Aggression, Violence and Harassment faced by individuals in an organization

SUBMITTED TO: Ms. AISHA EHSAN SUBMITTED BY: ANIS UL HASSAN SHEIKH HANAN ELAHI RAZA MURAD
SUBMITTED ON: 03-Oct-12

LITERATURE REVIEW
INTRODUCTION: AGGRESSION: Aggression refers to any behavior that is hostile, destructive, and/or violent. Generally, aggressive behavior has the potential to inflict injury or damage to the target person or object. Examples: Physical Objects Property Destruction Verbal Threats Self-Harming behaviors.

VIOLENCE: The intentional use of physical force or power, threatened or actual, against oneself, another person, or against a group or community, that either results in or has a high likelihood of resulting in injury, death, psychological harm, maldevelopment or deprivation. Examples: Intimidating, harassing, bullying, belligerent, or other inappropriate and aggressive behavior. Numerous conflicts with customers, co-workers, or supervisors. Bringing a weapon to the workplace (unless necessary for the job)

HARASSMENT: Unwanted conduct on the grounds of race, gender, sexual orientation. Examples: Any behavior that demeans, embarrasses, humiliates, annoys, alarms or verbally abuses a person and that is known or would be expected to be unwelcome. This includes words, gestures, intimidation, bullying, or other inappropriate activities. Making sexual comments, or abusing someone's race, religion or sexual orientation.

BACKGROUND: 1. Workplace Aggression: LeBlanc, M.M. and Barling, J. (2004) observes that members of the public or organizational outsiders have the largest contribution in workplace aggression. Internal employees of the organization rarely beat their colleagues to death, but they are mostly found in mentally torturing them by physical means of beating, mugging, etc. A good number of these internal members actions are non-staged acts such as making noisy sounds, backbiting or cross-talking about their colleagues. It is exhibited that unfairness & inequality and poor management have been the frequent causes of the members aggression. The author concludes that these aggression-hit people has shown signs of weak health and negative emotions (engaged in a disturbed state of mind) which has marked a drop off in their productivity caused by unconstructive behaviors.[1] 2. Workplace Bullying: The universal competition has given birth to numerous problems for the managers one of which is bullying in the workplace. The furious increase in the rate of change on the working complications has dragged bullying as a common act inside the working environment. The respective article allows to look into the fundamentals from where bullying has emerged with the help of nature which means that the habit of bullying is largely affected by the innate genetic make-up of an individual as well as nurture which means that one develops this habit by getting affected by his surroundings or other natural environment. Furthermore, the managers are taught to measure and look upon the acts of bullying in large-scale organizations. (Harvey et al., 2008) [2] 3. Workplace Harassment: This donates in spoiling the workplace. The study reveals that harassment is emerged on the grounds of religion, belief, disability, race or other differences as per US legal definition (Carbo, 2008), and may also be considered illegitimate in the case of unjust outcome, poor decisions of availing a certain job like termination or demotion. Sexual harassment is a branch of workplace harassment issues recognized with gender/sex lines.
[3]

(Fitzgerald et al., 1999, p. 249)[4] states

many of the four behaviors of sexual harassmentsexist behavior, sexual hostility, unwanted sexual attention, and sexual coercion. The definition says Sexist behaviors are experiences that can be considered primarily discriminatory based on ones sex

This partly covered definition can make distinction between antecedents and outcomes of gender discrimination versus harassment somehow complex. The rest of the three definitions describe harassment in a more sexual manner.

