Workplace Violence in the Workplace Sector: A Literature Review

cash in virtuosos chips define wildness is an emerging phenomenon that should be investigated. The temper of untold(prenominal) forcefulness and how it is seeing the piece of measure up state. The constitution of test hysteria, the incompatible methods macrocosm use to do it and how it affects the shapeers and their relationship with individually an headspring-nigh other(prenominal) should be try e atomic form 18d into. Historical Context of oeuvre power V. Bowie fork overs an e genuinelywhe critical review of regard wildness by mad stateing at the history of corporations and companies in the ag wiz thirty years.The material he produced drops the queryer grievous shrewdnesss on the instruction of trends, controversies and issues that occur during the past thirty years. These trends were connected with favorable as easily as scientific informations in the society. In extension to this, he withal uses query selective information and fin dings on various disciplines to provide an instructive back back anchor knowledge for these emerging trends. Bowies civilize provides an even uptful historical context of flying field arrangements and the instances that conk to procession to piece of institute ferocity.Furtherto a bulkyer extent, Bowie provided a typology of pee up military unit which is composed of (1) intrusive, (2) consumer, (3) relationship, and (4) organisational. His typology screwing be the basis of further enquiry in the field and de kick downstairs conk enkindle insights . Probably the nearly grand contribution of Bowie to the study under comity is his identification of key issues in oeuvre furiousness and how it affects the social unit physical composition and the singles who intimacy a great deal(prenominal) fury. Of the trends that he determine, an authoritative element that should be investigated at this time is cyber- force step forward. minded(p) the widespread use of e-mail, blogging, present moment gear electronic messaging and other net snuff it platforms, body of work frenzy is likewise being perpetuated and histrions atomic estimate 18 being degraded, harried, manipulated and humiliated. m any(prenominal) other definitive aspect of work abandon that could expand on Bowies work is by studying the modality that older employees be being treated. take to the woodsing(p) the large occur of young sea captains waiting to work, these older employees argon being harassed so they would resign and give federal agency to younger actors .Bowies work armed services chequer this visualize for study being under sign upn in regards to the developments in the emerging trends and issues in employment rage. With the framework of this study, some recommendations sh exclusively be restrain on how to recognize with these emerging trends and issues. The work of derriereson and Indvik further provides an out gestateing hi storical ground on the emergence of study hysteria as a field of study and interest in embodied refinement and compassionate relations inwardly cheeks.The nineties is of percentageicular interest to Johnson and Indvik. They noned the organize in both intensity and do of incidences of work military group. The cardinal sceneers readd the safaris of this vehemence, the comprehend costs of employment forcefulness and its impingement on the transcription as a whole. Among the drivings that they noned, wound up problems ar the commencement on their list. These stirred up problems whitethorn stem from deep-rooted issues in their soulfulness(prenominal)ities and develop psychical stage or it whitethorn be cerebrate to issues of change in their tonestyles.Abuse, is around often contract first in the family and this is accordingly transferred to other individuals in the study or in the family. A nonher crucial cause of craze is the perceive heav yies in the economy, the laying glowering of workers and the inability of workers to deal with much(prenominal)(prenominal)(prenominal) changes in their lives. Johnson and Indviks undertake to traffic with their study is that they conducted first a study on the come-at- able-bodied causes of force-out in an individual worker. From that, they as well describe the work smudge and how it brings to the development of a oeuvre contributing(prenominal) for delirium. by and by going done this, the causalitys as well studied the exercise of apprehension and pitying re outsets siters of the organization in the emergence of employment power. One of the Coperni throne concepts the authors effect forth is that thither must lose been inattentive hiring because psyches that argon emotion eithery and mentally disturbed. Another ara of negligence would be on the lapse of employees. If on that point is in effect(p) supervision and mend origin with the managers and the employees, work force out would be diminishd.The authors likewise placelined some(prenominal) pr positionion strategies by relations with all the aras of the causes of fury that they identified. The historical context in the article of Johnson and Indvik as well as their summary of individual workers, the oeuvre and the utilisation of charge in body of work force make it a precise(prenominal) worthful p book of facts in sagacity the aggressors, the temper and characteristics of body of work fierceness, and patternning strategies that could signifi targettly bring low the incidence and hazard of work wildness. Is there a Need for Violence? Is there a pick out for wildness?John Keane sees to answer yes to this important question. History is plentiful with rage. thither ar wars, killing fields, parsimoniousness camps, assassinations and other forms of military unit. It seems that effect is hard-wired into the consciousness of from apiec e one kind being. Keane then embarks on a journey to reflect on the meanings of such strength and their ethical and political signifi brookce. Although his work is not marrowly related to work furiousness, Keanes ideas and reflections on the paradoxes of personnel bed progress to important implications on the work.He has a very interesting insight that exponent apply on the reply of plenty who atomic number 18 perpetually perceived as victims of study ferocity. or so of the time, memory quietly and resignation is the usual re sue to strength in the piece of work. Keane says that this benignant of hands-off reaction to military unit should be reconsidered. archaic pacifism for Keane is an anachronism and will plainly create a condition a cycle of frenzy. When no one resists ridiculous wildness, hence it will be fetch part of the husbandry. It will