What Is True About Workplace Violence In Healthcare?

What Is True About Workplace Violence In Healthcare
Preventing Workplace Violence (Healthcare), OSHA Flashcards can exact a heavy physical and emotional toll. Consequences can be both acute (short-term) and chronic (long-term) and range in intensity from minor to serious physical injuries; from temporary to permanent disability; and from psychological trauma to death.

Beyond the immediate trauma, negative outcomes may also include low morale and productivity that result from lack of trust in management, loss of team cohesiveness, and a sense that the work environment is hostile and dangerous. Workplace violence may also result in increased job stress, absenteeism, family turmoil, and worker turnover.

In addition, there can be a financial impact on the individual due to lost time at work and other out-of-pocket costs of care, or legal expenses. Finally, it is important to realize that one does not need to be the direct target of a violent act to be affected by it.

Witnesses, bystanders and coworkers often suffer emotional and psychological trauma no less significant than that of the victim.
Results from a survey of registered nurses conducted by the American Nurses Association revealed that health and safety concerns played a major role in nurses’ decisions about whether to remain in the profession.

Internationally, an estimated 30% of nurses want to leave their positions because of worker-on-worker violence and abuse. Workplace violence in the healthcare setting may lead not only to nurses leaving the profession, but to negative effects on recruitment into the nursing profession.

Healthcare workplace violence leads to increased absenteeism by nurses, increased use of sick-leave, lower productivity, low morale and increased requests for transfers.
Violence in the healthcare workplace is a major disruption to job satisfaction and has a negative impact on treatment plans, and the reputation of the healthcare facility within the community.

It can result in added costs – from Workers’ Compensation, to patient lawsuits, to costs associated with hiring and training replacement nurses due to staff turnover. When nurses leave the profession it makes an already critical nursing shortage and the cost of hiring nurses rises.

Hospital and healthcare administrators should consider the role that prevention of work-related violence plays in improving the quality of working life for nurses with an eye on improving staff retention rates. Consequences can be both acute (short-term) and chronic (long-term). Is this true or false? true Workplace violence in the healthcare setting may lead not only to nurses leaving the profession, but to negative side effects on recruitment into the nursing profession.

Is this true or false? true Workplace violence is a recognized hazard within the healthcare industry. Is this true or false? true Studies have found higher patient satisfaction levels in hospitals where more nurses are dissatisfied or burned out. Is this true or false? false Type 1(violence): Criminal Intent In type 1 violence, the perpetrator has no legitimate relationship to the business or its employees, and is usually committing a crime in conjunction with the violence (robbery, shoplifting, trespassing).

For example: – A hospital administrator assaulted in the hospital parking garage – A home healthcare nurse is mugged while conducting a home visit In healthcare settings, type 1 violence occurs less frequently compared to other types of violence.
Type 2(violence): Client-on-Worker Type 2 violence is the most common in healthcare settings accounting for almost 80% of incidents, according to the Bureau of Labor Statistics.

This course considers the customer/client relationship to include patients, their family members, and visitors, and will be referred to as client-on-worker violence. Research shows that this type of violence occurs most frequently in emergency and psychiatric treatment settings, waiting rooms, and geriatric settings, but is by no means limited to these.

This topic will be covered in more detail in this module.
Type 3(violence): Worker-on-Worker Type 3 violence between coworkers is commonly referred to as lateral or horizontal violence.
It includes bullying, and frequently manifests as verbal and emotional abuse that is unfair, offensive, vindictive, and/or humiliating though it can range all the way to homicide.

Worker-on-worker violence is often directed at persons viewed as being “lower on the food chain” such as in a supervisor to employee or doctor to nurse though incidence of peer to peer violence is also common. Type 4(violence): Personal Relationship In type 4 violence, the perpetrator has a relationship to the healthcare workers outside of work that spills over to the work environment.

