An analysis of the issue of the violent acts in the workplace in the united states

Sometimes, a reprimand or outright termination is not enough to resolve the problem. If an employee is fired and feels like they have nothing left to lose, they may decide that the only course of action is to attack their workplace. The most notorious example involved Patrick Henry Sherrill, a year-old mail carrier from Edmond, Oklahoma.

An analysis of the issue of the violent acts in the workplace in the united states

The percentages of those reporting that they have neither experienced nor witnessed mistreatment were: A study by Einarsen and Skogstad indicates older employees tend to be more likely to be bullied than younger ones. But this is unproven and lacks evidence.

An analysis of the issue of the violent acts in the workplace in the united states

The researchers suggest referring to workplace bullying as generic harassment along with other forms of non-specific harassment and this would enable employees to use less emotionally charged language and start a dialogue about their experiences rather than being repelled by the spectre of being labelled as a pathological predator or having to define their experiences as the victims of such a person.

Tony Buon and Caitlin Buon also suggest that the perception and profile of the workplace bully is not facilitating interventions with the problem. Cooper, most the perpetrators are supervisors. The second most common group is peers, followed by subordinates and customers. Between supervisor and subordinate Employees and customers Bullying may also occur between an organization and its employees.

An analysis of the issue of the violent acts in the workplace in the united states

Bullying behaviour by supervisors toward subordinates typically manifests as an abuse of power by the supervisor in the workplace. Bullying behaviours by supervisors may be associated with a culture of bullying and the management style of the supervisors. An authoritative management style, specifically, often includes bullying behaviours, which can make subordinates fearful and allow supervisors to bolster their authority over others.

On the other hand, some researchers suggest that bullying behaviours can be a positive force for performance in the workplace. Workplace bullying may contribute to organizational power and control.

However, if an organization wishes to discourage bullying in the workplace, strategies and policies must be put into place to dissuade and counter bullying behavior. In addition to supervisor — subordinate bullying, bullying behaviours also occur between colleagues.

Peers can be either the target or perpetrator. If workplace bullying happens among the co-workers, witnesses will typically choose sides, either with the target or the perpetrator.

Perpetrators usually "win" since witnesses do not want to be the next target. This outcome encourages perpetrators to continue their bullying behaviour. In addition, the sense of the injustice experienced by a target might lead that person to become another perpetrator who bullies other colleagues who have less power than they do, thereby proliferating bullying in the organization.

Although less frequent, such cases play a significant role in the efficiency of the organization. Overly stressed or distressed employees may be less able to perform optimally and can impact the quality of service overall. The fourth relationship in the workplace is between the organization or system and its employees.

An article by Andreas Liefooghe notes that many employees describe their employer as a "bully. Tremendous power imbalances between an organization and its employees enables the employer to "legitimately exercise" power e.

Although the terminology of bullying traditionally implies an interpersonal relationship between the perpetrator and target, organizations' or other collectives' actions can constitute bullying both by definition and in their impacts on targets.

However, while defining bullying as an interpersonal phenomenon is considered legitimate, classifying incidences of employer exploitation, retaliation, or other abuses of power against an employee as a form of bullying is often not taken as seriously.

Organizational culture and Bullying culture Bullying is seen to be prevalent in organizations where employees and managers feel that they have the support, or at least the implicit blessing of senior managers to carry on their abusive and bullying behaviour.

People may be bullied irrespective of their organizational status or rank, including senior managers, which indicates the possibility of a negative domino effect, where bullying may cascade downwards, as the targeted supervisors might offload their own aggression onto their subordinates.

In such situations, a bullying scenario in the boardroom may actually threaten the productivity of the entire organisation.

News & analysis of the United States Court of Appeals for the Third Circuit, by Matthew Stiegler

Culture Research investigating the acceptability of the bullying behaviour across different cultures e. One's culture affects the perception of the acceptable behaviour. One's national background also influences the prevalence of workplace bullying Harvey et al.

Humane orientation is negatively associated with the acceptability of bullying for WRB Work related bullying. Performance orientation is positively associated with the acceptance of bullying.

Future orientation is negatively associated with the acceptability of bullying.

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A culture of femininity suggests that individuals who live and work in this kind of culture tend to value interpersonal relationships to a greater degree. Three broad dimensions have been mentioned in relation to workplace bullying: In Confucian Asia, which has a higher performance orientation than Latin America and Sub-Saharan Africa, bullying may be seen as an acceptable price to pay for performance.

The value Latin America holds for personal connections with employees and the higher humane orientation of Sub-Saharan Africa may help to explain their distaste for bullying. A culture of individualism in the US implies competition, which may increase the likelihood of workplace bullying situations.

Culture of fear[ edit ] Main article: Culture of fear Ashforth discussed potentially destructive sides of leadership and identified what he referred to as petty tyrantsi. An authoritarian style of leadership may create a climate of fear, where there is little or no room for dialogue and where complaining may be considered futile.Dear Twitpic Community - thank you for all the wonderful photos you have taken over the years.

We have now placed Twitpic in an archived state. Violence against employees occurs in a variety of circumstances and situations including: robberies and other crimes, actions by frustrated or dissatisfied clients and customers, acts perpetrated by disgruntled co-workers or former co-workers, and domestic incidents that spill over into the workplace.

Mar 21,  · The expression “going postal” describes someone who snaps and inflicts violence in a workplace environment. The word “postal” was chosen because an abnormally high number of violent incidents have featured United States .

Mass murder, shooting sprees and rampage violence: Research roundup While FBI statistics show that levels of violent crime in the United States, including murder, In terms of violent acts in a school context, the FBI compiles useful background materials and .

This guide stresses the systematic causal analysis of gender inequality. The analytical questions raised and the readings listed consider why and how gender inequality arises, varies across and within societies, persists over generations, produces conformity by individuals and institutions, resists change, and sometimes changes dramatically.

Home. Bio. Press Room. Research. Teaching. At Play. Links. Contact Info: Books · Lankford, A. (). The Myth of Martyrdom: What Really Drives Suicide Bombers.

Workplace Violence Statistics in Shook the United States to the Core.