Workplace Violence in Organizations and Institutions

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Table of Contents

Introduction
Article Summary and Comparison
Personal Opinions
Recommendations
Conclusion
References

Introduction

Workplace violence is a major social problem many organizations and institutions face today. This paper gives a detailed summary and analysis of the article, “State Government Response to Workplace Violence” by Christopher Jude Zigmond and James Bowman. The information contained in the document is compared with the U.S. Department of Labor’s organizational policy. Evidence-based recommendations are also presented to minimize abuses and confrontations in different working environments.

Article Summary and Comparison

The above article begins by acknowledging that millions of Americans are abused in their respective working environments. From 1980 to 1993, workplace violence led to the death of over 1,000 people (Bowman & Zigmond, 1997). This is a major problem that results in increased medical expenses. Due to the magnitude and nature of this predicament, American states have been compelled to implement adequate measures to deal with it.

A federal court in America managed to set forth unique standards to tackle this social problem. Such a policy has become a guideline for all states in this country. However, the article reveals that California is the only state that has managed to develop an adequate guiding principle. However, the comprehensive model fails to address all five standards.

In the document, the authors develop a comprehensive policy for addressing this predicament using ideas from past publications. Several sections are presented to elaborate upon the policy statement. The first one focuses on prohibited conduct, including threats, punching, rape, stalking, physical detrainment, intimidation, harassment, and homicide. The second section highlights the procedures for filing a complaint.

Formal and informal investigations are usually necessary. The third area focuses on the rights of employees. Workers also have responsibilities to speak to their supervisors, report all forms of abuse, communicate with others, and keep diaries. Institutions and employers should implement appropriate training procedures and appoint employees who can monitor their colleagues’ welfare (Bowman & Zigmond, 1997). All workers should be informed about the issue of workplace violence and the best strategies to deal with them. The authors conclude by indicating that all policies aimed at addressing this issue should empower workers while at the same time protecting employers from liabilities.

The ideas and opinions presented in the above article resonate with the ones presented by the U.S. Department of Labor (DOL). According to its organizational policy, employers have to provide safe working environments for visiting members of the public and their respective workers. They should do so by preventing harassment, disruption, violence, and intimidation. The DOL Workplace Violence Program requires managers and other employees to interact with their colleagues professionally and offer timely information. They should also investigate all forms of violence and offer evidence-based training.

The policy goes further to outline the responsibilities of unions, employee assistance programs (EAPs), safety and health managers, and human resources. Issues such as security, effective work environment, health, communication, and education are critical since they help minimize workplace violence (“DOL workplace,” n.d.). Departments should go further to create programs for empowering workers and intervening before problems emerge. Several levels for reporting and addressing violence are also presented. Individuals should report emergencies to the right authorities for immediate response or action.

Personal Opinions

I believe that the studied organizational policy addresses most of the concerns identified in the selected article. Several reasons can be presented to support this assertion. Firstly, the document begins by providing guidelines for employees and managers to identify potential areas or sources of violence in the workplace. This means that supervisors can implement evidence-based initiatives to tackle this social problem. Secondly, the policy details the unique roles that different stakeholders in organizations should undertake. This echoes the procedures outlined for addressing complaints.

Thirdly, the importance of using employee training programs and sessions is also described in the article. Such a move can ensure that more workers are informed about the potential sources of abuse and tackle them effectively (“DOL workplace,” n.d.). Fourthly, the organizational policy outlines powerful stages for recognizing and responding to different forms of violence. Such levels can ensure that both victims and witnesses report occurrences immediately. From this analysis, it is agreeable that the policy statement has managed to address most of the issues outlined in the summarized article.

Recommendations

Past studies have presented superior or meaningful concepts and ideas for addressing most of the challenges associated with workplace violence. Attributes such as effective communication, employee empowerment, and escalation strategies can deliver positive results (Bowman & Zigmond, 1997). However, there are several recommendations that organizations and responsible agencies should take seriously.

The first one is for them to implement powerful codes of conduct to monitor and punish employees who abuse others. The second recommendation is to develop a superior organizational culture that can foster effective communication, collaboration, and teamwork. Thirdly, managers should embrace better leadership strategies and styles to minimize tensions and empower their followers. Such measures will eventually make all organizations more effective.

Conclusion

The above summary has revealed that most of the American states have failed to implement appropriate policies and standards to tackle the problem of workplace violence. The U.S. Department of Labor has presented a powerful policy that addresses most of the ideas outlined in the selected article. The introduction of a positive organizational culture, effective leadership, and a proper code of conduct can work synergistically to address this social problem.

References

Bowman, J. S., & Zigmond, C. J. (1997). State government response to workplace violence. Public Personnel Management, 26(2), 289-300.

DOL workplace violence program. (n.d.). Web.

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