Benchmark – Effective Approaches in Leadership and Management
According to Edmonson and Zelonka (2019), a bullying culture results to a poor working environment between both health practitioners and patients. This culture leads to a significant nurse turn over, which incurs approximately between $3-8million annually. Moreover, Intimidation in the nurse’s workstation was associated with being an increased threat to patients and inferior HCAHPS patient contentment levels. The nursing profession considers bullying as “feeding on the young ones”, and most health practitioners consider this as a rite of passage. In general, Bullying of nurses bears a significant impact on health practitioners, the career and the patients. The American Nurses Association describes nurse bullying as recurrent, unsolicited destructive deeds projected to chasten, insult and cause suffering to the recipient. They term it as a grave aspect that endangers the safety of patients, RN safety and the nursing career as a whole. The Nursing paper will lay emphasis on nurse intimidation, the significant impact of intimidation, and how proficient principles of practice may aid in elimination of bullying in the nursing and healthcare help to eliminate bullying in nursing and healthcare industry.
Nurse bullying is seen to be appropriately documented in recent literatures. Edmonson and Zelonka (2019) continue to clarify that nurse intimidation is conspicuous in various settings, ranging from nursing school classroom, the bedside of hospital settings and in leadership boardrooms. According to Edmonson and Zelonka (2019), a recent research indicated that approximately 80% of nursing learners encountered intimidation while in nursing institutions. In another research, nurse-on-nurse intimidation was recounted to be seen or faced by approximately half of nursing learners in the course of medical alterations. Regarding the nurse turnover, more than sixty percent of health practitioners resign from their first occupation in the initial six months because of the conduct of their colleagues.
According to Johnson et al. (2015) continuous exposure to demanding circumstances attributed to workplace intimidation is related with an escalated threat of health concerns. Stress-related health concerns and challenges comprise of various challenges. They include hypertension, heart ailment, physical distress, exhaustion, angina, and, mental health complications, for instance apprehension, melancholy, and post-traumatic strain ailment. Furthermore, workplace maltreatment has been related to additional job-related complications, for instance, deprived job outcome, exhaustion, reduced productivity, deterioration in job contentment, and escalated turnover intentions. The challenges bear a direct impact on safety, contentment and the results.
As a result of the effect of intimidation in healthcare settings, it is vital for healthcare givers, administrators, and leaders to cooperate and ordain professional principles to tackle bullying. In view of the impacts that intimidation has on health practitioners and their patients, practice standards aid in remedying the concern of bullying by offering a standard of satisfactory and non-acceptable conducts. Tackling intimidation in any corporation is vital to guarantee occurrences do not recur in future. Nonetheless, the need for competence in the resolutions governs the development made restraining oppression amongst health practitioners. Foremost, it is vital to comprehend the risk dynamics attributed to intimidation in healthcare settings. According to Dzurec (2017), intimidation entails a long-standing experience, with intricate connections that leave the casualty ardently disgraced. Therefore, the culprit can be a bully not within the workstation but during growth. The desire to comprehend such may make a proficient approach to tackle intimidation in an intrusion that may assist both the offender and the casualty. A zero-tolerance rule for oppression or discourtesy ought to be employed in facilities globally. Nurse Managers and leaders may also generate and request staff attend informative conferences about the prominence, the impacts of bullying or discourtesy on health practitioners, colleagues, and patients, along with ways of ending and reporting nurse intimidation.
Nursing leaders and nursing managers are vital in safeguarding the principles and conduct of nurse professionals in healthcare settings. Nonetheless, the strategy made by leaders and nursing managers in tackling intimidation in the workstation varies. For example, leaders concentrate on what is vital to the corporation compared to the requirements to tackle the influence of the same on health practitioners. Johnson et al. (2015) restated the requisite by managers to maintain the moral principles of a healthcare setting atmosphere to tackle oppression. Therefore, there exists a view that managers have no first-hand information to affirm that the targets of oppression occurrences were intimidated or was an instance of unresolved conflicts at a workstation.
Nursing managers can institute a diverse approach when tackling an instance of oppression in health care settings. For example, if the concern entails a nurse-to-nurse circumstance, there is a requisite to act prior to the incident escalating affecting the job performance and care quality. According to Koh (2016), work settings and levels of stress ca result in intimidation in clinical settings. Therefore, Koh (2016) articulates that nursing managers concentrate on tackling the concerns that impact the working surroundings, as a result, tackling the organization’s needs and personal nurses and integrating the need for leadership roles amongst health practitioners. Therefore, as managers concentrate on the organization’s needs in addressing concerns in the healthcare setting, nursing administrators are dedicated on the working atmosphere and the desire to progress quality of care to patients
Notwithstanding the need for nursing administrators and nursing leaders to tackle oppression, they should preserve competence in the method used. Foremost, there is a need for preventing bullying through incorporation that will restrict health practitioners getting engaged in intimidation. This may be carried out by managing the risk aspects that facilitate bullying in a healthcare setting. This may include a bullying resolution approach for individuals involved in intimidation, both the offender and the casualty. The offender of a victimization situation typically bears more authority compared to the victim or may be in a beneficial point. Therefore, it is important to preserve respect amongst health practitioners and similarly amongst the leaders and nurses. Ultimately, managers and leaders should promote associations amongst personnel through coordination. As this may enhance the care quality, nurse-to-nurse intimidation may be restricted as the team is dedicated on accomplishing a common objective. Moreover, the approach will result in diversity in the group.
The best form of leadership to manage cases of oppression involves cultivating an anti-bullying culture in healthcare settings. Therefore, a transformational leadership style may be considered as the opportune method of addressing oppression in health atmosphere. The style of leadership is based on efficient communication amongst leaders and subordinate personnel. Moreover, leaders are keen to attend to the subordinates’ contribution in tackling a conflicting concern in a clinical setting. Both the nurse leaders and nurse managers can cooperate to resolve intimidation before the occurrence of a related incident. According to Dzurec (2017), changes in the organizational culture are the best forms of addressing oppression or behavioral occurrences in clinical settings. Nonetheless, there is a need for management that will integrate the needed cultural changes.
Bullying in nursing is a significant occurrence that bears a significant effect on all practitioners notwithstanding various facets such as sex, age and working experience. This has a significant impact the general turnover, quality of care, and discrete job outcomes amongst bullying victims. Nonetheless, bullying incidences may be managed in a clinical setting depending on the introduction of an anti-bullying policy and similarly altering the company’s culture. In general, this is subject to the style of leadership instituted by a healthcare giver.
Dzure, L. C. (2017). When bullies rule. Nursing Centered. https://www.reflectionsonnursingleadership.org/features/more-features/Vol43_1_when-bullies-rule
Edmonson, C., & Zelonka, C. (2019). Our Own Worst Enemies. Nursing Administration Quarterly, 43(3), 274–279. https://doi.org/10.1097/naq.0000000000000353
Johnson, S. L., Boutain, D. M., Tsai, J. H., Beaton, R., & De Castro, A. B. (2015). An exploration of managers’ discourses of workplace bullying. Nursing Forum, 50(4), 265-273. https://doi.org/10.1111/nuf.12116
Koh, W. M. (2016). Management of work place bullying in hospital: A review of the use of cognitive rehearsal as an alternative management strategy. International Journal of Nursing Sciences, 3(2), 213-222. https://doi.org/10.1016/j.ijnss.2016.04.010
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