 |
 |
 |
 |
 |
 |
 |
 |
 |
|
|
|
|
 |
Workplace Security Plan: Does Your Company Have One?
Consultant's Perspective... The threat of violence whether it emanates from a disgruntled employee or the threat of terrorism require both a concerted and an individual response. Terrorism in any form is terrorism. Having been exposed to the daily taunts, acts of intimidation, verbal threats of bodily harm are as debilitating psychologically as the blunt strike or the piercing bullet. Vigilance and security awareness makes for a good prescription. In my previous writings on the topic of workplace security, I've attempted to draw a correlation between the disgruntled employee and the terrorist from within by suggesting similar patterns of behavior, traits and characteristics coupled with freedom of access and possession of the company's secrets. My observations clearly implied a volatile ingredient worthy of skeptical assessment. Following a recent article written by Louis Rovner, Ph.D, entitled "Protecting Your Company from Terrorism Within", I interviewed him regarding the article. Dr. Rovner is a psychologist in LA who consults to businesses, government agencies and law enforcement agencies, one of a handful of polygraph - psychologist nationwide. He believes that the potential for disaster is at every employer's doorstep and I agree with the assessment. He said, "Thousands of Terrorist call the United States home?hundreds of terrorist sleeper cells scattered throughout the U.S. awaiting orders and instructions need to assimilate in order to survive". What do they do? The thrust of this edition is a testimonial to the existing synergy between Dr. Rovner and I on the topic of workplace security as a legitimate discussion. I believe the solution to the minimization of any potential exposure is an aggressive but practical security plan which addresses the workplace security issues in greater detail incorporating training and security awareness. Now I would like to draw that necessary correlation between the seamless similarities existing between the "event driven" explosive conduct of the "disgruntled employee" and "the Terrorist from within". In an investigation I conducted several years ago an otherwise hard working employee with a diagnosed personality disorder was reassigned from his regular duties due to a medical determination. It was to have been a temporary change. However, during the ensuing assignment he was exposed to constant abusive taunting and harassment by co-workers. In response he began retaliating in his own way, initially innocuously and eventually more aggressively. The verbal threats directed at co-workers and supervisors escalated to more hostile conduct. It was clear he was sending a message of his displeasure. While left alone at the office computer terminal he began browsing the Internet for bomb making sites. He had been engaged in this clandestine operation for several days before a sharp supervisor noticed his strange behavior at the terminal. In an effort to protect the evidence, he used a ruse to get the employee away from the terminal until my arrival. The subsequent interview of the employee disclosed a pattern of hostile retaliatory conduct in response to a lack of confidence in management and his co-workers to protect him from the abuse. His aggression escalated from the verbal to the near physical as he sought ways to avenge his tormentors. Are You Really Safe?? Before we get into a technical discussion about the potential Terror from within, we need to answer a few questions and remind you that the problem lies well within your ability to manage. Do you know what to look for? Do you have a mechanism to address breeches of safety or security? Are your employees properly screened during the hiring process? Is there a Workplace Violence Prevention Policy and Program and lastly, are employees receiving relevant training? If we acknowledge NO to any of these questions we have the ability to take corrective action NOW. I know how resource intensive the process can be, but you don't have to go at it alone. Like the disgruntled employee who is "event driven" the Terrorist waits for the event. In both cases, they are the classic "sleepers" willing to hide their intentions until they are ready to act out. Linda Lockwood, PhD at the Metropolitan State College, Denver, Colorado reminds us that workplace violence is obviously a serious problem that must be better understood in order to prevent its occurrences. I ask that we consider the threat from within a bit more seriously by developing your security policy and plans to minimize your exposure. Protecting Your Company From Terrorsim From Within? In the article by Dr. Rovner, he writes that the Employee-Terrorist is "calculated" and will wait for the opportunity to strike, while using the employer to survive beyond the stipends provided by their terrorist group, the unwitting employer is the potential target depending on the type of business or government agency. But even if the companies are not specifically targeted says, Dr. Rovner, they are indirectly and unknowingly supporting Terrorist