How does management encourage or discourage bullying?

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    I'm intrigued by the study of bullying in nursing. It's so pervasive, virtually every nurse has experienced or witnessed it. I believe what the author John Maxwell says about leadership, "Everything rises and falls on leadership". So what I'm wondering, what does management/leadership do to encourage or, hopefully, discourage workplace bullying? I myself have noticed periods of severe aggression, and periods of peacefullness, all in the same organization, but have not been able to pinpoint exactly what was making the difference. :typingDon't worry, I'm not a student, so this is not someone trolling for help with homework. I'm just a curious philosopher and would like to hear the thoughts of peers.
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    I find this intriguing as well. In nursing there does seem to be a lot of lateral violence and bullying. I think it is because nursing is highly stressful and demanding, but the biggest factor is the fact that nurses have historically been in an subservient position, lacking powered as compared to physicians. When a group is oppressed by a hierarchical system of power, conflict often moves laterally, as confronting the true oppressor is too risky. Adding feul to the fire is the fact that most nurses are women, an aggregate that has been historically oppressed.

    Thus, it seems to be that the best way to discourage bullying is through empowerment. Initiate and participate in workplace celebrations of significant events for coworkers, like birthdays or certifications. Positively acknowledge and compliment employees, instead of only highlighting their mistakes. Ask for their opinions and feedback and be genuinely interested..make them feel highly regarded and valued as opposed to replaceable and incompetent.

    :icon_hug: :heartbeat
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    Management can encourage it by showing favoritism, participating in breakroom gossip or revealing confidential information. There are many ways this can happen and be a problem. ARe you being bullied?
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    Quote from PopeJane3rd
    Management can encourage it by showing favoritism, participating in breakroom gossip or revealing confidential information. There are many ways this can happen and be a problem. ARe you being bullied?
    No, thankfully. I've run into a few that would have liked to try, and I suppose there have been comments made behind my back, but all in all, any bullying I've experienced has been rather mild. And not all aggressive behavior that I've encountered has been from nurses, I've run into a couple of would-be bullies from other disciplines as well. Anyway, whenever I've experienced aggressive-type behavior, I always figured that the perpetrator is the one with the problem, not me. One of my favorite quotes is this, "Be kind to your enemies, it messes with their heads." I don't know who said it, but I like it. Actually, I want to study leadership and leadership systems, mostly because I've found that it's the front-line worker who suffers when leadership does not lead effectively.
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    The hospital I'm externing at and hope to work at as an RN when I complete school next year just started a program on squelching lateral violence. I don't percieve that it is a pervasive problem at my hospital, but I do know it does exist...I have seen it in action. I'm glad my hospital is being proactive about it. The unit I work on also has a new director who seems very progressive and hands on and have heard her intimate that lateral violence would not be tolerated.
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    Our manager has had recent meetings with the staff that include the current research: for every 1 "negative" a person has to hear 6 "positives". So in For instance: in mentioning an undesirable nursing skill/behavior the nurse would also need to hear 6 positives to balance the negative, and make her/him receptive.

    Our staff in encouraged (and does) thank and recognize other staff members in a variety of specific ways.

    By suggestion of management we have also agreed not to "gossip" about others. We have instead agreed to use one other nurse as a "sounding board" if we need to complain. That conversation should go no further than the nurse who was a sounding board. Of course this does not always happen...but many times it actually does.

    The staff is also instructed to go directly to a person with whom they have a conflict and deal with it in a professional manner. Only if no resolution is achieved will management step in.

    Yes it is a stressful job, but overall we have a great staff and great teamwork.


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