Managment Occupation Health and

Safety 5th Edition Kevin Test Bank

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Chapter 8-Workplace Violence

MULTIPLE CHOICE

1. Why was Grant’s law created?

a. to reduce the cost of H&S claims
b. to reduce the potential of violence in healthcare
c. to reduce the risk of violence for gas station attendants
d. to raise awareness of workplace violence

ANS: c
PTS: 1
REF: p. 196

2. Approximately how many workplace homicides occur in Canada each year?

a. 7
b. 14
c. 21
d. 55

ANS: b
PTS: 1
REF: p. 196

3. Which of the following statements BEST defines how current legislative approaches define workplace
violence and aggression?
a. They define violence and aggression the same.
b. They differ widely on how they define violence and aggression.
c. They view workplace violence as more important than workplace aggression.
d. They are not part of the law but are part of the safety guidelines.

ANS: b
PTS: 1
REF: p.197

4. What does the term “mobbing” refer to?

a. gang violence
b. violence done to young workers
c. bullying; used mainly in Europe
d. harassment

ANS: c
PTS: 1
REF: p. 197

Test Bank to accompany Management of Occupational Health and Safety, 5e 8-1

5. What is incivility?
a. rude or discourteous behaviour
b. the precursor to workplace aggression
c. not a concern for health and safety legislation
d. a and b

ANS: d
PTS: 1
REF: p. 197

6. According to the text, how many American workers have experienced workplace violence?
a. 1 million
b. 2 million
c. 7 million
d. 10 million

ANS: c
PTS: 1
REF: p.198

7. What common approach is used to categorize workplace violence?

a. That it occurs in many workplaces.
b. That it occurs only in health care facilities.
c. That it focuses on the relationship between the assailant and the victim.
d. That it focuses on intimate partner violence.

ANS: c
PTS: 1
REF: p. 199

8. What is Type I violence usually associated with?

a. some type of criminal activity
b. noncriminal activity
c. a close relative
d. coworkers

ANS: a
PTS: 1
REF: p.200

9. Which of the following are considered occupational risk factors for workplace violence?
a. scheduling, authority, working with valuables, taking care of others
b. night shifts, training, and access to emergency phones
c. client interactions, perpetrator’s relationship to worker and timing
d. lack of training, poor emergency plans, and a diverse workplace

ANS: a
PTS: 1
REF: p. 202

8-2 COPYRIGHT © 2011 by Nelson Education Ltd.

10. What is the first overall occupational risk factor?
a. working with a spouse
b. working with the general public
c. working with an impaired client
d. working alone

ANS: b
PTS: 1
REF: p.202

11. What is the definition of imminent risk, according to the text?

a. the short-term risk of violence occurring in a future situation
b. the short-term risk of violence occurring in the current situation
c. violence occurring only after a period of escalation
d. the long-term risk of experiencing violence

ANS: b
PTS: 1
REF: p.203

12. Which of the following is NOT an example of behaviour to reduce imminent risk?
a. being judgmental
b. being an empathic listener
c. being calm
d. being attentive

ANS: a
PTS: 1
REF: p.203

13. Which of the following describes the assault cycle?

a. A model suggesting that violence occurs only after a period of escalation
b. A model suggesting that violence occurs without a period of escalation
c. A model suggesting that violence only occurs when working with the general public
d. A model suggesting that experiencing violence is inevitable

ANS: a
PTS: 1
REF: p.203

14. What percentage of all nonfatal assaults occurred in 2000 in American health care and social service
industries?
a. 16
b. 20
c. 48
d. 62

ANS: c
PTS: 1
REF: p.206

Test Bank to accompany Management of Occupational Health and Safety, 5e 8-3

15. Which occupations have the most common victims of nonfatal workplace violence?
a. health care workers, teachers, and police officers
b. retail workers, bankers, and parking attendants
c. door-to-door sales people, construction workers, and gas station attendants
d. b and c

ANS: a
PTS: 1
REF: p.206

16. What is the first step in managing workplace violence?

a. risk mitigation
b. training
c. workplace violence policy
d. risk assessment

ANS: c
PTS: 1
REF: p.207

17. What is sexual harassment associated with?

a. organizational strains, including increased job dissatisfaction
b. increased loyalty to the organization, and decreased intent to leave the organization
c. increase in empathic behaviors in the workplace
d. an increase of women in the workplace

