This particular chapter will provide a rationale for performing a literature review strategy based thesis which is associated to the frequency of verbal aggression in mental health inpatient settings in London and also how mental nurses manage verbal aggression with the use of non-physical techniques for instance de-escalation methods. This will provide the aims and also the objectives and the organisation of this dissertation.
According to (Cowen et al 2003), the disclosure of Health Care Professionals to violence and aggression from patients in their daily practice, and in particular verbal aggression makes the National Health Service an unappealing work setting. This experience has caused psychological, physical and also spiritual damages in its victims, (Stubbs and Dickens, 2008), causing in the needs of the Nurses to be able to successfully managing verbal aggression. Consequently, this will make both recruitment and the maintenance of staff challenging, (Department of Health, 1999) and has further resulted in the formation of the zero tolerance policies introduced towards patient aggression. The zero tolerance policy has been braced by various organisations,
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Many individuals are exposed to violence and aggression due to underlying pathology. However, violence and aggression due to clinical reasons should not be compared to those where there is spiteful intent (Gates et al 1999). By finding this original cause of aggression actually needs a growth in a nurse/patient relationship and also the understanding of the patient’s condition. So therefore, Rew and Ferns, 2005 suggests that it becomes the duty of the employer to provide suitable safety measures and training in order to reduce risks and also make sure that the health and welfare of their employees is
Lateral violence is a major issue that often occurs within the healthcare setting, and it places great impact on the delivery of healthcare. I personally have experienced being a victim of lateral violence within my current workplace setting. In November 2014, I began a new job working with patients dealing with alcohol and substance addiction. I came onto the job with an ADN, while there was an older male nurse with a BSN who started the same time I did. This nurse was assigned to a work a supervisory position on a higher-level monitoring detoxification/behavioral unit. I noticed that there were times when myself, as well as other female nurses, would need to communicate to him that a patient needed to be more closely monitored. On several
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...
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
Incivility is prevalent in the healthcare setting and is a broad term used to describe any negative discourteous manner all the way up to more serious bullying and violent behaviors. If these behaviors go unregulated, then there is the likelihood that low-intensity negative attitudes can turn into aggressive behaviors (Laschinger, Wong, Cummings, & Grau, 2014, p. 6). Consequently, there are serious repercussions which affect the persons involved, directly and indirectly, the work environment within the healthcare organization, and the nursing profession. These repercussions can range from poor work performance to staff retention issues. Therefore, this paper will address the issue of incivility, how it
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.
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.
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.
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.
Most healthcare providers will tell you that they feel that they are called to their profession, and most would tell you that they love practicing in their field of study. Healthcare providers are placed in situations frequently that can lead to cognitive dissonance. In healthcare there is a pressure to perform tasks frequently, timely, perfectly, and in a cost effective manner. This can lead to situations that are in conflict with training as well as with personal ethics.
Workplace violence can be caused by a number of underlying factors which can include but is not limited to alcohol and drug abuse, job loss, depression, mental illnesses, or an accumulation of debt. In addition, when people are mistr...
The zero tolerance policy is strict and devises rules for students and faculty alike. It is a policy that doesn't ask questions when a rule is broken which often results in suspension and expulsion. The policy also addresses the possession of weapons, drugs, and alcohol. Many schools have adopted this policy and have observed both positive and negative results.
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.