Workplace Violence and Aggression

In an organization, there are work related issues that affect the employees. One of the most notorious of all is the workplace violence and aggression. Workplace violence remains a common daily occupational risk and works hazard for many workers in a firm. Every year, more than two million incidences of work-related violence occur and cost the economy billions of dollars regarding productivity inefficiencies (Morris, n.d). Recently, there has been media coverage of horrific incidence with many casualties at the working environment, well compared to the few incidences, it quit remains a growing problem. More than 70 percent of all enterprises have no policy or program that address the workplace violence. The business overlooks the workplace stress and violence policies (Morris, n.d). The concern was generated among the public and private domain since the early 1980s. There was no statistical information available to proactively include policies in business, only statistics of employee injury and death were kept by state agencies as supposed to injuries or deaths caused by a current or former employee. 

There have been numerous incidence that is peculiar to the workplace violence and stress. These events are particularly unique regarding the circumstances in which an employee has become violent to injure or kill a fellow work mate. One major incident is the July 31st, 2014 workplace shooting at ArrowStream Inc. The suspect Tony DeFrancis had learnt that he was being demoted from his position as part of downsizing of the company. He walked into the CEOs office on Thursday morning, being upset about the news, started confronting Steven LaVoice who was also his long-term friend. DeFrancis was armed and shot James twice wounding him, before taking his own life. Reports suggest that the incident was a personal dispute and nobody, even fellow workmates thought the event could happen. He was the brightest and pioneer employee of the company. Before the incident, DeFrancis had no work-related event (Springen, 2014). 

The case of the Chicago event is due to the mental health issue. During the investigation, nobody had the idea that DeFrancis would be the perpetrator. The cause of a mental illness is difficult to predict. Lack of support from the business leaders could have been the cause. The warning sign, in this case, was the immense reaction and resistance to accepting the demotion from a top managerial position. Perhaps, the reason as to why nobody had noticed the personality sign because it was considered insignificant by others. Other warning signs that usually occur are increased use of drugs or alcohol, unexplained absenteeism and explosive outburst of anger without being provoked by the person. Employees should have been aware of these particular signs and report to the senior leadership for further actions. A company like Arrow Stream should include policies that safeguard the workplace and improve the welfare of the employees to reduce stress or depression as a result of the working condition. It is possible to reduce substantial legal or operational cost of policies on work violence are implemented (Morris, n.d). 

Workers find it difficult to cope after workplace violence because there is fear instilled. The gradual accompaniment to deal with is measured with the ability to recognize some strategies that will help workers feel safe. It becomes necessary for the company to immediately include a committee that is tasked to screen all employees before employment. Conducting background checks is important to evaluate the mental and physical status and should be carried out after a particular time after work (Morris, n.d). The employment policies or the handbook should be updated to contain strict disciplinary action for cases of violence at the work place. The plan should outline violent behaviors or acts that warrant the violence and aggression disciplinary actions. Programs like health and wellness, security measures and conducting of employee evaluation would come in handy to access the health and confidence of the employees. The most crucial program is having safe termination procedure because an employee losing a job is traumatic (Morris, n.d). A good place process of cessation of employment will reduce the chances of the case just like ArrowStream. 

Today, no company is immune to incidents of workplace violence, though it is important for the enterprise to have a proactive measure that can help reduce the cases of the tragedy. Security and business leaders should implement policies that are not the only employee related but also alters the structure and nature of the workplace. Aggression and violence at the work environment should however not be tolerated. 

Reference 

Morris, B. (n.d). Violence in the Workplace: A Growing Problem in America. Employee Screen IQ. Retrieved from http://content.employeescreen.com/hubfs/PDFs/WorkplaceViolence.pdf 

Springen, K. (2014, September 6th). Is your business ready to prevent workplace violence? Craig Chicago Business. Retrieved from http://www.chicagobusiness.com/article/20140906/ISSUE02/309069996/is-your-business-ready-to-prevent-workplace-violence