Source: Cal/OSHA.
According to OSHA, the building blocks for developing an effective workplace violence prevention program include:
Management commitment and employee participation. Management commitment, including the endorsement and involvement of top management, will provide the motivation and resources necessary for a successful initiative. Including all levels of employees in the process and soliciting employee feedback allows workers to share their broad range of experience and skills and to provide different perspectives and viewpoints to identify workplace violence hazards and mitigate risks.
Employers should consult with their general liability and workers' compensation insurance providers to ensure adequate coverage. Workplace violence or active shooter insurance policies are available to supplement general liability coverage. According to the International Risk Management Institute, workplace violence insurance provides "coverage for the expenses that a company incurs resulting from workplace violence incidents. The policies cover items such as the cost of hiring independent security consultants, public relations experts, death benefits to survivors, and business interruption (BI) expenses."
Experts with the Center for Personal Protection & Safety say that when survivors of workplace shootings committed by co-workers remember the incident, they often recall signs that something was wrong—that there were behaviors that should have caused concern. Generally, any behavior that makes employees uncomfortable or leaves them feeling intimidated is cause for alarm.
These behaviors include being disruptive, aggressive and hostile as well as exhibiting prolonged anger, holding grudges, being hypersensitive to criticism, blaming others, being preoccupied with violence and being sad for a long period of time. Experts say what begins as sadness can lead to depression and suicide. Individuals who are contemplating suicide might think about taking their lives and the lives of others as well.
There are other signs. If someone who usually is friendly and outgoing becomes quiet and disengaged, that could be cause for concern. Sometimes people who experience a loss, a death, a reprimand, financial trouble, a layoff or termination can snap. Be mindful, too, of people who are the victims of stalking or domestic violence. Their personal lives might put their colleagues at risk. See Preventing Workplace Violence Inspired by COVID-19 .
There are circumstances in every workplace that increase the risk of a violent incident, including terminating volatile employees and dealing with workers who show signs of potential violence due to a mental illness.
Terminations
According to psychologist Marc McElhaney, CEO of Critical Response Associates, a consulting firm that helps organizations conduct threat assessments, manage crises and separate high-risk workers from the organization safely, there are four general types of problem employees who might cause trouble if they are fired. However, it is important to note that there's no profile of someone most likely to commit violence—anyone is capable of it.
Mental Illness
There are times when an employee who is suspected or known by an employer to have a mental illness may seem on the verge of violent conduct. When can, or should, an employer act?
Legally, the federal Americans with Disabilities Act (ADA) and many state laws prohibit discrimination against employees based on an actual or perceived disability, and mental illness is included within the definition of disability. An employer may wish to require a fitness-for-duty exam for a potentially mentally ill employee, but targeting an employee simply due to a real or perceived disability would run afoul of the law, as the ADA generally does not allow medical exams during employment.
However, if such an employee is displaying some of the indicators of potential violence in the checklist above, and the employer has good reason to believe that an employee has a condition that may present a threat of harm to himself or others, requiring an exam would be allowable. The reason must be based on objective facts, not fear or conjecture. The ADA also allows employers to take action if they can show that an employee poses a direct threat to others, defined as "a significant risk to the health or safety of others that cannot be eliminated by a reasonable accommodation." The threat must be based on "an individualized assessment of the [employee's] present ability to safely perform the essential functions of the job" based on a reasonable medical judgment or objective evidence. According to the Equal Employment Opportunity Commission, this assessment must include the following factors:
The availability of any reasonable accommodation that would reduce or eliminate the risk of harm must also be considered.
Employers are encouraged to seek legal counsel prior to taking action or requiring medical exams of employees to avoid violating the ADA.
See Managing High-Risk Employees and Creating a Mental Health-Friendly Workplace .
Employee reports of suspicious or threatening behavior are critical to effective violence prevention programs, and employers should ensure that the internal culture supports such reporting. Workers need to have confidence that their reports will be taken seriously, that their identities won't be divulged unnecessarily and that leaders will take appropriate action. If employees lack confidence in their manager to handle a threatening situation or to report such incidents, employers may want to appoint a more senior person or an HR representative to field concerns.