For example, the husband of a nurse follows her to work, orders her home and threatens her, with implications for not only this nurse but also for her coworkers and patients.
Addressing this type of violence is outside the scope of this course, but NIOSH offers training on it.
What is type 1 violence? criminal intent What is type 2 violence? client-on-worker What is type 3 violence? worker-on-worker What is type 4 violence? personal relationships Type 2: Customer/Client workplace violence risk factors vary by healthcare setting, but common factors include the following: Working with people who have a history of violence or who may be delirious or under the influence of drugs Lifting, moving, and transporting patients Working alone Poor environmental design that may block vision or escape routes Poor lighting in hallways or exterior areas Lack of means of emergency communication Presence of firearms Working in neighborhoods with high crime rates Lack of training and policies for staff Understaffing in general, and especially during meal times and visiting hours High worker turnover Inadequate security staff Long wait times and overcrowded waiting rooms Unrestricted public access Perception that violence is tolerated and reporting incidents will have no effect There is a strong cultural component which has made the healthcare industry lag in its focus on occupational hazards for its workers in comparison with other industries with similar levels of risk.

According to research conducted by Lipscomb & Borwegen, reasons for this include: The focus on patient health and satisfaction over worker health The false perception that the healthcare industry is self-regulated The idea that an industry that employs mainly females is a safe industry The focus in the hospital environment on curative rather than preventive medicine, which includes occupational health and safety A low unionization rate within the healthcare sector Traditionally occupations with a higher male workforce received more focus WPV doesn’t just consist of physical threats but also includes _ outbursts as well as passive activities such as refusing to perform assigned tasks or quietly exhibiting uncooperative attitudes during routine activities.

Verbal Incidents in work behavior: were often sparked by unprofessional behavior, disagreement over responsibilities for work tasks or methods of patient care, and dissatisfaction with a co-worker’s performance.
Incidents in work organization: involved conflicts or aggression arising from failure to follow protocol, patient assignments, limited resources and high workload.

Incidents of worker-to-worker violence and incivility stemmed from dissatisfaction with employee behavior or from organizational practices or work constraints. So, what kind of impact can worker-on-worker violence have? Violence and incivility between hospital employees can contribute to turnover of top performers, hinder effective teamwork, and jeopardize the quality of patient care.

Who is the most vulnerable to worker-on-worker violence? newly hired or newly registered What are the four types of worker violence? criminal intent, client-on-worker, worker-on-worker, and personal relationship. What are the most common types of worker violence? client-on-worker and worker-on-worker.

Remember that workplace violence doesn’t just consist of physical threats: it also includes verbal outbursts and passive activities, such as refusing to perform certain tasks or quietly exhibiting uncooperative attitudes. A patient strikes a nurse as he attempts to give the patient her medication.

What type of violence does this scenario depict? client-on-worker Hailey has recently joined the hospital as a nurse in labor and delivery. Since she started, she has received verbal harassment from her colleagues. Often her possessions are moved and her paperwork goes missing. What type of violence does this scenario depict? worker-on-worker Nora was mugged by a stranger in the hospital parking garage as she arrived to start her shift.

What type of violence does this scenario depict? criminal intent Margo, a newly-qualified physical therapist, has been working with her patient Simon for several weeks. He has made several comments on her appearance and clothing at previous appointments.

At today’s appointment he grabbed her breast and made some lewd comments.
What type of violence does this scenario depict? client-on-worker Absolutely.
Accurate records of incidents, assaults, hazards, corrective actions, patient histories, and training can help employers to: Determine the severity of their workplace violence problems Identify any trends or patterns in particular locations, job categories, or departments Evaluate methods of hazard control Determine whether programs are working Identify training needs OSHA has a regulation (29 CFR 1904) that requires private sector employers and many public sector employers, including many healthcare establishments, to record and report all work-related fatalities to OSHA within _ hours.

Employers must report all work-related inpatient hospitalizations that require care or treatment, all amputations, and all losses of an eye to OSHA within _ hours.8, 24 What are the two exceptions to the OSHA regulation (29 CFR 1904)? First, employers with 10 or fewer employees at all times during the calendar year are partially exempt from keeping records.

Second, establishments in certain lower-hazard industries, including medical offices, are also partially exempt.
Employers covered by Part 1904 must record work-related injuries and illnesses that result in Death Days away from work Restricted work Transfer to another job Medical treatment beyond first aid Loss of consciousness Significant injury or illness (e.g., cancer, chronic irreversible disease, fractured or broken bones, or a punctured eardrum) diagnosed by a physician or other licensed healthcare professional Recording an injury or illness in accordance with OSHA regulations is _ a violation of HIPAA.

not OSHA’s recordkeeping rule includes a provision that allows the employer to substitute “privacy case” for the employee’s name in cases that involve: An intimate body part or reproductive system A sexual assault A mental illness A case of HIV, hepatitis, or tuberculosis A needle stick injury or cut from an object contaminated with blood or potentially infectious material An employee voluntarily requesting that his or her name not be entered Benjamin, a transport technician, was punched by a patient in the emergency room.

