Violence in the workplace is a growing trend among American businesses that needs the prompt attention of individuals, governments, and corporations alike. In fact it is so serious that “violence in the workplace in recent years has grown to be the second leading cause of death in the workplace” (Baron, Hoffman, & Merrill, 2000). Responding to this epidemic will take a tailored dynamic approach that must be embraced by employees and management alike. First, we must understand exactly what constitutes workplace violence and understand some common triggers from past cases. Second, employees and managers must know and understand what signs they must be aware of that could escalate into workplace violence through effective and recurring …show more content…
Unfortunately, these employees had not been briefed in symptom recognition of potentially violent behavior, nor given instructions on how to report such information” (Mattman, 2001). Several of these key behaviors include, but are not limited to: drug/alcohol abuse, depression, increased absenteeism, threats or verbal abuse, signs of mental illness, paranoia, projecting their problems onto others namely management. If most companies took a proactive stance at mitigating workplace violence there could be a significant reduction in the occurrences of these events.
Preventing workplace violence has to be executed around a dynamic approach in which multiple factors are combined to place workers in a safe working environment. The first and most comprehensive tool that every organization should have is a workplace violence policy. An effective workplace violence policy has two main focal points. “First, good policies provide clear guidelines for expected behavior, definitions of unacceptable behavior, and outline the penalties for violating the policy” (Baron, Hoffman, & Merrill, 2000). This is imperative and must be communicated constantly to all employees. An employee’s initial immersion into the policy should occur before they begin to work for the job they were hired to do. Every organization’s
Workplace violence occurs due to an interpersonal conflict between two or more people that results from differences in their needs, ideas, goals, interests, or values (Marquis and Huston, 2015). Workplace violence is not limited to physical violence; it also includes negative activities such as bulling, verbal abuse, pranking, negative insinuations, gossiping, insubordination, and withholding information (Latham, Ringl, & Hogan, 2013). Research suggests that more than 80 % nurses experience workplace violence at some point in their working careers (Frederick, 2014). New graduate nurses are especially susceptible to workplace violence because they are usually unprepared to deal with it, and they are more likely to leave the profession due to workplace violence (Frederick, 2014). Townsend (2012) reported that 70 % of nurses, who experienced bullying at the workplace, leave their jobs, and 60 % of new graduate nurses quit their jobs within first six months of being bullied (as cited in Marquis & Huston, 2015). Workplace violence is an important leadership issue to address because it affects turnover rates, productivity, patient safety, and overall quality of care (Marquis & Huston, 2015).
Kvas and Seljak (2015) found that establishing a violence-free workplace is essential, and is an on-going process that every organization must be on board with. Kvas and Seljak (2015) went on to say that leaders in a health care organization play an important role in violence prevention, and serve as role models that should never tolerate incivility, bullying, or workplace violence. However, managers and other health care leaders are often the perpetrators of violence, and must be held accountable for their actions (Kvas & Seljak, 2015). Not only that, but physicians are a major contributor to physical and mental abuse, and must also be held liable. With that in mind, there are many ways nurses can prevent violence from occurring in the
Park, M., Cho, S., & Hong, H. (2014). Prevalence and perpetrators of workplace violence by nursing unit and the relationship between violence and the perceived work environment. Journal of nursing scholarship, 47(1), 87-95. http://dx.doi.org/10.1111/jnu.12112
The goal of this research was to determine the impact that the implementation of a workplace violence presentation program had on violence rates in the VA health care system. Over the years, the Veterans Health Care Administration has implemented many strategies to make work environments safer, including a workplace violence prevention program. Using their previously set-up reporting system, researchers were able to determine the number of assaults in the past 6 fiscal years (2003-2009) as well as the current rates of assault in their facilities. Using an evaluation team of three members from each
Civility in the work place, or the lack thereof, has been identified as a growing problem within many professions in today’s society. Often referred to as lateral violence, this occurrence is no exception in the nursing profession. It is also known as ‘horizontal violence’ or ‘workplace bullying (Coursey, Rodriguez, Dieckmann, & Austin, 2013). In this evidenced-based paper, information will be provided in an effort to identify causes of lateral violence in the workplace and how to encourage civility.
Several models and concepts arose in preventative measures to workplace violence in nursing. One conceptual model, according to Covert Crime at Work, is “a conceptual model derived from 370 surveys show working conditions conducive to bullying, thus helping to identify risks early and to prevent unhealthy environments from developing.” After recognition of these research and studies, organizations such as Occupations Safety and Hazard Association, American Nurses Associations, and etc, have implemented guidelines to prevent workplace violence in nursing.
