Time

Specific
Objectives

After the

Content

Teaching Learning Evaluation

Activities
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:

2 min

class
student will
be able to:
To define
the
workplace
violence.

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.

Today we will
discuss about the
topic violence at
workplace.
Define the
Student teacher
workplace
defines the
violence.
workplace violence.

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
.
2 min

To explain
about
epidemiolo
gy of
workplace
violence.

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

Explain
Student teacher
epidemiolo
explains about
gy of
epidemiology of
workplace
workplace violence. violence.

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.
10
min

To
elaborate
the type of
workplace
violence.

Types of Workplace violence

Workplace violence can be divided into four main types: physical, sexual, verbal
and horizontal violence.
Physical:
Assaultattacks 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

Batterythe 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 harassmentto create an unpleasant or hostile situation

especially by uninvited and unwelcome physical conduct (Merriam-

Student teacher
elaborates the type
of workplace
violence.

Discuss the
type of
workplace
violence.

Webster, 2006)

homicidekilling of one person by another

muggingaggravated assaults, usually conducted by surprise and with

intent to rob
Sexual:

rapesexual intercourse with a person forcibly and against her will

including attempt or assaults to rape

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:
threatExpressions 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:

hostilitydeep-seated ill will or conflict, opposition, or resistance in

thought or principle
verbal harassmentto annoy persistently or to create an unpleasant or
hostile situation especially by uninvited and unwelcome verbal
conduct
bullyingwhen 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 ICriminal 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 IICustomer/client/patient violence. Incidents are those in which the
perpetrator is not an employee but has a relationship with the business as a
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 IIIWorker-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 IVViolence 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:

4 min

To
enumerate
the
consequenc
es of
workplace
violence.

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

Loss of confidence in ability

Changes in relationships with coworkers

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

Enumerate
Student teacher
the
enumerates the
consequenc
consequences of
es of
workplace violence. workplace
violence.

economic issues)
Negative consequences for institutions can include:

5 min

To describe
the risk
factors of
workplace
violence.

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

Describe
Student teacher
the risk
describes the risk
factors of
factors of
workplace
workplace violence. violence.

Diminished public image

Risk Factors of Workplace Violence

UQAM (Universit du Qubec Montral) Sociology of Work Professor Angelo
Soares has identified several social and organizational factors that may foster the
outburst of violent incidents at work:
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;

15
min

To explain
the
prevention
of
workplace

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:

Explain the
Student teacher
prevention
explains the
of
prevention of
workplace
workplace violence. violence.

violence.

health care employees

correctional officers

social services employees

teachers

municipal housing inspectors

public works employees

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.

Make sure all employees know your organization's code of conduct. These
measures should reflect your organizations 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 wellbeing 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
teams performance.)

Where possible, plan social or training activities that help team members get

to know each other and discover each others strengths and weaknesses,
from a standpoint of openness to such differences and of acceptance of each
team members 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. Thats 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 aggressors
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
aggressors unpredictable behaviour is often caused by alcohol or drug use.
7. Avoid physical retaliation at all costs, unless it is your last resort in selfdefence. 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,

Summary
Today we have
discussed the topic
violence at
workplace.

Conclusion
Workplace violence
has emerged as an
important safety
and health issue in
today's workplace.
The Occupational
Safety and Health
Administration's
(OSHA's) response
to the problem of
workplace violence
in certain industries
has been the
production of
OSHA's guidelines
and
recommendations

family members and friends, and to seek their comfort and support.
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.

to those industries
for implementing
workplace violence
prevention
programs.

BIBLIOGRAPHY
1. 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
Class
Subject
Unit

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

Topic
Group
Size of the group
Venue
Duration of Teaching
Method of Teaching
A/V Aids
Date and Time
Previous Knowledge

: - Violence at Workplace
: - M.sc Nursing 2nd year
: - 03
: - M.sc Nursing 2nd year classroom
: - 1 hour
: - Lecture cum Discussion
: - power point presentation
:: - Students have some awareness about the topic violence at workplace.

GENERAL OBJECTIVES
STUDENT POINT OF VIEW
After 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

ON
VIOLENCE AT WORKPLACE

Submitted to
by
Mrs. Urmila Bhardwaj
Associate professor
year
r.c.o.n

Submitted
farha usmani
m. sc nursing 2 nd