Case study No.1
Workplace violence

Problem definition
Workplace violence occurs in a work setting which is an act of aggression, physical assault, or threatening behavior that causes physical or emotional harm and endangers the health or safety of the customers, coworkers, or managers.

Justification of the Problem
There are many causes of Workplace violence including economic, societal, psychological, and organizations issues.
The economic causes are an over-stressed population, re-organizing departments, growth of technology, recession, and unemployment.
Many people have the opinion that the societal causes of workplace violence are many; a changing society, violence on television and in the movies, music.
Physiological causes of workplace violence may also be the result of employees who have experienced emotional, physical, or sexual abuse from childhood.
The role that organizations play in workplace violence includes; organizational structure, the lack of a forum to address grievances, threats of violence, creativity and new ideas being discouraged. Empowered employees and a voice in the decision-making process are lacking.
Many workers may look at violence as being part of their job; a risk they are expected to endure. Cases of verbal abuse are often seen as not worth reporting, particularly when the employer is not supportive of the worker’s claim. For these reasons, the actual statistical extent of violence is not really known.

List of Alternatives
1. Before an employee is hired and Address ex-employees who pose a potential threat
2. Create a Workplace Violence written policy.
3. Develop a committee to deal with substantial issues.

Evaluate Alternatives
1. Before an employee is hired and Address ex-employees who pose a potential threat
Notify all applicants and perspective employees that a complete background investigation will be conducted. By conducting pre-employment screening companies may find out: history of violence, history of drug use, abuse, negligence, and other derogatory information. By taking it a step further and verifying past employment companies may also find: a lapse in their employment history including violence at another workplace. This may have never been reported, the employee may have been terminated, and your applicant may never use them as a reference.
Many businesses believe that once an employee has been discharged and is no longer in the workplace, the worker no longer poses a threat. But this is not necessarily the case. Occupational Safety and Health Administration (OSHA) stated that 3 percent of the total number of reported incidents of workplace violence was perpetrated by ex-employees. Restraining orders, password changes, and other special security measures may be necessary in some situations.
2. Create a Workplace Violence written policy
Employees must know that violating company policy especially when it comes to violence or violent behavior will not be tolerated. If an employee shows any signs, a meeting with a superior should be initiated. Any acts of aggression towards co-workers, clients and/or customers and the individual will be terminated and the authorities will be contacted. By developing this “zero tolerance” policy you are eliminating the problem before it becomes disastrous. Your employees should have a solid definition of what constitutes workplace violence and aggression
3. Develop a committee to deal with substantial issues
A committee should be created to deal with substantial issues. Laws and policies can change daily and it should be this committee’s job to stay up to date in addition to addressing issues within its own workplace. This committee should include:

· HR manager to provide employees annually training to recognize the warning signs for violence. · The Company’s legal staff or a representative from it.
· Head of Security or Loss Prevention to take good security measures.
· Someone who deals with sociological issues.
· If available a psychologist to make a psychological test for employees.

Recommendations
Many companies should follow the written policy and spell out clearly the disciplinary action that will be taken in response to any of these unacceptable actions, providing guidelines that clearly delineate violations that may result in discharge or other disciplinary action so that workers are cognizant of behavioral boundaries.
Highly recommend the annually training to recognize the warning signs for violence. These training programs should focus on teaching employees how to recognize and report suspicious activity and should provide written information on whom to contact in an emergency. Other elements of these programs typically include disciplinary training for managers, security plans, pre-employment screening, and media relations if an incident of workplace violence does take place.

In today’s society no company is immune from the threat of workplace violence. Taking the necessary steps can decrease your likelihood of an incident. Knowing and understanding that the problem is there and that it can happen to any company is key, it can happen, even to your company. It is important to recognize that aggression and violence is an inherently human characteristic, but it should never be tolerated or condoned in a place of work.