User:Carlykoppenhaver/sandbox

Workplace violence

before: The United States Department of Labor's purpose is to " promote a safe environment for our employees and the visiting public, and to work with our employees to maintain a work environment that is free from violence, harassment, intimidation, and other disruptive behavior". Therefore, the DOL has provided information in order to work towards their purpose of keeping the workplace safe for individuals. The information is provided in order to help the people of the workplace to be able to identify potentially harmful behaviors as well as recognize their responsibilities to prevent violent behavior. The DOL administered the Workplace violence program in order to help employees respond to and prevent workplace violence through better understanding. They have also identified seven key factors to help prevent workplace violence:

after: The United States Department of Labor's purpose is to " promote a safe environment for our employees and the visiting public, and to work with our employees to maintain a work environment that is free from violence, harassment, intimidation, and other disruptive behavior". Hemati-Esmaeili (2018) supports,“As worksites for healthcare providers and related occupations vary in purpose, size, and complexity, WVPP should be designed to specifically target the unique nature and varied needs of each organization” (par. 5). Therefore, the DOL has provided information in order to work towards their purpose of keeping the workplace safe for individuals. The information is provided in order to help the people of the workplace to be able to identify potentially harmful behaviors as well as recognize their responsibilities to prevent violent behavior. The DOL administered the Workplace violence program in order to help employees respond to and prevent workplace violence through better understanding. They have also identified seven key factors to help prevent workplace violence:

Workplace Bullying

before

Organizational culture[edit]
Bullying is seen to be prevalent in organizations where employees and managers feel that they have the support, or at least the implicit blessing of senior managers to carry on their abusive and bullying behaviour. Furthermore, new managers will quickly come to view this form of behaviour as acceptable and normal if they see others get away with it and are even rewarded for it.

When bullying happens at the highest levels, the effects may be far reaching. People may be bullied irrespective of their organizational status or rank, including senior managers, which indicates the possibility of a negative domino effect, where bullying may cascade downwards, as the targeted supervisors might offload their own aggression onto their subordinates. In such situations, a bullying scenario in the boardroom may actually threaten the productivity of the entire organisation.

after:

Organizational culture[edit]
Bullying is seen to be prevalent in organizations where employees and managers feel that they have the support, or at least the implicit blessing of senior managers to carry on their abusive and bullying behaviour. Vertical violence is a specific type of workplace violence based on the hierarchical or managerial structure present in many healthcare based establishments. This type of workplace violence, “is usually generated by a power imbalance, whether due to a real hierarchical structure or perceived by professionals. It generates feelings of humiliation, vulnerability, and helplessness in the victims, limiting their ability to develop competency and defend themselves” (Pérez-Fuentes et. al 2021, pg 2) Furthermore, new managers will quickly come to view this form of behaviour as acceptable and normal if they see others get away with it and are even rewarded for it.

When bullying happens at the highest levels, the effects may be far reaching. People may be bullied irrespective of their organizational status or rank, including senior managers, which indicates the possibility of a negative domino effect, where bullying may cascade downwards, as the targeted supervisors might offload their own aggression onto their subordinates. In such situations, a bullying scenario in the boardroom may actually threaten the productivity of the entire organisation.

before:

Culture of fear[edit]
Main article: Culture of fear

Ashforth discussed potentially destructive sides of leadership and identified what he referred to as petty tyrants, i.e., leaders who exercise a tyrannical style of management, resulting in a climate of fear in the workplace. Partial or intermittent negative reinforcement can create an effective climate of fear and doubt. When employees get the sense that bullies "get away with it," a climate of fear may be the result. Several studies have confirmed a relationship between bullying, on the one hand, and an autocratic leadership and an authoritarian way of settling conflicts or dealing with disagreements, on the other. An authoritarian style of leadership may create a climate of fear, where there is little or no room for dialogue and where complaining may be considered futile.

In a study of public-sector union members, approximately one in five workers reported having considered leaving the workplace as a result of witnessing bullying taking place. Rayner explained these figures by pointing to the presence of a climate of fear in which employees considered reporting to be unsafe, where bullies had "got away with it" previously despite management knowing of the presence of bullying.

after:

Culture of fear[edit]
Main article: Culture of fear

Ashforth discussed potentially destructive sides of leadership and identified what he referred to as petty tyrants, i.e., leaders who exercise a tyrannical style of management, resulting in a climate of fear in the workplace. Partial or intermittent negative reinforcement can create an effective climate of fear and doubt. When employees get the sense that bullies "get away with it," a climate of fear may be the result. Several studies have confirmed a relationship between bullying, on the one hand, and an autocratic leadership and an authoritarian way of settling conflicts or dealing with disagreements, on the other. An authoritarian style of leadership may create a climate of fear, where there is little or no room for dialogue and where complaining may be considered futile. In professions where workplace bullying is common, and employees do not receive sufficient support from their coworkers or managers, it often generates feelings of resignation that lead them to believe that the abuse is a normal and inevitable part of the job.

In a study of public-sector union members, approximately one in five workers reported having considered leaving the workplace as a result of witnessing bullying taking place. Rayner explained these figures by pointing to the presence of a climate of fear in which employees considered reporting to be unsafe, where bullies had "got away with it" previously despite management knowing of the presence of bullying.

before:

Nursing[edit]
Main article: Bullying in nursing

Bullying has been identified as being particularly prevalent in the nursing profession although the reasons are not clear. It is thought that relational aggression (psychological aspects of bullying such as gossiping and intimidation) are relevant. Relational aggression has been studied amongst girls but not so much amongst adult women.

after:

Nursing[edit]
Main article: Bullying in nursing

Bullying has been identified as being particularly prevalent in the nursing profession. It is thought that relational aggression (psychological aspects of bullying such as gossiping and intimidation) are relevant. Relational aggression has been studied amongst girls but not so much amongst adult women. A lot of bullying directed towards nurses is inflicted by patients, and nurses are at such higher risk because the most patient exposure. Especially today with the shortage of nurses, nurses are seeing more patients for longer amounts of time which can lead to increases stress levels if they are a victim of bullying.

Nursing shortage:

Impacts Specifically Regarding Nurses and the Result[edit]
Nursing shortages have an impact on the healthcare environment in all aspects of nursing, but it does impact other nurses directly causing the nursing community to face issues of burnout. Burnout is a feeling that nurses experience when an overwhelming amount of workload is placed on a nurse. Usually this causes nurses to experience exhaustion in many different aspects, a sense of depersonalization, and a sense of not feeling accomplished enough. Sometimes, burnout can interfere with good professional behavior, and play a factor in the quality of care nurses give their patients. The feeling of burnout tends to contribute to feelings of stress. In relation to burnout, nurses are known to experience sleep disturbance in which consist of trouble falling asleep as well as poor quality sleep. Sleep disturbance correlated directly with stress and burnout presenting that nurses with a higher level of sleep disturbance had low levels of stress management.The issue of burnout tends to be a common factor many nurses face due to the stress from an overwhelming workload, which can make it hard for some nurses to fall in love with their career field. Poor working conditions can place the nurse at higher risk for being a victim of workplace violence, such as not taking the proper vacation time, causing increased patient exposure as well as stress and exhaustion. This can have a negative affect on patient care as some nurses may resort to bringing self defense weapons to work to protect themselves. If a patient were to get ahold of this weapon, it could pose a threat to themselves as well as other patients.