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No matter if you are in an office environment, or lab environment the red flags remain the same. The same goes for Principal Investigators at work. Certain characteristics and behavior constitute a profile that personify the likely candidates and should trigger a red flag: Male between 35 and 55 years old Mid life transition, dissatisfied with life Loner without a true support system Low self esteem Generally works in jobs with high turnover History of being disgruntled during employment Tends to project his shortcomings to others History of intimidating coworkers and supervisors Feels persecuted and views efforts to help with suspicion Watches others for violations and may keep records Interested in weapons, may be a collector or marksman Probably does not have a police record Take potential warning signs seriously, advises Geary W. Sikich, a Principal with Logical Management Systems, Corp., in Munster, Ind., and author of several authoritative books on crisis and hazard response and management. When a person displays several of these characteristics or behavior traits, an employer must take such warning signs seriously. Management, at all levels, who lack the necessary experience and expertise to handle this type of potentially explosive situation should rely on appropriate outside resources. For example, these types of situations may call for specialized psychological counseling or extra security measures on a temporary or even permanent basis, Sikich said. In the health care and research fields, Sikich noted: Nonfatal assaults occur nearly four times more often in health care than in all private sector industries combined. Compounded by performance pressure, the health care workplace has become a pressure cooker for leaders and staff alike. Ideally, the workplace is free of violence, in terms of threats or actions, either verbal or physical. A comprehensive organizational violence prevention program begins with a zero tolerance for violence policy and is supported by a data collection mechanism to monitor violence, ongoing prevention initiatives, and a post-event support plan. Workplace violence monitoring tools typically capture the type, mode, and severity of the incident and, like safety monitoring tools, support the identification of trends for ongoing intervention and education. In the event of a severely violent event, the organizational response should encompass a variety of group and individual efforts to support and stabilize the staff and work environment immediately, and in the many months to follow. Indicators that an individual has potential workplace violence: Attendance Problems Impacts on Supervisor Time Decreased Productivity Inconsistent Work Patterns Poor On-The-Job Relationships Concentration Problems Safety Issues Poor Health/Hygiene Continual Excuses - Blame Unusual Behavior Fascination with Guns - Weapons Possible Drug - Alcohol Abuse Stress in Personal Life Unshakable Depression Warning signs that an individual may become violent: Verbal Threats Physical Actions Bizarre Thoughts Physical Actions: Inappropriate - Repeated Boundary Crossing Angry Confrontations Restlessness & Agitation Bizarre thoughts: Self-Centered Fantasies Irrational Violent Associations or Thoughts Delusional Commands to Act Violently Workplace violence cycle: Obsession Escalation Stated Intentions Repeated Statements - Multiple Reports If you or a co-worker see any of these signs. Please take appropriate actions to report them. Workplace Violence is becoming a norm. Education is the Key to stopping it.
Article Source: http://www.bharatbhasha.net Article Url: http://www.bharatbhasha.net/advice.php/212482 Article Added on Monday, February 8, 2010 | ||||||||
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