Workplace Violence
19.5 هزار بار بازدید -
6 سال پیش
-
Every year, 2 million American
Every year, 2 million American workers report having been victims of workplace violence. Workplace violence consists of violent acts directed at someone who is at work or on duty. For example, physical assault, threats, harassment, intimidation, and bullying all qualify as violent behaviors at work.
In many cases, the perpetrator of a violent act exhibits signs well before committing the act. However, these signals are often given inadequate attention or dismissed. Fears of litigation cause some HR professionals and managers to wait for clearer evidence that an employee will act violently. Although a cautious approach may seem legally defendable, companies also have a duty to protect their workers from workplace danger. Taking threats seriously and acting proactively if an employee poses a threat are appropriate steps to take.
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. Such training requires observers to notice individuals’ verbal and nonverbal reactions that may indicate anger or hostility and to listen to individuals who are exhibiting such reaction.
Post-violence response is another aspect of managing workplace violence. Whether the violence results in physical injuries or death, or just intense interpersonal conflicts, it is important that employers have plans to respond afterward. Their response must reassure employees who may be fearful of returning to work or who experience anxiety and sleeplessness, among other reactions. Providing referrals to EAP resources, allowing employees time to meet with HR staff, and arranging for on-site trained counselors are all possible elements of post-violence response efforts.
In many cases, the perpetrator of a violent act exhibits signs well before committing the act. However, these signals are often given inadequate attention or dismissed. Fears of litigation cause some HR professionals and managers to wait for clearer evidence that an employee will act violently. Although a cautious approach may seem legally defendable, companies also have a duty to protect their workers from workplace danger. Taking threats seriously and acting proactively if an employee poses a threat are appropriate steps to take.
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. Such training requires observers to notice individuals’ verbal and nonverbal reactions that may indicate anger or hostility and to listen to individuals who are exhibiting such reaction.
Post-violence response is another aspect of managing workplace violence. Whether the violence results in physical injuries or death, or just intense interpersonal conflicts, it is important that employers have plans to respond afterward. Their response must reassure employees who may be fearful of returning to work or who experience anxiety and sleeplessness, among other reactions. Providing referrals to EAP resources, allowing employees time to meet with HR staff, and arranging for on-site trained counselors are all possible elements of post-violence response efforts.
6 سال پیش
در تاریخ 1397/07/07 منتشر شده
است.
19,533
بـار بازدید شده