Research paper on “Violence in the workplace» Essay Example

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Introduction

Many people are of the opinion that, violence must be physical assault. However, violence in the workplace tends to be a broader concept. Thus, it is termed as an act in which an individual is threatened, abused, assaulted or intimidated in his or her employment. Thus, violence in the workplace mainly includes threatening behavior, written or verbal threats, physical attacks, verbal abuse and harassment (Baron & Neuman, 170). Nowadays, the task of showing up and undertaking ones job has overtime become a risk in the current working environment. Violence in the workplace is among the major causes of workplace deaths. When violence occurs, most people react by wanting to find out when it happened and the reason as to why it happened. This research paper will digress and instead of focusing more on the sources of violence in the workplace, it will deal with ways of overcoming and avoiding the violence in the workplace.

Discussions

Based on available literature, there exist a number of factors that can increase the risk of violence taking place in the workplace. These factors include working with volatile or people who are unstable, exchanging money with the general public, working in isolated areas or alone, providing services and care for example, social services, healthcare, public service workers and delivery drivers, working in places where alcohol is revived ad working late in the night and also working in areas that have high crime rates (Occupational Safety and Health Administration, 1). Despite the fact that workplace violence is a concept that is taking place in a great number of organizations, much attention has not been paid to the concept and thus, few ideas exists in relation to the managerial responses to the violent incidences. In respect to these, managers need to make use of the best and most obvious methodology when it comes to avoiding workplace violence and this methods entails not employing the employees in the first place (Baron & Neuman, 167). Prior to coming up with a workplace violence prevention plan, the employers should always avoid certain vulnerabilities that can usually predispose them and their organization to the violent episodes. These vulnerabilities includes but are not limited to the belief that violence cannot take place in their organization, over reliance on the psychiatrists and psychologists, ineffective use of the legal counsel as well as the great reliance on the physical security matters and the failure of the organization to articulate strong policies in regard to violence. Therefore, for managers to succeed on mitigating violence in the workplace, they need to ensure that they take note and consideration of the above mentioned vulnerabilities (Attridge & VandePol, 2010).

Therefore in mitigating workplace violence, those in management positions needs to look for any warning signs, train the supervisors as well as the employees, make use of better pre-employment screening, make use of better and advanced security measures and make use of available dispute resolution as being a preventive strategy to the violence in the workplace. The management team in the organization needs to have a written policy. The policy will inform the employees about the behavior that the management terms as inappropriate and also unacceptable, what should be done when such incidents occur and contacts for reporting the mentioned incidents. The policy will be of great benefit in that, it will encourage the employees in the organization to report any incidents outlined in the policy in aid to show their commitment in dealing and playing an essential role in violence issues in the workplace (Flannery, 34).

The preventive measures of reducing violence in the workplace mainly falls under three main categories which include; the work practices, workplace design and the administrative practices. In relation to the workplace design, the factors that should be included relates to the workplace lay-out, locks and physical barriers, use of signs, adequate lightning as well as electronic surveillance (Attridge & VandePol, 2010). In relation to the administrative practices, some administrative practices can be used so as to reduce the risks that are involved in regard to the handling of cash. The management team need to ensure that they keep their cash registers at a minimum, make use of electronic payment systems, making use of a locked safe and making use of regular cash collection and this should be done by a licensed security firm. The work practices are termed as the things that are done when undertaking ones duty. This work practices need to even take note of those individuals who work away from the traditional office settings and based on these, they can also adopt different and diverse work practices aimed at reducing the risk of violence in the workplace (Flannery, 34).

Conclusions

Based on the above discussion, it is evident that violence in the workplace is an aspect that is facing the modern workplaces. However, few measures have been put in place to curb workplace violence. Violence in the workplace seems to be an issue that is prevalent among people working with volatile aspects or people who are unstable, exchanging money with the general public, working in isolated areas or alone, providing services and care for example social services, healthcare, public service workers and delivery drivers, working in places where alcohol is revived ad working late in the night and also working in areas that have high crime rates. Managers need to make use of the best and most obvious methodology when it comes to avoiding workplace violence and this method entails not employing the employees in the first place. Prior to coming up with a workplace violence prevention plan, the employers should always avoid certain vulnerabilities that can usually predispose them and their organization to the violent episodes. These vulnerabilities includes but are not limited to the belief that violence cannot take place in their organization, over reliance on the psychiatrists and psychologists, ineffective use of the legal counsel as well as the great reliance on the physical security matters and the failure of the organization to articulate strong policies in regard to violence. Managers also need to make use of the preventive measures of reducing violence in the workplace mainly falls under three main categories which includes the work practices, workplace design and the administrative practices.

References

Attridge, Mark & VandePol, Bob. “The business case for workplace critical incident response: A literature review and some employer examples.” Journal of Workplace Behavioral Health, 25. 2 (2010): 132-145.

Baron, Michael & Neuman, Andres. «Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes». Aggressive Behavior. 22 (1996): 161–173.

Flannery, Raymond. “Crisis intervention services and empirical data: Lessons learned from the Assaulted Staff Action Program.” International Journal of Emergency Mental Health, 10. 4 (2008) 271-274.

Occupational Safety and Health Administration. OSHA Fact Sheet. Web 7 October 2016. https://www.osha.gov/OshDoc/data_General_Facts/factsheet-workplace-violence.pdf