Preventing Workplace Violence In The United States

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

Unfortunately, workplace violence is all too familiar for most these days. Most think of violence as some sort of physical altercation. However, it’s not only physical, but includes threatening and endangering behavior towards one, or a group of employees. In fact, you may be surprised by some of the actions that are included in workplace violence. Some that you may not think of, but they include and are not limited to: harassment, intimidation, extortion and threats. Obviously, things like assault, kidnapping, homicide, etc… Nearly two million people are involved or victims of workplace violence every year. In the United States, violence is measured with fatal and non-fatal statistics. Violence has surpassed accidental death as the leading

The Xerox shooting and the Sheraton stabbing are good examples of such violent episodes. Both incidences exhibited prior evidence of violence in the workplace; and if proper intervention by management was initiated, these tragedies could have been prevented. Therefore, employers need a good workplace violence program to protect their employees as well as their customers.

More recently, legislation to increase penalties for assaulting health care providers was drafted in some states but passed in only seven states (Papa & Venella, 2013). With workplace violence continuously on the rise, concerns about the management of this issue are also growing. Through the use of violence prevention training programs targeting all staff, but especially management as they play a pivotal role in the reporting process and mitigating the situation if possible, workplace violence can

Many questions deserve closer examination: What is work-place violence and who perpetrates it? What are the causes? Why the increase in workplace related violence? How does an incident involving occupational violence affect a business economically? And what can be done to avoid 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.

The expression of violence takes many forms, ranging from physical assault and verbal abuse to intimidation and low level threatening behavior. The term ‘violence at work’ applies to ‘any incident in which employees and others are abused, threatened or assaulted in circumstances arising out of, or during work undertaken. This also includes employers, self-employed people and any other person who may be affected by a violent incident in the workplace. A violent incident is usually "sparked" by something that causes the employee in question to erupt. This is especially true if the individual is already feeling vulnerable or has low self-esteem. Behaviors of concern can be the beginning to greater levels of violence. Workplace violence is related

“Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors ” (Osha.gov, 2018). According to the United States Department of Labor, “every year, approximately two million people throughout the country are victims to violence at the workplace” (Dol.gov, 2018). Circumstances and situations that increase the likelihood for workplace violence includes but not limited to: stress, lack of pre-employment screenings, and acts perpetrated by

Workplace violence has been a serious problem in the past years around all location and sitting. It is any act physical or emotional of violence or disruptive behaviors that occur at the work site. It can vary from a simple verbal abuse to the physical act. Careless behaviors that surround the healthcare workers affect the security and comfort of both caregiver and patient. Increasing security and comfort at the workplace in the healthcare sitting is critical for patient centered care.

Violence in the workplace has been around for centuries. Everything from verbal abuse and harassments to physical abuse and murders have been known to happen in a business. During the 1980’s several violent attacks happened in the Postal Service, public awareness of workplace violence began in August of 1986 when a postal employee shot and killed fourteen people before killing himself. Prior to these killings, violence in the workplace was only referred to as getting injured on the job. With the attention of the media, workplace violence now has its own specific category of crime. It is tracked and studied by the FBI, OSHA and other state run organizations. As attention is always growing with workplace violence,

Within any company, managers must be reminded that the focus of a layoff is not on the actual individual being released, but rather on the position itself. The layoff decision is made based on the needs of the company and the position. If the individual is not fulfilling the position or if the position is no longer necessary, the company must make the decision to let the person go. With this perspective, managers can prevent as many negative emotions as possible and it will additionally affect the communication between the manager and employee being laid off. When the employee is reminded of the true purpose of the decision, they will accept the decision more easily than if he or she

Moreover, firing should not be a surprise as there should have been some progressive discipline done. Therefore, when it is time to fire someone is must conforms to law and your policies. In addition, a manager must not be rash, a wimp, let it be a perpetual exercise in what you should have done, and doing the dirty deed. The firing process is part of the culture setting and letting the staff know what is tolerated. When it comes to HR legal issues it is recommended that an attorney is used.

Here are some suggested steps that can be taken to help ensure that a terminated employee is not afforded the opportunity to take sensitive company data or trade secrets with them when they leave:

The decision to lay off employees cannot be the easiest for companies. There is a variety of different reasons why employers layoff their employees, and the laws in many states allow them to at any time as long as the reason does not contravene state or federal law. Being let go from your job can happen by firing or layoff, and though neither is, usually, desired, the layoff is typically the method that carries less of a stigma. Firing occurs with one worker for any reason that, usually, involves job performance, unethical behavior or personality differences. Meanwhile, a layoff,

The reason that workplace violence is a significant topic of discussion is because it causes severe consequences to not only the victim, but to other employees and the organization as a whole. Research shows that when primary victims experience violence in the workplace, there is an increased risk of developing PTSD, post-traumatic stress disorder (Barling). For example, a study of 30 Irish victims of workplace bullying reported feelings of anxiety, irritability, depression and paranoia (Matthiesen). A few more symptoms of PTSD may include avoiding situations, activities, or people that remind them of the traumatic events and difficulty concentrating or remembering information, which are factors that hinder an employee 's productivity in the workplace (Posttraumatic Stress Disorder, 2015).