Workplace Violence Paper

Mishandling of terminations, changes in behavior, making common threats, conflicts with employees, emotional outburst and history of frequency job changes have been identified as indicators by the FBI as onsets of workplace violence. The Government leaves it up to the employers to provide a safe working

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

The issue of workplace violence challenges many organizations today, and many of these organizations do not have well defined structures on how to handle it. It is one of the emerging concepts in the field of HR and perhaps that is why many HR personnel have not come into clear terms with it. In addition to this, it takes a broader approach than what people think violence is, hence complicating its ideology.

If you are like me, you wonder where are these people working?! According to OSHA (Occupational Health and Safety Administration) certain work factors, processes and interactions put us at increased risk for violence. Examples include:

Administration, (OSHA) also later recommended that every employer needs to establish a no-tolerance policy for workplace violence, including any form of bullying and verbal or nonverbal threats. Employers with zero-tolerance violence policies are more likely to have lower incident rates. When employers mandate this policy, employees not directly involved in violent incidents but are witnesses are obligated to participate in the investigation by the employer or authorities. Those employees not willing to participate may be dismissed for lack of cooperation. This incentive will make the investigation and the zero-tolerance violence policies more significant. Occupational Safety and Health Administration, (OSHA) advises organizational leaders as follows: "Employers must train all employees, including temporary workers, on the hazards specific to that workplace before they start working" ("OSHA Highlights", 2013).

The workplace is not immune to violence. It can happen anywhere, anytime, by anyone and sparked by any reason. What is expected of a typical workday morning is the alarm going off, a quick breakfast, rush hour traffic, and greeting co-workers upon entering the job site. Workers go about their normal workday and leaving for home without incident. What is not expected or typical is the chaos of gunfire, stabbing, bombing, and any other unimaginable, horrific event in the workplace. The events in between a twenty-four hour span from one workday to the next are unpredictable even in the best working conditions or locations. Although the events that bomb shelled the media in the past years are horrific in nature, they represent a small portion of

According to the National Institute for Occupational Safety and Health (NIOSH), " each week, an average of 20 workers are murdered and 18,000 are assaulted at work. Non-fatal assault’s at work result in millions of lost days and cost businesses’ millions of lost workdays. And the most disturbing finding homicide is the leading cause of death for women in the workplace." (http://www.ocpapsych.com/mtart4.htm). As a result, violence in the workplace has received considerable attention in the press and media and also in safety and health professionals.

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.

Many people believe that violence in the work place only consists of physical actions. Work place violence can be demonstrated through many acts. According to researchers, violence in the workplace consists of any act where someone is being abused, threatened, intimidated or assaulted in their place of work(Violence in The Workplace, 2017). A few examples of these would be verbal threats, harassment, verbal abuse or any physical harm to a worker. I have decided to research violence in the workplace because I feel that it is a very important subject that I myself would like to gain more knowledge on. Violence in the workplace is a great subject that I believe everyone should know about. Also, I work at a fast food restaurant where we are constantly dealing with customers and many coworkers. In an environment like this, it is good to know how to identify violence in the work place. There are many factors that can add to preventing violence in the workplace. By law, all places of employment must contain a workplace violence protection program. Researchers tell us that "the most important component of any workplace violence prevention program is management commitment"(Violence in The Workplace, 2017, p.5). The best form of management commitment is in a written policy. This written policy should be created by management along with a few workers. A few things that should be included in this written policy are any consequences for violent acts in the workplace, multiple ways to prevent violence in the workplace and it should also inform workers on how to properly report incidents confidentially. For a more detailed and full list

The purpose of this study is to examine how to prevent workplace violence using one the research categories (Type III) and the OSHA five guidelines to identify warning signs to prevent worker-to-worker violence. Category Type III (Worker-on-Worker) violence occurs when an employee assaults or attacks his or her co-workers. In some cases, these incidents can take place after a series of increasingly hostile behaviors from the perpetrator (IPRC, 2001). Will a prevention program designed to spot or identify negative or disgruntled employees, abet in the prevention of workplace

Workplace violence has become a major topic for all employers and for employees as employers and employees both want have a safe non-violent workplace. Per our book most researchers in the area of injury by assault defined assault as the use of physical force to cause harm to another person. Assault, which may be verbal as well as physical, happens often tin the workplace. Many cases of assault go unreported, according to the Critical Incident Response Group (2002), because of fear of retribution and a feeling that nothing will be done about them anyway. (Healey and Walker). I find it truly disturbing that assault is going underreported in workplaces and in society as a whole.

Violence in the workplace is becoming one of the fastest growing issues in today’s work environment. Workplace violence can include acts or threats of violence, harassment, aggressive behavior, intimidation of others or any unbecoming behavior that can lead to violence. It can range from idol threats to actual physical abuse and effects employees, clients, customers or visitors. This paper will discuss some statistics and give examples on workplace violence within today’s organizations.

Have you ever been physically assaulted or even threatened at a place of business you have worked at? If you didn’t know this is a crime and you could be charged with workplace violence. Workplace violence is any act of physical abuse or threats made in the workplace of any sort to any employee or multiple employees. It can take place anywhere around the workplace and has become a very big concern around the country. According to research, there are 2 million cases a year involving workplace violence. Many people are becoming victims of this and you should be aware when it comes your way in any form. The main people who are targeted in this are mostly workers who exchange money with the public, correctional officers, teachers, and healthcare employees.

Workplace coarseness and violence are growing challenges for human resource development (HRD) professionals. The occurrence of violent behavior at work. The frequency, intensity, and duration of coarse behavior should be a concern to leaders in any organization. All too often seemingly isolated and incidents like, instigating a joke can lead to patterns of coarse behavior and it leads to bullying and even physical violence. Many researchers have noted numerous detrimental outcomes of workplace coarseness and violence. A coarse work environment may lead to poor employee health, low job satisfaction, low organizational productivity and commitment, high employee turnover, and poor application of learning at work. Each is a form of aggressive behavior. In as much as coarse behavior is linked to poor individual for e.g. job performance and organizational-level outcomes, human resource development (HRD) is increasingly being called to implement useful strategies for dealing effectively with this vital workplace issue.