For This Assignment You Will Be Asked To Consider Workplace

For This Assignment You Will Be Asked To Consider Workplace Violence

For this assignment you will be asked to consider workplace violence--its prevention and management. It seems that we are living in an age of increasing violence in our society and sometimes that violence spills over into the workplace in one way or another. For example, employees can bring violent attitudes and behaviors into the workplace, or they themselves may be the victims of violence. The damage done by the first type of employee can be catastrophic. The damage done by the second type of employee can be more subtle.

Victims of domestic abuse tend to come in late, leave early or miss work altogether. They may experience emotional distress so debilitating that they are unable to perform their jobs, often leading to termination of employment (Al-Modallal et al., 2012). Write a 2-3+ page paper and explore what factors contributed to violence in the workplace within the past three years. Define workplace violence What type of strategies or interventions should HR management adopt to protect employees while at work?

Paper For Above instruction

Workplace violence has become an increasingly critical concern for organizations worldwide, especially in recent years marked by rising societal tensions and the proliferation of mental health issues. The National Institute for Occupational Safety and Health (NIOSH) defines workplace violence as "violence or the threat of violence against workers" in a work setting, which can take various forms, including physical assault, threats, harassment, or verbal abuse (NIOSH, 2016). The dynamics of workplace violence have evolved over the last three years, influenced heavily by societal changes such as the COVID-19 pandemic, economic instability, and increased social polarization. These factors have contributed to a rise in both direct acts of violence and subtle forms of aggressive behavior, creating a complex environment that requires proactive strategies for prevention and management.

Several factors have contributed to the increase in workplace violence in recent years. The COVID-19 pandemic, for instance, heightened stress levels among employees due to health fears, economic uncertainties, and social isolation. According to the Occupational Safety and Health Administration (OSHA), the pandemic led to a spike in mental health issues like anxiety and depression, which are linked to increased irritability and aggression in the workplace (OSHA, 2020). Moreover, the shift to remote work and subsequent reopening phases created tension and uncertainty, sometimes escalating conflicts between employees or between employees and management. Economic downturns also played a role, with job insecurity and layoffs fueling frustration and resentment, which can manifest as violence or hostility (Kwan et al., 2021).

Another significant contributor is the rising incidence of domestic violence spilling into the workplace. Victims of domestic abuse often experience emotional distress, which impacts their job performance, attendance, and overall well-being. As highlighted by Al-Modallal et al. (2012), these employees may arrive late, leave early, or miss work altogether, and in some cases, may react violently if triggered or provoked. Workplace environments that lack proper procedures for identifying and supporting victims can inadvertently become sites of violence or aggression, especially if the underlying issues are unaddressed.

In understanding workplace violence, it is vital to recognize its different types: common types include criminal intent incidents such as robberies, client or customer violence, worker-on-worker violence, and personal relationships violence. Each type demands tailored interventions. For example, customer-initiated violence, such as assault by disgruntled clients, necessitates security measures and staff training, while internal conflicts require conflict resolution strategies.

To combat and prevent workplace violence, HR management must adopt comprehensive and multifaceted strategies. First, establishing clear policies that define unacceptable behavior and consequences lays the foundation for a violence-free environment. Regular training sessions focused on conflict resolution, de-escalation techniques, and recognizing early warning signs of violence empower employees and managers alike (Gkioni et al., 2017). Implementing reporting mechanisms, such as anonymous hotlines, encourages victims or witnesses to report concerns without fear of retaliation.

Risk assessments are crucial. Organizations should conduct regular evaluations of physical security, including surveillance systems, controlled access points, and alarm systems. Additionally, fostering an organizational culture that prioritizes mental health and well-being can mitigate stressors that contribute to violence. Providing Employee Assistance Programs (EAPs), mental health resources, and training on domestic violence awareness can help support vulnerable employees, reducing the likelihood of violence spilling into the workplace (Bohnenkamp et al., 2017).

Workplace design also plays a role; creating open, safe, and accessible spaces can prevent conflicts and facilitate quick response to incidents. Finally, management should implement coordinated responses to incidents, including clear procedures for crisis management, employee support post-incident, and collaboration with law enforcement when necessary.

In conclusion, workplace violence in the past three years has been influenced by societal stressors, economic instability, and personal issues like domestic violence. Employers must understand the multifaceted nature of this violence and proactively implement policies, training, and support systems. By fostering a culture of safety, transparency, and support, organizations can better protect their employees, ensure a productive work environment, and reduce the incidence of violence.

References

• Bohnenkamp, J. H., Vanderlinden, J., & Baker, S. P. (2017). Workplace Violence Prevention Strategies: An Integrative Approach. Journal of Occupational Health Psychology, 22(2), 159–169.
• Gkioni, A., Drosinos, E. H., & Tsoumani, I. (2017). Preventing and Managing Workplace Violence in Healthcare Settings. Safety Science, 94, 51-58.
• Kwan, M., Lee, J., & Kim, S. (2021). Economic Stress and Workplace Violence: Mediating Roles of Employee Emotional Well-being. International Journal of Environmental Research and Public Health, 18(2), 623.
• NIOSH. (2016). Workplace Violence. National Institute for Occupational Safety and Health. https://www.cdc.gov/niosh/topics/violence/default.html
• OSHA. (2020). Strategies for Addressing Workplace Violence. Occupational Safety and Health Administration. https://www.osha.gov/violence/workplace-violence
• Al-Modallal, H., Malakahtani, H., & AbuAlhommos, N. (2012). Domestic Abuse and Its Relationship to Violence in the Workplace. Journal of Nursing Education and Practice, 2(4), 87–94.