Fineness And Violence In The Workplace

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

Hatred in the work environment breeds various issues for workers. For example, representatives working in a negative situation will probably discover issues with confidence and low profitability. Also, a negative work environment can prompt high representative turnover rates. To build energy in the work environment, workers must to make a positive workplace and do what it takes to maintain and cultivate this culture. According to Yoder-wise (2011), “the definition of violence includes overt and covert behavior ranging from offensive threatening language to homicide” (Yoder Wise, 2011, p.498). Violence can be noted as the general term that represents lateral aggression,

Violence is never the answer to any type of problem and it only causes pain to all parties involved. As humans, we tend to be very violent even though we have a higher thought process as compared to other creatures on this earth. Humans experience emotions such as anger, rage, jealousy, hate, and many more emotions that can potentially lead to violent outcomes. As Christians, we should learn to control our anger and emotions because in some cases it leads to violence from a lack of control or mental stability. God teaches us that we should not hurt each other and that we should forgive others for sins that are committed against us. This paper will talk about the different types of workplace violence, examples of workplace violence, as well as how to avoid violence in the workplace.

Workplace violence most often involves aggressive behavior towards peers, subordinates, supervisors, and other members of the workforce. This can range from verbal abuse to physical violence. Aggression may occur as a response to many situations. Common examples are when individuals face the loss of a job, are passed over for promotion, or perceive favoritism toward others in the work environment.

Stopping Lateral Violence of any type in the workplace, specifically in the field of nursing is essential not only for one’s physical and mental wellbeing but for continued success professionally and socially. Lateral or Horizontal violence or abuse in the workplace is violence occurring between workers; it includes both overt and covert acts of aggression (Donley, 2012). This aggression can be verbal and nonverbal, and comes in many forms. “Lateral violence in any form feels bad and creates fear which prevents one from being at his or her best (Donley 2012). According to Donley, you cannot be productive in a fearful environment because you may experience any range of these emotions including but not limited to feeling violated, anxious, stressed, disrespected or angry (2012).

(2004). Safer at work: development and evaluation of an aggression and violence minimization program. Australian and New Zealand Journal of Psychiatry, 38(10), 804-810.

Workplace violence has increased over the past few years. The violence deals with harassment and threatening disruptive behavior. Workplace violence can occur between employee, employers, customers and patients. In some cases of violence in workplace can end up as a homicide. The goal is to look at the prevention and training methods that are in place to help make an individual work environment safe.

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

Incivility, bullying, and workplace violence are part of a larger complex phenomenon, which includes a “constellation of harmful actions taken and those not taken” in the workplace (Saltzberg, 2011, p. 229). The term “actions taken and not taken” provides an overarching framework that includes using explicit displays of uncivil or threatening acts, as well as failing to take action when action is warranted or required to address incivility, bullying, or violence in the workplace.

According to the FBI, workplace violence is the number one growing homicide in the United States. There are an estimated 225,000 to 300,000 occurrences of violence each year. Despite the aforementioned statistic, some managers have simply failed to address the issue of workplace violence. Such negligence has not necessarily been purposeful. It has been due to a lack of awareness of the problem coupled with a preoccupation of everyday pressures.

And depending on the location, nature, and scope of the workplace violence, parties of concern can develop means to cope with, reduce, or eliminate workplace violence. It is also worthy to note, that the entities involved will determine the extent of any programs developed to combat the matter. For example, law enforcement agencies with reliable and extensive resources may develop a more comprehensive program, than a small private corporation, or a sole proprietor of a small company.

According to American Nurses Association (ANA), 2015, incivility is bullying and violence in the workplace. These behaviors lead to serious issues and should not be tolerated in the workplace. Currently, there is no federal standard prohibiting workplace violence, but most states have adapted laws and regulations to protect workers and reinforce a violence free workplace.

However, in some studies, negative environmental factors, which are present in the workplace, does often result in violence, specifically, if management (Calvin, 2013) does not immediately deal with it. The examination of the effectiveness of a prevention program for workplace violence will include managers' resistance to deal immediately with workplace negativity including the failure of their employees to communicate their concerns and

One of the keys to avoiding work place violence is to prevent it from happening in the first place. The first step of prevention is knowing the signs of a violent employee. An employee who might become violent tend to; have few interest besides work, may have work for the company for a long time, and have a history of violence. According to the U.S. Department of Labor another employees who have difficulties following work

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.