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The purpose of this study is to determine if formal organizational policies on workplace violence (WV) influence hiring practices, employee training, and ability to manage violent situations. A sample of 72 members of the Industrial Relations Research Association, which has been renamed Labor and Employment Relations Association, completed an Internet original survey on WV, with 40 organizations having these types of policies. Findings indicated that organizations with formal policies on WV were more likely to have heightened awareness of issues involving WV than organizations without these types of policies. WV policies generally are zero tolerance; however, they may lack enforcement by supervisors. Having a formal policy on WV may indicate that organizations are more aware of and concerned with protecting their employees and clients from violent situations.

t would seem that middle managers in business and industrial organizations (private sector) would be similarly motivated as middle managers in state, county and local \m m\ government (public sector). With this premise, a study was conducted to examine the similarities and differences in the managers in the two sectors. As a model for the study, the research study conducted by Frederick Herzberg during the 1950s was replicated.This paper is a report on the study which includes the study methodology, materials used, procedure, a summary of Frederick Herzberg's Two-Factor Theory of Motivation, findings, discussion, and comments about the study.Questionnaires were sent to sixty-five middle managers in Western New York. The mana gers represented state, county and local governments in the public sector, and business and industrial organizations in the private sector. Of the sixty-five questionnaires distributed forty-two (66 percent) were returned and included in this analysis. All participants have completed a minimum of four years of college education. Also, they participated voluntarily and did not receive any form of compensation.The survey instrument used was a Human Motivation Questionnaire developed specifically for this study. The questionnaire essentially asked the respondents to focus on two parts: first, identify the things you feel good about in your job, and second, identify the things you feel bad about in your job. The instrument was designed with the intent of replicating Herzberg's research with a much smaller group of professionals.The participants were individually contacted to determine their willingness to participate in the study. The survey instrument was mailed to the participant's home or office, with in structions to complete it and return it within five days. The completed questionnaires gave no indication of the name of the respondent, or their government, or firm affiliation. There fore, analysis was conducted based on the information submitted. Personal interviews were not conducted.Frederick Herzberg and his associates developed a need-based model of motivation. The model was based on a study of 200 engineers and accountants.

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