...Have you ever heard the phrase “old nurses eat their young”? This phrase was previously used in place of what is now called lateral violence. Lateral violence can also be called horizontal violence, or bullying, and it refers to the deliberate or harmful behavior presented in the workplace, between employees who handle the same level of responsibility (Christie & Jones, 2013). According to Christie & Jones (2013), senior nurses are culprits of initiating lateral violence towards novice nurses, which is very unfortunate because they are the future of nursing. “Studies estimate that 44% to 85% of nurses are victims of lateral violence and up to 93% of nurses’ reported witnessing lateral violence in the workplace” (Christie & Jones, 2013 p. 1) Lateral violence has resulted in “decreased sense of well-being, physical health complaints, sleep...
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...to nurses as well. The concept of lateral violence or nurse bullying isn’t new. Purportedly, an article in The New York Times, published in 1909, noticed that head nurses abused their position in “the abominable outrages” and “outright persecution” against other nurses (Castronovo, Pillizzi, & Evans, 2015). This paper will explore modern day bullying behaviors, causes and impact and, more importantly, who is ultimately responsible for ending the cycle of violence. Given the entrenched nature of lateral violence, the change needed does not rest with one entity, but rather starts with nursing staff recognizing the offenders, continues on to nurse managers supporting their staff and recognizing the problem and ends with determined hospital administrators enforcing a zero-tolerance policy. Background Bullying occurs when a person, over time, becomes aware that they are enduring destructive or antagonistic behavior from one or more individuals, and the person bullied has a hard time guarding against the abuse. Three common indicators...
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...what is truly happening, one need to understand what each of these terms mean. “Incivility is one or more rude, discourteous, or disrespectful actions that may or may not have a negative intent behind them” as stated by the American Nurse Association (2001). Examples of incivility in the nursing profession are as follows: (1) Not returning phone calls or e-mails (2) using inappropriate language such as profanity (3) saying negative things about people to coworkers (4) Spreading rumors or gossiping about a coworker behind their back. Jennifer Becher and Visovsky described horizontal violence as “hostile, aggressive, and harmful behavior by a nurse or group of nurses toward a coworker or group of nurses via attitudes, actions, words and/or behaviors” (2012). Other names for horizontal violence include but not limited to lateral violence, workplace incivility, interpersonal abuse, workplace violence, interpersonal conflict, and psychological...
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...cited in Stevens, 2002), identified retention issues as being a major factor in the international nursing shortage. Stevens (2002), suggests that intimidation and the bullying of nurses by nurses and the management culture that dismisses it, as a major factor in retention of nurses. Stevens also suggests that intimidation is viewed as a minor annoyance, and how management improves the way in which this issue is addressed in nursing will be critical for the improvement of retention. Stevens reported that in a case study performed in an Australian teaching hospital found that the bullying culture was the main reason for nurses not wanting to stay at the hospital or in the nursing profession at all. Relationship to Nursing Workforce Trends Workplace bullying is prevalent in many organizations resulting in high turnovers, low productivity, and a negative organizational...
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...More often than not, incivility in the workplace (either external or internal) creates a tension-filled environment. The stress and negative energy generated from the detrimental behavior of even one colleague or patient can be contagious and exert its disruptive effect on the entire staff. Disruptions are often manifested in the splitting of staff, decreased communication and collaboration, lack of teamwork, low morale, and increased staff absenteeism and turnover (Yoder-Wise, 2015, p. 465). These disruptive factors lead to decreased efficiency, meaning more energy has to be expended to achieve the same productivity; subsequently, increasing the probability of mistakes/errors and putting the patient population at risk. Remarkably, Yoder-Wise...
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...Disruptive Clinician Behavior and the Effect on Patient Outcomes Abstract Hostility and disruptive behavior within healthcare facilities have been identified as factors that may contribute to poor patient outcomes. Studies have been conducted that have assessed bad behavior on the part of patients and patients’ families, but of more recent concern are disruptive behaviors by physicians and other healthcare workers. In an effort to reduce the frequency of these incidents of disruptive behavior mandates have been issued regarding the implementation of policies and procedures which specifically address disruptive behavior among healthcare workers. The aim of this paper is to review research relevant to frequency of disruptive behavior among healthcare workers, the effect of this type of behavior on clinical outcomes, and efforts to decrease its incidence. Disruptive Behavior is a Cause of Poor Patient Outcomes Disruptive behavior has been recently defined by the American Medical Association, and The Joint Commission now requires the facilities they accredit to create a plan to outline acceptable behaviors, unacceptable behaviors and how they will address the latter (Rosenstein & O’Daniel, 2005.) Members of the healthcare team should receive training in regards to an organization’s Code of Conduct. Causes of disruptive behavior may include a culture of power among physicians, a culture of oppression among nurses (especially female nurses when dealing with...