Conclusion: Workplace violence is a complex and common issue faced by almost all the organizations that has grabbed the minds of vast majority of people, health experts, psychotherapists and other law-enforcement professionals. The extended variety of acts that list under this rubric culture include all violent behavior and rapidly increasing threats of violence, as well as any demeanor that can result in physical injury, damage to property, induced sense of fear, and otherwise impede the normal course of work. Threats, harassment, violence, intimidation, bullying, stalking, intimated partner violence, physical or sexual assaults, and homicides list within this category. [5] Workplace Violence real life incident: Dimoff, T.A., president at a local firm in Ohio, found a member of the organization threatening to his colleague that he would go home and get his gun (out of frustration). The HR department immediately responded to this unfavorable situation whereby Dimoff communicated the worker in person and talked the matter out by and settled it. The worker was also provided with counseling in order to calm him down for the good sake of the organization in future. (Stephenie Chen, 2010). When the matter was further investigated, the results revealed that this person was overburdened with office work and had no leisure time which means that he was equipped with many office chores and had less time to rest. He had many responsibilities which forced him to burst out into frustration and behave in such indifferent way. It is recommended that the employees get free time for leisure activities in order to get an effective output. [6] Workplace Bullying real life incident: Ron Thomas: As I opened the door, I saw her with her back turned and shoulders slumped. When she turned around, I could see that she had been crying. I felt bad but it made

me realize that I am not the only one who gets verbally abused. The kicker was that she was a senior level person. This incident took place to a senior lady manager who was insulted by her senior manager in a room full of people. When Ron Thomas interrogated the matter, he was told that everyone in the organization has to undergo such behavior. Gradually, many workers in the office are seen shouting and affected by the unjust behavior of the seniors. The disease has charged the employees of the organization with minute mental disorders. We hear many such complaints from many employees belonging to different organizations, especially large-scale organizations. The seniors dont realize, but they should revise their attitudes towards their subordinates. This strict manner affects the production and environment of the organization in a very negative way. Such sort of behavior only brings devastation and destruction in the performance of the organization, and may result in increasing complains, unhygienic behavior, lower interactions, communication gaps, high-turnover rates and unpleasant environments. [7] Workplace Harassment Real Life Incident: According to Wikipedia (2010), the suicide of Phoebe Prince (dated as January 14, 2010) emerged as charging some teenagers with few obligations. They had to face criminal trial for charges including statutory rape and civil rights violations, as well as to the passing of stricter anti-bullying legislation by the Massachusetts state legislature. It further points out that Prince changed his designation to South Hadley, Massachusetts, from Ireland. The lines of the newspaper said, Her suicide, after suffering months of harassment from school classmates, brought international attention to the problem of bullying in US schools. Meeting the date of March 2010, a committee shaped up for the cause of her death. The Massachusetts legislation emerged as on May 3, 2010. The accused teenagers were then brought into custody to face the trials in 2011 with reference to the trial hearings on 15th September, 2010. The accused group was found guilty on 5th May, 2011. [8]

TABLE[9]: 21st century bullying. Comparison of peer and bullying conflict

(Treadway et.al., 2008) Some people are not affected by bullying like the others; the trauma through which everyone goes is different. Different people respond in different ways to bullying. Some people are not effected as deeply as the others. Some people are so tormented that they end up taking their own life to escape the misery others have put them through.

http://www.fbi.gov/stats-services/publications/law-enforcement-bulletin/january2011/workplace_violence_prevention

It is obvious that the physical disability is not the main reason for people being forced to leave their jobs (Vickers, 2009, as cited in LaRocca et al., 1982). Recently, bullying at work has become a major issue and people are trying to recognize it as problem that is troubling most organizations (Vickers, 2009, as cited in Einarsen et al., 1994; Hoel et al., 2003). Bullying can be extremely harmful, it's effects on the human personality are shockingly devastating. Bullying includes being hostile or threatening someone verbally, nonverbally, or harassing them (Vickers, 2009, as cited in Yamada, 2000, pp. 478; Felson, 2000, pp. 10). Other ways to bully include

