The article Facilitating a Positive Culture for the Disclosure of Workers Disabilities, correlates to the development of confidence among the disabled workers in an organization to disclose their disability to their employer by developing a positive and acceptable culture. This article also aims at educating supervisors, managers and subordinates to support disabled co-workers at their workplace and exercise their responsibilities towards them. Since it is very important to protect rights of the employees and address their concerns in an organization, this article has been chosen in lieu of the weeks assigned chapters. Developing positive culture in an organization especially by addressing the concerns of employees who are disabled is highly …show more content…
The primary purpose aimed at developing confidence among disabled employees and provide mechanism to disclose information about their disability to their employers. The research purpose also comprised of conducting seminars for managers and supervisors to guide them about their responsibilities towards disabled co-workers and supporting them in their tasks. The motive was to create a positive work culture and enable an organization to exercise equality duty by eliminating unlawful discrimination, providing equal opportunities and nurture good relationships between workers [3]. The Equality act 2010 implies an Equality duty on public bodies to ensure non discrimination at workplace and provide equal opportunities for all despite their disability, gender, race, religion, sex or sexual orientation …show more content…
It examines the need of developing a positive work culture in an organization, along with fulfilling motivational needs of disabled workers such as security and safety, belongingness and affiliation thus facilitating managers and supervisors to develop effective leadership styles. A leader supporting their disabled co-workers would motivate those workers and ultimately develop a positive culture in the workplace. Discrimination, violence and abuse in health care organizations have increased over a period of time which has led to lesser job satisfaction, declining work performance, physical and psychological imbalance and higher lay-offs. In a study conducted to examine consequences of violence on nurses by Sofield and Salmond, a sample of 461 nurses was examined out of which 91% reported being victim of verbal abuse at work from physicians, patients and supervisors. The consequences were as strong as quitting the job, feeling helpless and extreme anger (Burke, 2016). Another study performed by Spector et al. on 151,347 nurses in 136 samples revealed that 36% nurses were exposed to physical violence, 47% non physical violence, 40% to bullying and 25% sexual harassment in Anglo, Asia, Middle East and Europe. The most common experiences of staff in health care system are workplace violence, domestic violence, bullying and workplace incivility (Burke,
“From forth the fatal loins of these two foes a pair of star crossed lovers take their life” (I prologue 5-6). Romeo and Juliet is known by many as a love story, but what if it’s not a love story but a story of obsession and desperation. Romeo is from the Montague family, and Juliet is from the Capulet family. The two families have been feuding for many, many years. In this story, Romeo and Juliet become obsessed with the feeling of being in love. They will go to extremes to be together, such extremes as death.
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.
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
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...
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
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
The Americans with Disabilities Act (ADA) is one of the most significant laws in American History. Before the ADA was passed, employers were able to deny employment to a disabled worker, simply because he or she was disabled. With no other reason other than the person's physical disability, they were turned away or released from a job. The ADA gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. The act guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, State and local government services, and telecommunications. The ADA not only opened the door for millions of Americans to get back into the workplace, it paved the road for new facilities in the workplace, new training programs, and created jobs designed for a disabled society (Frierson, 1990). This paper will discuss disabilities covered by the ADA, reasonable accommodations employers must take to accommodate individuals with disabilities, and the actions employers can take when considering applicants who have disabilities.
I believe the Americans With Disabilities Act is the most important precedent set in the struggle against all discrimination for persons with disability. In this paper I will give a brief description of the statutes set by the Americans With Disabilities Act, pertaining to disabilities in the workplace. I will then discuss what employers are required to do according to the A.D.A. and some of the regulations they must abide by. The next section of this paper will discuss the actual training of employees with disabilities with a highlight on training programs for workers with mobility and motion disabilities. The following section of this paper will discuss the economic effects of a vocational rehabilitation program. Finally this paper will conclude with a brief discussion of what the measures set by the Americans With Disabilities Act means to the actual workers and people it benefits.
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 largely due to nurses leaving their jobs and/or medical incidents involving patients. A nurse working in an environment lacking civility can create stress and anxiety for the nurse. This, in turn, will lead to poor attitudes, decreased productivity, increased absences, and higher job turnover rates (Kerber, 2015). While working in uncivil environments is unhealthy for the healthcare professionals, it has also been shown to greatly affect patient care. A nurse working in a hostile environment can feel stress and overwhelmed, which can lead to an altered emotional state. Blevins (2015) reports in Impact of Incivility in Nursing that nurses working in this type of environment can “experience stress-related disorders and physical illness” which can decrease work attendance. A nurse or healthcare provider providing patient care in this emotional state can turn their negative feelings into uncivil behavior toward the patient or miss something critical to patient care, leading to patient harm or death. For example, if a nurse is upset about being disrespected from a fellow healthcare worker the nurse might turn her emotions on the patent by not asking the right assessment questions, or writing off a critical detail the patient is reporting. Incivility can also reach the patient level when a nurse is afraid to ask questions regarding patient care to the charge nurse as a result of recent bullying. The opposite is also true; If a patient is being discourteous to a nurse who is being civil and helping to the patient, it might make the nurse unconcerned about patient care satisfaction. This can spiral into an incivility cycle that is hard to
People with disabilities often face societal barriers and disability evokes negative perceptions and discrimination in society. As a result of the stigma associated with disability, persons with disabilities are generally excluded from education, employment, and community life, which deprives them of opportunities essential to their social development, health and well-being (Stefan). It is such barriers and discrimination that actually set people apart from society, in many cases making them a burden to the community. The ideas and concepts of equality and full participation for persons with disabilities have been developed very far on paper, but not in reality (Wallace). The government can make numerous laws against discrimination, but this does not change the way that people with disabilities are judged in society.