Nursing Bullying

Horizontal & Lateral Violence Introduction..what is it? **Albertha https://slideplayer.com/slide/13744521/ Prevalence: Workplace incivility, lateral violence and bullying are described as a continuum related to their intensity, frequency and presence of intention to harm the target. clean Predict Prevalence of these phenomena in the nursing profession is variable, reaching considerable values: 87% for lateral violence 81% for bullying http://www.surgicalsojourner.com/lateral-violence-nursing-revisited/ EX of lateral violence: Being hypercritical, Blaming or put-downs, Criticizing without solutions, Exclusion, Gossip, Intimidation, Refusing to help or support, Sabotage, Shouting or other unprofessional conduct, Unfair assignments, snide comments, sarcasm, belittling gestures or comments, inappropriate or unjust evaluations, withholding information, holding grudges and displaying favoritism https://www.nytimes.com/2021/07/16/us/navy-woman-warfare-program.html U.S NAVY SEALS The Nursing Profession should model… LV: Stats & Correlations: A significant positive correlation between lateral violence and work-related stress. Lateral violence exerts a negative impact on job’s satisfaction. At last, literature pointed out the link between lateral violence and the intent to quit from nursing career with a range from 11.3% to 30.5% of nurses victimized, decided to resign from their position. From 6.9% up to 34% of the targets even consider quitting the profession. Studies noted occurred internationally as well- including Italy, Turkey, Canada and U.S. Bullying is a predictive factor for burnout and shows a negative correlation with job efficiency. Victims of bullying recorded absenteeism 1.5 times higher in comparison to non-victimized peers.. 78.5% of bullied nurses with length of service lower than 5 years resigned to move to other jobs. Spector et al.(2014), showed from 136 studies: 36.4% was exposed to physical violence (PV) & 67.2% to the non-physical one (NPV). ** Europe, there was an exposure of the 35% to PV and 59.5 % to NPV ** LV: Stats & Correlations Continued: Risk Factors for Workplace Bullying and Violence unprofessional conducts, arguments about tasks, and disagreement on the nursing care strategy plus disappointment on peers’ job performance. aggressions due to a failure in the adherence to protocols, right assignation of patients, limited resources, and high levels of nursing workload. A quality analysis of IR’s r/t healthcare professionals has identified 2 main factors as possible catalysts for their occurrence: behaviour at work and job planning. The first factor includes: unprofessional conducts, arguments about tasks, and disagreement on the nursing care strategy plus disappointment on peers’ job performance. The second one includes possible conflicts and aggressions due to a failure in the adherence to protocols, right assignation of patients, limited resources, and high levels of nursing workload. Related Factors Michelle Consequential Outcomes: In terms of emotional & physical impact, negative outcomes can seriously affect the victims (up to 75% of cases). A wide range of physical and psychological symptoms may occur: Decreased self-confidence High levels of stress Poor job satisfaction Overreaction to mental stress Psychological symptoms Certified sick leave Self-certified sick leave Cardiovascular disease Psychosomatic disorders Chronic illness Case Studies..Rose According to a recent survey done by RNnetwork about 40 percent of nurses have reported incidents of verbal harassment either by physicians, patients, administration and fellow nurses. On the below graph from that survey, it is evident that nurses will experience the highest percentage of bullying from fellow nurses. Research Common Manifestations “looks like” ****** THIS WAS IN MY ARTICLE - Michelle The most common manifestation of lateral violence is the psychological harassment resulting in hostility, as opposed to physical aggression. These harassments include: verbal abuses- by an intimidating, malicious, and insulting pattern, threats, humiliations, intimidations, criticism, innuendo, social and professional exclusion, discouragement, disinterest, and denied access to information (3). This specific type of harassment amounts to power-abuse, while the victims experience feelings of humiliation, menace, vulnerability and distress (4). Eamples of lateral violence: Being hypercritical, Blaming or put-downs, Criticizing without solutions, Exclusion, Gossip, Intimidation, Refusing to help or support, Sabotage, Shouting or other unprofessional conduct, Unfair assignments, snide comments, sarcasm, belittling gestures or comments, inappropriate or unjust evaluations, withholding information, holding grudges and displaying favoritism https://www.americanmobile.com/nursezone/nursing-news/lateral-violence-in-nursing-how-you-can-make-a-difference/ Video at clinical by group Nursing Management Implications..Monique Nurses who are experiencing bullying behavior can take these steps: Maintain a health view of self Talk with a friend or collaeuge Counseling to address emotional needs if indicated Journaling Exhibit assertive behavior Confront bullying during or immediatly after incident Report through proper channels Prevention Kelvin In most workplaces where risk factors can be identified, the risk of assault can be prevented or minimized if employers take appropriate precautions. One of the best protections employers can offer their workers is to establish a zero-tolerance policy toward workplace violence. This policy should cover all workers, patients, clients, visitors, contractors, and anyone else who may come in contact with company personnel. By assessing their worksites, employers can identify methods for reducing the likelihood of incidents occurring. OSHA believes that a well-written and implemented workplace violence prevention program, combined with engineering controls, administrative controls and training can reduce the incidence of workplace violence in both the private sector and federal workplaces. This can be a separate workplace violence prevention program or can be incorporated into a safety and health program, employee handbook, or manual of standard operating procedures. It is critical to ensure that all workers know the policy and understand that all claims of workplace violence will be investigated and remedied promptly. In addition, OSHA encourages employers to develop additional methods as necessary to protect employees in high risk institutions of work. In response to this unacceptable level of violence against health care workers, the National Institute for Occupational Safety and Health (NIOSH) has developed an online course to raise awareness of workplace violence among nurses and to help in the development of prevention strategies.-This course was developed by NIOSH to raise awareness about workplace violence among nurses. The NIOSH Workplace Violence Prevention for Nurses online training course contains units on what constitutes workplace violence, consequences of workplace violence for nurses and employers, and risk factors for both patient-on-worker violence and employee-on-employee violence. It also provides strategies nurses and organizations can use to prevent violence in their facilities. Each unit begins with a segment called “Nurses’ Voices” in which nurses who have experienced workplace violence give a brief testimonial and ends with an interactive self-check to make sure the nurse participant has understood the key concepts of the unit. The last five units are video case studies based on real-life examples of workplace violence. Conclusion/Solutions & Outcomes..Claudia Resources Reference Hartley, Daniel EdD, MS; Ridenour, Marilyn MPH, MBA, BSN; Wassell, James T. PhD, MS Workplace Violence Prevention for Nurses, AJN, American Journal of Nursing: September 2019 - Volume 119 - Issue 9 - p 19-20 doi: 10.1097/01.NAJ.0000580228.01504.0b https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6357596/ https://web-a-ebscohost-com.ezproxyqcc.helmlib.org/ehost/pdfviewer/pdfviewer?vid=3&sid=b3b527be-4e38-40ff-9e49-b3335bae7ba3%40sessionmgr4006 https://rnnetwork.com/blog/nurse-bullying-harassment/ Hartley, Daniel EdD, MS; Ridenour, Marilyn MPH, MBA, BSN; Wassell, James T. PhD, MS Workplace Violence Prevention for Nurses, AJN, American Journal of Nursing: September 2019 - Volume 119 - Issue 9 - p 19-20-Mike Ridenour, Marilyn Ridenour, James T. Wassell, EdD. doi: 10.1097/01.NAJ.0000580228.01504.0b -research paper writing service
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