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Place violence between nurses
The effects of workplace violence in the healthcare
The effects of workplace violence in the healthcare
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In today’s world violence can be expected anywhere at any time. This includes what was considered at one time a low risk area, the medical facility. Today the incidence of violence is increasing. There are two types of violence the first is lateral violence or aggression which is amongst hospital or medical personal. The other is external factors consisting of patients or visitors instituting violence or aggression among themselves or against healthcare workers. This is known as a code grey in my facility and all male staff not currently engaged in patient care are supposed to respond.
For this paper the discussion will be on lateral violence as this form of violence has been showing a rapid increase in incidences. As mentioned we have plans to deal with violence created by non-staff members. We however do not have a plan of action for violence or aggression between staff members other than to react after the fact. This would usually consist of suspension, warnings, nursing board notification, or even dismissal. What is needed is a plan to alleviate the increasing number of events from even coming to fruition.
Alleviation of this problem needs to include the executive administration, the organization as a whole along with the independent nursing units as they “must have a policy of zero tolerance toward violence, bullying, etc. There must also be a policy that protects nurse from retribution if they report violent or aggressive behavior” (Lateral Violence: Nurse Against Nurse 2011, p. 5). There also needs to be a place where employees can go to seek help to work on their anger, frustration, and stress levels such as an employee assistance program. “Important goals should be to involve the organization’s most senior management i...
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...that the pressures of work or life are getting the better of them. The facility should sponsor educational opportunities that teach how to recognize when situations show a possibility of turning violent and how to deal with those situations. Staff should also be held accountable for their actions and accept the repercussions as they are dealt to them. Management also should be held accountable for their staff and not make excuses for them. Excuses such as they have problems at home, or they are having a bad day.
Works Cited
Arizona State Legislature. (2011). 12-1810. Injunction against workplace harassment;
definitions (Fact sheet). Retrieved from Arizona Revised Statutes - Arizona
State Legislature: http://www.azleg.state.az.us/ars/12/01810.htm
Lateral Violence: Nurse Against Nurse. (2011). Retrieved from http://www.nursingworld.org/mods/mod440/article.pdf
The majority of the articles reviewed found that education on regcognizing and addressing lateral violence was the key to decreasing the its incidence. The difference in the articles is when the education should take place; Ebrahimi, Negarandeh, Jeffrey, and Azizi, (2016) conducted a study on experienced nurses who either committed workplace violence or had witnessed it against new nurses. The small interview style study consisted of questions discussing why the participants felt the violence occurred on new nurses. At the conclusion this study reccommended preparing the experienced nurse on how to support the new nurses, providing education to the new nurses on how to deal with workplace violence, and should problems arise how to help the staff resolve
Now a days, in the healthcare field the nurses are known to prevent, promote and improve the health and abilities of patients, families and communities. It is very heartbreaking to hear that in this honorable profession exists violence, bullying which is among not only nurses but also other healthcare professionals. According to the article, Reducing Violence Against Nurses: The Violence Prevention Community Meeting, violence is defined as any verbal or physical behavior resulting in, or intended to result in, physical or physiological injury, pain, or harm. In the healthcare field the term that is used when there is violence between coworkers is called horizontal violence. This is a term that is continued to be used but some hospitals have replaced it with the terms bullying or lateral violence. Horizontal violence is violence between nurses and it explains the behavior nurses have toward their coworkers and other healthcare professionals. This type of violence interferes with working together as a team and communicating between coworkers, which are things that are needed to promote and care for others.
Many registered nurses define horizontal violence differently because being a nurse they have seen many type of horizontal violence throughout his or her career. Horizontal violence defined as bullying or mistreatment of a group or individual physically, verbally and psychologically (Ahrens, 2012). Some examples that would be consider physical would be sexual misconduct. Verbal violence would be rude comments or cussing at one author. In addition, to psychological violence would include being fussed at in front of patients and or their families by a co-worker for doing something wrong and nurses purposely withholding information from another nurse, which causes patient’s needs not to be met. The horizontal violence in the work place puts lots of stress on nurses especially registered nurses (R.N.) . Nurses who tolerate horizontal violence tend to have depression, low self-esteem, missed days from work, become fatigued, burnout, causes hospitals, or clinics to have nurse ret...
According to the Bureau of Justice Statistics (BIS), workplace violence affects 1.7 million people each year. The Bureau of Labor Statistics’ Census of Fatal Occupational Injuries (CFOI) reported 11,613 workplace homicide victims between 1992 and 2006. Averaging just under 800 homicides per year, the largest number of homicides in one year occurred in 1994, while the lowest number occurred in 2006 (CDC).
