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.
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...
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Several databases including Academic Search Premier, JSTOR, CINAHL, MEDLINE, and Cochrane were accessed using the key words “workplace violence,” “nurses,” student nurses,” horizontal violence,” “bullying,” “oppression,” and “intergroup conflict.” The purpose of the literature search was to determine the predominance of horizontal violence among new nurses and nursing students.
Khadjehturian, R. E. (2012). Stopping the Culture of Workplace Incivility in Nursing. Clinical Journal Of Oncology Nursing, 16(6), 638-639. doi:10.1188/12.CJON.638-639
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
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,
Horizontal violence is an action that has been reported and documented in nursing and other healthcare professions for many years. This type of behavior between nurses has provided very discouraging and truly serious outcomes for nursing professionals and unfortunately for their patients as well. Horizontal violence is “hostile, aggressive, and harmful behavior by a nurse or group of nurses via attitudes, actions words, and/or behaviors.”(Becher, J. & Visovsky, C (2012)). This can be done either overt or covert. Overt, done openly, is when the victim is experiencing name calling, bickering between colleagues, fault finding, c...
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
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
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.
Zerwekh, J., Claborn, J. (2006). Nursing today: Transitions and trends (pp. 343-346). St. Louis, Missouri:
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.
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.
When examining the circumstances under which incivility thrives in nursing education, it is imperative that the issue is looked at from not only the perspective of the faculty, but from the nursing student
Research shows horizontal violence to be prevalent in the field of registered nursing. Although a comprehensive quantity of incidences within the profession is undetermined, the literature is in agreement such phenomenon exists and the effects of which require further scholarly observation and evaluation.
Spinks, N., & Moore, C. (2007). Nursing Leadership. The Changing Workforce, Workplace and Nature of Work: Implications for Health Human Resource Management, 20(3), 26-41.