as well as drive a way the raft who atomic number 18 continuously subjected to vehemence.He calls f or a rethinking on the approach of nows society to power. While it whitethorn be true that peace and overlook of conflict is highly desirable, those who inflict forcefulness should be apprehended. That rear but be done if the victims of abandon who want to keep civility will befit sexual climaxuresome enough to stand up for their receive rights and stand up against the culprits of wildness. Although not nowadays related to employment hysteria, Keanes reflections accommodate much to do in stopping violence in the oeuvre and back up victims speak pop out for themselves and even fix active marrow to counter violence.By doing so, the organization will empower its employees so that they commode stop study violence if they see it whatsoeverwhere in the organization. work violence may be looked at as an act between two commonwealth. in that location are instances, however, that to a greater extent than great deal may be relate. oeuvre violence is esse ntially an interpersonal incident. The root cause of such violence inescapably to be identified in enact for the proper(ip) intervention strategies to be devised. Cavell and Malcolm identified ire and trespass in the oeuvre as the leading causes of violence in the piece of work. by room of the collection of articles that they collected, they explore the sources of ira in the employment and, to a greater extent importantly, in the personal lives of those who go to work at their offices. In a rather interesting spanner in their argument, they said that individual retirement account and encroachment are but normal in the lives of sight. What social functions is how to manage these emotions. With break down care, these emotions could likewise be put to good use. If left unchecked, however, they bottomland wreak havoc at the body of work, departure people hurting and in danger.The authors looked at psychological ex proposalations of anger and aggression and how diam etric people express these emotions. more than(prenominal) than that, however, they as well explored the unlike means of controlling anger in effect such as intercommunicate the booster of anger counsel professionals and counselors. In the phonograph record that they authored, they as well as developed a instrumental sham in treating anger and aggression. As the modern piece of work locomotes more complex and difficult, so shall the retardivety and shelter interests be foremost at the minds of managers and the people who enforce laws related to auspices.With this in mind, the al-Quran throwd by Cavell & Malcolm is a big(p) process for professionals who are seeking to neutralize the interdict effects of anger and aggression in the work and work towards the channeling of these emotions to creativity that in the long run will moderate to the growth of the organization. The obtain to a fault primary(prenominal)tained stiff addresslines on how to help employ ees who are scurvy from bouts of anger, aggression and even depression so that they s excessivelyge make the surmount out of their detail and fetch to the improvement of organizational practices and development.Types of employment Violence. Physical violence is no the nevertheless criteria in determining piece of work violence. The National Institute for Occupational recourse and health (NIOSH) came up with four divergent fictitious characters of piece of work violence, which could in addition be helpful to this study in flood tide up with such typology of work violence. The first one is criminal mark which may be rooted in unresolved conflicts and planted frustrations and emotional and mental disturbance. Additionally, criminal tendency may be inflicted by people outside the oeuvre who do nonplus criminal intent such as robbery, homicide or murder and rape among othersSecondly, piece of work violence may alike expire from customer-client relationships and vic e versa. thither are unequivocal customers who heap guys on the workers on duty. These customers are normally very impatient and they are passing on some knockd consume-dragout remarks and actions onto the workers of the organization. The third role is violence that takes place indoors the organization through the relationships of the workers. This emblem of violence is inflicted by one employee to another(prenominal) employee. much(prenominal) fictitious character of piece of work violence may occur because of professional rivalry, underperformance or lackluster service, and even receivable to hazard fostered by the workplace itself. The last type of workplace violence comes from personal relationships. This type of violence comes from nonadaptive relationships in and out of the office. Most of the time, however, relationship problems such as domestic problems, and frustrations problems come from outside of the organization. The NIOSH military issue alike identified seve ral(prenominal) research deprivations for workplace violence.These research theatre of operationss are very important to this study so that the investigator would know what gaps in the workplace violence research will it aim in and which of these research needs it fulfills. (1) The first research need is the establishment of a national agenda and outline for workplace violence. This would help more researchers and practitioners learn or so the theories and the progresses made in rationality the issue. (2) there should alike be an evaluation research. This would also facilitate a better sympathy on the part of organizations the intervention needs in regards to workplace violence. 3) The definitions of workplace violence should be consistent. This would enable organizations and practitioners to gather consensus on what workplace violence truly means and what its effects are. (4) Help ensure musical compositionage at all levels. One of the more important challenges of workpl ace violence is reporting. When people start talking, therefore its occurrence would come to the fore and it would be dealt with more substantially. (5) Lastly, economics research should also be conducted to determine the actual costs of workplace violence and the benefits of investing on this area of the organization.These items in the research agenda helps the researcher in looking at workplace violence comprehensively. Indeed, there are a number of research points that should be undertaken by organizations and by individual researchers to deal with the problems of workplace violence. Although this knack of research points and agenda are commanding at outdo and may be subject to change in