Kvas And Selduct: A Case Study

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

By keeping the lines of communication open between leaders and staff, healthcare organizations can encourage and empower nurses to solve blame game issues without fear of punishment by management. Leaders and nurses must work as a team and are capable of providing safe and quality environment. When an error or incident happens, many leaders investigate everything and everyone except themselves. In the process of patient care, harm might occur; the culture often prefers to blow the blame game whistle instead of learning from the mistake. Nursing in fear, often refrain to openly admit mistakes and errors, which hinder the objective to ensure everyone is cared with compassion and dignity.

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).

A practice that has been put in place is the use of call buttons that are installed and easily available for the staff to use when dealing with escalating patients. Within this Veterans Affairs Hospital, the inpatient geriatric unit has at least 2-3 cases of patient-on-patient assault each month. For those that are very aggressive, this is currently being addressed by the use of one-on-one staff and antipsychotic medications. Clinicians are expected to be able to assess whether intervention is needed to protect other patients and staff from patients’ violence, to assess when patients pose a sufficient level of risk, and to assess when patients who have been hospitalized can be safely discharged to the community. However, surveys of practitioners suggest that many receive little formal training in violence risk assessment. (McNeil, et al. 2009) The limitations of formal training in risk assessment for violence suggested by such surveys underscore the need for education in this topic, hence the relevance of this educational training. Nurses on the front lines of care are ill-prepared to deal with this, hence the need for training. (Peek-Asa, et al.

Horizontal violence is a hidden pattern of individual behavior in controlling other individual that risk health and safety (Hinchberger, 2009). According to Roche, Duffield and Catling-Paull, violence can be describe as emotional abuse, threat, or actual violence in any health care setting. Although the definition varies according to situations and practice settings, there is agreement that workplace violence has a negative impact on the health and wellbeing of nurses and the delivery of quality nursing care (Hinchberger, 2009). Violence mostly occur in any health care setting, However, it mostly occur in emergency department, waiting room, psychiatric ward and geriatric unit on which people involved psychological situations.

Haley McCullian, human resources consultant, at Mercy Fitzgerald Hospital, is the author of this report. Her role is to identify the problems in the nursing field involving workplace violence in the emergency room. The purpose of this report is to educate the workforce on potential causes, effects, and theories revolving around the current organizational challenge. Workplace violence is a dangerous and complex occupational hazard in today’s health care work environment. It poses challenges for nurses and other health care employees, hospital administration, unions, and health care regulators. Violence from patients, visitors, and coworkers are often tolerated and explained as part of the job in the fast paced, stress filled healthcare 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

Moreover, another type of violence which nurses experience is horizontal violence. Horizontal violence is described as “hostile, aggressive, and harmful behavior by a nurse or group of nurses toward a co-worker or group of nurses via attitudes, actions, words, and behaviors” (Becher & Visovsky, 2012, p. 210). Horizontal violence not only involves nurse-nurse violence but includes nurse-physician and nurse-supervisor violence. The perpetrator displays behaviors associated with horizontal violence which may include refusing to lend assistance, criticizing, intimidation, gossiping, name-calling, and ignoring (Becher & Visovsky, 2012). The American Nurses Association sets the expectations for nursing standards. According to the American Nurses

Horizontal or lateral violence has been described broadly as any unwanted abuse or hostility within the workplace (Stanley, Martin, Nemeth, Michel, & Welton, 2007). Horizontal violence (HV) in nursing is a huge problem within the nurses in health care system especially with the new graduates as new nurses. It is often unreported and unresolved which leads to a toxic working environment for the nurses. Horizontal violence contributes to decreased patient safety because of poor communication amongst the nurses, increased turnover rates and job dissatisfaction. Horizontal violence will continue to persist if nurses’ do not stand up for themselves and speak up on it.

This is relevant for me as it is for everyone in the healthcare industry. We all want to work in an environment that is free from violence especially in an environment that is already full of stress. It is good to know that there are governmental sanctions for those that violate harassment or violence regulations in the workplace. We still need management to be accountable with those under their direction, disciplining and counseling problem employees as necessary. Because of this threat that constantly hangs over our heads we as nurses should develop a process or plan

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)

Health care workers in Canada face a vast amount of harassment in the workplace, and the safety of these employees are not being improved. The neglect of employee rights in the workplace is an example of employees rights not being respected. Many nurses and personal support workers have been experiencing abuse, sexual assault, and harassment because the government and hospital fail to implement laws to provide them a safe work environment. These assaults are carried out by their patients, for example, registered practical nurse, Dianne Paulin, was pinned against a door with a chair and was repeatedly assaulted by a patient. In addition to the harassment, awareness of this issue is being discouraged and it is said that nobody is allowed to talk about the issue because of the fear of the hospitals retaliation. Employees feel as if they cannot speak up

Furthermore, there has been increasing correlation of lateral violence to poor leadership or management. In response to this, the Joint Commission on Accreditation of Healthcare Organization created a new standard in the “Leadership” chapter that tackle disruptive and inappropriate behaviors (American Nurses Association, 2012). This “Leadership” chapter, will further aid in seeking and preventing lateral violence.

Nursing care goes beyond just treating patients and caring for them and their families, it consists of long hours, working holidays, being an advocate, being under paid, and much more. One rising concern is violence in the workplace. It is believed that “health professionals are 16 times more likely to suffer violence at work compared to professionals in all other areas (Lancman, Mangia, Muramoto, 2013, p. 520). This can have many long lasting effects on the affected individuals.

Work place violence is very prevalent. I worked for an institute where a discharged patient gained access to the facility and brutally stabbed a technical partner in the neck, thankfully he was flown to the nearest trauma center a lived to tell his story. It was concluded that the discharged patient gained access piggybacking off of another employee swiping their badge to get into the hospital. I think we get so involved in our work day and where we need to be and what we need to do before our shift is over that we forget to pay attention to small details. The suspect managed to get out of the hospital and was found nearby off the hospital premises. I know for me working in the hospital I think of it as a place where people come for