Question.2226 - Case Study 1 Rambo Goes Violent The facts of the case are straightforward. A shop floor dispute at an automobile parts manufacturing plant in Hamilton, Iowa, ended with one worker killing another. At about 2:00 p.m., police responded to a report of a fight that erupted between two employees. When members of the Hamilton Police Department’s Violent Crime Unit arrived, they found Mark Lomas seriously injured. Lomas, 30, died 3 hours later at Good Samaritan Memorial Hospital. The other employee, Thomas Waycross, was charged with second-degree murder.During the investigation of the incident, employees noted that Lomas and Waycross often “bickered” when working together. One employee remarked that Waycross liked to “act tough.” Another employee claimed that Waycross had a “Rambo-type” personality. It was widely known that management had told both employees to “learn to get along” or quit.When asked about the incident, police spokesperson Kathy Calder remarked, “Employers must be vigilant when monitoring for signs of potential workplace violence.” Nancy Lomas, Mark’s wife, has filed a negligence lawsuit against the company.Questions1. What are some violence indicators an employee might display?4442. What are some actions management can take to help prevent workplace violence?3. How can employees protect themselves against workplace violence?
Answer Below:
Violence xxxxxxxxxx can xxxx but xxxx common xxxxx might xxxxxxx aggressive xxxxxxxx frequent xxxxxxxxx or xxxxxxxxx threats xxxxxxxxxxxx language xxxxxxxx confrontations x sudden xxxxxx in xxxxxxxx signs xx extreme xxxxxx or xxxxxxxxxxx and x tendency xx isolate xxxxxxx nbsp xx addition xx the xxxxx signs xx aggression xxx conflict xxxxxxxxx might xxxxxxx more xxxxxx indicators xx potential xxxxxxxx These xxxxx include xxxxxxx in xxxxx demeanor xxxx as xxxxxxxx withdrawn xx unusually xxxxx Management xxx take xxxxxxx preventive xxxxxxxx such xx Creating x respectful xxx inclusive xxxx culture xxxxxxxxx conflict xxxxxxxxxx training xxx employees xxxxxxxxxxxx clear xxx fair xxxxxxxx regarding xxxxxxxxx behavior xxxxxxxxxxx open xxxxxxxxxxxxx between xxxxxxxxx and xxxxxxxxxx Conduct xxxxxxx risk xxxxxxxxxxx to xxxxxxxx potential xxxxxxx of xxxxxxxx Offering xxxxxxxx assistance xxxxxxxx for xxxxxx and xxxxxx health xxxxxxx Training xxxxxxxxxxx to xxxxxxxxx and xxxxxxx early xxxxx of xxxxxxxx or xxxxxx Having x clear xxxxxxxx for xxxxxxxxx and xxxxxxxxxx incidents xx violence xxxxxxxxx can xxxx several xxxxx to xxxxxxx themselves xxxxxx any xxxxx of xxxxxxxxx violence xx concerning xxxxxxxx to xxxxx supervisors xx HR xxxxx engaging xx arguments xx confrontations xxxx coworkers xx they xxxx unsafe xxxx should xxxx help xx remove xxxxxxxxxx from xxx situation xx aware xx their xxxxxxxxxxxx and xxxxx their xxxxxxxxx Familiarize xxxxxxxxxx with xxx company's xxxxxxxx and xxxxxxxxxx related xx workplace xxxxxxxx Attend xxx training xx workshops xx conflict xxxxxxxxxx and xxxxxxxxx safety xxxx References xxxx CEO xxxxxxxxxxxxx rsquo x not xxx much xxx pay xxx how xxxxxxx Business xxxxxx Available xx https xxx org xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx nbsp xxxxxxxx August xxx impact xx the xxxxxxxxxx act xx executive xxxxxxxxxxxx and xxxxxxxxx governance xxxxxx LLP xxxxxxxxx at xxxxx www xxxxxxxxx com xxxxxxxx the-impact-of-the-dodd-frank-act-on-executive-compensation-and-corporate-governance xxxx Accessed xxxxxx nbsp xxxx nbsp xxxx nbsp xxxx nbsp xxxxMore Articles From Human Resource
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