Horizontal Violence And Its Effects On Nursing

“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

Bullying can produce and maintain a poisonous work environment. Nurses who bully can wear down the job satisfaction of their co workers which can result in a loss of productivity and increased absences in the workplace (Stokowski, 2010). Victims of bullying often have a feeling of impending doom and dread when they think about their upcoming work days. Each time the bullying reoccurs, the victims usually

This specific definition of lateral violence is preferred over others because it does not single out relationships between those of different rank or hierarchy. The deliberate and harmful behavior used in this definition can take many forms. In nursing, it can be seen as unintentional, thoughtless acts to purposeful intentional, destructive acts meant to harm, intimidate or humiliate another group or individual (Sincox & Fitzpatrick, 2008). Lateral violence can be verbal, physical, and psychological as well. This definition of LV and its many forms will be used consistently throughout this paper.

There is a specific theory that applies to lateral violence and its affects is Marion Conti-O’Hare theory of the nurse as a wounded healer. The overview of this theory is that when a person experiences a trauma in their lifetime and does not have the proper coping mechanisms to deal with this trauma, it becomes unresolved. When the trauma becomes unresolved the person becomes “walking wounded” and may begin to have issues with

In a profession where caring is the epicenter of the job, it is disconcerting to see a high occurrence of bullying in the nursing environment. Lateral bullying and lateral violence are terms used to describe bullying, uncivil behavior, disrespect, social devaluing, peer control and verbal, physical and emotional abuse occurring between nurses and or colleagues (Ceravolo et al., 2012). Abusive behaviors from a superior are considered vertical or hierarchal violence and are commonly seen when the superior attempts to control or bully the nurse using their superiority, often leaving the nurse feeling defenseless due to an imbalance in power and control (Broome & Williams-Evans, 2011). Some examples of bullying include harsh criticism, unfairly blaming others for mistakes, and withholding patient care information (Simons et al., 2011). In a recent study measuring workplace bullying, Simons, Stark and DeMarco (2011) found that the most common behaviors those feeling bullied experienced included being assigned workloads they felt were unmanageable, and being ignored or excluded by their peers.

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.

The physician began screaming and cursing in the middle of the unit. He questioned her education by stating, “where did you go to medical school”. The nurse became really upset and began to cry. The behavior exhibited by the physician iss a textbook example of horizontal violence.

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 [6] to the extent that up to 40% of nurses report an intent to leave because of it [7]; this is significant especially for new nurses, in that new RNs reported being bullied at work which resulted in 30% of

Civility in the work place, or the lack thereof, has been identified as a growing problem within many professions in today’s society. Often referred to as lateral violence, this occurrence is no exception in the nursing profession. It is also known as ‘horizontal violence’ or ‘workplace bullying (Coursey, Rodriguez, Dieckmann, & Austin, 2013). In this evidenced-based paper, information will be provided in an effort to identify causes of lateral violence in the workplace and how to encourage civility.

Civility in the work place, or the lack thereof, has been identified as a growing problem within many professions in today’s society. Often referred to as lateral violence, this occurrence is no exception in the nursing profession. It is also known as ‘horizontal violence’ or ‘workplace bullying (Coursey, Rodriguez, Dieckmann, & Austin, 2013). In this evidenced-based paper, information will be provided in an effort to identify causes of lateral violence in the workplace and how to encourage civility.

For this paper the discussion will be on lateral violence as this form of violence has been showing a rapid increase in incidences. As mentioned we have

Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012).

Researches have proven that continuing professional nursing training is essential in violence prevention amongst nurses. Tame (2012), conducted a study on the relationship between horizontal violence in the operating room and continuing education found that the assess to continuing professional education assist in strengthening nurse position and renegotiating the boundaries in practice. In addition, decrease oppression of the operating room nurses. Similarly, Cvetic (2011) echoed that failure in communication in the perioperative setting is the main contributing factors to errors. Refining communication among nurses heighten ability to render efficient and competent care to the patient. Castello, et al., (2011) found

Workplace violence is one of the most complex and dangerous hazards that are faced by nurse’s everyday in the health care atmosphere. RN’s everywhere throughout the world have been persistently managing with workplace violence. A lot of this violence’s have gone unreported as if it never happened. From physical, verbal, and even sexual abuse, this has got to be stopped instantly. Nothing about not reporting this violence is healthy and this will continue to be a problem if action isn’t taken.

The term violence brings to memory an image of physical or emotional assault on a person. In most circumstances, the person affected due to violence is aware that a violent action has been performed on that person. There is another form of violence where the affected individual, in most cases are unaware of the violence inflicted upon them. These types of violence are termed as structural violence. Structural violence is a form of invisible violence setup by a well-defined system, to limit an individual’s development to his full potential, by using legal, political, social or cultural traditions (Winter and Leighton, 1).