• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Workplace violence final
 

Workplace violence final

on

  • 5,802 views

 

Statistics

Views

Total Views
5,802
Views on SlideShare
969
Embed Views
4,833

Actions

Likes
2
Downloads
50
Comments
0

8 Embeds 4,833

http://www.shrm.org 4741
http://edit.shrm.org 79
http://staging.moss.shrm.org 6
http://shrm.org 2
http://spweb08.shrm.org 2
http://10.103.50.248 1
http://staging.sp10.shrm.org 1
http://192.168.22.38 1
More...

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Workplace violence final Workplace violence final Presentation Transcript

    • SHRM Survey Findings: WorkplaceViolence February 29, 2012
    • Definitions  Workplace violence: Assaults and other violent acts or threats that occur in or are related to the workplace and entail a substantial risk of physical or emotional harm to individuals or damage to company resources or capabilities. Workplace violence may involve employees, clients and vendors of the affected organization as well as those who do not have a relationship with the organization but who may know the intended victims.  Target: The person toward whom the threat of violence is directed. Workplace Violence ©SHRM 2012 2
    • Key Findings  Are organizations experiencing workplace violence? Over one-third (36%) of organizations reported incidents of workplace violence. Compared with two years ago, most organizations indicated that incidents of violence had either stayed about the same (45%) or decreased in frequency (40%), while 15% reported an increase in frequency.  To whom are threats of violence typically reported? The majority of organizations reported that threats of violence are reported to the HR department/function head (83%) or to the threatened employee’s direct supervisor (68%).  How do or would organizations respond to threats of violence from an employee? The top four responses were: the response depends on the specific circumstance (61%), zero tolerance policy (immediate termination) (47%), a written warning (31%) and suspension (29%).  What are the costs of workplace violence? The three most common costs associated with workplace violence were management time/expense (55%), productivity loss (37%) and staff replacement costs resulting from turnover caused by the incident (34%). Workplace Violence ©SHRM 2012 3
    • Workplace Violence Incidents of Violence in the Workplace Incident Reporting Response to Incidents Effects of Violence on Employees Costs of Violence to the Organization Workplace Culture Workplace Violence ©SHRM 2012 4
    • Has your current organization ever experienced an incident ofworkplace violence? Yes, 36% No, 64%Note: Respondents who answered “not sure/don’t know” were excluded from this analysis. Workplace Violence ©SHRM 2012 5
    • Has your current organization ever experienced an incident of workplace violence?Comparisons by organization staff sizeLarger organizations (2,500 or more employees) are more likely than smaller organizations (1-499 employees) to have experiencedan incident of workplace violence. Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (12%) 2,500 to 24,999 employees (62%) Larger organizations > smaller organizations 100 to 499 employees (33%) 25,000 or more employees (91%) Workplace Violence ©SHRM 2012 6
    • Has your current organization experienced an incident of workplaceviolence? 2011 within past 5 years (n = 267) 27% Yes 2003 within past 3.5 years (n = 253) 26% 73% No 74%Note: Respondents who answered “not sure/don’t know” were excluded from this analysis. Workplace Violence ©SHRM 2012 7
    • Have incidents of violence in your organization...? 69% 45% 40% 20% 15% 12% Increased in frequency Stayed about the same Decreased in frequency 2011 (n = 55) 2003 (n = 266)Note: Only respondents whose organizations had experienced an incident of workplace violence in the past five years were asked this question in the 2011survey. Respondents who answered “not sure/don’t know” were excluded from this analysis. For 2011 data, the question asked about incidents of violence“compared with two years ago” whereas for 2003 data, the question asked about incidents of violence “since January 1, 2000”. Workplace Violence ©SHRM 2012 8
    • Through what channels or to whom within your organization arethreats of violence typically reported? The HR department/function head 83% The threatened employee’s direct supervisor 68% The aggressor employee’s direct supervisor 42%The employee relations representative within HR 41% Other management-level staff (nonexecutive) 39% Hotline or other reporting system 30% Executive-level staff (excluding the CEO) 26% The security department 25% Union representative 17% CEO, president or owner 13% Board of directors 1% Other 7% Note: n = 69. Only respondents whose organizations had experienced an incident of workplace violence in the past five years were asked this question. Percentages do not total 100% due to multiple response options. Workplace Violence ©SHRM 2012 9