Furthermore, employers might want to set up a hotline where employees can anonymously report concerns. Whatever method they choose, businesses must make sure employees understand that they must respond immediately and diligently if they perceive a threat. It is a good idea during training to review scenarios that employees might want to report and to explain that they should err on the side of over-reporting.
Despite diligent efforts to prevent workplace violence, incidents can and do occur. There is no fail-safe method to eliminate workplace violence entirely, although implementing the prevention strategies recommended by experts and discussed in this toolkit can be very effective. When violence does enter the workplace, employers can be prepared by identifying early the existence of the threat, responding appropriately by involving law enforcement and other professionals, and ensuring that all employees are knowledgeable about effective strategies to reduce the likelihood of injury.
A threat assessment team is an internal committee of employees from different levels and expertise within an organization whose role is to assess the seriousness and likelihood of a threat once it has been recognized. Training for the threat assessment team should include, at a minimum:
Most employers will need to engage external specialists with expertise in risk management and workplace violence prevention and intervention to provide the necessary training.
The primary goal of a threat assessment team is to receive and review nonemergency incident reports and recommend appropriate action. In the event of imminent emergency situations, emergency personnel should be contacted immediately.
The threat assessment team can accomplish four goals when it conducts its interview of an employee who has threatened others or acted inappropriately:
When internal expertise is not available for certain threats, employers will need to consult with an external professional experienced in threat assessments and crisis management.
In the event of an active shooter in the workplace, the Department of Homeland Security (DHS) provides guidance employers can use to ensure that their employees know how to respond and understand when to run, hide or fight .
See Active Shooter – How to Respond .
Suicide threats should always be taken seriously. A human resource professional or the employee's supervisor may be the first person to identify a potentially suicidal employee, so it is critical to recognize the warning signs and encourage at-risk employees to seek help.
If an employee appears to be planning to take action immediately, local emergency authorities should be contacted, since employers usually are not qualified to handle such a situation directly. If there are doubts as to whether the threat is immediate, the HR professional should contact local services, such as an employee assistance program, suicide hotline or hospital. Given the risks of failing to act, it is best to seek professional assistance as soon as possible.
The following are some of the signs you might notice in an employee that may be reason for concern:
Source: The National Institute of Mental Health.
See NIMH Frequently Asked Questions About Suicide .
Domestic violence becomes a workplace issue when the violence follows a victim to work. Employers should avoid dismissing domestic violence as a personal issue as many victims of domestic violence can benefit from the support of their employer. By developing individual and workplace safety plans, employers can prepare for the potential that a domestic situation will escalate in the workplace. According to the Canadian Centre for Occupational and Health Safety, such plans may include the following actions:
[Adapted from: Making It Our Business (2014) from the Centre for Research & Education on Violence against Women & Children]
An Employer's Role in Preventing Partner Abuse
When Domestic Violence Comes to Work
What Employers Can Do When Domestic Violence Enters the Workplace .
Employers should take all bomb or arson threats seriously. The Department of Homeland Security provides a Bomb Threat Checklist employers can use to ensure that all employees know how to handle bomb threats and the procedures to follow.
For threats made via phone, the DHS provides the following guidance:
All employees with mail-handling responsibilities should be trained in identifying suspicious packages and mail. See USPS: Handling and Processing Mail Safely .
If a suspicious package or piece of mail is identified, employees should know who to contact internally and when emergency personnel should be contacted. In addition, employees should follow identified procedures, including the following:
Employers may want to post these procedures within the mailroom or provide mail-handling employees with pocket cards or another means to readily access the information.
Preventing Workplace Violence: A Road Map for Healthcare Facilities
Workplace Violence Policy
Workplace Violence Prevention Policy
Weapon-Free Workplace Policy
Available in the SHRM Store:
Give Your Company a Fighting Chance: An HR Guide to Understanding and Preventing Workplace Violence
Workplace Violence: The Early Warning Signs
Example Workplace Violence Prevention Programs and Procedures:
Washington State
State of California
External Resources
There are numerous resources available to employers to assist in preparing a workplace violence prevention program. Federal and state OSHA offices are a good place to start. In addition, NIOSH, the U.S. Department of Labor (DOL) , and other state and federal offices may offer tools and resources to assist employers.
