Workplace bullying is increasingly being recognised as a serious problem in society. Reports from the general media and professional press suggest that there is increasing evidence that the scale of bullying, harassment and violence amongst health care staff is widespread (UNISON, 2003). Chaboyer, Najman, and Dunn (2001) explain that although nursing in Australia is now considered a profession, the use of horizontal violence, bullying and aggression in nursing interactions has been identified as a serious problem. Levett-Jones (as cited in Clare, White, Edwards, & van Loon, 2002) explains that the recipients or victims of bullying within the nursing profession are often graduate nurses, with 25% of graduates reporting negative experiences. Bullying behaviour often renders the workplace a harmful, fearful and abusive environment and has a devastating effect on the nurse, healthcare team and patient. This essay will discuss the issue of bullying within the nursing profession, with a particular focus on the experiences of graduate nurses. The contributing historical, social, political and economic factors will be explored in order to better understand the origins of this trend. The subsequent impact of bullying on nursing practice will be analysed and recommendations for practice, supported by current literature, will be provided.
Workplace bullying is defined as any as any type of repetitive abuse in which the victim of the bullying behaviour suffers verbal abuse, threats, humiliating or intimidating behaviours, or behaviours that interfere with his or her job performance and are meant to place at risk the health and safety of the victim (Murray, 2009). Bullying can take many forms, some blatant, others more subtle. Researchers ha...
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Simone, S. (2008). Workplace bullying experienced by Massachusetts registered nurses and the relationship to intention to leave the organization. ANS Advances in Nursing Science, 31(2). Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/18497581
Stevens, S. (2002). Nursing workforce retention: Challenging a bullying culture. Health Affairs, 21(5): 189-193.
Sunderland, L., & Hunt, L. (2001). Bullying: An unrecognised road much travelled by nurses. Australian Nursing Journal, 9( 2), 39-40.
UNISON. (2003). Bullying at work. Retrieved from http://www.unison.org.uk/acrobat/13375.pdf
Yildirim, D. (2009). Bullying among nurses and its effects. International Nursing Review, 56(4), 504-511. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/19930081
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...
Berry, P. A., Gillespie, G. L., Gates, D., & Schafer, J. (2012). Novice Nurse Productivity Following Workplace Bullying. Journal Of Nursing Scholarship, 44(1), 80-87. doi:10.1111/j.1547-5069.2011.01436.x
The trauma related to negative behavior can afflict the healthcare environment on many levels, from creating a hostile work environment in which job performance is affected, by increasing job turnover and causing nurses to leave the profession altogether. The Joint Commission states that in the United States 65.6 million workers have experienced or witnessed bullying, psychological harassment affects 38 percent of healthcare workers, and 44 percent of nurses are impacted by this behavior (The Joint Commission, 2016). Inclusively, this behavior can influence the way nurses care for their patients, staffing levels, and the healthcare organization’s
Horizontal violence is not a topic that medical faculties discuss on a day-to-day basis, but it is an enormous problem within the health care system. In this research the author looks at bulling from a registered nurse (r.n.) aspect .The effects on patient centered care can be detrimental for patients and r.n.’s. The work place needs to be a safe place for not only the patients but also the employees. With the rise of new graduate nurses who are employed by the medical facilities, they too are starting to face horizontal violence within the first year on the job, which leads to retention of nurses in the medical field. Horizontal violence will continue to arise if nurses do not stand up to bullying and empower victims to speak up on horizontal violence.
Incivility is an issue in nursing. Our profession is of caring and as nurses we do this without second thought. It’s a cruel act of a nurse’s character to treat colleagues the opposite of the values which form why nurses are nurses. An issue of incivility exists among nursing students. According to Karatas, Ozturk, and Bektas (2017), the issue of bullying in the academic setting is well known and frequent. As a family nurse practitioner (FNP) student it is important to be aware
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
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.
