There were 417 workplace homicides in 2015, and workplace shootings rose by 15%. While this is serious, and we need to take precautions to respond if such incidents happen, we should also understand that workplace homicides are still extremely rare and that we should not panic over such statistics. These 417 homicides took place in an environment with tens of millions of businesses.
The key to preventing workplace violence is to recognize and handle suspicious behavior before it turns violent; that’s what this course is all about. Anger can lead to violence. You have most likely heard of road rage. In business we have desk rage, which can take the form of yelling, verbal abuse, and physical violence. Frustration, stress, and fear also bring out anger.
Unresolved interpersonal conflicts make people angry. In fact, violence is almost always prompted by unresolved conflict, and the violence often takes the form of sabotage against other employees (backstabbing, spreading false rumors) or the organization (damage to property) to get even.
It is natural to get angry sometimes, as we cannot control the feeling of anger. However, we can control our behavior, and we can learn to deal with anger in more positive ways to get rid of it. Letting anger build up often leads initially to passively not doing or saying anything but then later blowing up at another person.
HR managers need to know the state and local laws that can be used for bullying behaviors. They also need to address the issue in company handbooks and provide training on processes that should be used if someone suspects bullying behaviors or are themselves a victim of such behavior.
The number-one preventive method is to train all employees to deal with anger and prevent violence, which is what you are learning now. In addition, company culture should encourage employees to talk about any concerns about coworkers or others that they think might be violent toward others. However, the starting place is with a written policy addressing workplace violence, and a zero-tolerance policy is the best preventive policy. From the HR manager’s perspective, it is very important to take quick disciplinary action against employees who are violent at work.
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