Employee Relations and Workplace Safety: RBC Violence Prevention

This report focuses on workplace violence prevention, specifically addressing the context of the Royal Bank of Canada (RBC). It begins by defining workplace aggression, violence, harassment, and related terms like bullying and incivility, drawing from the assignment brief. The report emphasizes the importance of addressing violence in the workplace, highlighting its impact on various stakeholders, including employees and clients. Key recommendations are provided for RBC, including the implementation of formal training programs, fostering a climate of trust and respect, screening potential employees, and establishing clear reporting mechanisms for threats and violent incidents. The report stresses the role of leadership in creating and maintaining a safe work environment, making leaders accountable for the well-being of their employees and providing a detailed overview of the content.

Running head: EMPLOYEE RELATIONS, WORKPLACE SAFETY AND WELLNESS
EMPLOYEE RELATIONS, WORKPLACE SAFETY AND WELLNESS

EMPLOYEE RELATIONS, WORKPLACE SAFETY AND WELLNESS 2
Table of Contents
Recommendations how to prevent violence at work place specifically about Royal bank of
Canada workers..........................................................................................................................3
References..................................................................................................................................4

EMPLOYEE RELATIONS, WORKPLACE SAFETY AND WELLNESS 3
Recommendations on how to prevent violence at the workplace specifically about Royal
Bank of Canada workers
It can be recommended that leaders should be accountable to develop and keep a
workplace that is free of harassment, discrimination, and violence as well as, for enhancing
the favourable work atmosphere of the Royal Bank of Canada. Leaders should predict to
make sure that they are aware of and put in place feasible measures to make sure that the
bank could respond without delay and in a feasible way. It can be suggested that the Royal
Bank of Canada should implement formal workplace violence prevention training initiates
and interact with it to workforces. Leaders should take an active role in workforce awareness
about the plan and ensure that they are cautious to warn signs about workplace violence and
understand how to react (Geck, et. al., 2017).
It can be suggested that the Royal Bank of Canada can enhance the climate of trust
and respect between employees and management, eradicate to bad culture related to bullying
and harassment. It can be also recommended that the Royal Bank of Canada can take steps to
decline negativity at the workplace and it could precipitate problematic behaviour. The
company should address and screen out potentially violent to individuals before recruiting
while keeping compliance with anti-discrimination and privacy protection regulations. It can
be suggested that the company could develop processes and avenues for workforces to report
threats as well as, other violence and when there is imminent danger (Barak, 2016).

EMPLOYEE RELATIONS, WORKPLACE SAFETY AND WELLNESS 4
References
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Geck, C. M., Grimbos, T., Siu, M., Klassen, P. E., & Seto, M. C. (2017). Violence at work:
An examination of aggressive, violent, and repeatedly violent employees. Journal of
Threat Assessment and Management, 4(4), 210.