Bullying In Nursing Research Paper

Great post! Lateral Violence/bullying is a very good concern and topic of discussion. I’m glad that your group have chosen this topic because it truly does need change. It makes it a very sensitive topic to discuss in the workplace because of fear of losing your job, causing conflict or the repercussions that may come for speaking out. Some nurses will leave while others may stick around and accept the 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

Alexandra Robbins was writing a book about the secrets of the nursing subculture in hospitals around the United States. One surprising thing that kept coming up was the practice of hazing. Hazing is when a person is put through tests or challenges normally to humiliate her. The practice has even turned deadly in some cases. Some examples of hazing in the hospital are colleagues keeping vital information to themselves, playing favorites, name-calling, spreading rumors, and even discrediting other nurses until they quit. 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,

Internationally, various studies and reports have raised concern regarding hostile behaviors in the nursing workplace. Incivility in nursing is defined as rude or disruptive behaviors which often result in physiological or psychological distress for people involved and if left unaddressed, may progress into a threatening situation (Broome 2011). Although aggression and violence from patients and visitors are cause for concerns, nurses reported hostility among colleagues, managers and other professionals have been the most concern and an impact to nurses’ society. Incivility defines as “a rude or unsociable speech or behavior (Merriam 2010). The types of behaviors that constitute between nurses can be due to stress, heavy workload, bullying, harassment and aggressions. Incivility and bullying in nursing are complex problems that have garnered much attention in recent years (Felbinger 2008). Emerging evidence suggests that incivility in the workplace has significant implications from nurses, patients, and health care organizations causing a high turnover rate.

Imagine being a newly graduated nurse and landing a job on your dream unit. There is this one nurse who likes to taunts the new nurses. You began to realize that she does things to make you uneasy and you began to feel like the target of workplace bullying. Horizontal Violence has become a newly coined termed to further define the concept of bullying in the workplace. According to Becher and Visovsky (2012), Horizontal Violence is described as “an act of hostility that creates an undesirable work environment that weakens teamwork in the clinical setting”. Managing bullying is the regular assessment of exposures of violence in healthcare facilities. As a junior nursing student I gravitated toward this topic because I will be graduating soon

Conflicts within the nursing profession may be seen among the different age generations, with senior nurses holding different values than new graduates. For example, there are many cases where horizontal violence and bullying occurs between senior nurses and new nurses. However, in most cases, nurse bullying results from ineffective communication (Sauer, 2012). Interprofessional conflict may occur due to the medical hierarchy and existing profession stereotypes. According to Whitehead (2007), a barrier to physician collaboration is the vision of a ‘flattened hierarchy’ where a physician’s traditional power, decision-making responsibility, and status is reduced. Although these traditional beliefs may still be held among not only physicians but also the public, IPE and IPC allow for the potential of “better communication and development of relationships between health care professions that can be valuable even within a hierarchical system” (Whitehead, 2007, p.

Workplace incivility affects our everyday interactions, professional nursing relationships and our organizations. It is important to be aware of incivility to address it. Incivility in the workplace doesn’t have to be a major event, but it may be little things daily that can make a huge impact. This affects the employee which impacts productivity and patient care. Employee turnover rates, job dissatisfaction, and poor workplace environments can be attributed to incivility. Employees may feel as though they are unable to report incivility due to retribution or loss of employment. It is time for people that need help to be courageous and speak up. Incivility in the work environment needs to stop.

A literature review was conducted to answer the following evidence-based research question "What are the effects of horizontal violence in the workplace on nurses and patient care?" The review includes a systematic review, two qualitative reviews, one quantitative review and a mixed method review that will aid in answering the research question while focusing on the effects of horizontal violence on nurses and what interventions could possibly be used to prevent this type of violence in the workplace. These studies were retrieved through various electronic databases in which will be discussed in the remainder of the literature review. The literature that was used were all published within the last five years with four of them being published in the United States and one from the United Kingdom. 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.

Nowadays a great of organizations are finding that the engagement and commitment of nurses coincide with good quality patient care. When nurses are better engaged and committed you’ll find that you’ll notice that they work harder and perform better in their job. You may also find less absenteeism and less turnover. This will greatly benefit the hospital or employer.

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. This results in

Lateral violence is an unprofessional display of behavior from one nurse to another that is meant to intimidate. According to Tina Dimarino “researchers have found that the most common forms of lateral violence in nursing include nonverbal innuendo, verbal insults, gossiping, undermining, withholding information, sabotage, infighting, scapegoating, backstabbing, failure to respect privacy, and broken confidences.” This type of behavior is also termed horizontal violence, nurse to nurse, incivility or bullying (Dimarino, 2011).

First, is the possibility of termination that would lead to immediate loss of income but may also lead to loss of licensure. Some states are “right-to-work state” which means even if my hospital goes union I do not have to join. Unions are limited legally by what they can accomplish for the worker, although a lot of people believe otherwise. This has remained debatable over the years. Unions have decreased over the years because the benefits for workers that unions push for are mostly covered by law now. So there is little need for them

There are different types of violence that an individual may encounter at some point in their lives due to conflicting values, experiences and knowledge. In a clinical health care setting, newly registered nurses may encounter horizontal violence, while nursing students may experience vertical violence. The term horizontal is used to illustrate violence between two individuals who are either of the same or unequal status, while the term vertical is used specifically to nursing students (Thomas & Burk, 2009). In my opinion, many nursing students, such as myself, we are unaware of these terms because they are not frequently addressed. However, it is certain that it happened, and it will continue to occur if there is no appropriate action is taken to prevent this violence. Everyone deserves to be treated equally with respect regardless of what their status or level in the society.

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.

This article explains what is bullying exactly. Bullying is any form of psychological, verbal, or physical abuse that occurs repeatedly among schoolchildren over a period. Statistically, the dominant type of violence is emotional and occurs mostly in the classroom and courtyard of schools. Bullying is a kind of torture, methodical and systematic, in which the aggressor sums up the victim, often with silence, indifference or complicity of other comrades. The author explains some characteristic and consequences of bullying. There is a significant difference between finding reasons and looking for excuses. The reasons why a child becomes a bully does not justify their misbehavior, but perhaps they will help us to understand it. On the part of the victim they do at their early age an insecure person, nervous, withdrawn, isolated, etc., many times the children no longer want to attend school for the same fear and in some extreme cases they arrive at the suicide. The damage lies primarily in their personal safety and low self-esteem to feel that their existence is worth little. This article pertains to my question regarding what is bullying because reading many articles I did not find a precise definition for

This study is postulated on the theories, concepts and principles regarding on Workplace Bullying and its impact on employees productivity and performance. According to Einarsen’s conceptual framework Model (see Figure 1) of the nature and cause of workplace bullying (Einarsen 2003; as cited in Einarsen, 2005), three elements can describe the causes of workplace bullying: individual, social and organizational. Hoel and Stalin (2003; as cited in Lewis, 2004) suggested that there are four antecedents to organizational causes of workplace bullying, namely: the changing nature of work, how work is organized, the organizational culture, and leadership. The changing nature of work can be attributed to globalization, mergers and the current economic recession, among others (McCarthy, 2003). ‘How work is organized’ and the ‘leadership style’ of the organization can produce role conflict and poor work control (Einarsen, Raknes and Matthiesen, 1994; as cited in Jennifer, 2000). Thus, it is up to the culture of the organization to set a precedent for unambiguous work flow, higher production, and zero tolerance for workplace bullying.