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Mental Health

How To Handle Workplace Violence

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Building And Reinforcing Teams (14)

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Akindotun Merino

Violence accounts for roughly one quarter of work related deaths in the United States. In order to prevent workplace violence, it is essential that managers and employees are able to identify individuals who could become violent and understand how to diffuse dangerous situations. Violent behavior does not appear out of nowhere. There are different behaviors that indicate possible violence over time.

There are several different behaviors that can lead to violence if left to escalate. It is the responsibility of every manager to know employees and how they behave in order to identify possible problems. Customers and vendors can also be the cause of workplace violence. Here are types of behavior problems:

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Acting Out: Employees express anger in inappropriate ways such as yelling, slamming, etc.

Irresponsible Behavior: Employees do not take responsibility for their actions.

Selfish Behavior: Employees do not care how their actions affect those around them.

Mixed Behavior: Employees verbally agree to follow rules, but do not.

Rigid Behavior: Employees are unwilling to try new things and take direction.

Avoidance: Employees lie, drink, or take drugs.

Extreme Behavior: Employees completely alter the way they act.

Odd Behavior: Employees have poor social skill or obsess about ideas or people.

When an employee exhibits questionable behavior, it is essential that the behavior is addressed before it escalates. Employers need to document behavior and discuss it with the employee. Talk to the employee about how the negative behavior affects work. It is important not to attack the employee on a personal level. Remember not to assume everyone who has a bad day is going to become violent.

If you are aware of any problems that your employee is facing, help by offering training, counseling, or both. Monitor behavior. If things do not improve, it may be necessary for a problem employee to leave. Security needs to be aware of any troubled employees who leave an organization. Employees who are paranoid, antisocial, or preoccupied with weapons, should be watched carefully.
Employers need to implement workplace violence action plans. It is important to train employees how to recognize and prevent violence. An action plan should reflect certain elements.

Action Plan can include:
Screening: Use background checks and reference checks to hire stable individuals.

Security: Implement a security protocol.

Mediation: Help employees find ways to resolve disputes.

Balance: Create programmes that will promote work and life balance.

Assess: Hire a threat assessment team to watch for potential violence.

Responsibilities: Outline employer and employee responsibilities.

Situation Management: Have a plan in place for the worst-case scenario.

Post Situation Management: Have a plan ready to support employees after a crisis.

There are risks with every job, but employers have an obligation to identify potential safety hazards and address them. Hazards are unique to each profession, but there are common hazards that are directly related to violence at work. Risk assessments and evaluations should be done periodically to ensure the safety of everyone in the workplace.

It is important to identify hazards that can contribute to workplace violence. Identify hazards so that risks can be assessed and plans implemented that will control the risk and protect employees. There are some common hazards that all companies need to be aware of.

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  • History of workplace violence
  • Job description
  • Working with valuable merchandise
  • Number of people working
  • Lack of security cameras and visibility

Once you identify the potential hazards, use them to assess the risk of violence in your organization. For example, employees should not work alone. If employees do work alone, there should be a strict safety and security protocol. Employees are also at risk if they handle expensive merchandise. Do you have plans in place that prevent the hazards from becoming actual risks? Assessing risks is done so that the risks can be controlled. While there is no such thing as perfect safety, there are steps to add in policies and procedures that will help prevent workplace violence.

For example, always open or close with at least two people in the building, and do not let customers in after hours. The needs of each organization will be different, but using the assessment as a guide will help maintain a safe work environment. A safe work environment requires employers to evaluate and review their risk assessments regularly. Plans need to change to suit the needs of the individuals. It is essential that the data used to implement plans be accurate. Evaluations and reviews allow managers to make informed decisions about the constantly changing work environment.

Not every personal conflict is the result of bullying. For example, an employee who is reprimanded for breaking a rule is not necessarily being bullied. It is bullying, however, if the manager, yells, humiliates, or threatens the employee. The problem with bullying is that it does not appear to be bullying. This is why many bullying acts are considered legal.
Not Bullying:

  • Coaching an employee
  • Reprimanding employees who break rules
  • Refusing to promote a low-performing employee
  • Legitimately complaining about a coworker
  • Not being personal friends with a coworker

If you are the victim of bullying, there are certain steps that you need to take to protect yourself. Bullying is harder to prove than classic harassment. The targets of bullies usually leave their organizations out of self-preservation, but it is in an employer’s best interest to eliminate bullying behavior. While most bullying is not illegal, per se, it does cost companies money.

