Posted: June 1st, 2022

Public HR

Public HR
• Identify two to five key problems
• Why do they exist?
• How do they impact the organization?
• Who is responsible for them?
3. Uncover possible solutions
o Review course readings, discussions, outside research, your experience.
4. Select the best solution
o Consider strong supporting evidence, pros, and cons: is this solution realistic?

Introduction
• Identify the key problems and issues in the case study.
• Formulate and include a thesis statement, summarizing the outcome of your analysis in 1–2 sentences.
2. Background
• Set the scene: background information, relevant facts, and the most important issues.
• Demonstrate that you have researched the problems in this case study.
3. Alternatives
• Outline possible alternatives (not necessarily all of them)
• Explain why alternatives were rejected
• Constraints/reasons
• Why are alternatives not possible at this time?
4. Proposed Solution
• Provide one specific and realistic solution
• Explain why this solution was chosen
• Support this solution with solid evidence
• Concepts from class (text readings, discussions, lectures)
• Outside research
• Personal experience (anecdotes)
5. Recommendations
• Determine and discuss specific strategies for accomplishing the proposed solution. If applicable, recommend further action to resolve some of the issues
• What should be done and who should do it?

Public HR
Workplace violence, racism, and protecting the victims of violence are issues that have long troubled the public human relations department. These problems exist since there is no assurance that the confrontation will give positive results. An organization may more likely face an active shooter who will possibly be a disgruntled employee. Identifying the warning signs of workplace violence at an early stage may give the HR management and the city ways to respond to the imminent danger posed by violent workers.
Clifton McCree was a 41-year-old male who worked for the Parks and Recreational Department for 18 years before his dismissal. There were complaints against him from fellow employees that he threatened to kill them. When he was fired based on a recently implemented policy against workplace violence, he came back to the department and killed five current White employees before turning the gun on himself. The suicide note he left behind described the deceased as “cowardly racists” (Nytimes, 1996). The city had failed to protect the victims of the violence regardless of the policy in place.
How the case of Mr. McCree was handled before and after could have saved the lives of the victims. His employers and supervisor had decided to handle the issue informally for nine years which is an extended period. Frequently occurring misconduct could have been taken seriously after a few warnings through formal confrontations. Also, being fired based on the drug test only was not enough. It seemed to have angered McCree even more since the drug test was carried out on him alone. The alternative of dismissing him on charges of violence was not possible since his employers and colleagues feared him.
The best solution for similar cases would be creating awareness among employees about the possible risks that may occur once McCree is fired. Employees should be aware that they should not neglect the possibilities of the threats being carried out (Kerr, 2010). This is the preferred solution since the employees are the people who interact with the perpetrators first hand. Another reason is that McCree had issued threats towards them directly, which was proof of his intentions. Moreover, the city may provide solutions to problems, but the companies need to play the most crucial role so that the policy may assist them.
There need to be strategies once an action is carried out on the assaulter, and the employees are aware of the dangers that may come. First of all, the city needs to work with management to issue a ban on the individual from the premises so that when he is seen, there could be a form of alarm. Second, HR management needs to train employees on how to react when the individual does not respond to restrictions. There should be escape routes, evacuation strategies, and defense tactics (NSC, 2019). The fact that he walked to the board room with ease and shot the colleagues reflects a failure on the city and management.
In conclusion, even though foreseeability is limited, there are ways to prevent the deaths that result from workplace violence. The policy against domestic violence at work was freshly implemented, but it lacked the details on how to protect the victims beyond dismissing the perpetrator. Once employees are educated on responsive measures, the city can be thorough at carrying out the policy against those who violate it.

References
Kerr, K. (2010). Workplace violence (pp. 43-44). Butterworth-Heinemann. https://books.google.co.ke/books?id=G72Xio2kQ5MC&printsec=frontcover&dq=addressing+workplace+violence&hl=en&sa=X&ved=0ahUKEwiv4_7pyLvkAhWEUcAKHcDCBP8Q6AEIQzAE#v=onepage&q=addressing%20workplace%20violence&f=false
NSC. (2019). Workplace Violence. Retrieved 6 September 2019, from https://www.nsc.org/work-safety/safety-topics/workplace-violence
Nytimes. (1996). Florida Killer Said Victims Were Racists, Police Say. The New York Times Newspaper, p. 37. Retrieved from https://www.nytimes.com/1996/02/11/us/florida-killer-said-victims-were-racists-police-say.html

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