Workplace Bullying Institute

Shortcomings of 'Violence Prevention' Programs


Problems with corporate approaches to "violence prevention" as done today:

  • screening new hires for defective personality profiles ignores the entrenched psychopathic bully who may have many years seniority. Either test them all or abandon the testing-as-salvation tactic.

  • they teach managers how to "fire easily" as if the style of communicating the message that an employee's livelihood is being taken away is more important than the anti-employee action being taken. Until employers learn alternatives to termination to improve "productivity" (the ratio of output to labor hours), the decisions are decidely anti-humanitarian. Anger and rage are normal (and justified) reactions to corporate cruelty. Blaming the individuals who react in the extreme unconscionably relieves the instigator of responsibility.

  • there is a greater focus on the aftermath

    CISD, Critical Incident Stress Debriefing, by counselors to deal with grief of witnesses and victims of violence. Designed to minimize PTSD. Good, necessary work but does nothing for prevention.

    Training begins after the violent episode.

  • Anti-employee bias.

    a. Several biases justify the training of managers to see the violence potential in "them," the employees. The erroneous thinking treats underling employees like second-class corporate citizens who carry a gene predisposing them to be violent. This myopia is cemented by selling these programs to management (the ones who pay) with the tacit understanding that the consultants will never confront the amoral conduct by managers who bully workers.

    b. Priority given to recognition of dysfunctional others and reporting policies.

    c. Finally, by teaching individuals to "cope" better with oppressive workplace conditions, including living with bullies, the feelings and perceptions of employees are denied. It stifles real anger that could drive changes in the workplace instead of striving to create a muted workforce.

    The blind eye is turned toward management; scorn is directed at non-managerial staff.




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