DOL Workplace Violence Program OSHA Workplace Violence Prevention Programs FBI: Workplace Violence: Issues in Response Workplace Violence Prevention Strategies and Research Needs Example Workplace Violence Handbook Online Workplace Violence Prevention Course for Nurses NIOSH Health Hazard Evaluations DHS Interagency Security Committee Violence in the Federal Workplace Guide
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The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
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Mei ching lim.
a Department of Public Health Medicine, Faculty of Medicine and Health Sciences, Universiti Malaysia Sabah, Jalan UMS, Kota Kinabalu, 88400, Sabah, Malaysia
Saihpudin sahipudin saupin, nelbon giloi, khamisah awang lukman.
b Centre for Occupational Safety & Health, Universiti Malaysia Sabah, Kota Kinabalu, Sabah, Malaysia
Violence at work refers to acts or threats of violence directed against employees, either inside or outside the workplace, from verbal abuse, bullying, harassment, and physical assaults to homicide. Even though workplace violence has become a worrying trend worldwide, the true magnitude of the problem is uncertain, owing to limited surveillance and lack of awareness of the issue. As a result, if workplace violence, particularly in healthcare settings, is not adequately addressed, it will become a global phenomenon, undermining the peace and stability among the active communities while also posing a risk to the population's health and well-being. Hence, this review intends to identify the risk factors and the implications of workplace violence in healthcare settings and highlight the collaborative efforts needed in sustaining control and prevention measures against workplace violence.
Violence affects people at all levels of society and can occur anywhere; at home, on the streets, in schools, workplaces, and institutions. Violence had previously been overlooked as a Public Health issue due to the lack of a clear definition, undeniably a complex and diffused matter. It is not as simple as relating violence to scientific facts to define it; instead, it is a matter of judgment of appropriate and acceptable behaviors influenced by culture, values, and social norms. Violence is determined by the World Health Organization (WHO) as the deliberate use of physical force or power, threatened or actual, against oneself, another person, or against a group or community, that has consequences or has a high probability of resulting in injury, death, mental distress, mal-development, or deprivation.
Occupational Safety and Health Administration (OSHA) defines workplace violence as any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at work [ 1 ]. While physical violence (which includes beating, biting, kicking, pushing, slapping, stabbing, and shooting) in the workplace has been acknowledged, little has been done to address the presence of psychological violence until recent years [ 2 ]. Psychological violence is the intended use of power, including the threat of physical force against another person or group with the potential to impair the affected individual's physical, mental, spiritual, moral, or social development [ 2 ]. Besides, harassment which is also categorized as a type of violence, is defined as any behavior that degrades, humiliates, irritates, alarms, or verbally insults another person, including abusive words, bullying, gestures, and intimidations [ 3 ]. This review aims to determine the risk factors and consequences of workplace violence in healthcare settings, as well as emphasizing the joint efforts required to enhance the control and preventative measures of workplace violence.
Although violence in the workplace affects almost all sectors and groups of workers, it is apparent that violence in healthcare settings provides a significant risk to public health and an occupational health issue of growing concern. The healthcare and social service industries have the greatest rates of workplace violence injuries, with workers in these industries being five times more likely to be injured than other workers [ 4 ]. In addition, workplace violence in the health sector is estimated to account for about a quarter of all workplace violence [ 5 ]. Workplace violence is constantly on the rise in the health industry due to rising workloads, demanding work pressures, excessive work stress, deteriorating interpersonal relationships, social uncertainty, and economic restraints [ 5 ].
