Lateral Violence

[Sensibility]

I have posted on this discussion board before about passive aggression not realizing that the term everyone would understand is "lateral violence." So we all know what it is. I have been dealing with this hell for 2 years now. I felt so locked into my job because it took me so long to get a job. I have gone up as far on the chain of command as I can. I have put in for a transfer. I have tried to appeal to these people but my head nurse is a master manipulator and no matter how many times I try, I am always put in a negative light. The meaner she is, the more I am forced to either pretend it isn't happening and ignore her or deal with it. She crosses the line when she messes with me professionally. I am so afraid of retribution. I work nights and nights are very difficult to staff. So that is yet another reason I can't deal with this. The hospital is unwilling to let her go even knowing how horrible she has been to me. The rest of the group of my peers gives in to stay on her good side because nobody wants to be on her bad side.

Has anyone dealt with this and if so, what worked? I am especially interested in people who have successfully gotten the administration to deal with the person without losing the respect of their peers.

Thanking you in advance.

[REDDICKD]

Lateral violence in nursing is a real documented problem. I personally have experienced it over the course of forty years. At this point in my life if I can view the current situation as, "their problem not mine" I will ignore "them" and continue. When "them" becomes too significant in my life, it is time to move on. Unfortunately, this lesson came at a very expensive price in my life.

[Ruby Vee, BSN]

Lateral violence is not passive agression. Lateral violence is bullying against those of your same level. Passive aggression is basically making someone look incompetent and telling them in a million ways to go f themselves without actually saying it.

And if the OP believes that it's her manager who is "torturing" her, that's not lateral violence, either.

[OCNRN63, RN]

Thanks everyone who responded. I am about to get my BSN in a couple of weeks. Yeah. I have been learning a great deal about this topic. There have actually been about 78 evidence based research papers on the topic of lateral and horizontal violence. MJH3483, it is covert in nature. It is gossip, not answering questions, refusing to help, sabotage, giving your favorite nurse the best assignments, the silent treatment, and a whole lot more. It can be petty or very serious if it involves patients. The victim often feels isolated and suffers with low self esteem, which is the goal of the bully. The bullies are usually the older nurses and the victim is typically either a new grad or new to the hospital. This is a major problem for hospitals because the nurse will ultimately leave after the hospital has invested hundreds of thousands of dollars in training this nurse. Retention in the hospital setting should be a priority, which is why hospitals need to take this seriously. I took that EBP research to the human resources department and it made a difference. I at least feel that my name has been restored and that this cannot happen easily again. So for that, I am grateful. People should not have to hire attorneys or quit to get this resolved, in my opinion. So I worked to try and help my hospital get a perspective on it. Thank you again for your very kind words. It meant a lot to me!!

You know, I personally feel bullied and harassed by people who constantly blame "older" nurses for this problem. Bullies come in all ages, and I, as an older nurse, have been bullied more than once by a nurse much younger than me. Focusing on one age group is not only ageist, it's a form of bullying of itself.

[Ruby Vee, BSN]

You know, I personally feel bullied and harassed by people who constantly blame "older" nurses for this problem. Bullies come in all ages, and I, as an older nurse, have been bullied more than once by a nurse much younger than me. Focusing on one age group is not only ageist, it's a form of bullying of itself.

This is very true -- all of the bullies I have ever encountered were younger than me, some of them much younger.

[anotherone, BSN, RN]

if you need help ask for it! unfair assignment , speak up. someone gets the easier pts. that is the way it is. speaking up to the person you have a problem with is the beat way to get rid of issues.

what do you mean by sabotage? do you mean things like changing an IV pump setting or taking your pt to br and purposefully not recording outputs? something like that would be sick and INSANE and I would get the hell out.

[monkeybug]

This is very true -- all of the bullies I have ever encountered were younger than me, some of them much younger.

