Cultivating Healthful Environments
Incivility in the workplace was once a remote issue; however, it has increasingly shown concern in the workplace and how it affects nursing staff as well as patient care. Workplace incivility is identified as a behavior with a vague intent to harm someone while having no concern for workplace standards or respect for others (Laschinger, Wong, Cummings, & Grau, 2014). Incivility negatively impacts interpersonal and professional relationships, diminishes nurses’s care provided to patients, and provides more room for medication errors and patient dissatisfaction (Abdollahzadeh, Asghari, Ebrahimi, Rahmani, & Vahidi, 2017). Prevention methods need to be warranted to limit workplace incivility to provide nursing staff with increased self-esteem, and to provide quality of care that is safe to all patients. Organizational outcomes are also negatively impacted when it comes to incivility. The organization experiences increased turnover and decreased job satisfaction (Abdollahzadeh et al., 2017). Incivility is an issue that needs to be addressed to promote and maintain an effective health care organization. This paper outlines the importance of incivility and its impact on nursing, provides a scenario of incivility in practice, describes three strategies to create healthful workplace environments, identifies two strategies to be implemented in my specialty track, and provides a summary of key points and a self-reflection.
Impact of Incivility in
Violence against nursing staff and peer-to-peer assault is a significant problem on adult inpatient psychiatric units (Delaney & Johnson, 2006). OSHA (2015) reports less than two employees per 10,000 in private industry suffered injuries related to workplace violence compared to 7.8 cases per 10,000 employees in hospitals. The negative result of staff injury is the “hidden costs” of low “productivity, morale and employee retention” (OSHA, 2013, p. 4). The current practice model on psychiatric units is an emphasis on maintaining a therapeutic milieu and the use of de-escalation techniques as needed to address agitated, aggressive and assaultive behaviors (Delaney & Johnson, 2006).
"Civility is an authentic respect for others that requires time, presence, willingness to engage in genuine discourse and intention to seek common ground (Clark, 2010). " Unfortunately I have come to learn that, incivility is a fairly common issue in nursing in regard to nurse-professor, nurse-nurse, nurse-physician, and nurse-resident relationships. I don't believe that it's always meant to be hurtful. Sometimes incivility occurs simply because of the fast-paced environments, long hours and high stressed environment. Regardless, it's inappropriate and unprofessional behavior. "
Whether another nurse or higher medical provider it isn’t right and is a major concern in healthcare. ANA recognizes that incivility, bullying, and violence in the workplace are serious issues in nursing. Currently, there is no federal standard that requires workplace violence protections, but several states have enacted legislation
That situation affected the organization to the insufficient of excellent nurses available to care for patients and have an effect on those who continued working in a troubling work environment. Granstra (2015) researched that “Bullying results in increased turnover when nurses choose to leave the organization instead of remaining in a workplace where they are unhappy” (p.
Unfortunately, not all health care workers keep a professional attitude in the workplace. This week, I experienced a lot of nonprofessional conversations. I believe it is unprofessional to be gossiping and laughing about patients at the nurses ' stations. It was disappointing to see this happen on the unit especially from the rest of the team involved in surgery or even therapy. Professionalism is not just in attitude of conversations but also in appearance.
Many think that bullying is an issue that occurs more often with minors in a school setting, but horizontal violence in nursing negates this thought. Horizontal violence in nursing is best defined as “bullying that occurs between coworkers” (Granstra, 2015). This bullying cannot only negatively affect seasoned nurses, but also new graduate nurses that may lack confidence in their abilities as they are new to the field. Consequentially, this can
Lateral violence is very prevalent in the nursing profession. Lateral violence is defined by the American Nurses Association (2018) as “repeated, unwanted, harmful actions intended to humiliate, offend, and cause distress in the recipient”. Lateral violence or bullying of any kind can have negative impacts on healthcare workers health, decreased productivity, job satisfaction, quality of care, patient safety, and outcomes (Berry, Gillespie, Gates, & Schafer, 2012). The purpose of this paper is to bring light to this critical issue nurses face.
I worked as a Nurse’s Assistant and Secretary for 8 years. I started when I was 18 years old, working on a psychiatric unit. I learned to be mindful of my surroundings and to read people’s emotions and body language to prevent escalating a patient’s bad mood into a physical altercation. This may seem like an extreme example, but I have witnessed people that were unaware, or didn’t care how they approached the patient, and the patient responded in a belligerent manor.
One way to control workplace violence is to reduce the exposure of individuals to strain, this will possibly reduce the chances that individuals will cope with strain through crime or violence. Individuals sometimes provoke negative treatment from others, including employers. This is especially true when individuals are low in restraint and high in negativity. Professionals can teach individuals skills on how to avoid strain. By providing individuals with the tools to help them react appropriately, they will better manage their
Employees can suffer from both mental health issues and physical stress. Leading employees to perform poorly and decrease productivity. Slight, insults, invalidations, and offensive behaviors in the workplace can make it a hostile environment to work in. Comments that target a person or group is called micro-aggressive behavior and in a diverse workplace, micro-aggression creates a hostile work environment for the employees. Targeting a person or group using verbal, behavior that communicates hostility, negative stereotypes, or derogatory is called
Violence against healthcare providers is a significant problem that has been receiving growing attention. Incidents of workplace violence are experienced by nurses and physicians on a day-to-day basis, especially in emergency departments. The corollary of this phenomenon has become a significant matter due to the psychological stress it is placing on healthcare providers, hence affecting their efficiency and productivity. We may often undermine the consequences of workplace violence, but studies show that it may cause distress, apathy, rage, disappointment, helplessness, anxiety, self-doubt, and insecurity of healthcare workers. (Öztunç 360-365)Hence, their entire job performance is decreased and absenteeism is increased.
When looking at the function of professional nursing, the attitude, experiences, as well as factors such as demographics, social class, education, and values, can determine how the nurse will view violence in the workplace. These factors that have contributed to the development of the professional nurse can also determine how the nurse views and even reacts to workplace violence and aggression towards them. The qualities of the professional nurse and their background can determine how the human behavior from the patient is viewed and can lead to de-escalation or escalation of violent situations. The behavior of the patient can include cooperation, calmness, anxiety, aggression, or anger. Behaviors of aggression, anger, frustration, and acts of intimidation when patients are experiencing an illness can exacerbate stressful situations which can turn violent.
Workplace conflict is bound to arise. Be it colleagues, clients or bosses, the time for a difficult conversation will happen at some point. You need to pick and choose your battles wisely. Just as much so, you need to be ready to stand up when it is the right time.
Information regarding the reports such as research limitations, level of evidence, research method and design are included in the discussion and implications of nursing. The literature review found that nurse on nurse bullying does indeed effect nurses in a physical and emotional way as well as effecting the adequacy of patient care. Effects of Horizontal Violence in the Workplace on Nurses and Patient Care Introduction Nurses spend approximately 12 hours a day 3-4 times a week working in either a hospital, clinic, or some sort
Conflict resolution happens often in the workplace that can either drive or disturb employees, supervisors, a team, and an entire organization. When supervisors allow conflict resolution to fester without taking immediate action, it can lead the organization into an unhealthy environment. In this paper, the topic for discussion will analyze various strategies that can be utilized to control and manage conflict resolution in the workplace, and the role of the supervisor during conflict resolution situations. In addition, a discussion will include how the workplace and its customers are impacted by a diverse workforce. Conflict Resolution Conflict in the workplace is inevitable, especially in a diverse workforce where employees possess different approaches to his or her job and come from various backgrounds, who share a common work space within an organization (SHRM, 2015).