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Lateral violence Assignment Example

   

Added on  2021-06-17

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LATERAL VIOLENCE IN NURSING

Abstract/Introduction/summary: In this poster, the main question addressed is: “What arethe barriers and facilitators that influence team perform.Specifically, leadership style, communication style, andteam cohesions are considered when demonstratinglateral violence between nurse, patient and family.Recommendations to make a team to improve itsperformances are made. Results and Discussion: Lateral violence is described as acts which takeplace between colleagues (distinguished acts fromthose perpetrated by people in authority). Itencompass withholding information, gossiping andscapegoating (Castronovo, Pullizzi & Evans,2016). The Australian nurses have vowed tomitigate this violence through correct info forfamilies and patients, respectful communicationand consideration for safety of other staff (Embree& White, 2010). Attempts to tackle this matter,and urge workplaces to embrace a zero policytolerance; lateral violence endures. The majorreason cited in literature for endurance of lateralviolence among the members of staff remains idlemanagement lack of awareness of this violence’sprevalence (Griffin & Clark, 2014). Another centralreason for this endurance is the generalunawareness by the members of staff of theexisting resource useful in tackling lateral violence(Embree & White, 2010). As a result of thesedeficits, a lateral-violence education “toolbox” hasbeen created. It entails online resources whichnurses can implement in a broad array of context toboost team performance. Additional Text/Explanation/Dot Point:Recommendations to improve team performance:Encourage Teamwork: Lateral violence is likely to be a matterwhere nurses have not forged bonds with colleagues.Encouraging brainstorming in the unit meeting assists nursesdevelops a rapport. Moreover, establishing goals as a groupalongside praising members of the team when achieve goalsmake working as a team increasingly appealing (Embree &White, 2010). Involving HR: HR department members are trainedprofessionally to mediate workplace hostility. Moreover,lateral violence victims feel increasingly comfortabledeliberating on incidents with an aim of third party rather thana person within their department (Embree & White, 2010). Establish code of Conduct: This will define disruptive behaviorto be avoided by all members. It will clearly communicate thata bullying culture alongside inactivity must never exist. Thecode must apply in all scenarios to ensure zero tolerance oflateral violence to avoid possible breach (Almost et al., 2016).Developing process of managing disruptive behavior: Havinga clear process and channel to handle breaches in code ofconduct allow workers to be aware of how to report suchbehavior (Embree & White, 2010). Providing mentoring and coaching: This is an effective methodof intervention, and provides flexibility alongside correctresponse to disruptive behavior (Embree & White, 2010).Medical staff and employees must be treated fairly whileupholding individual accountability for performance. Both swiftdisciplinary action and withholding discipline where necessaryare essential. Coaching explains how future conduct will bemonitored and make consequences for extra breaches clear(Roberts, 2015).Educating Nurses and Nurse Leaders: Additional educators areessential to ensure that lateral violence issue is brought tonursing (Castronovo, Pullizzi & Evans, 2016). The seasonednurse to ensure that this issue is never overlooked as it candue to its prevalence. This education will apply evidence-basedinterventions in education alongside practice to address thelateral violence.Background Information/Purpose/Rationale:Being capable of leading a team remains as significant as being ateam member (Embree & White, 2010). A number of barriersand facilitators affect the effectiveness of a team work in nursing.Such factors as lateral violence, poor communication, and peerpressure and over-work or lack of adequate skills impedeseffectiveness of a team. Facilitators of effective team includeeffective leadership, healthy workplace, and level of emotionalintelligence (Wahi & Iheduru-Anderson, 2017). This poster haseffectively considered what can make a team to meet its goals. Itis decided that patients must be included as a team member andthat conflicts in a team would be solved through meetings thatfinds the root cause of the problem and taming the cause as ateam without putting blames on other people (Embree & White,2010). A student nurse is also important to be supported in theteam by giving the policy documents, assigning their mentors orsupervisors and making him feel free to consult and ask questions(Nemeth et al., 2017). This posters holds that the mostcharacteristic of effective teamwork is that which adopts a sharedleadership and collaborative culture. This is because everyonefeels appreciated and hence always ready to give their best input.These issue have been associated with successfulness in theinterviews for New Graduate positon and increasingly assistingNew Graduates to works as an integral part of the healthcareteam hence leaving them free to be able to fully enjoy theirworking life. This assignment, therefore, will help medemonstrate my understanding of the teamwork, healthcare,style of communication by considering the poster question: Whatare the barriers and facilitators influencing team perform?Specifically, this poster focuses on lateral violence as a barrier toteam performance. Communication Styles: -Developing communication skills through active listening,self-awareness of communication style alongsideacknowledging personal barriers (beliefs, values andattitude)-Learning to ask questions-the more questions ask, themore info your brain has to draw from. This mitigateschances of miscommunication. This also help clarify infobut also practice active listening. -checking your understanding-using questioning skillshelp check with others before making assumption abouttheir behavior-creating engaging conversations-enable team membersto refine and retain information. Also practice self-

