Reading 1 –
Workplace Violence and Threats
When talking about workplace violence and threats, we must first realize that no matter what position we are in, we have the responsibility to try to eliminate as many possible threats that we can. Whether we are laborers or senior management, we all have the responsibility to make the workplace a safe and secure place not only for employees but anyone that comes into the workplace, visitors and vendors included. In the article “Workplace Violence: Active Shooter Response,” the says that “it is impossible to completely eliminate the hazard of workplace violence because it is nearly impossible to predict when an employee might act out in a violent way” (M. Lies III 53. 2016.). This is important to understand because Lies is completely right, no one knows what may be a trigger for someone and cause them to react in a violent manner. The specific type of workplace violence I would like to discuss is workplace bullying.
Ultimately, in management positions, we are held responsible for looking out for our employees. When workplace bullying occurs, there are many negative effects. Naseer, Raja, Syed, and Bouckenooghe say in their article “Combined Effects of Workplace Bullying and Perceived Organizational Support on Employee Behaviors: Does Resource Availability Help” that the effects of workplace bullying costs companies between $17 and $36 billion each year (Naseer et al, 2018). This causes huge effects on companies. Workplace bullying leads to absenteeism, lack of production and workplace dissatisfaction; all of these cost companies money. The best way to combat this is to train all employees to see early signs. The text book says that all employees should go through training to look for red flags that lead to employees acting out (Jackson et al). This is a great solution to preventing situations before they happen. Employees that can see warning signs can properly act to diffuse situations.
Biblically speaking, we are told to act in love. 1 Corinthians 16:14 says “Let all you do be done in love.” The Bible says that we are called to love with our actions. This means so much more than just simply ‘do not bully.’ This goes as far to say love the person being bullied and love the bully too.
Jackson, J.H., Mathis, R.L., Meglich, P.A., Valentine, S.R. (2019). Human Resource Management (16th ed.). Boston, MA: Cengage Learning
Lies, M.,II. (2016). Workplace violence. Professional Safety, 61(6), 53. Retrieved from http://ezproxy.liberty.edu/login?url=https://search-proquest-com.ezproxy.liberty.edu/docview/1797879795?accountid=12085
Naseer, S., Raja, U., Syed F., & Bouckenooghe, D., 2018. Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?, Anxiety, Stress & Coping, 31:6, 654-668, DOI: 10.1080/10615806.2018.1521516
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Reading 2
Workplace violence exists in many different forms and is not limited to incidences committed by employees. This type of violence can be from an external source, such as a robbery or domestic violence, or can be committed by a coworker. The journal titled Psychiatric Clinics of North America refers to the Occupational Health and Safety Administration’s definition of workplace violence which is “any act or threat of physical violence, harassment, intimidation, or other disruptive behavior that occurs at the work site, and may cause physical or emotional harm” (Saragoza & White, 2016). This article also provides examples of workplace violence which includes “stalking, threats, bullying, and emotional abuse” in addition to the extreme cases of homicide (Saragoza & White, 2016).
When conducting research on workplace violence, the most common result seems to be incidences of aggression towards workers in the health care industry. An article in The New England Journal of Medicine concludes that the most frequent type of workplace violence “is a situation in which the perpetrator has a legitimate relationship with the business and becomes violent while being served by the business” (Phillips, 2016). Additionally, “the highest number of such assaults in the U.S workplaces each year are directed against health care workers” and “are characterized by either verbal or physical assaults perpetrated by patients and visitors against providers” (Phillips, 2016).
One way to minimize a potential conflict would be to incorporate conflict awareness into employee orientation so that employees are capable enough “to identify signs that might indicate an impending violent act” (Jackson, Mathis, Meglich, & Valentine, 2019). The article The New England Journal of Medicine indicates that many of these types of cases go unreported. The author states that “health care workplace violence is an underreported, ubiquitous, and persistent problem that has been tolerated and largely ignored” (Phillips, 2016). The solution to this would be to create an efficient system where victims of this behavior can safely and accurately report incidences of aggression when they occur. Additionally, providing a more evolved security team within hospitals, where most of these acts occur, could help deter or solve problems as soon as they occur. The significance of this is indicated in the journal of Psychiatric Clinics of North America which provides “key elements of effective workplace violence prevention programs” including “management commitment and employee involvement, work site analysis to identify sources of risk and gauge efficacy of procedures, hazard prevention and control, safety and health training, and recordkeeping and program evaluation” (Saragoza & White, 2016). It is important for members of an organization to increase vigilance and practice proactive behaviors in order to minimize potential cases of workplace violence.
Aggression is never a Godly response to conflict or perceived unfair treatment. In fact, James 1:19-20 states “My dear brothers and sisters, take note of this: Everyone should be quick to listen, slow to speak, and slow to become angry, because human anger does not produce the righteousness that God desires”.
References
Jackson, J.H., Mathis, R.L., Meglich, P.A., Valentine, S.R. (2019). Human Resource Management (16th ed.). Boston, MA: Cengage Learning
Phillips, J. P. (2016). Workplace violence against health care workers in the united states. The New England Journal of Medicine, 374(17), 1661-1669. doi:10.1056/NEJMra1501998
Saragoza, P., & White, S. (2016). Workplace Violence. Psychiatric Clinics of North America., 39(4), 599–610. https://doi.org/10.1016/j.psc.2016.07.007
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