How can workplace violence be prevented? What are the warning signs that indicate the chances of workplace violence occurring?

Question

What will be an ideal response?

Answer 1

These are risk factors that contribute to violence in the workplace: places of work where there are employees who have recently had their employment terminated, who have had disciplinary actions taken against them, who have ongoing conflicts or disputes with other employees, who are involved in domestic or family violence, and who have financial problems are more at risk for workplace violence. According to Kovacich and Halibozek (2003, 240) the causes of such violent behavior include the perception of being treated unfairly by the company, personal problems, failed relationships, job instability, pressures at work, drug or alcohol dependency, and depression. Halibozek include any changes in behavior or appearance including loud, angry outbursts in reaction to normal everyday situations; abusive verbal or physical actions toward coworkers; isolation, a decrease in social connections and support; degradation of personal appearance and hygiene; decrease in productivity; destruction of personal and company property; stalking; preoccupation with weapons; and chronic complaints and expressions of dissatisfaction with work (2003, 240–241). [See page 256 in text]

To prevent workplace violence, Kovacich and Halibozek (2003, 242–243) recommendations are:
• Look for, and document, significant changes in behavior among employees.
• Pay attention to employees' work-related and personal concerns. Listen to them and be receptive to their thoughts.
• Make certain employees understand that they can talk about problems and issues in a confidential manner. Establish an environment that is conducive to candid exchanges of thoughts and issues.
• Address workplace violence immediately. Know what steps to take. Know the support systems to invoke.
• Anyone who is recognized as a potential threat should be dealt with. Seek the advice and counsel of individuals who can help address the threat. Talk with security, human resources, and employee assistance program specialists. Make certain appropriate disciplinary action is taken if need be.
• Notify Human Resources of any threats of violence or any known restraining orders against individuals.
• Investigate all threats of violence. Do not summarily dismiss any threat as not "severe enough." (See page 257 in text)