Time Specific Objectives

Content Teaching Learning Activities

Evaluation

After the class student will be able to:

Introduction: Everyone should be able to work in a safe and healthy workplace. The Occupational Health and Safety Act sets out roles and responsibilities of workplace parties with respect to workplace violence and workplace harassment, including developing and implementing policies and programs and providing information and instruction on these.

Announcement of the Topic:Today we will discuss about the topic “violence at workplace.”

2 min

2 min

10 min

To define the workplace violence.

To explain about epidemiology of workplace violence.

To elaborate the type of

DEFINITIONS

Workplace violence or occupational violence refers to violence, usually in the form of physical abuse or threat that creates a risk to the health and safety of an employee or multiple employees.

Workplace violence is any physical assault, threatening behavior, or verbal abuse occurring in the work setting.

A workplace may be any location either permanent or temporary where an employee performs any work-related duty .

Epidemiology

According to data from the Bureau of Labor Statistics in 2011, violence and other injuries caused by persons or animals contributed to 17% of all occupational fatalities, with homicides contributing to 10% of the total. From 1992 to 2010, there were 13,827 reported workplace homicide victims, averaging over 700 victims per year, in the United States. Examination of the 2011 data shows that while a majority of workplace fatalities occurred to males, workplace violence disproportionately affects females. Homicides contributed to 21% of all occupational fatalities for women, compared to 9% for men. Of these homicides, relatives or domestic partners contributed to 39% of female homicide cases; male homicide cases were most likely to be perpetrated by robbers, contributing to 36% of male homicide cases.

Most cases of workplace violence turn out to be non-fatal incidents. From 1993 to 1999, there was an average of about 1.7 million people victimized each year in a case of occupational violence. About 75% of these cases are considered simple assault, while 19% of cases are considered aggravated assault.

Types of Workplace violence

Workplace violence can be divided into four main types: physical, sexual, verbal

Student teacher defines the workplace violence.

Student teacher explains about epidemiology of workplace violence.

Student teacher elaborates the type of workplace

Define the workplace violence.

Explain epidemiology of workplace violence.

Discuss the type of workplace

workplace violence. and horizontal violence.

Physical: Assault—“attacks ranging from slapping and beating to rape, homicide, and

the use of weapons such as firearms, bombs, or knives” (NIOSH, 2006). Other definitions are:

(a) “a violent physical … attack,” or “a threat or attempt to inflict offensive physical contact or bodily harm on a person (as by lifting a fist in a threatening manner) that puts the person in immediate danger of or in apprehension of such harm or contact” (Merriam-Webster, 2006)

(b) “unwanted physical contact by a patient whether or not there is intent to harm. The contact may or may not result in injury. Physical assaults involve the use of force and include punching, kicking, slapping, biting, spitting, and thrown objects that hit another person”

Battery—“the act of battering or beating,” or “an offensive touching or use of force on a person without the person's consent” (Merriam-Webster, 2006); “assaults intended for the purpose of inflicting severe or aggravated bodily injury, usually accompanied by a weapon or by means likely to produce death or great bodily harm”

physical harassment—“to create an unpleasant or hostile situation … especially by uninvited and unwelcome … physical conduct” (Merriam-Webster, 2006)

homicide—“killing of one person by another”

mugging—“aggravated assaults, usually conducted by surprise and with intent to rob”

Sexual:

rape—sexual intercourse with a person “forcibly and against her will including attempt or assaults to rape”

violence. violence.

fondling-- consisting of words, conduct, or action of a sexual nature, directed at a specific person, that annoys, alarms, or causes substantial emotional distress to that person”

Verbal: threat—Expressions of intent to cause harm, including verbal threats,

threatening body language, and written threats (NIOSH, 2006); explicit or implied expression to inflict pain, injury, or harm to another

verbal abuse— Yelling, swearing, intimidating, demeaning, public scolding, and/or sexually harassing, using words

