Lateral Violence As A Non Physical Act

Effectively, interpersonal conflict was found to be one of the major sources of stress for nurses. Fudge (2006) affirmed overt and covert types of horizontal and vertical violence. Overt violence is obvious for everyone to see whereas covert is the complete opposite while still encouraging cruelty to one’s peers (Fudge, 2006). However, partnerships within health care settings may be declining due to the fact that some nurses may feel overworked and stressed. Jacoba Leiper (2005) stated that nurses are under pressure to complete their workload during their shift. Thus the nurse who’s having trouble completing her work on time, may skip breaks or stay late to avoid the ire of those on later shifts. But if she doesn’t take these steps and regularly fails to complete her tasks during her shifts, she may irritate her peers or take her anger out on her peers as well. Thus, the

Horizontal violence is a negative phenomenon that is increasing significantly in the hospital setting. It is defined as bullying, verbal and physical aggression that occurs to employees in the workforce. Horizontal violence has harmful effects on nurses as it lowers their self- esteem, and makes them feel as if they have no power in their career. This phenomenon also negatively impacts patient centered care and safety as nurses are more vulnerable to making medication errors and careless mistakes. Horizontal violence can be decreased in the hospital setting if interventions are implemented by members of the health care team. Education is key to decrease the occurrence of horizontal violence as it enables health care workers to

In a profession where others' health and well-being are priority, there leaves room for neglect of those who are delegated to care for these people. As a professional nurse, there are many obstacles that arise and affect the care provided to a patient, as well as the livelihood of the nurse. The current deteriorating and unsafe staffing conditions in hospitals and other institutions prompts workplace advocacy as the universally appropriate concept for maintaining professional nursing practice.  Common

The purpose of this integration paper is to educate about lateral violence in the professional setting, more specifically within the nursing profession. Lateral violence is defined as “profound and pervasive source of occupational stress with physical and psychological and organizational consequences.” (Cervalolo, D). Types of lateral violence include rude comments, verbal attacks, condescending language, sexual misconduct, lack of collaboration, professionally attacking a person integrity and reputation, blaming others for your own mistakes in front of others and family members of the patient, withholding important information and other non-professional behaviors.

nursing literature has covered the issue and effects of lateral violence (Patterson, 2007). Moreover, in response to researchers’ exploration of the origins of horizontal violence, theories have been developed. Freire’s theory of oppression stems from nursing’s history during the early 1900s (Purpora, 2012). Historically, nurses have functioned in a hierarchical environment where physicians dominated nurses, and nursing work was devalued compared to physicians’ work (Purpora, 2012). From this perspective, nurses feel oppressed and handle their irritation by averting it toward others, thus creating horizontal violence (Purpora, 2012). Furthermore, this theory’s relevance has been proven in current nursing through a research study finding a positive connection between horizontal violence and nurses’ beliefs and feelings of oppression (Purpora, 2012).

The lateral violence comes in many forms and in many ways, such as abuse in the workplace that occur between colleagues, it can be verbal or nonverbal aggression, intimidation, bullying, harassment, discrimination, stereotyping, gossiping, criticism, and other related mistreatment behavior at work. Institutional lateral violence also happens between manager and subordinate where they can use their higher position to perpetrate assault to their subordinate such as acts of lasciviousness, shouting, anger outburst, forced overtime request, giving work beyond the job description, work overload, over blaming or insulting a staff and more. All these happen occasionally because of the lack of respect in the workplace and it comes without notice, especially in healthcare practices where the nature of work is tough and decision making must be made immediately.

Key words and terminology in the article search included hostility, nursing turnover, nursing attrition, nurse aggression, bullying, and nurse hostility. Specific key words that were used to narrow down the search included incivility, nurse turnover, lateral violence (LV), horizontal violence (HV), disruptive behavior (DB), and horizontal hostility (HH). The publication date range was adjusted to 2012 through 2017. The following literature review probes into the research of incivility to explore the connection with nursing turnover and patient care.

