Aggression, Violence in the Workplace
Studies suggest that violence and aggression are an increasingly common occurrence in organizations large and small across the globe (Repetti, Seeman & Taylor, 1997; Waldron, 2000; Coombs & Holladay, 2004). Aggression and violence are serious problems that can have short- and long-term consequences on individuals and organizations. As such it is vital that organizations become aware of the problem and take steps to prevent them.
In this paper the researcher will explore how violence and aggression in the workplace affects victims and what measures can be taken to prevent or address violence and aggression in the workplace. Commonly held beliefs suggest that work is a safe environment for people to engage in business interaction. Studies however suggest that violence and aggression often occur at work, sometimes directly and often indirectly. Such negative behaviors and attitudes can result in multiple problems including stress related emotional and physical illnesses. These ideas are explored in greater detail below.
Effects of Aggression and Violence in the Workplace
Repetti, Seeman & Taylor (1997) suggest that an aggressive or violent workplace can increase illness and poor health in the workplace. The researchers contend that chronic illness is often the result of psychological factors that may include hostility in the workplace. This is partly due to chronic stress experienced by individuals working in environments that are increasingly aggressive or violent. Chronic stress is associated with multiple poor health outcomes in varying circumstances.
Coombs & Holladay (2004) note that workplace aggression is more and more entering the consciousness of organizational experts and is now more recognized as a global rather than episodic or domestic concern. Studies confirm that workplace aggression is a problem encountered around the globe, not simply in the United States (Coombs & Holladay, 2004; Fisher, 2001). Still other studies suggest that many times instances of workplace aggression include verbal attacks or other passive attacks including spreading rumors or gossiping negatively about someone (Coombs & Holladay, 2004; Perry, 2000). The effects of such passive aggression may be felt throughout the organization, creating an environment filled with lackluster employees, distrust...
Researchers have continually found that workplace aggression can inhibit an organizations ability to delivery optimal services to customers and can in fact create a culture that is harmful and promotes other forms of harassment including sexual harassment (Waldron, 2000). Further aggression and violence in the workplace can often inhibit emotional expression in the workplace and disable channels of communication within an organization (Waldron, 2000).
Addressing Violence and Aggression At Work
Studies conducted by sociologists and psychologists suggest that awareness of violence and aggression is the first step toward conquering it in the workplace (ILO, 2000). It is important that organization adopt a comprehensive and multi-faceted approach toward addressing and solving this problem rather than looking for a single solution the to problem of workplace violence (ILO, 2000). Typically studies have shown that traditional responses to workplace violence are largely not effective because they are "limited in scope, episodic and ill defined" (ILO, 2000).
Thanks to much research in the area of workplace violence experts now realize that workplace aggression is more a structural and strategic issue contained within social, economic, cultural and organizational contexts (ILO, 2000). This suggests that to resolve the problem organizations must overcome the causes rather than respond to the consequences of workplace violence. Appropriate strategies then must include prevention which may include creation of a written policy against violence and aggression, appropriate screening of candidates for aggressive tendencies and training that helps instill interpersonal and communications skills employees and mangers can use to defuse aggressive situations (ILO, 2000; Williams, 2003; Coombs & Holladay, 2004).
It is also important that organizations identity problems and address aggression and violence with effective anti-aggression campaigns and interventions; the best way…