Steps:

  • Recognize the problem: Do not accept the bully’s definition of you. The bully is the problem.
  • Keep a paper trail: Record bullying incidents, and keep documents that counter a bully’s claims about your work.
  • Have a witness: Have a witness around during meetings with the bully.
  • Inform your supervisors: Make the appropriate supervisor aware of your situation.

You may or may not want to confront a bully. If you fear retaliation, it might be best to avoid a direct confrontation before going to a supervisor.

READ ALSO: Arrest Northern Terrorists As You’ve Arrested Nnamdi Kanu – HURIWA Tells Govt

Policy and procedures are created to enforce the company Code of Ethics and prevent problems in the future. Every organization should have an anti-harassment policy and procedures established. Policies not only issue rules; they establish who is responsible for enforcing those rules. They make the difference between acceptable and unacceptable behavior clear.

Dr. Akindotun Merino is a Professor of Psychology and a Mental Health Commissioner in California. Share your successes and challenges:

Prof. Akindotun Merino
Jars Education Group
info@akinmerino.com
YouTube.com/akinmerino
Instagram: @drakinmerino: Twitter: @drakindotun

 

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Mental Health

Strong Mental Will: A Tool For Fulfilment Of Dreams 

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The Futility Of A Marital Chase
Dr Hope Nwawolo

By Hope Nwawolo

As a young girl in a boarding school many years back, l found myself interested in reading articles and novels. One day, l picked a piece of torn paper from the ground and a particular sentence caught my attention.  It read, “…whatever you are as a young girl will determine what you become as an adult’’.  Without giving a thought to the fact that situations and people could change according to circumstances, my young mind went to work immediately, particularly on how l wanted to look as a woman years later. At that time, l was on the fat side. I told myself that l would not want to develop a bulging tummy as a woman. I never even gave thought to the changes women go through as a result of child bearing. However, my young mind knew l needed to do something immediately in order to achieve what l wanted many years after.  I took my house dresses and school uniforms and used my hands to take in the sides so that l had to tuck in my tummy any time l wore them.  Somehow l felt l could control my tummy from getting bigger if l kept it tucked in most of the time. And of a truth l did and needless to say that some students liked my style and did same to their uniforms. Talk about setting the pace!

At the time of taking the decision, l never even knew it was lady-like to tuck in your tummy. All l was seeing was me as a woman in future, without a bulging tummy. It never crossed my mind that child bearing or any abdominal surgery could discourage one from tucking in the tummy at will. And years later, after having four births, of which two where through caesarean sections, I have maintained the habit of tucking in my tummy and this has helped in sustaining a moderate waist line even as l increase in years.  

Another striking instance was when l went in for my masters’ degree. I told myself l would not stop my academic education until l had my doctoral degree. Sadly, before l finished the masters’ programme, l came across several doctoral students who had been on the  programme for upward of six years and were not near completion. I got discouraged and quietly finished my programme and did not look back. My mental will bowed to the discouraging sights of struggling doctoral students. Luckily, years after, the dream came alive again and l began to nurse it. Even after a professional masters’ programme, eight years after my first masters, l was still nursing the idea of a doctoral degree. Finally, fifteen years after my first masters’, I was going through the newspaper in my office when l came across a postgraduate admission advert of a private university. There and then, a strong desire to apply for a doctoral degree came over me and was so strong that l did not tell anybody so as not to get discouraged, particularly because of the high school fees. As a matter of fact, being a civil servant should have been my worry, but l just felt strong in my mind that it would work out itself.

Honestly, from the time of my sending my application to getting admission, I did not have the money for the first year of the four and half years programme and l did not want to further stress my husband who was paying school fees for my sons in private secondary school and private university. All the same, l was strongly determined to start it with complete trust that God would make the way as l went through the journey. With an undaunted mental will, He did beyond my expectations, with awesome colleagues, lecturers that were as interested for us to complete the programme as at when due as we were. 

One may want to ask how l was able to overcome the initial financial hurdle. Like l said, with the burning passion in me and a complete trust in God to provide the necessary fees, my eyes became open to certain opportunities of side hustle with two of my friends, which gave me added income to my salary. I immediately cut down on certain expenses like buying new clothes and frivolous social outings, and prioritised my needs, particularly as the school allowed for instalment payment of fees, over the semesters. 

