Midterm Analysis

Michael Sanchez, Aggrieved Party (AP) reports that based on his age 63 years 09/1953 and reprisal that he has been subjected to a Hostile Work Environment (HWE) when on the morning of 12/8/2016 he had a grievance meeting with Bonnie Graham, Director for San Francisco Medical Center; Robert Baczek, Chief of Police for San Francisco Medical Center; Byron Alvarez Assistant Chief of Police . AP was representing two of union members, when the AP lost his temper while he was defending his client's . On that same day in the afternoon, AP had another meeting with Ms. Graham. AP stated that once the afternoon meeting was over , he was walking to his office and was stopped by Matthew Kolonowski, Police Officer and informed that they had an anonymous

Intentionally publishing something that puts another in an unfavorable or untruthful light, though it is true

The lateral violence comes in many forms and in many ways, such as abuse in the workplace that occur between colleagues, it can be verbal or nonverbal aggression, intimidation, bullying, harassment, discrimination, stereotyping, gossiping, criticism, and other related mistreatment behavior at work. Institutional lateral violence also happens between manager and subordinate where they can use their higher position to perpetrate assault to their subordinate such as acts of lasciviousness, shouting, anger outburst, forced overtime request, giving work beyond the job description, work overload, over blaming or insulting a staff and more. All these happen occasionally because of the lack of respect in the workplace and it comes without notice, especially in healthcare practices where the nature of work is tough and decision making must be made immediately.

Technology was massively growing in the years 2000-2010 causing a technological revolution. Many people were shocked by this advancement and were not as highly as acceptant. The article New workers, New workplaces Digital ‘Natives’ Invade the workplace written by Lee Rainie explains the growth and spread of technology and the effect it has on the younger generation in comparison with the older generation. Lee Rainie explains the consequences of this technology in the workplace. The intended audience for this text would be employers who want to learn more about technology and the effects of it on the younger generation. The purpose of this essay is to develop an understanding between the older generations who has not lived with technology alongside the younger generation who were raised by it. The context, organization and the tone of the essay all determine the effectiveness of the argument.

Lateral workplace violence is described as aggressive, destructive, or harassment behavior in the workplace between nurses or other members of the interprofessional team (Yoder-Wise, 2015). This type of behavior can occur within every aspect of life including professional, social, and personal life. The behavior can include gossiping, withholding information, or ostracism extending outside of the workplace and can occur in person or in cyberspace (American Nursing Association, 2011). Lateral workplace violence is very common among nursing students and new graduates due to the lack of confidence and skill set these individuals possess during the learning process. These new nurses are forced to rely on nurse managers and leaders to prevent interprofessional conflict from peers with equal power (Yoder-Wise, 2015).

Harassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo & Coulter, 2011).

So my norm violation will revolve around the work I do. Currently I am a Regional Safety Manager for a company named Hydrochem. As a safety manager, it is my job to make sure everyone has the knowledge, tools, protective equipment and training needed to perform their job safely.

The often extremely unusual and graphic nature of religious or mystical experiences can lead one to conclude that they are signs of mental disturbance. Greeley suggested that mysticism reflects a badly disoriented personality, and a committee of the group for the advancement of psychiatry indicated that he was unable to make a firm distinction between a mystical state and a psychopathological state. The association of religious and mystical episodes with the use of drugs has been widely noted. Rodney Stark in a research paper offered a breakdown of religious and mystical experiences ranging from the normal to the possibly pathological. For example, Stark’s salvational type is motivated by sense of sin and guilt. Stark expressed in visual and

Sexual harassment is discrimination that involves any uninvited comments, exploits, or behavior regarding sex, gender, or sexual orientation. If any type of violation is made by a co-worker, a boss, a work acquaintance, or even a non-employee such as a client, vendor, or contractor, this will be considered unlawful sexual harassment within the work environment. Sexual harassment can create a hostile and uneasy work environment. Sexual harassment includes inappropriate verbal advances, unwelcomed physical behavior that creates an aggressive, hostile, intimidating or malicious work environment for employees. Sexual harassment includes sending suggestive e-mails, notes, and

This paper explores five published articles as they relate to the concept of Lateral violence (LV) within the nursing profession and how it directly affects the work environment. The concept of LV is also known as abusive behavior, horizontal violence, bullying, aggression, horizontal hostility, verbal abuse or “nurses eating their young”. There are four main themes that appear throughout the five articles. The negative effects that LV has on nurses’ health, moral and sense of worth. The negative impact that LV has on patient care and outcome. The negative impact that LV has on the recruitment

For the last fifteen years, I worked in the medical field as a doctor’s assistant. I received a call from one of my former co-workers at another clinic in Needham MA. My coworker and I both endured a lot of petty abuse from the practitioners and patients while working at our previous job. Jennifer (my co-worker) and I worked well together, and we had a mutual respect and rapport; we agreed on all common issues in regard to how a medical practice should function. Jennifer recently started a new job as an office manager for an urgent care clinic, and she asked me to join her at the clinic so we could organize and clean-up the practice that were being managed previously by the doctor himself. Jennifer, as a new office manager at this clinic,

Midterm Instructions: Answer each question below in essay form, based on the principles and cases that we have reviewed so far this semester (i.e., Recognizing the Opportunity, Marshalling Resources).

Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.

There are federal laws put in position to prevent sexual harassment in the workplace. Most employees sometimes don’t even realize what sexual harassment is are when they are committing this violation. On the flip side an employee may not realized when they are being sexually harassed and when is the appropriate time to speak up. Education on sexual harassment has increased within the workplace as cases are more public and fines are getting steeper.

As seen in the case study, a court decision may be one way for any company to legally define what constitutes sexual harassment in the workplace, but there are many ways to define sexual harassment. Everyone has different views and tolerance levels towards sexual harassment. When a case of sexual harassment occurs in a workplace, however, it comes down to how the courts define sexual harassment. The Supreme Court defines sexual harassment to be unlawful in two ways. “The first type involves sexual harassment that results in a tangible employment action;” this is referred to as quid pro quo. For example, if an employee complies with the harasser’s request, then she will get a raise. This unlawful act is usually presented in the workplace by a person who has an upper hand, such as a manager, to ensure that s/he will get what s/he wants. Employees are often victimized by fear that they will not get promoted or that they will get fired. They also dread that if a complaint is filed, it will not be handled correctly. “This instance of sexual harassment always involves another violation of employee rights; [sic] wrongful termination.” This would occur, for instance, when “a supervisor . . . tells a subordinate that . . . she must be sexually cooperative with [him] or . . . she will be fired, and who then indeed does fire the subordinate for not submitting” (“U.S. Supreme Court Defines”). [schwinlaw.com]