Disruptive Office Behavior

At the same time, workplace incivility happens between colleagues and between manager and subordinates, it is happening almost every day in healthcare settings such as in hospital and clinics where workers are directly uncivil to disrespect each other. For instance, when a nurse is deviant or does not follow the supervisor intensely because of differences in opinion or an act of retaliation when the manager is being rude, treating their staff with rough words, discourtesy, and lack respect to his staff, there are also times when the uncivil behavior is not intentional or

So my norm violation will revolve around the work I do. Currently I am a Regional Safety Manager for a company named Hydrochem. As a safety manager, it is my job to make sure everyone has the knowledge, tools, protective equipment and training needed to perform their job safely.

Violence in health care is an intriguing subject. Understanding and coping with threatening and violent behavior in mental health settings can be challenging and is a necessary part of being a health care provider (Berring, Pedersen, & Buus, 2016). If the situation is not handled well, patient and staff injuries can occur. A well thought out de-escalation plan and having a process in place is valuable. Having a range of psychosocial interventions that are focused on redirecting patients can help calm them down. The important aspects of de-escalating are being familiar with the patient, understanding the situation, knowing yourself, and having the knowledge of how to communicate in such a situation. Unfortunately, there are not many studies that have explored how staff and patients experience de-escalation methods and further research is needed in this very relevant area of health care.

The purpose of this review was to discover and asses the effects of healthcare worker directed violence on healthcare providers as well as the effect on patient care. There is sufficient evidence to say that workplace violence perpetrated by patients has a negative effect on the healthcare worker as well as the quality of care they are

The goal of this research was to quantitatively describe the occurrence of healthcare worker directed violence, describe how the violence is dealt with, and describe the consequences to the healthcare worker. This research was performed at a general hospital in Sweden using a cross-sectional survey that was dispersed to many types of healthcare workers ranging from physician to physical therapist to nursing assistant and midwife. The Survey of Violence Experience by Staff (SOVES-G-R) was given to 4,845 workers that had patient contact and 2,495 surveys were returned. Three categories are looked at using the SOVES-G-R including: individual characteristics, interactions, and organizational work environment. Results of these surveys showed that violence was seen by workers in all areas of patient care, often when medical or therapeutic interventions were taking place. The interventions used by the healthcare workers were also documented and found to be very inconsistent throughout the hospital, showing that the lack of education on avoidance of violence and de-escalation of violent patients was a problem that needs to be addressed throughout the healthcare

Nursing is a career that offers many benefits, but with it comes numerous controversies. A major controversy that is evident today is lateral violence in the workplace. Norris (2010) describes lateral violence as, “the act of threatening, humiliating, or actually inflicting physical, mental or emotional harm on a peer or group” (p. 1). This topic has become critical in the nursing field because it impacts a very large demographic. Lateral violence affects nurses, patients, and the healthcare system as a whole and there are many techniques being put in place to try and prevent its existence.

Violence and aggression refer to the manifestation of numerous behaviours (physical, verbal) that may cause injury or harm to others, (National Institute for Health and Care Excellence (NICE, 2015). The violent and aggressive behaviour are aimed towards themselves (patients), staff, properties, visitors and other service users. In England between 2013 and 2014, it was reported that 68,683 attacks took place on the staff, 69% in mental health settings, (NICE, 2015). To minimise dual diagnosis service users from

The risk of assault in inpatient units towards the staff have been widely described in the literature and certain areas of the hospital are known as high areas of assault towards staffing personal. Such areas that are known for high incidence is the emergency room nada inpatient psychiatric units; It is also known that certain patient population is more likely to exhibit assaultive behavior. Such patients include those with psychotic disorders as in schizophrenia and those with substance abuse related issues. Some patients as well during the manic phase of bipolar disorder episode may become assaultive. Hospitals have implemented the use of educational training as in the use of non-violent crises intervention to train staff on how to de-escalate a potentially assaultive patient when they escalate. Devices have also been put in place, for example, the use of call bottoms that are installed where readily available for the staff to use during a time when staff may determine that a patient

In today’s world violence can be expected anywhere at any time. This includes what was considered at one time a low risk area, the medical facility. Today the incidence of violence is increasing. There are two types of violence the first is lateral violence or aggression which is amongst hospital or medical personal. The other is external factors consisting of patients or visitors instituting violence or aggression among themselves or against healthcare workers. This is known as a code grey in my facility and all male staff not currently engaged in patient care are supposed to respond.

