Considering the recent media attention surrounding incidents of violence on the job, it is easy to envision the American workplace as a volatile demilitarized zone with "disgruntled" workers lurking around every corner waiting to "go off." Workplace Hostility cuts through the hysteria and hype surrounding this issue and looks realistically at the workplace in America which is actually safer than at any other time in history. It is very accessible and provides a comprehensive and realistic strategy for understanding the dynamics of workplace hostility and managing it effectively.

DR. LEWIS CONDUCTS TRAINING PROGRAMS ON WORKPLACE HOSTILITY THAT COVER THE MATERIAL IN THE BOOK THROUGH AN INTERACTIVE WORKSHOP THAT INCLUDES: SLIDES, LECTURE, SMALL GROUP EXERCISES, ROLE PLAYING AND VIEWING VIDEO TAPES.

Aspects of the issue covered include:

AN OVERVIEW OF CONFLICT, HOSTILITY AND VIOLENCE IN THE WORKPLACE
This portion of the program will: 1) review current statistics on workplace violence in an effort to place it in a realistic context; 2) look at the history of the 20th century workplace, how it has changed and the progress that has been made in curbing structural and interpersonal violence; 3) define the differences between conflict, hostility and violence; and 4) orient the participants to the need for mental health professionals to provide proactive consultation rather than to fan the flames of hysteria.

DIFFERENTIATING THE "TROUBLED" EMPLOYEE FROM THE "AT RISK" EMPLOYEE
From within the identified symptoms of a troubled employee, this portion of the program will focus on those symptoms that represent a greater potential for violence or hostility. The "At Risk" Assessment Worksheet (developed by presenter) will be utilized.

THE "AT RISK" WORKPLACE AND THE "TOXIC" WORKPLACE
The at risk workplace is that which is subject to potential violence from "outside" sources. The "toxic" workplace is that which is subject to hostility and violence from within. This portion of the program will focus on the characteristics of each.

POLICIES, PROCEDURES AND PROGRAMS
It is essential that organizations develop policies around appropriate behavior in the workplace; zero tolerance for violence, sexual harassment, drugs and alcohol are examples of such policies. Often the policies are incomplete and do not fully describe investigatory, disciplinary or administrative procedures that will be involved. This portion of the program will review sample policies and ways to improve them.

EMPLOYEE EDUCATION AND TRAINING
This portion of the program will review the need to train all employees, most especially managers, in proactive strategies to defuse hostile situations prior to their escalation. Specific materials and training exercises will be demonstrated.

THE ROLE OF THE MENTAL HEALTH PROFESSIONAL WHEN REFERRED AN "AT RISK" EMPLOYEE.
To deal with workplace hostility, the MH professional must move beyond the pure assessment and referral model to include a consultative and educational role to the organization. Issues of confidentiality, boundary management and consultation will be discussed.

CONDUCTING "AT RISK" ASSESSMENTS
When referred an individual who is behaving inappropriately, how does the MH or EA professional determine the risk status of the individual. Workplace Hostility goes into a detailed description of an evaluation process.

ORGANIZATIONAL RECOVERY & CRISIS INTERVENTION TEAMS
After an incident, in the same way as a family or an individual, an organization must go through a recovery process. This portion of the program will review the stages of recovery as well as intervention strategies that may be of assistance to the process.

LEARNING OBJECTIVES
Participants will:

1. Have a realistic view of conflict, hostility and violence in the workplace;
2. Be better able to do evaluations of "at risk" employees;
3. Be able to characterize the "at risk" and the "toxic" work environment;
4. Understand how to intervene, from developing policies and programs to doing clinical assessments;
5. Know how to set up crisis teams;
6. Be able to proactively facilitate the recovery process if there is an incident.

METHOD OF INSTRUCTION
Much of the program will be lecture format with overhead slides and a comprehensive handout. Throughout the program, efforts will be made to utilize large and small group discussion.