Workplace Violence Analysis

Indeed, Fudge (2006) describes this as vertical violence, which means that the act of violence is between senior and junior colleagues. Horizontal violence is across peer groups and similar levels of staff. The most common aggressors or bullies are nurse-managers and supervisors (Leiper, 2005). Certainly, education is very influential in terms of the respect seen among health care professionals, because it has been an ongoing issue as to understanding the hierarchy in the health care profession. The bridge between education and collaboration is still suffering today and it is an issue to address.

Besides using governmental data and statistics to compile information regarding workplace violence in health care settings, voluntary surveys are taken (Stokowski, 2010). These surveys and reports of violence are usually unreliable due to the nurse’s lack of ability to remember the incident, fear of affecting patient satisfaction scores, uneducated on the reporting policy, or concern for questioned competency (Stokowski, 2010). It is said that seventy percent of physical abuse towards nurses are unreported and many nurses never seek treatment (Stokowski, 2010). The hesitancy to report is sensible when incidents reported reviewed are often questioned by the nurse’s actions and solutions are addressed to prevent another occurrence (Stokowski, 2010). These approaches administered by health care facilities imply that the nurse is at fault. Sadly, nurses are often reprimanded or fired defending themselves against violence (Stokowski, 2010).

Nearly 2 million records of American workers have been victims of workplace violation each year. However, many more cases go unreported. The truth is, workplace violence can strike anytime, anywhere, and no one is immune. Workplace violence categories are violence by strangers, co-workers, personal relations, and by customers or clients. Some workers, notwithstanding, are at increased risk at certain worksites. According to Bureau of Labor Statistics (BLS) Census of Fatal Occupational Injuries that there are a total of 4,405 fatal work injuries in 2013, 4,628 fatal work injuries in 2012.

This paper is going to explore the topics of conflict, disruption, and violence in the nursing world. Conflict within the nursing field is something that can happen between employees without intent. As employees, disruption is something that takes place by bullying or harassing causing issues within the organization. The same goes for violence. All these behaviors can happen from co-workers or patients. Educating on the ways to handle these situations will be ideal for identifying and resolving.

Workplace violence (WPV) has the potential to affect every job in the United States. The growing problem deserves attention and needs to be mended. Compared to other businesses, those who work in healthcare are five times more likely to become victims of WPV (Arnetz et al., 2015). While it is true that every healthcare worker has the potential for being a victim, the nursing profession is the most frequently targeted hospital personnel of verbal and physical violence (Kynoch, Wu, & Chang, 2011). Close and consistent proximately to patients puts nurses in the direct path of potentially violent situations. The emergency department (ED) is a specifically vulnerable area where nurses are targeted. Patients and visitors are both culprits of aggression

Most companies and government agencies have policies in place that can support the vision of non-violence in the workplace. “Berman noted that workplace violence is not new, but it periodically emerges as a priority for an organization. It is clear that workplace violence requires a comprehensive approach and training should be recurrent” (Berman 2013, 351-352). Theses comprehensive approaches should deal with strategies in identifying the problem, zero-tolerance policy and after action review plan. Overall the plan should focus on the potential of violence happening within their companies and government agencies. “Federal employees in organizations such as the National Institute for Occupational Safety and Health and the Occupational Safety and Health Administration

Emergency Room Nurses experience significantly higher risks of workplace violence compared to any other member of the multi disciplinary team (Waschgler, 2012). Multiple factors contribute to this risk, including working directly with stressed out people, people who have a history of violence, persons under the influence of drugs and alcohol, and persons with mental health issues, or persons under arrest. Healthcare workers, specifically nurses, have had a history of considering physical and verbal assaults part of the job. Becoming an Emergency Room nurse simply means you deal with the abuse (Droste, Miller, & Baker, 2014). Hospitals have had a history of tolerance for this behavior and varying levels of commitment to eliminate workplace violence.