Workplace violence occurs due to an interpersonal conflict between two or more people that results from differences in their needs, ideas, goals, interests, or values (Marquis and Huston, 2015). Workplace violence is not limited to physical violence; it also includes negative activities such as bulling, verbal abuse, pranking, negative insinuations, gossiping, insubordination, and withholding information (Latham, Ringl, & Hogan, 2013). Research suggests that more than 80 % nurses experience workplace violence at some point in their working careers (Frederick, 2014). New graduate nurses are especially susceptible to workplace violence because they are usually unprepared to deal with it, and they are more likely to leave the profession due to workplace violence (Frederick, 2014). Townsend (2012) reported that 70 % of nurses, who experienced bullying at the workplace, leave their jobs, and 60 % of new graduate nurses quit their jobs within first six months of being bullied (as cited in Marquis & Huston, 2015). Workplace violence is an important leadership issue to address because it affects turnover rates, productivity, patient safety, and overall quality of care (Marquis & Huston, 2015).

Pich, Hazelton, Sundin, and Kable (2010) research aimed to explore the concept of nurses in Australia being identified as the occupation at most risk of patient-related violence in the health care sector. The researchers found that patient-related violence against nurses was highest in emergency departments; 70% of nurses working there estimated to experience violence on a weekly basis and between 60-90% of nurses reported exposure to violence, both verbal and physical (Pich et al., 2010). Patients were consistently identified as the most common source of such violence, responsible for ≤89% of all cases (Pich et al., 2010). Verbal abuse, a form of psychological abuse, was reported by ≤82% of nurses across a range of clinical environments

Workplace violence (WPV) has been an increasing problem for many years, but it is hitting the healthcare profession hardest.(1) A crime survey done in 2014 by the International Association for Healthcare Security and Safety (IAHSS) found that violent crimes in the US healthcare system increased by 25% from 2012 to 2013.(2) Nearly 24,000 assaults in the work environment occur every year, with nearly 70-75% occurring to healthcare providers alone.(3, 4) Due to this increased risk of assault while working, healthcare workers are nearly 4 times as likely to need time off of work due to an injury caused by workplace violence than any other cause (i.e. illness, family leave, etc).(3) In a 2001 document from the United States Bureau of Justice, it was reported that 1.62% of physicians were assaulted (16.2 assaults per 1,000), 2.19% of nurses were assaulted (21.9 assaults per 1,000 nurses), and 0.85% of other healthcare workers (with varying job titles) were assaulted (8.5 assaults per 1,000 employees).(5) In 2011, the United States Bureau of Justice measured the workplace violence rate for nurses to be 3.9% (3.9 assaults per 1,000), almost doubling the numbers from 2001 in just 10 years.(1) The United States Bureau of Justice also reported that of the 100 fatalities that occurred in the workplace of healthcare and social service employees in 2013, 27 of the fatalities were due to violent attacks and assaults.(4)

When undertaking a risk assessment in relation to violence it is important to consider the safety of the clinician and it is essential to consider the clinicians experience and their own anxiety when confronted with a significant risk. Safety considerations may be that the individual will need to be in restraints or security personal is available, panic buttons, duress alarms or physical secured barrier between patient and clinician (Thienhaus & Piasecki, 1998, p.1). Although Jane does not appear to have any history of violence towards staff, on this occasion she has presented intoxicated and has described her mood as very depressed, there is a possibility that

To help better understand the types of decisions being made in terms of aggression, the authors categorize employees into three sections: manifest aggressives, prosocials, latent aggressives, and overcompensating prosocials (page 724). Both latent aggressives and prosocials believe themselves to not be aggressive, but

students. She sets out to learn how to effectively teach and provide an interesting, stimulating,