Discussion Replies
paakwesi123
Workplaceviolencereply.docxBUSI 342
Discussion replies Assignment Instructions
The student will complete 4 Discussions in this course. The student will post one thread of 300-500 words by 11:59 p.m. (ET) on Monday of the assigned Module: Week. The student must then post 2 replies of 250-350 words by 11:59 p.m. (ET) on Monday of the assigned Module/Week. For each thread, students must support their assertions with at least 2 scholarly citations plus the text in current APA format. Each reply must incorporate at least 1 scholarly citation plus the text and Scripture reference in current APA format. Any sources cited must have been published within the last five years. Acceptable sources include the textbook, the Bible, and scholarly sources.
This course utilizes the Post-First feature in all Discussions. This means you will only be able to read and interact with your classmates’ threads after you have submitted your thread in response to the provided prompt. For additional information on Post-First, click here for a tutorial.
Please make sure to include Scriptures to the replies.
Replies 1
Andrew Garmon
Security in the workplace - Criminal Intent
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Workplace violence has been on the rise in several different types of workplaces over the past few years. Some examples of this are criminal intent workplace violence, customer to employee workplace violence and employee to employee workplace violence. While all of these are serious threats there is one that primarily has more serious outcomes which is Criminal intent.
With the growing threat of violence to employees there is a responsibility of employers to protect there employees and input solutions to keep the teams safe. For most employers they struggle to know where to begin or look in combatting workplace violence. In most circumstances violence comes up out of nowhere and catches everyone by surprise. While this makes it challenging to prevent there are ways to work around it and be prepared to the best of a companies ability. The most effective way to support and prepare teams for workplace violence is through training and awareness. Employers should be focused on ensuring that their employees know what to look for and more importantly how to react if the situation ever arises. This can be accomplished through visual and verbal trainings as well as role plays that can be laid out on how to stay safe in an active situation. Employers can also set up support mechanisms such as code words or specific things to look for that may lead to violence in the workplace. This should most likely be done annually to keep the teams fresh on how to react and where to find support.
As stated previously employers have a responsibility to teach, train and prepare their employees how to combat workplace violence. This will continue to be a real challenge for corporations as we move forward and should be a fundamental block in the HR people space.
Jackson, J. H. (2019). Human resource management . Cengage.
Blake, M. A. (2015). Workplace Violence Prevention and Employer Responsibility.Rural Telecommunications, 34(6), 34-34,36. http://ezproxy.liberty.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Ftrade-journals%2Fworkplace-violence-prevention-employer%2Fdocview%2F1737416135%2Fse-2%3Faccountid%3D12085
Leiber, L. (2007). Workplace violence: What can employers do to prevent it? . Retrieved from https://onlinelibrary-wiley-com.ezproxy.liberty.edu/doi/abs/10.1002/ert.20169
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Replies 2
Joy Allen
Workplace Violence
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Violence at the workplace is defined as the threat of harassment, intimidation, or physical violence that occurs at the workplace. Attacks can range from verbal abuse to physical violence. They can also involve both parties. According to the 2017 US Bureau of Labor Statistics Census of Fatal Occupational injuries, 458 individuals died due to workplace violence (Kennedy & Kennedy-Baker, 2020). The majority of these deaths were caused by intentional injury. Many workers in the US report experiencing workplace violence each year. This issue is often unnoticed, and many cases go unreported. There are various factors that can increase the risk of violence for certain workers. Working with unstable individuals and people who have a history of violence can contribute to the likelihood of violence. Being in an isolated area or working alone are also factors that can contribute to the risk of violence. Bullying has been among the leading form of workplace violence.
Workplace bullying is a behavior that is often carried out by an employer or manager against a co-worker or another employee. It can also be witnessed as physical or verbal abuse. There are various types of workplaces where bullying can occur. It can happen in any type of establishment, from offices to shops, restaurants, workshops, and community groups. There are various types of workplace bullying, such as harassment and intimidation. It can happen to different people. Some types of bullying are criminal offenses. Workplace bullying can also be discrimination if it is based on sexual orientation or gender. It is also against the law to discriminate against someone due to their race, religion, sexual orientation, or disability. Your employer has a legal duty to provide a safe and healthy working environment. This obligation is usually met by addressing issues such as bullying and harassment. Everyone has a moral responsibility to make the workplace a safe and positive place for everyone. If you or someone you know is being harassed or bullied, there are steps that you can take to prevent it.
