Nurses are more likely to make errors in caring for their patients when they do not have the appropriate support from their coworkers. The demeaning behavior causes the person being bullied not to ask questions or seek assistance when they are unsure of a task. This leads to making assumptions in the care of the patient and unfortunately
“The first step in teaching nurses how to decrease bullying by others is to help them understand what to do and what not to do when confronted by a bully” (Rocker, 2008, Education, para. 13). Nurses need to be aware of how to recognize horizontal violence, and how to be able to stop it. Furthermore, Baltimore (2006) explained that nurses need to try and resist the temptation of participating in gossip which could ultimately result in people losing respect for nurses (p. 35). Nurses also need to be respectful and value differences among other nurses. Each nurse is unique and may have different ways of implementing his/her type of care. Therefore, it is crucial that nurses respect these differences (Rocker, 2008, Policy, para. 14). If nurses are able to be consciously aware of these small things, it can make a huge difference on how they treat other coworkers, and how others view them. Not only is it important for nurses to understand what horizontal violence is, but managers of hospitals need to be well educated of this as well. Brunt (2011) stated that managers have a key role in preventing and altering horizontal violence in the workforce. It is important that managers create an environment where staff members feel comfortable coming to the managers with concerns. Managers need to be educated about how to deal with the negativity of horizontal violence (p. 7). Managers can improve relationships, trust, and productivity and reduce tension by
Typically, when someone thinks of a bully, childhood memories of scuffles on the playground come to mind. Bullies are not usually people that are associated with adult life. However, nursing has changed this stereotypical view. For many nurses, bullying may be as great a threat every day at work as it was when they were in grade school. This threat is because of what is termed as horizontal or lateral violence in the workplace, and it is a surprisingly, prominent issue in the field of nursing. Furthermore, horizontal violence is a detrimental problem in nursing due to its damaging and negative effects on nurses and the nursing profession as a whole.
Several models and concepts arose in preventative measures to workplace violence in nursing. One conceptual model, according to Covert Crime at Work, is “a conceptual model derived from 370 surveys show working conditions conducive to bullying, thus helping to identify risks early and to prevent unhealthy environments from developing.” After recognition of these research and studies, organizations such as Occupations Safety and Hazard Association, American Nurses Associations, and etc, have implemented guidelines to prevent workplace violence in nursing.
Bullying is a serious problem in the nursing profession, it decreases nurse productivity, creates adverse patient outcomes, and overall lack of job satisfaction. It can be seen anywhere in the nursing profession. Bullying includes emotional and physical abuse as well as, putting others down, intimidation, spreading rumors, etc. “Research findings suggest that bullying frequently occurs among RNs  to the extent that up to 40% of nurses report an intent to leave because of it ; this is significant especially for new nurses, in that new RNs reported being bullied at work which resulted in 30% of
Nurse bullying is not limited to the new nurses being the victims. Bully behavior is a learned process and a choice. A new nurse might observe and embrace the bully behavior in hopes to fit in a little bit more (Rocker, 2008). Cliques may form on nursing floors which are the vehicles for nurse bullying. Cliques help a bully hide and gain support. It seems easier for people to join the group instead of fighting against it (Rocker, 2008). This is why workplace bullying is a growing statistic.
