A Study Showing How Individuals in a Team Witnessed or Experienced Interpersonal Aggression

In both the, Chloe foster, Len Bowers, and Henk Nijman and the Delaney, J., Cleary, M., Jordan, R., & Horsfall studies the aim of the study was to explore how nursing staff manage and identify aggressive situations. The Chloe foster, Len Bowers, and Henk Nijman study utilized data from a staff observation aggression scale, and the Delaney, J., Cleary, M., Jordan, R., & Horsfall study utilized surveys, focus groups, and an audit of aggression incident forms.

The purpose of this integration paper is to educate about lateral violence in the professional setting, more specifically within the nursing profession. Lateral violence is defined as “profound and pervasive source of occupational stress with physical and psychological and organizational consequences.” (Cervalolo, D). Types of lateral violence include rude comments, verbal attacks, condescending language, sexual misconduct, lack of collaboration, professionally attacking a person integrity and reputation, blaming others for your own mistakes in front of others and family members of the patient, withholding important information and other non-professional behaviors.

This paper explores five published articles as they relate to the concept of Lateral violence (LV) within the nursing profession and how it directly affects the work environment. The concept of LV is also known as abusive behavior, horizontal violence, bullying, aggression, horizontal hostility, verbal abuse or “nurses eating their young”. There are four main themes that appear throughout the five articles. The negative effects that LV has on nurses’ health, moral and sense of worth. The negative impact that LV has on patient care and outcome. The negative impact that LV has on the recruitment

Key words and terminology in the article search included hostility, nursing turnover, nursing attrition, nurse aggression, bullying, and nurse hostility. Specific key words that were used to narrow down the search included incivility, nurse turnover, lateral violence (LV), horizontal violence (HV), disruptive behavior (DB), and horizontal hostility (HH). The publication date range was adjusted to 2012 through 2017. The following literature review probes into the research of incivility to explore the connection with nursing turnover and patient care.

Lateral violence also known as horizontal violence, incivility, or bullying has been a phenomenon researched for over three decades according to nursing researchers. This paper aims to discuss the impact that lateral violence has on the work environment, teamwork, self esteem, and patient care. Lateral violence is a phenomenon that has negative implications on the nursing profession due to the fact it can be avoided but still occurs. Lateral violence has been defined as any unwanted abuse or hostility within the workplace and “nurses covertly or overtly directing their dissatisfaction inward towards each other, towards themselves, and toward those less powerful than themselves (Griffin, 2004, p. 257), as quoted by (Roberts, 2014, p.36). According to Sanner-Steieh and Ward-Smith (2014) “lateral violence may be verbal consisting of persistent criticism, gossiping, yelling or berating; or nonverbal consisting of behaviors of undermining, sabotaging, clique formation, failure to respect privacy or confidences, and assigning unmanageable workloads”. Lateral violence has negative implications that directly affect patient care because it creates high incidents of nurse turn-over which results in hospitals often being short staffed, the nurses on shift work longer hours with bigger caseloads, and the patient’s are the ones who experience an unsatisfactory quality of care. Studies estimate that 44% to 85% of nurses are victims of lateral violence and up to 93% of nurses report

First, it is imperative to understand what horizontal violence, lateral violence, or workplace bullying is to become fully aware of this issue’s extent; these terms are often used interchangeably. A commonality among sources is the description of horizontal violence as “acts of aggression” committed by one coworker against another (Becher & Visovsky, 2012, p. 210). Astonishingly, the range of what is considered horizontal violence is vast, and these aggressive acts are revealed in several forms. Some violence is unmistakable such as threatening, name calling, criticizing, or public humiliation; however, other acts are less obvious such as withholding information, eye rolling, silence, and isolation (Becher & Visovsky, 2012). Still, other violence includes “scapegoating

Incivility refers to actions that are rude or offensive and includes belittling, bullying, and violence. These behaviors may lead to disharmony, disruption of learning, termination of work, and unsafe environments. Suggested causes include the stress of working in life-and-death situations, long hours, and fatigue (Rose, 2015).