    • Through what channels or to whom within your organization are threats of violence typically reported?Comparisons by organization staff sizeLarger organizations (2,500-24,999 employees) are more likely than smaller organizations (500-2,499 employees) to typically reportthreats of violence to other management-level staff (nonexecutive). Smaller organizations Larger organizations Differences based on organization staff size 500 to 2,499 employees (14%) 2,500 to 24,999 employees (67%) Larger organizations > smaller organizationsSmaller organizations (1-99 employees) are more likely than larger organizations (2,500-24,999 employees) to typically reportthreats of violence to executive-level staff. Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (57%) 2,500 to 24,999 employees (6%) Smaller organizations > larger organizationsLarger organizations (25,000 or more employees) are more likely than smaller organizations (100-2,499 employees) to typicallyreport threats of violence to a hotline or other reporting system. Smaller organizations Larger organizations Differences based on organization staff size 100 to 499 employees (12%) 25,000 or more employees (78%) Larger organizations > smaller organizations 500 to 2,499 employees (21%) Workplace Violence ©SHRM 2012 10
    • How does or would your organization respond to threats of violence from an employee?Response depends on the specific circumstances 61% Zero tolerance policy (immediate termination) 47% Written warning 31% Suspension 29% Referral to an EAP or counseling 25% Probation 14% Mandatory counseling 14% Mandatory anger management training 9% Paid administrative leave 8% Reassignment to another department or area 6% Demotion 3% Other 4% Note: Respondents who answered “N/A, the organization has not had threats of violence from any employee” were excluded from this analysis. Percentages do not total 100% due to multiple response options. Workplace Violence ©SHRM 2012 11
    • How does or would your organization respond to threats of violence from an employee?Comparisons by organization sectorGovernment agencies are more likely than publicly owned for-profit organizations to respond to threats of violence with mandatoryanger management training. Publicly owned for-profit Government Differences based on organization sector 2% 27% Government > publicly owned for-profitGovernment agencies are more likely than privately owned for-profit organizations to respond to threats of violence with paidadministrative leave. Privately owned for-profit Government Differences based on organization sector 5% 27% Government > privately owned for-profitGovernment agencies are more likely than privately owned for-profit organizations to respond to threats of violence withreassignment to another department or area. Privately owned for-profit Government Differences based on organization sector 3% 23% Government > privately owned for-profit Workplace Violence ©SHRM 2012 12
    • How does or would your organization respond to threats of violence from an employee? (continued)Comparisons by organization sector (continued)Publicly owned for-profit organizations or privately owned for-profit organizations are more likely than government agencies torespond to threats of violence with a zero tolerance policy (immediate termination). Publicly owned for- Privately owned for- Differences based on organization Government profit profit sector Publicly owned for-profit, privately owned 57% 51% 18% for-profit > government Workplace Violence ©SHRM 2012 13
    • Who is responsible for handling the organization’s response to threatsof violence from an employee? HR department/function 90% Management-level staff 45% Executive-level staff 37% Legal counsel 24% Security department 16%Workplace violence/workplace safety committee 4% Other 3%Note: Respondents who answered “N/A, no set responsibility” were excluded from this analysis. Percentages do not total 100% due to multiple responseoptions. Workplace Violence ©SHRM 2012 14
    • Who is responsible for handling the organization’s response to threats of violence from an employee? Comparisons by organization staff size Smaller organizations (100-499 employees) are more likely to report that executive-level staff is responsible for handling the organization’s response to threats of violence, compared with larger organizations (2,500-24,999 employees). Small organizations Large organizations Differences based on organization staff size 100 to 499 employees (46%) 2,500 to 24,999 employees (21%) Small organizations > large organizations Larger organizations (2,500 or more employees) are more likely to report that legal counsel is responsible for handling the organization’s response to threats of violence, compared with smaller organizations (1-99 employees). Small organizations Large organizations Differences based on organization staff size 2,500 to 24,999 employees (38%) 1 to 99 employees (8%) Large organizations > small organizations 25,000 or more employees (47%)Larger organizations (2,500 or more employees) are more likely to report that the security department is responsible for handlingthe organization’s response to threats of violence, compared with smaller organizations (1-99 employees or 500-2,499 employees). Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (3%) 2,500 to 24,999 employees (31%) Larger organizations > smaller organizations 500 to 2,499 employees (10%) 25,000 or more employees (40%) Workplace Violence ©SHRM 2012 15
