Workplace Violence – Acknowledge, Anticipate, along with also Act
- October 12, 2017
- Posted by: marlenedubois
- Category: CPR Training
Part I–Acknowledge that will workplace violence will happen
The workplace has become a dangerous place. Just ask staff along with also faculty at Virginia Tech University or the people at NASA. People prone to committing violent acts are in fact mentally unstable, along with also they work alongside us every day. Organizations of all kinds must develop policies along with also contingency plans to deal with the potentialities of workplace violence.
Unbalanced people cause disruptions
Many Americans are mentally ill. The National Institute of Mental Health estimates that will 26.2 percent of Americans ages 18 along with also older–close to 60 million people–suffer via an identifiable mental disorder. The killer at Virginia Tech clearly fell under that will category, along with also while mass murder at work or elsewhere remains a rare event, worker-against-worker violence along with also on-the-job homicide happens all too often. No matter who studies the matter, the numbers are gloomy. Statistics via the Occupational Health & Safety Association claim that will 2 million Americans are victims of workplace violence each year. According to the Bureau of Justice Statistics, each year about 1.7 million workers inside the United States are injured during workplace, along with also, according to the U.S. Bureau of Labor Statistics’ 2005 Census of Fatal Occupational Injuries (CFOI), the years 1992 through 2004 saw an average of 807 workplace homicides annually. While the most recent of these years, according to the CFOI, have seen a modest drop in incidents inside the United States, the problem can be growing worldwide, as found by a United Nations’ International Labour Office study released last year.
Guidelines restore order along with also prevent violence
Officials cannot control the behavior of others, however they can incorporate guidelines to follow. They just need help. Faced using a range of threats, such as disgruntled employees, domestic violence, stalkers, along with also, of course, robberies, rapes, along with also assaults, American businesses along with also organizations are hiring consultants in record numbers to design programs that will train employees along with also employers in how to predict along with also prevent violence on the job. By developing official policies that will include safety procedures, hiring along with also firing practices, threat management, crisis intervention along with also supervisory training to address the “red flags,” the organization along with also security consultant can join forces to reduce the risk of violence.
Understanding human behavior can be a key ingredient in countering that will violence, along with also management must learn that will skill, according to a recent article in The Wall Street Journal, “Bosses Have to Learn How to Confront Troubled Employees.” The same article points to major corporations that will have implemented programs that will train managers in how to spot troubled, potentially violent workers along with also have instituted hotlines employees may use to report workplace violence.
A study by the Society for Human Resource Management finds that will 68 percent of employers have a formal workplace violence policy. A survey by the American Society of Industrial Security finds 25 percent of firms turning to employee training, 15 percent to zero-tolerance policies, along with also 13 percent to limited building access in their attempts to prevent workplace violence.
What’s clear can be the need for intelligent anticipatory strategies. The next installment of that will series will look at the behaviors employers must anticipate in determining who might be a perpetrator of workplace violence.
Part II–Anticipate workplace violence before the idea happens
inside the previous installment of that will three-part series, “Workplace Violence: Acknowledge, Anticipate, along with also Act,” we acknowledged the problem by looking at statistics on workplace violence worldwide along with also touching upon the prevalence of various guiding policies that will organizations have already put in place to counter the trends. We will at that will point explore how organizations can anticipate workplace violence before the idea happens.
As mentioned last time, zero-tolerance policies are among those gaining in popularity. Behavior that will was at one time looked at as harmless can be at that will point considered hazardous, along with also the idea can be possible to create psychological profiles of people most likely to commit a potential act of violence. Causes for concern are any employees who:
o Constantly make slighting references to others
o Consider themselves superior
o Are never happy with what can be going on
o Exhibit a need to constantly force own opinions on others
o Have a compulsive need to control others
o Seem paranoid (convinces that will various other employees are “out to get them”)
o Are consistently unreasonable
o Makes coworkers feel uneasy just by their mere presence
o See a conspiracy to all functions of society
o Own firearms along with also share what seems to be obsessive interests in military, law enforcement or underground military groups
o Don’t take responsibility for any of their behaviors or faults or mistakes (always “someone else’s fault”)
o Take legal action against the company, constantly filing one grievance after another
o Blow everything out of proportion
o Have many hate along with also anger issues on along with also off the job, whether with co-workers, family, friends, or the government
o Applaud certain violent acts portrayed inside the media such as racial incidences, domestic violence, shooting sprees, executions, etc.