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...The term “Bully” is defined as a form of aggressive behavior manifested by the use of force or coercion to affect others (Citation?). It comes in different styles and degrees. It can happen during many stages of life and between cultures, sexes, and the list goes on. It occurs due to sexuality, size, color, creed and religion. It is in our schools, colleges, Universities and workplaces. I guess we can say the Bullying is not discriminatory. (This discussion needs to be more general, more objective, remove “us” and make declarative statements). Bullying today is a term well known and often referred to in conversations among old and young alike. What drives a person to be a bully? How did being bullied make you feel? Almost everyone would agree that there is no excuse for bullying. Why a person becomes a bully is not reason or excuse for the bad behavior. This paper will explore bullying by examining the causes and the effects of bullying behavior. Causes and Effects Bullying is seen in the television culture as an acceptable behavior. For example, bullying is expressed in television sitcoms such as “Big Bang Theory” where a group of friends that are employed by a university as scientists and engineers. These characters are considered “geeks” or “nerds” because, as adults, they like comic book action heroes, video gaming and have a high intellect. Society has chosen these names for these people who are a little different than their peers in their looks, likes and IQ. Often...
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...Stress is a common occurrence in the workplace. In health care in particular, there are high levels of stress which can have a negative impact on the environment, the staff, and ultimately the patients. Nurses are subjected to a great deal of occupational stress which in turn impacts the quality of patient care. Occupational stress can be defined as, “the destructive physical and emotional response that occurs when the requirements of the job do not match the capabilities or desires of the employee” (Hall, 2004). The health care profession is unique in its ability to cause stress on its employees. Health care environments are fast-paced settings in which nurses and physicians are physically responsible for the well-being of other people (Hall, 2004). Nurses are held accountable to physicians, administrators, as well as patients and their families (Hughes & Clancy, 2009). They are continually being told what to do by multiple people who all have different goals and ideas, which can be very testing at times. A sample of ten RNs was interviewed from a University Hospital Level 1 Trauma Center about work-related stressors under normal working conditions (Hall, 2004). The top stressors identified among these nurses were: systems barriers to meeting patient needs, self-expectations, shortage of nurses, and colleague’s inexperience (Hall, 2004). All ten of the nurses identified lack of equipment and supplies needed to care for their patient’s as a major stressor. Another major source...
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...Toxic Working Environments: Recognizing Workplace Bullying Aug 2, 2010 Andrew Mitchell A Bully's Tirade - bulagm Bullying affects workers that are usually at the "work unit" level. It occurs mostly when organizations support and reinforce its existence. Bullying in the workplace has a variety of labels, such as psychological harassment, emotional abuse and mobbing. Workplace bullying is characterized by: intentional, repeated and enduring aggressive behaviors (most frequently verbal); intended to be hostile and/or perceived as hostile by the recipient; usually unpredictable, irrational, and unfair. Workplace bullying makes work an anxiety-ridden experience. No one wants to go where they've been chosen for target practice. A workplace prone to bullying is one where people do not respect or value the benefits of difference. There is usually an air of fear. Supervisors are typically without adequate training in managing people. Accountability structures are not properly defined. There is usually too much work and/or overly intense supervision. Performance appraisals are either too subjective or have little objectivity in criteria. Communication channels are unclear. The typical pattern of workplace bullying is when someone is genuinely going after a coworker. The bully singles out the coworker for abuse. Targets are usually good at their work, non-confrontational and/or unassertive. They may be friendly yet mind their own business and often are not members...
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...According to McShane and Von Glinow, “organization structure refers to the division of labor as well as patterns of coordination, communication, work flow, and formal power that direct organization activities” (2003, p. 446). The purposes of this memorandum are to identify and describe the formal organizational structure of the Smith & Falmouth (S & F) company. The S & F is a tele-shopping and mail order network that has operation in the United States and Canada. The memorandum also compares S & F’s structure with other organizational structures, analyze the effectiveness of the S & F organization’s informal culture with the formal structure. The memorandum also assesses the informal culture of the S & F’s company, determines its impacts on the formal structure, and discusses the role of power and politics within the organizational culture. In addition, the memorandum will demonstrate the power and politics within the S & F culture and recommend the most effective leadership style to Irene Seagrave, chief executive officer of the S & F. In terms of labor and coordination, the formal structure of S & F was coordinated through informal communication under a formal hierarchy that included sharing information on the mutual task between the three managers and the chief executive operation. According to McShane and Von Glinow (2004), the Hierarchy assigns legitimate power to individuals for directing the work flow. In terms of elements of organizational structure, S & F was a flat...
