Workplace Violence July 21, 2006 was a day just like any other. Elartrice “Marcell” Ingram reported to work at 8:00 a.m. as usual. His associate in the seafood department reported everything was fine with no evidence of trouble, but by the end of the day Elartrice had stabbed seven coworkers at the Cordova Schnucks in Memphis, TN. He was found guilty by reason of insanity and a little over a year later his doctors testify that he is ready to be released with family supervision. His victims still have concern that it has not been long enough and that he may snap again. Is this considered to be workplace violence? In 2007 in Charlotte, North Carolina an employee who admitted to his family that he had been harassed by his associates became irritated when he was fired and returned to work and killed two of his coworkers. Do we consider this violence in the workplace? Any day, any job, imagine you are sitting at your desk and you over hear two coworkers arguing. When they notice others observing they retreat and go back to their work with no resolution to the situation. Does this situation appear to be workplace violence? There are things we believe we know about workplace violence but are only myths. Dennis Davis, president of the Help Center in Vista, California spoke about some of the myths in a SHRM’s Conference & Exposition in Las Vegas in June of 2007. Myth Realization Random & Unpredictable Violence grows in cycles – there are signs People can be pushed into anything Frustration is the root cause – nonviolent people will not harm you Verbal threats are “Just Talk” People in control don’t make threats Crazy people commit violent acts Only 5% of very disturbed are violent A... ... middle of paper ... ...Betsy, “Building a Workplace Violence Plan” VCCA Journal, Volume 10, Number 2, Summer 1996 Kuebler, Brian, “Schnucks Stabber May Get Home Visits” WREG News Channel 3, October 23, 2007 2007 a: http://www.commercialappeal.com/news/2007/oct/24/doctors-attacker-can-start-trips-home.html 2007 b: http://www.crisisprevention.com/program/nci.html 2007 c: http://hr.blr.com/news.aspx?id=76126 2007 d: http://www.hmw.com/workcite/20070927.htm 2007 e: http://www.topskills.com/wpv.htm 2006 f: http://faculty.ncwc.edu/TOCONNOR/300/300lect07.htm 2006g: http://workplaceviolence.blogspot.com/2006/08/7212006-memphis-tn-grocery-store-clerk 1999 h: http://www.ojp.usdoj.gov/bjs/abstract/vw99.htm 1998 i: http://www.usda.gov/news/pubs/violence/wpv.htm 1998 j: http://www.osha.gov/Publications/osha3153.html 1996 k: http://www.cdc.gov/niosh/violdev.html
Myers, et al., (2016) performed their study as through collaboration with a New York State wide study to explore nuurses’ experience with lateral violence. Myers, et al., (2016) offered both online and paper surveys for nurses comfort. The study revealed that lateral violence is seen throughout all roles of nurses from staa nurses to leadership roles. The results of this study led the organizations to perform educational programs and provide open forums to give staff the opportunity to talk about their experiences. Leadership has been made the point people to promote the eduacational programs and
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.
Programs to prevent workplace violence improve the work environment, job satisfaction, staff retention, productivity, and quality of care. Ongoing education related to the organization’s mission, values and code of conduct, as well as communication skills development, guide the individual to choose the most appropriate response when faced with work place violence." Ongoing education is essential because it reinforces what was being said or done in a positive
Workplace violence in the nursing profession has been extensively reported and documented. It is associated with serious negative consequences both for the nurse and their patients. Such disruptive behaviors in the nursing profession severely impact the emotional and mental well-being of the nurses that in turn affects retaining qualified and experiences staff in a healthcare organization. Such type of violence is considered as a major occupational hazard and condemned by major nursing organizations including the CENTER for American Nurses and American Nurse Organization. In the nursing profession workplace violence includes several types of negative behavior such as lateral violence, bullying and aggression. Lateral or horizontal violence is described as harmful or disrespectful behavior towards a coworker or a group of coworkers which in essence denies them of their basic human right and has a profound negative effect on their self-esteem and confidence (Becher & Visovsky, 2012). While lateral violence is mostly observed among peers or coworkers bullying is generally observed between a higher authority staff and those working under them such as a nursing supervisor and a staff nurse. Bullying is mostly verbal in nature which involves the use of abusive language, intimidation, insult and using authority to subdue, threaten or humiliate their subordinates (Lateral Violence and Bullying, 2008). When nurses are subjected to any kind of horizontal violence or bullying over a period of time it unduly affects them with physical, emotional, mental and financial consequences. In addition such workplace violence also brings forth negative consequences for the healthcare organization and patients in particular. Thus given the seriousness o...
