英语论文网

to work.
The definition of violence is, “any incident in which a person is abused, threatened or assaulted by another person”.
However, the department of health defines violence to staff as, “the application of force, severe threats or serious abuse by members of the public towards people arising out of the course of their work, whether or not they are on duty”.
Incidents can include harassment (including racial and sexual), threats with a weapon, serious injury and even death. The same incidences can also occur on wards where other patients are involved, who are violent and abusive.

1.3 Training Regarding Violence at Work in the Workplace

At my place of work, the trust tries to ensure that adequate training is provided (and updated on a yearly basis) and given to all staff, who are in direct contact with patients on a daily basis and being able to conduct themselves and act correctly when faced with stressful or potentially violent situations.
A very interesting point is that the guidelines (1998 DHSS Committee on Violence to Staff) states that, “any staff without the required training to deal in potentially violent patients and situations are not allowed to manage, work with or work near situations where violence may occur”. I disagree with this or it has not been enforced, with staff shortages and incidences where employees are not able to attend training.
I do not see any evidence in my workplace, where this would halt staff working with potentially violent patients, because as employees of our trust, we are unable to refuse immediate and swift treatment to our clients. It would be down to the employee to bring it to the attention of the employer to make sure that training is completed as soon as possible if missed.
The training provided, is a conflict resolution course based at my workplace and has significantly changed over the past two years. It previously was based on awareness, self-defence and how to handle violent patients and incidences when they occur. Since then it has changed to how to diffuse potentially violent situations and body languages of violent patients, with no self-defence used.
In my opinion, it was a difficult decision change to make as the employee’s health could be in potential jeopardy, when put in a dangerous one on one situation without any knowledge on how to defend themselves. I assume because the self-defence part of the conflict resolution was removed because either to avoid legal proceedings against the trained employees or because the course itself was quite intense, employee’s may have had slight injury coming from it and thus sickness was occurring. I can personally understand this thinking, because after taking the original conflict resolution course myself, I was on painkillers for 3 days due to the pain, regardless it was beneficial to my safety and gave peace of mind in the workplace whilst performing my daily duties.

2. Clients Who Are Violent or Abusive In The Workplace

2.1 Zero Tolerance regarding Violent or Abusive clients within the workplace
Regarding the patients standpoint, the trust recognises that all staff working in the health service is not expected to accept personal injury as part of their role. Keeping this balance in the trust between effective care and treatment can be difficult with violent