Violence in the Nursing Profession in the Workplace - Term Paper Example

Violence in the work place Name Institution Date Introduction Nursing profession has been characterized with different forms of violence, harassment, and bullying, which has negatively influence the quality of care delivery. Working place violence bullying and harassment is termed as physical, verbal, psychological, and social mistreatment with the nursing manager or employer, a different individual or faction of individuals at job (Conti-O'Hare, 2012, p. 12). Place of work’s harassment, bullying and violence may occur in whichever nature of work environment, from restaurants, shops to offices, community groups, workshops, cafes, and government institutions. Lateral violence (LV) is a form of violence and bullying similarly termed as workplace bullying or horizontal violence. Lateral violence is inapt and unruly deeds shown in the place of work by one worker to a different employee who is in the same or lesser rank. The premeditated actions may be exhibited openly; on the other hand, it is more frequently cloaked and slight as it is repetitive, regularly increasing over duration (Coursey, 2013, p. 45). Even though individual’s behavior can appear undamaging, the collective impact of these tailored violent and an abuse behavior deepens the destruction compared to a solitary aggressive act. The essay addresses forms of violence and bully at work environment, the underlying psychology, its impact, and how the issue will assist in the transition to professional practice Nursing profession is deemed the main profession at risk for harassment and lateral violence. The study findings points out that about 45% to 86% of nurses are the victims of lateral violence; almost 94% of nurses reported to have witnessed bully and violence in the place of work. Regrettably, the knowledgeable nurses are most frequently the executor whilst the beginner and trainee nurses are the probable victim. Dehue (2012) established that recently licensed nurses and nursing students frequently witness lateral violence and they face bullying in their clinical locations. Some surveys pointed out that, since of its pervasiveness, this actions is deemed accepted and usual within the nursing traditions; therefore, it is habitually ignored and unreported (Dehue, 2012, p. 56) Underlying psychology Despite bullying and harassment influencing the quality of care, it is still happening. Lateral violence is frequently driven by resentment and greed; it is done on the uppermost performing nurse and highly knowledgeable nurses or trainee, whose meager presence is adequate to make the bullied staff or nurse feel insecure (Einarsen, 2005, p. 7). Intimidations (of disclosure of insufficiency) have to be callously subjugated and controlled. Psychology model for instance, projection and transference have been projected to explicate such actions, in which the bully's logic of personal insufficiency is pointed to a victim nurse. By making employees to feel insufficient and lesser, the intimidator therefore, justifies their own sense of inadequacy (Fordham, 2002, p. 58) Displacement is the other defense system, which can explicate the inclination of numerous medicinal instructors to intimidate trainee, and might function subconsciously. Displacement involves the rechanneling of an urge (typically aggression) against a helpless alternate target (Hockley, 2002, p. 67). The aim may be an individual or an item, which may act as a figurative alternate. Disarticulation may function in multiple reactions, in which individuals inadvertently turn out to be at once casualty and doer of displacement. For instance, a doctor can be under stress and pressure with his clients or at their homes; however, they cannot articulate the feelings to clients or to his relatives, therefore, he directs their depressing emotions to susceptible trainee in the way of bullying, suppression, or control. The student or the trainee then acts boldly to the patients, directing hasty emotions that cannot be channeled towards to the resident nurse or doctor onto extra susceptible recipient (Jackson, 2002, p. 67) Further than its implication for sufferers, disrespect and bullying in nursing profession is a danger to clients safety since it hinders cooperation and collegiality necessary to collaboration, hinders communication, dent morale, and hinders acquiescence with and accomplishment of innovative practices (Jung, 2011, p.12) Implication of violence harassment and bullying in nursing practice Violence and harassment has negative implication in nursing profession in various ways. The hurtful impact of sustained experience to lateral violence is manifold. Victims of lateral violence reports in general reduced sense of comfort, bodily health illness, and depressive sign and symptoms. Their unenthusiastic scrutiny of others, themselves, and the humankind is amplified; moreover, they regularly utilize futile coping mechanisms to handle their issues. Additional psychological impacts may comprise anxiety, altered sleeping pattern and suicidal tendency, and signs similar with PTSD (post-traumatic stress disorder). Number of bodily illness, comprising the commencement of cardiovascular ailment, is as well noted to be high in nurse’s victims of lateral violence in comparison to non-mistreated hospital nurses. Nurses that suffered lateral violence report little confidence in their institutions and considerably lesser work satisfaction. These nurses are more probable leave their job or