Bullying and Violence in the Workplace

The problem, the results, and possible prevention strategies nauseous be presented based on an invited paper by Bowen, Private, and Bowie (201 1), Reducing piece of work violence by creating healthy body of work environments) and a peer-reviewed Journal article, lastingness of Bullying and Violence Prevention Programs (Stag, S. , Sheridan, D. , 2010). Bullying and oeuvre violence push aside be controlled if focussing takes appropriate stairs toward early recognition, education, and preventive practices.Identifying the authority for violent behavior often concentrates on plotting the deadly apple, the employee forever contradicting authority, complaining, verbally busing former(a)s, gossiping. Or alienating stave. According to Bowen (2006) It whitethorn be a reaction to bad or unhealthy environment referred to as the bad barrel. The policies, procedures, and practices of an organization swallow recently come under scrutiny as a possible cause of workplace violence. If the a tmosphere for nurses, other staff members, and even patients is oppressed, violent, or unsafe, then those affected may indemnify to violent behavior as a response mechanism.Management must be wiling to look at the tone and practices of the organization and evaluate staff perceptions. If the staff sees the organization in a negative light immediate steps must be taken to correct course and alter perception. Employee productivity and retention are tied closely to the staffs feelings toward the values and practices of the institute. Pride, esteem, excellence In service, caring, open-mindedness, team-spoilt, recognition of accomplishments, fairness In decisions, and constant development and improvements all change integrity an employees devotion and desire to produce excellence in all workplace activities.Bullying and potential violence asshole come in many forms both covert and overt. Some red flags would include an employee who has a noticeable change in behavior, verbalized thre ats, intimidation, harassment, and repeatinged confrontational behaviors. These individuals must be counseled since these changes may be signs of personal or social turmoil in the individuals privy life that is affecting workplace attitudes. If counseling, warnings, diffusing violence / anger management classes are not effective, the individual may face termination for the health and safety of him or herself as well as others (Libber, 2011).Many classifications of types of bullying have been used over the last 10 or more ears, one example Is the taxonomy developed by Earner and Hole (1997) which covers most of the unremarkably listed categories I) threat to professional status, ii) (Discover, Mac Carjack, & Kashmir, 2005, p 441). Lynn Libber in the winter 2011 issue of Employment Relations Today offers four simple nevertheless concrete guidelines to address and curtail workplace bullying and violence that can be readily implemented by management.The list includes thorough scop e checks for all perspective employees watching for signs of previous violent behavior and playing field problems. Create a workplace Violence Protection logic. Communicate the form _or_ system of government to all employees and be sure to explain the forms of bullying and harassment (including profit / cyber bullying), the consequences of unacceptable behavior, and disciplinary steps leading to possible termination for repeat offenders.Train all new hires immediately during orientation and all other employees every year about ways to prevent (primary prevention), De-escalate (secondary prevention), and personally respond (tertiary prevention) to workplace violence and bullying (Bowen, Private, & Bowie, 2011, p. 188). This would include arioso positive and negative reactions to bullying such(prenominal) as confronting the attacker or reporting to superior versus avoidance or quitting Job (Discover, Mac Carjack, & castrate, 2005, p. 451).Once the implications and functions of viol ence in the workplace are to the full understood by organizational managers, then an effective policy ad methodology can be created which will effectively address this gyrate problem, provide a safe environment for all, and raise the level of care within the institute. An introspective analysis of the current work climate ad changes that can be implemented to improve am spirit and loyalty will pave the way for better employee relationships, a stable, secure, and focused workforce.