Introduction . The Assaultive Behavior Displayed By Psychiatric

If those who witness horizontal violence taking place or if the nurse being targeted does not speak up, it can keep occurring until the situation starts to have a negative impact on the targeted nurse. The effects can start to show up in the nurse’s work and in patient satisfaction. It can also lead to the nurse leaving their hospital for a new hospital to work for and it can even lead to the nurse leaving the nursing profession for good. Some nurses deal with this type of stress by seeing it as a challenge that they must endure in order to be become hardy and resilient

The incidence of aggression is all too common and most healthcare workers have experienced it at one point or another in their career. Nurses have a 3x higher risk for encountering aggression/ violence than any other health care worker and they have a 1 in 10 chance of being injured by a patient during their careers. (Delaney, J., Cleary, M., Jordan, R., & Horsfall, J. 2001)

Each day thousands of employees are subject to threats, harassment, intimidation, and verbal or physical attacks. According to OSHA, workplace homicide is the leading cause of death for women and the 2nd leading cause of death for men. This growing problem has mangers as well as employees uneasy about their safety at work. It also has employers concerned about the tremendous liability associated with incidents of workplace violence. Therefore, it would be beneficial to employers, managers and employees to have some knowledge of workplace violence. Additionally, employers have a legal and moral obligation to provide a safe working environment for their employees.

According to Purpora and Blegen, approximately 60% of actual errors in patient care result from poor and ineffective communication (para. 3). Horizontal violence causes a decrease in effective communication between caregivers which places the patient’s safety in jeopardy. Horizontal violence decreases staff morale which leaves room for error in the workplace (Longo & Smith, 2011).

The purpose of this quasi-experimental pilot project is to determine if providing training for mental health nurses on assessing assault risk in geriatric psychiatric patients will help improve the nurse’s knowledge and assessment of assault risk for this population during their inpatient stay. According to the World Health Organization, “between 8% and 38% of health workers suffer physical violence at some point in their careers”. Violence against health care workers has been extensively studied and research indicates that some areas are more prone to violence towards the staff than other areas of the hospital. The areas that are known for high incidence of assault are emergency rooms and inpatient psychiatric units. It also has the highest

Workplace violence is the main issue in the United States expressed influencing a large number of American consistently. Working environment violence is any demonstration or danger of physical savagery, provocation, terrorizing, or other undermining problematic conduct that happens at the work site. It ranges from dangers and verbal mishandle to physical ambushes and even murder. It can influence and include workers, customers, nurses, patient, clients, and guests. Workplace violence can be discovered anywhere in every field we may accept the fact that it can happen in our workplace too, but the fewer people speak which is encouraging these criminals to prepare of making more atrocity. The occupational safety and health organization (OSHA) have created rules and suggestions to decrease laborer presentation to this deplorable scourge but still many people are being victimized their hands are tied up mouths are taped out to face the reality of what they are living through (OSHA 2015). OSHA’s paradigm incorporates the following elements: management commitment and employee involvement, hazard analysis or assessment, hazard controls, employee training, and recordkeeping and evaluation (McPhaul, London, & Lipscomb, 2013). As mentioned, these elements are basic guidelines in constructing a program, but more specific measures are needed to address specific precursors that contribute to the occurrence of violence and bullying. This would assist in forming the best strategies to remedy workplace violence and incivility.

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.

Workplace violence commonly occurs between nurses, between nurses and patient, between nurses and families, or even between nurses and physician. Violence from relatives and friends of patients may occur as a result of frustration with a perceived lack of care or communication (Roche et.al. 2010). According to Woefle and McCaffrey there two consequences of violence (physical and psychological) for nurses and organization. Physical by the mean nurses can possibly experience weight loss, cardiac palpitation, stress, hypertension and irritable bowel syndrome. Psychological by the means of being mentally drain of nurses that can cause danger in giving a quality care.

The goal of this research was to determine the impact that the implementation of a workplace violence presentation program had on violence rates in the VA health care system. Over the years, the Veterans Health Care Administration has implemented many strategies to make work environments safer, including a workplace violence prevention program. Using their previously set-up reporting system, researchers were able to determine the number of assaults in the past 6 fiscal years (2003-2009) as well as the current rates of assault in their facilities. Using an evaluation team of three members from each

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

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.

The Bureau of Labor Statistics (2000) shows that 48% of all non-fatal work related assaults and acts of violence have occurred in health care and social service settings. Violence against mental health and health care workers has the potential to cause major physical injuries and psychological trauma. In return this poses serious consequences on employers such as increased turnover, medical and psychological care, increased absenteeism, decreased morale, job dissatisfaction, legal issues, and worker burn-out. Agencies and clinicians are encouraged to evaluate and identify the risks that are potential barriers in their agencies. Safety plans need to be implemented and strategized along with re-evaluations on a continuous basis (Taylor, H. 2013).

Workplace violence is a highly serious occupational risk, both domestically and globally. Violence in the workplace accounts for nearly nine hundred deaths and almost two million nonlife threatening assaults each year. The numbers are expected to be higher. But over the years facilities and nurses have failed to report occupational assaults. Many nurses believe violence is a part of the job. However, violence isn’t part of a nurses the job description. Workplace violence doesn’t always have to be physical. It varies from offensive behavior, verbal, emotional, physical and unfortunately murder. Evidence shows, healthcare and social workers are three times more likely to experience violence than any other professionals. Many nurses may practice in a more vulnerable setting, such as the emergency room,

According to Itzhaki et al. (2015), interventions such as training staff to deal with violence directed at them contributed to the fact that even when nurses are working with mental health patients, it promoted work safety as well as less stress. In addition, routine nursing staff training structured around coping with aggression in mental health facilities are vital for preventing violence, dealing with aggression, establishing trust and rapport with the patient, maintaining the security and the well being of both staff and patients. Lastly, contrary to psychosocial and educational interventions is lack of interventions provided to support the staff to cope with work place violence and job related stress and burnout. Due to the lack of support, nurses tend to experience more burnout and less life satisfaction. According to Itzhaki et al. (2015) “a possible explanation could be that mental health nurses often believe that patients’ violence towards them is to be expected and is considered part of the job…Experiencing abuse could lead to ambiguity; nurses must take care of patients who abuse them. This situation might evoke stress and reduce their life satisfaction.” Therefore, it is essential as a psychiatric mental health nurse to participate in trained programs such as Satori Alternatives to Manage Aggression (SAMA) and psychosocial interventions such as group therapy to learn more about work place violence and methods to reduce the effects of it along with stress

Violence from patients is a serious occupational risk for the local and global workforce, accounting for approximately 900 deaths and 1.7 million nonfatal assaults each year in the United States. In 2007, 15% of all work-related fatalities in the United States were due to assaults and violent acts from patients. In healthcare most incidents related to patient violence against healthcare workers are underreported for a number of reasons. Some reasons are: facility not having a policy that protect the worker, perception that this abuse and its part of the job, or it will not benefit the employer if they report it, and may feel its poor performance on their part as healthcare workers (Gacki-Smith, et al., 2009). . It is estimated that 14% of the total general nursing population have experience symptoms of PTSD which is four times