The Workplace Of Aggressive Workplace Behavior

Before we delve into the specifics, a few definitions are in order. According to the Bureau of Labor Management (2007), a hostile work environment is a form of harassment and is demonstrated by such severe and pervasive conduct that permeates the work environment and interferes with an employee’s ability to perform his or her job. Although legislation exists in more than 10 states, there currently is no federal or state law that explicitly or generally outlaws “bullying” at work or “hostile” work environments; instead, there are laws within Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act of 1967, and others, that prohibit discrimination and harassment in most workplaces (Saade, n.d.). To add to this, it is “unlawful to discriminate against any individual in regard to recruiting, hiring and promotion, transfer, work assignments,

Hatred in the work environment breeds various issues for workers. For example, representatives working in a negative situation will probably discover issues with confidence and low profitability. Also, a negative work environment can prompt high representative turnover rates. To build energy in the work environment, workers must to make a positive workplace and do what it takes to maintain and cultivate this culture. According to Yoder-wise (2011), “the definition of violence includes overt and covert behavior ranging from offensive threatening language to homicide” (Yoder Wise, 2011, p.498). Violence can be noted as the general term that represents lateral aggression,

Lateral violence is defined as acts that occur between colleagues wherein, bullying is recognized as actions or doings enacted by one in a higher level of authority and the occurrences happen over time (Dellasega, 2009). The acts can be inconspicuous or obvious acts of verbal or non-verbal aggression. Relational aggression is one type of bullying demonstrated by psychological abuse. Some behavior indicators that characterize this type of aggression include gossiping, withholding important or pertinent information, shunning, or knowingly keep one in isolation. These behaviors can also extend beyond the walls of the workplace and can occur in face to face situation, an office area, or in cyberspace (Dellasega, 2009).

Lateral workplace violence is described as aggressive, destructive, or harassment behavior in the workplace between nurses or other members of the interprofessional team (Yoder-Wise, 2015). This type of behavior can occur within every aspect of life including professional, social, and personal life. The behavior can include gossiping, withholding information, or ostracism extending outside of the workplace and can occur in person or in cyberspace (American Nursing Association, 2011). Lateral workplace violence is very common among nursing students and new graduates due to the lack of confidence and skill set these individuals possess during the learning process. These new nurses are forced to rely on nurse managers and leaders to prevent interprofessional conflict from peers with equal power (Yoder-Wise, 2015).

Workplace bullying can take on many forms. Lateral violence among nurses is a common example of workplace mistreatment, which affects individual nurses, patient’s care, and the ethical climate of an organization. In 2008, The Joint Commission released a sentinel alert addressing lateral violence, stating, “Intimidating and disruptive behaviors can foster medical errors, contribute to poor patient satisfaction and to preventable adverse outcomes, increase the cost of care, and cause qualified clinicians, administrators and managers to seek new positions in more professional environments” (Joint Commission, 2008). In this brief, ethical issues related to lateral violence are described with two approaches to solving this issue examined.

Lateral Violence began in the culture of the healthcare setting, historically, it has populated by images nurses seen as “handmaidens” in a male-controlled environment (Kelly, 2006, p.23). Power has not been in the nurse’s favor, because of hierarchy, there has not been a culture of professional collegiality, nor advanced the role of nursing. It is often that nurses have yielded to a victim mindset that only facilitates a sense of subjection. As a result, nurses have reported concern about the lack of action taken by managers in addressing lateral violence in the workplace (“Center for American Nurses,” 2008 p. 2).

Incivility in the workplace, although sometimes totally unintended does have impact on the relationship between patient and provider and may cause harm psychologically (Penny & Spector, 2005). Stress and difficult situation generating this stress, such as a disaster, is a major factor in such disruptive behaviors (Fellblinger, 2009). Consequently, it can very often be expected to be issue both from the public and the providers, either through reaction to a negative input by a client/patient or as intrinsic negative behavior.

It has been an unendurable week since I have been living in this horrible country, the weather is bad and discouraging, my friends are a disgrace, and my whole family is stressed out. This all started about a week ago, my dad got promoted and my mom got fired from her job because she fought with another woman named Sabrina. Sabrina was the most vexatious out of everyone in the work sector, she would always gossip about my mom or say something irrelevant about someone else. My mom had enough of her nonsense so she took first swing at Sabrina’s face. About a second after she punched Sabrina, she was on the ground and the boss came running in. Once he saw what my mom did he was proud and asked her to go inside for a pep talk. He told her that

Being able to gain trust from one person is a difficult task, coming from another unit and being able to gain the trust of a team that has already been formed is even harder. Having a incident like sexual harassment and sexual gestures happen within the unit can have demoralizing effects on the effectiveness of the team. The hostile working environment may hinder some hard-working soldiers and cause them to not give maximum effort. It may also make the victim(s) feel as if they are not appreciated and their performance may reflect their recent feelings towards the situation. Also these negative actions may cause a fellow soldier to relive a certain situation that happened to them previously.

According to American Nurses Association (ANA), 2015, incivility is bullying and violence in the workplace. These behaviors lead to serious issues and should not be tolerated in the workplace. Currently, there is no federal standard prohibiting workplace violence, but most states have adapted laws and regulations to protect workers and reinforce a violence free workplace.

The expression of violence takes many forms, ranging from physical assault and verbal abuse to intimidation and low level threatening behavior. The term ‘violence at work’ applies to ‘any incident in which employees and others are abused, threatened or assaulted in circumstances arising out of, or during work undertaken. This also includes employers, self-employed people and any other person who may be affected by a violent incident in the workplace. A violent incident is usually "sparked" by something that causes the employee in question to erupt. This is especially true if the individual is already feeling vulnerable or has low self-esteem. Behaviors of concern can be the beginning to greater levels of violence. Workplace violence is related

Workplace violence has been a serious problem in the past years around all location and sitting. It is any act physical or emotional of violence or disruptive behaviors that occur at the work site. It can vary from a simple verbal abuse to the physical act. Careless behaviors that surround the healthcare workers affect the security and comfort of both caregiver and patient. Increasing security and comfort at the workplace in the healthcare sitting is critical for patient centered care.

#2: Discuss intervention and the various steps necessary in preventing and responding to workplace violence.

Violence in the workplace can happen to anyone at anytime, anywhere that is possible. Everyone is not safe from workplace violence, which is why we need to identify and prevent this from happening. Violence can cause a significant amount of fatalities and injuries throughout the entire United Sates. Nearly 2 million Americans are affected by assaults and violent acts by people in the workplace. Workplace Violence could also damage someone’s trust and the sense of security while working with others in the workplace. The problem of workplace violence is that it is growing and the employers and employees a very much concerned about it.

3.12) Hostile Work Environment is where work place becomes intimidating, hostile or offensive to considerable people working at the same place. In the given case, the staff members were subjected to hostile work environment where there were forced to view pornographic material which is seen offensive by most of the staff members. Hostile work environment is not created by the supervisor or co-worker, but the non-workers or users of library or public in this case. Here, Unlawful harassment is not seen as physical but having psychological effect on the staff. They should have freedom to work in an environment which is better than the one they are serving.