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Managing An Incident Effectively Is Important

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How Managing An Incident More Effectively Is A Very Important?




In a workplace environment, managing an incident more effectively is a very important skill. One specific incident that I think I could have handled more effectively is one that involved two employees that was an act of workplace violence which was a threat and verbal abuse. This involved two female employees who had a personal conflict which with one another. It was an kind of a personal issue whereby one party claimed that the other had stolen her husband who is actually an employee at the workplace too. She resulted in abusive language and even threatened the lady. The employees and customers were really surprised as it drew a scene. The manager simply suspended both of them without any hesitation.


Workplace violence is considered a common in most organizations and the most it takes the form of verbal abuse, harassment and threats. According to the HSE, (2006) “Verbal abuse and threats are the most common types of incident” .You find that any form of workplace violence can result in reduced employee morale and poor image for an organization. And if it results in physical injuries even though they are not work related, it can result in extra costs for the firm as it can result in damage to property or even loss of life which may require compensation. Healthy Working Lives, (2013) added that it may further result in stress, demoralization, difficulties in recruiting and retaining, and damage to the public image. With this overview of the risks associated with workplace violence, I believe that as a manager, the leaders should have taken it more seriously and find a solution.

The first step one needs to take as the HSE, (2006) identified is to find out the problem. For instance, the problem here is related to an issue which may not be related to work but after identifying it as a personal matter, there’s no reason of taking an action without going deeper into the matter. The two parties should be asked about what really happened and why did they decide to bring it to the workplace. After identifying the problem and after investigating on the matter, the next action would be deciding what needs to be done. Like now in this matter, the employees that were involved in the incident might be lacking some emotional intelligence. There may be much need for determination of the risks involved, training and going through workplace policies, and perform an assessment on what might be done to ensure that the incident doesn’t repeat itself again. The third step would be to take an action and then the final step after taking an action would be to gather feedback to determine whether your decision was effective.



Workplace violence is an issue which doesn’t just need a manager to take an action on the spot. It requires effective evaluation of the incident. (Bizfilings, 2012) Employees in this scenario would have been better handled by establishing an investigation, review workplace policies and applicable laws, provide some training and information, and ensure that there’s effective communications like now there might have been a problem with the human resource management whereby the manager is not open to talk to as Cable, (2014) noted.



Bizfilings, (2012). Preventing and dealing with violence in the workplace. Retrieved from

Cable, J. (2014). Five stages of handling workplace violence. Retrieved from

Health and Safety Executive, (2006). Violence at work. Sudbury, England; HSE. Retrieved from

Health Working Lives, (2013). Violence and aggression. Retrieved from


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