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Horizontal/lateral violence
Lateral violence
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More handpicked essays just for you.
Horizontal/lateral violence
Lateral violence
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Bridgett Beuckens How sad it is that nursing leaders allow, much less participate in such acts. The stress and responsibilities this author was subjected to are not fair nor safe. The ANA Code of Ethics addresses occurrences as in this scenario. Provision 4.1 states nurses are responsible and accountable for the nursing care
The organisation must be aware of all of the recent changes in order for the health care provisions to provide the best quality of care. The organisations employ managers who have the duty to ensure that all of the policies are adhered too, staffs are trained on a regular basis and that the improvement of care should be monitored after the training is provided. Health and social care provisions must have polices in place to deal with all forms of bullying or harassment. In accordance with the law if this occurs within the provision it can be dealt with by legislation, as laws are enforced to prevent bullying/harassment from happening. However, the health and social care establishment should still be able to effectively deal with cases like these.
Nurse mangers are responsible for establishing a no-tolerance environment, while providing education and awareness of workplace incivility and creating a relationship of trust among staff. Through the incorporation of huddles, staff meetings, and debriefings, staff can openly voice concerns of workplace incivility and gain support and education on how to prevent unprofessional staff behaviors (Hoffman & Chunta, 2015). Nurse Managers are also responsible for providing individual support and encouragement on the reporting of incivility within the workplace. Through positive feedback, job recognition and a shared decision-making environment, staff will have enhanced job satisfaction and be less likely to engage in unprofessional behaviors (Hoffman & Chunta, 2015). While prevention is optimal for violence within the workplace, the identification and acknowledgment of it is vital to understanding the cause and implementing a plan to eliminate it (Yoder-Wise,
1.Based on Chapter 11, what is your interpretation of violence in nursing? Nurses can experience violence from other nurses, other health professionals, patients, visitors, and strangers. To this day violence continues to be a major professional issue nurses face (Hockley, 2017). Violence does not only involve physical aspects, but nonphysical aspects like emotional and finical burdens.
Nursing is the number one profession to experience some type of hazing from older or better nurses. It is getting so bad that the rate of nurses quitting due to hazing has drastically gone up in the last 30 years. In one case,
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.
Once a violent incident is reported, the teams that administers the workplace violence program should communicate to all employees their findings and conclusions on the incident to ensure the incident has been addressed. The team should report to all employees any recommendations to resolve a safety or security concern. The employer should communicate clearly the definition of workplace violence through employee policies and training in order to erase any misconceptions that constitute workplace violence. The employers should make it clear that bullying is considered workplace violence and a “whistle blower” employee will be protected from retaliation. Profit-driven management models have a tendency to reduce funding of the workplace prevention program.
A healthy nurse must have a healthy and safe work environment. A healthy work environment must have effective policies and procedures and be safe (Carpenter, 2015). The ANA has done a lot of work in the following work environment areas: safe patient handling and mobility, safe needles, fatigue, safe staffing, immunizations, and incivility, bullying, and workplace violence (Carpenter, 2015).
“Healthcare workers are 16 times more at risk of experiencing violence from patients or clients than other service workers” (Lanctôt, N., & Guay, S. 2014). The most common abuse seen in the healthcare work is verbal abuse ranging from 22 to 90%, and the least being physical assault ranging
(Huston, 2017, pg151) Horizontal violence are behaviors that hinder nursing job satisfaction, impact job performance and put a lot of pressure on the nurse. According to the Joint Commission “intimidating and disruptive behaviors” can facilitate medication errors, lower patient satisfaction and lead to adverse patient outcomes. (Lachman, 2014) There is no singular solution to this problem and people have the right to work in a safe and healthy environment – regardless of setting.
Chapter One The Problem Introduction Chapter one will discuss the problem of the research, the purpose of conducting the study, the research questions that will be asked, and it will also discuss the variables and definitions. The problem will be presented as a statement; and the purpose will be reinforced with current nursing research evidence among nurses who have experienced bullying. Two research questions will be presented along with variables and definitions. Related nursing evidence will be thoroughly explained throughout the chapter.
Theoretical Framework on Violence in the Workplace Violence can be experienced by many different people in different situations in health care. In the healthcare world, nurses are one of the most exposed groups to workplace violence in the world. Circumstances that lead patients to the hospital can be very stressful which can lead to anxiety, agitation, depression. Through using the theoretical framework developed by Ida Jean Orlando, workplace violence can be viewed and applied to address or even prevent violence experienced by nurses possibly. Violence has been a long-standing issue in the workplace.
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.
5. Possible solutions: Workplace bullying are becoming more and more common, workers that are affected with this bullying must know of their rights as employees and that there can be solutions to this problem you as a worker can go and talk to the HR or the management and there can be steps taken against the bullying or legal effects In the workplace management find it difficult to recognize themselves with behaving in a bullying or aggressive way, when line managers work with a low performance teams they are there to motivate the workers this can cancel any sort of bullying. (tehrani, 2012:40-41) So begin with the management of the company and make sure there are no aggressive ways in their behaviour, in this way you can deal with mistakes and
Cerebral Violence “It is clear to me that the causal relationship between televised violence and antisocial behavior is sufficient to warrant appropriate and immediate remedial action. … There comes a time when the data are sufficient to justify action. That time has come.” This quote from the Surgeon General was in 1972.