Effective workplace violence prevention programs are a great way to reduce workplace violence. These programs should include physical security, pre-employment screening, good termination practices, employee assistance programs, out placement and a host of other options. There are courses designed for security personnel and include sections on implementing a “Work Safe” environment as well as threat assessment, incident management and conflict resolution. HR managers should also consider a course that prepares the manager to train employees about workplace hazards and vulnerability.
According to the government’s Violence at Work guide for employers handbook there are four stages of effective management of violence. The first stage is finding out if there is a problem. The HR Director should do a risk assessment and identify hazards of work place violence. Short questionnaires are a good way for managers and supervisors to recognize if there is a problem. The result would be to find out whether or not employees ever feel threatened. It is a good idea to record incidents, including verbal abuse and threats. For each incident an account of what happened needs to be recorded. It is very important to obtain details from the victim, assailant and any witnesses. Also, there should be a write up on the outcome, including working time lost to both individuals affected and to the organization as a whole. There are many reasons that some employees may be reluctant to report incidents of aggressive behavior that makes them feel worried or threatened. They may feel that accepting abuse is part of the job. The HR Director should encourage employees to report incidents as soon as they occur so that a clear detailed picture of the problem can be fully examined so that action can be taken.
Deciding what action to take is the second stage. After finding out what violence could be a problem the HR Director needs to decide what needs to be done. The risk assessment should continue to find out what which employees are at risk and what actions to take to minimize the chance for violence to occur. Employees that have face-to-face contact with the public are normally the most vulnerable. Employees should be trained so that they can spot the early signs of aggression and either avoid it or cope with it. Employees also need to be provided with information they might need to identify clients with a history of violence or to anticipate factors, which make violence more likely.
Employees work environment needs to be taken into consideration. There should be enough lighting to ensure safety at entrances, in waiting rooms, restrooms and in hallways. Other protective measures would be to install video cameras, alarm systems and the use of coded security locks on doors to keep the public out of staff areas. For staff that works behind a counter such as a bank, having wider counters and raised floors on the staff side gives them more protection. For organizations that deal with monetary transactions, the use of checks, credit cards or tokens can make robbery less attractive. Cash deposits should be done more frequently and different routes should be taken to reduce the risk of robbery. Employees should be given the opportunity to give their input of what changes to their work environment would make them fell safer. Employees are more likely to be committed to the measures if they help design them and put them into place.
Once the HR Director as an over all view of the risks and preventive measures, the next stage is to compile this information into a written procedure. Stage three is a very important because by having a policy statement available to all employees will make them more aware of what to do for future incidents.
The final and fourth stage is to follow up on a regular basis to see how well the safety measures are working. The HR Director should consider setting up joint meetings with management and a safety representative to make sure the current procedures and safety measures are working. If they find that violence is still a problem then stages 1 and 2 should be reevaluated to identify what did not work and to find new preventive measures that will work.
When dealing with a violent incident the HR Director needs to respond as quickly as possible to avoid any long-term distress to employees. A support plan should be set up to help victims deal with the emotional stress. The HR Director or other members of Human Resources should be available for the victims to talk about their experience. Since people react differently, they may need time off to recover or seek counseling. Also, the Human Resource Director needs to consider helping other employees deal with a violent incident and help them understand what happened and how to react appropriately.
It is unfortunate that prior to 9/11 workplace violence fell through the cracks because OSHA did not require employers to address it. The employer has both a moral and legal responsibility to protect workers from any anticipated hazard, whether or not there is a specific regulation addressing that hazard. Every employer should rush to defend their employees against violence and to instill in them a feeling of security in their work environment. With proper planning and effective programs, the HR Director can drastically reduce incidents of workplace violence.
Works Cited
-
Kaufer, Steven, “Workplace Violence”.
-
Hardin, Tom, “Violence in The Workplace”, Solutions July 2002, p. 42
-
Morgan, John “Violence at Work Employers Handbook” Health and Security Executive,
Workplace Violence Prevention
Mandy Ragan
Human Resource Management
David Sensibaugh
September 26, 2002
Mandy Ragan
Christ and Culture Questions
- What does the Lohfink mean by saying there is no longer a need to refrain from taking the New Testament healing miracles quite seriously?
- What does Lohfink mean by saying the disciples’ community of life with Jesus was a community of density?
- What does Lohfink mean “it is impossible to avoid distinguishing in Jesus between an ethic of discipleship and an ethic of the entire people of God?
- Was the community of disciples for Israel only?
- What does eschatological gathering of God’s people mean?