Yes, this! I've had to deal with one bully who was older than me. Only one. The other older nurses I've worked with have been warm, nurturing, active leaders and mentors, and positive role models. I've also dealt with a fair amount of bullying from nurses younger than me, and it usually came in the form of whispers and laughter about my weight, comments that I must be "jealous" of them if anything were ever said, and cliquish behavior.

[monkeybug]

OP, have you been to HR? Sometimes simply using the phrase "hostile work environment" makes everyone sit up and take notice. I think sometimes it's just easier for managers to ignore things because it makes their lives easier. HR, though, has to deal with all the legalities, so sometimes they are more wiling to deal with issues.

[Newldrn]

Serenity-so sorry you're dealing with this, but thank you SO much for posting the definition of lateral violence because the term implies it is much more direct and physical than it really is! I actually posted a thread with the same headline today-before I found yours-and I'm so glad to know that you seem to have had a positive outcome from this!

[Newldrn]

sensibility-sorry!

[Sensibility, BSN, RN]

You know, I personally feel bullied and harassed by people who constantly blame "older" nurses for this problem.

This has nothing to do with age. I am older. It has to do with being new, isolated and vulnerable. Do you guys admit that EBP materials are true?

[Sensibility, BSN, RN]

I noticed that the last time I posted about this issue, I got a barrage of nasty letters telling me to basically suck it up because it is just part of the setting or quit and go somewhere else. Well...I don't like that plan. So here it is from an EBP source. Note the large area of source files on this. Ruby, I don't know who you are or where you work but you have no idea what you are talking about. I had no idea what this thing was when I first posted here. I had never heard of it. And I got really harsh advice as though I was being overly sensitive. I am sincerely concerned about sharing details because details might be a way to share who I am and I want to remain anonymous. Hope this is enough to convince you so that if someone else arrives here one day telling you that this is going on, you won't discount their cry for help. I finally found my answer but it was no thanks to this board. If you are going to give out advice, you need to know what's out there and what people are talking about.

Addressing Nurse-to-Nurse Bullying to Promote Nurse Retention

Carol F. Rocker MHS BN RN

Abstract

Nurse-to-nurse bullying in the workforce is contributing to the current nursing shortage. The literature reveals both victims and witnesses of bullying suffer silently and are often confused as to what to do when presented with bullying behavior. This confusion frequently contributes to nurses leaving their chosen profession. Canadian lawmakers are now beginning to address workplace bulling behaviors. The purpose of this paper is to raise awareness of the challenges associated with workplace bullying among nurses by defining and describing the incidence and origin of workplace bullying; reporting the nature of and consequences of workplace bullying for both victims and witnesses; presenting the Canadian legal response, strategies to support victims, and approaches preventing workplace bullying; and considering the nurse manager's role in addressing workplace bullying.

Citation: Rocker, C., (August 29, 2008) "Addressing Nurse-to-Nurse Bullying to Promote Nurse Retention" OJIN: The Online Journal of Issues in Nursing Vol 13 No 3.

DOI: 10.3912/OJIN.Vol13No03PPT05

Bullying among nurses in Canada is a problem that drains nurses of both energy and productivity. The Canadian Bureau of National Affairs, Individual Employee Rights Newsletter (2000) reported that bullying is not related to race or gender; rather it is a symptom of emotional distress. Regularly persons in authority positions appear either to not recognize bullying or to reject this concern (Lewis, 2004; Pearce, 2001). Nurses frequently feel at a loss when it comes to controlling the bullying behavior of other nurses. These feelings of helplessness lead to an increase in absenteeism, stress leave, and resignations, all of which contribute to the nursing shortage and cost the healthcare system millions of dollars each year in employee benefits, retention, and recruitment costs (Bureau of National Affairs, 2000).

[TABLE=width: 95%]

[TR]

[TD=bgcolor: #c0c0c0, colspan: 2] Table. Examples of Nurse-to-Nurse Bullying[/TD]

[/TR]

[TR]

[TD]Communication [/TD]

[TD=align: center]Description[/TD]

[/TR]

[TR]

[TD]Interactions[/TD]

[TD]

• Withholding information.
  
