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Summary: Predispose To Bullying In Nursing

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Healthcare environment can also predispose to bullying in nurses due to the scarcity of resources, restructuring, work stress, high patient turnover rate and patient acuity levels (Rodwell & Demir, 2012, p. 15-16).
Personality traits having the pathological narcissistic characteristics with a desire to dominate may factor into bullying. Sometimes, a cyclic victim-perpetrator behaviour from past experience comes into play (Pincus et al., 2009).
Lacking interpersonal skills where a staff may lack ability to cooperate with others (Croft & Cash, 2016).
Position in the power hierarchy A lower position in the power hierarchy in health care may predispose nurses to increasing aggression among themselves. (Eagar, Cowin, Gregory & Firtko, 2010,
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The biological theories that were initially used to explain criminal and non-conforming behaviours can be used to explain and understand the motivation behind bullying just like any other kind of criminal and non-conforming behaviour. Traditional theories such as Lombroso and Beccaria held on the fact that criminals and non-conforming members of the society had physical characteristics that motivated them to criminal behaviours. These individuals pose unique biological traits that significantly predisposed tem to negative non-conforming behaviours’. Perhaps this theory has not been directly linked to bullying but since bullying is criminalized by the society, those taking part in it then should be considered t be suffering from the same fate.

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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

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Horizontal violence in nursing is a factor that drives many nurses away from certain jobs or patient care units. This can end up being quite costly for an organization. For example, a lot of time and money goes into training new nurses to the patient care unit as well as new graduate nurses to the profession. Some may require more training than others and this can be costly for an organization. When horizontal violence in nursing occurs, these new nurses may be driven to leave their jobs secondary to their dissatisfaction with their job.

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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

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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.

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Annotated Bibliography Sarahi Ali Gutierrez Nevada State College Annotated Bibliography Annotation 1 Piskin, M. (2002). School bullying: definition, types, related factors, and strategies to prevent bullying problems. Educational Sciences: Theory & Practice, 2(2), 555.

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