Mark 12:31 indicates that everyone is supposed to love their neighbors as they love themselves. In that regard, people need to exercise love in their workplaces, and this can be one of the most effective strategies to end all forms of bullying. Mathew 7:20 The fruit of a bullfighting operation will smell like selfish gain to others. A person who is a spiritual observer will detect the red flags of a bully. It’s a matter of speaking the truth in love and not being afraid to stand up for what is right. There can be no help when a bully is allowed to destroy others.
On the other hand, if bullying persists, reporting the matter to the relevant authorities will be an option so that punitive actions can be taken on the perpetrators in an attempt to deter others with the same intentions. Any form of harassment in workplaces is against the law, and stringent measures have been put in place to curb all forms of bullying in workplaces.
Violence at the workplace can be defined as the threat of harassment or intimidation, which can include physical violence. Attacks can also include verbal abuse. In workplaces, bullying is a behavior that occurs when an employer or manager physically or verbally abuses a worker. This type of behavior can be witnessed in various forms. Everyone is supposed to love themselves as they love their neighbors. This is one of the most important strategies to prevent bullying.
References
Kennedy, B. R., & Kennedy-Baker, C. C. (2020). Workplace Violence against Healthcare
Workers in Health Services Organizations.
The Holy Bible retrieved from https://www.bible.com/
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Replies 3
3 days ago
Lianna Pell
Workplace Violence- Domestic Violence
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Workplace Violence- Domestic Violence
One of the most common types of workplace violence is domestic violence also known as Intimate Partner Violence. In the article, “Intimate Partner Violence Is a Workplace Issue”, authors Livingston, Delavier, and Benaben, discuss the dangers of workplace domestic violence. (Livingston, Delavier, and Benaben 2021) Our course book, “Human Resource Management”, defines a person who commits domestic violence as “a person who has no legitimate relationship with a business but has a personal relationship with the victim commits some form of violence against an employee (e.g., family member, boyfriend).” (Jackson, Mathis, Meglich, & Valentine 2019) I firmly believe that one of the first items that should be done in a situation of domestic violence is documentation of every incident, and that documentation should be turned into the local police department or sheriff’s office. Livingston, Delaveir, and Benaben state that domestic violence can “take a number of forms, including physical, verbal, emotional, economic and sexual abuse, and it can affect anyone- across racial/ethical groups, class status, and social groups.” (Livingston, Delavier, & Benaben 2021) Documentation will be important in prosecuting the suspect if needed. Also with documentation, I need to make sure that my victim employee and others who work around he/she are safe. I would have security checks done on the premises as often as possible. Domestic violence in the workplace shall not be taken lightly.
In the Department of Labor policy guidelines, “DOL Workplace Violence Program”, written by the Office of the Assistant Secretary for Administration & Management, it discusses the responsibilities the human resource manager has to the victim and employees in cases of domestic violence in the workplace. The Department of Labor states that HR is responsible for “assisting in assessing and investigating allegations of workplace violence, providing technical expertise and consultation to help supervisors determine course of administrative action, providing advice and counsel regarding personnel rules and regulations, and offering training courses to assist employees to deal with situations which may lead to workplace violence.” (Department of Labor 2021) I believe training employees about techniques on diffusing situations will help build confidence among the employees and provide beneficial safety measures.
While studying about the Biblical integration of this topic, I came across the Scripture in Galatians 6:2 that states “Bear ye one another’s burdens, and so fulfill the law of Christ.” There may be times as Christian managers that we must bear burdens with our employees and through that we can show the employee Christ’s love for them. We also fulfill the law of Christ by loving one another.
