3.3 Application in current job I really do know and understand the benefits of a good nurse-patient communication. It is a vital tool that guides the nurses to providing effective nursing care and making good clinical judgments. Some factors that affect communication with my patients at place of work include; inability to understand some patients’ languages, shortage of nurses, lack of time, assumptions, inadequate environment etc. These factors pose dangers to patients’
Bullying has frequently being associated with a stressful and negative working environment. Numerous work environmental and organisational factors can be considered to produce occupational stress which could possibly increase the risk of bullying or conflict among employees. A stressful working environment may result in interpersonal conflicts and peer bullying may be the outcome (Einarsen et al, 1994). Stress and frustration are also seen as causes of bullying and stress is often a result of poor organisation and management within the workplace. High levels of stress can result in managers taking out their stress on employees.
Nursing violence can be misunderstood because it is more than just the physical aspect of violence but there is a nonphysical component that can affect an individual’s emotional or psychological well-being. (Huston, 2014, pg. 149) There is a discrepancy between the interdisciplinary healthcare workforce and nurses should be considered full partners with physicians and other health professionals. (Foundations, 2011, pg. 222) There are many types of violence in nursing that can occur from other nurses, patients, managers, visitors, and physicians Nurse to nurse violence is commonly referred to as horizontal violence.
Despite social workers best efforts to keep their feelings in check and to respect differences, being confronted with situations in which their values and morals conflict with those of their clients is a common scenario. For example, one may feel uncomfortable dealing with clients because of his or her sexual orientation. This issue arises because of the practitioner’s religious affiliation which results in the practitioner being unable to accept homosexuality. Another example, a pregnant client, ask her pro-life social worker for help obtaining an abortion. As the act of abortion conflicts with the social workers’ values, they may feel torn.
Worldwide, several studies have been examining the prevalence and frequency of violence and aggression episodes toward psychiatric nurses but there is no specific proportion because of difference in violence perception, difference violence reporting rate between the wards and different data collection in each studies(Edward, 2014). For example, according to the literature review conducted by Bower et al (2011)to examine the prevalence of workplace violence in inpatients psychiatry in 10 countries found that the United Kingdom (UK) and Sweden have high level of violence incidence caused by patients toward nurses(41.73%, 42.90% respectively). In 2013 in UK , 43,699 physical assaults were annually reported against mental health nurses in psychiatry setting (Protect, 2013) .In our clinical practice, in 2016 the total number of reported incidents were 585 in which 15% assaults caused by patients toward staff. (MOH, 2016). From this perspective, the main professional group that manage violent incidents in clinical practice ( and who are most likely to be victims) are mental health nurses and their role is crucial to violent response.
Workplace bullying is a growing issue for all the organizations to manage people. Bullying is defined as acts or verbal comments that could 'mentally ' hurt or isolate a person in the workplace. As well as, sometimes bullying can involve negative physical contact. Furthermore, bullying usually involves repeated incidents or a pattern of behavior that is intended to intimidate, offend, and humiliate a particular person or group of people. Some scholars described bullying as the assertion of power through aggression (Workplace Bullying Institute, 2015).
A cross-sectional survey study was done on nurses in either a clinical setting or at a university setting. Nurses were either professors, nursing supervisors, registered nurses or nursing assistants. Utilizing the standardized Thomas-Kilman Conflict Mode Instrument, a questionnaire was created to identify which of the following five styles could be used to identify each nurse: accommodating, avoiding, collaborating, competing, and compromising (Iglesias & Vallejo, 2012). Participants were given questions that described their usual response in a conflict situation with either a coworker or manager. Based on the study, the most common workplace conflict style used by nurses was compromising followed by competing, avoiding, accommodating, and collaborating (Iglesias & Vallejo,
In the workplace, women and men often become too frightened to speak out about sexual harassment because of the consequences that could conceivably transpire. (Introductory prepositional phrase) Sexual harassment, a critical issue in every business, due to the fact that it rises more than others think. Any unwanted type of interaction with another person also considered sexual harassment. Sexual harassment has shown, it affects a person physically and can cause them to not function properly in an environment where he or she feels uncomfortable. Everyone has a different perspective of sexual harassment, most people do not truly have the understanding that it can have many different types of meanings, such as inappropriate sexual advances
Theoretical Framework 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).
Nursing is the heart of human caring behavior. During a crucial time of nursing shortage, retaining skilled nurses is essential to help handle the growing senior population in our communities. Many people depend on professional, caring, and trained nurses to help them recover their optimal health after an assault to their health stability by numerous diseases. However, bullying in a workplace and especially in the health care settings has become a halt to the career of many ambitious nurses’ especially new graduates (novices nurses) entering the profession. Complexities of the healthcare environment coupled with higher acuity patient care can cause stress and anxiety among nurses who are new to the profession.