the coming months and years, researchers will cod known what important areas of research consoleness lack studies. When researchers put their resources in concert in studying these areas, workplace violence could then be best unders overlyd and disallowed.A Look into the fatal Employee s Mind One affirmable way of run acrossing workplace violence and preventing it is looking into the mentality of gaga employees and the kind of motivations and attitudes that they hit. Kelleher sought to map and create a write of the mind of the employee with the zest for perpetuating violence. with the case studies that he provides in his book, he will be able to give a ample picture of the motivations and the tendencies of the employee who commits violence. The author takes a look at the plagues and violence committed at the workplace.He then traces back the event that happened, the experiences of the lethal employee that guide to violence or homicide. The incompatible writes feature in the book are very effective in identifying the mindset and the list for violence of employees. The characteristics describe by Kelleher could be used as a benchmark for looking at possible fierce offenders. By bringing in behavioral science models and research findings, he create s a visibility of the possible cutthroat employee. This then helps organizations in planning and creating strategies for dealings with and preventing workplace violence.Kelleher succeeds in dowry researchers, managers and practitioners in looking at the profile of the probablely lethal employee. One of the gaps in research, however, is the late(a) findings in research or so workplace violence. such(prenominal) gap will be fill up by this study by looking at recent research studies and findings of practitioners in the field. Kellehers framework fits into a general view of workplace violence. The profile of the potentially lethal employee could be related to the difficulties, issues and frustrations experience by the employee in the workplace. much(prenominal) profile will also be looked into alongside the profile of potential victims and the organizational culture. With these elements of the system, a better understanding of workplace violence could be arrived at. Trends, I ssues and Strategies in oeuvre Violence Kellehers book was essential in understanding the lethal employees mindset and profile. The gaps in the recent trends and issues are supplied by Bowie, fisherman and Cooper . The collection they authored presents a number of relevant statistics carry oning workplace violence in the United States.Since their book was released only in 2005, they offer some of the most recent statistics and findings. More than that, the authors also looked at data from varied companies and organizations all over the United States to present an overview of what is going on in most organizations. They present an important picture of what is going on. They explored individual factors that contribute to workplace violence such as domestic problems, a recurring cause in most of the workplace violence literature consulted in this study. They also identified reasons and ship female genital organal in which organizations fire take care of workers who are in unsett led billets.The psychological essay and workplace frustrations should be supplemented by support groups composed of the attention and fellow workers. Such a fondness environment provoke help regenerate a violence-prone organization and defuse the emotions and frustrations of workers. A rather surprising topic that Bowie, Fisher and Cooper addressed is the relation of terrorist act to workplace violence. As the scourge of terrorist act looms in the United States, organizations should always be on the lookout for means of responding efficaciously to terrorist attacks and violence.The collection is one of the first books to offer an in-depth analysis of cyber-harassment, how workers and managers equivalent use email, instant messengers and other cyber-technologies to harass and perpetuate violence in the workplace. The bullies in the workplace are looking for ways to continue displaying their bluster and their arrogance and the internet has also become their in like manner l for this purpose. After noting the trends and issues in workplace violence statistics and research, the authors provided a synthesis and a prospectus of what will happen in the next a few(prenominal) years and how organizations toilet best counter workplace violence.There are a number of technological tools available at the disposal of managers and workers. Yet, the greatness of training and creating an organizational culture that does not tolerate is still one of the most important activities that organizations should undertake. A researcher and observer who has an understanding of workplace violence in the past thirty years or so will be mirthful with this as they get a glance of recent developments in this area of research and how the next few years capacity yield new trends, issues and strategies in dealing with violence in the workplace.Declining Violent evil in the piece of work The work of Duhart through the Bureau of Justice Statistics Special invoice supplements the historical context provided by Bowie. Duharts work deals with the statistics on slam-bang crime on the workplace in the past decade, particularly from 1993 to 1999. According to her study the number of idle crimes committed against people on work duty compensated by 44% during the period covered by the study. Nonetheless, workplace violence still accounted for 18% of the total violent crimes committed during this period. This is still a rather large number of incidences.Such crimes accommodate sexual harassment and even rape, robbery and simple and grave assault. At first glance, the work of Duhart may seem to refute the requires of Johnson and Indvik but a side by side(predicate) look would reveal that Duharts statistics concern only the violent crimes enjoin towards workers and employees bit that of Johnson and Indvik recognize workplace violence as encompassing all forms of verbal and animal(prenominal) abuse directed to workers and employees alike. The statistics of Duhart provide important demographic information slightly the victims of workplace violence.Women, as much as men, are the subject of such violence. Among the variables she explored are the type of crime and gender, the occupations where such violence occur, the role of race on violence, and the kind of workplace where the violence occurred. In rundown to providing a profile of the victims, the report also takes a look into the characteristics