BUSI 342 Human Resource Management: Analyzing Workplace Violence

This discussion board post, written for a Human Resource Management course (BUSI 342), addresses the critical issue of workplace violence. The assignment begins by defining workplace violence and outlining its various forms, including criminal intent, client/customer-related, personal relationship-related, and worker-on-worker violence. The post then concentrates on worker-on-worker violence, citing statistics and potential causes, such as inadequate recruitment processes. It emphasizes the need for robust security measures, including background checks, and addresses the impact of poor work environments on talent acquisition. The post then proposes several preventative solutions, including establishing comprehensive employee policies, implementing physical security measures like premises security and access control, and fostering effective communication channels to address employee concerns. The post references scholarly sources and the course textbook to support its arguments and concludes by underscoring the importance of security and preventative measures in mitigating workplace violence.

Running Head: HUMAN RESOURCE MANAGEMENT 0
HUMAN RESOURCE MANAGMENT
Student name
6/1/2019

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Workplace violence
Workplace violence is any threat or act of physical violence,
intimidation, harassment, another frightening disruptive action that will
occur at the workplace. It varies from verbal abuse and threats to homicide
and physical assaults. They may influence clients, visitors, customers, and
employees of the organization. Place of corporate violence has developed
into perhaps the most noteworthy threat issue dealing with enterprise
security divisions today. Safety professionals have a unique involvement to
make in supporting the business to fulfil its responsibility of precaution to
take responsibility, prevent, respond to and recuperate from managerial
centre violence occurrences (Black, 2015).
There are various kinds of workplace violence like criminal intent,
client or customer, personal relationship, and worker on the worker. This
essay would consider worker on worker violence for further discussion.
According to this type of worker violence, it includes past employee or
employee of the company who may threaten or attack other staff members
of eth company at the workplace. According to statistics in 2014, around 15
percent workers on worker fatalities were found accountable for workplace
homicides. The entire business environment is identified to be at risk for this
particular kind of violence. The reason for these may be the wrong
recruitment formalities adopted by the companies; that is checking of
criminal background, location, identity in order to understand if the

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individual is providing reliable information, and would not be hazardous for
the organization (Black, 2015). The workplace violence is also responsible
for increase in employee absenteeism that requires management and
analysis, for which the preventing ways would be identified (cengage,
Chapter 05: Individual/ Organization Relations and Retention - Reading,
2019). Another cause for workplace violence would be issue in talent
acquisition due to poor work environment (cengage, Chapter 06: Recruiting
High-Quality Talent - Reading, 2019).
The preventing ways for workplace violence are firstly the creation of
employee’s policy, which would be held responsible for protecting workers.
This would be the initial stage to provide employees with the outline to
provide security to eth employees regarding the violence or any misconduct.
This may include policy related to privacy, non-discrimination, alcohol use,
not to entertain any ex-employee in the organization. Another way would be
physical actions that the employers can take; this would help the
organization to include security measures to the workplace like premises
security, lightning, and security of data would protect the company
information so that the ex-employees or current employees would not take
due advantage. Another recommended way to prevent includes limiting the
data accessibility for the non-employees so that the information of the
company is not leaked and to present that the door of the company is closed
for the unknowns and the non-employees. This would include the rules like

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checking ID cards for visitors and employees, access card system for entry,
metal detectors, or video surveillance (Rugala, Bixler, & Holbrook, 2018).
Lastly, key ways that would be effective to prevent violence is effective
communication. The communication plays a major role, and if the free flow
of communication is not applicable in the organisation, the victim would not
be able to present their issue to the management. This would include
conducting a regular meeting to discuss with the employees if they facing
any such problem which could lead to violence among the employees
(Ghaderi, 2016). Therefore, it can be concluded that security and preventing
clause are important for the workplace violence.

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References
Black, I. (2015). Workplace Violence: Prevention, Mitigation, Response, and Recovery. In
Security Supervision and Management , 527-533.
cengage. (2019). Chapter 05: Individual/ Organization Relations and Retention - Reading.
Retrieved from cengage: https://ng.cengage.com/static/nb/ui/evo/index.html?
deploymentId=55580017212072135643832301&eISBN=9781305629967&id=50431964
4&snapshotId=1211207&
cengage. (2019). Chapter 06: Recruiting High-Quality Talent - Reading. Retrieved from
cengage: https://ng.cengage.com/static/nb/ui/evo/index.html?
deploymentId=55580017212072135643832301&eISBN=9781305629967&id=50431964
5&snapshotId=1211207&
Ghaderi, A. (2016). Importance of teamwork, communication and culture on failure‐to‐rescue in
the elderly. British Journal of Surgery, 103(2), e47.
Rugala, E., Bixler, D., & Holbrook, C. (2018). The Employee Assistance Program (EAP) and Its
Role in the Management of Workplace Threats. In Workplace Violence, 68-73.