8217;s references and inquire about the applicants past behavior in the workplace (Hassler 595). Also, managers should be able to identify “high-risk” traits in the people they interview (Lenius 2). Asking such questions as “What frustrates you?” and “Who was your worst supervisor and why?” can alert interviewers to traits that may become dangerous (Hassler 595).A very important part of preventing workplace violence is to educate employees about the signs of potential violence, and train them on how to take action. Employees should be able to identify warning signs in an individual and know how to report these concerns to ensure that action is taken (Hassler 595). Providing employees with a way to report their concerns confidentially can encourage them to become more aware of the behavior of those with which they work (Lenius 2).Larry J. Chavez lists four “action items” for employers to follow in an effort to immediately begin safeguarding their organization against violence. First of all, employers should organize a team of both managers and employees to determine the business’ current strengths, and more importantly, their weaknesses. The team should come up with a way to address the weakness immediately. The next step to making a business safe is to encourage employees to use “their intellect and creativity” to make their workplace safe for themselves and those around them. Taking immediate action against those who act violently in the workplace is the next step for managers to protect their organization. It is also an important way for employers to prove to their subordinates that they care about their safety and will not tolerate any threats against it. The final step for an organization that is determined to protect themselves and their employees is to continually evaluate their program of prevention and fix anything that appears to be ineffective (Chavez,...