Horizontal violence, which can be verbal or nonverbal:

hostility—“deep-seated ill will” or “conflict, opposition, or resistance in thought or principle”

verbal harassment—“to annoy persistently” or “to create an unpleasant or hostile situation … especially by uninvited and unwelcome verbal … conduct”

bullying—when a person “intentionally exerts power or intimidation in a manner that leads [the victim] to feel that there may be a threat to his or her personal well-being”

Workplace Violence Typology

Type I—Criminal acts. Type I incidents are those in which a perpetrator has no relationship to the business and commits a violent act at a worksite in the course of committing another crime. For instance, a homicide or assault occurring in the course of a robbery is a form of Type I workplace violence.Terrorist attacks directed at workplaces can be viewed as a sub-category of Type I violence.

Type II—Customer/client/patient violence. Incidents are those in which the perpetrator is not an employee but has a relationship with the business as a

4 min To enumerate the consequences of workplace violence.

customer, client, or patient, and becomes violent while receiving services or for reasons engendered by the business relationship. For instance, when a psychiatric patient assaults a physician, or a disgruntled client or customer threatens a company or one of its employees, those incidents are classified as Type II.

Type III—Worker-on-worker violence. Type III incidents stem from an employment relationship: they include incidents in which a current or former employee (or independent contractor) harms or threatens to harm another employee.Type IV—Violence stemming from a personal relationship. Type IV incidents are those that occur in the workplace but arise from a personal, or intimate, relationship between the perpetrator and victim. If someone is harassed, threatened, or harmed at his or her place of work by an abusive partner, that is a Type IV incident. Type IV incidents may occur in instances where either the abused partner, the abuser, or both are employed at the workplace in question.

Consequences of Workplace Violence

Workplace violence extracts a significant toll on everyone involved. This includes

physical, emotional, and mental effects on the individual, such as:

Physical injury (minor to severe disability)

Psychological trauma (short- and long-term)

Emotional distress/anxiety

Lowered self-esteem

Post-traumatic stress disorder (PTSD)

Death

Intent to leave the job

Feelings of incompetence, guilt, powerlessness

Fear of returning to work

Fear of criticism by supervisors

Student teacher enumerates the consequences of workplace violence.

Enumerate the consequences of workplace violence.

5 min To describe the risk factors of workplace violence.

Loss of confidence in ability

Changes in relationships with coworkers

Secondary impact on personal life (daily activities, emotional issues,

economic issues)

Negative consequences for institutions can include:

Decreased productivity

Low employee morale

Increased job stress

Absenteeism and lost work days

Restricted or modified duty (secondary to injury)

Increased employee turnover with retention issues

Recruitment challenges

Distrust of management

Financial loss resulting from insurance claims

Legal expenses

Property damage

Increased security measures

Diminished public image

Risk Factors of Workplace Violence

UQAM (Université du Québec à Montréal) Sociology of Work Professor Angelo Soares has identified several social and organizational factors that may foster the outburst of violent incidents at work:

Student teacher describes the risk factors of workplace violence.

Describe the risk factors of workplace violence.

15 min

To explain the prevention

The increasing uncertainty of employment;

The growing use of new information and communication technologies that often leads to downsizing and changes in the way people work, communicate and interact; these factors are likely to be associated with an increased workload;

Managerial practices aimed at downsizing, which results in heavier and more intensive workloads.

HIGH RISK AREAS OF WORKPLACE VIOLENCE:

Experience has shown that workers engaged in the following activities are at higher risk:

Providing care, advice or training• Healthcare e.g. ambulance crews, psychiatric nurses, casualty department

staff and community social workers;

Occupational groups tend to be most at risk from workplace violence

Certain occupational groups tend to be more at risk from workplace violence. These occupations include:

health care employees correctional officers social services employees teachers municipal housing inspectors public works employees

Student teacher explains the prevention of

Explain the prevention of

of workplace violence.

retail employees

PREVENTION OF WORKPLACE VIOLENCE

Prevention Measures to take BEFORE Workplace Violence Happens

The following are seven useful recommendations to help you prevent and resolve conflicts that could emerge within your organization.

