Workplace violence is an unfortunate reality many workers have to go through in their life. . “It is important to know that Type-1, worker vs. criminal outsider and Type-4, worker vs. significant other, account for most of the workplace violence and deaths” (Grayson, 2010). Some common forms of workplace violence such as harassment and bullying can happen quite frequently. One of the most common forms ‘bullying’ can be defined as “behavior that the victim perceives as oppressive, humiliating, threatening, or infringing on the target’s human rights that occurs over an extended period of time” (Mathis, 2014, p. 509). This definition covers a wide range of behaviors from dirty jokes to racism. A significant event such as bullying can have a long lasting ramifications for both the employer and employees. When employees allow outside problems to mix with workplace pressure it can lead to outbursts of anger. Based on research of “bullying cases heard in the U.S. courts found that almost 20% of situations contained violence were often precipitated by a manager” (Mathis, 2014, p. 509). This is could definitely be one reason employers have started to try and provide better safer workplace for its employees. With supervisors being involved in workplace violence the company often takes a dip in public opinion. This can lead to slower sales and even more turnover. HR plays a key role in helping employers provide a safer working environment. Employees who end up committing acts of violence at the workplace can show signs well before the actual events occur. Some of the common warning signs for workplace violence include but are not limited to being a “loner with little or no family or social support, increasing isolation from family or friends, escalation of domestic problems, i.e., recent divorce or break-up of a significant personal relationships” (Larsen, 2015). HR needs to provide all the necessary training so the employees can recognize these signs. Passing out information on this subject and providing training classes are a couple of the ways HR can educate the employees. Once the employees are familiar with the warning signs they need to be trained on how to handle these threats. Training of this kind includes asking questions which can help relieve some of the frustration for the employee. Anytime an employee finds himself/herself in a confrontation with a threatening coworker they need to always remember to stay calm, make time, get help if possible, and of course notify security (Mathis, 2014). Now the employees have some skills which can hopefully allow them to help stop these horrible events before they happen. In order for the employees to be able to stop these possibly horrific events the employees need to feel comfortable turning to management. This is when HR needs to work with management to assure they are providing the support required to allow the employees to be comfortable enough to come forward with concerns. This is why the majority of organizations have policies to help HR govern threats of retaliation at the workplace. The policies and enforcing them can make the difference when employees are trying to decide on whether or not to come forward with their concerns.

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