An important question that should be asked is, what causes violence in the workplace? The answer to this question is very complex. There are numerous contributing factors that can push an employee to the point that may seem unbearable. To an employee, being perceived unfair is one of the significant factors. Many times the organization is looked upon as not treating their employees properly. Other contributing factors are, but not limited to, an unstable economy, downsizing, layoffs--each causes fear, depression, and paranoia, evaluations, lack of promotion or advancement, authoritarian management, relationships brought to the workplace, and stress (Liabig 33).

It is a fact that an individual can exhibit one or more warning signs and never resort to violence. It is important to remember that people have different levels of sensitivity. What is a violence-triggering event to one person may not be to another. Each case must be examined on an individual basis and, to the extent possible, viewed from that person's perspective.

It is important that data that is collected be as specific as possible and focus on job performance or any unusual behavior on the job. Recurring patterns should be noted. Everyone has an off day once in a while so observation or documentation should go on over a period of time. Collection of data helps the supervisor make a fair and impartial assessment of job performance. It also guards against remembering only the peaks of performance, the good days and not the bad days. There are several characteristics that should alert an employer of possible signs of workplace aggression.

Although many acts of workplace violence appear completely random, there are actually many things companies can do to prevent violent outbreaks from occurring. The initial step would include the screening of potential employees thoroughly. If the resources are not there, an outside service should be hired to conduct criminal background checks for a nominal cost. The implementation of a zero-tolerance policy with harsh repercussions for violent or threatening behavior at the workplace should be established. All threats of violence should be reported to the police immediately. Certain circumstances may even warrant the temporary use of a security firm. It is significant for an employer to create a workplace culture that encourages mutual respect and open communication. It would be essential to conduct training for employees and supervisors that covers conflict resolution, how to report and handle complaints of unfair treatment and how to recognize signs of a potentially violent employee. The use of the Employee Assistance Program, which is a pla

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