Advocacy in Action Paper - Essay Example

? Advocacy in Action Paper Advocacy in Action Paper Question Nursing has for long been recognized as a caring profession or career with a high level of public confidence and trust (Harris, 2012). However, new graduates, new nurses, as well as those changing specialties, are frequently met with “trial by fire” or “sink swim” attitudes from individuals who are to mentor, orient and look after these new nurses. Cases that occur are for instance nurse on nurse conflict, incivility in nursing, horizontal conflict as well as lateral conflict (Hover, 2010). A majority of nurses are scared of speaking out when they see incivility being conducted to other nurses or they do not know what is and is not the tolerated behavior (Harris, 2012). The question is why do such caring experts allow such behaviors to exist? How can nurses stop horizontal conflict and welcome those entering the nursing career with open arms and caring hearts? This paper will discuss horizontal violence and incivility in nursing. It will also examine some key ways of addressing such hurtful and non-caring behaviors to the hospital administration and its stakeholders in the form of a letter. Horizontal violence refers to an aggressive or hostile behavior by group members or an individual towards another individual or persons of another despised group. Critics refer to this as inter-group rivalry or violence. It is endemic among the health care environ, and it is a destructive and unacceptable phenomenon (Hover, 2010). All nurses are urged to work together to tackle issues of oppression and eliminate any unhealthy actions from the workplace. Horizontal violence may be conscious or unconscious behavior. The conflict normally causes emotional, psychological and spiritual damages. It can also have devastating and enduring effects on the recipient nurse or nurses. It may be covert or overt (Harris, 2012). It is mainly non physical, but at times nurses take it to the extent of hitting, shoving or throwing objects. Horizontal violence originates from an internalized low self esteem or self-hatred as a result of being part of an exploited group (Longo, 2008). Horizontal violence is the inappropriate manner that oppressed nurses use to release tension or stress when they cannot address or solve issues with the oppressor. In a majority of nursing institutions, a dominator model of social organization facilitates workplace hierarchy. This limits practice and autonomy of various groups of nurses and, therefore; it functions as an oppressive force. Nurses are grouped into oppressive structures and unequal power relations in the workplace system (Hover, 2010). Some groups of nurses such as supervisors within each particular station automatically adopt inflated attitudes and feelings of superiority. Some groups, such as new nurses, automatically adopt submissive feelings and attitudes and, therefore, they seem to be helpless within the health center (Harris, 2012). The internal conflict, caused by conforming to structural demands, leads to the buildup of low self esteem and self-hatred of certain groups of nurses that eventually causes horizontal violence (Hover, 2010). Horizontal violence refers to a symptom of the dynamics involving oppression and a feeling of powerlessness (Hughes, 2005). These factors are common in health care just as water is common to fish. They shape, mould, as well as dictate, the behavior of nurses within the workplace culture. Horizontal violence is an example of harassment to those who are from different status quo (Hughes, 2005). Horizontal violence among nurses is as a result of history and politics of the western civilization and practices and ideology associated with the stereotyping and socialization classes of people in western culture, especially females. It is a cultural and system issue, a symptom of a spiritually, psychologically and emotionally toxic and oppressive environment. Even though, individual pathology flourishes in an environment that supports and condones aggressive behavior, horizontal violence is not a symptom of individual pathology (Longo, 2008). Incivility, on the other hand, is a term used to explain disruptive, rude, intimidating and unwanted behaviors and attitudes, which are directed toward another person. Incivility is any action that is intimidating, insulting, or hostile that interferes with the practice or learning environment (Harris, 2012). Even though, incivility has always been around, it appears to be an increasing issue for organizations and is getting worse, especially in health care organizations and among nurses. Incivility frequently results in physiological distress for the people involved. If incivility is left unsolved, then it might lead to more threatening behaviors or situations (Hughes, 2005). Nurse victims of incivility might experience poor symptoms such as anxiety, stress, sleeplessness, exhaustion, depression, anger and embarrassment. A majority of nurses recognize nurse leaders or work mates who practice incivility. Individuals who engage in incivility normally use aggressive and abnormal attitudes and behaviors so as to gain power and control (Longo, 2008). Unfortunately, these individuals have to develop healthy coping skills, attitudes or behaviors in their relationships to other individuals. Incivility takes place in individual or group interactions. A number of the various incivility grounds are nurses bullying a patient, nurses bullying other nurses, patient bullying a nurse or a nurse student. This should not be accepted at any cost. Incivility creates havoc on nurses’ relationship along with work place morale (Longo, 2008). The act also is far more widespread than individuals perceive. Hence, it has devastating effects, especially in a health care setting. Being a casualty of vicinity can be costly to a health care center. Nurses today put in less effort, burn out and produce a lower quality of work than in the past. According to researchers, the yearly cost of work stress owing to incivility is $300 billion in the United States (Hughes, 2005). Incivility causes key workplace frustration along with stress. It erodes self esteem, increases stress and damages relationships within nurses (Harris, 2012). Alternatively, this reduces the productivity of the health center since it brings about violence in the health setting. It is vital to realize that many times the individual showing the uncivil attitude is unaware of the behavior, actions or words might be affecting someone else (Hughes, 2005). Question 2: Letter to the Health Administration, Nurse Managers and Nurses Joanne McDonalds, P. O. Box 4753, Washington D.C. To, The Health Administration of Washington Health Center, P. O. Box 5764, Washington D.C. August 18th, 2012. Dear Sir/Madam, RE: PLAN OF ADDRESSING HORIZONTAL VIOLENCE AND INCIVILITY AMONG NURSES I am writing to address the rising issue of horizontal violence, as well as incivility, among nurses in health care centers. Horizontal violence and incivility have been observed in health centers for a long time, but the trend seems to be increasing in the recent days. Therefore, this letter aims to address how health administrations should tackle this matter. In the recent past, nurses have experienced more violence along with incivility within their job setting than before. Violence among nurses, as well as nurses and patients, has drastically increased. However, the matter has not been addressed fully. It has been observed that health administrations are sitting back waiting for the matter to solve itself. The laxity of health administration will lead to uncontrollable levels that cannot be reversed. A serious case is where either a nurse ends up hurting another nurse or patient because of mistreatment. In order to prevent such cases from happening, it is vital to act whenever incivility or horizontal violence cases are witnessed towards another person. In case a staff member is being targeted or berated, it is vital to step in as an administrator in that station. Hospitals should start a rule whereby every staff member stands alongside the targeted person in silent support showing the casualty that they are not alone. Other suggestions comprise role-playing for new nurses on how to respond to horizontal violence as well as incivility. A nurturing and caring culture should be built from top trickling down, but it can be started from the bottom to the top. Also, a committee should be put in place to discuss these matters further and ensure that they are not repeated. This will ensure that acceptable behaviours are embraced and a zero tolerance policy is embraced in the organization. Yours Sincerely, Joan McDonalds. References Harris, C. (2012). Incivility in nursing. StuNurse Magazine. Retrieved from https://www.stunurse.com/content/incivility-nursing Hover, L. (2010). Horizontal violence and incivility in nursing. California: Nursing Site. Hughes, H. (2005). Horizontal violence is 'insidious' in nursing education settings. Wellington: New Zealand Nurses' Organization. Longo, J. (2008). Horizontal violence. Florida: Florida Atlantic University. Read More