Case study No.1
Workplace violence occurs in a work setting which is an act of aggression, physical assault, or threatening behavior that causes physical or emotional harm and endangers the health or safety of the customers, coworkers, or managers.
Justification of the Problem
There are many causes of Workplace violence including economic, societal, psychological, and organizations issues.
The economic causes are an over-stressed population, re-organizing departments, growth of technology, recession, and unemployment.
Many people have the opinion that the societal causes of workplace violence are many; a changing society, violence on ...view middle of the document...
By conducting pre-employment screening companies may find out: history of violence, history of drug use, abuse, negligence, and other derogatory information. By taking it a step further and verifying past employment companies may also find: a lapse in their employment history including violence at another workplace. This may have never been reported, the employee may have been terminated, and your applicant may never use them as a reference.
Many businesses believe that once an employee has been discharged and is no longer in the workplace, the worker no longer poses a threat. But this is not necessarily the case. Occupational Safety and Health Administration (OSHA) stated that 3 percent of the total number of reported incidents of workplace violence was perpetrated by ex-employees. Restraining orders, password changes, and other special security measures may be necessary in some situations.
2. Create a Workplace Violence written policy
Employees must know that violating company policy especially when it comes to violence or violent behavior will not be tolerated. If an employee shows any signs, a meeting with a superior should be initiated. Any acts of aggression towards co-workers, clients and/or customers and the individual will be terminated and the authorities will be contacted. By developing this “zero tolerance” policy you are eliminating the problem before it becomes disastrous. Your employees should have a solid definition of what constitutes workplace violence and aggression
3. Develop a committee to deal with substantial issues
A committee should be created to deal with substantial issues. Laws and policies can change daily and it should be this committee’s job to stay up to...