    • Who is responsible for handling the organization’s response to threats of violence from an employee? (continued)Comparisons by organization sectorPublicly and privately owned for-profit organizations are more likely to report that the HR department/function is responsible forhandling the organization’s response to threats of violence, compared with government agencies. Publicly owned for- Privately owned for- Government Differences based on organization profit profit sector Publicly owned for-profit, privately owned 95% 93% 71% for-profit > government Government agencies are more likely than nonprofit organizations to report that legal counsel is responsible for handling the organization’s response to threats of violence. Nonprofit Government Differences based on organization sector 14% 42% Government > nonprofit Workplace Violence ©SHRM 2012 16
    • In your opinion, how have incidents of violence in your workplace affected the employees in your organization? 29% No effect 32% 29% Complaints about decreased morale 33% 28%Complaints about a decreased sense of safety/security 39% Decreased productivity 28% 26% Complaints about decreased trust among co-workers 28% 19% 24% Complaints about increased stress/depression levels 42% Complaints about decreased trust in management* 22% Complaints about increased fear 20% 18% Increased absenteeism 17% 11% Increased turnover 13% 8% 2011 (n = 87) Increased reported concerns about work/life balance 12% 28% 2003 (n = 154) Increased cohesion among employees 10% 10% Complaints about decreased trust in HR* 5% 6% Other 8%Note: Only respondents whose organizations had experienced an incident of workplace violence were asked this question. Percentages do not total 100% dueto multiple response options. An asterisk (*) indicates response choice was not available in the 2003 survey. Workplace Violence ©SHRM 2012 17
    • In your opinion, how have incidents of violence in your workplace affected the employees in your organization?Comparisons by organization staff sizeLarger organizations (25,000 or more employees) are more likely to report that incidents of workplace violence resulted incomplaints about decreased trust in management, compared with smaller organizations (100-499 employees). Small organizations Large organizations Differences based on organization staff size 100 to 499 employees (7%) 25,000 or more employees (60%) Large organizations > small organizationsLarger organizations (25,000 or more employees) are more likely to report that incidents of workplace violence resulted incomplaints about decreased morale, compared with smaller organizations (100-499 employees). Small organizations Large organizations Differences based on organization staff size 100 to 499 employees (10%) 25,000 or more employees (70%) Large organizations > small organizationsLarger organizations (500-2,499 employees) are more likely to report that incidents of workplace violence resulted in complaintsabout a decreased sense of safety, compared with smaller organizations (100-499 employees). Small organizations Large organizations Differences based on organization staff size 100 to 499 employees (10%) 500 to 2,499 employees (52%) Large organizations > small organizations Workplace Violence ©SHRM 2012 18
    • Which of the following costs associated with incidents of workplaceviolence has your organization experienced? Management time/expense of being distracted from focusing on managing business operations 55% Productivity loss (e.g., slower production) 37% Staff replacement costs due to turnover caused by the incident 34% Increased training expenses 31% Increased security expenses 28% Incident debriefing with affected employees 28% Turnover-related expenses 27% Increased communications cost (e.g., meetings, equipment) 27% Increased legal expenses/higher utilization of legal staff 20% Increased HR expenses 19% Increased absenteeism 17% Lawsuit-related expenses 15% Temporary hiring costs 14% Increased EAP/psychiatric services expenses 11%Note: n = 85. Only respondents whose organizations had experienced an incident of workplace violence were asked this question. Percentages do not total100% due to multiple response options. Workplace Violence ©SHRM 2012 19
