Discussion Board 5

Discussion Board 5

[Name]

[Institute]

Author Note

Discussion Board 5

For healthcare leaders, there is no act more challenging than to prevent violence in the workplace against nursing staff. While such an occurrence is rather frequent in healthcare facilities, most of these occurrences go unreported as a direct result of this data being left unreported, or no action being taken against it ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"Luo9DFLy","properties":{"formattedCitation":"(Escribano, Beneit, & Luis Garcia, 2019)","plainCitation":"(Escribano, Beneit, & Luis Garcia, 2019)","noteIndex":0},"citationItems":[{"id":1172,"uris":["http://zotero.org/users/local/0omESN17/items/2QB6LHXV"],"uri":["http://zotero.org/users/local/0omESN17/items/2QB6LHXV"],"itemData":{"id":1172,"type":"article-journal","title":"Violence in the workplace: some critical issues looking at the health sector","container-title":"Heliyon","page":"e01283-e01283","volume":"5","issue":"3","archive":"PubMed","archive_location":"30886929","abstract":"BACKGROUND: The literature on occupational violence and even more the literature on violence against nurses in health settings have evidenced inconsistencies regarding how workplace violence has been conceptualized. PURPOSE: To review and discuss some inconsistencies regarding how workplace violence against nurses in health settings has been conceptualized paying special attention to the challenges posed to the health of nurses stemming from patients, visitors or co-workers. METHOD: Review of data of the European Working Conditions Surveys, and National Surveys on Working Conditions in Spain. DISCUSSION: It is necessary to overcome these conceptual inconsistencies on violence in order to carry out intervention programmes based on solid theoretical grounds. CONCLUSIONS: Violence against nurses takes place within an organisational climate defined by role relationships. The organizational climate can either reduce the likelihood of violence or, on the contrary, instigate violent behaviors.","DOI":"10.1016/j.heliyon.2019.e01283","ISSN":"2405-8440","journalAbbreviation":"Heliyon","language":"eng","author":[{"family":"Escribano","given":"Rubén Blanco"},{"family":"Beneit","given":"Juan"},{"family":"Luis Garcia","given":"Jose"}],"issued":{"date-parts":[["2019",3,2]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Escribano, Beneit, & Luis Garcia, 2019). This not only impacts the nursing staff and their ability to work to the best of their potential, but it also prevents healthcare facilities from being able to carry out business in a normal fashion. Furthermore, it also keeps the healthcare facility from hiring new nurses and being able to retain them for an extended period of time ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"33wx9grq","properties":{"formattedCitation":"(Danesh, Malvey, & Fottler, 2008)","plainCitation":"(Danesh, Malvey, & Fottler, 2008)","noteIndex":0},"citationItems":[{"id":1169,"uris":["http://zotero.org/users/local/0omESN17/items/MMDUYSZL"],"uri":["http://zotero.org/users/local/0omESN17/items/MMDUYSZL"],"itemData":{"id":1169,"type":"article-journal","title":"Hidden workplace violence: what your nurses may not be telling you","container-title":"The health care manager","page":"357-363","volume":"27","issue":"4","author":[{"family":"Danesh","given":"Valerie C."},{"family":"Malvey","given":"Donna"},{"family":"Fottler","given":"Myron D."}],"issued":{"date-parts":[["2008"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Danesh, Malvey, & Fottler, 2008).