An example of a comprehensive workplace protection strategy is the Protection Matrix Model. The Protection Matrix Model is used to demonstrate the foundation that is necessary to build an effective protection policy. This literature review demonstrates the usage of this protection theory, “administrators and managers must first say the words ‘workplace violence’ before nurses will report episodes experienced . . . A comprehensive workplace protection strategy should include multiple activities before, during, and after the home care visit” (Mathiews). In the process of client admission the agency should include a potential risk assessment completed by administrators that are qualified and educated to assess. There should also be a risk management plan that is strategically followed if there is any reason to be believed appropriate for the specific home health client. Once the professional nurse is scheduled to a home health visit they should first and foremost evaluate any current or potential safety issues before making the first home visit. This should include knowledge of any previous violent occurrences or risks by the client, other safety guidelines such as carrying a cell phone with emergency numbers, assuring the agency knows the nurse’s itinerary, and the safety of the neighborhood where the client resides. (Taylor). Outside of the home, workers are also at risk for robbery, car theft, and vandalism. During the visit the nurse should be aware of any unusual risks and hazards that are not often seen in other health care settings. The author of Workplace Violence Prevention Policies in Home Health and Hospice Care Agencies states, “the environment of home health is uncontrolled and more highly

The health industry may be one of the most violent industries in America. An American National Crime Victimization Survey on violence in the workplace from 1993 to 1999

Forty-five percent of all workplace violence incidents that result in lost workdays involve healthcare workers, according to Health Care Workers Unprotected.

Although emergency department is recognized as a particularly violent environment, the true incidence of significant episodes of violence is unknown, since violence in this setting is underreported.

“Nurses are more likely to be attacked at work than prison guards or police officer” (Canadian Nursing Advisory Committee) 2002) .Safe working environment plays a vital role for providing quality nursing care .violence against nurses of any kind can cause hamper in achieving personal, professional as well as organizational goal So it is major concern in nursing profession. According to CCOHS “workplace violence is any act in which a person is abused, threatened, intimidated or assaulted in his or her employment. Workplace violence includes threatening behaviors, verbal or written threats, verbal and physical attacks. Similarly “Workplace harassment” in the OSHA 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”. Violence against nurses is major issue. RNAO takes a zero tolerance approach to violence in the workplace and CAN and CFNU strongly support it. Different organizations and the government are actively involving for making safe

The National Institute for Occupational Safety and Health (NIOSH) recently released a staggering statistic which indicated there were 14,770 workplace homicide victims between 1992 and 2012. Averaging over 700 homicides per year, the largest number of homicides in one year (n=1080) occurred in 1994, while the lowest number (n=468) occurred in 2011. From 2003 to 2012 over half of the workplace homicides occurred within three occupation classifications: sales and related occupations (28%), protective service occupations (17%), and transportation and material moving occupations (13%). While homicides are the extreme example of workplace

Administration, (OSHA) also later recommended that every employer needs to establish a no-tolerance policy for workplace violence, including any form of bullying and verbal or nonverbal threats. Employers with zero-tolerance violence policies are more likely to have lower incident rates. When employers mandate this policy, employees not directly involved in violent incidents but are witnesses are obligated to participate in the investigation by the employer or authorities. Those employees not willing to participate may be dismissed for lack of cooperation. This incentive will make the investigation and the zero-tolerance violence policies more significant. Occupational Safety and Health Administration, (OSHA) advises organizational leaders as follows: "Employers must train all employees, including temporary workers, on the hazards specific to that workplace before they start working" ("OSHA Highlights", 2013).

From 1980-1989 nearly 7,600 workers were workplace homicide victims in the United States. (3) In 1998 there were 6,026 fatal work injuries in the United States, 709 were workplace homicides. (2) Assaults and threats of violence at work equal almost 2 million a year. An average of 1.5 million a year for simple assault, 396,000 aggravated assaults, 51,000 rapes and sexual assaults, 84,000 robberies, and 1,000 homicides. The average risk rate for various occupation is as follows (per 1,000): Police officers 306, private security guards 218, taxi drivers 184, prison guards 117, bartenders 91, mental health professionals 80, gas station attendants 79, convenience, liquor store clerks 68, mental health custodial workers 63, junior high/middle school teachers 57, bus drivers 45, special education teachers 41, high school teachers 29, elementary school teachers 16, and college teachers 3. (2) All of these occupations have already been pre-identified as having a higher risk for workplace violence; however, there are ways to identify if your organization has potential risk factors.