He fell to the ground, hit his head on a table, he lost consciousness briefly, and required 8 stitches.
Should this incident be reported to OSHA by Benjamin’s employer? yes During her shift Natasha, a nurse’s aide, was walking one of her Alzheimer’s patients to the dining hall.
The patient was sundowning and acting very agitated.

She pushed Natasha, knocking her off balance. Natasha hit her shoulder as she fell and irritated an old injury. As a result, she won’t be able to work for 2 days. Should this incident be reported to OSHA by Natasha’s employer? yes While victims of WPV are not at fault nor should they be blamed, there are some things you can do to protect yourself and try to avoid becoming the victim of such an attack: include actively participating in any training or violence prevention programs offered by your employer, dressing for safety, and being aware of your working environment.

There are also some patient behaviors that can tip you off that an attack might be imminent.
Think about this scenario: someone looks disheveled, smells of alcohol, is clenching their fists, and yelling.
Something that you may not consider as it relates to personal safety at the workplace is having items about your person that could be used as a weapon, used to grab you, or clothing that may restrict your movement making escape difficult.

if you have long hair, it should be pulled back so that it can’t be grabbed. The same goes for jewelry such as necklaces or long earrings. Also, make sure to use breakaway safety cords or lanyards for items such as name badges, keys, or glasses. You _ take note of exits and emergency phone numbers if you change work areas.

You also have to be active in following a safety checklist.
Should According to Hoff & Hoff, it is a best practice to.
Review agency files to confirm that a background check was done on a patient regarding any history of violence or crime, drug and alcohol abuse, and mental health diagnoses.
Also check to see if a patient’s family member has a record of violence or arrest.

If entering a situation already assessed by telephone by your employer as potentially dangerous, you should be accompanied by a team member who has training in de-escalation and crisis You _ have a mobile phone with you and ensure someone knows where you are.

It is also recommended to have a code word so you can call your office and use the code word to let them know you’re in trouble, assuming you can’t call the police. should Verbal Tactics to help lessen the likelihood of a situation escalating into violence: NIOSH recommends that you: Allow the person to express concern.

Use a shared problem solving approach. Be empathetic. Avoid being defensive or contradictory. Apologize if appropriate. Follow through with their problem. Avoid blaming others or “It’s not my job”. Non-Verbal Tactics to help lessen the likelihood of a situation escalating into violence: Be very aware of your body language and general demeanor: Be calm, or at least act calm.

Maintain non-threatening eye contact, smile, and keep hands open and visible. Listen.
Nod your head to demonstrate that you are paying attention.
Respect personal space.
Maintain arm/leg distance away from the individual.
Avoid touching the upset individual as it may be misinterpreted.
Approach the patient from an angle or from the side.

Convey that you are in control, by demonstrating confidence in your ability to resolve the situation. Demonstrate supportive body language. Avoid threatening gestures, such as finger pointing or crossed arms. Avoid laughing or smiling inappropriately. Staying safe (to help lessen the likelihood of a situation escalating into violence): Remember that situations can escalate rapidly.

Always make sure that you position yourself so that you can exit the room quickly if the need arises.
Call security or colleagues if you feel like the situation is beyond your ability.
You can protect yourself by actively by: actively participating in any training or violence prevention programs offered by your employer, dressing for safety, and being aware of your working environment Cameron is a nurse in a home health service for senior citizens and frequently visits two patients in their homes: Elise and Richard.

Elise tends to forget that Cameron is her nurse, and can grow anxious and afraid due to her lapses in memory. She often points her fingers at Cameron, paces, breathes heavily, and clenches her fists. Richard, Cameron’s other patient, is usually friendly, engages in conversation, and shakes Cameron’s hand at the end of the visits.

Which of Cameron’s patients exhibits behaviors that could lead to violence? Elise Ava works the intake desk at an emergency room.
One of the people in the waiting area comes up to her and asks how much longer the wait will be while looking at his watch.
Is this person exhibiting behaviors that indicate the potential for violence? no Brenton is a therapist in a psychiatric ward.

