You are to respond to students who addressed a question other than the one you chose, and then point out either 2 weaknesses with their post or add 2 additional supporting points.

1. Explain briefly how and if chronic health issues have an effect on the cost of operating a criminal justice organization. What is the best manner in which to reduce any said cost if you were asked to design the health benefit package?

More and more people are living a sedentary lifestyle which brings an increased risk for chronic diseases. Four in ten of the costliest health conditions are related to heart disease and stroke (National Center for Chronic Disease Prevention and Health Promotion, 2020). According to CDC, $36.4 billon is lost each year due to employee absences related to chronic health conditions; high blood pressure, diabetes, smoking, physical inactivity, and obesity (2020). If criminal justice organizations attempt to be proactive by creating good health promotion programs, it could decrease the cost of insurance premiums and workers compensation claims (National Center for Chronic Disease Prevention and Health Promotion, 2020).

I think that organizations should provide insurance coverage for preventative screenings, such as: labs (A1C, triglyceride levels, etc), immunizations, physicals, mental health, and health education classes, etc. This could help identify health issues before the symptoms appear and begin to treat the condition through a lifestyle change (diet and exercise) (Sorensen et al., 2011). In 2006, it was reported that in the United States over $2 trillion was spent on healthcare and employers spent more than one third of that costs on their employees (Sorensen et al., 2011). Employers should create a healthier workplace environment that would motivate the employees to have a more active/healthier lifestyle and reduce the need for tobacco use by making the facility a tobacco free building. Several studies have shown that when employers create a health promotion program it improves the employees’ health, increases productivity, and reduces healthcare costs (Sorenson et al., 2011).

National Center for Chronic Disease Prevention and Health Promotion (2020). Workplace

health promotion: How CDC supports a healthy, competitive workforce. Centers for

Disease Control and Prevention. Retrieved from:

https://www.cdc.gov/chronicdisease/pdf/factsheets/workplace-health-promotion-H.pdf

Sorensen, G., Landsbergis, P., Hammer, L., Amick, B. C., 3rd, Linnan, L., Yancey, A., Welch,

L. S., Goetzel, R. Z., Flannery, K. M., Pratt, C., & Workshop Working Group on

Worksite Chronic Disease Prevention (2011). Preventing chronic disease in the

workplace: A workshop report and recommendations. American journal of public

2. Of the six listed causes of Organizational conflict, differences in power, and status seems to be the most familiar cause, from a military perspective. Leaving out culture can be a bit haste, based on the culture of different military branches being vastly different. The perspective of power and status can come simple from having more rank than others, and also having a higher billet if members are of equal rank (Vito, et al, 2019). The organizational culture in terms has more to do with section/ unit pride and can be seen as a cause in conflict may come more from the moral beliefs, and values from all levels. Take an officer with extreme faith-based morals, that may work with or for an individual with less of a moral compass. Vito et al said it best “One group emphasizes functioning within constitutional constraints. The other group is utilitarian and operates on the implicit assumption that the end justifies the means” (2019, p 182). The chain of command structure does alleviate the possibility of some conflicts from a simplicity standpoint.

Although conflict resolution will fall to the supervisors, managers, and in some cases the Human Resources (HR) personnel, each individual involved must play an active role in the mitigation process as well. The Competitors from both the individual and managerial perspective will not benefit the organization, neither will the Avoiders. In terms of a manager and dealing with conflicts with those involved, the Collaboration approach proves to be the most ideal (Vito, et al, 2019). Granted most ideal will not always be what works or is needed on a case by case basis.

Each individual conflict required a specific goal orientated resolution strategy. In terms of the power or status, the collaboration process seems to be the most feasible, and best solution. A conflict caused by culture, is difficult, from a moral standpoint the competition approach may be what is needed. At the end of the process an Alternate Dispute process may be the “ends to justify the means” (OPM.gov).

Conflict resolution and conflict in general is and has been a part of my life, and as a Christian I have always been able to fall back on the scripture of John Chapter 8: 6-7 “6. This they said, tempting him, that they might have to accuse him. But Jesus stooped down, and with his finger wrote on the ground, as though he heard them not. 7. So when they continued asking him, he lifted up himself, and said unto them, He that is without sin among you, let him cast the first stone at her.” A simple passage about how we are not to judge each other. Scripture also teaches us to love one another, in which I find the best way for conflict resolution.

Gordon

Ref:

https://www.opm.gov/policy-data-oversight/employee-relations/employee-rights-appeals/alternative-dispute-resolution/handbook.

Vito, G. F., Reed, J. C., & More, H. W. (2019). Organizational behavior and management in law enforcement. Pearson Education, Inc.. [Liberty University Online Bookshelf]. Retrieved from https://libertyonline.vitalsource.com/#/books/9780…

health, 101 Suppl 1(Suppl 1), S196–S207. https://doi.org/10.2105/AJPH.2010.300075