Today there are numerous hazards that put caregivers and health professionals at risk. “More people are becoming victims of oppression, torture, and abuse in different organizations today (Kerr, 2010)”. This explains why there is a need for adequate measures to address the issue.
For instance, the American Psychological Association (APA) currently trains caregivers to deal with violence in the workplace. This paper examines the nature of this problem and the causal factors. The discussion also presents Piercy’s model as the best tool for intervention.
There are factors that contribute to bad behaviors in different organizations today. Most of the organizations fail to train their employees and caregivers. This makes them less prepared for potential risks such as violence. The leaders lack the knowledge to deal with violence and abuse. Most of the organizations do not address the challenges affecting their caregivers or nurses.
As well, there are inadequate policies and strategies to address the issue of inequality and discrimination. “Any form of discrimination will encourage violent behaviors in an organization (Cavaiola & Colford, 2010)”. The organizations also fail to provide adequate guidelines to their employees, thus making it impossible to deal with unacceptable behaviors. There are also poor frameworks to deal with violence and abuse.
According to Kerr (2010), different organizations are to blame because they encourage “bad” behaviors. It is agreeable that most of the leaders do not address the problem of discrimination. This explains why women and caregivers are victims of discrimination and abuse. These organizations also hire employees without examining their behaviors.
As well, most of the healthcare organizations lack proper policies and legislations to deal with violence. It is also notable that most organizations ignore most of the “bad behaviors” and unethical practices. The institutions lack the needed strategies to deal with conflicts and abuse in the workplace. This explains why institutions are responsible for the increasing cases of violent behaviors.
It is agreeable that caregivers and other members of staff are responsible. Many people do not report any violent behavior, thus encouraging the vice. Some workers and caregivers are also ignorant. This explains why they do not address the unethical behaviors in the workplace.
The employees fail to form teams that can help reduce cases of abuse and violence. Instead, most of the employees decide to address conflicts and disagreements using “wrong methods.” The approach results in abuse and violence. Drug abuse is also common in many organizations today. “Drug abuse is a leading cause of violence in organizations today (Kerr, 2010)”.
The law states that individuals and organizations should be responsible for their actions (Kerr, 2010). This means that caregivers and organizational leaders should address violence in a “civilized” manner. There is a need to embrace the existing legal measures to deal with the problem of abuse and violence in different organizations. “Every caregiver, physician, and organizational leader has a role to play to deal with this problem (Kerr, 2010)”.
Piercy’s Model of Intervention
It is necessary to deal with violence and abuse in the workplace. This explains why organizational leaders should use Fred Piercy’s “nine-stage model” of intervention. The first thing stage in the model is “education.” the next stage is encouraging leaders to “avoid conflicts.” The third stage is to embrace the idea of “appeasement.”
The fourth stage is “deflection.” The next two stages include “time-out” and “show of force.” The final three stages include “seclusion”, “sedation”, and “restraint” (James, 2007). These nine stages will help leaders deal with violent behaviors and abuse in organizations.
Cavaiola, A. & Colford, J. (2010). Cases in Crisis Intervention. New York: Wiley.
James, R. (2007). Crisis Intervention Strategies. Belmont: Thomson Learning.
Kerr, K. (2010). Addressing Violence: Planning for Prevention and Response. New York: John Wiley and Sons.