Power as defined by Kelly & Crawford (2008) is the ability to achieve one’s goals by creating, acquiring and using resources to do so. Nurses over time - whether learned, cultural or related to gender-specific characteristics, have not embraced power (Kelly & Crawford, 2008). The public view of nurses as subordinates to physicians, simply “trained” to follow doctors’ orders, an overall lack of understanding as to the level of education and the kind of work nurses actually do (Sullivan, 2004) has lent to this perception. Sullivan (2004) writes about telling

Professionalism is a very important key in the nursing profession. It is what paints a good image for a business or, in this case, an organization, people will most likely choose the professional organization over the unprofessional, because with the nurses that are professional they have great quality in customer service. Examples being, nurses that are professional aren’t rude or disruptive, they handle business in a kindly manner, following directions and policies etc. Unprofessionalism in nursing practice continues to hinder the expansion of the field. There are many things that nurses do that are highly unprofessional at the workplace. A few major unprofessional mistakes nurses tend to do is, bullying, breaking HIPPA, and behavior. To me, these are the biggest mistakes that really pop out at me.

Thesis • Horizontal violence among nurses reduces the quality of care patients receive and influences whether students remain in the nursing profession based on clinical experiences during placement. • The Canadian Nurses Association (2005) defines horizontal aggression “as aggressive behaviour that one registered nurse commits against another in the workplace.” • Tolerance of horizontal violence is connected with hierarchical nature of abuse and continues to be unreported and overlooked because in many incidents the perpetrator involved is a supervisor, nurse manager or charge nurse. “In order to succeed, [nurses] must accept that their role is defined by those with power and authority (pitts, 1985).

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.

The review of literature shows several studies on nurses’ perceptions of their work environment, and on other healthcare workers’ perception of power, but there is a gap in knowledge about nurses’ perception of power. This study was reviewed by an institutional review board for both the hospitals involved and the researcher’s school. Written consent was obtained and participant confidentiality was maintained with fictional names and destruction of tapes after transcription. Data was collected through hour-long interviews of fourteen participants until data saturation was met, which is congruent with a phenomenological

Susan Gardner, a consultant and professor in human resources management, and Pamela Johnson, also a professor of management, and writes about workplace violence and explain what sexual harassment. They explain sexual harassment through a legal perspective that healthcare workers should be aware of what is sexual harassment and to have people form equal pay. It describes how there are two different types of sexual harassment; Quid pro quo, which something is exchanged for something else, and the hostile work environment, where someone does inappropriate posters and sexual innuendos. Gardner and Johnson describe a 1998 case in which gave nurses the opportunity to file actions when they are being sexually harassed. This includes verbal and sexual sayings that make one feel uncomfortable as well as nonverbal behaviors are all deemed as sexual harassment and employers are encouraged to speak up upon these actions so that they are working in a safe and enjoyable work environment. This article includes how the American Nurses Association (ANA) formed a position to eliminate sexual harassment. It proposed that healthcare institutions need to educate their workers on how serious sexual harassment truly is. This article stresses that sexual harassment does not just happen to nurses but as well as women

The emergency room, geriatric facilities, and psychiatric hospitals face the most incidences of work related nursing violence, while it does occur in any unit or any type of nursing facility. The majority of nurses do believe some undesirable behaviors is associated with the job description, it would be hard to find many nurses who feel that bullying, economic, or sexual violence is part of the job description; however, even the majority of these vicious acts go unreported. Did not sustain injury, inconvenient to report, part of the job, retaliation, and nothing will be done anyway are frequent reasons why accurate numbers on exactly how much violence is actually taking place is unknown. Workplaces need to establish protocols in regard to workplace

Violence and harassment against nurses is a common issue in all health care setting. Ample incidents of workplace violence towards nurses are surfacing. So, this issue is garnering concern in nursing profession. Violence usually refers to a physical assault; however, workplace violence is a broader problem. Canadian Centre for Occupational Health (CCOHS) has defined ‘workplace violence’ as ‘any act in which a person is abused, threatened, intimidated or assaulted in his or her employment’. Similarly, ‘workplace harassment’ means ‘engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome’ according to Occupational Health and Safety Act (OHSA). Violence and harassment against nurses not only hampers in achieving personal, professional and an organizational goals, but also has physical, mental and psychological effects on nurses. Consequently, it adversely affects the quality of nursing care. Thus, creating a violence-free workplace for Canadian nurses is increasingly essential. This issue paper discusses the roles and responsibilities of various authorities as well as the nurses in preventing and managing workplace violence and harassment against nurses.??????????