Question

1. In healthcare industry, it is difficult to get accurate incident statistics because violence is often underreported. What would an employee fail to report a threatening or injurious action, directly affecting his safety n wellbeing?
   1. There are concerns that assault by pts n visitor may be viewed as result of poor performance of=r negligence of employee.
   2. There is lack of institutional reporting policies; that is, employee doesn’t know how to report it
   3. Some employees have perception that assault are part of the job
   4. Some don’t believe that reporting wont benefit theme nor correct situation
2. You have elected to write literature review of topic of cyber bullying. Literature would include all except.
   1. Title page
   2. Statistical analysis
   3. List of references
   4. Summary of all articles selected

Answer 1

Answer:- Workplace violence is a serious problem. Different organizations have defined
workplace violence in various ways. The National Institute for Occupational
Safety and Health defines workplace violence as “violent acts, including
physical assaults and threats of assault, directed toward persons at work or on duty.”
Enforcement activities typically focus on physical assaults or threats that result or can
result in serious physical harm. However, many people who study this issue and the
workplace prevention programs highlighted here include verbal violence—threats,
verbal abuse, hostility, harassment, and the like—which can cause significant psycho-
logical trauma and stress, even if no physical injury takes place. Verbal assaults can
also escalate to physical violence.
In hospitals, nursing homes, and other healthcare settings, possible sources of
violence include patients, visitors, intruders, and even coworkers. Examples include
verbal threats or physical attacks by patients, a distraught family member who may
be abusive or even become an active shooter, gang violence in the emergency depart-
ment, a domestic dispute that spills over into the workplace, or coworker bullying.
Healthcare workers are at an increased risk for workplace violence .From
2002 to 2013, incidents of serious workplace violence (those requiring days off for
the injured worker to recuperate) were four times more common in healthcare than
in private industry on average. In 2013, the broad “healthcare and social assistance”
sector had 7.8 cases of serious workplace violence per 10,000 full-time employees
(see graph below). Other large sectors such as construction, manufacturing, and retail
all had fewer than two cases per 10,000 full-time employees.

Workplace violence comes at a high cost. If an employee requires medical treatment or misses work because of a
workplace injury, workers’ compensation insurance will typically have to pay the cost. For example, one hospital system had
30 nurses who required treatment for violent injuries in a particular year, at a total cost of $94,156 ($78,924 for treatment
and $15,232 for lost wages).8
If your organization self-insures (as some large healthcare organizations do), it will bear the full
cost. If your organization does not, its claim experience can still affect insurance premiums.
Violence can also lead to other less obvious costs. For example:
• Caregiver fatigue, injury, and stress are tied to a higher risk of medication errors and patient infections.9
• Studies have found higher patient satisfaction levels in hospitals where fewer nurses are dissatisfied or burned out.

Statiscial Analysis

Statistics is the discipline that concerns the collection, organization, analysis, interpretation and presentation of data.[1][2][3] In applying statistics to a scientific, industrial, or social problem, it is conventional to begin with a statistical population or a statistical model to be studied. Populations can be diverse groups of people or objects such as "all people living in a country" or "every atom composing a crystal". Statistics deals with every aspect of data, including the planning of data collection in terms of the design of surveys and experiments.[4] See glossary of probability and statistics.

When census data cannot be collected, statisticians collect data by developing specific experiment designs and survey samples. Representative sampling assures that inferences and conclusions can reasonably extend from the sample to the population as a whole. An experimental study involves taking measurements of the system under study, manipulating the system, and then taking additional measurements using the same procedure to determine if the manipulation has modified the values of the measurements. In contrast, an observational study does not involve experimental manipulation.

Two main statistical methods are used in data analysis: descriptive statistics, which summarize data from a sample using indexes such as the mean or standard deviation, and inferential statistics, which draw conclusions from data that are subject to random variation (e.g., observational errors, sampling variation).[5] Descriptive statistics are most often concerned with two sets of properties of a distribution (sample or population): central tendency (or location) seeks to characterize the distribution's central or typical value, while dispersion (or variability) characterizes the extent to which members of the distribution depart from its center and each other. Inferences on mathematical statistics are made under the framework of probability theory, which deals with the analysis of random phenomena.

List of references

A resume reference list is a document that provides contact and background information on professional references. Recruiters and hiring managers may contact people on your reference list during the hiring process to learn more about your professional history, job performance and other details about the kind of employee you may be if hired.

While some employers may ask you to submit resume references as part of the application process, others may ask after a phone screening, face-to-face interview or before the final step in the hiring process. No matter when an employer asks for references, it’s helpful to prepare a list of several reliable contacts who are able to communicate your best professional attributes.

Select your resume references
When selecting resume references, consider people who can speak to your best qualities, skills and qualifications. If possible, choose people who can discuss talents specific to the job you’re applying for.

Generally, the best people to include as references are:

Current or former manager or direct supervisor
Current or former co-worker
Current or former employees/direct reports
Academic advisor
Professional mentor
When thinking through who to include on your reference list, make sure you are comfortable with these people knowing you are looking for a new job, especially if they are someone you currently work with.

Summary of all articles selected

Guest editorial summary on articles selected from the 2018 international conference on Health Policy Statistics

Author information
Affiliations
Pfizer Inc, 445 Eastern Point Road, MS 8260-2502, Groton, CT, 06340, USA
Joseph C. Cappelleri
Abt Associates Inc., 5001 S Miami Blvd, Durham, NC, 27703, USA
Jason Brinkley
Corresponding author
Correspondence to Joseph C. Cappelleri.

Ethics declarations
Conflict of interest
Joseph C. Cappelleri is an employee and stockholder of Pfizer Inc. Jason Brinkley is an employee of Abt Associates Inc.

Ethical approval
This article does not contain any studies with human participants or animals performed by any of the authors.

Additional information
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