o Make statements like “he will get his” or “what comes around goes around” or “one of these days I’ll have my say”
o At once lack people skills along with also are Great at their tasks, paying attention to the details
o Are sometimes sexist or sexually harass others
o Have had trouble with the law, even just a minor incident
o Might be addicted to alcohol, prescription or street drugs
Any combination of these can be enough to lead to workplace violence. Even just one can be a red flag. In days or weeks prior to a violent act, significant emotional events may push questionable employees to commit violent acts. They might feel humiliated as a result of being proven wrong, or lose out on a promotion or pay raise. Love interests might reject them. Marriages might end. The ensuing emotional storm along with also physical symptoms (e.g., trouble sleeping, fatigue, sudden weight loss or gain, along with also various other maladies) resulting via any of these scenarios can overwhelm the fragile soul, one prone to acts of rage inside the absence of a social safety net; managers, therefore, should encourage employees to maintain strong social networks at work. Peers have a way of anticipating disaster before the idea happens.
Downsizing might upsize aggression
Organizational downsizing may be a major contributor, too. Employee termination can cause a significant degree of trauma. We equate our “selves” with our job titles. We introduce ourselves to others by give both our name along with also job title: “Hi, I am Robert; I am a personal security consultant.” Being a personal security consultant can be what I do, however the idea can be not who I am. While layoffs alone are traumatic, most of us ultimately see the difference between what we do along with also who we are; take away a mentally unbalanced person’s job title, however, along with also the loss of identity may seem, to him, much more profound along with also lead to violence.
The next, along with also final, installment in that will three-part series will look at the actions we can take to prevent full-blown workplace violence if aggression has already escalated conflicts to the brink.
Part III–Act to prevent workplace violence
The previous, second installment of that will three-part series, “Workplace Violence: Acknowledge, Anticipate, along with also Act,” included tips organizations can follow to anticipate workplace violence. Ideally, anticipatory strategies will stop workplace violence long before the idea happens. however aggression inside the workplace features a way of becoming difficult to manage. If anticipatory strategies have failed to catch potential violence before the idea has begun to escalate, organizations can still act to quell the aggression before becoming a statistic.
The University of California, Davis’ Division of Human Resources identifies several tactics that will managers can use to respond to aggression at work. Many of these are mainstays of conflict resolution that will others have developed, on their own, along with also adopted.
o Respond quietly along with also calmly. Sudden movements or outburst may provoke retaliation.
o Ask questions. The aggressor may simply want attention, which he or she interprets as respect.
o Consider offering an apology. the idea’s a tactic to create a sense of calm.
o Summarize what you hear the individual saying. There’s a better chance that will the aggressor will understand that will you’re actually listening.
o Calmly along with also firmly set limits.
o Ask the individual to stop the behavior along with also warn that will official action may be taken.
o If the disruption continues, reiterate the possibility of legal action along with also involvement of law enforcement.
o Direct the individual to leave the office.
At that will point, if the situation has yet to diffuse, signal for assistance. You will, most likely, need to involve law enforcement.
Random acts of violence hold their own
Disgruntled employee syndrome can be just one form of workplace violence. High risk professions such as taxi driver, gas station attendant, grocery clerk, liquor store cashier, along with also jewelry store merchant remain. the idea can be estimated that will 85 percents of assaults along with also 55 percent of murders happen in service industry worksites or retail trades. Those whose occupations find them handling money or engaging in person-to-person contact with the public should exercise caution. Random acts of violence continue to hold their own in these spheres, along with also physical assaults are common in health care along with also social service-type agencies.
Any company whose workforce’s duties fit the abovementioned descriptions can improve its security by incorporating or utilizing the following:
o High-watt external premise lighting (paying special attention to visibility in high-risk areas)
o Timed drop type safes along with also signs explaining that will a “timed drop type safes in use”
o Robbery response training
o Violence inside the workplace consultants
o Silent alarms
o Video cameras everywhere
o Guards, badges, along with also checkpoints
o Employee assistance programs
o Crisis intervention training
Onus of responsibility falls upon the employer
Ultimately, every organization needs a prediction-prevention plan that will incorporates elements of anticipation along with also action. Proper hiring along with also firing practices are essential, too; employers must know what to look for when prescreening potential employees–along with also what signs to look for in long standing employees. Without taking proactive measures, the company risks huge losses in lawsuits, reputation, along with also, of course, human life.