Objective:
Workplace bullying and harassment has become an important issue as it not only affects the victim’s health but also affects their well-being. Harassment and bulling is not only limited to country, rather it is seen being accepted in different cultures and societies. As healthcare professionals, we wanted to bring this issue into limelight, that how commonly this is practiced in our society. Being from a medical background people usually assume educated class will be against such actions, but our purpose of focusing on this topic is to project how commonly this issue is faced by medical practitioners and how easily they get victimized into such situations.
Workplace harassment and bullying against doctors
Harassment is defined
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Another United Kingdom research shown that 37% of junior doctors faced being bullied and in an year 84% experienced bullying behavior4. A research done in India by Bairy et al showed increased rate of harassment approximately 50%, the research also showed that 90% incidents goes unreported5. A study done in Australia documented effects of bullying on hospital management:
• Cost to compensation: SafeWork Australia had to put up with cost of compensation for bullying and harassment which was double the average cost totaled around $13,300 with 7 weeks off work.7
• Staff: Reduced Commitment: the victim will face Lack of concentration, insecurity and lack of initiative which will eventually result in victim Not being satisfied with their job and can take an initiative to leave their job 8
• Lack of teamwork: teamwork requires communication and networking, if teamwork is dysfunctional it will directly effect on the quality of patient care, compromising hospitals health service.9
Thus, all of these findings explains that Harassment and bulling is not only limited to country, rather it is seen being accepted in different cultures and
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6. http://prr.hec.gov.pk/Thesis/2077S.pdf
7. Safe Work Australia, “Submission to the Commonwealth Parliamentary Inquiry into Workplace Bullying”, p.13.
8. Rodwell, J., et al., “The Impact of Bullying on Health Care Administration Staff: Reduced Commitment Beyond the Influence of Negative Affectivity” (2012) Health Care Management Review 37(4), 329-338,
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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
Matt, S. B. (2012). Ethical and Legal Issues Associated With Bullying in the Nursing Profession. Journal Of Nursing Law, 15(1), 9-13. doi:10.1891/1073-7472.15.1.9
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
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
The author of this paper has a pretty good understanding of her strengths and weaknesses, and genuinely believes in people. She believes that positivity and encouragement work far better than incivility and punishment. With her career goal of returning to trauma services and becoming a trauma coordinator, the author hopes she can include healthy workplace education in her future trauma prevention program. She would like to use her position as a Trauma Coordinator to reach out to employees and the community to encourage a healthy workplace. With disease processes such as hypertension, autoimmune disorders, depression, anxiety, and PTSD associated with workplace bullying (Healthy Workplace Bill [HWB], 2016), the author feels this education is beneficial, and compliments trauma prevention. Furthermore, she would like to bring some of the tools from the Healthy Workplace Bill (Healthy Workplace Bill [HWB], 2016) to the nurse practice counsel, shared governance committees, and organizational leaders. She would like bullying to be considered a never-event, much like hospital-acquired infections. By employing some of the tactics proposed in the healthy workplace bill, the author of this paper believes she can make a
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
The crisis of bullying has grown dramatically in the past years. Bullying surrounds everyone, from daily harassing insults that are thrown around in the hallways, to bruising from shoves or punches, and even to lethal bullets. Never before have there been large amounts of horrendous cases of bullying with fatal results – the growing prevalence i...
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behaviour in bullying situations. International Journal of Behavioral Development, 28(3), 246-258. Retrieved from Education Research Complete.
Namie, Ph.D., Gary, and Ruth Namie, Ph.D. The Bully at Work: What You Can Do to Stop the Hurt and Reclaim Your Dignity On the Job. First Edition. Naperville: Sourcebooks, Inc., 2000. 274-275. Print.
Coy, D. (2001). Bullying. Greensboro, NC: ERIC Clearinghouse on Counseling and Student Services. (ERIC Document Reproductive Service No. ED459405)
In spite of the specific behavior, bullying can bring a very bad effect on workplace. It can lower employee’s morale and reduce the productivity because of absenteeism. (2014, Mar 15) Form the study by Korkmaz and Cemaloglu (2010), they indicates that absenteeism can be traced to bullying. Form the other study, the study of working bullying and sickness absence in hospital staff by Kivimaki, Elovainio & Vahtera (2000) which base on 647male and 4981 female hospital emoloyees, it also show that victims of bullying have 1.2 times higher sickness absence that the rest of the stuff, which mean workplace bulling relates to the increase in absenteeism. From the study by Devonish (2014), he collected the self-reported absence data from survey...
To summarise , In our planet and all over the world , bullying is a severe issue that is often that is interpreted as “ being strong and cool” , however this behaviour affects physical health , mental health and so on. It can have drastic changes in children’s life . Also workplace bullying is a serious problem. Whole of society should be concerned at the effect on the mental health. Say STOP TO BULLYING .