To the public eye, hospitals and nurses are there for them and their work environment seems like one that would promote growth in the work place, but the public doesn’t see what happens behind the curtain at these hospitals. Bullying can be in every company, but the public never really sees it happening just the employees that work there. The definition of bullying according to Terri Townsend, who wrote “Break the bullying cycle”, states that “[b]ullying is defined as repeated, offensive, abusive, intimidating, or insulting behaviors; abuse of power; or unfair sanctions that make recipients feel humiliated, vulnerable, or threatened, thus creating stress and undermining their self-confidence” (Townsend). This bullying greatly affects the employees and makes the work place environment suffer. By using Bruno Bettelheim’s essay “The Ignored Lesson of Anne Frank”, as a reference to compare why these employees put up with what happens to them at work. A very common everyday example where work place bullying/dehumanization happens would be the employees of McDonalds in Barbara Garson’s essay “McDonald’s – We Do It All for You”, which shows what these employees put up with on a daily basis. There is a huge difference in work places from that of a hospital to that of McDonald’s, but the question is why do these employees put up with the abuse? Hospital employees are also scared to stand up to their supervisors, because they don’t want to face the possible consequences that would
In 2009 unspecified electronic survey was conducted with factors such as type, frequency, perpetrators, and professional/personal concerns on bullying identified (Quine, 2001). The results revealed that out of 330 RN respondents, 72% reported positive to bullying at various occasions in line of their career. Of this segment, clear hostility seemed most frequent in surgical/medical, operational rooms, emergency, obstetrical areas of care and adolescent residential behavioral/ mental health units. The main culprits to these act are non-other than; charge nurses, senior nurses, physicians and nurse managers. This is impartial research among others that have been
There has been much research done on the prevalence of bullying in the nursing workplace. Smith, Andrusyszyn, and Laschinger (2010) report that up to 90% of nurses encounter bullying in the workplace. Because this has become so commonplace within the nursing environment, many nurses turn a blind eye, or passively participate in bullying, accepting it as a normal occurrence in the workplace
Workplace bullying is a growing problem in the American workplace and the Nursing Profession no exception. Addressing workplace bullying and its impact on the nursing profession is paramount to upholding patient safety and decreasing nursing attrition rates. Defining the problem is the first step in addressing it. In the past, workplace bullying was referred to as “Nurses eating their young.” There are many names for the various levels of workplace bullying like horizontal and lateral violence, hostility, mobbing, and verbal abuse. Bullying actions can take place overtly or covertly. Nurse-to-Nurse bullying is known to occur during interaction communications and manifests by withholding information, intimidation, threats, verbalizing harsh innuendo and criticism, and undermining personal values and beliefs (Rocker, 2008). Power disparities are also a source of bullying. For example, using charge position for controlling staff assignments, reporting coworkers for perceived lack of productivity, placing others under pressure to achieve impossible deadlines, and withholding knowledge for policies and procedures (Rocker, 2008). Outright actions of yelling at coworkers and refusing to mentor new staff with their practice are also considered bullying behavior.
Even though workplace politics exists in every profession, the effects of horizontal violence, or bullying, in nursing is a costly behavior. Nurses feel devalued in the workplace and experience psychological effects. Patients are likely to experience less favorable outcomes, and
Incivility is an umbrella term used to describe any type of negative behavior directed towards another individual that may impact the way that they behave and/or feel. While incidences of incivility may be visible in most professional careers, it’s significance in nursing has prompted a provisional statement from the American Nurses Association. “The nurse creates an ethical environment and culture of civility and kindness. Disregard for the effects of one’s actions on others, bullying, harassment, intimidation, manipulation, threats, or violence are always morally unacceptable behaviors” (American Nurses Association, 2015, p. 4). Dumont, Meisinger, Whitacre, & Corbin (2012)
In a health and social care setting bullying can be lead to a nurse or socialwoker e.g. who is verbal bullying an elderly patient with sexual orientation. calling them names because of their orientation sex such as stupid, smelly, you look like a girl . Or boy. This will effect the patient physical, emotionally and
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
Bullying is a serious issue that frequently happens during a nursing shortage. Since hospitals need to recruit new nurses when their nurses left. Therefore, new nurses are usually the target of bullying by the old nurses. Accordingly, bullying can cause even more burdens to the challenges that the novice nurses or new nurses have to face on the daily basis. As the findings in this research, the bullying acts may be on personal attack, competence or work tasks. And the consequences of this issue can cause diminished self-esteem, distress that lead to physical and emotional damages for these nurses; that is why more nurses want to leave their job because of job dissatisfaction, or else, they will put their patients' safety in danger (Olender,