When one goes into the profession of nursing it is usually not for the money, job security or the glamour of the job. Those of us who chose nursing as our profession generally care for others and want to make a difference in the world. New nurses are excited to become licensed and to start working in the profession of nursing. When new nurses enter the field of nursing, they are often met with more experienced nurses who have practiced longer and subsequently has more experience. This maybe an opportunity for the new graduate to learn and grow or it can lead to horizontal violence in the work place. Horizontal violence decreases patient safety and job satisfaction drastically.
Horizontal violence is unfortunately not new to the nursing profession. Many ask, what is horizontal violence? It can be defined as the malicious and demeaning behavior towards a colleague (Echevarria, 2013). In nursing, horizontal violence can be between different levels of experienced nurses, unit managers, physicians or a combination of these examples. Unfortunately, physicians are more likely to go unpunished when displaying horizontal violence in the health care setting, because they are viewed as the source of the facilities revenue (Longo & Smith, 2011).
In the authors’ opinion, physicians are no better than the nurses that carry out their orders. Hospitals would not be able to function without the assistance of nurses carrying out the physicians’ orders. From personal experience, the author has witnessed accounts of horizontal violence committed by a physician towards a nurse. He can remember an instance in which a doctor became very upset because he was not notified about a laboratory report on one of his patients. The nurse stated t...
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Echevarria, I. (2013). Stop “eating the young” and start mentoring. Nursing 2013 Critical Care, 8(3), 20-24. doi: 10.1097/01.CCN.0000429384.33344.2a
Hickson, J. (2013). New nurses’ perceptions of hostility and job satisfaction. THE JOURNAL OF NURSING ADMINISTRATION, 43(5), 293-301.
Longo, J., & Smith, M. (2011). A prescription for disruptions in care: community building among nurses to address horizontal violence. Advances in Nursing Science, 34(4), 345-35. doi:10.1097/ANS.0b013e3182300e3e
Maddalena, V., Karney, A., & Adams, L. (2012). Quality of work life of novice nurses. Journal for Nurses in Staff Development, 28(2), 74-79. doi: 10.1097/NND.0b013e31824b41a1
Purpora, C., & Blegen, M. (2012). Horizontal violence and the quality and safety of patient care: A conceptual model. Nursing Research and Practice, 2012(), 1-5. doi: 10.1155/2012/306948
The quantitative and qualitative clinical question guiding this research is: what are the causative factors (etiology) of hostility in nursing and what are some possible ways (therapy) to rectify this quandary in the world of nursing?
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
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
As a healthcare professional, everyone that we encounter with is perceived differently and each patient is treated differently depending on what is needed. Horizontal violence, on the other hand, is considered to be subjective, meaning that the effects differ person to person. The effects of the person may grow if they are not addressed. One of the traits that all nurses, I believe, must have is to be able to work as a team. This trait regrettably can offset due to verbal abuse and other intimidating behaviors that can cause health professionals to refuse to share information needed to provide the best patient care. Communication between colleagues is needed because if does not exist this will again affect the patients care and their own safety.
...S. L. (2012). Workplace Issues. In (Ed.), Nursing Today Transition and Trends (7th ed., pp. 546-565). St. Louis, Missouri: Elsevier Saunders.
Nurses are caring by nature. Nurses care for family members while at home, community members who may be neighbors, church members or friends from school and sports with children in common; however, nurses are known to display uncaring attitudes towards each other. When nurses are discourteous and disrespectful towards one another this may be known as workplace incivility. Incivility is defined by Merriam-Webster as, “the quality of state of being uncivil and a rude or discourteous act” (n.d.). Alexander (2017) related incivility to the events of the 2016 United States election as “rude and impolite behaviors that may be manifested when people feel fear or mistrust” (p. 79). Healthcare is subject to the same negative influence through communication between healthcare providers, educators and patients.
Oyeleye, O., DNP,RN, Patricia, H., PhD, RN, O'Connor, N., PhD, RN, & Dunn, D., EdD, RN. (2013). Relationship of Workplace Incivility, Stress, and Burnout on Nurses' Turnover Intentions and Pschyological Empowerment. The Journal of Nursing Administration, 43(10), 536-542.
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.
Nurses encounter various challenges in the workplace. One of the most alarming trends is that they often become the victims of physical violence. It should be kept in mind that healthcare settings account for about 60 percent of all violent assaults that occur in various American workplaces (Gates, Gillespie, & Succop, 2011, p. 59). Additionally, more than 50 percent of nurses report that they suffered from physical abuse, at least once (Gates et al., 2011, p. 60). In turn, this tendency makes nurses even more vulnerable to the effects of stress. Moreover, they are likely to feel dissatisfied with their jobs. This paper is aimed at reviewing the scholarly articles that can illustrate the origins of this problem and its impacts on the experiences
However, upon securing a job, they find that things on the ground are not as they had expected them to be and this results in some of them deciding to leave the profession early. Research shows that turnovers within the nursing fraternity target person below the age of 30 (Erickson & Grove, 2011). The high turnover within the nursing fraternity results in a massive nurse shortage. This means that the nurses who decide to stay have to work for many hours resulting in exhaustion. A significant percent of nurses quitting their job sites exhaustion and discouragement as the reason that contributed to their decision. In one of the studies conducted on the issue of nurse turnover, 50% of the nurses leaving the profession argued that they felt saddened and discouraged by what they were unable to do for their patients (Erickson & Grove, 2011). When a nurse witness his/her patients suffering but cannot do anything because of the prevailing conditions he/she feels as if he/she is not realizing the reason that prompted him/her to join the nursing profession. The higher rate of nursing turnover is also affecting the quality of care nurses provide to
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
Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012).
Whitworth, B. (2008). Is there a relationship between personality type and preferred conflict-handling styles? An exploratory study of registered nurses in southern Mississippi. Journal of Nursing Management, 16(8), 921-932. doi:10.1111/j.1365-2834.2008.00918.x
Following a study published by the Bureau of Labor Statistics (2016), workers in health care and social assistance settings are five times more likely to be victims of nonfatal assaults or violent attacks compared to the average worker in other occupations. Examples of healthcare violence can include verbal or physical threats and physical attacks by patients (U.S. Bureau of Labor Statistics, 2016). A report done by the American Nurses Association (ANA) found that 43% of nurses and nursing students had been verbally or physically threatened by a patient or a patient’s family member, and 24% had been assaulted (Potera, 2016). These numbers are only taking into consideration for the nurses who do decide to report an assault. Violence is extremely under reported due to lack of a reporting policy, lack of faith in the reporting system, and fear of retaliation (Workplace Violence in Healthcare, 2016). Cultural factors are also a reason as to why underreporting occurs. “Caregivers feel a professional and ethical duty to do no harm to their patients, sometimes putting their own safety and health at risk to help a patient” (Workplace Violence in Healthcare, 2016). The nurse has a responsibility to the patient and will sometimes allow the patient’s bad
... health professionals in the hospitals today, that these breaches can be stopped and the vulnerability of the patient remain unharmed or abused. Therefore professional boundaries ensure that there is no misuse in power resulting in dangerous patient care, and gives integrity to the nursing profession.