Mind
Workplace Harassment
Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990. Harassment can be based on a variety of factor such as race, sex, and disability. Experiencing an uncomfortable situation in the work place may be more than an unpleasant event.
Harassment is not limited to anyone. This may happen among coworkers, management, or management with coworkers. Anti-discrimination laws prohibit harassment against individuals in retaliation for filing a discrimination charge, or participating in any way in an investigation. After filing a report, if you get demoted, fired, or moved, report it immediately. This may be against the law.
Harassment needs to be reported but if the aggressor is the person, to whom you need to report, it is then you contact and report to the companies Human Resource department. Let HR know that the aggressor is the supervisor and you couldn’t follow the policies for reporting the occurrence. If the company does not have HR, then report it to a higher authority; follow the chain of command. When a charge is filed against an organization, Equal Employment Opportunity Commission will notify the organization within 10 days and EEOC has authority to investigate whether there is reasonable cause to believe discrimination occurred.
If they find probable cause it can be settle with mediation. If not, the case will move forward. Prevention is the best tool to eliminate harassment in the workplace. Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment. They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated. They can do this by making a complaint or providing anti-harassment training to their managers and employees. Immediate and appropriate action should be taken when an employee complains.
Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed.
Harassment To Violence
Workplace harassment must be identified, discouraged and prevented in order to keep hostility in the work environment from developing. Left unchecked, harassment can turn easily into violence. Workplace violence and harassment training are essential to the safety of all employees.
Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behaviors that happens at work. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors. Working alone or in isolated areas may contribute to the potential for violence. Providing services and care, and working where alcohol is served may also impact the likelihood of violence. Additionally, the time of day and location of work place, such as working late at night or in areas with high crime rates.
There are also risk factors that should be considered when addressing issues of workplace violence. Among those with higher-risk are workers who exchange money with the public, delivery drivers, healthcare professionals, public service workers, customer service agents, law enforcement personnel, and those who work alone or in small groups. When there is workplace violence there are usually some signs. There are three levels of workplace violence; the first one is verbal bullying. This is where they are disrespectful, uncooperative and intimidated. The second level is where they threaten coworkers, take anger out on customers and cannot be restrained. The third level is when it gets physical. Fighting and breaking things are usually what it occurs. While they are often preventable, it is still difficult to determine whether or not any particular workplace situation is potentially violent.
This is an emotional and complex topic, and decisions about what to do in certain situations are not always straightforward or made in a clearheaded state of mind. In many cases, employees ignore warning signs because they believe they are not important. In other situations, employees react based on fear and what they believe is the profile of a potentially violent person, not necessarily observed actual behavior. Another major hindrance is they do not know where to go to get help in making decisions regarding real and potential risks. If work place violence is happening please report it to either HR or to the Department of labor. In worst case scenarios or before the situation gets out of hand, call the police
Emotional Intelligence
Emotional intelligence describes the ability to understand one’s own feeling. It provides great insight as to how emotions influence motivation and behavior. The concept of emotional intelligence has been around since the 20th century, but the term was first introduced by Wayne Payne in 1985.
Higher emotional intelligence makes it easier to form and maintain interpersonal relationships and to fit into group situations. Also, they are better at understanding their own psychological state, which can include; self management, self awareness, self regulating, self-motivation, empathy, managing stress effectively and they are less likely to suffer from depression.
Self awareness is the skill of being aware of and understanding your emotions as they occur and as they evolve. Emotions are not positive or negative. They are considered appropriate or inappropriate. When it comes to self management/regulation, it is related to the emotions you are feeling at any given time and how well you manage them.
Self motivation is our personal drive to improve and archive our commitment to our goal, initiatives, and readiness to act on opportunities. When it comes to empathy this particular skill can help us develop a stronger understanding of other people’s situation or emotion. Emotional intelligence is the foundation for critical skills. It impacts almost everything you say and do each day. Emotional intelligence has nothing to do with your IQ. There is no known connection between them. You can not predict someone’s emotional intellect based on how smart they are. Intelligence is the ability to learn. What you learn at the age of 15 can also be learned at the age of 50. Emotional Intelligence is a flexible set of skills that can be improved through practice. Some people are born with low EI but they are able to develop high Emotional intelligence. IQ does not always mean you have a high Emotional intelligence and having a high emotional intelligence does not mean you have a high IQ.