Healthcare workers accounted for 73% of all nonfatal workplace injuries and illnesses due to violence in 2018 [ 4 ]. According to World Health Organization (WHO), it is estimated that between 8% and 38% of health workers suffer physical violence at a certain point in their careers. At the same time, many more are exposed or threatened with verbal aggression [ 6 ]. Most violent cases are committed by patients’ family members or friends and followed by patients themselves [ 4 , 7 ]. Violence in healthcare settings worsens when there is a crisis, emergency, or disaster which involves large groups of people who are even more overwhelmed with panic attacks, shock, uncertainties, fears, and worries of the conditions they or their family members are going through [ 6 ]. As a result, healthcare workers become the targets to vent their anger or frustrations. The most vulnerable healthcare workers victimized are staff at emergency departments, especially nurses and paramedics, and staff directly involved with in-patient care [ 5 , 6 ].
Furthermore, the Healthcare Crime Survey conducted by International Association for Healthcare Security and Safety Foundation's (IAHSSF) in 2019 reported the assault rates against healthcare workers increased from 9.3 incidents in 2016 to 11.7 per 100 beds in 2018, which is the highest rate that IAHSSF has ever recorded since 2012 [ 8 ]. 85% of workplace violence occurrences were classified as National Institute for Occupational Safety and Health (NIOSH) Type II Customer/Client Workplace Violence, which involves violence directed at employees by customers, clients, patients, students, inmates, or anybody else for whom an organization provides services [ 9 ]. According to a meta-analysis of 47 observational studies, the overall prevalence of workplace violence against healthcare professionals was 62.4%, with verbal abuse accounting for the highest majority (61.2%), followed by psychological violence (50.8%), threats (39.5%), physical violence (13.7%), and sexual harassment (6.3%) [ 10 ].
Even though some institutions may have a proper formal incident reporting system, there are still many incidents, especially in the forms of bullying, verbal abuse, and harassment, unreported [ 11 ]. Lack of reporting guidelines or policy, lack of trust in the reporting system, and fear of retaliation are among the many reasons for underreporting [ 12 , 13 ]. For example, in Malaysia, with the launching of the guidelines and training modules to address and prevent violence against healthcare workers, more cases were reported with a drastic 159% increase from 167 cases in December 2017 to 432 cases in December 2018 [ 14 ]. The Emergency Department and the Psychiatry and Mental Health Departments were high-risk areas, as they were in other countries, with the most common perpetrators being patients, their relatives, or visitors [ 14 ]. While verbal violence, physical assault, intimidation, and sexual harassment were among the types of workplace violence documented [ 14 ], cyberbullying has been on the rise in recent years, with humiliation, defamation, and unlawful video recording in healthcare settings.
The etiology of workplace violence can be pretty complex, and many risk factors are related to both the perpetrators and the healthcare workers assaulted. The environments under which care and services are provided in healthcare settings contributed to healthcare workers being more prone to occupational violence. Many studies were conducted, and some of the risk or associating factors that contributed to the amplified incidence of violence towards healthcare workers over the recent years are: (i) attitudes and behaviors of patients, family members, friends, or visitors who are often under intense emotional charge and expectations [ [15] , [16] , [17] ]; (ii) healthcare workers and work factors which include shortage of staffs, inexperienced or anxious staffs, poor coping mechanism and lack of training [ [18] , [19] , [20] , [21] , [22] ]; and (iii) system or environmental factors (overcrowded areas, long waiting hours, inflexible visiting hours, lack of information as well as difference of language and culture) [ 15 , 17 , 19 , 20 , 23 , 24 ].
Violence against healthcare workers in any situation is inexcusable, especially when they are working around the clock to ensure that everyone receives the best treatment possible. The effect of violence harms healthcare employees' physical and psychological well-being of healthcare workers [ 6 ]. Victims of violence are more likely to experience demoralization, depression, loss of self-esteem, ineptitude as well as signs of post-traumatic stress disorders like sleeping disorders, irritability, difficulty concentrating, reliving of trauma, and feeling emotionally upset [ 7 , 17 , 24 , 25 ].
