Workplace violence (WPV) is a global issue that puts the health and safety of the workforce at risk (Ramacciati and Giusti, 2020 cited in Heddar et al., 2022). Violence is defined as “any action, inaction, or structural arrangement that results in physical or nonphysical harm to one or more persons” (Iadicola & Shupe, 2003, p. 2 cited in Kormanik, 2011). There is a wide range of behavior that constitutes workplace violence, including physical violence, threats of physical violence, harassment, intimidation, bullying, and other threatening, harassing behavior (U.S. Department of Agriculture [USDA] , 1998, p. 1, cited in Kormanik, 2011). It is very easy for disrespect to escalate into violence in the workplace if it is uncontrolled (Kormanik, 2011). Additionally, fear of workplace violence can negatively affect employee performance, regardless of how frequent the violence is (Society for Human Resource Management [SHRM] , 2010 cited in Kormanik, 2011). It is human resource professionals who should be most concerned and interested in the safety and protection of their employees in the workplace (SHRM, 2008 cited in Kormanik, 2011).
Raising awareness against violence in the workplace and prevention and taking measures to combat it, both on the part of the state and on the part of businesses, are conditions that will help to reduce and, why not, eliminate violence in the workplace.
In Greek labour legislation, the issue of violence in the workplace was addressed for the first time with Law 4808 of 2021, which refers to the obligations of employers to prevent and address violence and harassment. A general duty of employers, regardless of the number of employees employed, and managers or representatives of employers is laid down in Article 5 of Law 4808/2021: a. Complaints or reports should be received, investigated and handled with zero tolerance for violence or harassment, in a confidential manner and with respect for human dignity, and no obstruction should be placed in the way of such receiving, investigation and handling ( Prassas, 2021, p. 96 – 97). b. If requested by competent public, administrative and judicial authorities, provide assistance and participate in their investigations into such incidents or conduct (Prassas, 2021, p. 96-97). c. Assist workers in understanding the risks of harassment and violence at work, as well as the necessary prevention and protection measures, including the rights and obligations of workers and employers ( Prassas, 2021, p. 96 – 97). And d. Inform employees at work about the enterprise’s reporting and disciplinary procedures, as well as the contact details of the judicial and administrative authorities that may be required in accordance with the applicable laws, as well as the procedures for dealing with such conduct at the enterprise level (Prassas, 2021, p. 96 -97).
However, raising the awareness of employees within their workplace is also an important asset for companies to eliminate violence (Kormanik, 2011). It is noteworthy to mention the awareness development cycle ( CAD ) model, which helps to illustrate the transitional process of alternation of awareness development through five stages: pre-encounter, intellectual, encounter, empowerment and integration (Kormanik, 1999 cited in Kormanik, 2011). According to the awareness development cycle model ( CAD ) , the process of awareness development is not static (Kormanik, 2011). Individuals’ perspectives are shaped by the events of their lives and the development of their consciousness around these events (Kormanik, 1999). As a result of this phenomenon, communication and understanding are hindered, as well as the ability to overcome the reaction (Kormanik, 1999). It is important to have a framework to help individuals understand themselves and others and to help them overcome dysfunctional reactions in response to life events (Kormanik, 1999).
Pre-encounter: In the first stage, someone does not have any experience with the subject, so they are in the stage of developing awareness, because they do not perceive it in terms of themselves or others (Kormanik, 1999)., Intellectualizzation: In the second stage, the individual starts learning about the topic, moves into developing awareness, and focuses on cognitive development. However, there is little or no emotional involvement (Kormanik, 1999). Encounter: In the third stage of awareness development, the individual experiences the subject for the first time (Kormanik, 1999). Empowerment: Empowerment is the fourth stage of developing awareness, in which someone seeks and finds strategies for ensuring enough power to make necessary changes while managing the risks involved (Kormanik, 1999). Integration: A fifth stage of awareness development occurs as a result of cognitive and psychosocial development during the empowerment stage, when the individual possesses the knowledge and ability to help himself or herself and others (Kormanik, 1999).
It is important to mention that the Greek Government has taken into account the seriousness of the issue of violence and harassment in the workplace, for this reason the Ministry of Labour by decision 80016/2022 has set the fines for the violation of the new provisions of the labour legislation related to the fight against violence and harassment at work introduced by Law 4808/2021 on the Protection of Labour (E-forologia, 2022). In particular, the new sanctions are as follows: In preventive cases, where the company does not take the mandatory measures or does not adopt policies in its organisation to avoid incidents of violence and harassment, the fines in these cases range – depending on the size of the organisation – from € 1.800 to € 8.000 (E-forologia, 2022). And in the repressive, when there is an infringement incident, depending on the severity of the infringement, the employer can be punished with a fine of € 2.000 to € 10.500, which is the highest fine that can be imposed (E-forologia, 2022).
In conclusion, organisations need to take steps to reduce the risk of the threat of violence in the workplace (La Duke, 2019). Understanding the different types of violence and responding appropriately to each of them is crucial to achieving this goal (La Duke, 2019). Finally, the development of in-house policies combined with government support measures can help organisations to better protect employees, customers and their business from workplace violence (La Duke, 2019).
