3. What should managers do if they suspect an employee has the potential to be violent?
As the case states, the prediction strategies like profiling is not very effective. There always have practical and legal limits on how an employer profiles his/her employees who have the potential to be violent. No organization can completely prevent or eliminate workplace violence. But managers still can follow some procedures or planning programs to reduce the chances of workplace violence happening if they suspect an employee has the potential to be violent.
Notice and Acknowledge. If managers receive or observe any report that an employee may become violent, he/she should focus on any job performance issues that may have arisen and express concern about those changes in job performance. Managers are responsible for evaluating, investigating, and taking immediate appropriate action. If there are signs of violence, managers must intervene, express the concerns in a supportive and nonjudgmental manner.
Zero Tolerance to any violence. Managers should not reinforce any violent behavior. Even though there is any statement that places the blame or misled excuse on the victim, there is no excuse for violence. A companywide memorandum and policy should be developed. Employees must know that any violent behavior against the company’s policy is strictly prohibited and will not be tolerated.
Inspect the existing policies. The purpose of inspecting the existing policies is to ensure that the company policies do not have negative effects on employees. In fact, in many workplace violence incidents, the mass killers or abusers are used to complaint that they are not respected by the company. Therefore, the company should not have any unfair policies regarding the sexuality, age, unfair dismissal and so on. Reasonable human resource management should help to ensure the respect and care of the staff, even when managers facing the most difficult dismissal issues.
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