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- Jul 9, '12 by jrwestyou know,that was a thought I had too- if they weren't demented, i would've have asked for a psych consult on this moron. Document every word that was said in the chart.
but on the flipside, we all know this crap is perpetuated because management subscribes to the "customer is always right" motto and they get REWARDED for their obnoxious behavior.Who suffer? WE DO.
Management has us by the tennisballs, and they know it.
- Jul 9, '12 by woohQuote from Asystole RNI think you might be confused, I don't think OP is a pediatric nurse.When a 2 year old yells at you do you scream back?
- Jul 9, '12 by TheCommuterQuote from Asystole RNMost of the adults in my life would have screamed back at the 2-year-old who yelled. At the very minimum, the adults would have swiftly put the 2-year-old back into his or her place.When a 2 year old yells at you do you scream back?
Sorry, but I come from a family where development theories were disregarded and a distinct line was drawn between adults and children. If any kid (even a 2-year-old) raised his or her voice toward an adult, he/she would be punished.
- Jul 9, '12 by NRSKarenRNAnother avenue to look out: What is your facilities policy on Preventing Workplace Violence?
Do you even have a policy, was staff inserviced,,,, was it followed in this event?
See OSHA Guidelines
Guidelines for Preventing Workplace Violence for Health Care & Social Service Workers
Post-incident response and evaluation are essential to an effective violence prevention program. All workplace violence programs should provide comprehensive treatment for employees who are victimized personally or may be traumatized by witnessing a workplace violence incident. Injured staff should receive prompt treatment and psychological evaluation whenever an assault takes place, regardless of its severity. Provide the injured transportation to medical care if it is not available onsite.
Victims of workplace violence suffer a variety of consequences in addition to their actual physical injuries. These may include:
- Short- and long-term psychological trauma;
- Fear of returning to work;
- Changes in relationships with coworkers and family;
- Feelings of incompetence, guilt, powerlessness; and
- Fear of criticism by supervisors or managers.
Consequently, a strong follow-up program for these employees will not only help them to deal with these problems but also help prepare them to confront or prevent future incidents of violence.
Several types of assistance can be incorporated into the post-incident response. For example, trauma-crisis counseling, critical-incident stress debriefing or employee assistance programs may be provided to assist victims. Certified employee assistance professionals, psychologists, psychiatrists, clinical nurse specialists or social workers may provide this counseling or the employer may refer staff victims to an outside specialist. In addition, the employer may establish an employee counseling service, peer counseling or support groups.
Counselors should be well trained and have a good understanding of the issues and consequences of assaults and other aggressive, violent behavior. Appropriate and promptly rendered post-incident debriefings and counseling reduce acute psychological trauma and general stress levels among victims and witnesses. In addition, this type of counseling educates staff about workplace violence and positively influences workplace and organizational cultural norms to reduce trauma associated with future incidents.
- Jul 10, '12 by BlueDevil,DNPI'd like a little more background data before rounding up villagers with pitchforks and torches and advocating for the patient's arrest or the OPs public stoning. I have no idea if this is a dementia unit or a peds oncology unit! Losing one's cool and screaming your fool head off is generally a suboptimal response, but after pointing out the obvious I wont shame the OP for it. I've done it. Not at work, but at my kids for sure! If someone pushes the right buttons it is possible to trigger such a response form me, I'm not perfect so I can't cast a stone. I will say that I suspect there is more than one thing wrong in this scenario and more than one person has an acute lorazepam deficiency. Whom those persons are (and it is probably not even limited to two, lol), I could not say at this point with any degree of certainty.
- Jul 10, '12 by woohQuote from BlueDevil,DNPIf only we could add it to drinking water, like fluoride.acute lorazepam deficiency
- Jul 10, '12 by jl0p3z85Upon reading all these posts i'm reading press charges for assault this and assault that. The client DID threaten to find out where nurse lived and have her "taken care of"... But the client also started throwing stuff at her.... Isn't that battery? Anything you throw can be an extension of your body, thus qualifies as indirect physical harm? Wouldn't this case be considered assault AND battery if you were to take this to court? I just wanna clarify this...
