Case Study 14-2 You Are Not Hurt? Good - You’re Fired! Questions

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Due This sunday Feb 24th!! Instructions are attached :)

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CASE STUDY

Instructions: 

Read the case "You Are Not Hurt?  Good, You’re Fired!" ( Lussier Case 14.2 p.538 ), and answer the following questions in no less that one paragraph each.  Include reference to the facts from the case and citations from the book:

BOOK: 1) Lussier, R., & Hendon, J. (2018). Human resource management. Los Angeles: SAGE. ISBN 9781506360348 Also available for Kindle and as Audible audiobook.

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CASE STUDY Instructions: Read the case "You Are Not Hurt? Good, You’re Fired!" ( Lussier Case 14.2 p.538 ), and answer the following questions in no less that one paragraph each. Include reference to the facts from the case and citations from the book: BOOK: 1) Lussier, R., & Hendon, J. (2018). Human resource management. Los Angeles: SAGE. ISBN 9781506360348 Also available for Kindle and as Audible audiobook. Case Study 4 Questions 1. This case was a civil case. How might it have become a federal case under OSHA’s charge? 2. How might ActioNet have not upheld their OSHA responsibilities? 3. Although a federal investigation 2 days later indicated no wrongdoing on Yang’s part (he was called a “complete victim”), ActioNet took no further action in the matter. If these were OSHA investigators, under what category of violation might ActioNet be subject to penalty? 4. Stress might have been the cause of Tymony’s intolerable conduct. Which cause(s) of stress might have accounted for his inexcusable behavior? 5. What are the causes of workplace violence, and how might they help us better understand this case? 6. What are the signs of potential violence, and were any exhibited in this case? 7. What trends or issues in workplace safety apply to this case?
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Explanation & Answer

Attached.

Running head; CASE 14.2

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Case 14.2
Student’s Name
Institution Affiliation

CASE 14.2

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Case 14.2 Answers

Q1
According to Mr. Yang, this was a civil case where he filled a complaint against
ActionNet (AN) and accused them of not investigating the incident. ActionNet moved on to fire
him and the other employee (Tymony) causing him emotional harm besides making it difficult
for him to find a new job. But under OSHA's charge, this might be a federal case for violating
Mr. Yang’s rights under the constitution, under the Williams Steiger Occupational Safety and
Health Act of 1970, derived from the Commerce Clause of the Constitution (Moran, 1973).
Q2
ActionNet is responsible for failure to uphold several OSHA responsibilities. First,
ActionNet did not provide a workplace that is free from serious recognized hazards and did not
comply with standards, rules, and regulations issued under the OSH Act. For instance, this was
not the first incident between Mr. Yang and Tymony. The management would have recognized
the unfriendly environment early and sort out this matter early. Secondly, they did not make sure
they had used safe tools and equipment...


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