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Workplace violence pros and cons
Workplace violence reserach
Introduction to workplace violence
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Our case study describes the worst possible outcome of an employee disagreement. Two employees, who had a history of not getting along, got into a fight, one was killed and the other was charged with second-degree murder. The surviving employee was known as a tough guy and both employees had been told that they were to learn to get along or quit. The police spokesperson stated that employers have to be more vigilant in looking for signs of potential workplace violence and the surviving spouse filed a lawsuit against the company for negligence.
1. What are some violence indicators an employee might display? Abnormal behavior that is intimidating to others or themselves is an indicator that should be monitored closely. Aggressive behavior towards others or uncontrolled emotional outbursts that include physical or non-physical reactions can be signs as well.
2. What are some actions management can take to help prevent workplace violence? The first line of defense for management that can help prevent workplace violence is in the selection process. To carefully examine the candidate, without overstepping EEOC laws, for having the potential for violent behavior in the workplace. The next step would be to have an employee assistance program in place to help employees that are in need of counseling. There is also a need to keep a pulse on the stability of the workforce and maintain an awareness of the day-to-day concerns that arise that could lead to violence.
3. How can employees protect themselves against workplace violence? Employees can protect themselves from violence by being observant of behaviors that could lead to violence. If they become aware of a situation they should not over react nor should they treat it lightly. T...
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... experience workplace violence in our lives? Possibly, but I have experienced it and know of others who have, so it is better to be prepared. The key learning is that, for a business, it is important to have an action plan and to inculcate it into the workforce.
References
Hewitt, S. (2014, Feb 06). Local experts say workplace violence remains 'extremely rare'. McClatchy - Tribune Business News. Retrieved from http://search.proquest.com/docview/1494742693?accountid=29086
Prescott, H. (2014, Jan 17). Most businesses plan reaction to violence. McClatchy -
Tribune Business News. Retrieved from http://search.proquest.com/docview/1477987663?accountid=29086
Study: Change of culture, increased training needed to reduce violence against emergency nurses. (2014, Feb 04). PR Newswire. Retrieved from http://search.proquest.com/docview/1494095163?accountid=29086
Employee training can reduce or eliminate unsafe behaviors by teaching the employees how to perform their job safely. The training needs to be specific on what the employee is expected to do (Bernardin & Russell, 2013). For instance; if an employee was lifting heavy boxes all day, they need to be taught to bend at the knees and always use both hands to prevent back injuries.
My paper will outline policies and procedures a company can adopt to make the workplace a safer environment. There are a number of factors that needs to be considered when this type of violence occurs. So what is workplace violence?
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
Co-workers can be affected by workplace violence by being put in a situation that makes working difficult or uncomfortable for them. This can affect their attendance to go to work every day, or even getting their tasks done efficiently. If the abuse is coming from a superior such as a boss or manager, it can make the employee fearful, stressed out and even anxious. They could be worried they’ll lose their employment for no reason at all, or even make them feel as though their workplace is unbearable. In the workplace the manager should be the one leading and helping the employees succeed. If the manager is hurtful towards their employees, through words or actions, they are not only harming the employee but also damaging the efficiency and productivity of the office as a whole. They damage their office in such a respect because the harm inflicted upon the employee effects their working progress negatively. As a whole the abuser in most workplace violence situations can be looked at as the ‘manager’. They are the one managing and controlling the situation in a negative
Workplace violence in the nursing profession has been extensively reported and documented. It is associated with serious negative consequences both for the nurse and their patients. Such disruptive behaviors in the nursing profession severely impact the emotional and mental well-being of the nurses that in turn affects retaining qualified and experiences staff in a healthcare organization. Such type of violence is considered as a major occupational hazard and condemned by major nursing organizations including the CENTER for American Nurses and American Nurse Organization. In the nursing profession workplace violence includes several types of negative behavior such as lateral violence, bullying and aggression. Lateral or horizontal violence is described as harmful or disrespectful behavior towards a coworker or a group of coworkers which in essence denies them of their basic human right and has a profound negative effect on their self-esteem and confidence (Becher & Visovsky, 2012). While lateral violence is mostly observed among peers or coworkers bullying is generally observed between a higher authority staff and those working under them such as a nursing supervisor and a staff nurse. Bullying is mostly verbal in nature which involves the use of abusive language, intimidation, insult and using authority to subdue, threaten or humiliate their subordinates (Lateral Violence and Bullying, 2008). When nurses are subjected to any kind of horizontal violence or bullying over a period of time it unduly affects them with physical, emotional, mental and financial consequences. In addition such workplace violence also brings forth negative consequences for the healthcare organization and patients in particular. Thus given the seriousness o...