    • Which of the following costs associated with incidents of workplace violence has your organization experienced?Comparisons by organization staff sizeSmaller organizations (1-99 employees) are more likely than larger organizations (100-2,499 employees) to report that theyexperienced temporary hiring costs associated with incidents of workplace violence. Small organizations Large organizations Differences based on organization staff size 100 to 499 employees (7%) 1 to 99 employees (50%) Small organizations > large organizations 500 to 2,499 employees (5%)Larger organizations (25,000 or more employees) are more likely than smaller organizations (500-2,499 employees) to report thatthey experienced turnover related expenses associated with incidents of workplace violence. Small organizations Large organizations Differences based on organization staff size 500 to 2,499 employees (10%) 25,000 or more employees (60%) Large organizations > smaller organizationsSmaller organizations (1-99 employees) are more likely than larger organizations (100-2,499 employees) to report that theyexperienced increased legal expenses/higher utilization of legal staff associated with incidents of workplace violence. Small organizations Large organizations Differences based on organization staff size 100 to 499 employees (4%) 1 to 99 employees (63%) Small organizations > larger organizations 500 to 2,499 employees (10%) Workplace Violence ©SHRM 2012 20
    • Which of the following costs associated with incidents of workplace violence has your organization experienced?(continued)Comparisons by organization staff size (continued)Larger organizations (25,000 or more employees) are more likely than smaller organizations (500-2,499 employees) to report thatthey experienced increased HR expenses associated with incidents of workplace violence. Small organizations Large organizations Differences based on organization staff size 500 to 2,499 employees (5%) 25,000 or more employees (50%) Larger organizations > smaller organizations Workplace Violence ©SHRM 2012 21
    • Demographics Workplace Violence ©SHRM 2012 22
    • Demographics: Organization Industry Manufacturing 22% Health care and social assistance 12% Professional, scientific and technical services 12% Finance and insurance 10% Educational services 8% Transportation and warehousing 6% Public administration 6% Retail trade 5% Construction of buildings; heavy and civil engineering construction; specialty trade contractors 4% Accommodation and food services 3% Wholesale trade 3% Administrative and support and waste management and remediation services 3% Religious, grant-making, civic, professional and similar organizations 3% Mining 3% Arts, entertainment, and recreation 2% Real estate and rental and leasing 2% Utilities 2% Agriculture, forestry, fishing and hunting 2% Information, publishing industries 1% Management of companies and enterprises 1% Repair and maintenance 1% Personal and laundry services 0% Private households 0% Other services except public administration 12% Note: n = 326. Percentages do not total 100% due to multiple response options. Workplace Violence ©SHRM 2012 23
    • Demographics: Organization Sector Privately owned for-profit organization 57% Nonprofit organization 20% Publicly owned for-profit organization 15% Government sector 8% n = 322 Workplace Violence ©SHRM 2012 24
    • Demographics: Organization Staff Size 1 to 99 employees 23% 100 to 499 employees 36% 500 to 2,499 employees 20% 2,500 to 24,999 employees 15% 25,000 or more employees 5% Note: n = 319. Percentages do not total 100% due to rounding. Workplace Violence ©SHRM 2012 25
    • Demographics: OtherDoes your organization have U.S.- Is your organization a single-unit company or abased operations (business units) only multi-unit company?or does it operate multinationally? Single-unit company: A company in which the location and the company are one 34% U.S.-based operations only 77% and the same. Multi-unit company: A company that has Multinational operations 24% 66% more than one location.n = 327 n = 331 Are HR policies and practices determined by the What is the HR department/function multi-unit corporate headquarters, by each work for which you responded throughout location or both? this survey? Multi-unit headquarters determines HR policies 49% and practices Corporate (companywide) 64% Each work location determines HR policies and Business unit/division 18% 4% practices Facility/location 18% A combination of both the work location and the multi-unit headquarters determine HR policies 47% n = 226 and practices n = 226 Note: Percentages may not total 100% due to rounding. Workplace Violence ©SHRM 2012 26
    • SHRM Survey: Workplace Violence Methodology  Response rate = 15%  Sample composed of 401 randomly selected HR professionals from SHRM’s membership.  Margin of error +/- 5%  Survey fielded May 9-27, 2011 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research Workplace Violence ©SHRM 2012 27