Professional Documents
Culture Documents
Workplace Violence
Workplace Violence
Training:
Presented by:
Corporate Security
Updated: September 2022
Agenda:
1. Training Objectives
2. Overview
3. Definition
4. Impact
5. Types of violence
6. Factors that increases changes
7. Warning signs
8. Response to workplace violence
9. Prevention
10.Reporting
Training Objectives:
After completion of this training, the participant
will be able to:
1. Know what is meant by the term workplace
violence.
2. Know what actions are considered to be
workplace violence.
3. Understand the factors that increases the risk
to workplace violence.
4. Understand how to report incidents of
workplace violence.
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Types of workplace violence:
➢ Theft.
➢ Insubordination.
➢ Fights, beatings and
➢ Threatening behaviour (e.g. stabbings.
shaking fists, throwing
objects). ➢ Vandalism and arson.
➢ Threats and verbal ➢ Mobbing and or bullying
intimidation. (e.g. where a group of
employees spread
➢ Harassment. rumours, or insult an
➢ Sexual assault. employee).
➢ Exchange of money.
➢ Delivery of goods and services.
➢ Working alone or in small teams.
➢ Working late night or during early morning hours.
➢ Working in high crime areas.
➢ Guarding valuable property or possessions.
➢ Working during periods of intense organisational change
(e.g. strikes, downsizing).
Is an evolutionary one…
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Stopping Harassment:
1. S – Source – The source of the disrespectful behaviour has the
responsibility to stop behaving in such a manner. E.g. What
about “us”? Are we part of the problem? Have we added to
that behaviour ?
2. T – Target – The target/victim must help confront the
Harassment/harasser. If we are offended by other people’s
actions/behaviour, we need to let them to know and ask them
to stop.
3. O – Observer – Those who observe the disrespectful/harassing
behaviour, have a responsibility to stop or report it. Maybe, the
source of disrespectful behaviour may not even know that
his/her behaviour is offensive to others.
4. P – Person in Authority – Every person in authority has the duty
to keep the workplace free from offensive and harassing
behaviour.
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Reporting:
NOV fully supports each employee when they need to seek
guidance and report workplace concerns. By asking questions and
speaking up about our concerns, we are helping to preserve our
culture of employee workplace safety. If you wish to raise a
question or concern, NOV encourages you to contact:
➢ Your direct manager or supervisor
➢ Human Resources Manager
➢ Ethics Hotline
➢ Email [email protected]
➢ Corporate Security: [email protected]
➢ NOV GSOC Hotline at +1-713-634-3356/7 (24/7).
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Questions?