The predictive workplace violence category of Job Performance changes includes the following examples:

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Rephrasing the prompt in my own words: we’re being asked which of the listed options represents the predictive workplace violence category that involves changes in Job Performance. Now, let’s evaluate each option one by one, noting what it implies about predictors of workplace violence and how well it aligns with Job Performance changes.
Option 1: 'Excessive tardiness, reduced productivity, significant changes in work habits, violation of safety and security' This option centers on observable work behavior and performance metrics, which are classic indicators of reduced reliability, potential disengagement, and risk factors that can precede violent acts in some risk assessment models. The combination of tardiness, productivity drop, and shifts in work patterns directly maps onto Job Performance changes and also touches on safety concerns, making it a strong fit for a predictive category focused on behavior at work.
Option 2: 'Changes in health or hygiene, strained relationships at work, apparent signs of drug or alcohol abuse, stress, inability to concentrate, etc.' This choice describes psychosocial and health-related indicators, including interpersonal strain and substance use, which are important for overall risk assessment but are more about general welfare, affect, or health status rather than directly labeling Job Performance changes. While some items (like inability to concentrate) could translate into performance issues, the inclusion of health/hygiene and substance indicators makes this option broader than a sole Job Performance category.
Option 3: 'Direct or veiled threat of harm, intimidating and or bullying, numerous conflicts with supervisors, etc.' This option clearly reflects explicit safety and behavior risks associated with violence, but it’s oriented toward direct behaviors that signal threat or aggression rather than a category of Job Performance changes. It emphasizes interpersonal aggression and threat behavior, which are more immediate indicators of risk rather than a subcategory focused on performance metrics.
Option 4: 'Missed deadlines, inattention to details and financial problems' This option highlights performance-related issues such as deadline misses and lack of concentration on tasks, which align with Job Performance deterioration. However, the inclusion of 'financial problems' introduces a potential external stressor rather than a pure performance metric. While still within the realm of Job Performance changes, it also drifts toward external risk factors that aren’t strictly performance indicators.
In terms of aligning with a predictive category named ‘Job Performance changes,’ option 1 most cleanly fits the concept by listing concrete performance-related behaviors (tardiness, reduced productivity, changes in work habits) that would be monitored as Job Performance changes, without introducing additional domains like health, substance use, or explicit threat behavior beyond performance concerns. Options 2 and 4 include performance-related elements but broaden the scope beyond Job Performance to health, personal stressors, or external financial issues. Option 3 centers on direct threat dynamics, which, while critical to safety, is not primarily a Job Performance change category. Each incorrect option raises valid considerations in risk assessment, yet their focus diverges from a primary Job Performance changes category. The reasoning here emphasizes how the framing of the category guides which indicators are considered core versus ancillary in predictive models for workplace violence.

37:575:312:E6 & 38:578:515:E6 CONFLCT IN WRK PLACE Assignment (UG): EEOC and Workplace Violence Reading Assignment and Quiz

The predictive workplace violence category of Job Performance changes includes the following examples:

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