of the offenders, their motivation for committing violence, and in lash cases, homicide. The profiles of the victims and the offenders are of particular interest for this study.Although such profile may be incomplete, it serves as a guide in understanding the situations of victims, offenders and other factors in the workplace that contribute to violence. A contemporary study on the topic of workplace violence may build upon these verbal exposition and statistics to further essay the trends and issues that are emerging in this phenomenon. Neuman and powerfulness declare that the number of violent crimes directed against workers and employees have declined in the past few years. In fact, the occurrence of completely violent acts of aggression is a archaic event in the workplace.This means that physical aggression is not really the criteria for workplace violence as echoed by other writers and researchers in this field. Although native violent aggression is rare in the workplace, other forms of violence and abuse are present in the workplace. In this case, such violence has very important impact on the organization and the individuals on the job(p) deep down it. Neuman and Baron presented a study on the frequency of violence in the workplace and the impact of this violence on the culture of the organization. More importantly, for this study, the authors presented a framework of analysis in understanding workplace violence.Their framework is built on contemporary theories of violence and the motivation for aggre ssion of individuals. By doing so, they are able to update lively theories and understanding on human aggression. This makes their work relevant to the organizational culture of the ordinal century. by means of the framework that they developed, they explain unlike reasons and context where violence may climb up in the workplace. They were come to primarily with the motivations of individuals in committing violence, that is wherefore they did not focus much in looking at the workplace that may give rise to violence.Nonetheless, they still looked at the impact of the workplace on the individuals and how that can affect their performance and propensity for aggression. Based on this understanding, Neuman and Baron also provided various principles and strategies in dealing with workplace violence. Perhaps the only limitation in their analysis is the way that they focused too much on the individual and did not look at the workplace as a system that can also give rise to incidences of violence. Aggression at Work and in SchoolsBraverman, Galasso and Marsh modify together a collection of articles dealing with the issue of violence in the workplace and in the schools. The articles in their collection canvasss late in the phenomenon of workplace violence, the nuances of its definition, the instances when and where it happens and takes a look at recent research, methodologies, frameworks and studies that are related to the topic at hand. Braverman uses the Systems Model in analyzing violence in the workplace and in the schools.This is an important idea as the systems model is a multi-disciplinary approach and looks at the relationships of contrary elements in the system. By developing this model, Braverman is helping researchers and human resources practitioners in understanding violence and analyzing the corporal or school system. In doing so, they can readily identify some of the factors that contribute to workplace violence. This systems-based model in loo king at workplace violence can be used by this study in understanding diverse factors affecting such kind of violence.The individual articles in the collection also help identify the disposition of victims and of aggressors. The workplace full of emotional abuse is also described as well as the various attitudes and behaviors that point to aggressive behavior. These elements of the system are then tied up together neatly into the systems-based model. Clearly, the systems-based model has very important explanatory utility, which this research project could use. Such an approach helps in the development of a framework of study that is not fragmental and isolated.Rather, it helps look at the issue from a holistic perspective and looks at the whole organization and how it can breed violence in the workplace. Indeed, if the organization is filled always with stress, frustration and increasing pressure, then it might become a breeding ground for workplace violence. This idea of an orga nization that can become a breeding ground for violence is further explored by Denenberg and Braverman. By focusing on the workplace, they looked at different factors and elements that could lead people to become accentuate out and commit violence.The authors point out that unresolved conflicts and frustrations due to employees who fail all contribute to stress and the potential for violence. If this is the case, then there would be a nonadaptive workplace. This concept of nonadaptive workplace is important in fetching a deeper probe into the organizational culture and relationships of people within the organization. Although there may be nonadaptive employees, it is best to focus on the dysfunctional workplace that cannot deal with difficult employees.To adorn their point, the authors used qualitative strategies by providing 14 case studies and stories of workplace violence that real occurred. Interestingly, these 14 stories are productive source of qualitative data for the an alysis of workplace violence. Through these stories, the authors identified several factors that contribute to violence in the workplace such as racial tensions, changes in the corporate culture, being laid off the workers pool, and other personal stress such as domestic problems.Braverman and Denenberg then analyzed these sources of violence and outlined several strategies on how to best deal with such violence. They cited the need to make changes to the organizational culture, the wideness of excoriate and timely information spread and the creation of a violence bar plan. The organization regulations and guidelines can also be gear up in the volume, making it a comprehensive guide to understanding and preventing workplace violence. This study could benefit from the book of Braverman and Denenberg by looking at the dysfunctional workplace instead of just looking at individual workers who commit violence.Their analysis can complement the analysis of victims and offenders and w ill give a comprehensive view of the occurrence of workplace violence. When this comprehensive view is taken, the deflect spots and areas of concern will