References
Department of Labor (2021). DOL Workplace Violence Program https://www.dol.gov/agencies/oasam/centers-offices/human-resources-center/policies/workplace-violence-program
Jackson, J., Mathis, R., Meglich, P., & Valentine, S. (2019) Human Resource Management (16th ed.). Boston, MA: Cengage Learning
Livingston, B., Delavier L., & Benaben, Y. (2021) Intimate Partner Violence Is a Workplace Issue. https://hbr.org/2021/02/intimate-partner-violence-is-a-workplace-issue
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Replies 4
2 days ago
Bailey Braswell
Workplace Violence
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Security in the workplace should be one of the biggest concerns of any business, because the safety of yourself and employees is important. Because of events like the Columbine Shooting, school board members, government officials everywhere, principles, and teachers were forced to change their mindsets. Prior to this event, everyone knew the possibility of threats upon them, however now more than ever does this feel more familiar than it should. While events similar to the Columbine Shooting have shifted the security of schools, causing teachers precautions are too be taken more seriously than before; there are also men and women who face workplace violence daily. People within the armed forces and law enforcement have the threat of violence the minute they put their uniforms on. While their case can be seen as slightly different than teachers in a shooting, they can still be in the face of the same danger in the end. No matter what where the threat occurs, people are forced to react in order to create a safe workplace environment for everyone. The problem with the vast range, is the difficulty to avoid every case scenario. Every CEO, government leader, or principle wishes they could keep everyone safe at all times, but unfortunately that is not realistic. However, what can be done, is look into why these events are taking place, and how to avoid them in the future. First before diving into anything factual, every business, organization, industry, etc. needs to be able to uncover how prevalent this issue is. Whether it is abuse between two colleagues, a manager and a coworker having unwanted relations, or a threat/violence caused to any workplace; each need to be addressed appropriately to prevent future occurrences. As the textbook states, “A concept that has been useful in understanding individuals’ relationships with their employers is the psychological contract, which refers to the unwritten expectations employees and employers have about the nature of their work relationships” (Jackson, Mathis, Meglich, & Valentine, 2019). How quickly issues are resolved shows how well the organization or operation is being run; it exhibits how involved executives are. “In some cases, the lack of management oversight of what they did or did not do to prevent such an episode of workplace violence often comes into question,” (Smith, 2018). “Organizations can take steps to reduce the threat of workplace violence. The major types of workplace violence are robbery, being attacked by a patient or visitor to a healthcare facility, mass shootings, violence by a coworker, and violence by a family member or domestic partner. Single shooters prefer soft targets, or environments where the shooter can easily enter undetected with a weapon and have unfettered access to victims and an escape route. Employers can do several things to transform the workplace from a soft target into a hard target without making employees feel like they are working in a prison,” (La Duke, 2019). “Organizations must look at providing adequate controls within the workplace, which can include securing access points, training for all employees, external security force, and building a rapport with various local law enforcement agency (Smith, 2018). These are the steps that must if not all schools took after the Columbine Shooting. The scare made everyone aware of just how comfortable and careless people can potentially be with the world.
This concern can affect more than just the workplace mindset, it can affect every part of your life. The most common trauma to arise from workplace violence is PTSD. “Previous studies have found that social support can alleviate the impact of violence on health and work-related outcomes (such as high anxiety, work stress, and dissatisfaction), thereby reducing the adverse consequences for those who experience workplace violence,” (Duan, Ni, Shi, et al, 2019). Managers or leaders inside the business should not be the only ones with safety knowledge that will prevent external and internal workplace violence. Everyone within the walls of a business or organization should know the corrective action if put in a violent situation. The workplace should enforce safety briefs, training, camera locations, numbers to reach proper security, what dangerous behaviors to be cautious of, etc.