One day, while he’s visiting with one of his patients, the patient suddenly stands up, looms over Brenton, and begins speaking loudly. Is this person exhibiting behaviors that indicate the potential for violence? yes Alice is getting close to the end of her shift at the ER.

It’s been a really hectic night and the waiting room has been full to capacity all night. She is approached by a patient who starts to complain about the wait in a loud voice. As she talks to Alice, she throws her keys on the counter. Alice notes that the patient’s breathing is heavy. What would be an appropriate way for Alice to start to address the issue? apologize for the wait time Josh arrives to give Mr.

Wilson his medication. As he enters the room, Josh notices that Mr. Wilson is staring fixedly at a painting on the wall. He then turns to Josh, starts cursing and accuses Josh of trying to poison him by giving him the wrong medication. He starts to flail his arms in an attempt to swat Josh.

What should Josh do next? Maintain non-threatening eye contact, smile, and keep his hands open and visible.
Use limit setting language such as “Mr.
Wilson, please control yourself or I will call security.” Ensure that he remains between the patient and room exit.
All of the answer options are correct.
Hospital workers may be especially sensitive to issues associated with the Health Insurance Portability and Accountability Act (HIPAA), which—among other things—guards the privacy of personal medical information.

Is recording an injury or illness in accordance with OSHA regulations a violation of HIPAA? no : Preventing Workplace Violence (Healthcare), OSHA Flashcards

What is true about workplace violence quizlet?

What is workplace violence? Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide.

What is the most common type of workplace violence in healthcare?

WPVHC Occupational health researchers have classified workplace violence into the following 4 types (UIIPRC, 2001): Click each item to learn more and to continue with the course. In Type 1 violence, the perpetrator has no legitimate relationship to the business or its employees, and is usually committing a crime in conjunction with the violence (robbery, shoplifting, trespassing). For example:

a nurse assaulted in the hospital parking garage;a home health care nurse is mugged while conducting a home visit.

In health care settings Type I violence occurs less frequently compared to other types of violence. Type 2 violence is the most common in healthcare settings. This course considers the customer/client relationship to include patients, their family members, and visitors, and will be referred to as CLIENT-ON-WORKER VIOLENCE.

Research shows that this type of violence occurs most frequently in emergency and psychiatric treatment settings, waiting rooms, and geriatric settings, but is by no means limited to these. Prevention of Type 2 violence is a primary focus of this course. Type 3 violence between coworkers is commonly referred to as lateral or horizontal violence.

It includes bullying, and frequently manifests as verbal and emotional abuse that is unfair, offensive, vindictive, and/or humiliating though it can range all the way to homicide. Worker-on-worker violence is often directed at persons viewed as being “lower on the food chain” such as in a supervisor to supervisee or doctor to nurse though incidence of peer to peer violence is also common.

This course explores the roots of worker-on-worker violence in healthcare settings.
In Type 4 violence, the perpetrator has a relationship to the nurse outside of work that spills over to the work environment.
For example, the husband of a nurse follows her to work, orders her home and threatens her, with implications for not only this nurse but also for her coworkers and patients.

This course does not specifically address Type 4 violence but many of the concepts, techniques and protocols presented here for violence Types 2 and 3 are applicable.

What is workplace violence according to the World health Organization’s definition?

These are incidents involving work-related abuse, threats or assaults among health workers including physical, sexual, verbal and psychological abuse and workplace harassment.

What are the effects of workplace violence in the workplace?

Individual consequences – Exposure to workplace violence may lead to both physical and psychological health problems, The physical consequences depend on the severity of the incident, and can range from minor injuries (e.g., bruising or wounds) to death.

A review of 55 studies on workplace violence found that psychological consequences include anxiety, fear, increased irritability, concentration problems, reduced self-confidence, sleeping problems, stress reactions, depression and post-traumatic stress disorder (PTSD). Moreover, other reported outcomes include personal safety concerns, job insecurity, fear, lowered job performance, job satisfaction, affective commitment, intent to turnover, physical well-being, interpersonal deviance, and organizational deviance.

According to the Fifth European Working Conditions Survey conducted in 2010 respondents who had been exposed to physical violence, when compared to those who had not been exposed, reported higher levels of stress (52% vs.26%), fatigue (55% vs.35%), sleeping problems (40% vs.18%) and depression (27% vs.8%).

