The culture employed in today's workplace contributes to the frequency of workplace violence. ' Application Ethics ' contributes to the development of this culture in the workplace. Statistics show that internal threats cause most workplace violence. These insiders are familiar with operational practices and are familiar with security violations. The risks associated with these shortcomings [physical or procedural] and the willingness of employees to take action to resolve disputes can create an unsafe working environment.
When insiders are familiar with the location of the land. This makes it difficult for security personnel to identify potential threats and identify risks. In order for security personnel to identify potential threats and exposures, they must identify the underlying issues associated with workplace violence. The fundamental problem that is often overlooked is the “application of ethics”. And its impact on organizational culture. The Marion-Webster Dictionary defines ethics as “a discipline that deals with good and bad and moral responsibility and obligation”. If you are evaluating a group of management security agencies and ask questions about “applying ethics”. Most of these organizations outline their organizational practices as "moral." And most workplace violence problems are caused by bad employees. These organizations may never discover that there may be larger problems associated with workplace violence that are associated with “organizational agents”. And the management practices that these agents implement to achieve organizational goals.
The US Department of Labor defines workplace violence as “any act or threat of physical violence, harassment, intimidation or other threatening act of aggression in the workplace”. The statistical assessment also outlines that workplace violence is the leading cause of homicides in the workplace, with at least 2 million workers submitting reports of arrests in the workplace each year. These statistics are collected from reported incidents, but when you identify economic factors that are relevant to maintaining employment. Abuse statistics may be higher if employees choose not to report abuse. The following questions can be asked: How many bad ethical behaviors do employees tolerate and do not report incidents? How can ethical bad practices put your organization at risk?
At the national and state levels, it seems that few laws do not fall under the Civil Rights Act of 1964 and the Occupational Safety and Health Act of 1970 [OSHA], which provides employees with workplace violence protection. Organizations can choose to develop sound policies and procedures to help prevent workplace violence. These policies and procedures are primarily effective communication; some large organizations may be ambiguous when information is distributed. Due to decentralization, it is difficult for large organizations to regulate these policies and procedures; and often rely on agents who may be major contributors to workplace violence. This usually leads to the victim’s changing actors, putting the original perpetrators and other innocent victims at risk.
Effective policies and procedures designed to address threats to workplace violence are key to recognition and prevention. Different levels of the organization contribute to the release and promotion process. These same levels of organization can implement practices that will affect the application of ethics. This can make a positive contribution to the organizational culture.
1. Ensure that detailed policies and procedures are in place and mandatory for publication.
2. Measure organizational culture by conducting climate surveys and assessing turnover rates.
3. Promote an open door policy to protect employees who report different forms of workplace violence.
4. Evaluate the management practices of all personnel designated as “organizational agents”.
5. Promote non-biased investigations.
6. Dissuasion of the management method of cronyism.
1. Assess and promote organizational policies.
2. Provide management with consistent training on workplace violence
3. Promote team building.
4. Effectively promote the promotion of personnel sideline through natural attrition.
5. When workplace violence occurs, ensure that the details of the incident are submitted to the appropriate management level and human resources department for mitigation.
1. Strive to become an above-average employee.
2. Determine current organizational policies.
3. Notify potential offenders through the use of human resources mediation; place the offender under notice.
4. File incidence rate.
5. Seek legal proceedings.
1. Ensure that policies are in place.
2. Conduct an unbiased survey.
3. Collect information about events from human resources and line managers; make recommendations.
4. Develop relationships with employees.
5. Notify the top management of risk and threat levels.
6. Protect information that outlines physical vulnerabilities.
To prevent internal threats and their contribution to workplace violence, organizations need to build on the ethical prism. This prism consists of an organization of four walls, a ceiling [tolerance level] and a floor [responsibility system]. The key elements needed to promote a positive ethical prism and reduce the risks associated with workplace violence are:
Accountability – Regardless of the position they hold, they must be held accountable
Tolerance – "0" tolerance
Transparency – deployment check and balance system
Training – Provide recording training application
Non-biased practice – treating everyone is equal
Team building – ensuring that the organization promotes team building
Moral practice promotes the organizational culture that exists in the workforce. Sometimes these cultures deviate from the true meaning of "applied ethics." And may lead to an increase in workplace violence. Organizational awareness can be improved by developing sound policies and procedures and promoting these policies and procedures. Insiders pose the greatest threat to the organization because they are familiar with the actual physical protection system. To reduce the risks associated with workplace violence, security personnel must implement a security policy that is supported by ethical practices and must operate in a culture of ethical standards. Ethical practices reduce the risks associated with internal deficiencies in the physical protection system.
Some organizations may not have the staff or expertise needed to prevent workplace violence. Fortunately, there are multiple sources of information available. Organizations such as the International Association of Professional Security Consultants [IAPSC] and several human resources consulting firms can help organizations develop policies that are conducive to prevention. These organizations can also help reduce the risks associated with the fiduciary responsibility laws typically associated with workplace violence.Ultimate Cleaning Business Package, Click here!