Violence and aggression management training for trainers and managers
Antonio Zarola BSc (Hons) MSc Dr Phil Leather BA MA PhD CPsychol AFBPsS
Work-related violence is now considered by many as one of the most serious occupational hazards facing staff working in the Healthcare sector. With the growing evidence of the scale of the problem and the damage it causes, a number of strategic responses at both a local and national level have been launched to meet this challenge. What is clear from the positive action that is underway across the Healthcare sector is that there is no single solution to preventing workplace violence and aggression. Interventions to prevent and manage work-related violence must be considered within the broader context and framework of a total organisational response. What is also clear is that training is often held to be a primary element of the strategy for combating work-related violence. However, with the huge investment accorded to training in this area within the Healthcare sector the question is no longer «should we train?» but «is training worthwhile and effective?»
The report by the NAO (2003) concluded that although there was lots of evidence of training in violence management being offered to staff within Healthcare there was little evidence based information regarding its effectiveness. Evaluation of the effectiveness of training programmes is critical because, without it, organizations have no good way to know whether training budgets are being spent wisely. In addition, it is important for any organisation to recognise whether the intervention prescribed (i.e. training in violence management) is suitable for the problem that has been diagnosed. This is also supported by the more recent Wales Audit Office (WAO) report which concluded that ‘it is essential that Trusts evaluate the quality and impact of the training they provide and take remedial action to improve the delivery of training’ (2005, pp. 39).
Revise el martículo completo en 
http://www.hse.gov.uk/research/rrpdf/rr440.pdf
