In today's world, violence can be expected anywhere and at any time. This includes what was once considered a low-risk area, namely medical facilities. Today, the incidence of violence is increasing. There are two types of violence: the first is lateral violence or aggression that occurs between hospital or medical staff. The other concerns external factors consisting of patients or visitors initiating violence or aggression among themselves or against health professionals. This is called a gray code at my facility and all male staff not currently engaged in patient care are expected to respond to it. For this article, the discussion will focus on lateral violence, as this form of violence shows a rapid increase in its incidence. As mentioned, we have plans to deal with violence created by non-staff members. However, we do not have an action plan in the event of violence or aggression between members of staff other than to react after the fact. This usually consists of suspension, warnings, notification to the nursing board, or even termination. What is needed is a plan to prevent the growing number of events from coming to fruition. Mitigation of this problem must include executive administration, the organization as a whole as well as independent nursing units, as they “must have a zero policy.” tolerance of violence, intimidation, etc. There must also be a policy that protects nurses from retaliation if they report violent or aggressive behavior” (Laternal Violence: Nurse Against Nurse 2011, p. 5). There should also be a place where employees can go to seek help with managing their anger, frustration and stress levels, such as an employee assistance program. "An important goal should be to involve the organization's top leaders in...... middle of paper...... so that the pressures of work or personal life take the best of them . The institution should sponsor educational opportunities that teach how to recognize situations that have the potential to become violent and how to handle those situations. Staff must also be held accountable for their actions and accept the repercussions as they are meted out to them. Management must also be held accountable for their staff and not make excuses for them. Excuses such as if they are having problems at home or if they are having a bad day. Works cited by the Arizona State Legislature. (2011). 12-1810. Injunction against harassment at work; definitions (Information sheet). From the Arizona Revised Statutes - Arizona State Legislature: http://www.azleg.state.az.us/ars/12/01810.htmLateral Violence: Nurse on Nurse. (2011). Retrieved from http://www.nursingworld.org/mods/mod440/article.pdf