Critiquing Qualitative Research Studies

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

Essentially, the term abuse is an issue facing the nursing profession today. Many unreported cases of encountered verbal and physical abuse have been found to be ample in acute and complex care settings. These cases are amongst professional individuals (nurse-nurse and nurse-physician abuse) and also among the patient abusing the nurses. Effectively, abuse is not only a Canadian issue. It has been reported internationally as well. Thus, many nurses today are lobbying for the decrease of abuse within health care settings in order to ameliorate the working conditions. Nursing abuse may lead to other issues which will be discussed in this study. This paper will address the nurse-nurse, nurse-physician and nurse-patient abuse. In addition,

“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

For the most part, hospitals are places where one comes for healing and it is place where our clients should feel safe and away from harm. Nurses have an important role as a patient advocate and are to provide all clients with safe, compassionate, and quality care at all times. Nonetheless, the hospital can also be a dangerous place for inpatients. It is a foreign environment to clients and there may be alterations in their medical condition in regards to their physical and/or mental status. With this said, there is a need to improve upon how we care for our clients, especially those who are at most risk for various incidents.

Teamwork, collaboration, and empowerment are descriptive terms that many current and future nurses expect to be incorporated within their working environment. It is not unusual for nurses to work as a team with other health care professionals as well as one another to provide the best care for a patient. Therefore, one would think that a primary goal among nurses would in fact be collaboration. Yet, as a general step towards attacking all types of violence, many researchers have exposed violence in the healthcare setting. Also referred to as workplace bullying, lateral violence, is a specific type of workplace violence that is exceedingly present in the nursing profession. Lateral violence could be considered an antonym of the terms spoken

Typically, when someone thinks of a bully, childhood memories of scuffles on the playground come to mind. Bullies are not usually people that are associated with adult life. However, nursing has changed this stereotypical view. For many nurses, bullying may be as great a threat every day at work as it was when they were in grade school. This threat is because of what is termed as horizontal or lateral violence in the workplace, and it is a surprisingly, prominent issue in the field of nursing. Furthermore, horizontal violence is a detrimental problem in nursing due to its damaging and negative effects on nurses and the nursing profession as a whole.

In 2009 unspecified electronic survey was conducted with factors such as type, frequency, perpetrators, and professional/personal concerns on bullying identified (Quine, 2001). The results revealed that out of 330 RN respondents, 72% reported positive to bullying at various occasions in line of their career. Of this segment, clear hostility seemed most frequent in surgical/medical, operational rooms, emergency, obstetrical areas of care and adolescent residential behavioral/ mental health units. The main culprits to these act are non-other than; charge nurses, senior nurses, physicians and nurse managers. This is impartial research among others that have been

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.

Even though workplace politics exists in every profession, the effects of horizontal violence, or bullying, in nursing is a costly behavior. Nurses feel devalued in the workplace and experience psychological effects. Patients are likely to experience less favorable outcomes, and

Lateral violence also known as horizontal violence, incivility, or bullying has been a phenomenon researched for over three decades according to nursing researchers. This paper aims to discuss the impact that lateral violence has on the work environment, teamwork, self esteem, and patient care. Lateral violence is a phenomenon that has negative implications on the nursing profession due to the fact it can be avoided but still occurs. Lateral violence has been defined as any unwanted abuse or hostility within the workplace and “nurses covertly or overtly directing their dissatisfaction inward towards each other, towards themselves, and toward those less powerful than themselves (Griffin, 2004, p. 257), as quoted by (Roberts, 2014, p.36). According to Sanner-Steieh and Ward-Smith (2014) “lateral violence may be verbal consisting of persistent criticism, gossiping, yelling or berating; or nonverbal consisting of behaviors of undermining, sabotaging, clique formation, failure to respect privacy or confidences, and assigning unmanageable workloads”. Lateral violence has negative implications that directly affect patient care because it creates high incidents of nurse turn-over which results in hospitals often being short staffed, the nurses on shift work longer hours with bigger caseloads, and the patient’s are the ones who experience an unsatisfactory quality of care. Studies estimate that 44% to 85% of nurses are victims of lateral violence and up to 93% of nurses report

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 convenience sampling that was used in recruiting all male patients who were on blood pressure medications is a glaring bias in this study. There was no information provided addressing why the patients were presenting to the clinic. There are many interventions that can raise blood pressure. For example, the study conducted by Marshall, Anantharachagan, Choudhary, Chue and Kaurhis, (2002) investigated the effect of situational anxiety on blood pressure experienced in anticipation of a blood test. Marshall, et. al., (2002) found that anticipation of a blood test can raise blood pressure. Foster-Fitzpatrick, et. al., 1999 did not address the purpose of the patient’s visit to the clinic.

The topic was selected because lateral workplace violence is a problem student nurses and newly licensed nurses will face and need to be prepared before entering the workforce. These individuals need to possess the skills to handle the conflict on a one-on-one basis. If the conflict cannot be handled, they need to know a superior is available if needed. Confidential reporting is also necessary to prevent retaliation from the perpetrator to the victim.

Several models and concepts arose in preventative measures to workplace violence in nursing. One conceptual model, according to Covert Crime at Work, is “a conceptual model derived from 370 surveys show working conditions conducive to bullying, thus helping to identify risks early and to prevent unhealthy environments from developing.” After recognition of these research and studies, organizations such as Occupations Safety and Hazard Association, American Nurses Associations, and etc, have implemented guidelines to prevent workplace violence in nursing.

Nursing is a profession that is based on the principles of caring and ethics. For years nursing has been continuously ranked as the most trusted profession (Riffkin, 2014). Nurses advocate for patients even if it means standing up to doctors and hospital administrators. Shockingly, for a job rooted in compassion, horizontal violence is a devastatingly common occurrence in the nursing profession. Horizontal violence, or workplace bullying, is defined as repeated incidences of aggressive behaviour intended to intimidate, degrade, humiliate, and offend a person or group of people (Ontario Nursing Association, 2012). Nurse-to-nurse aggression can range from yelling, withholding information, refusing to help, undermining a fellow nurse 's work ability and threatening unnecessary disciplinary action (Rocker, 2008). In Canada, 50% of nurses reported being verbally abused and 46% experienced hostility or conflict with colleagues (Statistics Canada, 2005). While many nurses are victims of bullying, many do not report the incidents and develop poor coping strategies. When a nurse does not report a bully, they are putting their mental health at risk. Nursing programs must implement educational programs for student nurses. They rely on safe clinical placements to develop and practice essential nursing skills. However, the toxic environment that bullying creates jeopardizes not only their education but their mental health as well, spurring on ramifications that last a lifetime.