Introduction
Violence at workplace has become a serious issue nowadays in many organizations for which policies and guidelines have been established regarding the penalties and consequences for a person who violates the organizational workplace policies. Workplace violence is not only threatening behavior of any employee but also includes the verbal abuse, physical attempt to harm other people, harassment, sexual attempt to rape etc.
Main Text
Every country has made laws that encourage all companies to comply with it regarding the safety of individuals at workplace. Therefore, this essential need had made the company enable to implement a strictly followed code of conduct in its organization. Similarly this ensures that organizations are conducting its operations in safe environment having harmony in sense that employees are not creating disturbances for others (Paul, Townsend, 1998).
Air Canada and CTV globemedia Inc. has made proper code of conduct for its employees and they make sure that every employee in workplace works under the rules prescribed for everyone on the basis of equality in organization to prevent violence. Both the companies are focusing on establishing a violence free workplace such that it contributes to better environment in the organization.
Both companies’ policies are in the benefit of organization as it allows its employees to report any mishap or threat being faced by them in any context in the workplace to their supervisor or security department that causes fear in them hence giving a freedom of performance to employees. CTV Globemedia Inc. analyzes the surroundings of its workplace as violent crimes may boost the violence due to politically affiliated workers present in the organization for the support of their causes that distracts the workplace harmony. In contrast to that, isolated areas are more secure to conduct business for Air Canada as it does not give unlimited legitimate authority to every individual backed by any stronghold.
Company does not give leverage to anybody who violates the principles of organizational code of conduct and imposes several penalties that can be followed by employment termination. However, similar legalities are practiced in the other organization that asks every employee to properly read code of conduct and understand the organizational culture by signing the acceptance letter that’s kept in the personnel file that may be used in case something unexpected happened. In relation to that multiple related policies such as privacy policy also strengthen the workplace environment. This implements equality based organizational policies by which every employee feels honored for his respect and recognition (Paul, Townsend, 1998).
However, if we look at the other aspects of such policy this makes it somewhat difficult for employees to stand for their rights in case if they faced discriminatory behavior by colleagues due to cultural differences that affect the attitude change in employees and their abilities to perform task effectively. Managers can conduct time to time risk assessments and can provide reinforcement techniques to avoid this problem. Special productive programs such as EAP (Employee Assistance Program) can be organized by management to train its employees for not to initiate violence and to control this destructive hazard in workplace (CCOHS, 2008).
Some problems associated with proper use of violence prevention policy is the shyness and fear of people of not being confidential in case if they report any crime, therefore management should build trust in employees of being cooperative and providing all safety measures for their security (Gill, Bowie, Fisher, 2002). A company should install a proper surveillance system in its organization to avoid risk of violence but that will also give rise to employee privacy issues.
Personally I think the policies of Air Canada are more effective. This is due to two reasons. The first reason is that they have kept every employee at the same level when it comes to workplace violence and behavior. The inter-organizational bureaucracy is much less than compared to CTV globemedia Inc. at Air Canada. This means that if any incidence of workplace violence is experienced by an employee, they have a higher probability of being able to find justice than in CTV globemedia Inc.. My second reason is that the policies of CTV globemedia Inc. seem to have been made with deliberate holes in them.
We can see this from the fact that as it is a news broadcasting organization, the level of bureaucracy and centralization is higher than Air Canada. Hence the top brass has made these policies in such a way that they can get out of tight spots if they ever mistreat an employee. Their policies cannot change too much as such a culture is required in a news broadcasting organization where power and influence have to play a role in other activities of the company. Sadly, where this may be good for the company in the majority of its activities, it’s not good when it comes to workplace violence.
Conclusion
Workplace violence can arise in any organization at any time either based on external factors or due to organizational policy impact on employees. Therefore proper measures and policies need to be developing by every organization for the safety of workplace environment and security of its respective employees.
References
CCOHS Canadian centre for occupational health and safety. (2008). Violence in the workplace. Web.
Gill, M. L., Bowie,Vaughan, Fisher, Bonnie. (2002). Violence at work: causes, patterns and prevention, Edition: 2. Published By Willan.
Paul, Robert. J., Townsend, James. B., (1998). Violence in the Workplace-A Review with Recommendations. Employee Responsibilities and Rights Journal, Volume 11, pages 1-14. Web.