Improving A Healthy Workplace At The Western Pacific

The purpose of this paper is to examine the inter-relationship of incivility and toxicity, how bullies are able to become toxic managers, and how they are allowed to develop in a toxic organization. We also analyze the development of organizational pain and how toxin handlers deal it with. Finally, we hope to assess if there is any validity to claims that ‘Generation Z’ is responsible for the recent prevalence of workplace toxicity.

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

Bullying and harassment within the workplace can be attributed to a myriad of factors. The work

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

AACN Standards for Establishing and Sustaining Healthy Work Environments comprise skilled communication, true collaboration, effective decision-making, appropriate staffing, meaningful recognition and authentic leadership (AACN, 2005). These standards are in line with the work life factors identified by Lake (2002) as characteristics of effective professional nursing practice environments (effective nursing leadership, staff participation in organizational affairs, adequate staffing for quality care, support for a nursing model of patient care, and effective nurse/physician relationships) that play an important role in the quality of nurses’ working lives and patient safety (Laschinger & Leiter, 2006). Establishing and sustaining healthy work

Further, there are many aspects of improvement and quality care that go with safety. I will discuss with consumers and providers then analyze how to create safer and healthier environment work place. The clinic has different departments that provide various services, and culture of safety is crucial. For instance, in stand of employee reporting incident and wait for feedback as

The managers and higher authority must ensure that the health and safety of all employees are maintained and constantly

An organization’s safety and the health of its employees has been an ongoing issue from the industrial revolution starting in about the 1820’s (americanhistory), on to the present day. Somebody had to look out for the individual’s themselves, the conditions they were working in everyday, along

The climate of an organization must be one that is conducive to change for it to be effective. (Brown, D., 2011, pg 154) The psychological contract between the employees and employer has also been affected by the behaviors of both Mr. Watts and Mr. Ellis. A psychological contract is an unwritten agreement about expectations between organization and individuals. (Brown, D., 2011, pg 14) Management’s failure to act on the issues arising indicates that they condone the harassing behavior of Mr. Johnson, employees assume that management will do its best to ensure an environment free of harassment and intimidation, which they are clearly failing to do.

Toxic workplaces is a systemic and systematic problem to an organizations sustainability. It is important that the leadership develop an organizational culture that does not tolerate aggression and behaviorally supports employees in dealing with it. It is imperative that leaders are equipped with the skills to appropriately access the environment , have the ethical temperament needed to take responsibility for the problem and the skill-set to effectively correct the problem (Ellen & Ascalon, page 189). Emotionally and psychologically toxic workplaces can be framed through the following theories for redress: systems theory explains the interconnectedness and interrelations

This paper compares three studies on workplace bullying. The studies were conducted because workplace bullying is an epidemic that needs to be addressed and it needs to be understood to help future organizations prevent workplace bullying.

The delivery of healthcare has evolved and changed over the years and with the advances in science and technology, the ability to provide safe, quality care to all patients has been impacted by the changes. With the rising healthcare costs and decrease in reimbursement for care provided, organizations must look for ways of cost containment to maintain viability for the future. Fabre (2005) noted that administrators are struggling to maintain financial stability and retain competent nurses during these difficult

Patient safety is a rising problem in healthcare. People are beginning to look at hospitals and providers safety scores so they choose the right organization to receive their care at. Unhealthy work environments contribute to medical errors, ineffective care delivery, and conflict among health care professionals. The American Association of Critical-Care Nurses (AACN) recognizes six standards for creating a healthy work environment. They developed these standards to advocate for

Employees should have the right to feel safe in their work environment and to be free from workplace bullying. Employers need to be held accountable and have a plan in place to protect the employees from this type of violence. Barbara McCulloch is a mediator who has developed a process of mediation to address the complicated issues of bullying behavior in the workplace (McCulloch, 2010). Barbara suggests that

Heeman, V. (2007). Workplace Bullying: A Distinct, Interpersonal, and Communicative Phenomenon. Paper presented at the meeting of the National Communication Association.