Dealing with Violence at Work Case Study Example | Topics and Well Written Essays - 1000 words

Dealing with Violence at Work - Case Study sampleFrom the in pee-peeation given by the run, systems are able know the importance of creating a pleasant works environment. Furthermore, the seventh chapter shows some of the methods that are used to motivate the workers so that cases of violence bed be minimized. The author says that rewarding of workers motivates them to work and hence the organization retaining them for a long time. The main topic of discussion in which the author talks about the ways of dealing with violence at work is in the one-eighth chapter of the book. This chapter, therefore, gives advice to managers on the nearly efficient techniques of dealing with the workers who appear to be red-faced. Apart from violence, there is the discussion on the different types of misbehavior that usually occur in organizations. For instance, there are misbehaviors like sexual harassment, fraud, incivility, bulling, pump abuse and sabotage. The actions that managers should t ake when they suspect that the employee baron be violent at the work place should suffer at assisting the potentially violent employee. One of the actions that managers should take is to stain sure that such(prenominal) an employee gets a serious working environment. Creating an encouraging, working condition for an employee is an act that is likely to motivate the employee. This is because the employee will not feel quarantined (Lies, 2008). For instance from the book, it is clear that some of the modestnesss why McDermott got violent was because he felt that he was being detached from the job. If, in any case, this employer had the provision of a comfortable working condition then he most possibly would have not caused any chaos. The other action that managers should take when they spot an employee that appears to be violent is to act in a calm and professional manner. A calm approach on such an employee can help in changing their ill motives thereby not causing harm to th e organization or the other workers. This calmness should, however, be depicted in a professional manner. The other reason why managers should solve such a case in a professional manner is to make the violent employee to feel like the organization is desperate for him or her (Rogers and Chappell, 2003). For instance, the author says that the actions that the managers took or avoided could be the factors that might have prioritized McDermotts actions. Managers should also take the revenge, problems at work and rage of their employees as a form of responsibility to them. When the counselling notices that an employee can become violent, they should take this as a task on their brass and work toward changing the employees attitude. This is a way of considering the grievances of their employees hence drawing him or her closer and changing their attitude. If the management assumes this form of responsibility, then such an employee will feel insecure and may go ahead and cause harm to th e organization and their fellow workers (Michaels, 2012). For instance, McDermott financial problems had grown to be too much for him. This is due to the punishments enforce on him by the organization. If the organization considered McDermott woes, he would have not caused harm majorly because the feeling of isolation had been shattered. The other action that management can do when it spots an employee who is potentially violent is to investigate the person really carefully. The management should not confront such an employee before have enough proof against him or her. This can be