These effects remain very significant when controlling for other individual, workplace and background variables (occupation, sector, firm size, gender, age, tenure and country). The psychological effects of violence differ from person to person, and may be dependent on individual perception and coping strategies,

Beyond the negative health effects, exposure to violence may lead to adverse job attitudes (e.g. motivation or satisfaction ) and may have behavioural outcomes (such as, absenteeism and reduced task performance). A review based on 55 independent studies (66 samples) by Hershcovis and Barling found a relationship between ‘outsider aggression’ and three attitudinal outcomes (job satisfaction, affective commitment, and turnover intent), three behavioural outcomes (interpersonal deviance, organisational deviance and work performance) and four health-related outcomes (general health, depression, emotional exhaustion, and physical wellbeing).

However, across the attitudinal and behavioural outcomes, stronger adverse effects were found for ‘supervisor aggression’ and ‘co-worker’ aggression.
There were no observed differences for the majority of the health outcomes.
Findings from the Fifth European Working Conditions Survey also indicate that absence rates due to work related ill health are significantly higher among those exposed to different forms of workplace aggression.

Specifically, a higher proportion of workers exposed to physical violence, compared to the E-27 average, were absent for 10 or more days due to work-related ill-health (28% vs.15%). It should be mentioned that not only the severity, but also the frequency of exposure to violence has been found to determine the consequences for victims (cumulative effects); this both applies to internal and external violence,

What is true about workplace conflict?

Things to remember –

Workplace conflict is bad for business because it can lead to downturns in productivity and increases in absenteeism.There are broadly two kinds of workplace conflict: when people’s ideas, decisions or actions relating directly to the job are in opposition, or when two people just don’t get along.On an individual level, workplace conflict is stressful and unpleasant.A difficult relationship with the boss is a common cause of work-related stress.If your boss’s behaviour is aggressive or abusive, or if all attempts to build a reasonable relationship fail, talk it over with your boss’s supervisor.

Relationships and the workplace, Relationships Australia. Conflict and cooperation in the workplace, Work 911, Bacal & Associates Business and Management Supersite, Winnipeg, Canada.

This page has been produced in consultation with and approved by: This page has been produced in consultation with and approved by: This page has been produced in consultation with and approved by: Content on this website is provided for information purposes only. Information about a therapy, service, product or treatment does not in any way endorse or support such therapy, service, product or treatment and is not intended to replace advice from your doctor or other registered health professional.

The information and materials contained on this website are not intended to constitute a comprehensive guide concerning all aspects of the therapy, product or treatment described on the website. All users are urged to always seek advice from a registered health care professional for diagnosis and answers to their medical questions and to ascertain whether the particular therapy, service, product or treatment described on the website is suitable in their circumstances.

The State of Victoria and the Department of Health shall not bear any liability for reliance by any user on the materials contained on this website. : Workplace conflict

Which of the following is a definition of workplace violence?

OCCUPATIONAL VIOLENCE Workplace violence is the act or threat of violence, ranging from verbal abuse to physical assaults directed toward persons at work or on duty. The impact of workplace violence can range from psychological issues to physical injury, or even death.

What are 3 examples of workplace violence?

What is workplace violence and harassment? – Back to top Most people think of violence as a physical assault. However, workplace violence and harassment is a much broader problem. It is any act in which a person is abused, threatened, intimidated or assaulted in his or her employment.

Bullying in the Workplace Internet Harassment or Cyberbullying Violence and Harassment in the Workplace Violence and Harassment in the Workplace – Family (Domestic) Violence Violence and Harassment in the Workplace – Legislation Violence and Harassment in the Workplace – Dealing with Negative Interactions Violence and Harassment in the Workplace – Parking Lot Safety Violence and Harassment in the Workplace – Warning Signs Violence and Harassment in the Workplace – Working Late

What is the high risk of workplace violence?

Working with unstable or volatile persons in health care, social service, or criminal justice settings. Working alone or in small numbers. Working late at night or during early morning hours. Working in high-crime areas.

What is another word for workplace violence?

Definition – Workplace harassment is also known by many other names. “Mobbing”, ” workplace bullying “, “workplace mistreatment”, ” workplace aggression “, “workplace molestation” and “workplace abuse” are all either synonymous or belong to the category of workplace harassment.

