In the early 1980s, workplace aggression and violence were the subject of much public debate. (Piquero p. 383) The problems have re-emerged recently and have been mainly present in the areas of management and business. Workplace aggression often includes “behavior by one or more individuals within or outside organizations that is intended to physically or psychologically harm one or more workers and that occurs in the course of work ". (Schat& Kelloway Pg. 191) A national survey conducted by the National Centers for Victims of Crime shows several statistics regarding workplace homicides by type that show the year (see fig. 1), violent crimes against victims working or on duty (see fig. 2) and non-fatal workplace violence committed by strangers (see fig. 3). Hortwitz, McCall, and Horwitz (2006) examined workplace injuries using Rhode Island workers' compensation claims between 1984 and 2002. Analysis of the cases showed that women were more numerous. likely to file claims, it also showed that men suffered more injuries that lasted longer and resulted in higher costs. The costs associated with these claims totaled more than $7 million. The average claim was $100 per claim. Additionally, there were 6 deaths. In 2011, there was a 21 percent increase in fatal workplace injuries among women. In the percentage of these workplace homicides, the perpetrators were relatives – the majority being spouses or domestic partners. Of the 9 percent of male incidents that were homicides, only 2 percent were of the victim's family members. There are also cases where an employee was killed during a robbery. Quite often, thieves were the assailants in the deaths of male workers. Among the ...... middle of paper ...... work environment Supervisors play an essential role in prevention. Perhaps the most logical improvement against workplace violence would be to sit down with the employee in a one-on-one meeting. During this meeting, the supervisor must:1. The supervisor should not begin the meeting by explaining to the employee the consequences of his behavior2. Let the employee know what their meeting is about3. Listen to the employee (supervisor should not take notes during this time)4. The supervisor gives his point of view5. Explain what will happen if the behavior is not changed6. Ask the employee how the problem can be resolved so that it can escalate to termination.7. Establish written guidelines and have the employee sign them. After putting these specific guidelines in place, the supervisor should work with their boss or head office to ensure that the guidelines are followed.