Workplace Violence from an organizational perspective Coursework

Workplace Violence from an organizational perspective - Coursework ExampleDuring the incident, the entryway clerk who was threatened by the three men alerted the security force, and other members of the organization. The police who were present at the time swung into action and managed to apprehend the offenders. The incident left m some(prenominal) of the organizations staff members traumatized, the door clerk getting affected to the point of leaving work. The affected staff were offered emotional counseling to serve up them overcome emotional trauma. The federal government has no specific requirements to protect workers from violence in the organization. However, in that respect are a number of organizations that have come up with standards to prevent violence in the oeuvre, duty assignment responsibility for sentry duty in the workplace. The US Department of Labor Occupational Safety and Health regime (OSHA) for example has established guidelines and made recommendations a imed at reducing workers exposure to violence. The organization has however not instituted any rules in this respect. Each state has the capacity to enact legislations relating to workplace guard. Currently, 16 states have enacted legislations that demand the brass section of workplace violence prevention programs, the study of violence in the workplace, incident reporting and tougher penalties for offenders. The majuscule industrial Safety and Health Act (WISHA) demands the reasonable protection of employees from violence and that incidences of violence be reported to the Washington State Department of Labor and Industries. The healthcare facility being accredited by the Joint agency needs to comply with the commissions standards and therefore manage safety risks. According to the Environment of assist Standard 1.10, the organization should have a written safety plan that complies with OSHA recommendations, calling for staff consignment to safety. centering needs to monitor t he organization taking not signs of violence for granted. Compromising on workplace safety and security may have serious legal implications on both employers and workers. Management styles apply in running the organization should be constructive and strategies that are aimed at boosting safety and security should be implemented. The worksite should also be analyzed for potential and real hazards and workers trained on safety and health. Furthermore, the organizations culture should be one that is intolerant to violence as demonstrated by its vision and mission. Management also needs to utilize tested models in resolving conflicts, complete a threat judging and keep records that relate to threats and violence in the organization. Furthermore, a multidisciplinary approach should be taken in ensuring that the good workforce understands the organizations no violence policy. Registered Nurses (RN) need to promptly asses every employees safety needs and assist them accordingly while at the same time seeking to ensure that patients brave out in a safe environment. Indeed, all employees wish to work in a safe and make prisoner environment. However, workplace violence impacts the healthcare industry negatively, especially with respect to the recruitment and retention of staff. Violence lowers workers esprit de corps and could cause physical pain and emotional trauma. Emotional trauma is commonly associated with poor work performance, absenteeism and risque employee turnover. In order to establish such an environment, both management and employees should take a proactive social function to establish a positive culture one that prioritizes safety and good health. Management should asses risks and respond to safety needs appropriately, training employees on the subject in case of need. Workers on the other hand should be committed to providing