Workplace violence

[CNL2B]

So, I reported to my NM an instance of workplace violence (I was the lucky recipient of such) -- condescending, bully-ish behavior, aggressive, mean, etc. Essentially this staffperson didn't like a decision that had been made that really wasn't any of her business to begin with and because it was after hours and I was in charge, I got stuck on the receiving end of her wrath. My NM was great and took it very seriously after I wrote a very diplomatic, detailed email of the chain of events, which were all witnessed.

Well, it just got back to this staffperson that what she did was a problem. It went to her boss and she apparently at least made her aware of the complaint (not sure if she was disciplined at this point or not.) This staffperson came over to the unit and confronted me about the email and basically denied everything, refused to take any responsibility for her actions, etc. I simply reiterated what I had said in the email and said that I didn't appreciate taking abuse for a decision that wasn't mine to make and that she handled the whole thing very aggressively. She responded to my boss in an email and denied everything to her, too (I told my boss what she had said to me about what she claimed she didn't do as well.) My boss knows the whole thing was witnessed by a bunch of people and didn't buy any of it, and responded accordingly (or so she told me, and I believe her.)

My worry is that now this is going to come back and bite me in the butt.

I wouldn't have said anything but this person has a habit of behaving like this and I worry about my co-workers. I can take all the crap she wants to throw at me, but my worry is that someday she is going to do this to someone else and they are going to go home crying. It's just not cool to have to be put in that situation or work in an environment like that. Obviously I know that reporting this isn't going to be exactly popular with this person and perhaps her work buddies, but I really don't want this to continue happening.

Any feedback? Do I need to worry about this?

[tigertjc]

hmmm... although she might have been in the wrong and from what you said she probably is. But to accuse her of being violent? I don't think so... more like having a crappy behavior/personality.

Did she hit, touch, or threaten you in any way?

[Batman25]

I'd keep my eyes open and take a wait and see approach. Chances are she will calm down now that she knows she is on the radar. Keep a log and go back to NM if need be.

[carolinapooh, BSN, RN]

Bullying = form of violence, IMH ex-cop O. "Workplace violence" doesn't always mean someone who walks in and shoots the place up.

It's like the term "lateral violence", used a lot to describe the back biting, intimidation, and "eating of young" that nursing seems to occasionally breed. Same thing.

Sounds like lateral violence to me.

Say nothing else to this blowhard and refuse to discuss the matter with her. Looks and sounds as though she's digging her own grave.

[laynaER]

I agree with carolinapooh, I'd cease all communication with this individual. You've reported it to the proper supervisors, let them handle it-that's what they get paid to do anyway. Just continue to do your job because if you keep harping on it it eventually will seep into your soul and make you into an unhappy person----->unhappy patients----->no good.

[carolinapooh, BSN, RN]

Plus in the end it will only give her ammunition to twist and use against you. Tell her very politely you're not at liberty to discuss the situation and refer her to your supervisor.

[Batman25]

Definitely cease to discuss the matter with this woman and I also wouldn't discuss with other co-workers from here on out either.

[Crash_Cart]

So, I reported to my NM an instance of workplace violence (I was the lucky recipient of such) -- condescending, bully-ish behavior, aggressive, mean, etc.

I wouldn't have said anything but this person has a habit of behaving like this and I worry about my co-workers.

Any feedback? Do I need to worry about this?

Bullying in the workplace needs to be addressed and resolved once and for all.

So who is a work place bully anyways?

It's not uncommon such unacceptable behavior to be exhibited by those higher up in charge in the chain of command of things.

What you need to do is learn about what a workplace bully is exactly to better understand their intended objectives.

Who is a workplace bully?

1. Loner

2. Not a new employee

3. Not a lower level employee

4. Feels cheated by the organization

5. Exhibits a sense of moral righteousness, leading to a decline in productivity, leading to further problems occurring at the workplace.

Workplace bully's also engage in what is known as "boundary probing" activities but what most of them don't know is they are engaging in illegal criminal activity and they can actually be arrested for such actions.

