Workplace Violence Prevention - Assignment Example

Workplace Violence Prevention It is recommended that workplace violence prevention begin with the hiring process. How can this be done while ensuring compliance with EEO laws? Prevention of workplace bullying should begin with the hiring process. The EEO law requires that employers be held liable if they negligently hire a person who can cause harm and do not warn other employees. This is under Occupational Safety and Health Act’s, whose main aim is to help provide a safe work place. Any employee who retains an employee with exhibits of violence conduct or threatens can be guilty of negligent retention and supervisions. What is the role of HR professionals in the prevention of and response to workplace bullying and violence? What should they do both before and after an incident?  HR plays a great role in prevention of and response to workplace bullying and violence. They should that the background of employees is checked before they are hired. According to Mirza (2011), the HR professionals should screen their employees’ background during the hiring process. In addition, they should also review policies addressing bullying, violence and work behavior and ensure that they are consistent with the law and organizational change (Mirza, 2011). After an incident of violence, the HR should get the facts about the issue through investigation, talk to the employee about it and then take the necessary action in consistence with the laid out policies. (Mirza, 2011). What is the role of management in violence prevention? The role of management in violence prevention is to hire and retain the best employees in the organization, get rid of any potential violence, reduce absenteeism, and stress in an organization. It should also foster a productive and supportive workplace in order to prevent violence in the workplace. Additionally, the management should communicate all situation or nature of emergency in a clear language or in a public address to let the whole organization know what and where it is happening. It should also let the employees know who are responsible for managing crisis. As an employee, if you observe bullying in your workplace, do you have a responsibility to do anything about it, even if it does not involve you directly? As an employee, I have the responsibility of reporting any violence and bullying in the workplace to the management of law enforcement officers. DOMESTIC VIOLENCE- Question 2 What steps could employers take to protect employees from workplace manifestations of domestic violence?  Employers should protect employees from domestic violence by not ignoring their plea for help when their boyfriends or husbands harass them at their workplace. They should protect them by not letting their spouse interfere with their employees work by making sure they do not enter the premises. Additionally, the employers should report such cases to police administration if there are any cases of threats. This is because, according to DoriMeinert (2011), he claims that employers have been held accountable, and sued for ignoring pleas from their employees who later become victims of domestic violence inside their organization premises. Why don't more employers take a proactive role in addressing domestic violence? Many employers do not actively participate in addressing domestic violence because they consider it none of their business as well as home affairs. They feel that domestic violence is a private issue and should not addressed in the workplace. How does a domestic violence prevention program benefit employers? Programs that deal with violence prevention will be beneficial to employers because they will enlighten them on how to deal with such matters as well as how to help the employees who are victims of domestic violence. What is your overall reaction to this article? What do you take away? My overall reaction of this article is based on true facts that happen on a daily basis, where women are perpetrated by their boyfriends and husbands at work place. Many women are victims of domestic violence at workplace, and therefore, employers should come up with ways of helping their employees to deal with the problem as it affects their productivity, morale and leads to an increase in health care costs(DoriMeinert, 2011). Question 3: Cultural Differences Regarding gender differences, what’s your reaction to the findings about how men and women handle conflict? In terms of gender differences, men and women tends to handle conflicts differently. Men handle work conflicts on their own and have come up with their own mechanisms to deal with conflict in the workplace. On the other hand, women seek advice and help from the organization or colleagues. More women than men are emotionally affected by workplace conflicts. In terms of generational differences, do you think that one age group has a better handle on conflict management than others? In terms of generational diversity, I think old age group is good at handling conflicts than the others. This is because old age group are more experienced and tend to solve their conflicts in a mature manner and always look for someone to help resolve conflicts than the young group. What are your reactions to the various nationality differences?  If you have lived outside the U.S., do you perceive conflict management differences between the U.S. and your host country? There are various nationality differences between U.S and other countries when it comes to dealing with conflict management. This is because; in U.S employees are always prepared to deal with conflicts in their organizations, as well as train them on ways to deal with violence or conflict at workplace. In my host country, workers are not well prepared to handle with conflicts in the workplace as In The U.S. However, there are fewer incidences of workplace conflict. What does this survey data suggest about conflict management training in the U.S.? Is there a need for it?  Who should receive it?  This survey data suggests that there is a high training on conflict management in the U.S , where both employers and employees should receive it. The data is important as it shows the importance of conflict and in the workplace and demonstrates how different countries deal with it. It should be availed to both the employers and employees in different organizations. What does this contradiction suggest about our willingness and ability to deal with conflict effectively? The contradictions on general expectations of a good employee, suggests that the employee should have the ability and willing to deal with conflicts in the workplace, by playing well with his employees in order to monitor any conflicts among them (Wolfinger, 2008). Question 4-Work Place and Violence Why do you think there is less violence overall in the workplace? There is less violence in work place because employees helps and take actions of reports of workplace bullying and violence immediately they are made aware of. To add to this, employees have been trained and encouraged to report any kind of domestic or workplace violence to either employees or law officers. What could be done to further reduce incidents of firearm violence? However, in order to reduce incidents from firearms violence, the U.S constitution should ban ownership of firearms completely. Those in possession of firearms should be disarmed, A significant number of incidents occur after a person has been terminated.  What are the implications for HR?  For management? Implication of HR and management after a number of incidents occurring after an individual have been terminated are being blamed for such terminations, and can be sued for neglecting employees plea for help (Skrzypinski (1993). To what extent are labor laws, such as those discussed in this chapter, still necessary today? What changes might occur if such laws were appealed? Labor laws are still necessary today because, bullying, domestic homicide and violence are still going on and exists in workplaces. Therefore, labor laws are still essential today, to protect the employees from such cases. Some of the changes that would occur if labor laws were appealed are employer’s fines for negligence of any plea from their employees’ domestic violence and other crimes under Occupational Health and Safety Act which still helps provide safety at workplace (Skrzypinski , 1993).       References DoriMeinert (2011), "Out of the Shadows" by in the October 2011 issue of HR Magazine, Retrieved from: http://www.shrm.org/Publications/hrmagazine/EditorialContent/2011/1011/Pages/1011meinert.aspx Mirza.B (2011), Attorneys Advise Action to Prevent Bullying, Workplace Violence. Retrieved from: http://www.shrm.org/hrdisciplines/safetysecurity/articles/Pages/PreventBullyingViolence.aspx. Skrzypinski.C (1993), Workplace Violence at its Lowest Level since 1993. Retrieved from: http://www.shrm.org/hrdisciplines/safetysecurity/articles/Pages/LowWorkplaceViolence.aspx Wolfinger,P (2008), Workplace Conflicts Differ by Person and Locale Read More