Tuesday
Nov252014

S.T.O.P.-ing Workplace Violence

Alarming News

Due to recent national news stories, workplace violence has become a topic of concern. It is important to realize that though the incident in Oklahoma was heinous and a travesty, it could have been prevented. The perpetrator demonstrated telltale signs that should have been seen as indicators of potential violence such as racial outbursts, strained coworker relationships, and being fired that finally set him off. This event has prompted the conversation about how to spot possible workplace violence and also how to prevent it.

violent coworker

Government Research

The FBI released a study in 2011 which outlines much of the information surrounding workplace violence. First off, the study found that most instances of workplace violence occur in positions where employees exchange money with the public such as delivery drivers, healthcare professionals (nurses, caretakers, etc.), those who work alone or in small groups, and those working late at night. Employees and employers who fit this description should be especially prepared and trained. However, workplace violence can also occur inter-office amongst coworkers, like the Oklahoma incident.

Violence Evolves over Escalating Behaviors

According to the FBI study, individuals do not ‘snap’ and suddenly become violent without an antecedent or perceived provocation. Antecedents could include perpetual sadness, depression, threats to coworkers/customers, erratic behavior, aggressive outbursts, references to weaponry, verbal abuse, an inability to handle criticism, someone under extreme stress and complaining about being overwhelmed. The most common form of perceived provocation is getting fired, like the case in Oklahoma; however, it can also include being suspended or reprimanded. The FBI study found that instead of ‘snapping’ and committing violence, the path to workplace violence is an evolutionary one often consisted of escalating behaviors of concern which can be subtle indicators of the potential for violence and may be unusual or typical, depending on the individual. Relationship problems such as emotional or physical abuse and separation/divorce can unsurprisingly affect an employee’s workplace behavior. A few signs that may indicate a coworker is experiencing relationship difficulties may include disruptive phone calls and/or emails, anxiety, poor concentration, unexplained bruises or injuries, frequent absences and tardiness, use of unplanned personal time, and disruptive visits from current or former partners. The above behaviors of concern are usually displayed by potential perpetrators and thus awareness of these indicators and also the implementation of a workplace action plan to deal with potentially violent situations form essential components of workplace violence prevention.

The S.T.O.P. Plan

The Health and Safety Institute released a plan that can be integrated into workplaces which can help prevent instances of workplace violence. The STOP plan includes four steps. Step one is to See the Risk Factors. Risk of incidence can be minimized in most workplaces if employers make a point to be aware of any risk factors taking place such as employees crying, sulking or throwing temper tantrums, excessive absenteeism or lateness, disregard for the health and safety of others, and disrespect for authority. Step two is Train on Zero Tolerance. The workplace should have a zero-tolerance policy for all employees, visitors, contractors, patients, clients, customers, and anyone else that may interact with employees. Step three is Offer Guidelines. Employers must offer guidelines for employee roles and responsibilities to help them understand the nature of workplace violence. Awareness + Action = Prevention. Employees generally do not want to be viewed as undermining their coworkers by reporting a worry until they are certain of a serious threat; however, that may be too late to prevent an incident. Employers must therefore try to establish a climate of trust within their organizations that allows their employees to come forward and report troubling behavior knowing that all claims will be taken seriously and investigated. Step four is to Produce a Prevention Program. OSHA (Occupational Safety and Health Administration) has determined that a well written and implemented program to inform employees about the intricacies of workplace violence can reduce the incidence in thereof. All employees, including owners and managers must take part in the program so that everyone is aware of the standardized procedures and the appropriate means for action. The program can be part of the employee handbook and/or be an in-person training session and should instruct employees on how to deal with confrontation, how to spot potential threats, and to report any worries they may have to the appropriate department. Employers are also encouraged to secure their workplace with video surveillance, extra lighting, alarm systems, ID badges, electronic keys, guards, etc. if they feel as though the workplace needs the additional safety precautions.

Workplace violence cannot be fully extinguished; however, precautions can be taken to prevent it. Educating those in the workplace of what factors to look out for and how to report suspicions can be a large part of eliminating the possibility for workplace violence. Such programs need to be implemented in workplaces to serve as the educational source.

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    Response: 湘菜菜谱大全
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    Response: 餐厅设计
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    Response: 各国料理食谱
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