To become mentally strong, is about shifting your whole perspective, since it is human nature to be afraid of things that we cannot control or to crumble in the face of difficulty. It is the fight or flight response that is embedded in who we are. Unfortunately, once you are in that mind-set you are giving your mental power away to a circumstance and the only power that you have is really the power of perception. And when you shift your perception and just feel like: I can handle this, I can do this,  I can turn this around, I can use this to my good — then you gain that ability. 

Mental strength is about knowing that you are creating your reality, just like l did as a young girl in secondary school. We create our reality by our thoughts, our beliefs, our actions, our habits. And sure, sometimes things happen out of our control, but most of the time, we do not go far away from achieving our dreams.  

 Nwawolo, PhD, writes in via

hopenwawolo@yahoo.com

 

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Mental Health

How To Identify Fake Friends

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Prof. Stella Roy-Omoni

Most people surround themselves with fake friends who are killing them subtly and are smiling with them. You need to identify the genuineness of your so- called friend before he/she destroys you.

Identifying a fake friend can involve noticing certain behavioral patterns:

1. Lack of Support: They might be absent or unsupportive during your challenging times, showing disinterest or avoiding your needs.

2. One-sided Relationships: They tend to benefit more from the friendship without reciprocating care or effort.

3. Gossip and Betrayal: Fake friends might gossip about you behind your back or betray your trust.

4. Inconsistent Behavior: Their actions and words may not align consistently, making it hard to trust them.

5. Conditional Friendship: They’re around only when it suits their interests or when they need something from you.

6. Manipulative or Self-centered:They may manipulate situations for their benefit or constantly talk about themselves without considering your feelings or experiences.

Being mindful of these traits can help distinguish between genuine friends and those who may not have your best interests at heart. Trusting your instincts and observing behaviors over time often reveals the authenticity of a friendship.

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Mental Health

Building And Reinforcing Teams (3) (16)

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Building And Reinforcing Teams (14)

By Akindotun Merino
When you find yourself excessively self-oriented, this is a sign that you need to deepen your humility and refocus on serving others. Here are some ways to help you foster a greater sense of humility:

Allow others to be first and foremost. Insisting on being the first in line, the first to raise your hand in a class, the first to get the parking spot, and so on, has a tendency to inflate one’s sense of self-importance. However, when you allow others to have the spotlight or be first, it gives you a better vantage point to appreciate their gifts and what they are able to bring to the table. And when you can do this, you actually find yourself in a better position to lead others because you understand how they can best contribute.

Don’t insist on being right. Nobody likes to be wrong, including other people. When you are wrong it puts you in a vulnerable position, which can be scary. However, vulnerability is often what makes a person beautiful and appreciable. Allowing others the legitimacy of their beliefs without correction from you is a charitable act.

Listen to what other people think more than telling them what you think. Dale Carnegie once said that the sweetest sound to anyone is the sound of their own voice. Really paying attention to what other people have to say without having to correct or undermine them helps you to stay oriented outward rather than being self-absorbed.

READ ALSO: Building And Reinforcing Teams 2 (15)

Try not to judge others. An old saying goes like this, “When you point a finger at someone else, you have three fingers pointing back at you.” While it is tempting to judge another person, to assess what they are doing and how they are doing it, when you do so, you are presuming that you know better. Unfortunately, unless you have lived the experiences of another person, you cannot know what is best for them. Your grasp on another person’s situation will always be incomplete because you don’t have the complete picture.

Finally keep your balance. Throughout the whole process of becoming a more effective leader and a more effective human being, two tools can help smooth the way. The first is developing a greater sense of gratitude. When you wake up in the morning, or while you drink your coffee or eat breakfast, either write down in a notebook or type on your computer a list of five things for which you are grateful. If you keep this gratitude journal every day, it will have a cumulative effect on your keeping a positive outlook.

The second tool’s importance cannot be understated. No matter how much you have on your plate at any given time, it is important that you take the time to play. Whether this is a hobby such as painting or an activity such as playing video games, make a point of scheduling play time for yourself at least two to three times a week. This will help you to balance out all the stress you have in your life.

Dr. Akindotun Merino is a Professor of Psychology, CEO of Jars Group and Mental Health Commissioner in California. Feel free to share your successes and challenges:

Prof. Akindotun Merino
info@akinmerino.com
YouTube.com/akinmerino
Instagram: @drakinmerino 

Twitter: @drakindotun

 

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