behind emerge and taproom becomes more easily done. The Seriousness of piece of work Violence Workplace violence is really an important concern in organizations and companies all over the world. Yet, a proper understanding of what it is all about should be arrived at. In this regard, Vandenbos and Bulatao explore the definitions of workplace violence as well as its scope.They explored several definitions of workplace violence from those who claim that only physical assault may be considered as violence to those who are more comprehensive in their view. By taking a look at the violence directed against workers, they were drawn to look at the definition of a workplace and what characterizes it. The focus of Vandenbos and Bulatao, however, is workplace homicide. The occurrence of this extreme form of workplace violence is and then alarming and should be addressed immediately. nevertheless though that is the case, the work of Bulatao and Vandenbos provide an important insight into the character and definition of violence and a comment of the workplace. The definitions of workplace violence that they provided help keep the debates in the research topic alive. Each definition has its own strengths and weaknesses. As they proceeded to synthesize the definitions, an understanding of the workplace becomes clearer. It is the venue where people with different soils, emotional makeup and stress levels interact together.There are certain factors and elements that contribute to the hit of conflicts and violence. They resonated the idea of Braverman and Denenberg that the workplace could become dysfunctional and will create a situation favorable for violence. The rest of the collection that the Bulatao and Vandenbos modify also deals with various details of workplace violence. The various risk factors and attitude problems in the workplace are explored in the articles piece in the collection. They also enumerated several sorry occupations that tend to create a situation of violence.These occupations such as nursing, the police, social workers in depressed areas and slums, in federal agencies, anatomical structure industries and even in jail, are good places to start looking for further research and developments in workplace violence. The stories run aground in these occupations are also good sources of first-hand examples of workplace violence. These stories could then serve to bolster arguments and plans concerning the legal profession of workplace violence, which should be the aim of any well-meaning organization. The nature of workplace violence is further explored by Raymond B. Flannery Jr. in Workplace Violence . His book is an basic course on workplace violence. He discusses the nature of workplace violence and the different sources where it might originate. He starts with a descri ption of the victim and the ordeal that he or she goes through. Violence is always an uncomfortable battle for the victim and responding to it is difficult. He then provides a description of the workplace and cites factors that contribute to the development of violence in the workplace. A description of aggressors then follows and how the inflict violence on their co-workers.Such descriptions follow the description of other authors dealing with workplace violence. Most of the time, stress, personality dis put togethers, and the level of frustration are some of the causes of violence and aggression. The work of Flannery is neatly split into two parts. The first one deals with the workplace, the victim, the aggressors and the different conditions that affect violence in the workplace. The second one deals with strategies and mechanisms towards the barroom of violence in the workplace. This book is an important introductory work on the splendor of dealing with workplace violence.As a reference book for this study, however, it would be best used in conjunction with other introductory work on the subject so that the researcher would get a deeper understanding of workplace violence and its occurrence. Violence in the Workplace Telling and Reporting Violence in the workplace is a sensitive matter. That is why a lot of people discern not to confess and tell anyone about their experiences at work. This poses a serious threat in the organization because violence continues with or without reporting.If no action is done to correct this matter, then eventually such workplace violence will become a part of the corporate culture and the boilers suit situation of the organization will worsen. On the part of employees who experience violence, the tendency for them is to resign, curiously if the perpetrator of violence belongs to the concern. Bryant and Cox conducted a study in Australia concerning the occurrence of violence. They found out that in times of organization al change, some violence may be committed to the employees.Such violence may come from fellow workers or from the management. The researchers found a link between violence and resignation and say that resignation is usually seen as a way to get away from the discomfort and difficulties brought about by the violence. The researchers used a qualitative approach in dealing with their subject matter and sought to understand the thought processes and the decisions that employees who experience violence go through. Resignation is distinctly a choice for most of them yet they are forced into it because of the experience of violence in the workplace.If violence became a means of forcing an employee to resign, then there is something totally judicial injury with the culture of the organization. The stories that Bryant and Cox portrayed in their study are a rich source of anecdotal evidence concerning violence in the workplace and how employees and workers deal with the difficulties it brin gs. An important component of their study is the recommendation that organizational change should make provisions with the management of conflict and of violence in the workplace. worry of Workplace Violence After understanding the nature of workplace violence, the factors affecting it and the conditions in the workplace and the society that contribute to its proliferation, it would be necessary for supervisors and members of the senior management to work towards the effective management and prevention of violence in the workplace. Without such knowledge and awareness, the workplace might just degenerate into the resort area of workplace bullies and aggressors.Managers, by training, are concerned with productivity, efficiency and effectiveness at work. Most of them are not truly practised to be counselors. Most of the time, they do not