• Posting documentation errors on bulletin boards for all disciplines to view and others to critique.
  
• Intimidating others by threats of disciplinary procedures.
  
• Writing critical and abusive letters or notes to co-workers.
  
• Verbalizing harsh innuendos and criticism.
  
• Using hand gestures to ward off conversation.
  
• Rolling eyes in disgust.
  
• Having personal values and beliefs undermined.
  

[/TD]

[/TR]

[TR]

[TD]Power Disparities[/TD]

[TD]

• Using shift/weekend charge positions to direct/control staff assignments/breaks.
  
• Controlling co-workers' behavior by reporting them to their supervisors for perceived lack of productivity and assistances.
  
• Placing others under pressure to produce work and meet impossible deadlines.
  
• Withholding knowledge of policies and procedures to get co-workers in trouble.
  

[/TD]

[/TR]

[TR]

[TD]Actions[/TD]

[TD]

• Yelling at co-workers.
  
• Demanding co-workers answer the telephone, NOW!
  
• Refusing to mentor and guide new staff in their practice.
  
• Refusing to help those who struggle with the unknown and uncertainty.
  
• Refusing to help others in need of assistance.
  
• Giving public reminders of incomplete/missed documentation or work.
  

[/TD]

[/TR]

[/TABLE]

Author

Carol F. Rocker MHS, BN, RN

E-mail: [email protected]

http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/vol132008/No3Sept08/ArticlePreviousTopic/NursetoNurseBullying.html#Rocker

[Esme12, ASN, BSN, RN]

There is lateral violence in all professions whether it is "hazing the new guy" or sabotaging and setting someone up to get a promotion. It is the nature of the beast. Some "testing" does occur to "prove" one's worth....2 years however is harassment.

Most Hospitals these days don't really care about the treatment of nurses or retention....as they have many many resumes for every single position....there is a plethora of new nurses out there. Many feel it is easier to move on than fight the masses. Some facilities have a culture they are tolerant of and although they appear to listen.....those who speak out secretly have gained a giant bulls eye placed on their heads....for being a malcontent. These days hospitals want compliant yes men....sad as that is it's the truth.

I have been bullied as an experienced talented nurse.... both happened to be male and were intimidated by my skill, talent and knowledge...I was youngish....but very experienced ...so I don't think age/experience has anything to do with it. The one male was when I worked a Cardiac Cath lab.....he used to go in my room that I had set you and switch all my transducers that I had just set up for the case so I would look stupid to the MD's....one day I had had enough....I paged him to my room and proceeded to let him and the MD"s staff know I had had enough and if he did it again I would be calling HR each and every time for harassment that his insecurities/inferiority would NOT be cured by childish eighth grade behavior....and will no longer be tolerated. It stopped when I made sure every glaring mistake/misstep of his was brought to everyone's attention. He quit being a jerk.

The other was someone hired for a position that I was filling for ( I did NOT want it full time) ......he was younger than I and had 20 years less experience than I......I was the senior nurse......ultimately I quit....the position wasn't worth my time nor the hassle to stop it.... It was time to move on I got a better job.

This occurs in every profession as humans we are bound by ambition, power, and petty jealousies....Oh wait did I just describe the government and wall street? I sure did....

OP, I don't think people gave you nasty responses....I think some of them might not be what you want to hear but they weren't nasty. I am sorry you feel we weren't helpful...for I think you got some really good advice. I think everyone just gave their opinion on what they would do based on their experience, knowledge and history. I had seen many nurses bullied by the very HR that they thought would help them...trust HR is looking out for the hospital/administrator well being....not yours.

I'm glad you feel your action helped you....I wish you the best. I would look to leave that environment...there are better, less toxic, places to work.