Problem Resolution In The Workplace.

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1.Describe a situation in which the nurse manager would use problem resolution in the workplace. Describe a situation in which the nurse manager would use negotiation to resolve a conflict (or potential conflict) in the workplace.

2. Compare and contrast strategies for resolving a conflict, using first the informal negotiation method and then the formal negotiation method.

3. Explore the American Nurses Association website for information on collective bargaining for nurses. Which states have nursing unions? Debate the issue of joining a union with another group of students.

4. PART 1: Log onto the website of your state nurses association (Florida) and search for information on collective bargaining. Search for news articles, union websites, and other recent information on collective bargaining for nurses in your state. Is there a great deal of collective bargaining activity in your state? If not, why? If yes, what are the primary issues under discussion?

PART 2: Review the pros and cons of becoming part of a collective bargaining unit. If you were a full-time staff nurse, would you want to join a union? Why or why not?

Title VII of the Civil Rights Act of 1964

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This work is for an Employment Law Class.
Topic: Title VII of the Civil Rights Act of 1964

Choose a topic of interest associated with course content (I HAVE CHOSEN Title VII of the Civil Rights Act of 1964). Engage in a web search about the topic. Briefly explain why you chose the topic and your reaction to the material you found online about the topic.

the mixed approach

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Why is it important to think about the research approach you plan on using for your papers? Most students just default to what they have always done. But what they have always done is typically only one of many different approaches. Please explain the Mixed Methods approach. Why do you think the approach has gained in popularity? Cite and discuss one advantage of the approach and one disadvantage of the approach.   
Instructions: Fully utilize the materials that have been provided to you in order to support your response. Your initial post should be at least 350 words. Please respond to at least two other students. Responses should be a minimum of 150 words and include direct questions. You may challenge, support or supplement another students answer using the terms, concepts and theories from the required readings. Also, do not be afraid to respectfully disagree where you feel appropriate; as this should be part of your analysis process at this academic level.
Forum posts are graded on timeliness, relevance, knowledge of the weekly readings, and the quality of original ideas. While proper APA is not required, attribution to sources that informed your posting should be included. Refer to the grading rubric for additional details concerning grading criteria

HRM DIS – 6

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 Students are required to post their primary response (200 word minimum). Students will respond to at least 2 other postings (150 words

minimum each).

What are some of the major causes of violence in the workplace? What can firms

do to defuse this situation?

REPLY – 1 (GARA)

 

  Workplace violence is definitely a hot-topic in the field of HRM in todays modern business environment. While there are various circumstances that can lead to workplace violence, most often the triggers are personal stressors. Some common circumstances that can lead to stressful situations are company mergers, layoff or corporate closures, demotions or disciplinary actions, major personal loss (ie. death or divorce), financial problems, or holiday seasons (Saint Lukes, n.d.). Workplace violence is not discriminatory, all business can be subject to this tragedy. However, there are certain business environments that are at a much higher risk. For example, employees who deal with the public, especially those who exchange money and employees who work late night shifts or in high-crime areas (U.S. Department of Labor, 2002). Companies nationwide are faced with workplace violence and there are various preventive measures that businesses can enforce to mitigate this risk and increase the safety of their employees. The initial step is to establish a zero-tolerance policy for workplace violence and make sure it is widely publicized throughout your organization (U.S. Department of Labor, 2002). Another preventive strategy is to provide safety education so employees know what unacceptable behavior is and what to do if they bear witness to this type of behavior (U.S. Department of Labor, 2002). Employers should secure the workplace environment by installing cameras, extra lighting, alarm systems, security guards, and limit access to the facility through the use of security badges and checkpoint entry (U.S. Department of Labor, 2002). There are many other things that employers and employees themselves can do to reduce the risk of workplace violence, but unfortunately we cannot totally eradicate it. That is why it is equally important to educate your employees on what to do if they find themselves in a violent workplace situation.

References

Saint Lukes (n.d.) Dealing with Violence in the Workplace: Causes of Violence. Retrieved February 10, 2020, from

U.S. Department of Labor (2002). Workplace Violence. Retrieved February 10, 2020, from https://www.osha.gov/OshDoc/data_General_Facts/factsheet-workplace-violence.pdf

REPLY – 2 (LOGAN)

 

There can be many causes of violence in the workplace, and it often depends upon the specific workplace or organization as to what may cause workplace violence. However, some of the major causes of workplace violence could begin with bullying and occupational stress, which can often be caused by employer negligence. (Johnson, 2014) Workplace violence can lead to a psychological condition called PTED which is similar to PTSD. Workplace violence is also the leading cause of death for women in the workplace, and 18% of all crimes that are committed are committed in the workplace, also according to Johnson. Bullying and other forms of workplace violence begin when employers fail to create a safe working environment. A safe working environment is generally something that most organizations guarantee or claim to guarantee throughout the hiring process, as it should be labeled as a top priority for prospective employees. 

Firms can put in place prevention programs and other forms of cooperative assistance to ensure that their organization does not contain any form of workplace violence. The hiring process is also important in this situation, as employers should seek to hire those who have no history or outlook of possible violence as well as performing routine background checks on every prospective employee. Solutions can also be available through Dispute Resolution Centers and Restorative Justice centers, if an act of workplace violence has already occurred. 

References

“Workplace Violence.” Johnson, K. (2014). Retrieved from: https://www.mediate.com/articles/JohnsonK4.cfm