Running head: RISK ASSESMENT
Workplace violence is among the greatest concerns for employees and employers in the
modern organizations and the employment sector at large. According to the research findings
presented by Coid et al. (2015), at least 2 million workers in the United States encounter
different forms of violence at their place of work every year. Such worrying figures indicate that
workplace violence is not limited to any sectorial or geographical locations, and that no
employee is immune to violence. In this case, violence is manifested through verbal abuses,
threats, homicide, and assault, which lead to injuries or deaths. This report discusses an
assessment on employee’s risk for assault that was conducted for the purposes of providing
effective recommendations to the organizational management to improve the safety measures at
the workplace. For the purposes of this study, assault is defined as any violent verbal or physical
behavior towards another person, causing emotional or bodily injury, distress, or pain. Examples
of actions constituting assault are punching, kicking, poking, pushing, or hitting. Others include
insults, fights and bites, stalking, making fists, and bruising.
Interview results with the employee
From the onset of our interaction, I could establish various behaviors by the employee
that suggested he was experiencing some disturbances of discomfort in life. For instance, he
opened the door to the room I was seated and left it wide open after entry. When I reminded him
to close the door, he clenched his fist and used it to slam the door before taking an empty chair
around the table. Among other notable characteristics included pacing around in the hall and
becoming startled with ease. There was palpable evidence of frustration, hostility, and a feeling
of prejudice against him in his responses to numerous questions put before him.
On various occasions, he was inclined to invading other people’s privacy, especially by
seeking to know both their work and off-work affairs. I also noted that the employee always tried
to be louder than anyone else when speaking or arguing about anything. From his gestures and
non-verbal communication, it was easy to identify his desire for self-imposition and the urge to
convince others to adopt his idea or way of thinking. In addition, this employee looked overly
aggressive and assumed an upright posture while speaking to others with a steady eye contact.
He employee also admitted to lacking sleep, experiencing irregular episodes of hunger and loss
of appetite, and trauma.
Although he admits to having come close to using marijuana in the past, he has not used
any drug or substance of abuse throughout his life. He acknowledges that some of his peers at
work believe he uses intoxicating substances, a myth that he has had to put up with and often
accepted to disguise his uncontrollable anger and frustrations. He is certainly in fear of being
powerless or helpless because of the humiliation that such feeling brings with it. Based on the
traumatic stress theory, traumatic and stressful events that the employee might have experienced
in the past are primary factors for the hypersensitivity reactions to possible threats, poor social
functioning, and the high levels of aggression. In this case, stressful experiences are shown to
create both cognitive and emotional states to the victims, compelling them to manage them
through aggression, arguments, and violent exposures.
Review of the Employee's Predictors of Violence Factors
Clearly, this employee exhibited assaultive behaviors that he practiced as an individua...