lying, cheating, bad-mouthing, using unethical language, increasing workload unnecessarily, stereotyping (Vickers, 2009, as cited in Gabriel, 1998; Farrell, et al., 1999).[10] It has been argued that three responses have been observed from organizational representatives when it comes to bullying: (1) see no evil, (2) hear no evil, and (3) speak no evil (Ferris, 2004, pp. 391). The see no evil was found in organizations where representatives had decided not to interfere with bullying or any other unacceptable activity being carried out; slowly this negative behavior became somewhat acceptable, when in actuality it was not the case. Also, the employee being bullied was blamed for not being able to defend him/herself and for being a weakling.[11] Everyone should be educated about bullying so its impact on the organizations is lessened. Bullying does not have a legal status, as yet, although some states have passed bills that condemn it. However, there are still many organizations that are not taking bullying as a serious issue, despite of its growing awareness. STRATEGIES TO PREVENT HARASSMENT IN WORKPLACE: [12] Strategies for Prevention There are a number of steps that you can take to reduce the risk of sexual harassment occurring in your workplace.

Adopt a clear sexual harassment policy. In your employee handbook, you should have a policy devoted to sexual harassment. That policy should:

define sexual harassment state in no uncertain terms that you will not tolerate sexual harassment state that you will discipline or fire any wrongdoers set out a clear procedure for filing sexual harassment complaints state that you will investigate fully any complaint that you receive, and State that you will not tolerate retaliation against anyone who complains about sexual harassment.

Train employees. At least once a year, conduct training sessions for employees. These sessions should teach employees what sexual harassment is, explain that employees have

a right to a workplace free of sexual harassment, review your complaint procedure, and encourage employees to use it.

Train supervisors and managers. At least once a year, conduct training sessions for supervisors and managers that are separate from the employee sessions. The sessions should educate the managers and supervisors about sexual harassment and explain how to deal with complaints.

http://www.fbi.gov/stats-services/publications/law-enforcement-bulletin/january2011/workplace_violence_prevention

PREVENTING WORKPLACE VIOLENCE:[13] 1. IMPLEMENT SECURITY MEASURES: Security measures can range from a simple locked door to a full time security guard. Companies should install security systems that adequately ensure employees safety. The following actions can help to reduce work place violence: * Make high-risk areas known and visible to more people. * Install good external lighting. * Use drop safes to minimize cash on hand. * Install silent alarms and/or surveillance cameras.

* Provide training in conflict resolution and non violent response behaviour. * Have policy/security routinely check on workers. * Close establishments during high-risk hours, late at night or early in the morning. DUTIES OF EMPLOYEES: * Instruct employees to: Report any unescorted visitors To establish and follow good opening and closing procedures. To use all security devices available, such as locks, lights and alarms. 2. HIRE CAUTIOUSLY: An important step to minimize workplace violence is to minimize the chance of hiring a violent worker. First the employer should carefully review the employment application looking for any irregularities in the applicants employment or educational background.
Second, because there is a high likelihood that the violent worker has experienced some sort of problem at a previous employer, complete reference checks are critical.

Whitmore and Kleiner (2005) illustrate that Violence in the work place has continued to increase in recent years and, unfortunately there is no reason to believe the trend will sub side. This fact places employers in a difficult position. They must balance their obligations to ensure a safe work environment with restrictions that limit their ability to weed out individuals most likely to engage in violent behavior. Companies need to be pro active without being over reactive.[14]
RESEARCH : (source: FBI) Research has shown that many of these situations are over in minutes and law enforcement may not arrive in time. As a result, employees have to become stakeholders in their own safety and security and develop a survival mind-set comprised of awareness, preparation, and rehearsal. Vigorous prevention programs, timely intervention, and appropriate responses by organizations and their employees will contribute significantly to a safe and secure work environment.

http://www.fbi.gov/stats-services/publications/law-enforcement-bulletin/january2011/workplace_violence_prevention

Critical Analysis:
We have used a quantitative approach, i.e., deductive approach to complete our research on the issues faced by the individuals within an organization. Studying the facts and figures, we have also learnt many issues that bother an individual in his professional career such as bullying, and other inappropriate measures carried out of frustration whereby aggressive, violent behaviors and incidents of sexual harassment have been discussed in detail. Following criticism would hinder the birth of all these problems:

There could be organizations having a different department for fresh recruits who keep a strict eye on each of them to save these individuals from bullies. Recruits are hired carefully, keeping in view their capability of soft skills and conceptual skills that would help in maintaining a peaceful environment guarding their people from major frustrations that may give rise to number of issues. Providing the employees with monetary and non-monetary benefits would have a positive impact on the environment of the workplace free from any aggressive or violent behaviors Countries like Saudi Arabia would render least results of sexual harassments as women there are not allowed to work and their controlled crime rate would also hinder the rise of any experiences which could be harmful to the society.