ANS: a
PTS: 1
REF: p.211

18. When did the Supreme Court of Canada conclude that sexual harassment is a form of sex discrimination
and is therefore prohibited in employment?
a. 1979
b. 1980
c. 1989
d. 1990

ANS: c
PTS: 1
REF: p.211

19. According to the text, how much did Mitsubishi Motors in the United States have to pay to settle
allegations of sexual harassment?
a. $5 million
b. $11 million
c. $15 million
d. $34 million

ANS: d
PTS: 1
REF: p.211

8-4 COPYRIGHT © 2011 by Nelson Education Ltd.

TRUE/FALSE
1. Legislation across Canada defines workplace violence and aggression the same way.

ANS: F
PTS: 1
REF: p.197

2. Violence, aggression, and harassment all mean the same thing in H&S legislation

ANS: F
PTS: 1
REF: p.197

3. According to the text, emotional abuse is another term for bullying.

ANS: T
PTS: 1
REF: p.197

4. Recently, a number of researchers have included sexual harassment behaviours in their definitions of
workplace violence and aggression.

ANS: T
PTS: 1
REF: p.197

5. Sexual harassment and sexual coercion mean the same thing.

ANS: F
PTS: 1
REF: p.197-198

6. According to the text, there appears to be more violence and aggression in Canadian workplaces than in
American workplaces.

ANS: T
PTS: 1
REF: p. 199

7. A common approach to categorizing workplace violence focuses on the relationship between the assailant
and the victim.

ANS: T
PTS: 1
REF: p. 199

Test Bank to accompany Management of Occupational Health and Safety, 5e 8-5

8. One way to reduce type I violence is to make the worker more visible.

ANS: T
PTS: 1
REF: p. 205

9. Target hardening strategies focus on physical designs that make it difficult for employees to be assaulted.

ANS: T
PTS: 1
REF: p. 205

10. The courts have increasingly viewed workplace sexual harassment as the responsibility of the employer.

ANS: T
PTS: 1
REF: p. 211

11. The assault cycle is a model that suggests once a person has become a victim of violence they are likely to
become a victim again.

ANS: F
PTS: 1
REF: p.203

12. Health care providers and teachers are particularly vulnerable to assaults in their workplace.

ANS: T
PTS: 1
REF: p.206

8-6 COPYRIGHT © 2011 by Nelson Education Ltd.

SHORT ANSWER
1. Describe the measures that a human resources manager can take to develop and implement a workplace
violence prevention program.

ANS:
Employers and/or human resource managers can develop workplace violence policies and programs that
address the specific needs of their organization and workers by initially conducting a risk assessment. A
risk assessment should take into consideration the location, nature, and circumstances of the business or
industry in which they are engaged. The assessment should also take into consideration the number and
nature of previous incidents of violence at the workplace over a period of at least one year. After
conducting a needs assessment, the employer and/or human resource manager should to develop a
workplace violence prevention policy and program that is specific to their organization. Organizations
and human resource managers need to confront any problems of violence proactively and strategically
through alignment with their business plan and all the human resource management functions ranging
from job analysis to orientation, training, and performance management that make safety an important
criterion of acceptable job performance. A violence prevention program should include:
• A written policy that conveys the organization’s approach
• Management commitment
• Employer, OH&S committee, employee, union, management, supervisor responsibilities
• Prevention procedures with written instructions on prevention, reporting, communication, response
methods, inspections, investigations and incident reviews
• Worker and supervisor training
• Maintenance of records and program evaluation
All threats of violence must be taken seriously. Human resource managers must stay within their area of
competence and get the proper authorities or specialists involved as needed.

PTS: 1
REF: p.204-211

2. List and discuss the occupational risk factors for workplace violence.

ANS:
Occupational risk factors can be subsumed under the acronym SAV-T.
Scheduling: individuals who work alone or at night and on weekends are at increased risk for violence.
Authority: individuals who have authority over others, who are in a position to deny services or requests,
who supervise or discipline others, or who make decisions that influence others’ lives are at increased
risk for workplace violence.
Valuables: individuals who work around valuable products or objects are at increased risk of violence
largely because the risk of criminal activity is greater.
Taking care of others: providing physical or emotional care for others, especially if such care is outside a
traditional workplace, puts individuals at increased risk for workplace violence and aggression.

