Question.1635 - Case Study 1 Rambo Goes ViolentThe facts of the case are straightforward. A shop floor dispute at anautomobile parts manufacturing plant in Hamilton, Iowa, ended with oneworker killing another. At about 2:00 p.m., police responded to a report ofa fight that erupted between two employees. When members of theHamilton Police Department’s Violent Crime Unit arrived, they foundMark Lomas seriously injured. Lomas, 30, died 3 hours later at GoodSamaritan Memorial Hospital. The other employee, Thomas Waycross,was charged with second-degree murder.During the investigation of the incident, employees noted that Lomas andWaycross often “bickered” when working together. One employeeremarked that Waycross liked to “act tough.” Another employee claimedthat Waycross had a “Rambo-type” personality. It was widely known thatmanagement had told both employees to “learn to get along” or quit.When asked about the incident, police spokesperson Kathy Calderremarked, “Employers must be vigilant when monitoring for signs ofpotential workplace violence.” Nancy Lomas, Mark’s wife, has filed anegligence lawsuit against the company.Questions1. What are some violence indicators an employee might display?2. What are some actions management can take to help preventworkplace violence?3. How can employees protect themselves against workplaceviolence?Source: Adapted from a case known to one of the authors. All names arefictitious.
Answer Below:
Violence indicators can vary, but some common signs might include aggressive behavior, frequent arguments or conflicts, threats, intimidating language...
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 In xxxxxxxx to xxx overt xxxxx of xxxxxxxxxx and xxxxxxxx employees xxxxx display xxxx subtle xxxxxxxxxx of xxxxxxxxx violence xxxxx could xxxxxxx changes xx their xxxxxxxx such xx becoming xxxxxxxxx or xxxxxxxxx quiet xxxxxxxxxx can xxxx various xxxxxxxxxx measures xxxx as xxxxxxxx a xxxxxxxxxx and xxxxxxxxx work xxxxxxx Providing xxxxxxxx resolution xxxxxxxx for xxxxxxxxx Implementing xxxxx and xxxx policies xxxxxxxxx workplace xxxxxxxx Encouraging xxxx communication xxxxxxx employees xxx management xxxxxxx regular xxxx assessments xx identify xxxxxxxxx sources xx conflict xxxxxxxx employee xxxxxxxxxx programs xxx stress xxx mental xxxxxx support xxxxxxxx supervisors xx recognize xxx address xxxxx signs xx conflict xx stress xxxxxx a xxxxx protocol xxx reporting xxx addressing xxxxxxxxx of xxxxxxxx Employees xxx take xxxxxxx steps xx protect xxxxxxxxxx Report xxx signs xx potential xxxxxxxx or xxxxxxxxxx behavior xx their xxxxxxxxxxx or xx Avoid xxxxxxxx in xxxxxxxxx or xxxxxxxxxxxxxx with xxxxxxxxx If xxxx feel xxxxxx they xxxxxx seek xxxx or xxxxxx themselves xxxx the xxxxxxxxx Be xxxxx of xxxxx surroundings xxx trust xxxxx instincts xxxxxxxxxxx themselves xxxx the xxxxxxxxx policies xxx procedures xxxxxxx to xxxxxxxxx violence xxxxxx any xxxxxxxx or xxxxxxxxx on xxxxxxxx resolution xxx workplace xxxxxx References xxx incentives-it x not xxx much xxx pay xxx how xxxxxxx Business xxxxxx Available xx https xxx org xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Accessed xxxxxx The xxxxxx of xxx dodd-frank xxx on xxxxxxxxx compensation xxx corporate xxxxxxxxxx Marcum xxx Available xx https xxx marcumllp xxx insights xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Accessed xxxxxxPaying someone to do your human resource assignment has become a practical solution for students managing tight deadlines, academic pressure, and personal responsibilities. Today’s education system demands accuracy, originality, and timely submission, which can be difficult when multiple assignments overlap. Professional academic assistance helps students meet these expectations without unnecessary stress.
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