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Causes Of Workplace Violence

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The term “violence against women” means any act of violence that results in, or is likely to result in, physical, psychological and sexual harm or suffering to women, including threats of such acts, coercion or arbitrary deprivation of liberty, that may be either occur in public or private life. [10] Workplace violence in health care facilities is rising in alarm rate and has become a major public problem. Even the health care providers, and hospitals are not exceptions including nurses. [2,3] According to the World Health Organization (WHO), workplace violence is where staffs are abused, threatened, or assaulted in circumstances related to their work and while commuting to and from work, involved explicit or implicit challenges to their safety, …show more content…

Nurses are more prone to violence because they work as front-line care providers serve in a wide variety of settings caring for individuals or patients who face all types of trauma, suffering, and life-altering events regardless of their conditions. Exposure to violence while carrying out duties adversely affect nurses physically and psychologically and may lead to loss of concentration, inattention to ethical guidelines, making mistakes, absence from shifts, repeated absenteeism, inattention to patients, dislike of job, reduced job satisfaction and refusal to work in stressful wards. Nurse experiencing violence in workplace, may decide to transfer to another section or may give up nursing altogether. Though the prevalence is high, violence among nurses is often considered as a part of job and only three out of ten nurses reports physical violence. [13] This may result in significant additional costs on treatment centers and extra burden in the community. Moreover, the consequences of workplace violence in the health sector have a significant impact on the effectiveness of health systems, mainly in developing countries. …show more content…

The study also adds, half of the physical violence happened on the evening shift.[3] A study was conducted in Turkey among nurses to find the prevalence and root of sexual harassment, its consequences, and factors affecting harassment. A descriptive survey was done with 622 selected nurses working in eight Ministry of Health hospitals. A questionnaire method was applied that consists of sociodemographic characteristics of participants, types of sexual violence, feelings, the sources and ways to cope with sexual harassment behaviors. The results showed 37.1% of participants had been sexually harassed. Physicians were identified as the main perpetrators of sexual harassment. The most common negative effects of sexual harassment were headache, disturbed mental health function, in-satisfaction in job and the only reactions given by the nurses against the harassers were anger and fear. The coping method used most commonly by the nurses was “Doing nothing” as they think it as a part of the job. About 80% of sexually harassed nurses did not report the incident of sexual harassment to hospital administration. [4] A cross-sectional study was conducted in Iran to identify the factors influencing violence among nurses with a sample of 77 nurses working in three general hospitals. The results showed overall, 83.1 % had faced verbal violence and 22.1 % of the participants had faced with physical

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Pretrial discovered that 26 other patients had died at the defendant’s first hospital while the nurse’s care (Pozgar & Santucci, 2015, p. 120, para. 3). Although there were no eyewitnesses, she left a trail that lead back to her to prove that she murdered the 12 patients. In order to prevent such criminal acts from happening in the hospital setting, there are many actions that hospitals should take to reduce the risk of violence. When hiring hospital staff, there should be investigation of each applicant’s background.

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Rethinking Violence Against Women. Hall Prentice. London London: Sage

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Nurses who are victims of bullying might take more sick days, look for opportunities from other organizations and abandon their occupation. Absenteeism from work caused by horizontal bullying is increasing. Many nurses do not have the encouragement or the capability necessary to manage with bullying and just fail to come to work in order to avoid the experience, mainly if they are aware that they are going to be teamed up with a “bully” for that certain shift. Absenteeism increase to costs that are not necessary for the organizations and adds a burden to the remaining staff, resulting to an increase turnover and nurse disengagement. While interning at the Miami Jewish Health Systems, the report shows about 150 nurses who quit at the same time due to horizontal bullying.

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Hospital largest human resource cost is nursing staff. Hospital allocate most of their personnel budget to nurse recruit and replacing staff. There is no secret that a nursing shortage exist, but nursing have a dirty little secret, which is, “nurses eat their young” (Sincox, 2010, p.8) or the more formal term lateral violence. Lateral violence is a nurse intentionally withholding pertinent patient information, assigning workload of total care and pain seeking patient, turning a blind eye or just plain sabotaging ones’ efforts (Thompson, 2013). One of the reason “new nurses leave their first staff job within the first six months due to some form of lateral violence” (Sincox, 2010, p.8).

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One of the first surveys on the prevalence of sexual harassment was the influential Redbook survey in 1976, to which 9,000 women responded (Safran 1976). The survey found that nine of ten women responding had suffered at least one form of unwanted sexual attention at work (Batten). This is unacceptable that our mothers, daughters, and sisters have to face this to lead a productive

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Finally, an outline of factors which might be used to assess harassment severity is presented. Resolving these will provide social scientists and non-scientists alike with clearer answers to the ‘How much?’, ‘Which types?’ and ‘How serious?’ questions about harassment. The purpose of this paper is to critically assess the research literature on sexual harassment, identify methodological problems, and propose recommendations for advancing our knowledge of this important construct.

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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.

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Policies that reduce social inequalities, such as affordable housing, income support programs, and equal access to quality education, can address the structural determinants of violence. Legislation and regulations that prioritize the safety and well-being of individuals, such as domestic violence laws, workplace harassment policies, and gun control measures, are essential in preventing and reducing violence. One aspect to consider is the economic burden imposed by violence on society. The costs associated with interpersonal violence, social violence, and structural violence are staggering. Direct costs include medical expenses for treating physical injuries, mental health services, and legal proceedings.

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The Case of Sexual Harassment in the United States Revealing incidents of sexual harassment has altered dramatically over the last few months (Noguchi). Allegations have started to cause powerful people to resign from positions of authority or even get fired from their high status jobs. The newfound interest has developed the issue of whether sexual harassment is as widespread as the media is saying or if it is just being exaggerated to get attention. Sexual harassment needs to be talked about and solved because it causes harm to the everyone, can cause behaviors to expand and become more deviant, and is morally wrong. Due to the high number of women coming forward with sexual harassment allegations, the media has made this one of the highest publicized issues in current news.

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In other words, if our conduct is being interpreted as violent, it is our, not the other individual’s, responsibility to change. Furthermore, Workplace Violence is interpretive: if another feels threatened by us, perhaps not face-to-face, but on the sideline, that too constitutes Workplace Violence. Forms of Violence include, but are not limited to: a. Physical Violence: at no time shall employees engage in a physically violent or matter with one another. So do not guffaw in such a

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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.

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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.

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Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.

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STATEMENT OF PROBLEM Bullying and harassment at workplace is a widespread social stigma which is well recognized in the healthcare sector, both globally and in Pakistan. It can have devastating effects on the victim’s personal life, health, job satisfaction, performance and productivity. Women are the major victims of workplace harassment in Pakistan’s healthcare sector. Fear of reporting and confusion regarding how to get help has further added to the problem.

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The World Health Organization (WHO) defines violence against women as “any act of gender-based violence that results in serious physical, sexual or psycho-emotional impairment to women, occurring in public or private life”. The literature indicates that it is a universal crime. Also, it is a serious public health problem due to its high morbidity (Krug et al., 2002). Sexual violence has been defined in the World Report on Violence and Health as any sexual act, attempts to obtain a sexual act, or acts to traffic for sexual purposes, directed against a person using coercion, harassment or advances made by any person regardless of their relationship to the victim, in any setting, including but not limited to home and work (Jewkes et al., 2002).

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