by providing a source of income. Like the Terrorist who awaits the call to action, the disgruntled employee is "event driven" by the circumstances. Both the "Terrorist" and the "Disgruntled Employee" share some other common opportunities as "employees"; they have access to the company and are familiar with the company secrets. The Potential Threat? Driving home a clear and evident example of the potential terrorist's ability to penetrate even a secure environment, I am reminded of the British Daily Mirror Reporter, Ryan Parry who compromised the Buckingham Palace's hiring and recruitment procedures by providing false credentials and gaining precarious access to the President of the United and his wife while staying at the palace. Even though the palace had an elaborate security system and employed the most stringent security measures to guarantee the safety of President Bush, Parry successfully breeched security by falsifying his references. According to security officials they were satisfied that both the security and criminal records check were robust and done correctly. The response may have satisfied some political end but didn't answer the question of what type of employee background check was done to authenticate and validate the hiring during the screening process. Such access was a breach at the hiring phase when in all likelihood, the responsibility fell on the lonely shoulders of a lowly paid clerk who merely followed the checklist. 5) What To Look For?? I believe the collaborative process of the Threat Assessment Team concept enhances the essentials and promotes shared awareness in the identification of the potential threatening applicant during the hiring process. The same collaborative process can be used to insure the right individual passes the hiring and recruitment process early on before permanent employment. Dr. Rovner says that companies, agencies and organizations can take preventive measures. He suggests that the Human Resource Department be a bit more aggressive during the hiring phases by instilling the essential skills of the investigator. Verification of all data at the hiring process is critical. He said, "One of the scariest things about the Terrorist is that they look just like you and me". While psychologist have not developed a foolproof terrorist profile, he suggests that most Terrorists posses a number of the same traits. Tactfully worded questions during the interview process will alert the interviewer. Dr. Rovner further suggest that since the Terrorist possess common traits the use of properly designed questions will tell whether the applicant has most or all of the traits. He suggest they are: - Loners Anyone intimately familiar with the Threat Assessment Process would quickly discern that some of the Terrorist's traits and characteristics are common to the disgruntled employee. If you would like a copy of Dr. Rovner's article, please request if via email and I will send you a copy of along with contact information for Dr. Rovner. Felix P. Nater a retired U. S. Postal Inspector is the President of Nater Associates, Ltd., a Security Management Consulting Practice specializing in Workplace Security and Workplace Violence Prevention. Mr. Nater works with clients and their leadership team to design security policy, plans and program and train employees on Workplace Violence Prevention.
MORE RESOURCES:
Google News |
 |
|
|
RELATED ARTICLES
Group Decision Making : Are the Decisions Really Made by the Group? GROUP DECISION-MAKING: Many managers feel they are well-versed in areas of group effort, such as problem-solving, goal-setting, and action planning. Frequently, however, the implementation of such techniques never seem to get beyond the initial stage. Future Business Success - What Does Good Look Like? When you know you need to shift up a gear, in any area of your business (or your life for that matter), it's really important to have a vivid representation of what you are seeking.Some call these "Goals", others "Visions" and yet more describe it as a "Mission". 3 Steps You Can Use Developing Leaders In Your Industry With the economy bordering on a recession, every company is looking for ways to increase revenues while decreasing costs. Some companies believe one of the easiest ways to do this is to cut their employee training budget. 5 Creative Evolutionary Leadership Niche Strategies! I have a short story to share with you about an important skill many leaders need to develop, use and perfect.Life is a journey. Temporary Employees and Operational Problems; Your Use of Temps Might Reveal Warning Signs A recent Washington Post article, described the life of temporary employees working at an automobile plant in Kentucky. Working at a fraction of what permanent employees make at the plant, some employees had been working as temps for extended periods, as long as three or four years, when early indications had been they would be permanent within six to 12 months. Medical Malpractice: Three Myths That Cost Your Hospital Millions What's the use?Nothing you do will hold down the cost of medical malpractice. It feels that