Safety is a default task that is always operational. Safety is a primary consideration throughout crisis intervention for reasons that are both physically and psychologically based (James & Gilliland, 2013). Institutions play a large part in treatment and may be viewed as an equal and contributing partner in resolving problems with clients disposed to becoming physically and verbally assaultive (James & Gilliland, 2013). The five main components of any effective safety and health program also apply to the prevention of workplace violence. These components are management commitment and employee involvement, worksite analysis, hazard prevention and control, safety and health training, and record keeping and program evaluation (Occupational Safety
Workplace violence can be considered as “violent acts, threats, physical assault or acts of aggression towards an individual on duty at work (). Violence can also be caused by hostile conduct with the intent to cause emotional or verbal harm. This article focuses on ER nurses experiences with the susceptibility towards violence in the workplace. According to Papa & Venella (2013), nearly 25% of the ER nurses experienced some type of violence from verbal abuse to physical abuse within the last three years (Papa & Venella, 2013). In my opinion, it is very
Workplace violence has existed throughout history. However, historical documentation of workplace violence is vague and sometimes non-existent. Documented workplace violence is believed to have existed during the Roman Empire, the Renaissance Era, and it continues today. It seems unfortunate, but as long as a “society” exists, workplace violence will more than likely exist. Therefore, employers must understand: the history of workplace violence, the effects it has on the organization, the reasons why it occurs, the warning signs, and ways to prevent it from occurring. Most importantly, it is the responsibility of the Manager, to not only understand workplace violence, but to ensure that all employees
How long would a “long term” space flight be? According to our records, the longest that human has been off Earth is almost 438 days, and it is the mission operated by Russian space station Mir. (Beings not Made for Space, Kenneth Chang, 2014) Long-term space flight requests that astronauts have to be exposed to the real space environment, which includes microgravity, the significant increase in radiation, variation in temperature and space view. The major impacts that I will be talking about are microgravity and space radiation. Due to these changes of space environment from that of the Earth, astronauts will face the changes on their body and health, some of the changes would be negative. For example, astronauts will see the significant changes in their body; their whole bodies will expand, the mass of their bones and muscles would lose, and some of them might have farsighted eyes. There will also be increase in risk of Alzheimer’s disease, damage in immune system and destroys of microbiomes. To build a better space environment, scientists have been working hard to find out what is causing the health issues and ways to solve them. They have done well-known researches such as “Twins Study” between Mark and Kelly Scott. The latest technology that involved is called artificial gravity; it is considered desirable for long-term space flight as well as human habitat in space.
The acts violence can be overt or covert verbal and or non-verbal aggression. Such act includes behaviors like gossiping, withholding information and ostracism, which are referred to relational aggression or psychological abuse. These behaviors can also extend outside the workplace and can occur in person or in cyberspace (Walrafen, Brewer, & Mulvenon, 2012). According to King-Jones (2011), the origin of lateral violence is related to the oppressed group model that supported that nurses are powerless and oppressed group. Hence, they react by over-powering other Violence in the workplace is a national concern that affects all profession, especially the nursing profession. It is a known fact that violence brings unsafe environment that has detrimental effects to the individual nurses as well and their patients (Chipps, stelmaschuk, Albert, Bernhard, & Holloman,
The first article chosen about this event was focusing on the iPhone’s newest features and how it compares to the last release of iPhones. The newest iPhones are faster, have better camera quality, and feature a structure made out of complete glass. What strikes me is that our society has taken this phone and given it such high regards so that we feel we NEED it. In the article, Manjoo quotes “And while experts said Apple’s lead might slip over time, for now, its advantage remains enormous enough to make the iPhone a must for people who think of their phones as their most important computing device — in other words, you and me and everyone we know”. This symbolizes iPhones in our culture as a cultural object, something we have highly regarded, and by definition is something that has a creator, and “has a shared significance; it has been given a meaning shared by members of the culture” (20). We feel as though we cannot live without our phones, making it a part of our daily lives, and leaving Apple with the upper hand on us.
Workplace violence is a serious and growing issue in society. Employers need to develop intervention strategies to decrease reduce violence in the workplace. Also, employers and employees need to be aware of the signs when people exhibit behaviors that can lead to workplace violence. As a society, the issue needs to be acknowledged of the reality and work together for creating a solution. Lastly, employers and employees must not live in fear of addressing concerns if they see the potential for workplace violence or report when they witness or experience workplace violence.
This sort of workplace violence gets a large portion of the media space. It happens when a specialist enters the working environment and carries on brutally against an administrator or collaborator. To keep this sort of violence, manager or leaders in the workplace must always search for indications of mental pain, for example, a withdrawal from socialization, an increment in at work unsettling and a decrease in work
Workplace violence is the main issue in the United States expressed influencing a large number of American consistently. Working environment violence is any demonstration or danger of physical savagery, provocation, terrorizing, or other undermining problematic conduct that happens at the work site. It ranges from dangers and verbal mishandle to physical ambushes and even murder. It can influence and include workers, customers, nurses, patient, clients, and guests. Workplace violence can be discovered anywhere in every field we may accept the fact that it can happen in our workplace too, but the fewer people speak which is encouraging these criminals to prepare of making more atrocity. The occupational safety and health organization (OSHA) have created rules and suggestions to decrease laborer presentation to this deplorable scourge but still many people are being victimized their hands are tied up mouths are taped out to face the reality of what they are living through (OSHA 2015). OSHA’s paradigm incorporates the following elements: management commitment and employee involvement, hazard analysis or assessment, hazard controls, employee training, and recordkeeping and evaluation (McPhaul, London, & Lipscomb, 2013). As mentioned, these elements are basic guidelines in constructing a program, but more specific measures are needed to address specific precursors that contribute to the occurrence of violence and bullying. This would assist in forming the best strategies to remedy workplace violence and incivility.