The research of aggression in the work place is the focus of this paper. Taking an advanced look in how these behaviors can affect not only the employee but also that employee’s family.

Within the interactive presentation of Riverbend City: Team Dynamics and Conflict resolution (Capella University, 2017), there were many forms of aggression displayed by the staff within the hospital. The first type of aggression that will be discussed is instrumental aggression. This type of aggression is brought on by the desire to achieve a goal (Bordens &Horowitz, 2002). Nurse Alan Warnack, was acting very aggressive while helping a different unit of the hospital due to the emergency of the chemical spill. He was very vocal about completing his assignment and was aggressive towards those who began to derail him from accomplishing his goals. Within this group of nurses, Alan was not displaying himself as an interdependent member, which means that he was not depending on the others to help him complete his goals (Bordens & Horowitz, 2002). This made him and other nurses fall apart

Lateral violence is described as a non-physical act occurring between individuals and is intended to hurt another person emotionally. It may be a secretive or noticeable act of verbal or non-verbal hostility. The actions can extend exterior to the place of work and can be perpetrated individually or in cyberspace. Within the nursing community, lateral violence is described as aggression behaviors amongst nurses. The most common forms of lateral violence in the nursing practice include: undermining actions, withholding information, interference, backbiting, incrimination, backstabbing, broken confidences, and failure to respect the privacy of another person. Workplace conflict leads to adverse impacts on registered nurses, patients, other

Interpersonal hostility, bullying, and a toxic work environment can impact patient care delivery as well as nurses’ personal health and job satisfaction. In this case study we will look at relational aggression and the consequences among nurses. A Relational Aggression Assessment Survey (RAAS), measuring aggressors, victims and bystanders, was used to measure RA in a sample of 842 nurses. Additional variables measured included a demographic profile, job satisfaction and intent to leave.

The purpose of this literature review is to provide an overview of the current research and gaps in research related to interventions being used to impact the problem of incivility in Nursing. In doing so, I will identify: (1) the search strategy used; (2) the database used; (3) the keywords that were used; (4) the literature that was excluded; (5) the current literature will be compiled using a literature review methodological matrix (Polit & Beck, 2012); Lastly, (5) the literature results will be compiled using a results matrix (Polit & Beck, 2012).

The relationship between aggression and sports has been a controversial subject for many years. Within sport, aggressive behavior is deliberate and controlled by the aggressor, but perception of aggressive behavior varies on the basis of the sport and of the participant. When an observer views a culturally aggressive sport, such as football or soccer, an otherwise aggressive act might not be deemed aggressive within that observed sport. The same act might be perceived aggressive in a less culturally accepted aggressive sport such as baseball or volleyball. Aggressive behavior can be legal even if it causes harm. The social environment in which the act takes place often defines the legitimacy of the aggression. Just as the serial killer can

The purpose of this study is to explore the current research data and use of the Nurse Teamwork Survey to see if nurse staffing levels predicts teamwork. The importance of teamwork is to achieve a higher level of patient safety, quality of care, job satisfaction, and decrease turnover. A cross-sectional descriptive design was used with a 2,545 nursing staff on 52 units delivering patient care,

Relational aggression (RA) is defined as nonphysical behaviors that aim to deliberately cause harm to another individual by destroying relationships, harming social status or self-esteem, or public embarrassment (Crick, Werner, Casas, O’Brien, Nelson, Grotpeter, & Markon, 1999). Examples include behaviors such as purposely ignoring a peer, spreading rumors, creating undesirable gossip, and excluding a peer from group activities, (Crick, 1996; Crick & Grotpeter, 1995; Crick, Ostrov, & Werner, 2006). RA can occur as early as preschool years, and plays a huge role in the interactions among this population with behaviors such as covering one’s ears as a sign of ignoring another peer (Bonica, Arnold, Fisher, Zeljo, & Yershova, 2003; Crick et al.,