Impact Of Stress On Employee Productivity, Performance And Turnover; An Important Managerial Issue Subha Imtiaz* and Shakil Ahmad** Stress is a universal element and persons from nearly every walk of life have to face stress. Employers today are critically analyzing the stress management issues that contribute to lower job performance of employee originating from dissatisfaction &high turnover ultimately affecting organizational goals and objectives. How stress affects employee performance, managerial
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a working environment that is safe and without risk to the health of the employees. This means that an employer has a statutory duty toward its employees to ensure that each employee is afforded the necessary protection against harm while at the workplace. Therefore, when considering how liable companies should be for violent acts committed by their own employees, one must look at how thorough the employer was in implementing measures discouraging or preventing such conduct by their employees.
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Violence Against Nurses in the Emergency Department Kimberly L. Kirk Professional Nursing Practice of the Baccalaureate Nurse August 8, 2014 Violence against Nurses in the Emergency Department According to the National Institute for Occupational Safety and Health, workplace violence is defined as “an act of aggression directed toward persons at work or on duty, ranging from offensive or threatening language to homicide” (Wolf, Delao & Perhats, 2014, p.305). Workplace violence
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Running head: DIFFUSING ANGRY PATIENTS AND VIOLENCE 2 Assessing and Diffusing the Angry Patient to Prevent Workplace Violence The decline of manners is well noted in society with bullying rampant in the schools and a new breed of language such as “road rage”, going “postal” and “whacked” becoming accepted mainstream lingo. In service transactions, which do include nursing, rudeness is widespread where the customer (i.e., the patient) has the mentality
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firearms in the workplace and their relationship with workplace violence. Author Dana Loomis, PhD, discusses how firearms end up at workplaces, and then assesses a host of opportunities to prevent any ensuing problems. His recommendations provide solid ideas on how organizations can avoid becoming victims of workplace violence, and how to implement recommended solutions. His discussion helps security practitioners think in a more informed way about firearms in the workplace and ways to prevent
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Definitions of Terrorism This paper argues that Fort Hood Shooting was an act of terrorism rather than the act of workplace violence. Based on the evidence in the case and on the existing definitions of terrorism, it asserts that Fort Hood Shooting was a terrorist attack and further provides policy recommendations to counteract the terrorism threat within the American society. Background of the Issue On November 5, 2009, U.S. Army Major and Psychiatrist Nidal Malik Hasan killed 13 and wounded
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Violent Violence in the workplace can happen in any type of work environment with any type of employees. Some violence indicators an employee might display violent or destructive due to different levels of stress that are having. They can show signs of stress by any changes in a person’s behavior patterns, and increase in destructive behavior at the workplace, outburst and emotional phases, cursing, becoming isolated and blaming other employees. Another indicator of workplace violence is the facial
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management Air bag restraint systems reduce traffic fatalities Animal rights movement can prevent scientific advancement Athletes are good role models Bilingual education deserves support Body decoration is not a health risk Bullying causes school violence Censoring the internet violates free speech Charter schools should receive tax support Children's Internet Protection Act is unconstitutional College athletes and professional sports recruitment Companion animals enhance the lives of disabled
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Case study no 1 Workplace Violence I) Problem Definition: Violence in work place that causes victims, taking place in several work places. II) Problem Justification: Both of the company and the security firm are responsible for the failure in providing adequate security. 99% of US businesses don't have formal antiviolence policies. III) List of Alternatives: 1) Managers need to be aware of at-risk employee as they announce or hint their intentions before violence. 2) Encouraging employees
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HR From A to Z (Explains over 900 terms) 2006 Web Edition Edited and Compiled by Adnan MBA (Management) This concise HR glossary provides students and HR professionals with definitions and meanings for the terms and acronyms used in the area of Human Resources Management HR Glossary A to Z Dedicated to CiteHR team, and to those HR professionals who aspire to serve the humanity without any discrimination. Edited and Compiled by Adnan, MBA (Management) CiteHR Member
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