Reducing workplace violence by creating healthy workplace environments
| Date | 10 October 2011 |
| Pages | 185-198 |
| Published date | 10 October 2011 |
| DOI | https://doi.org/10.1108/17596591111187710 |
| Author | Bob Bowen,Michael R. Privitera,Vaughan Bowie |
| Subject Matter | Health & social care,Sociology |
Invited paper
Reducing workplace violence by creating
healthy workplace environments
Bob Bowen, Michael R. Privitera and Vaughan Bowie
Abstract
Purpose – The purpose for writing this paper is to help develop and apply integrated models and
methods of best practice that can prevent and manage workplace incivility (WPI) and workplace
violence (WPV).
Design/methodology/approach – This approach uses the framework of the public health model to
integrate neurobiological, behavioural, organisational, mental health, and educational theory into a
holistic framework for the primary,secondary, and tertiary prevention of WPV.The key concepts built into
this model are those of organisational violence (OV), trauma-informed services, and positive behaviour
support (PBS). This approach is further illustrated by case studies from organisations that have
successfully implemented safety protocols that demonstrate the effectiveness of such an integrated
approach. This method is derived primarily from qualitative databased on the expertise and experience
of the authors in the areas of psychiatry, social work research,and instructional implementation as well
as reviews of the current literature.
Findings – This model suggests that understanding WPI and violence as reactions to a combination of
internal and external stressors is key to interrupting these violent responses. Responding to WPV
requires that organisations first take responsibility for their own role in generating WPV and recognize the
impact of organisationally generated trauma on staff and services users. In this behavioural model, WPV
and WPI have functions which require the teaching of replacement behaviours that help individuals to
escape from these stresses in ways that do not cause harm to themselves and/or others. Thus,
management must instruct staff how to teach and reinforce appropriate social and communicative
behaviours in order to replace those behaviours leading to WPV and WPI.
Practical implications – The practical implications of this paper are that it provides human service
practitioners with: an understanding of the functions of reactive violence at work; a methodology to
identify different types WPI and WPV; a framework to proactively teach violence replacement
behaviours, empowering people to address the causative factors in ways that do not cause harm to self
and/or others; skills that can be taught to management and staff individuallyor in group settings, as well
as to service users; and implementation models from various organisations that have achieved
significant reductions in WPV.Another important outcome demonstrated through the case studies is that
significant financial savings can be achieved through reduction of WPI and WPV which may in turn lead
to a related improvement in the quality of life for staff and service users through changes in workplace
practices. This outcome has implications for organisational practice and theory as well as human
services education and training.
Social implications – One key social implication of the model, if integrated into the company’s social
responsibility policies and practices, is the potential for improving the quality of life for staff and patients
in health care settings as well as employees, customers, and service users in other settings.
Originality/value – The originality shown in this paper is the way the three key concepts of OV,
trauma-informed services, and PBS are built into a public health model to prevent and mitigate WPV. This
paper is of particular value to boards of management, organisational directors, supervisors, HR and
training departments as well as direct care staff, service providers, and regulatory bodies.
Keywords Workplace, Violence, Workplace incivility,Positive behaviour support
Paper type Research paper
DOI10.1108/17596591111187710 VOL. 3 NO.4 2011, pp. 185-198,QEmerald GroupPublishing Limited,ISSN 1759-6599
j
JOURNAL OF AGGRESSION, CONFLICT AND PEACE RESEARCH
j
PAGE 185
Bob Bowen is the CEO of
The Mandt System, Inc.,
Richardson, Texas, USA.
Michael R. Privitera is an
Associate Professor of
Psychiatry at the University
of Rochester Medical
Center, Rochester,
New York, USA.
Vaughan Bowie is an
Adjunct Fellow at the
University of Western
Sydney, Sydney, Australia.
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