Regrettably we see that in many Indian work places which is a very serious issue also it is a fact that we do not see women as the only picture here which is what we used to think of in fact men also put in situations of being bullied by supervisors, by colleagues, by clients or customers.
These at risk individuals report a wide range of mental health issues which include depression, reduced alertness, and insomnia to name a few. In serious cases such hostility may in fact lead some to suicide. Therefore, it is of great importance that we put an end to work place aggression at all costs.
Apart in large part from the fact that it affects victims’ health and wellbeing, which is a primary issue, also we see that which organizations’ public image is damaged by it. Also thus it is up to employers to put in place strong measures which proactively put out against and respond to such issues. In this article we look at different forms of workplace aggression, we look at what risk factors are present, and we put forth six recommendations for prevention.
Decoding ‘Workplace Aggression
In the field of workplace aggression, we use the term to include any sort of hostile put forward act toward a person while they are performing their job. This spectrum of actions ranges from the minor which includes stalking, verbal abuse, and threats to the more serious issues of rape, physical attack, harassment which may also include attempted murder.
Though we do not have a set classification for what constitutes workplace aggression which is very broad in nature, any action that puts a worker’s health and well being at risk during the term of their employment is included. In 1997 the August 13th Vishakha judgment brought into play the ‘Vishakha Guidelines’ which is a very large milestone for Indian labor force. What the guidelines did was to make it the responsibility of the employer to see to the safety of female employees’ physical and emotional health, which also included putting in place measures against all forms of workplace aggression which includes sexual harassment. In 2013 the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act also known as the PoSH Act took over these guidelines. What the PoSH Act did was to get companies to put in place full scale anti sexual harassment policies which also included training programs and what the companies would do in terms of punishment for such acts.
Categories of Workplace Aggression Based on Risk Factors
In four main categories which are put forth by the type of act and perpetrator we have workplace aggression which breaks down as follows:
Criminal Intent: This happens when the outside party is the agent of the violence at the company’s premises which is also a break of the law.
Client or Customer: Violence which is a result of a dispute between a client and an employee that goes beyond physical contact also includes this.
Worker on Worker: Instances of employees which put a co-worker in harm’s way thus putting the whole organization at risk.
Personal Relationship: When a family member of an employee does in to the work place that puts into the category of ‘personal relationships.
Vulnerable Employees
Some workers are at greater health and safety risk. Women report issues of discrimination and sexual harassment. In terms of public service, health care and social work which are in the human needs sector, we see more client or customer violence. Also in private sector see that there is issue of worker to worker aggression due to great competition.
Preventing Workplace Aggression: 6 Vital Tactics
Evaluate Your Workspace: Scrutinize all aspects of the work environment and also look at which risk factors play into the mental health of your staff. Put in place physical and electronic deterrents in high risk areas.
Cultivate a Nurturing Environment: Create a supportive atmosphere in which employees feel valued which in turn will reduce incidence of agitation during conflicts.
Facilitate Communication Options: Provide a multi-faceted approach to issue resolution which in turn will foster open communication and staff which is free from fear of retribution.
Employee Training: Train and raise awareness of workplace aggression which includes de-escalation techniques and empathetic communication.
Define Policies Clearly: Art put forth clear workplace violence prevention policies and present the consequences of breaking them which in turn will deter would be offenders.
Implement Action Plans: Devote resources to put in place nonviolent policies that will show our commitment to occupational safety and deter would be aggressors.
Conclusion
In that which we have come to the end of our discussion it is also at the report’s peak that we present to you that there is an issue of great concern in the form of increasing reports of aggressive behaviour in the work place which organizations must put in place proactive measures to see to the wellbeing of their people. A very detailed approach which includes evaluation, creation of a supportive environment, open communication, training, putting in place clear policies and also see through the action is what is very much required in what is almost a social issue.
