Course Information
Probably the most common perception of workplace violence centers on shootings perpetrated by one employee on another or on managers. Obviously, such incidents do occur, and they are newsworthy. Not all workplace violence results in murder, however. Braverman notes that many of the deaths that occur in workplaces are perpetrated not by employees on other employees, but rather by outside criminals intent on assault or robbery. No reliable statistics are available for other forms of violence in the workplace, such as verbal abuse or veiled threats.
Workplace murders by employees tragically occur, and sometimes incidents result in multiple deaths. Both government agencies and private companies have attempted to ameliorate the problem. The United States Department of Labor, for example, has a “Workplace Violence Program”
(Its website is http://www.dol.gov/oasam/hrc/policies/dol-workplace-violence-program.htm). The DOL website reports, “Every year, approximately two million people throughout the country are victims of non-fatal violence at the workplace.” The Department of Justice reports about 1,000 workplace homicides each year, of which most are perpetrated by outside actors, such as dissatisfied clients and customers, robbers, and other criminals, but some are the perpetrated by disgruntled co-workers or former co-workers.
The text for this course, Preventing Workplace Violence: A Guide for Employers and Practitioners by Mark Braverman, Ph.D., addresses the myths and realties associated with the problem of workplace violence and its prevention. After explaining the concepts and issues that professionals need to understand for effective violence mitigation, Braverman provides specific case studies as examples of the complex nature of workplace violence. No simple model for the phenomenon covers the diversity of situations and people who become violent; rather, a systems approach appears to be the most effective way to handle the crisis that is called workplace violence. Companies that have policies and procedures in place and that have trained their managers and employees are best equipped to handle threats of violence.
Contact hours of continuing education = 45. Course Code: AM 530.
Course Refund & AIHCP Policies: access here
Pre-requisite: This course is particularly designed for licensed health care professionals seeking to meet education requirements for certification as a Certified Anger Management Specialist by the American Institute of Health Care Professionals, Inc. You must be a licensed health care professional or an ordained and licensed clergy to enroll in this course.
instructor/Course Author: Christian Conte, Ph.D
Link to Resume
E-mail: christiancontephd@gmail.com
This is a guided, independent study CEU Course. You are to study and progress at your own rate. There are no written assignments. It is recommended that you follow this process for completing the course:
Course Instructions:
TIME FRAME: You are allotted two years from the date of enrollment, to complete all of the courses in this program. There are no set time-frames, other than the two year allotted time. If you do not complete the courses within the two-year time-frame, you will be removed from the course and an “incomplete” will be recorded for you in our records. Also, if you would like to complete the courses after this two-year expiration time, you would need to register and pay the course tuition fee again.
TEXTBOOK: Preventing Workplace Violence: A Guide for Employers and Practitioners
AUTHOR: Mark Braverman, Ph.D.
PUBLISHER: Sage Publications, Inc. 1999
ISBN: 0-7619-0614-2 Paper
Link to Purchase on Amazon.com: click here
ADDITIONAL COURSE MATERIALS:
Additional course materials have been provided by the course author/instructor. You are required to review all of these additional course materials.
GRADING: You must achieve a passing score of at least 70% to complete this course and receive the 65 hours of awarded continuing education credit. There are no letter grades assigned. You will receive notice of your total % score. Those who score below the minimum of 70% will be contacted by the and options for completing additional course work to achieve a passing score, will be presented.
COMMUNICATION: this is a self-directed, independent study course. However, you may certainly submit to us questions or comments regarding the course materials. We will be sure to forward any questions you may have to the author of the course. You will then receive a follow-up response from the author. All of our course authors are fully educated and credentialed in the practice of the courses they teach/author. You may email any questions to: christiancontephd@gmail.com. Please be sure to include the full title of the course you are in, as well as the course code (provided above). If you have any questions at all or need any assistance, please do not hesitate to contact us. Your instructor for this course is: Christian Conte, Ph.D
BOARD APPROVALS:
The American Institute of Health Care Professionals Inc: is an Approved Provider for Continuing Education by the South Carolina Professional Counselors, Marriage & Family Therapists and Psycho-Educational Specialists licensing board, Provider # 4637. Access information
The American Institute of Health Care Professionals (The Provider) is approved by the California Board of Registered Nurses, Provider number # CEP 15595 for 45 Contact Hours.
This course, which is approved by the Florida State Board Of Nursing (CE Provider # 50-11975) also has the following Board of Nursing Approvals, for 45 contact hours of CE
The American Institute of Health Care Professionals Inc: is a Rule Approved Provider of Continuing Education by the Arkansas Board of Nursing. CE Provider # 50-11975.
The American Institute of Health Care Professionals Inc: is a Rule Approved Provider of Continuing Education by the Georgia Board of Nursing. CE Provider # 50-11975.
The American Institute of Health Care Professionals Inc: is a Rule Approved Provider of Continuing Education by the South Carolina Board of Nursing. CE Provider # 50-11975.
The American Institute of Health Care Professionals Inc: is a Rule Approved Provider of Continuing Education by the West Virginia Board of Examiners for Professional Registered Nurses. CE Provider # 50-11975.
The American Institute of Health Care Professionals Inc: is a Rule Approved Provider of Continuing Education by the New Mexico Board of Nursing. CE Provider # 50-11975.
COURSE OBJECTIVES: The objectives are listed chapter by chapter.
SUMMARY OF PREFACE AND OVERVIEW OF BOOK:
Objectives: At the end of this preface the reader will be able to
- Identify the four main issues regarding workplace violence
- State the purpose of the book
- Explain the proportion of workplace homicides resulting from employee-on-employee violence
Nonfatal acts of workplace violence, like assaults and threats, are difficult to quantify. Data suggests, however, that employee-on-employee homicides account for 4%- 7% of violence-related deaths at work. The majority of workplace homicides “are related to robberies and other crimes.”
A central thesis of the book is that “the standard traditional tools for occupational health and safety, discipline, and employee relations now used…are inadequate and inappropriate for responding to the problem of workplace violence” (xii). Current methods used to address the problem of workplace violence can actually exacerbate the problem.
Crucial workplace issues must be addressed. These include:
- The limits of our present concepts about worker rights and employer responsibility
- The limits of our current human resources practices
- The limits of current occupational health and disability policies and procedures
- The manner in which health, safety, and labor relations are handled
With regard to the first issue, Braverman writes that many companies have created a “dispute-centerd, adversarial context that is highly hazardous. For the second issue, he argues that human resource managers and security agents react to problems already occurring, often seeking help from outside sources when action is long overdue. For the third issue, Braverman says that occupational health systems are not equipped to address the “suffering or desperation” of employees. The fourth issue is one centered on a breakdown in trust and communication.
“The purpose of this book is to describe the phenomenon of workplace violence through a number of representative cases and to present a practical guide for those involved in responding to this threat to the health and safety of our workplaces” (xiii).