On Thursday 10/22/15, at 1837 hours, FHEO Security Officers were dispatched to the Special Care Unit room # 38 for a disorderly patient (51D) who was verbally aggressive towards nursing staff. Security Officers Jason Peterman (404), William Miller (406), McCoy Collins (409), Carlos Ayuso (415) and I,, Steven Evans (407) responded and met with ED Nurse Shane Prather who stated that the patient, Williams, Warren B (MRN: 721948/FIN: 84737836), was physically aggressive towards him, banging on his bed, on the wall and wanting to leave. Security personnel approached and spoke to the patient and he became irate and threaten to hit Officer Jason (404. Mr. Williams began to insult us and using profane language towards the ED staff and stating that
Received a report on 10/7/15 stating Ms. McGinnis was not given medication properly and scoring a 0 on MMSE. Son, Michael McGinnis reported he gave her dose of Methadone because she was hurting. Ms. McGinnis admitted to WBMC on 10/6 with chest pain and hypertension. While on medical unit, she was confused, pulling the cardiac monitor off, yelling, screaming, cursing the nurses, disrobing, and refused meds. On 10/7 she transferred to Senior Care she remained until 10/28 3:30.
It’s most definitely challenging working with mental health inmates and they require a lot of assistance, but if something was going on to cause harm to Ashley then this Officer should of called for back up to enter the cell. Specific intervention that should of taken place was that the Officer should called for back up, instead of using inappropriate behaviour in front of Ashley. That wasn’t the appropriate way to handle the situation especially involving someone who is at harm of either themselves or surrounding
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.
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
An example of boundary violation is when the nurse discloses personal information such as I am really upset with my ex-husband because he will not help pay for my kids to go on a school trip. The trip is really expensive and I do not have the money to pay for the trip, it’s just killing me that my kids will have to miss this trip. The patient offers to pay for the trip and the nurse accepts the money and states let’s just keep this between
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.
On 2/05/17, I was getting medication for another patient when Kofi Obeng, came up to me with the new admission vital signs. He stated, he could not find the new admission that came in because it was not in the system. So I asked him to tell the nursing clerk to assist him to accept the client in the system. When he went to ask her. She responded to him that anyone can do it and she is not doing it.
(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.
I agree, carefully searching for issues and questioning the MD would have prevented this issue. Obtaining the patient 's neurological status and checking the drug levels would 've prevented this problem. This is an indictment on the whole team, not just the nurse. I believe that each profession working on this team should 've noticed the issue. Also the phrase "I 'm ok with not making a big deal out of this" sounded nefarious and unethical.
Cultivating Healthful Environments Incivility in the workplace was once a remote issue; however, it has increasingly shown concern in the workplace and how it affects nursing staff as well as patient care. Workplace incivility is identified as a behavior with a vague intent to harm someone while having no concern for workplace standards or respect for others (Laschinger, Wong, Cummings, & Grau, 2014). Incivility negatively impacts interpersonal and professional relationships, diminishes nurses’s care provided to patients, and provides more room for medication errors and patient dissatisfaction (Abdollahzadeh, Asghari, Ebrahimi, Rahmani, & Vahidi, 2017). Prevention methods need to be warranted to limit workplace incivility to provide nursing staff with increased self-esteem, and to provide quality of care that is safe to all patients. Organizational outcomes are also negatively impacted when it comes to incivility.
Harris warned me of what kind of problems that was going on at the patient’s home before we arrived. The APS (Adult Protective Services) was called on the last patient due to the conditions the patient was living in. Harris only had three days to make a visit to the patient to actually see what is going on. Then, after the APS goes out to evaluate the situation, Harris had to go back to the patient and see what kind of help she can offer to the patient and the family.
A study conducted in Turkey in 2013 portrayed the reasons of violence against healthcare workers. Causative factors are intricately intertwined and complex in the way they contribute to emerging violence, but can be broadly attributed to the gap between healthcare providers and patients. Attention should be brought to healthcare providers that there is a lack of communication between them and the patients, and so they should provide accurate, clear, and concise information about the patient's condition, and the approximate waiting period. It is also necessary to corroborate the high stress level that patients are in, which may be overlooked by healthcare providers at times, hence provoking the patient and their family. We must also endorse the judicial system gaps and lack of security measures that are lacking in several hospitals all around the world.
This type of disclosure is an organizational violation, but could also lead to legal ramifications as well. Incidental disclosure of protected health information is not considered to be a “violation of the HIPAA medical privacy regulation provided the covered entity has applied reasonable safeguards” (Hatton, 2003) to help prevent them. This error also has the potential to cause distrust in the patient that the nurse is transporting, causing them to lose faith in the company. The nurse stopped Sue in the hallway (a public space), while transporting another patient, to tell Sue that there was an issue. The nurse made no attempt to keep the issue private and rattled of the details in front of the escorted patient, even though the situation was not an emergency or life threatening.
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.
The Nightingale Community Hospital is investigating a recent sentinel event involving the potential abduction of a three-year-old child. The Joint Commission (2017) considers a sentinel event as the risk of or the occurrence of an unexpected patient safety event which involves death, a serious physical or psychological injury. Moreover, an event is also considered sentinel if it involves the abduction of any person receiving care, treatment, or services. On the morning of September 14, a three-year-old child was admitted to same day surgery for a surgical procedure.