Magnet 2017 - Bullying, Evidence Based Practice

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    As nurses, we want evidence-based practice in order to improve our care. As we all know, there are multiple barriers to providing excellent care and experiencing workplace violence or bullying is definitely an impediment.

    Magnet 2017 - Bullying, Evidence Based Practice

    We have all heard of the concept bullying. A sometimes over-used word but one that needs to be addressed. AllNurses staff recently attended the 2017 Magnet Conference in Houston. We were fortunate to catch a presentation by Jay Parchment, PhD, RN, NE-BC, Arnold Palmer Medical Center about evidence-based practice as it relates to the workplace bullying.

    Dr. Parchment presented research study results involving over 200 nursing managers. Nursing leaders are often caught in the middle and squeezed from the clinical staff on one hand and THEIR nursing leaders on the other. He presented research study results involving over 200 nursing managers. Here are the demographics of the respondents:



    Many nursing organizations have addressed this in one way or another. In 2015, the American Nurses Association penned a position paper that states:

    1 ) The nursing profession will not tolerate violence of any kind from any source

    2 ) RNs and employers must collaborate to create a culture of respect

    3 ) Evidence-based strategies that prevent and mitigate incivility, bullying, and workplace violence promote RN health, safety, and wellness and optimal outcomes in health care

    4 ) The strategies are listed and categorized by primary, secondary, and tertiary prevention

    5 ) The statement is relevant for all healthcare professionals and stakeholders

    And in 2016, The Joint Commision on Hospitals identified the following categories of workplace violence:

    1 ) Threat to professional status (public humiliation)

    2) Threat to personal standing (name calling, insults, teasing) Isolation (withholding information)

    3 ) Overwork (impossible deadlines)

    4 ) Destabilization (failing to give credit where credit is due)

    So, how do we work to prevent bullying or incivility? ANA has also published information in a paper, Breaking the Bullying Cycle:

    1 ) Remember what it was like to be a new nurse. Treat new nurses as you would have wanted to be treated as a "newbie."

    2 ) Make an effort to welcome new nurses and help them feel they're part of the group.

    3 ) If you're being bullied, address the behavior immediately. Bullying might be so ingrained in the workplace culture that bullies may not be aware of their behavior.

    4 ) Use conflict-management strategies when confronting a bully.

    5 ) Identify the problem clearly when it occurs, and raise the issue at staff meetings.

    6 ) Serve as a role model for professional behaviors.

    allNurses has also addressed bullying. A well-received article from TheCommuter addressed the "why" of bullying in her article Why Do People Bully Me? She also offers suggestions on how to get the bullying to stop.

    In another article, the author offers concrete suggestions about how to stop bullying. Break the Silence, Report Bullying. One of the suggestions in this article is to have exit interviews with staff leaving a unit or hospital and to ask about incivility. Addressing a unit culture can be difficult from within the unit. However, when administration is feeling the financial pinch of repeatedly hiring staff for a unit, staff consistently leaving a unit after a short while, and resulting staff shortages, this issue will rise to their attention.

    Bullies make the lives of staff as a whole miserable. Who likes to go to work and listen to negativity all shift? Who likes to dread going to work? Who likes to wonder if you will get help when you need it? Who will have your back? Should you look for another job? Why is the bully so unhappy that they feel they must share their unhappiness with others? And this has all been shown to affect patient care and not for the better! Break the chain - report bullying.

    So, is our culture as a whole becoming ruder, meaner and just overall, less caring? Maybe, maybe not. However, we must all as individuals answer for our own actions. Stop bullying now!

    Its simple - BE NICE! Treat others as YOU would like to be treated.

    How does your facility address bullying? What do YOU do individually to help foster an environment of caring, not only for your patients but your co-workers?
    Last edit by Joe V on Nov 10
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    3 Comments

  3. by   pat8585
    Start anti-bullying education in school....NURSING SCHOOL.
  4. by   wondern
    Fire Bullies! Zero tolerance!
  5. by   GaryRay
    So what happens when the institution is the bully? On my first day at my last travel assignment I was given a beautiful algorithm showing the pathways taken to determine if an action merited re-education, counseling, safety reporting, or punitive action. I thought "great! They can't just decide who they do and don't hold accountable" 2 weeks later I was terminated without notice, counseling, or due process based on second hand accounts of events. They had no documentation to back them up, never asked me about it, and my documentation directly contradicted what was said.

    Other bullies hide behind concern for patient safety. They make false accusations about victims leadership has no choice but to investigate. I once saw a great nurse leave my unit, because a clique of nurses had each accused her of diverting drugs, falsifying documentation, being impaired at work, and other board reportable infractions every couple of weeks. Since the same nurse never made a complaint twice, no one could prove it was harassment. The nurse was cleared every time because she had never done anything. But she still quite because of the gossip and stigma that was starting to build up. She was also afraid the accusations would eventually make everyone think the stories were true and keep her from advancing.

    I've seen leadership members come down hard on staff members right after they graduate from grad school, because they are now more qualified for their job than the leadership member.

    Honestly so much of this has gone on in so many hospitals I've worked in, right now I'm trying to find a new field all together after 10 years in nursing.

    It should be noted that every example I gave took place in a Magnet Recognised Hospital.

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