The Nursing Subculture

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

Nursing practice in the 1900’s has changed immensely over the several decades. Education, roles, and hygiene has advanced tremendously since. Infection control started and has grown to be one of the most important roles in the medical field today. In the early 1900’s, nursing schools were directed by hospitals which provided a more useful practice for nurses to train efficiently.

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.

The display of lateral violence in nursing is an issue that is hurting the profession as a whole. 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).

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

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.

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.

“Healthcare workers are 16 times more at risk of experiencing violence from patients or clients than other service workers” (Lanctôt, N., & Guay, S. 2014). The most common abuse seen in the healthcare work is verbal abuse ranging from 22 to 90%, and the least being physical assault ranging

A nurse in her career has to face so many instances involving abuse or threat from a patient’s family members, things

The editor of a medical journal explains, “No matter where you’re nursing you will come across “disruptive behavior” even if it’s a rude comment, sarcastic or snarky sayings, or hostile emotions” (O’Donnell). Pam says, “Patients will occasionally become mad at you, especially when they don’t want to be there.” They can be drunk or on drugs so she has to be careful since she’s even been hit before. Many Nurses must work in dangerous conditions. According to Ms. Karen Coughlin, a psychiatric nurse, she has been abused by a few patients and one even pulled a knife on her.

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. Effects of Horizontal Violence in the Workplace on Nurses and Patient Care Introduction Nurses spend approximately 12 hours a day 3-4 times a week working in either a hospital, clinic, or some sort

healthcare professionals, with serious negative outcomes for registered nurses, their patients and health care employers. These disruptive behaviors are toxic to the nursing profession and have a negative impact on retention of quality staff. Horizontal violence and bullying should never be considered normally related to socialization in nursing nor accepted in professional relationships. It is the position of the CENTER for American Nurses (The CENTER) that there is no place in a professional practice environment for lateral violence and bullying among nurses or between healthcare professionals. All healthcare organizations should implement a zero tolerance policy related to disruptive behavior, including a professional code of conduct and

Discussion The study result shows that 27.8% of the 234 novice nurses experienced workplace bullying, and 38.9% have witnessed other people became bully targets in the unit, which comparing with researches have done abroad with an incidence rate of 55%~65% is lower (Berry et al., 2012; Griffin, 2004), which may due to Taiwan's national conditions, nursing cultural background and degree of awareness of bullying. Most of the novice nurses are women, who are asked to have the virtues of sacrifice and devoting, and have an attitude of respect and obedience to the senior and superior by traditional education, in which, 6.8% of people will respond to the supervisor, and only 5.1% will come forward, therefore, most people choose to avoid confronting

There are many different types of violence noted to be found in the workplace. Even if an act is not causing physical harm to someone it is still considered to be violent. There is a saying that nurses eat their young. Many people think this is true due to the hostile work environments that new nurses are entering

The study also adds, half of the physical violence happened on the evening shift.[3] A study was conducted in Turkey among nurses to find the prevalence and root of sexual harassment, its consequences, and factors affecting harassment. A descriptive survey was done with 622 selected nurses working in eight Ministry of Health hospitals. A questionnaire method was applied that consists of sociodemographic characteristics of participants, types of sexual violence, feelings, the sources and ways to cope with sexual harassment behaviors. The results showed 37.1% of participants had been sexually harassed.