This is a summary of a journal article titled “Workplace Bullies: Why they are successful and what can be done about it?” published in the Organizational Development Journal. The authors of the article are Mr. Karl Olive, and Dr. Joseph Cangemi, (Karl, and Joseph). Karl and Joseph examined the aspect of workplace bullying that has currently reached an all-time high. Randall (1997) defines workplace bullying as “aggressive behaviors that are intended to inflict psychological angst or even physical harm to others in the workplace.”(Randall, P. 1997). The question answered in this article is why do
The theory background is based on a research conducted by Djurkovic, McCormack, & Casimir (2005), which related workplace bullying and victims' reactions, divided in three possible categories: assertiveness, avoidance, and seeking formal help. According to the results of this research, the avoidance reaction was the most common revealed (p. 451). Also Ayoko, Callan & Härtel (2003) related bullying and conflict events in the workplace as well as interpersonal relationship problems, their intensity, frequency and duration in the organizational environment. The outcomes of this research were also analyzed by showing that bullying can promote counterproductive behaviors as consequence of “frustration, aggression and humiliation” (p. 285). Another study that supports that idea was written by Vega & Comer (2005) which suggests that “most frequently victims of bullying are unassertive, conflict avoidant, and make little effort to be part of the group” (p. 106).
Vessey, J., Demarco, R., & DiFazio, R. (2010). Bullying, harassment, and horizontal violence in the nursing workforce: The state of the science. Annual Review Of Nursing Research, 28, 133-157. doi:10.1891/0739-6686.28.133
Nurse to Nurse Horizontal Violence: Bullying in the Workplace Nurse to nurse lateral violence is a common occurrence in the workplace. It is something that brings down staff moral, causes high turnover rates, and costs the employer thousands of dollars a year. Many studies have been done that explore lateral violence in the nursing workplace which all conclude that there is a negative impact of lateral violence in the present and will continue to cause problems that can affect the future of nursing. Literature Review Christie and Jones (2014) reviewed lateral violence in nursing, who it affects, and what can cause lateral violence to take place. Lateral violence also known as workplace bullying is considered to be an inappropriate behavior
Workplace bullying in nursing is described as psychological and social hostility committed by one or more nurses against another and it can be through explicit or implicit behaviours and actions (Flateau-Lux & Gravel, 2013). It is also referred to as horizontal, lateral, or relational violence or aggression. Examples of bullying behaviours include unnecessary teasing, belittling, sabotaging another nurse, being constantly ignored, humiliation, being excluded from social interactions, and refusing to give assistance (Flateau-Lux & Gravel, 2013; Trépanier, Fernet, Austin, & Boudrias, 2016; Wilson, 2016). These bullying behaviours occur very often and persistently and these behaviours are normally carried out by nurses in management positions
The workplace bullying can be defined as inappropriate interpersonal behaviors that workers are subjected to by virtue of their employment. That includes such things as persistent and unjustified criticism, constant scrutiny of work or unfair allegations of incompetence insubordination or ongoing criticism threats or behavior towards a person that intimidate humiliate and undermine their capacity to do their work. The consequence of bullying is that it undermines the dignity and self-worth of individuals who become less productive may suffer trauma-related illnesses then loss of productive time. Beside that, type of aggression is particularly difficult because, unlike the typical forms of school bullying, workplace bullies often operate within the established rules and policies of their organization and their society. Bullying in the workplace is in the majority of cases reported as having been perpetrated by someone in authority over the target. However, bullies can also be peers, and on occasion can be subordinates. The bullying can be covert or overt. It may be missed by superiors or known by many throughout the organization. Negative effects are not limited to the targeted individuals, and may lead to a decline in employee morale and a change in company culture.
Blog Posts for aresolution.com.au 1. How to Spot a Workplace Bully Many of us hope that we’ve left the world of bullies behind in grade school, but it’s just as common to find a bully in the workplace as it is on the playground. Workplace bullying can have a major negative impact on any work environment, leaving individuals feeling victimized, uncomfortable, and insecure in their career. Watch out for these signs – if you spot them, mediation may be necessary. 1.
What is workplace bullying? According to the Workplace Bullying Institute “ 35 per cent of the U.S workforce repor...