to abuse can be decreased through establishing suitable prevention and intervention measures that effectively identify and deal with risk factors and improve reporting…
In both cases, that label can make intervention more difficult instead of less difficult. Certainly, some types of behavioral issues are functions of immaturity or of stages of development and personality or identity experimentation. However, bona fide delinquency issues should not be excused as features of personality, largely because doing so undermines the development of personal responsibility and the realization that negative behaviors have negative consequences.
Which represents the greatest threat to society: multiple murder, workplace violence, or violent bias crimes?
It is difficult to compare the three types of crimes by listing them in order because so much depends on context. For example, violent bias crimes could include multiple murders. In general, multiple murders are relatively rare outside of environments where criminality is already at issue, such as in connection with organize crime and criminal gang rivalries. Workplace violence is comparatively rare when it comes to serious crimes such…