The Effect Of Incivility On Nursing Turnover And Patient Care

Everyone has to deal with conflict: both in the workplace and personal lives. Fresh nurses too have to witness this at their new work setting.

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.

Implementation of this intervention in other rural nursing settings may assist nurses in cultivating greater confidence in their ability to recognize and respond to workplace incivility (Armstrong,

Nurses have a professional responsibility to ensure that safe boundaries are kept in the relationship between patient and Nurse. It is these boundaries that provide the nursing profession with integrity, and according to Baca (2010, pp.195) it is essential these boundaries be maintained because of the difference in power between the nurse and patient. However, boundary violations can occur, when a nurse crosses from the zone of helpfulness to over involved, the ANMC (2011 pp.3) believes that when a violation occurs a nurse is behaving unprofessional manner and misusing their power in the patient nurse relationship. This misuse of power can be categorized into 3 types; boundary crossing, boundary violation and the extreme form of sexual misconduct. Often by mistake a nurse could cross the boundary without thought, a

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.

Horizontal violence is not a topic that medical faculties discuss on a day-to-day basis, but it is an enormous problem within the health care system. In this research the author looks at bulling from a registered nurse (r.n.) aspect .The effects on patient centered care can be detrimental for patients and r.n.’s. The work place needs to be a safe place for not only the patients but also the employees. With the rise of new graduate nurses who are employed by the medical facilities, they too are starting to face horizontal violence within the first year on the job, which leads to retention of nurses in the medical field. Horizontal violence will continue to arise if nurses do not stand up to bullying and empower victims to speak up on

Incivility is the act of being uncivil or showing a lack of consideration for other people in the work place can cause serious issues in nursing. The American Nurses Association describes incivility as a form of bullying in nursing; “Incivility is one or more rude, discourteous, or disrespectful actions with a negative intent behind it” (ANA, 2010). This kind of behavior can be offensive and can result in the recipient experiencing a feeling of pain and agony. This is extremely important to avoid because it can have a huge effect on their performance at work which puts the patient’s safety at risk.

Nursing turnover data suggests an estimated 17% of nurses entering first year of employment leave within that year and one in three nurses leaves within 2 years (Robert Wood Johnson Foundation, 2014). Staffing shortages paired with a profession that has high turnover rates can be financial costly for HCO. Costs related to RN turnover can cost large acute HCO as much as $6.4 million a year (Robert Wood Johnson Foundation, 2014) or per nurse cost estimates range from $37,000-$58,000 according to the 2016 National Healthcare Retention & RN Staffing Report (Nursing Solutions, Inc, 2016). This research paper suggests root causes and factors to nurse turnover and evidence-based solutions to increase nurse retention. Healthcare organization rely and require engaged and skilled workforce to provide effective patient care and

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).

Similarly, nurses are more likely to be violated in the emergency department. “Patients are the most frequent perpetrators of verbal abuse in the past year for emergency department nurses (nearly 86 percent) (May & Grubbs, 2002, p.13). As per a survey in 2012 by Campaign Psychological Questionnaire of ONA health and safety activities revealed that 80 percent of participants reported recent exposure to offensive workplace behavior ranging from bullying to actual physical violence. Survey results show that the evidence of workplace violence within members of the ONA is also similar. “54 percent of ONA members say they have experienced physical violence or abuse in the workplace; 85 percent of members say they have experienced verbal abuse in the

My experience with nursing incivility began when I became a certified nursing assistant (CNA). I was hired at a local nursing home as a float CNA, but being that five out of the seven assignments on my unit has permanent CNAs, there were only two assignments I floated to.

Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012).

Several factors lead to high nursing turnover. Many nurses cite dissatisfaction with their employer as the main cause for leaving. Some of these registered nurses explain their unhappiness and frustrations were driven from being overwhelmed with the amount of workload per shift, the sense of feeling not valued, the lack of collaboration with other staff members, no career advancement and unfavorable work schedule as

Nursing is a profession founded on caring, compassion and collaboration. I believe that all nurses come to work with good intentions, but sometimes something happens along the way. “Horizontal violence can exist to some extent in any institution, with the potential to disrupt the integrity of the nursing profession and ultimately compromise patient care” (Becher&Visovsky, 2012, P. 213). I think that its important for us as professional nurses to acknowledge the “existence of horizontal violence, confront horizontal violence, and take appropriate actions to mitigate it (Becher&Visovsky, 2012, P. 213).

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 (Blair). These types of behavior can decrease the morale and making the working environment difficult to work in. “1 in 6 healthcare workers will experience some form of lateral violence”. (Blair).