For example:

Texas Penal Code Article 42.071 states:

Sec. 42.071. STALKING. (a) A person commits an offense if, with intent to harass, annoy, alarm, abuse, torment, or embarrass another he:,

(1) on more than one occasion engages in conduct directed specifically toward another person, including following that person, that is reasonably likely to harass, annoy, alarm, abuse, torment, or embarrass that person;

...Need more education? .:)

Here's a short list describing how to identify a workplace bully and how they might conduct themselves at the workplace:

1. Workplace bullies generally use words and actions to intimidate their victims.

2. Workplace bullies often try to spread the word that your are not doing your job well and will even go as far as to report the smallest infractions to your boss.

3. Often bullies are looking for confrontation and will encourage ways for you to come back for more.

4. Obsessive involvement with the job; often with uneven job performance, and no apparent outside interests.

5. Drugs and alcoholism are often found to be a contributing factor.

How does workplace bully's affect the employers bottom line?

1. Lower level of employee satisfaction.

2. High turnover rates, employee retention.

3. Higher costs to train new employees.

4. Increase in employee illness rates.

Workplace bully's need counseling, training and education to address their problem. This is the responsibility of thier superior or HR department at the workplace.

In addition, OSHA mandates a program specific for health care facilities to effectively deal with this issue. You might be interested to know it also includes a clause specifically intended to prevent any fear of reprisals for employees who wish to seek resolution with such matters.

You can read about this OSHA mandate here:

http://www.osha.gov/Publications/OSHA3148/osha3148.html

Education is key in addressing and resolving the problem.

[caliotter3]

I would not drive myself to the funny farm worrying about this but then again I would not present my back to her, any of her friends, or anyone else for that matter. People surely noticed that you are not one to be walked all over and are likely to take that into consideration when dealing with you. In some cases, that could be a good thing.

[Crash_Cart]

I would not drive myself to the funny farm worrying about this but then again I would not present my back to her, any of her friends, or anyone else for that matter. People surely noticed that you are not one to be walked all over and are likely to take that into consideration when dealing with you. In some cases, that could be a good thing.

I disagree.

"FEAR" is the work place bullys primary objective.

Completely unacceptable to allow that to continue. The issue needs to be effectively addressed or it will continue.

[nursel56]

Whatever terminology we use- and though the term "lateral violence" at first seemed somewhat jarring to me- MissBecky described what happened, and it's very clear that this person's behavior needed to be dealt with, and likely would have continued unabated until it was challenged.

Sometimes people like that can be talked to one on one before it goes to the next level, but regardless, she probably will stop-- and look for a weaker target. But I agree with caliotter- keep your eyes open. Really dysfunctional people do seek revenge. Best wishes, MissBecky2006. Hope this stops it with no further repercussions.

[cb_rn]

I just did a very interesting project on workplace violence.

Bullying is "overt and covert non physical hostility such as criticism, sabatoge, undermining, infighting, scapegoating, and bickering" according to a paper by Duffy. It also is not an isolated incident but a pattern over time often with several victims.

Why have we tolerated it so long? Because we have become conditioned to think violence and aggression is part of a nursing workplace. Bullying is part of the culture and is a learned behavior we copy from others. The bullied often start to bully themselves out of frustration and subconscious realizations that there are no consequences but often there are results. Not to mention, often bullys are in positions of authority or physicians that generate revenue for the hospital. Hard to follow a chain of command when the next link is the bully.

Its necessary we develop and enforce policy that creates zero tolerance environments. We need to cultivate a culture of respect and make civil behavior a core value.

Joint Commission took this matter up and cited an interesting study done in 2003 where 91% of nurses admitted to having witnessed or been victim of intimidating behavior, over half of them had observed the behavior from at least 3 people. So the case is made that the culture is conducive to making bullies, not that every hospital is in the practice of just hiring bullies (what the heck would that say about hospitals in general??).

So I think the real problem is instead of addressing unprofessional behavior and telling the bully that it is not ok, we say oh they're having a bad day or that's just how they are or oh that's not bullying or my favorite OH ITS JUST A PERSONALITY CLASH and sweep it under the rug like we always have. Its time to insist that our organizations address this disruptive behavior and make policies with teeth to curtail it. We also need to come up with education and support that changes the culture to a place that fosters teamwork and professional disagreement when necessary, not childish displays.