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Violence in nursing paper
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Nursing Research Study Summary
There are six levels of violence identified among registered nurses including psychological, physical, vertical, horizontal, covert, and overt. The article research by this author was found in the Nursing Forum Journal, titled Levels of violence among nurses in Cape Town public hospitals (Khalil, 2009). Nursing research was done to identify and understand why the nursing profession lets violence happen among nurses within the profession.
Background
Violence among nurses is a culture that has been created and tolerated. This behavior affects team work and peer relationships in the nursing profession. According to Khalil (2009) the violence includes bullying, verbal abuse, gossiping, marginalization, public humiliation, failure to respect other nurses’, privacy, lack of support, being threatened, coerced, forced to keep silent, scapegoating, backstabbing, or negative criticisms. This study shows that lack of effective communication, lack of respect, and lack of anger management training. The author of the study chose the rural community of Cape Town in South Africa in the hospital setting to “understand the culture of nursing that permits violence to occur within the profession” (Khalil, 2009). The acceptance of the unprofessional practices that continue to plague nursing, as evidenced by the statistics in this study, show there is a great need for training and a new mindset. Khalil uses a qualitative approach to determine the experiences by nurses using close ended questions and then analyzing the answers. Findings from this qualitative study can show an understanding of a phenomenon in a nurse-nurse violence and is not generalized in the same way as a quantitative study (Burns, Grove, & Grey, 2...
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...ciation anger is a normal human emotion but when it gets out of control is when it turns destructive (Controlling, n.d.). Teaching and managing anger in constructive ways can improve attitudes and the profession of nursing.
Works Cited
Burns, N., Grove, S. K., & Gray, J. (2011). Understanding nursing research: building an evidence-based practice (5th ed.). Maryland Heights, MO: Elsevier/Saunders.
Controlling Anger -- Before It Controls You. (n.d.). American Psychological Association (APA). Retrieved February 2, 2012, from http://www.apa.org/topics/anger/control.aspx
Khalil, D. (2009). Levels of violence among nurses in Cape Town public hospitals. Nursing Forum, 3, 207-217
Keel, R. (1999). Ethnomethodological Perspective (on Crime and Deviance). University of Missouri-St. Louis. Retrieved February 2, 2012, from http://www.umsl.edu/~keelr/200/ethdev2.html
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.
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
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...
Anger is something that everyone has. It is a natural response to threats and it can sometimes be necessary to survive. However, when handled improperly, anger can be a very destructive emotion. Letting anger take control of a person can make them very violent, aggressive, and unreasonable
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.
emphasized a lack of restraint. Popular psychology identified “the positive aspects of anger” and encouraged couples to communicate their desires to one another.
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
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.
If anger were a disease, there would be an epidemic in this country. Road Rage, spousal and child abuse, and a lack of civility are just a few examples. Emotionally mature people know how to control their thoughts and behaviors how to resolve conflict. Conflict is an inevitable art of school and work, but it can be resolved in a positive way.
Research indicates the relationship between horizontal violence and the burn out rate of registered nurses to be epistemologically significant due to a determined prevalence of nonphysical violence in the health care setting and the potential nature, severity and ubiquitous state of its prospective consequences. This systematic review will examine the aforementioned phenomenon in further detail with a focus on specific implications, if any, on the burn out rate of registered nurses.
Anger changes the behavior pattern of the person as a result of changes in his emotional status. it is accompanied by physiological and biological changes. Actions resulting from anger often lead to undesirable physiological and health consequences, because the neuro-transmitters/hormones (eg. adrenaline) released during anger intensify impulsive action and obscure rational
The best way to prevent unproductive anger is to come to an inherent understanding of what it is you believe and how to best channel it into a result you want. You start by encountering every possible belief out there, no matter how outlandish it may seem to you and you think on it. You think on it for however long it may take for you to come to a full understanding of why that someone may believe such things. Then you deliberate with them on those