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Persuasive on workplace bullying
The Effects of Workplace Bullying on the Organization
Workplace bullying research paper
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Incivility in Nursing The purpose of this paper is to discuss the issue of incivility in nursing and how this affects the work environment, the importance that this has in the microsystem and the nursing profession and how suggestions on how to create healthy work atmosphere through my advanced practice in the family nurse practitioner field. 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 …show more content…
Employee psychological health is something that should be taken into consideration when a person can improve the outcome of new graduate nurses and seasoned nurses alike; this is something that I know I will continue to strive for creating healthy working environments for staff and myself. Using many of the techniques that have been researched and continue to keep abreast of the most current research will aid in achieving the most positive outcome for staff and patients. I know that while I have not been subjected to this situation personally, it is something that can happen to anyone and with the use of stress relieving interventions on a daily basis will hopefully be able to defuse a potential situation before it arises. While it is not always easy to embrace my character flaws, I feel that if I continually strive to incorporate a positive environment for myself and staff that positive results will ensue from …show more content…
(2016). Workplace Incivility as an Extensively Used, But Seldom Defined Concept in Nursing. Nursing and Midwifery Studies, 6(2).Doi: 10.5812/nmsjournal.41029. Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to prevent workplace incivility?: Nurses' perspective. Iranian journal of nursing and midwifery research, 22(2), 157. Doi: 10.4103/1735-9066.205966 Armstrong, N. E. (2017). A Quality Improvement Project Measuring the Effect of an Evidence-Based Civility Training Program on Nursing Workplace Incivility in a Rural Hospital Using Quantitative Methods. Online Journal of Rural Nursing and Health Care, 17(1), 100-137. Doi: http://dx.doi.org.proxy.chamberlain.edu:8080/10.14574/ojrnhc.v17i1.438 Leiter, M. P., Price, S. L., & Spence Laschinger, H. K. (2010). Generational differences in distress, attitudes, and incivility among nurses. Journal of Nursing Management, 18(8), 970-980. Doi: 10.1111/j.1365-2834.2010.01168.x Oyeleye, O., Hanson, P., O’Connor, N., & Dunn, D. (2013). Relationship of workplace incivility, stress, and burnout on nurses’ turnover intentions and psychological empowerment. Journal of Nursing Administration, 43(10), 536-542.Doi:
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
Disruptive behaviors such as bullying, incivility, and horizontal/lateral violence are prevalent issues in the health care field. These behaviors not only create hostility among colleagues, but they also decrease safety and can increase cost of patient care. The affect disruptive behavior has on patient care and team morale are reasons for action against this issue. Disrespectful behavior violates the code of ethics for nurses, which are ethical standards set by the American Nurses Association (ANA) (Lachman, 2014). While disruptive behavior is a violation of ethical standards, it goes unnoticed in many health care settings.
During my employment as a LPN in a rural hospital I have witnessed several episodes related to the ethical dilemma of workplace bullying. This behavior is unacceptable based upon the professional standards of nursing. The objective of this paper will be to focus on the controversial topic of how to deal with a workplace bully. The purpose is to highlight accountability of all involved personnel: bully, victim and management.
Unfortunately, it is a reality that nurses are experiencing increased levels of horizontal violence in the workplace (Cleary, Hunt, & Horsfall, 2010, p. 331). An increasing number of nurses are needed to manage the aging population; therefore, it is crucial that novice nurses are not impacted by the increasing amount of bullying at work (Cowden, Cummings, & Profetto-McGrath, 2011, p. 462). Transformational leadership has the power to influence today’s challenging work environments by using inspirational leaders and empowering followers (Bass & Riggio, 2006). I would argue that the nursing profession should adopt transformational leadership in order to prevent horizontal violence, support a positive work environment, and foster the transition of novice nurses into the workforce. I believe the literature demonstrates the need for strong leadership in nursing as the bullying trend continues to increase, resulting in
In conclusion, the nursing profession has a majority of female population who can be subjected to violence either by their co-workers or those in the senior position. This situation has resulted in increased mental and physical stress among nurses and has also prevented many nurses from pursuing their career. However, given the high demand for nurses in the healthcare industry in order to manage the increasing health problems among people, suitable workplace strategies and policies should be implemented and followed to prevent any kind of disruptive behavior towards them. The embracing a zero tolerance policy by healthcare companies is now becoming increasingly common and with support from various national and international organizations for such policies, workplace violence can be effectively prevented in due course.