REVIEW IN THE LIGHT OF PRACTICAL APPLICATION:

This world has become a global village and we get to see real competition with the ever increasing complexities and complications in it with the passage of time. A variety of problems have emerged infecting all the individuals, but we have highlighted very few problems often found in the workplace environment. We have talked about aggression, violence and harassment in the workplace which are supposed to be the initial causes of crashing of the economies as by resulting in the negative balance of trade & balance of payments (BOPs), rising of unemployment and hence increase in inflation rate which has caused the under-developed economies like Pakistan as to weaken the purchasing power of the individuals of the region. This is because when the producers (workers) are not considered and their needs are over-looked so it obviously causes de-motivation in them which results in a decreased output of the organization (reduction in the output of the economy). Its strictly recommended adopt a kind attitude with your subordinates if you need to improve the performance of your business, hence putting on a positive impact on the whole economy. For this, the senior managers of the company or organization have to be lenient with their subordinates and should provide them with (non)monetary benefits, performance based commissions and recognitions and especially the leisure time to relax themselves which would benefit the organization and later, benefit the economy. These seem to be very little problems but when they rise at national level, it comes out as a disaster in the economies. Therefore, we may interpret that for bringing a change in the society or the economy, we have to bring a change in ourselves by improving our own attitudes.

REFERENCES:
Carbo, J. A. (2008). The right to dignity at work: Critical management studies and corporate social responsibility insights into workplace bullying. 70. Available from Oclc Dissertations database. [3] Ferris, P., (2004, August 23), 'A preliminary typology of organizational response to allegations of workplace bullying: see no evil, hear no evil, speak no evil', British Journal of Guidance & Counseling, Routledge, Vol. 32, No. 3, pp. 391-94. [11] Harvey, M., Tradway, D., Heames, J.T., and Duke, A. (2009). Bullying in the 21st Century Global Organization: An Ethical Perspective. Journal of Business Ethics 85:27-40. [9] Larsen, S. E., & Fitzgerald, L. F. (2010). PTSD Symptoms and Sexual Harassment: The Role of Attributions and Perceived Control. Journal of Interpersonal Violence. [4] LeBlanc, M.M. and Barling, J. (2004), Workplace Aggression, Current Directions in Psychological Science, Vol. 13, No. 1, pp. 9-12 [1] Vickers, M. H., (2009), 'Bullying, disability and work: A case study of workplace bullying', Qualitative Research in Organizations and Management: An International Journal, Emerald Group Publishing Limited, Vol. 4 No. 3, 2009, pp. 259-67. [10] Whitmore, L., Kleiner, B.H. , (1999),"Violence in the workplace", Management Research News, Vol. 22. Iss: 8 pp. 12 17. [14]

Other Sources:
By Stephanie Chen, CNN | August 23, 2010 [6] http://edition.cnn.com/ [7] http://www.fbi.gov/stats-services/publications/law-enforcementbulletin/january2011/workplace_violence_prevention [5] http://www.nolo.com/legal-encyclopedia/preventing-sexual-harassment-workplace29851.html [12] Tips to prevent workplace violence journalstar.com/article_2bda9f46-c734-11df-a54f001cc4c002e0.html [13] Wikipedia (2010), Suicide of Phoebe Prince, [online], Available from http://en.wikipedia.org/wiki/Suicide_of_Phoebe_Prince, [Accessed on 26th February, 2012] [8]