1. Adopt and promote a prevention and reparation policy against harassment.

Create a prevention policy involving each level of the organization: management, employees and union representatives. For further assistance, feel free to consult the sample policies found on this website.

Make sure information about the new policy is widely distributed, that all employees know the policy and encourage everyone to make it their own.

Put a system in place to record all acts of violence by creating, for example, an Event Report Form.

Set up procedures to handle complaints impartially, confidentially and quickly. These should include measures to prevent any recurrence of harassment and other types of workplace violence. It is critical to ensure that the victim feels safe against retaliation and has the right, if needed, to be represented when interviewed by an independent and qualified investigator. Keep in mind that, in this case, lodging a formal complaint is not always the best solution since it often involves lengthy delays.

And finally, establish measures to support the victims and the alleged perpetrators.

2. Establish clear codes of conduct.

Define and communicate a clear code of conduct like ‘Zero-tolerance’ with respect to moral harassment and other types of workplace violence.

workplace violence. workplace violence.

Make sure all employees know your organization's code of conduct. These measures should reflect your organization’s commitment to preventing and responding to external acts of violence.

Try to reduce and even eliminate behaviour that contravenes your code of conduct by exercising dissuasion and enforcing sanctions.

3. Organize awareness and training sessions.

Take time to organize and provide access to awareness and training sessions on the prevention of workplace violence.

Open the necessary lines of communication to achieve your prevention objectives.

4. Do not allow conflicts to escalate into harassment or acts of violence.

Monitor the training of work teams. Working in teams highlights interpersonal relations and may give rise to some situations that could cause tension among people.

Deal with conflicts swiftly, and from the moment they begin. Harassment and violence stem from unresolved conflicts that fester. They can degenerate and turn the workplace into a hostile environment and create negative occurrences that are violent and costly.

5. Set up effective lines of communication.

Open effective lines of communication, because aggressors thrive on the silence of victims and witnesses. Communication is a key factor in the well-being of employees.

Promote communication and regular meetings of your work teams. Strong lines of communication will not only rally employees against violence, they also reduce the risk of workplace violence by defusing tensions and clarifying situations and misunderstandings.

6. Pay special attention to the quality of relationships among members of a work team.

Ensure that work is meaningful for each worker. Manage work teams to help prevent and resolve violent situations. Among

others:- Model behaviour by being fair and respectful with everyone.- Encourage employees to be tolerant and open-minded about other people's differences. - Give each person a motivating role.- Watch for clues that reveal conflicts within the team, such as absenteeism, flagging motivation and performance, and resignations.- Try to be a catalyst and build bridges between people.- Introduce technology in a well-planned way.- Develop the ability to intervene quickly when a conflict emerges within the team, via discussions and mediation.

7. Encourage the acceptance of individual differences.

Communicate the idea that the strength of a team resides in individual differences (We need each other to make a winning team. The “differences” in each team member makes the strength of the team and enhances the team’s performance.)

Where possible, plan social or training activities that help team members get to know each other and discover each other’s strengths and weaknesses, from a standpoint of openness to such differences and of acceptance of each team member’s willingness to improve interpersonal relations.

Recommendations for Victims DURING an Incident of Workplace Violence

The following recommendations are intended to help victims thwart the manoeuvres of an aggressor in most incidents of external workplace violence.

1. Do not provoke the aggressor or group of aggressors: by staying calm and keeping your cool, you avoid working up the aggressor and igniting tension.

2. Be firm and give short answers such as "Yes. No. That’s possible." Speak clearly and slowly without raising your voice.

3. Do not argue or contradict the aggressor. Listening calmly to your aggressor will help him or her blow off some steam.

4. Leave the product or documentation that causes the aggressor’s frustration alone. Picking it up could make matters worse.

5. If possible, try to bring the discussion back to the problem at hand. Try to be understanding and to resolve the conflict by proposing a solution that gives the aggressor an honourable way out.

6. If possible, ask for help from a co-worker if, after a few minutes and several attempts at conciliation, your aggressor does not calm down. An aggressor’s unpredictable behaviour is often caused by alcohol or drug use.