Workers operating in a hospital, nursing home and even healthcare facilities have the potential to being exposed to a significant amount of workplace related violence. A number of factors contribute to the risk involved, which includes working directly with people that have a history of violence or adopt violent tendencies under the influence of drugs ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"ObJL4Op7","properties":{"formattedCitation":"(Ariza-Montes, Muniz, Montero-Sim\\uc0\\u243{}, & Araque-Padilla, 2013)","plainCitation":"(Ariza-Montes, Muniz, Montero-Simó, & Araque-Padilla, 2013)","noteIndex":0},"citationItems":[{"id":1170,"uris":["http://zotero.org/users/local/0omESN17/items/D3U8WYE3"],"uri":["http://zotero.org/users/local/0omESN17/items/D3U8WYE3"],"itemData":{"id":1170,"type":"article-journal","title":"Workplace bullying among healthcare workers","container-title":"International journal of environmental research and public health","page":"3121-3139","volume":"10","issue":"8","archive":"PubMed","archive_location":"23887621","abstract":"This paper aims to assess consistent predictors through the use of a sample that includes different actors from the healthcare work force to identify certain key elements in a set of job-related organizational contexts. The utilized data were obtained from the 5th European Working Conditions Survey, conducted in 2010 by the European Foundation for the Improvement of Living and Working Conditions. In light of these objectives, we collected a subsample of 284 health professionals, some of them from the International Standard Classification of Occupations--subgroup 22--(ISCO-08). The results indicated that the chance of a healthcare worker referring to him/herself as bullied increases among those who work on a shift schedule, perform monotonous and rotating tasks, suffer from work stress, enjoy little satisfaction from their working conditions, and do not perceive opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes within the usual course of events that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist human resource managers in facilitating, to some extent, good social relationships among healthcare workers.","DOI":"10.3390/ijerph10083121","ISSN":"1660-4601","journalAbbreviation":"Int J Environ Res Public Health","language":"eng","author":[{"family":"Ariza-Montes","given":"Antonio"},{"family":"Muniz","given":"Noel M"},{"family":"Montero-Simó","given":"María José"},{"family":"Araque-Padilla","given":"Rafael Angel"}],"issued":{"date-parts":[["2013",7,24]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ariza-Montes, Muniz, Montero-Simó, & Araque-Padilla, 2013). Therefore, the healthcare facility is required to:

Have facility policies in place that recognize hostile and assaultive behavior from both clients, patients, visitors and even the members of the staff

Be weary of the violence, especially when the facilities are being overworked and understaffed.

Inadequate security and mental health personnel on site with high-worker turnover.

Long wait for patients which results in overcrowded and uncomfortable waiting rooms, which could lead to visitors getting agitated.

A keen perception that the healthcare staff is tolerant of the violent behavior.

A number of legal and ethical implications arise for the nurse leader if workplace violence occurs on their unit ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"An9SmzT4","properties":{"formattedCitation":"(Matt, 2012)","plainCitation":"(Matt, 2012)","noteIndex":0},"citationItems":[{"id":1174,"uris":["http://zotero.org/users/local/0omESN17/items/U6AR8VXB"],"uri":["http://zotero.org/users/local/0omESN17/items/U6AR8VXB"],"itemData":{"id":1174,"type":"article-journal","title":"Ethical and Legal Issues Associated With Bullying in the Nursing Profession","container-title":"Journal of Nursing Law","page":"9-13","volume":"15","DOI":"10.1891/1073-7472.15.1.9","journalAbbreviation":"Journal of Nursing Law","author":[{"family":"Matt","given":"Susan"}],"issued":{"date-parts":[["2012",4,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Matt, 2012). However, it is ideal for nurses to stay away from such occurrences and ensure that they remain within the biomedical ethics, especially considering the consequences that arise. Considering they need to adhere to the code of nonmaleficence despite being put in the path of risk, they need to make sure that no harm comes to any individual despite the violence behavior of one or more parties. Furthermore, they need to demonstrate discernment, and need to be unbiased while making judgement to prevent negative implications of the matter at hand.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Ariza-Montes, A., Muniz, N. M., Montero-Simó, M. J., & Araque-Padilla, R. A. (2013). Workplace bullying among healthcare workers. International Journal of Environmental Research and Public Health, 10(8), 3121–3139. https://doi.org/10.3390/ijerph10083121

Danesh, V. C., Malvey, D., & Fottler, M. D. (2008). Hidden workplace violence: What your nurses may not be telling you. The Health Care Manager, 27(4), 357–363.

Escribano, R. B., Beneit, J., & Luis Garcia, J. (2019). Violence in the workplace: Some critical issues looking at the health sector. Heliyon, 5(3), e01283–e01283. https://doi.org/10.1016/j.heliyon.2019.e01283

Matt, S. (2012). Ethical and Legal Issues Associated With Bullying in the Nursing Profession. Journal of Nursing Law, 15, 9–13. https://doi.org/10.1891/1073-7472.15.1.9