Incivility Of Organizations : Who Is The Blame?

The purpose of this integration paper is to educate about lateral violence in the professional setting, more specifically within the nursing profession. Lateral violence is defined as “profound and pervasive source of occupational stress with physical and psychological and organizational consequences.” (Cervalolo, D). Types of lateral violence include rude comments, verbal attacks, condescending language, sexual misconduct, lack of collaboration, professionally attacking a person integrity and reputation, blaming others for your own mistakes in front of others and family members of the patient, withholding important information and other non-professional behaviors.

Moreover, another type of violence which nurses experience is horizontal violence. Horizontal violence is described as “hostile, aggressive, and harmful behavior by a nurse or group of nurses toward a co-worker or group of nurses via attitudes, actions, words, and behaviors” (Becher & Visovsky, 2012, p. 210). Horizontal violence not only involves nurse-nurse violence but includes nurse-physician and nurse-supervisor violence. The perpetrator displays behaviors associated with horizontal violence which may include refusing to lend assistance, criticizing, intimidation, gossiping, name-calling, and ignoring (Becher & Visovsky, 2012). The American Nurses Association sets the expectations for nursing standards. According to the American Nurses

I was particularly impressed by way this meeting dissected critical issues. The participants of this gathering welcomed openness and honesty from all. This meeting investigated ethical issues regarding patient care, and scenarios in which one’s discretion licensed him/her to question a patient’s judgments. This gathering also addressed the issue of productivity, in terms of sustaining it and enhancing it amid a taxing and demanding environment. The participants then proceeded to address common relational issues, which involved disagreements among nurses, and conflict mitigation. After witnessing the dynamics of this meeting, it became readily apparent that conflict

The past decade accrediting and nursing professional bodies such as the Joint Commission and the American Nurses Association have been taking a closer look at the occurrence of incivility between coworkers in healthcare (Smith, Morin & Lake, 2018). In 2015 the American Nurses Association (ANA) came out with a position statement that addressed incivility within the nursing code of ethics. In this position statement the ANA (2015) proposes that nurses create a culture and environment of civility and kindness treating coworkers, colleagues, students with dignity and

Incivility is an umbrella term used to describe any type of negative behavior directed towards another individual that may impact the way that they behave and/or feel. While incidences of incivility may be visible in most professional careers, it’s significance in nursing has prompted a provisional statement from the American Nurses Association. “The nurse creates an ethical environment and culture of civility and kindness. Disregard for the effects of one’s actions on others, bullying, harassment, intimidation, manipulation, threats, or violence are always morally unacceptable behaviors” (American Nurses Association, 2015, p. 4). Dumont, Meisinger, Whitacre, & Corbin (2012)

Horizontal violence is characterized by the presence of series of undermining incidents overtime, as opposed to one isolated conflict in the workplace (Jackson, Flirtko, & Edenborough, 2007). I believe that being a nurse is one of the most rewarding careers. At the same time it is very challenging work physically and emotionally. When faced with horizontal violence in a workplace; it makes it very difficult for the nurses to provide a focused patient care especially working under mostly male physicians and being looked down upon at times. Cherished nursing characteristics, such as sensitivity and caring are viewed as less important or even negative when compared to those of medical practitioners, who often are seen as the central culture in health care (Woelfle & McCaffrey).

Thesis • Horizontal violence among nurses reduces the quality of care patients receive and influences whether students remain in the nursing profession based on clinical experiences during placement. • The Canadian Nurses Association (2005) defines horizontal aggression “as aggressive behaviour that one registered nurse commits against another in the workplace.” • Tolerance of horizontal violence is connected with hierarchical nature of abuse and continues to be unreported and overlooked because in many incidents the perpetrator involved is a supervisor, nurse manager or charge nurse. “In order to succeed, [nurses] must accept that their role is defined by those with power and authority (pitts, 1985).

Wilson, B., & Phelps, C. (2013, January). Horizontal Hostility: A Threat to Patient Safety. Retrieved April 03, 2017, from http://www.nursingcenter.com/cearticle?an=00128488-201301000-00004&Journal_ID=260876&Issue_ID=1512692#P19

Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012).

Of all professions, nursing has been consistently ranked as the most honest and ethical of all professions polled. In fact, this year our profession was ranked the most honest and ethical for the thirteenth year in a row (Sachs & Jones, 2014). But for our consistent rankings, there is a quiet festering problem that has been growing among us; a problem that has largely been disregarded as too infrequent to worry about or just paying your dues. The problem is “not new to nursing, but has been long ignored as an issue critical to the profession. As a result, the behaviors have been allowed to contaminate the work environment” (Longo, 2013, p. 951). Only in the last decade has substantial research been conducted across many cultures that shows this problem to be a widespread and serious problem (Ekici & Beder, 2014, p. 24). This problem is workplace bullying, also referred to as lateral/horizontal violence or vertical violence. This bullying, while seemingly trivial at times, can have broad and devastating consequences. Most notable of these effects of the consequences are employee productivity, mental and physical health, retention of staff, facility costs, and most importantly, patient safety (Ekici & Beder, 2014, pp. 25,31; Gaffney, DeMarco, Hofmeyer, Vessey, & Budin, 2012, p. 2). Bullying can be experienced by anyone at any level of the work place: graduate nurses, experienced nurses, charge

According to Purpora and Blegen, approximately 60% of actual errors in patient care result from poor and ineffective communication (para. 3). Horizontal violence causes a decrease in effective communication between caregivers which places the patient’s safety in jeopardy. Horizontal violence decreases staff morale which leaves room for error in the workplace (Longo & Smith, 2011).

Nurses have a professional responsibility to ensure that safe boundaries are kept in the relationship between patient and Nurse. It is these boundaries that provide the nursing profession with integrity, and according to Baca (2010, pp.195) it is essential these boundaries be maintained because of the difference in power between the nurse and patient. However, boundary violations can occur, when a nurse crosses from the zone of helpfulness to over involved, the ANMC (2011 pp.3) believes that when a violation occurs a nurse is behaving unprofessional manner and misusing their power in the patient nurse relationship. This misuse of power can be categorized into 3 types; boundary crossing, boundary violation and the extreme form of sexual misconduct. Often by mistake a nurse could cross the boundary without thought, a

Nurses have a professional responsibility to ensure that safe boundaries are understood and maintained in a patient/nurse relationship. Nurses should be knowledgeable regarding professional boundaries and continued education assists them to achieve this. It is these boundaries that provide the nursing profession with integrity, and according to Baca (2010, pp.195) it is essential these boundaries be maintained because of the difference in power between the nurse and patient. However, boundary violations can occur, when a nurse crosses from the zone of helpfulness to over involved, the ANMC (2011 pp.3) believes that when a violation occurs a nurse is behaving in an unprofessional manner and misusing their power in the patient nurse relationship. This misuse of power can be categorized into 3 types; boundary crossing, boundary violation and the extreme form, of sexual misconduct. Often a nurse could cross the boundary without thought, a violation is a more serious matter when according to the ANMC (2011 pp. 5) the nurse puts his or her own needs in front of the

To assure quality and to promote a culture of safety, health care organizations must address the problem of behaviors that threaten the performance of the health care team.

Harassment and discrimination contradict the ethical principles of beneficence and nonmaleficence which nurses are required to live by, and in doing so the work environment is desecrated. According to Lee, Bernstein, Lee, & Nokes (2014) nurses reported being bullied more than any other group of health care workers (p.257), hence it was not surprising that this writer’s literary review revealed that 30% - 50% of all new Registered Nurses elect to either change positions or leave nursing completely within the first three years of clinical practice (MacKusick &