PTS: 1
REF: p.202

Test Bank to accompany Management of Occupational Health and Safety, 5e 8-7

3. What are the distinguishing characteristics of the four types of workplace violence, when considering the
relationship between the assailant and the victim?

ANS:
A common approach to categorizing workplace violence focuses on the relationship between the assailant
and the victim. Various “types” of violence are considered based on who the perpetrator is.
• Type 1 violence: is associated with criminal activity; an assault or homicide that occurs in the context
of a robbery. The violence is committed by someone with no legitimate relationship to the
organization.
• Type 2 violence: is also committed by a non-organizational member but is not typically associated
with other forms of criminal activity. It is sometimes referred to as “client-perpetrated violence”.
• Type 3 violence: is violence perpetrated by organizational “insiders”; examples include co-worker
assaults, or acts committed by other employees of the organization.
• Type 4 violence: is committed by the spouse or partner of the victim and is more properly seen as
family/spousal or intimate partner violence that happens to occur in the workplace.

PTS: 1 DIF: REF: p.199-200

4. What components would an effective approach to dealing with workplace violence and aggression
include?

ANS:
Many Canadian organizations have implemented policies for dealing with workplace violence and
aggression. Organizations are required to comply with legislative requirements. An effective approach to
dealing with workplace violence and aggression would include the following:
• Policy Statement:
o identifies violent and aggressive behaviour as unacceptable in the workplace
o should be clearly posted and should apply both to employees and to members of the public
• Risk Assessment:
o considers the organization’s history of violence and aggression, the nature of tasks performed in the
workplace, and any special circumstances that may temporarily or permanently change these risks
• Risk Mitigation strategies:
o designed to reduce or mitigate the risks identified in the risk assessment
• Training for both employees and managers in recognizing and managing risks and in applying the
policy
• Emergency Response Plan:
o deals with violent incidents in progress and also their aftermath
o plan should include provisions for escape/evacuation, for calling security/police forces, for treating
physical injuries, and so on
• Follow-up Procedures:
o ensures victims receive appropriate physical and psychological treatment, that risks are reassessed
following an incident, that all incidents are documented and reported to appropriate authorities, and
that all aspects of the workplace violence management plan are current and effective

PTS: 1
REF: p.207

8-8 COPYRIGHT © 2011 by Nelson Education Ltd.

PROBLEM
1. Define and distinguish between the legal terms of “discrimination,” “harassment,” and “sexual
harassment” and discuss the two primary reasons that sexual harassment is an occupational health and
safety issue. What steps can a human resource manager take to prevent it from occurring in the
workplace?

ANS:
Discrimination occurs if a distinction is made (on one of 13 prohibited grounds; sex is one of them) that
imposes disadvantages not imposed on others. Harassment is one form of discrimination. Sexual
harassment is a form of discrimination defined in the BC Human Rights Code and Tribunal
(http://www.bchrt.bc.ca). It is defined as any unwelcome comment, gesture, contact, or conduct of a
sexual nature that may cause offence or humiliation to any employee, and detrimentally affects the work
environment or leads to adverse job-related consequences.

Sexual harassment is a stressful experience that is associated with several strains ranging from increased
job dissatisfaction to psychosomatic disorders that become a health and safety issue. Sexual harassment
is also a human rights issue. It is the employer’s responsibility to ensure that the workplace is free of
discrimination and a safe place to work. Organizations and human resource managers can establish the
following guidelines to eliminate sexual harassment in the workplace.

• Develop a written policy that clearly defines illegal behaviours (discrimination and harassment) and
employer responsibilities.
• Educate all employees on discrimination prevention.
• Develop and publicize clear informal and formal complaint channels and procedures.
• Investigate, record, mediate, mitigate, and resolve all complaints immediately.
• Take disciplinary action with the person who was exhibiting illegal behaviours.
• Provide support and protection against retaliation for all employees.
• Solicit feedback and regularly review policies and procedures.
• Encourage individuals to come forward by ensuring confidentiality and privacy.

PTS: 1
REF: p.197, 209-11

Test Bank to accompany Management of Occupational Health and Safety, 5e 8-9