Case Study Of Godrej & Boyce

A lot of companies today are committed towards building an environment that is conducive to all its employees to work in. They say that the success of a workplace violence and horseplay prevention program depends to a large extent on the executive committee set up to establish and oversee the programs. The group's duties are to formulate policies that define workplace violence, and to determine consequences and punishments. This is in their struggle to make sure that they maximize resources and that the company heads towards its set goals. Such an environment can only be achieved by get rid of all forms of violence and horseplay in the work place. This is because such vices only eat in to a lot of the employee’s time and create bad relationships

The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law. The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues.

Each day thousands of employees are subject to threats, harassment, intimidation, and verbal or physical attacks. According to OSHA, workplace homicide is the leading cause of death for women and the 2nd leading cause of death for men. This growing problem has mangers as well as employees uneasy about their safety at work. It also has employers concerned about the tremendous liability associated with incidents of workplace violence. Therefore, it would be beneficial to employers, managers and employees to have some knowledge of workplace violence. Additionally, employers have a legal and moral obligation to provide a safe working environment for their employees.

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.

Employers must always make sure that everyone’s health & safety is maintained at all times but they should also make sure that there organisation is up to relevant standards as everyone has the right to work in a safe secure work environment.

Have you ever think about people for unsafe work? Each in everyday, hours and minutes, as we step forward into a factory, mills or machineries, significant people are put into danger. Although health and safety in a workplace is necessary for the employers and employees, there are still a lot of injuries and deaths in a workplace. Most people we’re being forced to work even if the job is not safe for them to do so. There are people getting injured and killed every day that’s why we need to put a stop to it now and make the job in a workplace comfortable to everybody.

All members of the staff should feel safe in their work environment. Discrimination in the workplace may cause the victim to feel unsafe, so it is the manager’s responsibility to help make them feel whole again. Investigating the act and punishing the offender can be part of the victim’s healing process. The requirement of immediate action also shows other staff members that leadership will not tolerate further actions in the workplace. Also, it is an opportunity for the manager or higher leadership to reiterate their position on zero tolerance of prejudicial behavior by any employee. Taking action and sending the message soon after the incident may also put the minds of minority employees at ease because they will know senior personnel consider their safety a

Developing a plan of action to defuse an individual immediately upon hearing about the violent behaviors. Zero Tolerance policy is key in prohibiting any kind of violence or threat and to advise termination for any acts of violence. Employees need to be notified of the policy and employers should make sure that they review the policy and sign to acknowledge it. Training should also be implemented in order to teach supervisors and employees in detection, reporting, and prevention of workplace violence. “It is important to instill a sense of responsibility in employees for preventing violence, and teach them to recognize the signs of potential or actual violence and to take appropriate action such as defusing or reporting it” (http://www.americanbar.org/content/dam/aba/administrative/labor_law/meetings/2008/ac2008/056.authcheckdam.pdf). Threat assessment team is another option in decreasing workplace violence by including an individual from human resources, security, EEO, decision-makers management, and unions. The team evaluates the risk of an individual, implement a confidential reporting center for complaints of workplace violence, and encourage employees to report incidents.

With the many recent sexual assaults on women in the work industry, it is imperative for us to implement solutions that will enforce and enhance professionalism and a code of conduct in the work place. Women shouldn’t have to succumb to the pressures of men belittling them through sexual gestures and actions. In addition, a woman should not have to dress a certain way in order for men to control their hormones or sexual urges. Therefore, this policy will work to ensure that women are not being manipulated or sexually harassed within the work place. The policy will work to ensure the eradication of sexual harassment against women, and that all current and previous incidences are being addressed accordingly.

A joint effort in to combat this can go a long way in helping to prevent workplace violence. At the end of the day it is in the employers’ best interest to have a workplace that is conducive to a productive work environment in order to get the most out of all their employees. It is also important that all employees feel safe and as if they can go and do their job in a positive environment, because an employee that doesn’t feel safe at work is not going to be a productive one.

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

In Understand & Report the Signs of Workplace Violence, we discuss the warning signs of workplace violence

George Lyell is the owner/manager of GKA Sales and Service LLC, a company that installs and services docks and large doors for small to large facilities. GKA also installs large, metal storage racks for warehouse operations, much like those you would find at Sam’s Club. Lyell started the company in 2016 after he left a former company in the same market to start his own. At present, there are three employees including Lyell. When it comes to the materials used, the business site requesting the equipment for installation has the materials shipped to the business location. Most of the business received is from other client recommendations, manufacturers’ orders, and bids. While the business is listed on social sites, it does not currently have its own website or much

Employers must provide a safe working environment and equipment / uniform / signs to ensure the employees are as safe as they can be. Customers are also provided with a safe store to shop in and measures are put in place to ensure everyone’s safety in kept in tact

When an employer has a clear and written policy prohibiting sexual harassment available to all staff then everyone is aware that such negative behaviors will not be tolerated in the workplace.