There is no use denying the fact that the modern age could be taken as the era of humanism and tolerance. The thing is that nowadays a human being is proclaimed to be the greatest value and everything should be done to protect its interests and rights. However, being supposed as the main condition for the development of society very often leads to some other problems. It should be said that in the last several decades the number of cases of violence increased and there is a tendency to assume that it happened because of the change of attitude towards a human being. Having understood that they have a great number of rights, people start to feel impunity.
Especially vital this fact becomes for various institutions. There are usually many people who work there and, that is why the danger increases. Due to this fact, people could suffer from the aftermath of the increased aggression. Several factors could be taken as precipitating ones. First of all, it is the already mentioned feeling of impunity. However, the increase of the level of stress, which results from the interaction of many people and a great number of demands to a person (Rice et al.,1989), is also important. Finally, it could also be the question of upbringing as people are not explained the main aspects of social behavior.
Besides, it should be said that all these factors should be taken into account by a company. The thing is that it is responsible for the creation of conditions that could be taken as beneficial ones for workers. That is why a company should also control the manifestations of aggression and violence. With this in mind, it should create a strict code according to which all aspects of the functioning of a company should be controlled and a certain reaction on all possible cases of violence should also be outlined.
Thus, it should be said that a person is also responsible for all his/her actions in his workplace and should control his/her behavior. There is a tendency nowadays, according to which people tend to blame an organization for not creating the needed conditions. However, they need to take into account the fact that they have not only rights but duties too. That is why, there is a certain punishment for various manifestations of violent behavior that is covered by the law (Understanding and Managing Violence in Institutions, n.d). Besides, people should not forget about their responsibility and culpability.
With this in mind, taking into account the great importance of the given issue, it is possible to suggest a nine-stage model developed by Piercy to regulate this issue (James & Gilliland, 2013).
- Education. People should be shown the right way to behave and explained the main threats of violence
- Avoidance of the conflict. A company and a person should make efforts in order not to let the violence manifest
- Appeasement. There should be a certain practice accepted by a company that could help to reduce the level of aggression.
- Deflection. Certain measures to control the behavior of people and determine the level of aggression should also be created
- Time out. People should also be allowed to recover and renew their forces
- Show of force. Thus, at the same time, a company should demonstrate its force and the possible aftermath of violent behavior.
- Seclusion. People with a great level of aggression should be isolated and helped for them not to disturb the rest of the staff.
- Restrains. Some limits should be introduced to control the violence
- Sedation. The final stage is characterized by the decrease of the level of aggression and violence.
References
James, R., & Gilliland, B. (2013). Crisis intervention strategies. Belmont, CA: Cengage Learning.
Rice, M., Harris, G., Varney, G., & Quinsey, V. (1989). Violence in Institutions: Understanding, Prevention, and Control. New York: Hans Huber Pub.
Understanding and Managing Violence in Institutions. (n.d.). Web.