Workplace Aggression: Taking a Proactive Approach

In Workplace Aggression: Taking a Proactive Approach participants will learn how their organization can proactively approach workplace aggression. They will learn how to identify improvements their organization can make to address workplace aggression and how to establish a workplace aggression policy. In addition they will learn how to use preventive hiring techniques to eliminate workplace aggression and how to discipline and dismiss employees who behave aggressively.

This is primarily online training This is an online eLearning or CBT training program Contact Serebra Learning Corporation for more information

Duration: 4 hours Training Presented in: English

Audience

Managers who want to learn how to successfully establish a workplace aggression policy and use proactive hiring techniques.

Objective

• Follow three steps that enable them to take a proactive approach.
• Include three elements when creating a workplace aggression policy.
• Fulfill three responsibilities as a member of an emergency response team.
• Discuss the importance of an Employee Assistance Program.
• Follow four steps when conducting an interview.
• Follow the appropriate guidelines when disciplining or dismissing an employee.

Topics Include

Unit 1: Background Information

• Understand the importance of a proactive approach toward workplace aggression.
• Follow the three steps that enable you to take a proactive approach.
• Explain why customization is important when being proactive.
• Simulation Overview:
• In this simulation you will meet with Maxwell Carson Icon's Director of Human Resources to discuss the importance of taking a proactive approach toward workplace aggression. Through your questions you will learn about the three steps to taking a proactive approach toward workplace aggression and why it is important that each approach is specific to its environment.

Unit 2: Establishing a Workplace Aggression Policy

• List the three ways you can identify areas of your organization that need to be improved in regards to workplace aggression.
• Include three elements when creating a workplace aggression policy.
• Effectively communicate your workplace aggression policy to your employees.
• Discuss the importance of an Employee Assistance Program.
• Fulfill three responsibilities as a member of an emergency response team.
• Simulation Overview:
• In this simulation you will meet with Roger McAlister a consultant with Crown Consulting to discuss the role a workplace aggression policy plays in taking a proactive approach toward aggression in the workplace. Through your questions and Roger's answers you will learn how to create an effective policy and what an organization can do to supplement its policy.

Unit 3: Using Preventative Hiring Techniques

• Discuss the importance of networking when looking for new employees.
• Use four tools when screening candidates.
• Follow three guidelines when reviewing applications.
• Follow four steps when conducting an interview.
• Simulation Overview:
• In this simulation you will meet with Carla Jackson a Human Resources Assistant to discuss the techniques used in the hiring process to identify people with aggressive dispositions. Through your questions you will learn how following the proper guidelines when hiring individuals can be a proactive measure in preventing workplace aggression.

Unit 4: Disciplining and Dismissing Effectively

• Differentiate between instances when discipline is appropriate and when dismissal is appropriate.
• Explain how both discipline and dismissal are methods for proactively addressing workplace aggression.
• Follow the appropriate guidelines when disciplining an employee.
• Follow the appropriate guidelines when dismissing an employee.
• Simulation Overview:
• In this simulation you will be meeting on an individual basis with two employees who have been behaving aggressively in the workplace. In your first meeting with Dean Kramer Director of Information Services you need to discuss Dean's recent confrontation with one of his co-workers. In the second meeting you will meet with David Morris an Engineer who has taken some inappropriate actions. You must determine if these situations require discipline or dismissal and effectively carry out the appropriate process.

Duration

4

Minimum Requirements

The CDROM version of this course requires:

• At least a 486DX 33Mhz CPU.
• Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
• At least 8MB RAM.
• At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).
• At least a double speed CDROM drive.
• An MPC compliant sound card with attached speakers or headphones is recommended (Currently only the CDROM version supports audio).

• At least a 486DX 33Mhz CPU.
• Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
• At least 8MB RAM and 22MB available hard disk space or file server space.
• At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).

Media

• Workplace Aggression: Defusing Aggressive Situations
• Workplace Aggression: Recognizing Aggressive Behavior