LateralViolence among Nurses in the Workplace
LateralViolence among Nurses in the Workplace
Lateralviolence is a case where a faction of employees shows some forms ofuntoward actions and behavior against their colleagues. Such peopleusually engage in these activities in a bid to demonstrate some levelof disapproval of their workmates or to intimidate them(Fink-Samnick, 2015). Consequently, the individuals who are subjectedto such actions typically feel unvalued, and their work capabilitymay reduce over time, thereby impacting on the general servicesprovided at a given health facility. In details, this document aimsat highlighting the information presented in the three articles aboutthis topic.
Althoughthe issue of lateral violence exists, there is high chance that themanagement of a given health facility may fail to get knowledge of it(Liu, 2003). As a result, there is a possibility that the victimscould suffer in silence as they attach some level of stigma towardssuch, and may not find it possible to open up to some of thechallenges that they face (Sheridan-Leos, 2008). About this aspect,it is necessary to the analysis of this topic in a bid to establishsome of the elements that are commonly characterized by these kindsof practices to create techniques that would be crucial to stoppingthem and help alleviate the subjects of these innuendos from doingsuch.
GriffinM (2004) indicates that lateral violence emanates from the feelingsheld by some workers, whereby believing they are stronger thanothers. Accordingly, such persons are bound to engage in activitiesthat are quite demeaning to those that they consider as, ‘weak.`The findings of a research study that Griffin conducted on twenty-sixnurses showed that awareness of lateral violence has a high chance ofreducing such cases, especially among newly licensed ones as they canquickly identify it and take appropriate actions to stop it.
Embree(2010) also aimed at highlighting the causes and effects of lateralviolence among nurses. One of the primary factors that the researcherestablished to be behind the activities included, strict hierarchystructures within the nursing establishment, as well asdisenfranchising work practices that do little to enhance employeemorale. The researcher, therefore, developed recommendations thatwould help reduce the cases of lateral violence of the workers. Oneof them lay in the management of health facilities providing theirstaffs with the relevant skills that could be crucial towards dealingwith the problem in entirety.
Descriptionof the problem
Broome& Williams-Evans (2011) argue that bullying has far-reachingphysiological and psychological impacts on the victims. It is,therefore, the duty of all the stakeholders involved in a givenhealthcare facility to ensure that they develop strategies which willensure that the practice significantly reduces in the workplace. Someof the strategies that they put forward, which could help in reducingthe cases of bullying comprise the proper education of all theemployees of the health facility.
Problemand Course Student Learning Outcomes
Notably,this topic will be substantial in according the learner with waysthrough which nurses can deal with the issue of lateral violence atworkstations. As a result, the learner will be able to gain knowledgeof how to examine ethical issues and make decisions that may be facedin the healthcare field. The more the learners are aware about theways of dealing with lateral violence among women, the further theyare able to ensure that proper ethical outcomes are addressed.
Bybringing the issue of lateral violence to light, will enable all thepersonnel found at the health facility to understand the importanceof respecting their colleagues and taking actions that will show thatthey have high value towards them. It is also essential for themanagement of health facilities to develop the codes of practice thatthe personnel need to follow.
Broome,B. S., & Williams-Evans, S. (2011). Bullying in a caringprofession: Reasons, results, and recommendations.Journal of Psychosocial Nursing & Mental Health Services, 49(10),30-5. Retrieved from: http://www.ncbi.nlm.nih.gov/pubmed/21919429
Embree,J. L. (2010). Concept analysis: Nurse-to-nurse lateral violence.Nursing Forum, 45(3), 166-73. Retrieved fromhttp://onlinelibrary.wiley.com/doi/10.1111/j.1744-6198.2010.00185.x/full
Fink-Samnick,E. (2015). The new age of bullying and violence in health care: theinter-professional impact. Professionalcase management, 20(4),165-174. Retrieved from:http://journals.lww.com/professionalcasemanagementjournal/Abstract/2015/07000/The_New_Age_of_Bullying_and_Violence_in_Health.2.aspx
Griffin,M. (2004). Teaching cognitive rehearsal as a shield for lateralviolence: An intervention for newly licensed nurses. The Journalof continuing education in nursing, 35(6), 257-262. Retrievedfrom:http://www.healio.com/nursing/journals/jcen/2004-11-35-6/%7Bd69852b1-a170-4a73-b332-0ce7f17edbd6%7D/teaching-cognitive-rehearsal-as-a-shield-for-lateral-violence-an-intervention-for-newly-licensed-nurses
Liu,X. (2003). Policytools for the allocative efficiency of health services.Geneva: World Health Organization. Retrieved from:http://apps.who.int/iris/bitstream/10665/42787/1/9241562528.pdf
Sheridan-Leos,N. (2008). Understanding lateral violence in nursing. ClinicalJournal of Oncology Nursing, 12(3),399. Retrieved from:http://search.proquest.com/openview/e2cb9ac0e5ad7923b885a9d487a49840/1?pq-origsite=gscholar