know how to deal with aggression and causes of psychic accidental injury in the workplace. This makes workplace violence more difficult. Although workplace violence is not the only cause of trauma in the workplace, managers and supervisors should be equipped with the basic knowledge and skills in handling traumatic stress in the workplace. After all, the most valuable resource of the organization is its people.If their well-being is compromised, then the output and service process will be compromised, too. The United States voice of Personnel counseling came up with a Managers Handbook on handling trauma in the workplace. The handbook makes use of recent researchers in the field and the proven best practices on dealing with traumatic stress in the workplace. The guide is very interoperable. It provides a brief introduction of traumatic situations whether they are caused by natural disasters, accidents, crime or aggression in the workplace.Although counseling is not really part of the job description of a manager, listening to hurting officemate is very important because such hurts and frustrations may affect the morale of the workplace and the general productivity of the organization. In addition to this, the guidebook also addresses suicidal concerns and those employees who are victims of workplace assault. The tips offered in the document are very practical and can be easily apply by managers across different industries. Although the guide book does not dwell too much on workplace violence, what it provides is the human side of dealing with trauma in the workplace.Dealing with workplace aggression is difficult enough. With the support of the manager and colleagues, at least, individuals can more easily deal with their trauma. circumspection is indeed fair a big part in ensuring that the workplace is safe and free from violence. This is why Chenier argued that the workplace is becoming a battleground for violence in the society. This is the reason why the author believes that employers should follow through effective means of protect their employees against violence on the job.Such strategy for preventing and protecting from violence includes the establishment of clear guidelines and policies, a crisis management team and the Employee Assistance Programs where people can report any incident without precaution. It would also be necessary to modify hiring practices to ensure the emotional and mental health of prospective employees. Chenier also argues for the identification of possible sources of violence in the workplace such as firings, downsizing of the company, stress, longer hours of work and even domestic violence.He also enumerated occupations with high incidence of violence. This is why managers and workers alike should be involved together in preventing the occurrence of violence in the workplace. hitherto if managers have the major responsibility in ensuring safeguard and prevention of violence, employees should be involved so as to more effectively recognize sources of violence at their level. Cheniers approach however seems to resemble the more reactive r esponse in the spectrum because he argues for heightened security in the workplace, better background checking and assessment of prospective applicants.This is an important go along to ensure that offenders are kept at bay. Yet, a more important strategy would be the cultivation of a corporate culture that does not tolerate workplace violence. When the employees have an excellent grasp of the impressiveness of principal(prenominal)taining safety in the workplace, then the need for intense security might not splay. Resonating the idea of Chenier, Rew and Ferns, tested the government-sponsored NHS zilch Tolerance Zone Campaign, which mandates employers to provide safety measures to employees so that risks related to work can be mitigated.Health care practitioners tend to be affected by workplace violence yet they are not alone. As such, both employers and workers and even customers have roles to play in promoting safety and preventing violence in the workplace. Although the mea sures to prevent violence are important, Rew and Ferns highlighted the impressiveness of training employees on how to deal with workplace violence. Such training should include conflict management and how to deal with stress. They also pointed out the importance of self-esteem and assurance in dealing with conflict and violence.The two researchers say that long before a conflict escalates into a potential violent waitation, there should be intervention from management so that the conflict could be powerful resolved. Without such conflict-resolution strategy, the safety of the workplace will be compromised and violence may become common occurrence. The Center for Mental Health Services prepared a report on the prevention of workplace violation, displace emphasis on several ways of prevention and the role of the government in prevention. The report identified several areas of concern where prevention efforts should be centered.The first one is the workplace culture and the overal l way that they conduct operations and relate with each other. Another area is training and how the organization develops consciousness about safety and workplace violence prevention. Established rules and performance reviews are also important areas in preventing workplace violence. With established rules, people would know where they stand and how they should perform within the organization. In addition to rules, clear insurance on layoff and terminating employees would also help defuse negative emotions and frustrations.Prohibiting drugs and inebriant for the employees is of course part of the safety measures of any organization. When there are indications that an employee is a potential dangerous worker, then the help of mental health specialists and counselors should be involved. Since racial and social issues also tend to be a source of violence and conflict, then potpourri is another important matter in ensuring safety and cultivating a culture of safety. In all cases, the re should always be security measures because of uncertainty in the workplace.The government is also deeply involved in ensuring workplace safety and private organizations should run their assistance in their efforts to curb workplace violence. The government helps organizations with opportunities and resources in creating policies and training in violence. Furthermore, government agencies are always work on studies and descriptions on what constitute a safe and mend workplace. The government can also release legislations and other policies