7. Avoid physical retaliation at all costs, unless it is your last resort in self-defence. If you feel threatened, give the aggressor what he/she wants.

8. Never put your own safety at risk. Maintain a reasonable distance from the aggressor. Avoid any sudden movements or any seemingly threatening gestures such as pointing your finger.

9. Take notes about each episode of violence: date, time, place, behaviour (whether it was a repeated attack, whether you were alone or isolated, humiliating remarks, injustice, abuse, etc.), names of witnesses and other useful information.

10. Talk about the incident with co-workers you trust or family members. If they witnessed the incident, ask them to take down notes about the behaviour of the aggressor or group of aggressors.

11. If necessary, screen your calls; keep track of names, dates and messages.

Measures to Take AFTER an Incident of Workplace Violence

1. Encourage the victim to denounce the aggressor and file a formal complaint.

2. Ask the victim to write a report on the aggressor from the notes taken on each episode of violence: date, time, place, behaviour (whether it was a repeated attack, whether they were alone or isolated, humiliating remarks, injustice, verbal or physical abuse, etc.), names of witnesses and other useful information. Use an Event Report Form.

3. Conduct an investigation on the aggressor or group of aggressors.

4. If you feel it is important, do not hesitate to inform the police about the event and give precise details.

5. Make sure that proper legal and disciplinary measures are taken against the aggressor or group of aggressors.

6. Activate the Employee Assistance Program (EAP), including counselling from psychologists and other experts through individual consultation, group therapy or telephone help lines.

7. Set up measures to help the victim take control and go back to work: encourage the victim to talk about the ordeal with co-workers, superiors, family members and friends, and to seek their comfort and support.

SummaryToday we have discussed the topic violence at workplace.

ConclusionWorkplace violence has emerged as an important safety and health issue in today's workplace. The Occupational Safety and Health

8. Offer support in indemnity claims or legal matters involving the victim as well as other employees and/or family members concerned.

9. Keep a record of all workplace violence incidents in the organization. Document all incidents to be able to analyze and identify sensitive sectors that are more vulnerable or exposed to violence.

10. Strengthen existing prevention measures after determining how and why the workplace violence occurred despite the prevention measures.

Administration's (OSHA's) response to the problem of workplace violence in certain industries has been the production of OSHA's guidelines and recommendations to those industries for implementing workplace violence prevention programs.

BIBLIOGRAPHY1. https://www.osha.gov/Publications/OSHA3148/osha3148.html 2. http://www.cdc.gov/niosh/docs/2006-144/pdfs/2006-144.pdf 3. http://www.prevention-violence.com/en/int-210.asp 4. https://www.osha.gov/dte/library/wp-violence/healthcare/

IDENTIFICATION DATA

Name : - Farha UsmaniClass : - M.Sc Nursing II Year Subject : - Community Health Nursing (clinical speciality-2)Unit : - Unit IX (Occupational Health)

Topic : - Violence at WorkplaceGroup : - M.sc Nursing 2nd yearSize of the group : - 03Venue : - M.sc Nursing 2nd year classroomDuration of Teaching : - 1 hourMethod of Teaching : - Lecture cum DiscussionA/V Aids : - power point presentationDate and Time : - Previous Knowledge : - Students have some awareness about the topic violence at workplace. GENERAL OBJECTIVES

STUDENT POINT OF VIEWAfter the class the student will be able to acquire knowledge about violence at workplace. STUDENT TEACHER POINT OF VIEW

1. The student teacher will be able to take an effective and planned teaching.2. The student teacher will be able to develop confidence in facing the group and delivering lecture.3. The student teacher will be able to make the effective use of A.V Aids.4. The student teacher will acquire in depth knowledge of the topic.

A

SEMINAR

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VIOLENCE AT WORKPLACE

Submitted to Submitted byMrs. Urmila Bhardwaj farha usmaniAssociate professor m. sc nursing 2nd

yearr.c.o.n