In the early 1980s aggression and violence in the workplace have been a source of a lot of public discussion. (Piquero pg.383) The issues have risen again recently and have mostly been present in management and business fields. Workplace aggression often includes “behavior by an individual or individuals within or outside organizations that is intended to physically or psychologically harms a worker or workers and occurs in a work related”. (Schat& Kelloway Pg. 191) A national survey Conducted by the National Centers for Victims of Crime shows several statistics regarding workplace homicide by type show that is the year of (see fig. 1), violent crimes against victims working or an duty( see fig. 2) and nonfatal workplace violence committed by strangers(see fig. 3
An example of a clinical situation from my past nursing experience in which I was the victim of vertical violence occurred at MCI The Doctors Office, a couple of months after obtaining my first job as a Registered Practical Nurse (RPN). My experience of workplace violence was in the form of verbal abuse which left me with numerous mixed emotions. The lead physician at the clinic whom I will call Dr. T yelled at me in front of other physicians, staff and clients because I triaged a patient and wrote the information in the wrong chart. The manner in which I was insulted left me feeling helpless, emotionally scared and with a decreased sense of self-worth.
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...
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.
Lipscomb, J.A., & McPhaul, K.M. (2004). Workplace Violence in Health Care: Recognized but not Regulated. The Online Journal of Issues in Nursing, 9(3). Retrieved from http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume92004/No3Sept04/ViolenceinHealthCare.aspx
Small business owners and management at every level of any company should always be aware and listen closely to what is being said by their employees or associates. An action that undermines or impedes a co-worker’s right to do his or her job is another practice used in office politics to cause problems. It is good for employees to form bonds and friendships, but when cliques are formed in the office and others are bullied or cold shouldered, major complications can occur. Some of these problems can even lead to situations of workplace violence. The following are some of the signs and downfalls of office politics and ways to address situations before they get out of control.
Mayhew, C., McCarthy, P., Chappell, D., Quinlan, M., Barker, M. & Sheehan, M. (2004). Measuring the extent of impact from occupational violence and bullying on traumatized workers. Employee Responsibilities and Rights Journal, 16(3), 117–134.
Eisenstark, Lam, McDermott, Quanbeck, Scott and Sokolov (2007) reported that twenty five percent of mental health nurses working in public sector hospitals take the major risk in violent attacks from patients resulting a series injury: the prevalence rate being as high as three times that of any vocational group (Del Bel,2003).this number implies that nurses physical as well as emotional health is being compromised largely each day (Lanza, 1992). Another study done from five mental health inpatient units over a period of seven months, indicated that seventy-eight percent of violent incidences came from nurses (Jones, Owen, Tarantello, and Tennant,1998).Nurses are not the only ones being challenged by violence. A study done by Albert Banerjee et.al (2008) in long term care facilities, a shocking number of personal support workers have been a victim of workplace violence. Almost half (43%) of support workers reported they experience violence in everyday work activities. 16.8% of registered nurses and one quarter (24.6%) of licensed practical nurses, registered practical nurses, and registered nursing assistants experience violence on a daily basis. In 2000, social service workers incidence injuries also rose by 9.3 from work related assaults and injuries. As significant as this numbers could be, the numbers could go higher if those underreported cases are reflected that’s comes with the employees belief, “reporting won’t change
Workplace violence is any action or verbal menacing with the intent to inflict physical or psychological violence on others. The US Department of Labor defines workplace violence as “An action (verbal, written, or physical aggression) which is intended to control or cause, or is capable of causing, death or serious bodily injury to oneself or others, or damage to property. Workplace violence includes abusive behavior toward authority, intimidating or harassing behavior, and threats.”("Definitions," n.d.)
Conflict can occur anywhere and at any place, and recently there has been an ongoing conflict that has been manifesting at work, between a supervisor and an employee, and I am stuck in the middle of their conflict. For the past few months, a coworker has been moved from seat to seat, all over the call center. At first, the conflict was very difficult to see, however, between the supervisor and the employee, atmosphere of tension was felt when interaction was made. The employee, Ana Maria, began showing acts of defiance against her supervisor’s instructions, and additionally began spreading her discontent with fellow employees. As a result from her discontent being spread with to the other employees, work productivity began to fall, which caused
Glazer, S. (1996, July 19). Crackdown on sexual harassment. CQ Researcher, 6, 625-648. Retrieved from http://library.cqpress.com/cqresearcher/