When Nehemiah heard of the condition the wall of Jerusalem, he was determined to rebuild it, as stated in Nehemiah 1:3-4, 2:13. The walls of Jerusalem spoken about in Nehemiah, served as protection from the enemies of surrounding areas, but also as a division between God’s people and the pagan culture’s influences. Although the enemies were determined to make sure the walls remained unrepaired, God had other plans, as stated in Nehemiah 4:7. Walls today are seen as a symbol of protection or creating the ‘us versus them’ mindset. Whether we are facing attacks spiritually or physically, God will be our Protector through every trial we face. We may not feel that He is protecting us, but instead we feel He is forgetting or ignoring us, but He is protecting even in the midst of silence, God is still working.
References
Duan, X., Ni, X., Shi, L. et al. The impact of workplace violence on job satisfaction, job burnout, and turnover intention: the mediating role of social support. Health Qual Life Outcomes 17, 93 (2019). https://doi.org/10.1186/s12955-019-1164-3
Jackson, J., Mathis, R., Meglich, P., & Valentine, S. (2019). Human Resource Management
Boston, MA: Cengage Learning
La Duke, P. (2019). WORKPLACE VIOLENCE: How Outside Problems Affect the Workplace.Professional Safety, 64(8), 42-43. http://ezproxy.liberty.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fscholarly-journals%2Fworkplace-violence-how-outside-problems-affect%2Fdocview%2F2269008777%2Fse-2%3Faccountid%3D12085
Smith, T. L. (2018). Workplace Violence: An Exploration of the Challenges Facing Management (Order No. 10750996). Available from ProQuest Central; ProQuest Dissertations & Theses Global; Social Science Premium Collection. (2025998733). http://ezproxy.liberty.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fdissertations-theses%2Fworkplace-violence-exploration-challenges-facing%2Fdocview%2F2025998733%2Fse-2%3Faccountid%3D12085
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Replies 5
Nathanael Farmer
Security in the Workplace
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One specific workplace violence that I would like to further add to the case of attention is workplace assault. Assault is leading all categories of the of workplace violence and it leaves mental scars on people’s lives. I believe that Human Resources (HR) teams should ensure this is made clear across all companies. I do believe that most agencies have plans is place for this, so I want to address ways to notice it happening and even outside of the workplace. The assault usually happens within the workplace and will negatively affect the victims outside of the workplace. This can affect daily routines and cause added stress to employees effected by assault in the workplace.
In one of the articles, I read there were interviews that were done and the results came out to three main themes. “In response to our three research questions, we identified the following themes: 1) compelled disclosure; 2) social reactions; and 3) recovery in response to workplace disclosure. (Lorenz, K., & O’Callaghan, E. (2020))” Social reactions is very important when noticing workplace assault. I know it sounds old fashion but having the HR Team occasionally walk around the workplace can be a helpful tactic in paying attention to the workplace. Annual or quarterly events to bring light to assault in general but also the ones that people don’t want to talk about.
The HR Team needs to ensure the leadership is 100 percent on board with pushing this agenda. “Leadership commitment is manifested by establishing a violence prevention program, encouraging reporting of violent and behavioral safety events, reassuring employees that appropriate actions will be taken, engaging personnel and patients in safety plans, and measuring performance of violence prevention programs.” (Wyatt R, Anderson-Drevs K, Van Male LM) On top of having a zero tolerance policy action will speak louder than words. The most important part is identifying a situation as thorough as possible and then taking the appropriate action.
In conclusion it is important in the workplace to speak on any violence happening regardless of how it looks on you as a person. “The Lord tests the righteous, but his soul hates the wicked and the one who loves violence.” (Psalms 11:5) The Lord wants us to be decisive on how to approach violence in our everyday lives, and that we put our trust in him. In the workplace we can follow the zero tolerance protocols and trust that correct action will run course to stop assault in the workplace.
Cites
1. Wyatt R, Anderson-Drevs K, Van Male LM. Workplace Violence in Health Care: A Critical Issue With a Promising Solution. JAMA. 2016;316(10):1037–1038. doi:10.1001/jama.2016.10384
2. Lorenz, K., & O’Callaghan, E. (2020). “I realized that I couldn’t act normal”: A qualitative study of sexual assault survivors’ experiences of workplace disclosure. Journal of Family Violence, https://doi.org/10.1007/s10896-020-00183-z
3. Bible Gateway
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