Furthermore, the negative implications of such widespread violence in healthcare sectors have a significant impact on the delivery of health care services, including a decline in the quality of care delivered, increased absenteeism, and health workers' decision to leave the field [ 5 , 15 , 17 , 19 , 25 ]. As a result, the number of health services available to the general public will be limited, resulting in increased healthcare costs due to resource constraints. In addition, if healthcare workers leave their employment due to harassment and threats of violence, equal access to primary health care would be threatened, particularly in developing countries where the number of healthcare workers is insufficient to meet the needs and demands of the population.
Many healthcare employees mistakenly feel that workplace violence is just part and parcel of their jobs [ 26 , 27 ] and that they were unlucky enough to be in the wrong location at the wrong time. Many employees believe no action will be taken against the perpetrators [ 28 ], or they refuse to endure the stigmatization and the inconvenience of filing reports and following through on legal proceedings [ 29 , 30 ]. They are typically concerned that if they speak up about what has occurred to them, they will be shamed or labeled incompetent with a lack of supervisory support [ 12 , 29 ]. Furthermore, the harassed healthcare workers are even more concerned that the offenders may inflict additional harassment, violence, or threats on them and their family members if reports are made [ 31 ].
Hence, it further implies the need for proper awareness and recognition followed by clearly defined control and prevention measures of workplace violence in healthcare settings to prevent the negative impact of workplace violence to both the healthcare staffs and services. These measures are also vital to ensure that all healthcare workers, especially the front liners, are well protected in a safe working environment so that health care services can be continued to run smoothly without any interruptions for the benefit of the community.
The detrimental effects, mainly the psychological impact of workplace violence on affected healthcare employees, are one of the most critical reasons it must be handled before it escalates to higher absenteeism rates or further affects healthcare workers' overall performance. It will have even more negative implications for the healthcare sector when staffing is already scarce, and patient loads continue to rise inexorably.
Nonetheless, there is still much room for improvement in workplace violence awareness and abilities. There is an essential need to have a strong collaborative effort, support, and commitment from top management and the workers to protect themselves. There is no single guideline that is suitable for all settings. Hence, the management of each healthcare setting needs to create or adapt and establish a practical, acceptable and sustainable workplace violence prevention program. It should be according to the needs of their respective environments, using the available guidelines or recommendations by WHO, ILO, DOSH, and evidence-based research.
In non-emergency settings, interventions to prevent violence against healthcare professionals focus on techniques to better manage aggressive patients and high-risk visitors while in emergency circumstances, interventions are more focused on assuring the physical security of healthcare facilities [ 6 ]. Among some of the prevention and control measures in the sequence of effectiveness include; (i) substitution by transferring a client or patient with a history of violent behaviour to a more suitable secure facility or area [ 13 ]; (ii) engineering control measures which include installing barrier protection, metal detectors and security alarm systems, allocating conducive patients or visitors areas and clear exit routes [ 1 , 13 ]; (iii) administrative and work place practise controls which include implementing workplace violence response and zero-tolerance policies [ 1 , 17 , 24 , 32 ], ability to resolve conflict situation [ 33 ], establishing mandatory timely reporting system [ 34 ], ensuring employees are not working alone [ 35 ], flowchart for assessing and response in emergency situations [ 1 , 35 ]; (iv) post-incident procedures and services that include trauma-crisis counselling, critical-incident stress debriefing and employee assistance programs [ 35 ]; (v) safety and health training in order to ensure that all staff members are aware of potential hazards and how to protect themselves and their co-workers through established policies and procedures [ 32 , 35 , 36 ].
Aside from that, international or regional professional organizations, councils, and associations play essential roles in supporting, participating in, as well as contributing to initiatives and mechanisms aimed at minimizing and eliminating the potential risks of workplace violence in healthcare settings [ 5 , [37] , [38] , [39] ]. It includes but is not limited to (i) actively advocating on the awareness and training for workplace violence; (ii) incorporating in their codes of practice, codes of ethics, and clauses concerning the unacceptance of any form of workplace violence; (iii) integrating accreditation procedures in healthcare institutions on the requirement of measures aimed at preventing workplace violence; (iv) establishing workplace violence surveillance by mandatory and guided data collection procedures on the incidents of violence in all healthcare settings; and (v) offering support for victims of workplace violence, specifically in the form of legal aid if necessary.