way sometimes, doesn't it?Unfortunately, for many risk managers, that's not too far off the mark. The Three-category Approach to Performance Management: Effort, Ability, or Environment Performance Management is the act of managing personal or organizational performance. What can complicate this process are all the factors that can arise where a textbook process meets the situations and people that exist in your world. Leaning Toward Change Seduced by the publicity surrounding the impact of Lean on organizations, it's no surprise that people new to Lean, upon hearing or reading such information, are anxious to implement a continuous improvement initiative in their organizations.What has received little publicity, however, and often frustrates Lean implementation, are the employees on whom Lean is often inflicted, albeit unwittingly. Year 2010: Permanent Employees No Longer Required Jack Welch joined a conference that was held in Duke Fuquay Business School where he was invited to promote his new book called "Winning". He told audience about how culture is important in a company. Service Level Agreement (SLA) Boot Camp Service Level Agreements, or "SLA's" are tricky but useful mechanisms for managing the risk of an on-going relationship with IT service providers. Unfortunately, most SLA's that show up in service contracts as worthless, cosmetic paper additions. Management & Leadership - Doing it right in the 21st Century The Old Way - Command and ControlAlthough workplaces and management styles have come a long way in the last decade, the command and control style of management remains common practice in many companies. This management approach basically means that employees are told exactly what to do, when to do it and even how it should be done. What Every Manager Should Know About How to Conduct Successful Meetings Do you announce a meeting and find either no one shows up on time, they come with their own agenda, or the meeting goes on and on? If this is true in your case, then worry no more.Here are six steps to help you develop successful meetings:1. Does My Bum Look Big in This? If a good manager asks his workforce for their opinion of him he will receive their expressions of approval and be satisfied that he is doing a good job.If a bad manager asks his workforce for their opinion then he too will receive their expressions of approval because as we all know, the best way to get a bad manager off your back is to agree with him. Creativity and Innovation Management - Motivation and Management Layers Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are other useful definitions in this field, for example, creativity can be defined as consisting of a number of ideas, a number of diverse ideas and a number of novel ideas. Cultural Awareness - an HR Perspective The use of cultural awareness training has increased rapidly in the majority of global companies over the last decade.My experience working in global companies in which effective cross-cultural functioning was critical, involved the devotion of considerable time and energies to ensuring that cultural training needs were identified and accommodated as necessary. Treat Employees Fairly, Car Wash Entrepreneur sets Industry Standards I believe that whether corporations expense their stock options is besides the point, especially when the stock is worthless. We have studied over the years the rift between employees and employers and we have discovered many great brand names are eventually destroyed from internal strife and friction within the company itself. How to Fire an Employee One of the most difficult tasks you will face as a business owner will be firing employees. Employees who consistently break the rules, do not perform the functions of their job, or cause difficulties for your business can be a strain on the work environment, your cash flow, and even disrupt your business from thriving and performing as expected. Do Customers Like the Feel of Your Organization? In two recent articles "Some Evidence of How We Are Spiritually Connected" and "Healing Dysfunctional Families" I reported on how individuals who live or work within a system or group are inherently connected at a level that goes beyond words. This realm of connection, which is largely spiritual or unconscious, may or may not be familiar to the more business minded person so I will take some time to explain the nature of this connection and then the wide reaching implications this idea has on the optimal functioning of organizations. Tales from the Corporate Frontlines: Training is in the Eye of the Beholder This article relates to the Training competency, commonly evaluated in employee surveys. It comments on the value of training to both the company and its workforce. One Simple Idea to Grow Your Business Perhaps the most common theme I've heard in working with business owners or managers is that they rarely have time to plan for the future. They are so busy with day to day tasks and responsibilities, just getting through their weekly "To Do" list or fighting fires consumes all their time and energy, and then some.
|
|
|
 |
 |