According to (Abdollahzadeh, 2016), the issue of incivility in nursing can be defined as “low intensity” deviant behavior with the intent to harm the target. Nurses are subjected to incivility at a higher rate than other job fields, and this concern is one that has an impact on the mental health and well-being of nurses and can lead to a reduction in job satisfaction and employee recruitment and retention
McNamara, S. A. (2012). Incivility in nursing: unsafe nurse, unsafe patients. AORN Journal, 95(4), 535-540. doi:10.1016/j.aorn.2012.01.020
Nurse horizontal violence towards new nurses and nursing students includes methodical, unwelcome or unprovoked behaviors with the intent to upset, control, humiliate, harm, or segregate (Hutchinson, Vickers, Jackson, & Wilkes, 2006). Horizontal violence can be furtive and shrewd (such as withholding information or spreading gossip) as well as obvious and direct, such as reproaching in front of other staff, false complaints, or threatening body language (Hutchinson et al., 2006). Other forms of the experience, described both in nursing and non-nursing literature, include bullying, mobbing, intimidation, and aggression (Farrell, 2001). Bullies form cliques and engage in repetit...
Co-workers can be affected by workplace violence by being put in a situation that makes working difficult or uncomfortable for them. This can affect their attendance to go to work every day, or even getting their tasks done efficiently. If the abuse is coming from a superior such as a boss or manager, it can make the employee fearful, stressed out and even anxious. They could be worried they’ll lose their employment for no reason at all, or even make them feel as though their workplace is unbearable. In the workplace the manager should be the one leading and helping the employees succeed. If the manager is hurtful towards their employees, through words or actions, they are not only harming the employee but also damaging the efficiency and productivity of the office as a whole. They damage their office in such a respect because the harm inflicted upon the employee effects their working progress negatively. As a whole the abuser in most workplace violence situations can be looked at as the ‘manager’. They are the one managing and controlling the situation in a negative
Assaults in the healthcare setting are recognized as a growing problem. In considering the violence and aggression in mental health units, the larger issue of violence and aggression in mainstream culture must not be ignored. It has been observed that physical attack in a mental health unit setting appear to be happening more frequently while the attacks include patient-to patient and patient-to-staff aggressive behavior. Most commonly, reporting of aggressive behavior toward healthcare staff is noted; however, it cannot be completely explained by patient characteristics or staff member behaviors (Foster, Bowers, & Nijman, 2006). To improve patient control of aggression and violence, an organization must better define the management and reporting of this behavior, identify appropriate management programs and training, and evaluate the frequency and precipitants.
The paper will address the problem of nurse hostility toward each other. It will address the etiology of the problem, and suggest some possible solutions or therapy to the problem. It will be discovered if truly preventive programs such as violence-prevention programs
It has various negative effects which are persistent in nature, and the individual victim realizes the behaviour as bullying (Wilson, 2016). Bullying is associated with physical and psychological problems among nurses leading to absenteeism, poor performance, low job satisfaction, and increased turnover (Ganz, et al., 2015). The issue of bullying among nurses further affects the entire health care team including patient outcomes and health care costs due to the declining level of nurses’ performance (Becher & Visovsky, 2012). Although bullying exists in the nursing work place, they are silent in nature, and goes undetected (Becher & Visovsky,2012). Hence, identifying and managing workplace bullying needs efforts of individual facing bullying and support of the
Incivility is prevalent in the healthcare setting and is a broad term used to describe any negative discourteous manner all the way up to more serious bullying and violent behaviors. If these behaviors go unregulated, then there is the likelihood that low-intensity negative attitudes can turn into aggressive behaviors (Laschinger, Wong, Cummings, & Grau, 2014, p. 6). Consequently, there are serious repercussions which affect the persons involved, directly and indirectly, the work environment within the healthcare organization, and the nursing profession. These repercussions can range from poor work performance to staff retention issues. Therefore, this paper will address the issue of incivility, how it
College of Nurses of Ontario,(2009).Practice Guidelines: Conflict prevention and management. Retrieved April 3, 2014 from http://www.cno.org/Global/docs/prac/47004_conflict_prev.pdf
Therefore, this position statement is relevant because these abuses can be seen in day-to-day healthcare environment. The effects of violence in nursing can be harmful to the proper function within a workplace. It can be damaging to the nursing profession and patient care. According to (Johnston et al., 2010, p.36), workplace violence is “spreading like a ‘superbug.’” Studies have shown, that lateral violence, nurse-on-nurse, has been one of the highest incidence of violence within the workplace. Also, statistics have shown that lateral violence has one of the most emotional impacts on an individual. This will be further discussed below. For these reasons, it is important for healthcare workers to validate the detrimental effects violence can have in the workplace, and be prepared to combat and prevent workplace violence.
Although, Human Resource Department conduct the hiring and firing in the company, alleviating this horrendous dilemma is a function of organizations leaders (Namie 2011). In order for an organization to address interpersonal aggression, it must establish a clear vision of the code of conduct in which each employee must comply. Additionally, a company should establish lucid and enforceable policies and procedures. Furthermore, training of all employees is a necessity to garner a full understanding of these policies and procedures. Then the workplace must structure an environment that supports fairness and trust, and autonomy and give a voice to all employees. Finally, the employer must conduct a reevaluation and make modifications to organizational features that heighten apprehension, hostile completion for recognition and resources, instability in work positions and associations. For the sufferer, it is important for them not to let the abuse define their performance or character, and it is important to journal and keep documents of all incidents of abuse. Thus, the prey should report the problem to a safe and fully qualified impartial person to handle the situation (Heretick