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Effects of hospital violence on nurses
Importance of therapeutic communication
Basic concepts of Therapeutic communication
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Situations with violent and unreasonable patients can be very challenging and frustrating. I do agree that safety for both the nurse and the patient is a priority in any situation. It is always good practice to try to discuss and reason with the patient. Demshar tells us it is a good strategy to try to figure out what the patient’s needs and wants are and the level of their urgency. The nurse should also address concerns such as pain. I do agree that obtaining assistance from your resources is very beneficial. You may have a supervisor who has more experience in situations of this nature who knows additional techniques you may not have considered or can possibly identify something in your stance or behavior that may be trigger a response from
the patient. I have also found from personal experience when interacting with patients who suffer from mental illness in a 911 setting when there is more than 1 or 2 healthcare providers present sometimes the patient will respond more positively, calmly and rational with a particular health care provider. In our setting this person typically becomes the active care giver due to the patient’s positive response to their disposition. I do understand this may not be possible in all settings however if they do respond well to a particular individual they could assist in de asscaleting a challenging situation. Demshar also reminds us we should be familiar with not only our state specific regulations but as well as our facility or organizational policy.
While reading the story "Everyday Use" by Alice Walker, I found that I had a surprising amount of anger towards the character named Dee, or as she prefers Wangero. The anger that was instilled in me was caused by numerous comments and actions that occurred throughout reading the short story. I feel she was selfish, uneducated and unappreciative of her past and that the way she carried herself was ridiculous.
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...
With patient safety always being the number one priority FTR is the worst case scenario for the hospitalized patient. In an article titled “Failure to Rescue: The Nurse’s Impact” from the Medsurg Nursing Journal author Garvey explains ways FTR can occur “including organizational failure, provider lack of knowledge and failure to realize clinical injury, lack of supervision, and failure to get advice.” Nurses are problem solvers by nature, they heal the sick and help save lives. FTR is a tragic experience for everyone involved. The recent surge in this happening across the country has given FTR cases widespread media coverage. Hospitals are trying to figure out what the root cause is and how they can be prevented. Fortunately, with the advancement of technology and extensive research many hospitals have developed action plans and procedures to help prevent the early warning signs from being
Lateral Violence in Nursing Lateral violence is an act of aggression that occurs among nurses (Becher & Visovsky, 2012), many nurses are exposed to incidents of lateral violence two or more times weekly (Ceravolo, Schwartz, Foltz-Ramos, & Castner, 2012) (American Association of Nurse Anesthetists, 2014). Lateral violence which is also called bullying, incivility, disruptive behaviors and horizontal violence may be covert or overt acts of verbal or nonverbal aggressions (American Nurses Association, 2011). Lateral violence may be verbal, physical or psychological in nature (Blair, 2013). Victims of lateral violence may have profound psychological effects including fatigue, insomnia, stress, depression, shame, guilt, isolations, substance abuse,
As a healthcare professional, everyone that we encounter with is perceived differently and each patient is treated differently depending on what is needed. Horizontal violence, on the other hand, is considered to be subjective, meaning that the effects differ person to person. The effects of the person may grow if they are not addressed. One of the traits that all nurses, I believe, must have is to be able to work as a team. This trait regrettably can offset due to verbal abuse and other intimidating behaviors that can cause health professionals to refuse to share information needed to provide the best patient care. Communication between colleagues is needed because if does not exist this will again affect the patients care and their own safety.
The decision to restrain a patient is in most cases left to the nurses. Other professionals such as occupation therapists and mental health counsellors are not consulted. A research on nurses’ decision-making process on physical restraint outlined that one of the themes associated with nurses decision making is personal thoughts and reason (Goethals, Dierckx de Casterlé and Gastmans, 2011, p.1200). This shows that most of the time nurses restrain the patients without consulting other professionals who might have had a better solution in handling the
I have come to fully understand that in order to treat my patients in a way that is person centred, I have to treat each person as an individual and realise that every individual has different needs and different rights and preferences to me which may go against my morals and beliefs but I always have to maintain my professional boundaries and treat each individual with respect and dignity. If I was a nurse who witnessed a similar situation to Kat’s, where another healthcare professional was disregarding my patient or any patients views or requests I would go into the patient’s room and find out what the problem was. Then I would politely ask the healthcare professional to step outside of the room and I would gently remind them of the code of ethics ((Kozier, Erb's & Berman, 2010, p.97) and the Registered Nurses standards of practise (2016), and how every individual has the right to make their own independent decisions about their healthcare needs/goals based on their own values, morals and beliefs. I would further explain that the patients are our main priority and it is our responsibility as nurses’ to ensure that the patients are safe and are receiving the proper care. I would then explain to the patient what was happening and apologise to them about the situation, and I would rearrange and try to negotiate with the patient when the procedure could be performed. Then I would notify the Nurse Unit Manager on the ward to ensure that situations like this do not occur
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.