Supervisors play a vital role in prevention perhaps the most logical improvement for violence in the workplace would be to sit down with the employee in a one on one meeting. In this meeting the supervisor should:
Workplace violence is a frustrating issue confronting businesses today. While more data on the reason for violence and how to handle it is getting known, there is frequently no sensible basis for this sort of behavior and, in spite of all that we know or do, fierce circumstances happen. No superintendent is resistant from working environment brutality and no manager can completely anticipate it.Workplace violence can cause many issues for a business, from extra expense, to how to deal with the problem, and prevent it from happening in the future.
Lipscomb, J.A., & McPhaul, K.M. (2004). Workplace Violence in Health Care: Recognized but not Regulated. The Online Journal of Issues in Nursing, 9(3). Retrieved from http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume92004/No3Sept04/ViolenceinHealthCare.aspx
It has been estimated in a study by the American Management Association that managers spend between 20% to as much as 50% of their times dealing with conflict among their employees (American Sentinel, 2012). When workplace conflicts are left unresolved they can lead to dissatisfaction, depression and other problems such as aggression and violence (Whitworth 2008). The negative, sometimes hostile, environment created by unresolved conflict has been recognized to be a hazard not only to staff, but also to patient care (The Joint Commission 2008).
Small business owners and management at every level of any company should always be aware and listen closely to what is being said by their employees or associates. An action that undermines or impedes a co-worker’s right to do his or her job is another practice used in office politics to cause problems. It is good for employees to form bonds and friendships, but when cliques are formed in the office and others are bullied or cold shouldered, major complications can occur. Some of these problems can even lead to situations of workplace violence. The following are some of the signs and downfalls of office politics and ways to address situations before they get out of control.
When managers are able to communicate effectively to the employees it shows they care and it lets the employees go to them if there is ever a problem. Both leaders and employees need to be able to recognize the triggers that cause people to be bullied at the workplace (Smith, 2012). Leaders should be able to notice behavior that may cause problems in the workplace. The more leaders are involved with the employees the less bullying that will occur. Companies need to have workplace policies that prohibit this type of behavior and need to make sure employees understand the policies (Smith, 2012). Employees should also have an understanding of how to report the incident and how to take action (Smith, 2012). Enforcement is key when an incident occurs because employees will think twice before engaging in this type of
Workplace violence is any action or verbal menacing with the intent to inflict physical or psychological violence on others. The US Department of Labor defines workplace violence as “An action (verbal, written, or physical aggression) which is intended to control or cause, or is capable of causing, death or serious bodily injury to oneself or others, or damage to property. Workplace violence includes abusive behavior toward authority, intimidating or harassing behavior, and threats.”("Definitions," n.d.)
A negative work environment can make employees feel irritable, anxious and defensive. This can cause poor productivity, lack of motivation and poor communication in the workplace which in turn can cause problems for the company. An employer’s abuse of power can cause mental or emotional distress on employees and also disrupt the workplace. Examples of employers abusing their position include humiliation, undermining, disrespectful language, discriminatory comments, yelling and intimidation. When employees are surrounded by this on a daily basis it can affect their self-worth. Employers can resolve these issues by allowing open lines of communication and by not giving employees the impression that it is acceptable to act negatively and disrespect fellow employees.
It is very important for managers at all levels to respond quickly and effectively to conflict within their workplace as the longer the conflict exists, the more damage it causes. For personal conflicts, the organization should have a published procedure for filing grievances:
Industrial Conflict is a broad and complex topic and conflicts may arise from many diverse issues resulting hostile acts by employers and employees.