Murray, J. S. (2009, September–October). Workplace bullying in nursing: A problem that can’t be ignored. MEDSURG Nursing, 18 (5), 273–276. Retrieved from http://www.amsn.org/sites/default/files/documents/practice-resources/healthy-work-environment/resources/MSNJ_Murray_18_05.pdf
Simone, S. (2008). Workplace bullying experienced by Massachusetts registered nurses and the relationship to intention to leave the organization. ANS Advances in Nursing Science, 31(2). Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/18497581
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.
The target population being used for this thesis consists of nurses, nurse managers, and nursing care assistants. The setting will take place at a hospital in Saginaw, MI on three medical surgical floors. Lateral violence in the workplace has been well researched but there have been few studies examining what
Horizontal violence is psychological harassment that creates hostility in the workplace between two nurses or a nurse and another healthcare professional (Ditmer, 2010). The idea that horizontal violence exists in nursing is a phenomenon that is as ironic in the healthcare field that is supposed to be a ground for empathy, compassion and humanity. It is common yet many find it difficult and distressing to address. This harassment is usually presented in different ways including both aggressive along with disruptive behaviour, bullying, verbal abuse, humiliation, gossiping, threats, withholding information, and not properly explaining or training the processes (Ditmer, 2010, p. 9). As a nursing student, I have experienced horizontal violence numerous times whether in academics or in the clinical areas. Hence, this topic is important to me as I have experienced it first hand and important to nursing leadership as well because “leadership sets the scene, the attitudinal agenda, for a faculty or hospital.”( Scherbakova, 1995). Nursing leaders play an important role in managing and halting horizontal violence. This paper aims to explore the phenomenon that is horizontal violence, define and identify what constitutes horizontal violence in academics and clinical areas, its effects and the solutions to stop horizontal violence.
When dealing with different personalities, levels of education, and cultures, there are bound to be clashes of thought processes. As nursing leaders, we need to be able to realize that it exists and how to resolve it through negotiation, mediation, arbitration, and litigation. “Conflict is a disagreement through which the parties involved perceive a threat to their needs, interests, or concerns” (Johansen, 2012). If the conflict is between the physician and direct care nurse or the nurse manager and direct care nurse, this can eventually affect patient care or create a toxic work environment. Nurses tend to avoid conflict. “One explanation is that in situations such as nurse-physician interaction, the avoidance conflict management style may be used
The concept of both articles are quantitative study of how nurse incivility effects negatively to both current employed nurses and new graduated nurses, even though the new graduated nurses experience it more frequently. The concept is also to be aware and or how incivility can be eradicated from the workplace.
The impact of incivility in the nursing profession can be devastating. A couple years ago, I went through a reconstruction at my current job and nurses and other staff were either fired or forced to resign who were thought to be low performers. I came on this unit with good intentions and to do the best that I could. I was reject by some people and, ignored and felt as if I was alone and scared. A particular nurse in thought would come in behind me on first shift and she would flat out tell me I don’t like coming in behind you because you try to spoil the patients and I don’t have time to finish what you started. After a few times hearing this I replied I just doing what I’m trained to do and that is to try to and meet each patient’s needs.
Issues about workplace behaviour can come across in the professional lives of the newly graduated nurses. There are hindrances that they might encounter during the start of their professional career. These include negative workplace behaviour like bullying that may affect the career of the novice nurses tremendously. How other workers act toward them gives them a view about what they will be facing all throughout their careers (Malouf & West, 2011). Fresh from university, the novice nurses seek to belong in a workplace environment where positive reinforcement is provided, and harmonious interpersonal relationship among workers exists. They seek long term employment
Workplace aggression and violence is an issue that has been receiving more attention in the media recently. According to Neuman and Baron (1998), workplace violence is behaviours of workplace aggression involving physical assaults of harming others at work. In the healthcare industry, statements have indicated that healthcare providers have faced the highest number of Type 2 violence in which the perpetrators are patients and visitors who directed physical violence against workers (Phillips, 2016). It has become a growing problem in the healthcare industry for healthcare providers such as nurses to worries about their safety at work according to Cipirano, the 35th president of American Nurses Association (2015, Sept 4). In hope to ensure healthcare