3Conclusion: Despite the enduring lateral violence; variousrecommendations have been found to improve teamperformance.As with case of bullying, the bullied tend to convertto the bullies. Creating policies to tackle lateralviolence alongside workshops that teach excellentmeans of handling disputes are desired stepping stonetowards ending the cycle. Changing the behavior and attitudes of some of theveteran nurse especially those who believe they aremerely showing tough love to the nurses-mightremain easy. Developing mentorship wherebyseasoned nurses mentor novice ones can assist incombating the problem (Embree & White, 2010).Where seasoned nurses are invested in successes ofnovice ones, they could be more probably to urge andmotivate them, instead of tearing the down henceboosting team performance Provision of conflict resolution training to nursemanagers will also boos team performing. Confrontinga bully is never always easy, even when you are her orhis supervisor (Embree & White, 2010).Learning effective communication strategies: Skilledcommunication is attributable to a healthy workplacepositive outcome and collaboration. Nurses mustevaluate their individual communications skills toguarantee proper communication with others. It iseasy to lose sight of essential communications skills ina confrontational context. Results/Discussion: Lateral violence comes in many kinds. It can either be subtle or overt. This makes lateral violence extremely challengingsometimes to acknowledge and difficult to tackle. It is usually assumed that novice nurses, in nursing, are often the focus oflateral violence. This implies that the course/direction of violence is from the more experienced nurses towards the lessexperience ones. However, this is never what has been observed in practice. Lateral violence further takes place outsidehospital in academic setting that is quite disturbing because educator set examples for the nursing students and this willinfluence their eventual team performance (Vahedian-Azimi et al. 2017). Forms of Lateral Violence: Novice against Seasoned: In the ED for instance, nurses with 20 years’ experience always work alongside those with firstyear-experience. The less experienced nurses always form a clique and commence ganging up on seasoned nurses. They willthen complain to the management that experienced nurses are slow and their practice obsolete. These arguments are,however, unfounded. Following their complaints’ probe and dismissed, the novice ones start subtle acts of lateral violence.Besides eye rolling alongside gossiping, they will always ridicule the appearance alongside personal beliefs of experiencednurses (Embree & White, 2010). This will then lead to suspension of coverage of work breaks and patient care. This has anegative effect on the effectiveness of the team performance and not only hurt the patients alone but also the staffmembers in terms of personal and professional development (Castronovo, Pullizzi & Evans, 2016). Seasoned against Novice: As highlighted overhead; lateral violence also happens in the opposing direction. For many years,complaints have endured that nurses “eat their young’ and hence commit violence against novice nurses. For example, insurgical unit of enormous hospital a novice nurse can sometimes, be assigned up to 4 patients which is typical load for such aunit. Seasoned nurses overwork the novice ones and sometimes refuse to help the despite request for help. This makesnovice nurses to stay on duty for extended hours past scheduled shift and hence receiving poor reviews (Embree & White,2010). Implication: Thus it is apparent that lateral violence can affect everyone and hence reduce team performance due to lack ofteam work or team building. It can either be overtly critical of the worker or could even humiliate the colleague nurse public.Indeed, sometimes it can lead to ignoring or exclusion of another nurse which is not quite damaging not only to the excludednurse by also to the entire team performance. Such behavior also entail withholding information essential for a nurse toperform his job, leading to severer suffering by patients (Castronovo, Pullizzi & Evans, 2016). It is never promising towork in unit with high tensions because after the recurrent of incidents, the victims of bullying might start to experiencedepression or even PTSD syndrome thus adversely affecting the team and job performance. Lateral violence thus affectseveryone including the bystander who will also feel stressed when the workplace becomes dominated by bullying. Thus, willwithout a doubt, affects the team performance in a negative way.

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