BUSI 342 DB2 Replies

     
Replies   – Criteria #1

0   to 5 points
Two   replies:
·         Sufficient word count (at least 300 words)

 
Replies   – Criteria #2

0   to 5 points
Major   points are supported by the following:
·         At least 1 scripture reference and 1 scholarly source plus the text;
·         Good examples (pertinent conceptual or personal examples are acceptable); and
·         Thoughtful analysis (considering assumptions, analyzing implications,   comparing/contrasting concepts).

 
Replies   – Criteria #3

0   to 2.5 points
Appropriate   “netiquette” manners (For example, no name calling or labeling another student’s   idea a derogatory term, such as “stupid,” “dumb” even when disagreeing—See Student Expectations).

 
Replies   – Criteria #4

0   to 5 points
Brings   clarity to issues being discussed, relating issues to Scripture/biblical   principles and experience.

 
Replies   – Criteria #5

0   to 2.5 points
Spelling   and grammar are correct.

 
Total

/50
 
Instructor’s   Comments:
Discussion Board Forum Grading Rubric
There will be 4 Discussion Board Forums throughout the course. The purpose of Discussion Board Forums is to generate interaction among students in regard to relevant, current course topics. You will submit a thread of at least 500 words in response to the provided prompt for each forum. The thread must include a Scripture reference and at least 2 scholarly sources, plus the text—all in current APA format. You will then submit replies of at least 300 words to at least 2 other students’ threads. Each reply must include a Scripture reference and at least 1 scholarly source, plus the text—all in current APA format.
 
Submit your thread by 11:59 p.m. (ET) on Monday of the assigned modules/weeks, and submit your replies by 11:59 p.m. (ET) on Monday of the following module/week, except for Discussion Board Forum 4, in which replies are due by 11:59 p.m. (ET) on Friday of Module/Week 8.
5 days ago 
Jennifer Comer-Acker 
Workplace Violence 
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There are four types of workplace violence as divided by OSHA: 1. Employee involved with criminal outsider, 2. Employee involved with client, 3. Employee involved with co-worker, and 4. Employee involved with spouse or significant other. Researchers along with Cal OSHA separate out working together to define the fourth category (Grayson, 2010). Most notable is the fact chat one and four accounts for most of the violence and deaths in a workplace. Those at a higher risk of violence relating to number two are workplaces that have a high stress level when working with a customer or client. Doctors, police, hospitals are just a few examples relating to number two. The third type of violence is higher in organizations that have a larger number of employees, but as a female the most important type of violence is type four (Grayson, 2010).  
Out of the four workplace threats, number four is the most significant threat to female employees. An angry boyfriend or a violent husband barging in on the job and opening fire happens in real life and not just in the movies. To prevent ourselves from becoming a victim of workplace violence there are many things we can do. “Recognize and report behaviors that are inappropriate in the workplace. Show caution when sharing personal information with colleagues and protect your personal information and property. Alert your employer if a domestic situation exists or has escalated. Conduct yourself professionally in the workplace at all times. Work with your company to develop workplace violence awareness programs and get involved (Quast, 2011).”  
Employers also need to take a role in preventing all workplace violence. They must establish a Zero tolerance policy that covers not only employees but outsiders as well. Have the violence policy procedure written clearly in the employee handbook and make sure all workers know the policy. With administrative controls, employee training and taking a zero-tolerance policy, workplace violence can be reduced (Workplace Violence, n.d.)
References
Grayson, J. (2010, December 17). Know the 4 Types of Workplace Violence. Retrieved from Campus Safety Magazine: http://www.campussafetymagazine.com/cs/know-the-4-types-of-workplace-violence/
Quast, L. (2011, January 10). Workplace Violence — the 5 Most Important Tips Women Need to Know to Protect Themselves. Retrieved from Forbes: https://www.forbes.com/sites/work-in-progress/2011/01/10/workplace-violence-the-5-most-important-tips-women-need-to-know-to-protect-themselves/#4b83256456f5
Workplace Violence. (n.d.). Retrieved from Occupational Safety and Health Administration: https://www.osha.gov/SLTC/workplaceviolence/

