Prevent violence in the workplace
Preventing workplace violence usually involves several distinct steps, which often can be found in the written policy. First, avoid dangerous situations depends on the ability to educate workers to recognize the risk factors and warning signs of potential violence. After education, the remaining elements such policies typically include prevention, response and follow-up. Every workplace will have a unique system in place to handle it, but many organizations and businesses follow the same framework to address violence in the workplace.
Education is often regarded as the first step in preventing workplace violence. Techniques can range from informal conversations among coworkers for a formal training program. Managers and supervisors often educate themselves and their employees about the meaning of violence in the workplace, as well as the potential for it in a specific location. If there is an emergency response team, typically require special training, too. Violence in the workplace can have many definitions. It could be violence, or the threat of physical harm, harassment, intimidation, or other threatening behavior. It can also include verbal or written threats, and, in some places, disturbing actions, such as cursing and spreading rumors is considered workplace violence.
People who work in certain areas or locations tend to face a higher risk of experiencing violence in the workplace. Some examples include people who work together with the community, such as health workers or social service employees. In addition, people who handle money can often face a situation of violence, too. However, workplace violence can happen anywhere, and often difficult to predict whether an outsider or even co-workers will be involved in violent behavior in the workplace.
The next step is generally beyond the general education and focus on prevention. Many workplace violence prevention policy explains as to raise awareness and provide specialized training to assess threats and identify potentially violent situations. Two tools help to prevent violence in the workplace is a written policy that explicitly states what kind of behavior is acceptable, as well as pre-employment screening of prospective employees. Depending on the risk factors for certain violent organizations, may also have an emergency plan in place. Many companies also have programs - such as alternative dispute resolution (ADR) or employee assistance programs - are available, and this can help to prevent violence in the workplace.
If workplace violence can not be prevented and the incident occurred, the response is usually the next step. Some employers have an emergency response team has been specially trained to deal with violent situations. This group can determine, for example, whether an evacuation is necessary, or take whatever steps are outlined in the plan of the organization.
Follow-up is usually the last step in preventing workplace violence. Supervisors generally evaluate whether the situation was handled appropriately. Then they can make a formal report and modify workplace policies and procedures, if necessary. If the traumatic event occurs, then the managers can work with their employees directly, or bringing outside help for debriefing and counseling staff. Many human resources experts agree that a plan for violence prevention written to explain the role and place of duty when the incident occurred. This can cause employees to feel safer and more confident in the workplace.
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