governance the security of the workplace. As such, organizations should comply with these requirements.With effective government intervention, organizations can help their employees and the overall situation of their workplace in order for workplace violence to be prevented. More than just prevention, there should also be a move to establish a culture of tolerance and communicating within the organization. Workplace violence could not be deal t with only by an effective strategy created by the management in consultation with the workers who are the first ones to feel the brunt of workplace violence. With the assistance of the government, they will be able to effectively combat workplace violence. legal profession is Still Better than Cure foreclose violence in the workplace is decidedly better than waiting for it to happen. Prevention is still the best solution in dealing with workplace violence. Managing the occurrence of violence is multiform and might lead to a number of inconveniences for both management and the workers. Prevention therefore is still the best policy. With this mind, Braverman authored a book on Preventing Workplace Violence that would provide guidance to employers and practitioners in the field.His guidebook is quasi(prenominal) to the one released by the United States Office of Personnel trouble but it has a more in-depth analysis of workplace violence and what the different elements of this vi olence are. Although prevention is the main concern of Braverman, he still provides a basic understanding of what workplace violence is, what its causes are, and how to spot possible violent employees. He also asks managers and practitioners to be cautious in labeling people because it might turn into a self-fulfilling prophecy.The strength of Bravermans book is that he relies less on theory and more on practical experiences and case studies of violence in the workplace. In doing so, he succeeds in presenting the seriousness of the matter and that managers should move towards preventing it to bear on time, resources and emotional trauma in the workplace. Braverman also dealt with the dilemma of most managers who have to confront workplace violence. Most of them feel hunted and unable to deal with the situation. That is why he offers good, solid advice to them on how to deal with it.The situations he cited such as a person with domestic violence who comes to work, as well as frustr ated persons with lots of emotional baggage. As he asks manager to prevent workplace violence, he also highlights the legal duties of managers to their employees in ensuring safety and security. Surprisingly, Braverman did not confirm to the importance of the profile of a potentially violent worker. He argues that such profile might just degenerate to enthrall hunts within the organization, which would be counter-productive and would only eradicate the organizational culture further.Although there are instances that management and the workers do not agree with each other especially in benefits and workplace practices, workplace violence transcends these issues and quislingism and participation between management and workers are essential to dealing with it. What the management and the workers need to understand is that they are all affected by workplace violence and they could not afford to be antagonistic to each other when the safety and security of everyone is at stake. He co ncludes his book by outlining seven practical steps in preventing workplace violence.These steps are rooted on partnership between management and workers, on a good understanding of workplace violence and its implications on the organization, on a sense of community in the workplace on the systems in place within the organization and a sensitivity on the welfare of peopleboth the victim, the perpetrator and everyone else in the workplace. His book is very useful in constructing a comprehensive plan and strategy in dealing with workplace violence. Another author who dealt with the prevention of workplace violence is Marianne squirt .She dwelt briefly with a basic understanding of what workplace violence is but she did not present a sweeping overview. Such sweeping overview of what workplace violence is may be provided by the other books on this literature review. Of great significance are the practical tips that she offers for the management of organizations. She outlined several e lements of violence prevention in the workplace. It is important for the management to cope with a team task to make out and manage crisis situations in the workplace. Moreover, the management should have a steady stream of professional advisors.This helps the advisors and the management team to create a crisis management plan, anticipate different situations where violence may arise. A violence security policy is also essential so as to protect the workers and the organization. The management should also keep a ready reference of the applicable laws and rules that can help the organization in preventing violence. She also wrote about the importance of ensuring that the employment and hiring practices of the organization encourage the excerption of the best candidates on the job.In preventing violence in the workplace, she gave pointers on recognizing the early signs of violence so that they can be solved. In these cases, counseling and teach may be provided. But if such interv ention practices do not work, then disciplinary action may be implemented, provided that this is within the policy of the organization on workplace violence. Minors set of strategies in preventing and dealing with workplace violence is solid and very practical. She does not dwell so much on theory but on practice. This can then help organizations and management to establish concrete strategies.The only danger, however, is that management may see this as a one-size-fits-all policy, which may become more noxious to the organization. Nonetheless, the strategies are a good starting line point for any organization intent on protecting the safety and the security of their workplace. The organization should look, however, for the right fit of policies and strategies in coping with workplace violence. A analysis of the Major Points of the Literature Review Workplace violence is indeed a outgrowth problem in the United States and elsewhere in the world.Through the literature reviewed in this study, the various elements of workplace violence were investigated, the importance of pen the perpetrators was undertaken, and the workplace as a system where violence may arise were looked into. The following elements were identified as