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3 days ago 
William Thomas 
DB2 – Workplace Violence
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Workplace Violence
           Safety and security are basic human needs, and ensuring those needs are met in the workplace is of utmost priority for organizations.  Workplace violence is an especially concerning human resource issue for organizations because of the potential liability faced when such violence happens within its realm of control (Paetzold, O’Leary-Kelly, & Griffin, 2007).  By training employees to recognize warning signs of workplace violence, being proactive about suspicions of violence, and instituting policies and procedures to help prevent such violence, an organization can effectively help reduce the likelihood of workplace violence occurrences (Mathis, Jackson, Valentine, & Meglich, 2017).  In order to have a better preemptive awareness of workplace violence, however, it is necessary for one to understand the types of violence that may occur on the job.
           There are a variety of ways in which the common types of workplace violence are categorized.  Mathis et al. (2017) describe the general actions of “physical assault, threats, harassment, intimidation, and bullying” as the basic forms of workplace violence.  Others go further to catalog the types of workplace violence based upon to whom or what the violent action is directed.  The Woods Hole Oceanographic Institution, for instance, trains its employees to be aware of workplace violence that is either 1) Employer directed, against a supervisor, manager, etc.; 2) Domestic directed, against the object of a partner or would-be partner’s affection; 3) Property directed, against any company-owned property; or 4) Commercial directed, against the company that can include theft of money or property (Woods Hole Oceanographic Institution, 2017).  Perhaps the most prevalent classification, however, is one that is defined by the individual committing the act of violence and will be the focus of this discussion.  The Federal Bureau of Investigation (FBI) along with the National Institute for Occupational Safety and Health (NIOSH) both describe four types of workplace violence as follows: 1) Criminal intent, where the offender has no real relationship with the business or employees and the violence stems from a crime; 2) Customer/client, where a client, customer, patient, etc. becomes violent toward the employee; 3) Worker-on-worker, where the violence is committed between or among coworkers; and 4) Personal relationship, where the perpetrator’s act of violence from a domestic or personal setting pervades the work environment (Centers for Disease Control and Prevention, 2013; U.S. Department of Justice, 2002).  Mathis et al. (2017) also describe these principles, but describe them in the context of those who instigate violence rather than as types of violence themselves.     
           Type 2 workplace violence (customer/client) is of particular interest to this writer.  The FBI defines type 2 violence as “violence directed at employees by customers, clients, patients, students, inmates, or any others for whom an organization provides services” (U.S. Department of Justice, 2002).  This type of workplace violence may be unintentional, such as a patient with advanced dementia striking out against a nurse, or intentional, such as a customer who is angry over a store’s return policy threatening the retail worker.  While many would point to the employee as being responsible for his or her safety in the workplace by suggesting the employee simply be more aware of surroundings or avoid an instigator, there is much more that can be done on the employer’s part to help protect staff members.  From an organizational standpoint, one such solution would be to begin with a managerial commitment to dealing with workplace violence.  This could be accomplished through demonstrating universal concern for employees’ and clients’ wellbeing, maintaining accountability for those involved in violence prevention programs, and giving appropriate responsibility and authority to those who may need it in violent situations (Centers for Disease Control and Prevention, 2013).  The Occupational Safety and Health Administration (OSHA) takes the position that “a well-written and implemented workplace violence prevention program, combined with engineering controls, administrative controls and training can reduce the incidence of workplace violence in both the private sector and federal workplaces” and suggests a zero-tolerance policy toward workplace violence as one of the best protections a company can offer (U.S. Department of Labor, 2017).  Another practical solution would be to conduct a comprehensive assessment of the workplace environment to identify high-risk areas that may require enhanced security or greater accessibility to safe areas while maintaining any necessary client confidentiality (U.S. Department of Labor, 2013; AHC Media, 2017).  Organizational management can more effectively accomplish this by enlisting the input of employees who work in these areas daily and know the strengths and weaknesses of their worksites.  Human resource managers must also understand the OSHA recording and reporting requirements regarding workplace violence in order to help analyze these situations and make safety improvements where necessary (Woods Hole Oceanographic Institution, 2017).  Should workplace violence unfortunately occur, the organization should also provide a program of medical and psychological counseling services for those who witness or are involved in such acts (Centers for Disease Control and Prevention, 2013).  While there is no completely foolproof method for preventing any of the types of workplace violence, the implementation of such strategies can be an effective solution for helping to lessen its potential impact.
           The Bible is clear that violence comes from a deep source—the intents of the heart.  Jesus says “what comes out of a person is what defiles him…from within, out of the heart of man, come evil thoughts” (Mark 7:20-21, ESV).  To further illustrate His point, Jesus continues by saying, “You have heard that it was said…‘whoever murders will be liable to judgment’…but I say to you that everyone who is angry with his brother will be liable to judgment” (Matthew 5:21-22).  Before the majority of workplace violence situations occur, there is already some sinful condition of the heart that makes people behave the way they do.  One does not have to go far in the Bible to find a prime example of how the sin of jealously can lead to anger and ultimately deadly violence in the story of Cain and Abel (Genesis 4).  Any type of workplace violence can cause fear in its victims, but Jesus also encourages His followers to not be afraid (Matthew 10:28) and to understand that “in the world you will have tribulation, but take heart; I have overcome the world” (John 16:33). 
References
AHC Media. (2017). In search of effective solutions to curb workplace violence. Retrieved from https://www.ahcmedia.com/articles/140280-in-search-of-effective-solutions-to-curb-workplace-violence
Centers for Disease Control and Prevention. National Institute for Occupational Safety and Health. (2013). Workplace violence prevention for nurses: Workplace violence types. Retrieved from https://wwwn.cdc.gov/wpvhc/Course.aspx/Slide/Unit1_5
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A. (2017). Human resource management (15th ed.). Boston, MA: Cengage Learning.
Paetzold, R. L., O’Leary-Kelly, A., & Griffin, R. W. (2007). Workplace violence, employer liability, and implications for organizational research. Journal of Management Inquiry, 16(4), 362-370. Retrieved from http://journals.sagepub.com.ezproxy.liberty.edu/doi/pdf/10.1177/1056492606294521 
U.S. Department of Justice. Federal Bureau of Investigation. National Center for the Analysis of Violent Crime. (2002). Workplace violence: Issues in response. Retrieved from https://www.fbi.gov/file-repository/stats-services-publications-workplace-violence-workplace-violence
U.S. Department of Labor. Occupational Safety and Health Administration. (2017). Workplace violence. Retrieved from https://www.osha.gov/SLTC/workplaceviolence/
Woods Hole Oceanographic Institution. (2017). Workplace violence. Retrieved from http://www.whoi.edu/HR/page.do?pid=22079