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...Communication is a major component of the nursing profession. A problem that is common in the facility where I work is ineffective communication in the workplace. Ineffective communication in the nursing profession could potentially have a negative effect on nurses as well as the patients that are cared for on a daily basis. One example of ineffective communication that often comes to mind is in giving report from one unit to another. It is imperative to give a clear, concise report on your patient to others that may be involved in their care. So many times, when a patient is being transferred, report is called and given to one nurse. Many times the nurse who receives the report may not even be the nurse who will be caring for the patient. When this occurs, it is extremely easy for orders to be misunderstood, important parts of the patient’s history to be missed and allergies that are miscommunicated. Each of these points could end in a potentially life threatening situation for the patient. Ineffective communication can easily be contributed to by the workload of the nurses and physicians, the lack of time a nurse has to do his or her job and interruptions during the course of the shift. When these specific factors arise, the communication between physician and nurse as well as between nurse and patient begins to be burdened. When communication is burdened, patients ultimately lose. Certain orders do not get ordered, certain medications are not given, and patient...
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...Because men and women are visual beings, physical attraction is an occurrence that happens naturally. It is difficult to avoid the varying levels of interaction between male and female counterparts within the workplace. Trying to manage human nature and the evolution of interpersonal relationships at work have a positive and negative effect on all parties involved; directly and indirectly. Relationships in general are emotional roller coasters therefore anyone choosing to engage in romance in the workplace must be made aware that they are taking a gamble. Consequently, employers attempting to permit these interactions will also be taking a risk. Implementing a Consensual Relationship Agreement (CRA) may be beneficial with forming workplace boundaries and aid in the facilitation of continuity and maintenance of workplace efficiencies when these types of relationships exist. CRAs are virtually “love contracts” which implement guidelines and agreements between employer and employee regarding the handling of workplace romantic interactions. This type of agreement constitutes the relationship as consensual between individual adults, requires the parties to attest to the fact that it will not hinder the job performance of either individual, in the event the relationship is short lived it identifies the potential consequences of any irreconcilable differences resulting from the romantic relationship, and holds the employer harmless and releases the employer from liability of any negative...
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...Employee HANDBOOK PHILIPPINES Welcome to STARTEK Welcome Brand Warrior! Thank you for joining the STARTEK family. Our mission is to enable and empower you to successfully promote and defend our clients’ brands. Our focus is on ensuring that you are successful in your new position. You are now a Brand Warrior ready to empathize with your customers and fellow employees and take ownership to solve the customer’s issue. You have been hired because you have the determination, enthusiasm and passion for excellence. This handbook was developed to describe the expectations we have for our employees. It also outlines the policies, programs, and benefits available to eligible employees. I strongly encourage you to familiarize yourself with the contents of this employee handbook as soon as possible as it will answer many questions about employment with STARTEK. We are in the business of helping people through our interactions with them. We impact lives one conversation at a time every single day. Enjoy your experiences at STARTEK and know that all of us are here to help and be sure to have fun! Chad Carlson President & Chief Executive Officer Welcome to STARTEK Welcome Brand Warrior! I feel it’s a great honor to welcome to the STARTEK family our newest Brand Warriors. At STARTEK, being a Brand Warrior is an opportunity to make a difference. You’ll find the STARTEK team consists of talented individuals working together to create a winning team. The ONE TEAM ...
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...OB & HRM ASSIGNMENT 2 Summary Report for: Sales Associate Sell merchandise, such as furniture, motor vehicles, appliances, or apparel to consumers and also ringing up to your purchases. Education & Experience required | Goals and Objectives of position | Knowledge & Skills| Physical Requirements | Special Problems & Hazards| Work Styles | Major responsibilities of the job & Percentage |Factors responsible for successful Performance | Analysis of Physical abilities | Job Description | Personal and professional development goals | Date for next Development meeting | Wages | Additional Notes| Education & Experience required: Graduation/ High School Diploma 1 year work experience in similar field Goals and Objectives of position: Goal to develop new ideas for improvement of sales, try to keep respective company Ahead of others. Improve sales of the company enabling the rate of production of Particular product and hence making the company grow. | Knowledge and Skills: Sales and Marketing: Should have Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems. Customer and Personal Service: Knowledge for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services for customer satisfaction. English Language: Knowledge...
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...Proceed with the Weed Today in the United States there are twenty four states, three states are still pending to the next step, that have legalized marijuana for medicinal purposes only, for Washington and Colorado they have legalized it for recreational use (ProCon.org). There is a tremendous problem with marijuana in today’s society; people get arrested every day for this so called “crime.” This to most states is no longer a crime, being that most states are just starting to de-criminalize marijuana instead of legalizing marijuana. De-criminalization is not the same as legalization. De-criminalization determines whether or not someone should be taken to jail or not, all depending on the amount of marijuana they have on them. “De-criminalization means that a state repealed or amended its laws to make certain acts criminal, but no longer subject to prosecution. In the marijuana context, this means individuals caught with small amounts of marijuana for personal consumption won’t be prosecuted and won’t subsequently receive a criminal record or a jail sentence. In many states, possession of small amounts of marijuana is treated like a minor traffic violation” (Reuters). Marijuana should be legalized throughout the whole United States for three major reasons: money for the government, dropping crime rate, and medical conditions. Marijuana can be used as a medicine for the sick and for people with chronic pain issues or even anxiety. With the legalization of marijuana our...
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