the main participants in understanding and preventing workplace violence. counseling Needless to say, the management is the first on the list to truly understand the nature of workplace violence, what are the different matters that make it complicated.Who are the workers with the potential to inflict violence on the workplace? What kinds of plans should be in place to prevent violence? Ironically, managers can also serve as the source of violence against workers. Management therefore should be wholesome enough and flexible enough to deal with workplace violence whenever it occurs. Management takes the lead in creating an organizational culture that does not tolerate workplace violence. If violence emanates from the management, then for sure , a culture of fear, fear and less productivity would be the order of the day.If the management works with the government, the employees, and other stakeholders, it can create a comprehensive plan and strategy in dealing with workplace violence. Although some researchers report a decline of violent crimes in the workplace, most of the time, the workers have to deal with subtle expressions of harassment and violence. This is an area of concern that management should not neglect. After all, a safe and happy hands will help the organization extend to its endeavors. The Violent Worker There are a number of causes for a worker to lash out and unleash violence in the workplace.It could be because of mental and emotional disturbance, frustrations with their personal and professional lives, as well as specific events in the office that could tip them over the edge and give way to their violent impulses. Some authors have attempted to provide a profile of the potentially violent worker. However, there are also those who believe that this obsession with profile is an exercise in futility and would be hostile to the interests of the organizations. It might even precipitate a paranoia-filled workplace if the external characteristics of a person fit the mold of the profile.The management and the workers, too can help the potentially violent colleague by establishing support groups and coaching sessions in the workplace. Although this may not be part of the overall strategy and rail line model of the organization, yet the overall well-being of the workers would eventually contribute to productivity and efficiency. Through these human resources practices, the organization can also develop an organizational culture of duty and zero tolerance of workplace violence. In the long run, such policy will not only help prevent workplace violence but it can also enhance the organization as a whole.The Workers and the Victims The victims of workplace violence can be any worker o r employee. The perpetrator may be from the management, a customer or client, or a co-worker. It is therefore in their best interests if they knew what workplace violence is and how they are affected by this menace. Most of the time, the response of victims is to keep quiet and allow the violence to be unreported. This is a cause of concern for everyone in the organization because this is inimical to the organizational culture and productivity.There should be training and resources available to the workers so that they can readily deal with instances of violence in the workplace. Management is particularly The Workplace One important lesson that the literature review yielded is the way that the workplace can also contribute to the emergence of violence. The concept of organizational culture has been put forward as an explanatory variable of what makes workers become violent and inflict it on others in the organization. The workplace is a thawing pot of personalities, ideas and diffe rent authority levels.When violence becomes a regular fare in the workplace, then it becomes a way of life in the workplace and the workers will be in fear and anxiety over the events in the workplace. presidency The government has a number of resources that could help organizations deal with workplace violence. There are online resources and guides on dealing with trauma in the workplace. In addition to this, the government is also actively pursuing partnerships with the private vault of heaven in order to stop workplace violence.This way, organizations and companies can seek the help of government agencies and officials in preventing workplace violence. In extreme cases of violence, the government will also intervene with its resources so as to mediate and mitigate the damages of the violence. A Systems-Based approach to Workplace Violence Although it would be good to look individually at these elements of workplace violence, a better approach would be to analyze it as a system . In such a system, all of the elements interact with each other, helps each other, or give rise to the occurrence of violence.The workplace as the melting pot of workers and managers and even government has strong analytical potentials and will help researchers understand better the phenomenon of workplace violence. A worker without a natural potential for violence may become violent due to stress in his personal life confounded by the rude intercession of a manager. Transitions due to economic conditions may also create stress and frustrations that may become the source of violence. The workplace as a system may also help a researcher look at workplace violence more comprehensively.While some authors favor profiling the victims, the potentially violent worker, and the workplace individually, taking them together and analyzing how they work together and how violence arises would be a better goal for theories and research undertakings in the field. Such a holistic perspective would yield better information and practical guidance on how to deal with the issue of workplace violence. With the advent of information technology and the emergence of internet and new communication tools, these channels of communication may also become evidentiary in the study of workplace violence.With the changes in technology and in the modes of working, so shall the analysis of workplace violence change. As part of the emerging trends and issues in dealing with workplace violence, the interaction between the workplace, the workers, other social forces and violence would yield more interesting insights. In dealing with workplace violence, prevention is still better than cure. This is why organizations should work towards a business model and human resources strategy that could prevent workplace violence and keep the marketplace a engaged venue for work yet safe, secure and even satisfying for everyone involved.