Essay on Prevention Strategies for Challenging Behavior at Work

This essay addresses the challenging behavior of an individual named Peter in a workplace setting and proposes several strategies for prevention and de-escalation. Peter's behaviors include angrily refusing tasks he dislikes and becoming upset with coworkers, leading to potential conflicts and stress. The suggested strategies include creating workplace rules, applying behavior supports such as positive reinforcement and task allocation based on employee strengths, and providing practical guidance and environmental modifications. The essay also outlines steps for de-escalating Peter's behavior when he becomes upset, emphasizing the importance of staying calm, avoiding counter-arguments, and using non-verbal communication effectively. Seeking guidance and counseling services from psychological experts is also recommended to ascertain the root cause of Peter’s behavior and provide long-lasting solutions. The references cited support the discussed strategies, emphasizing workplace dispute resolution, school counseling programs, workplace quality, and conflict management.

Running head: Prevention of Challenging Behavior Assignment 1
Prevention of Challenging Behavior Assignment
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Prevention of Challenging Behavior Assignment 2
Prevention of Challenging Behavior.
One of peter’s behavior that is shown is angrily and rigidly refusing to work if at all he is given
tasks that he doesn’t like. This behavior is likely to be seen each time such tasks are assigned to
him whereby he shouts, try to leave the shop floor or hits and push the staff. This may lead to
quarrels and in worst case fights with his senior who could be at risk of getting a physical injury.
To eliminate such risk from happening, his seniors should know the tasks Peter does best and be
allocated them and other tasks be allocated to other workers who could be comfortable with
(Moore, 2014).
Again, Peter also often becomes very upset with fellow workmates if they aren’t doing their
work properly or not working harder as himself. This will lead to brushing shoulders between
him and other workers or even no communication. Physical injuries can also be an outcome since
at one point a staff member was hurt while trying to intervene. To mitigate such issues is that
Peter should work from a distant location from others while being educated on importance of
understanding abilities of each person as different (Budd & Colvin, 2008).
When Peter is reprimanded for his difficult behavior, he goes home thus creating lots of stress
for his parents who have to take him up and then stay home with him. This may lead to his
parents facing depression and other serious disorders triggered by stress. The best way to handle
this is through seeking guiding and counselling services from psychological experts to attempt to
ascertain the problem with Peter and provide long-lasting solution to this behavior (Dahir,
Burnham, & Carolyn, 2009).
Example of strategies to be used to prevent Peter’s challenging behavior
Creating rules

Applied Behavior Supports 3
In case of insults or physical assault by an employee towards a fellow employee is experienced
within work place environment, this should be a punishable offence by either being suspended
from work for a certain duration of time and cutting of salary for the unworked time (Lipsky &
Avgar, 2008).This could be one of the rules that could tame Peter’s anger and reduce drama at
workplace.
Using modeling
In situations like when Peter angrily and rigidly refuses to work when given tasks he does not
like, then one who assigns him tasks should sit down with him and advise him on the importance
of the task. Thereafter, work with him and physically show him the proper way of doing it the
task or pair him with an expertise in that sector. This will make him ask questions and gain
insights from the one with first-hand experience. Later on Peter will appreciate tasks given to
him.
Providing practical guidance
Before Peter is assigned any task at workplace, he should be told the importance of division of
labor and that every employee is entitled to do any job assigned to him or her with no favors
whatsoever should be given to anyone. Also he should be told when the assigned task to him is
complex to go about he should feel free to seek help to ensure it’s a success.
Modifying the environment.
Giving peter and his colleagues a positive reinforcement when going about their tasks, showing
them gratitude, motivating them, changing the response towards workers and above all
motivating those who work best (Leblebici, 2012) are some of the things the management should

Applied Behavior Supports 4
do. This will make the employees including Peter realize the workplace as favorable for working
and no need of portraying such behavior from him.
De-escalation of Peter’s behavior if he starts to become upset at work
As at some point, Peter’s anger can make reasoning impossible at first. I will aim to cool his
anger by avoiding any counter arguments when he is upset. I’ll avoid being engaged in his
argument since he is used to it and can provoke me as well.
I will also use my body language to role model my expectations from him. Since, 55% of
communication is through non-verbal alone, I will try to keep calm. I won’t confront Peter or
try to shut him down but maintain appropriate personal space.
I will also intervene as soon as possible the moment I realize of his behavioral change just prior
to the unwanted behavior. I will have learnt his behavior from previous observations through
facial expressions, posture and even through his speech notation.

Prevention of Challenging Behavior Assignment 5
References
Budd, J. W., & Colvin, A. J. (2008). Improved metrics for workplace dispute resolution
procedures: Efficiency, equity, and voice. Industrial Relations: A Journal of Economy
and Society, 47(3), 460-479.
Dahir, C. A., Burnham, J. J., & Carolyn, S. (2009). Listen to the voices: School counselors
and comprehensive school counseling programs. Professional School Counseling, 12(3),
2156759X0901200304.
Leblebici, D. (2012). Impact of workplace quality on employee’s productivity: case study of
a bank in Turkey. Journal of Business Economics and Finance, 1(1), 38-49.
Lipsky, D. B., & Avgar, A. C. (2008). Toward a strategic theory of workplace conflict
management. Ohio St. J. on Disp. Resol., 24, 143.
Moore, C. W. (2014). The mediation process: Practical strategies for resolving conflict. John
Wiley & Sons.