In the world of mental health nursing there are various problems that are faced within the health care facility. Nurses should be aware of the potential violent behaviors that are presented within the emergency department, psychiatric facilities, and long-term care facilities. It seems as in health care facilities violence are directed towards nurses and health care officials neglect to take action. Nurses are at more risk of experiencing violence with person(s) who are mentally ill then any other health care personal, because they are in direct contact with clients for extended quantity of time. Aggression towards nurses can cause nurses to get into an uncompromising predicament that will alter the nurse’s judgment that will alter giving the best care for a client that are ill. Nurses should be mindful of clients who are aggressing for other reasons that are stimulating their violent behavior; …show more content…
For example, patients may have been admitted for their aggressive behavior because they have been sexually abused; but sometimes individuals or health care team members may overlook details that may present to them that would possibly give them an indication for their admission. Also, nurses should be mindful of the various mental disorders that are present; sometimes patients may have a mental disorder and health care providers fail to recognize the warning signs. For instance someone that has a borderline personality disorder in which they may present with a random act of rage, have disturbed patterns of thinking, or either have suicidal ideation. By these symptoms this would put client in harm to self and harm to others. Nurses should be able to recognize the various symptoms that may reflect their behavior, by recognizing the early signs; by doing so HCPs will know how to properly treat with pharm logical or proper psychotherapy
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.
The framework of this model is utilized throughout hospital settings to form a basis for all nursing decisions in respect to nursing diagnosis, care plans, discharge planning, and quality assurance (Reynolds & Cormack, 1991). This conceptual model focuses on the effects of internal and external environments that contribute to someone’s behavior. Pain (being the internal force) in patients with altered mental status usually manifests externally in non-verbal cues. Nursing as the external force can use tools that focus on the non-verbal cues given by the patients to accurately assess the pain and properly treat it.
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
Diagnosing a patient with a personality disorders where often evaluations done by a clinician. The clinician would listen to the importance of interpersonal experiences and observing the patients behavior in a consulting room (Westen, 2001). This was normally done in one session, if the patient informed the clinician of harming himself. The clinician would diagnose the patient as a borderline personality disorders.
The presence of specific types of disruptive behavior is unknown, but evidence is clear that disruptive behaviors exist among health care professionals. Nursing and health care in general focuses on patient care. Individuals that demonstrate disruptive behavior can damage the integrity of patient care, and create a hostile work environment. This leads to decrease patient satisfaction, safety issues, and health care providers to seek a more professional work environments (Lachman, 2014). Despite the negative outcomes from disruptive behavior, it is still present in many health care facilities. One- report states that 39% of graduates witness bullying in their first year of practice, and 31% said they were the victims of bullying (Lachman, 2014). The author also notes that 85% of nurses experience horizontal/lateral violence. Large amounts of health care professionals witness disruptive behaviors. Often these behaviors are unreported, one survey found that 40% of practitioners remain quite ...
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
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.
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
College of Nurses of Ontario,(2009).Practice Guidelines: Conflict prevention and management. Retrieved April 3, 2014 from http://www.cno.org/Global/docs/prac/47004_conflict_prev.pdf
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.