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"(Hurns, 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, Уmay be to conduct analyses, respond and investigate employee threats and may even aid in calming angry and volatile employees.

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, У the worst reaction by employers is to ignore obvious signs of domestic violence,Ф and УЕsome 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.

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.

У Psychological disorders, (NIOSH, 2002) У 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 levelsФ(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.

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. Traditionally, when employers have addressed worker health, safety, and security, they have been concerned about reducing workplace accidents, improving workersТ 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 employerТs management of violence in the workplace based upon several resources conducted for this research.

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