The trio may come in the form of physical or verbal actions and may be triggered by pain, hunger, fatigue, or confusion. In order to reduce anxiety, agitation, and aggression a caregiver should check for pain, limit distractions, and find a relaxing activity. When dealing with a agitated or aggressive patient, it is important for the caregiver to keep himself or herself safe from potential harm.
The nurse is able to do that through strong leadership skills. Patients and patients’ families that are unable to make decisions can seek help from nurses; the nurses are great patient advocates because the nurses ensure that the patient’s rights are exercised. Another role the nurse plays in patient advocacy is protecting the patient’s rights and providing assistance in asserting the rights. For example, if a patient is trying to decide on whether to accept or reject the treatment, then the nurse is able to communicate the information provided by the healthcare provider in a meaningful way, and provide support to those patients that are in need of it. The advocating nurse can be a charge nurse who is able to act as a protector for the patient when undergoing major traumatic
This can be a big issue with long-term hospital stays and is especially prevalent among elderly patients. It is not always the physical harm done to a patient that is the issue, but the dignity of the patient as well. When the nursing staff is not fulfilling their duties in this area, patients can suffer emotional distress. The humiliation that person can feel combined with physical harm is abusive and can constitute
According to Ritter (2010, p. 28), Unhealthy work environment found personnel having characteristics such as, abusive behavior, disrespect, and lack of leadership, only to mention a few traits. This was certainly demonstrated in this unit that day. I was only too happy to have walked into the unit that day, if not only to assist the nurse but, reassure and provide care to the patients who were subjected to the animosity and turmoil in the unit. I don’t believe a mandatory staff ratio in this case would have helped but, I think having a time frame on when the nurse could safely receive her patients and time to settle each one would be beneficial. The unit needs a lot of work in collaboration and teamwork. I agree with the statement in the American Association of Critical Care Nurse (AACN, 2005) in that it is important to have methods in place for improvements in working relationships, whether it is nurse to nurse or nurse to physician. Finally, the knowledge and abilities of each professional are respected when true collaboration exists and as a result, the goal for providing safe, quality care for patients is attainable. After all, our ultimate responsibility is to our patients. I think we missed
Imagine going into the hospital for yourself or a loved one for treatment and instead coming out with more harm than you went in with. Patient safety and security is a huge aspect of the nursing field. When a patient is not feeling well it is the nurse’s job to make sure that the patient is as comfortable as possible despite the situation and most of all it is of even higher priority for the nurse to guarantee patient safety. Hospital time and stays can be very difficult and even upsetting to some patients. The idea of being in unfamiliar surroundings being care for by strangers may add to client’s bad feelings for, but it is still the healthcare team’s responsibility to make sure the patient’s main outcome is to feel better by time of discharge.
Individuals have varied coping mechanism when faced with conflict. The ED nurse chose to blame patient as the main source of conflict which prompt her to immediately call the security personnel and eventually send the patient out of the healthcare
Question one and twenty were similar in the type of remediation that was necessary in order to stop the conflict from occurring. The theme that the student noticed with the question was the nurse’s role of stopping the person from becoming upset, before solving the problem. She learned by answering these questions that remediation is the priority in this situation. Being able to calm the situation before addressing the problem and solving the bigger issue. Additionally, for question twenty, by process of elimination option three was wrong because it was not therapeutic communication and it did not solve the immediate problem, the doctor’s anger. Reporting the incident to the chief nursing officer was unnecessary, and would only heighten the issue (Towson University, 2017). Option one is not wrong, but it is not the first thing the nurse should do, this is the option the student wanted to pick in the beginning. However, the question required her to reread and identify the stem of the question, the doctors anger. Hargrove – Huttel & Cadenhead (2009), reinforced this rationale by providing a deeper rationale that the charge nurse’s first action is to diffuse the doctor’s anger especially since inappropriate behavior should not be at the nurse’s station (pp.