In addition, participation and contribution from community groups, non-governmental organizations (NGOs), as well as business corporations in terms of technical support and financial assistance, play an essential part in curbing and preventing workplace violence in the healthcare settings [ 5 , 35 , [37] , [38] , [39] ]. Among the initiatives and activities which are highlighted include (i) creating and maintaining a strong network of information and expertise in workplace violence; (ii) assisting in promoting awareness of the risks of workplace violence; (iii) participating in training and educational programs; (iv) assisting in the support structure for the prevention and management of workplace violence; as well as (v) incorporating and emphasizing the importance of good communication skills and coping mechanism among the healthcare workers.
Summary of the risk factors, effects as well as the collaborative efforts which are important in the control and prevention measures for workplace violence in healthcare settings are tabulated in Table 1 .
Summary of risk factors, effects and collaborative management of workplace violence in healthcare settings.
Workplace Violence in Healthcare Settings | Studies or References | |
---|---|---|
1. Risk Factors of Workplace Violence in Healthcare Settings | ||
Substitution | ||
Engineering control | ||
Administrative and work place practices | ||
Post-incident procedures and services | ||
It is undeniable that workplace violence needs to be addressed more comprehensively, involving shared responsibilities from all levels. These include (i) government's legislations; (ii) healthcare management's dedication, firm support, assurance, and clearly defined policy, reporting procedures, and training; (iii) the healthcare workers' commitment to update their awareness and knowledge regarding workplace violence; and (iv) the provision of technical support and assistance from professional organizations, NGOs, and the community.
This research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.
No ethical approval is required for this review.
Not applicable as it is a review and does not involve any new data collection from healthcare workers.
Mei Ching Lim drafted the initial manuscript and was involved in the literature search. Mohammad Saffree Jeffree was responsible for conceptualizing the study, facilitating manuscript writing, and approving the final manuscript. Saihpudin @ Sahipudin Saupin, Nelbon Giloi, and Khamisah Awang Lukman contributed expert input in literature search and facilitated manuscript writing. All authors have seen and approved the final manuscript.
Not applicable as it is a review and does not involve any new data collection from healthcare workers .
Dr Mei Ching Lim.
Not commissioned, externally peer-reviewed.
The authors report no conflict of interest nor proprietary or commercial interest in any product mentioned or concept discussed in this article.
Occupational Safety and Health Administration (OSHA) is an organization that ensures safety for employees entering any potentially hazardous job. Therefore, the organization listens to workers’ concerns and responds appropriately. Its roles encompass upholding employees’ rights to report safety and health issues at the workplace and protection against punishment or discrimination by the employer (OSHA, 2019, p. 4). Employees are responsible for ensuring their safety and that of others directly affected by the omission or acts under the OSHA regulations. OSHA also provides guidelines for preventing workplace violence, practices for anti-retaliation, and reporting violence-related injuries (Arnetz, 2022). The essay evaluates whether physical assault and injury related to promotion at work would be recordable under OSHA.
The physical fight and injury scenario could be recordable under OSHA because workplace violence is within the organization’s mandate. Career rewards and promotion are an emotional process that can cause unhealthy work relationships, especially if others feel the process is unfair. According to Karthikeyan & Thomas (2017, p. 198), these workplace conflicts arise from struggles over control, status, individual rivalry, power, and favor, to which individuals respond in unique ways. It makes sense that promotion caused the conflict and tension between the two employees, but no remedies were taken to stem it earlier. OSHA guidelines require employers to develop appropriate workplace violence prevention programs and engage employees to ensure their perspective is recognized (OSHA, 2019). Although Sean was the offender, reporting the incident to OSHA was within his right to allow due diligence and a chance for conflict resolution by a neutral entity.
The scenario would not be recordable under OSHA because Sean’s action is malicious intent to cause harm, which should be addressed by the employer’s internal disciplinary. Sean’s behavior is unethical because he ignored the right channel to express his frustration. Although workplace violence can happen anywhere and to anyone, OSHA has no specific standards for abrasive behavior. The current OSHA guidelines require employers to act on experience or when they become aware of actual workplace violence threats. Besides, the offender’s injuries are not directly linked to unsafe and unhealthful working conditions covered by OSHA. Therefore, Sean should have addressed the complaints or frustrations over his colleague’s promotion to the appropriate authority within his organization.
