Employer's Management Of Violence In The Workplace example essay topic

Introduction Traditionally, when employers have addressed worker health, safety, and security, they have been concerned about reducing workplace accidents, improving workers's safety practices and reducing health hazards at work. However, over the past decade providing security for employees has grown in importance. Heading the security concerns for many employers is workplace violence. In light of the increasing frequencies of workplace violence, this paper will discuss an employer's management of violence in the workplace based upon several resources conducted for this research.

NIOSH Statistics on Workplace Violence The National Institute for Occupational Safety and Health (NIOSH) is the Federal agency responsible for conducting research and making recommendations for the prevention of work-related disease and injury. The Institute is part of the Centers for Disease Control and Prevention, (CDC). NIOSH was established by the Occupational Safety and Health Act of 1970, which also established the Occupational Safety and Health Administration, (OSHA). The same Act of Congress created NIOSH and OSHA, however they are two distinct agencies with separate responsibilities.

NIOSH is in the U.S. Department of Health and Human Services and is a research agency. OSHA is in the U.S. Department of Labor and is responsible for creating and enforcing workplace safety and health regulations. NIOSH and OSHA often work together toward the common goal of protecting worker safety and health. Estimates by NIOSH indicate that 10-15 workplace homicides occur every week.

Annually, NIOSH estimates that an additional million people are attacked at work, (Piturro, 2003). About 70% of the workplace fatalities involved attacks against workers such as police officers, taxi drivers and convenience store clerks. Often, these deaths occur during armed robbery attempts. However, across different industries there are increasing numbers of disgruntled employees or former employees who have resorted to homicide in the workplace to deal with their anger and grievance. Potential Warning Signs of a Violent Employee Research on individuals who have committed the most violent acts show a relatively common profile that suggests possible warning signs and characteristics of a potentially violent person at work. Among some generally accepted warnings signs are, "Verbal threats, repeated conflict with others, obsessions and grudges that lead to intimidation and behavior changes, frustrations, history of aggression and upsets over minor injustices" (Mathis, R., Jackson, J. 2003 p. 501).

It is noted that a person with some of these signs may cope for years until a trauma pushed him or her over the edge, for example, the end of a marriage, a profound humiliation or rejection, and in some cases the loss of a lawsuit or job that may make a difficult employee turn violent. Employers must be careful, because they may face legal action for discrimination if they discharge employees for behaviors that often precede violent acts. Some employees that were terminated or suspended for making threats or engaging in physical actions against their co workers later sued their employers, claiming mental disabilities under the American with Disabilities Act. Additionally, a lawsuit of negligent hiring is a concern for employees during background and reference checks. States Bennet-Alexander, D. & Hartman, L. (2001) "An employer is liable for negligent hiring where an employee causes damage that could have been prevented if the employer had conducted a reasonable and responsible background check on the employee" (p. 126). Management of Workplace Violence The increase in workplace violence has led many employers to develop workplace violence prevention and response polices and practices.

As recommended by the American Society of Safety Engineers, (ASSE), in the "Workplace Violence Survey and White Paper" (Horns, 2001) the ASSE Risk Management members suggest that officers and directors establish a workplace violence prevention and security policy. Employers need to conduct a risk assessment of the organization and its employees. However, according to ASSE, only 16% of surveyed employers have conducted such a study. After completing a risk management study, an organization can establish HR polices to identify how workplace violence is to be dealt with in conjunction with disciplinary actions and referrals to employee assistance programs. One aspect of the HR policies is a violence response team that is composed of security personnel, key mangers, HR staff members and selected employees that function much like a company safety committee. The focus for The Violence Response Team, "may be to conduct analyses, respond and investigate employee threats and may even aid in calming angry and volatile employees" (ASSE, 2001).

Domestic Causes of Workplace Violence Women are much more likely than men to experience violence committed as a result of a personal relationship that spills over into the workplace. In developing a guide for workplace violence, an employer should establish polices stating that employees suffering from domestic abuse will be assisted. Research suggests that women have reported being harassed frequently at work, by telephone, or in person by an abusing partner. Mathis, R., Jackson, J. (2003) comments", the worst reaction by employers is to ignore obvious signs of domestic violence", and. ".. some employers have been sued and found liable for ignoring pleas for help from employees, who later are victims of domestic violence in company parking lots or on employee premises" (p. 501) Training on Workplace Violence Managers, HR staff members, supervisors, and employees should be trained on how to recognize the signs of a potentially violent employee and what to do when violence occurs.

During preventive and awareness training on workplace violence, participants learn the how to recognize potentially violent employees actions, reactions and behaviors and are trained to notify the HR department or as in cases in which attacks were occurring, notifying the police immediately. Managers, HR staff members, supervisors and employees should be trained on how to recognize the signs of a potential violent employee and know what to do to safeguard themselves and have well communicated procedures and plans when violence occurs". Psychological disorders, (NIOSH, 2002) " such as depression and burnout suggested by several studies on the differences in mental health problems for various occupations are due partly to differences in job stress levels" (Stress at Work Prevention). Economic and lifestyle differences between occupations may also contribute to stress and aggression management problems that spill out in employee interactions. Post-violence polices are another part of managing workplace violence.

Whether the violence results in physical injuries or deaths, or just intense interpersonal conflicts, it is important that employers have plans to respond afterwards. It is essential to reassure employees who may be fearful of returning to work or who may experience anxieties. Conclusion To minimize the potential consequences, a company must establish HR policies that identify how workplace violence will be handled throughout the company. Maintaining a work environment free of violence requires awareness to the potential of a violent employee reaction and corporate polices that include administrative procedures, as well as workplace violence training. Additionally, an employer must include disciplinary actions that strongly establish their position that workplace violence is not tolerated.

Bibliography

American Society of Safety Engineers, (2003).
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Hartman, L. (2001).
Employment law for business. (3rd Edition) New York: Irwin / McGraw-Hill. National Institute for Occupational Safety and Health, (2003).
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2001).
Workplace Violence", Strategic Finance. May 2001.
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Jackson, J. (2003).