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Clinical Question
The specific clinical question guiding the search is: In the workplace nurses had experience incivility, does implementing the code of conduct regarding incivility and open communication with the staff can prevent incivility?
Problem
This article addresses the issue of incivility in the workplace of the nurses which include RN and new graduated nurses. In 2010 Smith, Andrusyszyn and Laschinger mention, the first’s year of practice for the new nurses were taught that it was very important to build confidence in the workplace in order to develop a great patient care and a great work environment. However, most of the new graduated nurses were easily expose to incivility from other current nurses. The feelings of the new nurses
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Lewis, P. S., (2015). The Impact of Workplace Incivility on the Work Environment, Manager Skill, and Productivity. The journal of Nursing Administration. 41, 41-47. https://www.researchgate.net/publication/268089552_IMPACT_OF_WORKPLACE_INCIVILITY_ON_NURSES%27_PRODUCTIVITY Purpose:
Our object is to inform how many current nurses are experiencing incivility in their working area and study the negative effects that incivility between nurses has in the health care field.
Hypothesis: There is none.
Study Question:
There is no study question. Independent Variables: Healthy work environment
Dependent
Variables: Information regarding incivility. quantitative 659 active BS and BSN; the study was conducted in order to see if the nurses were experiencing incivility. survey The majority of active BS and BSN nurses were experiencing workplace incivility (WPI) in the last year. However, 37% of them indicated that they had instigated WPI to another nurse in the past year.
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Study Question:
There is no study question. Independent variables: identify and recognizing incivility.
Dependent variables: understanding work environment the first year of practice. quantitative A 250 random newly nurses from different specialties resend the questionnaire package. Mailed survey The results indicated that incivility is experience in newly nurses more than current nurses.
Description of Finding
Concept
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.
Method
Professionalism in the workplace in many professions can be simplified into general categories such as neat appearance, interaction with clients, punctuality, general subject knowledge, and likability. In nursing, professionalism encompasses a much more broad and inclusive set of criteria than any other profession. Nurses specifically are held to a higher standard in nearly every part of their job. Nurses are not only expected to uphold what it seen as professional in the aforementioned categories, but they are also expected to promote health, wellbeing, and advocate for patients, but also continually provide the highest standard of care, demonstrate exemplary subject and procedural knowledge, and abide by the Code of ethics set forth by the American Nurses Association. This Code of Ethics includes the complex moral and ethical principles of autonomy, beneficence, nonmaleficence, fidelity, honesty, and integrity.
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.
Horizontal violence is an action that has been reported and documented in nursing and other healthcare professions for many years. This type of behavior between nurses has provided very discouraging and truly serious outcomes for nursing professionals and unfortunately for their patients as well. Horizontal violence is “hostile, aggressive, and harmful behavior by a nurse or group of nurses via attitudes, actions words, and/or behaviors.”(Becher, J. & Visovsky, C (2012)). This can be done either overt or covert. Overt, done openly, is when the victim is experiencing name calling, bickering between colleagues, fault finding, c...
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.
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
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.
Khadjehturian, R. E. (2012). Stopping the Culture of Workplace Incivility in Nursing. Clinical Journal Of Oncology Nursing, 16(6), 638-639. doi:10.1188/12.CJON.638-639
Unprofessional Conduct according to the Arkansas State Board of Nursing is detailed in ASBN Rules and Regulations, Chapter 7, Section XV, #6. The section states the following conduct are considered unprofessional. Failing to assess, evaluate, and intervene, Incorrect documentation, Missappropriation of residents property, Medication and Treatment errors, Performing or attempting to perform procedures that the nurse is untrained to do, Violating confidentiality. Neglect/Abuse or failure to report these incidents, Failing to report violations or attempted violations to the ASBN, Inappropriate delegation of duties, Failing to supervise, Practicing when unfit.
Nursing surrounds the concept of patient care physically, mentally and ethically. The therapeutic relationship that is created is built on the knowledge and skills of the nurse and relies on patient and nurse trusting one another. The use of nursing skills can ensure these boundaries are maintained, it allows for safe patient care. Professional boundaries are the line that nurses cannot cross, involving aspects such as patient confidentiality and privacy, ensuring legal aspects of nursing and the boundaries put in place are not breached. However, nurses accepting financial or personal gain from patient can also cross these professional boundaries. It is only through education in this area that the rights of patients can be preserved, as well as the nursing standards. Through education in areas such as confidentiality, boundaries can remain in tact and the patient care can remain within the zone of helpfulness.
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
Yildirim, D. (2009). Bullying among nurses and its effects. International Nursing Review, 56(4), 504-511. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/19930081
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 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.
Conflict in the healthcare environment can be between the nurses, other healthcare providers and even to the patients and/or their families (Brinkert, 2010, p. 146). Unmanaged conflict can be costly not only for the nurses but also to the patient and the institution (Brinkert, 2010, p. 149). And poor communication between staff members and other clinicians can lead to conflict and often viewed as destructive, but with the conflict management, it can also help address underlying issues and concerns, clarify individuals’ goal and might overcome resentment and leads to mutual understanding (Brinkert, 2010, p. 146).
It affects the quality of care given to the patients as well as their safety. Because of this, bigger health organizations stepped in to address this issue. The Education and Employment Committee of the House of Representatives in Australia delve into the issues of bullying and are exploring ways to address this issue (Mccarthy, 2012). Unions like the Australian Nursing Federation have submitted a report to them asking for help to tackle the issue of bullying (Mccarthy, 2012). Hospitals were making efforts to retain newly graduated nurses by providing encouragement and giving them a more understanding atmosphere. Hospital managers play an important role in addressing this problem. They see to it that there is respect among nurses and priority should be focused on the delivery of care rather than thoughts retaliation if bullying is present (Martin, 2008). They make sure that supplies are also readily available in the facility to lessen chances of conflict among employees (Laschinger et al., 2010). Mentors also play a very important role in the prevention of bullying of the newly graduated nurses that will aid in their transition. Their support and guidance help the new nurses feel more at ease in their jobs. Furthermore, the presence of a mentor give them reliance to face tormentors in the workplace (Vogelpohl et al., 2013). They can voice out their concerns to the mentors so that the issue will be addressed immediately. This results in strengthening their welfare and give positive outlook about work. Education, reflection and incorporating suitable behaviours in the workplace are solutions to help combat disruptive behaviours (Berry et al., 2012). Monthly meetings within the facility are designed to address issue within the areas covered as well as to voice out the concerns of the nurses. These meetings can help eliminate issues like bullying, while it can