Workplace harassment includes different types of discrimination and acts of violation that are not confined to one specific group.
The wide-ranging types of workplace harassment can be loosely categorized into emotional and physical abuse.
All of these forms of workplace harassment target various groups, including women, men, racial minorities, homosexuals, people with disabilities and immigrants.

In essence, workplace harassment requires a pluralistic understanding, because it cannot be delineated in one coherent and concrete definition. Acknowledging the difficulty of formulating a universal definition of workplace harassment, Ezer broadly defines workplace harassment as “irrational repeated behavior towards an employee or group of employees, which represents a health and security risk.

Any act of discrimination or assault that systematically disadvantage the employees is considered workplace harassment.
Workplace harassment can contribute to deterioration of physical and emotional health.
According to Rosa Brook, the concept of workplace harassment is based on two premises.
Firstly, regardless of gender, race, sexuality or any other defining characteristic, every person should be given the right to be “free from abusive treatment in the workplace”.

With freedom from abuse given as a basic human right, any form of discomfort or discrimination in workplace becomes labeled as an act of harassment. Secondly, the issues caused by workplace harassment affect the victims in harmful ways. Discrimination in the workplace hinders victims from successful advancement in their careers, limiting the capabilities of the victim.

A common misconception about workplace harassment is that workplace harassment is simply sexual harassment in the context of a workplace. While sexual harassment is a prominent form of workplace harassment, the United States Department of Labor defines workplace harassment as being more than just sexual harassment.

“It may entail ‘ quid pro quo’ harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct, typically conduct of a sexual nature. Workplace harassment may also consist of offensive conduct based on one or more of the protected groups above that is so severe or pervasive that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as being fired or demoted/reducing salary).” Thus, workplace harassment is a bigger category that encompasses sexual harassment.

What are the four categories of workplace violence describe?

The National Institute for Occupational Safety and Health (NIOSH), (1996) defines workplace violence is defined as ” violent acts, including physical assaults and threats of assault, directed toward persons at work or on duty”, Workplace violence takes many shapes and has multiple sources.

What are the three main consequences of workplace conflict?

The negative effects of workplace conflict can include work disruptions, decreased productivity, project failure, absenteeism, turnover and termination.

What is the main cause of conflict in the workplace and why?

Unrealistic needs and expectations – Conflict at work can often be caused when employers ignore the needs of employees or set unrealistic expectations. For example, arranging hours that make it difficult for employees to carry out childcare responsibilities.

What are the environmental factors of workplace violence?

Risks for Workplace Violence – Below are some of the risk factors for Type II workplace violence (inmate related):

Poor environmental design, blind spots, etc. Poorly lit corridors, rooms, parking lots and other areas Overcrowded, uncomfortable settings Inadequate security (alarms, etc.) Working alone Working when understaffed Transporting and/or escorting inmates Lack of staff training and violence prevention; inadequate management plans and policies

Some of the risks for Type III workplace violence (worker-on-worker) can involve individual (personal), organizational or situational factors such as:

Organizational injustice and unfairness Lack of support from peers and supervisors Authoritative and autocratic leadership Lack of participation in decision-making Low staff empowerment Lack of clear perception of tasks, little job control and high job demands Poor conflict resolution practices, along with lack of institutional policies Organizational change Incivility

What is the definition of workplace violence and aggression?

Topic / Workplace violence and aggression is when a person is abused, threatened or assaulted at the workplace or while they’re working. It can cause both physical and psychological harm, making it a risk to health and safety. Under the model WHS laws, persons conducting a business or undertaking (PCBUs) must manage the health and safety risks of workplace violence and aggression between workers and from other people at the workplace, like customers and clients.

Which of the following is an example of workplace violence quizlet?

Workplace violence includes: Threatening behaviour, verbal or written treats, harassment, bullying, verbal abuse, physical attacks.

What are 5 examples of workplace violence?

What is an example of workplace violence quizlet?

Any physical assault, threatening behavior, or verbal abuse occurring in the work setting. It includes buildings, parking lots, field locations, clients’ locations, and traveling to and from work assignments. Who commits workplace violence?

What is the most common type of workplace violence quizlet?

What are the most common types of worker violence? client-on-worker and worker-on-worker. verbal outbursts and passive activities, such as refusing to perform certain tasks or quietly exhibiting uncooperative attitudes.