Workplace Violence in Healthcare

Abstract

During the past decade, the widespread and cost involved in Workplace violence, manifestation of discrimination based on sex, became a major concern in the nationally and internationally. The ILO defines Workplace violence as behavior based on gender, character unpleasant and offensive to the sufferer. Violence against women is one of the most prevalent forms of interpersonal violence. There are two main classifications of violence against women. One of them is known as "structural" or "indirect" violence. Finally, several work-related factors may be associated with violence. These include the difficult working conditions (overload, intense, etc.) various aspects of work context (cuts, lack of support from employer etc.) and some elements related to the organization of work (forms of management to foster competitiveness among employees, etc.). (Baron, 2009) To be productive, they require to be undertaken inside an organized administration scheme that is incorporated inside the organization.

Table of Contents

Workplace violence in healthcare

Introduction

The laws that protect the workforce against Workplace violence may reflect different theories on this subject. They can deal with Workplace violence as sex discrimination, as an affront to dignity, or as a health and safety at the site of work. In many developing countries, Workplace violence is considered an affront to the dignity that carries criminal penalties for offenders. (Boxman, 2009, 51) U.K. laws are based on a perception of Workplace violence as a form of discrimination in which the liability rests with the employer. In many European countries, Workplace violence legislation incorporates the perspectives of discrimination, dignity, and health and safety. (Wright, 2008)

To downplay the gender issue, this approach departs harassment legislation of the theory of discrimination and violence against women to bring it to broader issues of individual dignity and health and safety at work. A positive result of this approach is that it can include a wide range of harassment claims, as submitted by the victim of the same sex, but do not pay attention to a cause behind much of the Workplace violence. (Berger 2008)

Organization involved in preventing Workplace violence

Working women institute is involved in preventing the Workplace violence in healthcare since 1975. The working women institute existence shows that, even in a given society, there are some people who deny the existence of this phenomenon. It is confirmed that females who suffer Workplace violence are really on the mercy of the society. It does not mean that ignoring this issue does not necessarily proof that it will not happen. On the other hand, this institute provides growing empirical researches, including case law, which documents the incidence of Workplace violence at work.

Evidence of Workplace violence

The Working Women United Institute in US reported findings that showed 70% of the US women experience Workplace violence at least once. 92% women considered it as a serious problem where as 75% of those who had been harassed ignored it. 25% were penalized by unwarranted reprimands, sabotage of their work, and dismissal. (Boxman, 2009) In these attenuating components, in our function in suggesting HSC, we require to ...