Employers are responsible for developing workplace violence prevention programs through constructive engagement with employees. The program enables employers to recognize employees’ perspectives, address their need to avoid conflicts and enhance safety. Secondly, employers are responsible for establishing a zero-tolerance policy toward workplace violence. OSHA believes that a good policy combined with administrative controls can reduce workplace violence. Finally, OSHA requires employers to protect employees exercising various rights, such as reporting complaints (OSHA, 2019). It includes identifying and remedying issues or activities that may expose employees to workplace violence or compromise their safety.
In conclusion, OSHA’s main objective is to ensure employees have safe and healthy working conditions. The physical fight involving the two employers would be recognizable by OSHA based on several circumstances. Workplace violence, which could arise from struggles over control, status, individual rivalry, power, and favor, is recognized and addressed by OSHA guidelines. However, the scenario may be considered a malicious intent unrelated to OSHA health and safety guidelines. Therefore, it requires internal disciplinary intervention rather than OSHA. Overall, employers are responsible for developing workplace violence prevention programs, establishing a zero-tolerance policy, and protecting employees’ rights to report violations.
Arnetz, J. (2022). The Joint Commission’s New and Revised Workplace Violence Prevention Standards for Hospitals: A Major Step Forward Toward Improved Quality and Safety. Jt Comm J Qual Patient Saf , 48(4), 241–245.
Karthikeyan, C., & Thomas, P. (2017). Evaluative Study on Workplace Conflict Resolution Strategies: A Leadership Perspective. International Journal of Management, IT & Engineering , 7(7), 198-217.
OSHA. (2019). Workers’ Rights. OSHA Gov Web.
IvyPanda. (2023, November 27). OSHA Guidelines on Workplace Violence. https://ivypanda.com/essays/osha-guidelines-on-workplace-violence/
"OSHA Guidelines on Workplace Violence." IvyPanda , 27 Nov. 2023, ivypanda.com/essays/osha-guidelines-on-workplace-violence/.
IvyPanda . (2023) 'OSHA Guidelines on Workplace Violence'. 27 November.
IvyPanda . 2023. "OSHA Guidelines on Workplace Violence." November 27, 2023. https://ivypanda.com/essays/osha-guidelines-on-workplace-violence/.
1. IvyPanda . "OSHA Guidelines on Workplace Violence." November 27, 2023. https://ivypanda.com/essays/osha-guidelines-on-workplace-violence/.
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IvyPanda . "OSHA Guidelines on Workplace Violence." November 27, 2023. https://ivypanda.com/essays/osha-guidelines-on-workplace-violence/.
IMAGES
COMMENTS
Introduction. Workplace violence refers to any form of disruption among employees that involves harassment, physical assault, and intimidation at the place of work. Violence at the work site significantly affects visitors, workers, clients, and other stakeholders. Since violent acts may result in injuries and impact the organization's general ...
Introduction. Work place violence can be defined as violence caused by employees on their fellow employees or vive versa. It may include abuses, threats, intimidation, and physical abuse among others. Work place violence is a serious issue that can even lead to a reduction in production in an organization.
Workplace violence definition OSHA Fact Sheet (2012) states " workplace violence is a violence or the threat of violence against workers" (p.1). Workplace violence causes serious harm to employees or homicide that can lead to deaths. Act in any kind of shapes and forms such as: physical threat, threatening behavior, intention of assault and ...
Introduction Thesis Statement. Workplace violence, which encompasses verbal attack, physical attack, and in severe instances, death, has been a rising significant safety and health concern in the workplace, thus compelling the Occupational Safety and Health Administration to develop directives and recommendations to prevent the occurrence of this terrible plague.
What is workplace violence? Workplace violence is violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job-related deaths. However it manifests itself, workplace violence is a growing concern for ...