My heart goes out to you! What to say that already hasn't been said... I'm siding with you because it really does boil my blood when patients think they can treat nurses like dirt and think that they are priority number one. My hat is off to ALL of you nurses who have dealt or deal with this type of treatment on a daily basis.
- Jul 10, '12 by aknottedyarnhttp://allnurses.com/general-nursing...ml#post6689779
Bookmark this and copy it. Take it to your next staff meeting. It takes guts to stand up for yourself and other nurses. Do it.
One poster was concerned about using the EAP due to confidentiality issues. While I understand the concern I would point out that they are not employees of the facility. They are independent contractors who would risk their livelihood if they violated HIPAA. The facility hires them for their skills, knowledge, and licenses. They are to be utilized to assist workers to be able to continue to work at the facility. it costs a great deal of money to train new workers all the time so keeping workers is important to facilities. Increased use of this resource shows the employer there is a problem. it takes a great deal of evidence for an institution to change. That cannot happen if the players run away from a facility only to land in another with the same issues. Well run places embrace employee suggestions because that means they are invested in making it better. I read "hotel service", "Hilton" , blah, blah. The most successful hotel chains value the input from their staff.
Those of you who give all this power to the employer are sheep who are being pushed. If you want to be a lamb, fine. If you want to be a nurse, advocate for your patients, support your co-workers, effect change for the better than you can no longer be the sheep in the flock. As you continue in your flock mentality you lose your healthy mind and are left with mental health issues or use chemicals to subdue your urges to hurt yourself or someone else. No job is worth this. If you leave your chances of being hired by another place that has flock mentality is high. Who will have the vacancies to fill? Those who cannot keep employees. You become part of the downward spiral of poor care instead of the nurse you were wanting to be.
- Jul 10, '12 by OCNRN63Quote from aknottedyarnthey're also the providers the facility chooses, even though they may be independent contractors.. i know of one incident where this bit someone in the butt. i would want to get counseling from someone completely out of the clutches of the facility.http://allnurses.com/general-nursing...ml#post6689779
bookmark this and copy it. take it to your next staff meeting. it takes guts to stand up for yourself and other nurses. do it.
one poster was concerned about using the eap due to confidentiality issues. while i understand the concern i would point out that they are not employees of the facility. they are independent contractors who would risk their livelihood if they violated hipaa. the facility hires them for their skills, knowledge, and licenses. they are to be utilized to assist workers to be able to continue to work at the facility. it costs a great deal of money to train new workers all the time so keeping workers is important to facilities. increased use of this resource shows the employer there is a problem. it takes a great deal of evidence for an institution to change. that cannot happen if the players run away from a facility only to land in another with the same issues. well run places embrace employee suggestions because that means they are invested in making it better. i read "hotel service", "hilton" , blah, blah. the most successful hotel chains value the input from their staff.
those of you who give all this power to the employer are sheep who are being pushed. if you want to be a lamb, fine. if you want to be a nurse, advocate for your patients, support your co-workers, effect change for the better than you can no longer be the sheep in the flock. as you continue in your flock mentality you lose your healthy mind and are left with mental health issues or use chemicals to subdue your urges to hurt yourself or someone else. no job is worth this. if you leave your chances of being hired by another place that has flock mentality is high. who will have the vacancies to fill? those who cannot keep employees. you become part of the downward spiral of poor care instead of the nurse you were wanting to be.
with jobs so difficult to obtain and maintain, i wouldn't want to give a facility any ammo to use against me. gok they're good enough at creating their own; don't need to give them even more to add to the pile.
- Jul 10, '12 by aknottedyarnI would hope that the person injured by the EAP reported it to everyone possible. HIPAA. licensing, insurance comssioners an anyone else they could find.
We need to be flying danger flags when these things happen. I understand it is difficult to be a whistle blower and the safeguards for them have few teeth.
Labor history tells us about the thugs that used to be hired to keep employees in line. Now employers have different thugs. You cannot just sit back and accept that if you want to be able to look yourself in the mirror.