Healthcare and Medicine Reference
In-Depth Information
Discussion of the organization
s workplace violence policy; a willingness of
employees to report incidents; suggested approaches to preventing or coping
with potentially violent and hostile behavior; conflict resolution training; training
in managing stress and anger; training in the location and operation of alarm
systems; personal security measures; and, understanding the various programs
offered by organizations including employee assistance programs, the ombuds-
man, and mediation.
7. Supervisory training. Special attention should be paid to effective
training of supervisors so that they know how to identify, evaluate,
and resolve workplace problems that may lead to violence. This
includes the use of personnel policies to provide accurate evaluations
of performance and reports that correctly identify the worker's behav-
ior with just and organizationally correct disciplinary actions provided.
Skills necessary to prevent workplace violence by managers may
include the ability to screen applicants for potential for violence, crisis
management and conflict resolution skills, and encouragement of
other workers supervised by the managers to share incidents of
observed violence or potential violence in co-workers.
8. Security measures. Workers need to feel safe on the job.
Organizations can increase this feeling of safety by providing weapons
checks, employee identification badges or cards with pictures, imme-
diate response by the police if threats have been made, and assurance
of the safety of workers who have been threatened or assaulted by co-
workers. All organizations need to have a no-tolerance policy against
all forms of weapons on the premises, with immediate suspension if a
weapon is found on a worker. Reports of weapons must be immedi-
ately shared with the police.
9. Pre-employment screening. Before a worker is officially offered a
position, the HR department should be contacted to find out what
pre-employment screening techniques (such as interview questions,
background and reference checks, and drug testing) are permitted by
federal and state laws and regulations.
This discussion of treatment focuses on ways to help clients who have
anger issues in the workplace and summarizes recent research on ways to
reduce anger and more adequately deal with underlying reasons for anger.
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