Boldt, A., & Schmidt, R. 2006) There are many risk factor of work violence which affecting in nursing in this essay will discuss type of violence and how to prevent the violence in work place. The reasons for workplace violence and stress are identified at organizational, societal and individual levels, showing complex interrelationships.
Workplace violence (WPV) has been a critical problem for organizations across the globe (Johnson et al., 2018; Spector et al., 2014; Stutzenberger & Fisher, 2014).Researchers have reported WPV as one of the significant reasons for employee dissatisfaction and reduction in employee performance (Chao et al., 2015).Managing the devastating impact of WPV on employee well-being, coworker ...
Introduction. Workplace violence is defined by OSHA as "any act of physical violence, harassment, intimidation, or threatening disruptive behavior that occurs at the worksite. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers, and visitors.".
Introduction. The topic of workplace violence tends to dominate the news in the days following a major incident, but not every instance of workplace violence generates national headlines. Each ...
on of an original work by the International Labour Office (ILO). Responsibility for the views and opinions expressed in the adaptation rests solely with the aut. Violence and harassment at work: A practical guide for employers. 22ISBN: 978-92-2-037595-2 (web PDF)Also available in French: Violence et harcèlement au travail : Un guide pratique ...
Across North America, workplace violence figures demonstrate a widespread increase in the occurrence of violent events in healthcare facilities. The impact of workplace violence extends beyond the acts themselves. Those directly involved in the events, other staff mem-bers, patients, visitors, and, in more severe cases, the loved ones of all
Introduction. Over the last 30 years, violence at the workplace has become a common occurrence as evident in the United States. In the U.S. cases of workplace violence has risen tremendously and accounts for 20% of all reported violent crimes (Dobrin, 1996). These cases of violence have surprised many U.S. citizens, rendering media to raise ...
Introduction . Workplace violence is a st imulating behavior which happens a lmost in all organizat ions . ... Workplace violence (WV) transcends national and international borders; it happens to ...
Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors. Acts of violence and other injuries ...
Introduction. Violence affects people at all levels of society and can occur anywhere; at home, on the streets, in schools, workplaces, and institutions. Violence had previously been overlooked as a Public Health issue due to the lack of a clear definition, undeniably a complex and diffused matter. ... Workplace violence is constantly on the ...
Bullying can occur between customers or. clients and workers, employees and employers, or employees and their peers (Brodsky, 1976). In many cases, the victims of workplace bullying abandon careers, lose friends. and family, develop physical illnesses, and in worst-case scenarios, retaliate. The Census.
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Introduction Episodes of violence occur daily in healthcare settings. The Bureau of Labor Statistics (2015) reported an increase of violence-related workplace injuries accounting ... amount of workplace violence, yet Stokowski (2014) found that number may be underreported, as many nurses seem to only report serious events to their employers.
It is possible to define workplace violence as "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 statement refers to the fact that Ethel attacked Abby verbally and physically, which made the ...
atePURPOSEIssued: January 8, 2024Effective: April 15, 2024The purpose of the Workplace Violence Prevention Plan (WVPP) is to have a clearly understood, accessible, and actionabl. policy to respond quickly to episodes of workplace violence. The WVPP complements the existing CCSF anti-violence policies1 by laying out more specifically the steps ...
Workplace violence is a problem in today's society, but the main point is that social construction, within it, links as the main contributor in this entire situation. This essay will define and discuss workplace bullying, and how this can be used to understand violence through social and cultural relationship.
OSHA also provides guidelines for preventing workplace violence, practices for anti-retaliation, and reporting violence-related injuries (Arnetz, 2022). The essay evaluates whether physical assault and injury related to promotion at work would be recordable under OSHA. We will write a custom essay on your topic. 809 writers online.
Page | 1 WORKPLACE VIOLENCE INTRODUCTION In the public press and among security and safety experts, workplace violence has gotten a lot of attention. The National Institute for Occupational Safety and Health (NIOSH) and others have provided results on the scale of the issue in American workplaces, which has sparked a lot of interest. Unfortunately, the media frequently focuses extreme acts of ...