Introduction
Globally, it has been documented that all nurses and other direct care health professionals are at substantial risk for violence exposure initiated by patient, families, visitors, health care provider and workplace colleagues (Edward, 2014) . It is estimated by the Occupational Safety and Health Administration (OSHA) 2015 that cases of workplace violence in health sector were four times more than other industries between 2002 and 2013. Violence and aggression incorporate several types of behaviors such as physical (hitting and pushing), verbal abuse (swearing and insulting language), threatening behaviors ( destroying property and throwing objectives) sexual and racial harassment and psychological stress (The Canadian Center of
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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. Therefore, nurses who are working in inpatient psychiatric setting are expected to be highly knowledgeable and skilled in order to …show more content…
Consequently, violence perpetrated by psychiatric inpatient toward mental health nurses has received little interest outside the field. However, there has been a national concern in psychiatric hospital in Oman in managing patient aggression and violence by continuous staff training and attending courses and workshops. In addition, staff has a chances to complete a study in psychiatry and take the specialty to be more competent. Disturbingly, nurses tendend not to report incidents due to fear from the maagers, lack of training and education, lack of clear incident reporting policy, nurse perception that violence are part of acute mental health care and previously experienced no action post incident(Kitaneh and Hamdan, 2012, Minstery of health 2017). Post incdents review and debriefing of the staff team and clients has a positive impact on staff and client to learn from the incident and plan , so as to avoid repeating violence again. It is practiced in our hospital however, it is limited and not practicing effectively. Nurses would however utilize support from collegues and the incharge (informal supports) rather than from organization in structured way. Significantly, nurses need to feel safe and supported when they been assaulted and victimized. This cam be achieved through formal support program like debriefing system following the incident.Additionaly, it is necessary that
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
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.
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,
Working with patient’s that are aggressive can be challenging and even overwhelming at times, making it important of the nurse to self-reflect upon the encountered situation to gain insight and understanding. Being self-aware to one’s own feelings while working with patients and reflecting upon those feelings can benefit a nurse’s practice and care that is provided. As I stood outside the clinic room, I had a lot of nervous energy going because I had no idea what to expect walking into the room and what would happen. I felt hesitant to enter the room which seemed to be a similar response to everyone else as well that was waiting outside their respective doors. As we entered the room I was quite throw off by having the patient sitting on the
Nurses need the ability of fast critical thinking skills and observation of declining signs and symptoms. Nurses also must have the ability to educate
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.
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.
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.
Social work practitioners are involved and aware of all social justice issues in the world today. Domestic Violence is just one major social justice issue which has become more prominent in the world. According to Royal College of Nursing (2013), domestic violence is an incident involving controlling and violent behaviour between intimate partners and/or family members. It also involves physical and emotional abuse. A practitioner working in the field of domestic violence can apply different theories in order to present the best possible outcome for the service user.
Healthcare environment can also predispose to bullying in nurses due to the scarcity of resources, restructuring, work stress, high patient turnover rate and patient acuity levels (Rodwell & Demir, 2012, p. 15-16). Personality traits having the pathological narcissistic characteristics with a desire to dominate may factor into bullying. Sometimes, a cyclic victim-perpetrator behaviour from past experience comes into play (Pincus et al., 2009). Lacking interpersonal skills where a staff may lack ability to cooperate with others (Croft & Cash, 2016).
Conflicts in Health Care Institutions Introduction Conflicts are common disagreements that occur in every place of work, healthcare institutions not an exception. Conflicts can happen between two or more people, two or more groups or between a person and a group (Sullivan, 2017).In healthcare institutions conflicts may occur between health care staff, between support staff, between health care and support staff and between health care staff and the patient or the patient’s family. These conflicts may be simple disagreements or may escalate to violence. This essay seeks to examine the major types of conflicts and ways of handling these conflicts in a health care institution as well as the models of negotiation by applying the theory of “Action
(2014) states the primary aim of the study is to examine forms of abusive supervision such as personal attacks, task attacks, and isolation, and identify their possible links to health and work outcomes for nurses such as job satisfaction, psychological strain, and intentions to quit. The framework of the study by Rodwell, et al. (2014) is based on a conceptual model of nursing in the authors’ hypothesized model in Figure 1. Rodwell, et al. (2014) notes that Figure 1 illustrates the theoretically proposed links via the stress appraisals and coping processes suggested
Ms. Grump exhibits this type of behavior by arriving on the unit cranky and complaining, having co-workers avoiding contact, and having various complaints from patients, families, and other healthcare workers. According to the American Nurses Association (2015, page 2-3), incivility is not directed at any specific person; but it can cause a negative impact on bystanders, peers, stakeholders, and organizations. The negative impact of dealing with workplace violence in the healthcare system result in a negative impact on work continuity and workplace satisfaction, business performance, patient care outcomes, and the health of the nurses which resulted in absenteeism, fatigue, and lack of production (Ayakdas & Arslantas, 2018, page
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.