resign therefore contributing to reduced efficiency and pitiable communiqué on their working environment (Kennedy, 2012, p. 78) Since lateral violence is frequently carried out with nursing directors and managers, it may be complicated to report. However if lateral violence is overlooked and allowed to persist, the healthcare institutions may be held accountable for the effect. In addition, there might be an augmented cost to the institution, as employees suffering from lateral violence might leave the institution. The expenses of substituting and educating a nurse is approximately $93,000 while the cost of substituting and educating a specialty nurses for instance a emergency department nurse or critical care nurse may be approximately to $146,000 (Randle, 2003, p. 398) The manifold impact of violence eventually together reduces a nurse’s capability to deliver most favorable care to the patient and affecting safety of the patient. In some instances, the employees fight their employer through harassment and intimidation. In such scenario, the nurse manager or the leader fails to dispense their duties due to uncooperative junior worker or nurses. The main reason to why most employees fail to cooperate with their seniors is due to work politics. Most nurses feels that they deserve the senior position as compared to their senior in position; hence fails to oblige to the instruction given to them. These will lead to the nurse manager to be in frustrated, translating reduced performance in work. As nursing practitioner enhances good health in their clients, they ought to enhance their own health and other the other health care providers (Quine, 2001, p. 13) Rocker (2008) pointed out that maltreatment may considerably reduce nurses work contentment or leads to job dissatisfaction and results to work related stress; it also translate to low self-assurance, anxiety, depression and a wish to depart from their employment. Harassment leads to high number of employee turnover, elevated number of illness nonattendance, blighted performance, reduced output, loss of qualified nurses, and pitiable team spirit. This has connotation for the retention and enrollment of nursing staff (Rocker, 2008, p. 7). Surveys have constantly revealed that nurses have had the uppermost suicide tendency in comparison to individuals in different other category of job; 41% high for male nurses and a 131% high for female nurses. Studies have traced the commencement of this dissimilarity to the time used up in nursing school. Trainee enter nursing school with mental or psychological health profiles like to individuals of their friends however wind up suffering from, burnout, depression suicidal tendency and other mental health problems at high rate. In spite of improved access to healthcare, nursing trainee are more probable to handle by opting to self-injurious and dysfunctional deeds, and are less probable to obtain the precise care or even distinguish that they require some sort of involvement (Jung, 2011, p.12). Prevention of work place violence Coursey (2013) pointed out that workplace violence can be prevented through proper channel of communication from the manager or the directors to the less ranked nursing professionals and the training students. With effective communication, every employee will be able to channel out their concern and complains (Coursey, 2013, p. 46). With addressing patients complain at an effective time, will lead to nurses job satisfaction hence improving the quality of care delivery. With improved quality of care delivery, the patient’s safety is not compromised. Similarly, Einarsen (2005) argued that with clear demarcation of duties and responsibilities at work environment, there would be less conflict at workplace hence better coexistence between employees of diverse rankings. The other source of conflict and violence is due to lack of appropriate guidelines and mechanism of appraising and promoting employees. With stipulated guidelines, each employee or nurse will be satisfied with their promotion and of their workmates. As a result of the guidelines, there will be more cooperation and teamwork (Einarsen, 2005, p. 7). With the prevention of workplace violence, harassment, and bully, it will translate to effective communication, teamwork, and collaboration thus help in transitioning of nursing profession. With improved nursing profession, the patient will benefit from high quality of care. Similarly, there will be less ailment related work hence improving job satisfaction (Hockley, 2002, p. 67). Conclusion Workplace harassment, violence and bully is a recurring maltreatment which is characterized with non physical maltreat, verbal mistreatment; or behavior which is intimidating, threatening, degrading or incapacitate which hinders with job of a given employee in an unconstructive manner. In lateral violence, there is an intentional and destructive deeds shown in the place of work by one nurse to another nurse, and possess a considerable predicament in the nursing occupation. The numerous destructive impacts of lateral violence negatively affect equally the working place and the employee or nurse’s capability to offer best possible care to the patient. Victims of lateral violence reports in general reduced sense of comfort, bodily health illness, and depressive sign and symptoms. Their unenthusiastic scrutiny of others, themselves, and the humankind is amplified; moreover, they regularly utilize futile coping mechanisms to handle their issues. Bibliography Read More