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BULLYING IN HOSPITALS
BULLYING IN HOSPITALS
Supervisors Role
A study done by Laschinger, Wong, and Grau (2012) found that authentic
leadership had a direct negative effect on bullying. Their findings demonstrate the
significant role supervisors play in the battle against bullying. Managers and those in
supervisory positions are responsible for encouraging the reporting of incidents of
bullying and ensuring that bullying policies are adhered to. Consequences of breaking
these policies need to be stressed to help deter bullying from occurring. Per Cleary, Hunt,
and Horsfall (2010), many workplaces have established occupational health and safety
codes to prevent bullying, such as a zero tolerance policy (p.333), due to its increasing
prevalence.
When managers or supervisors are the ones perpetrating the bullying, or they do
not offer appropriate support to bullied nurses, the likelihood of bullying behavior
continuing in the workplace are high. Particularly since the bullying policies in place are
not being enforced, so they are rendered useless. The nurse respondents in the study
performed by Gaffney, DeMarco, Hofmeyer, Vessey, and Budin (2012) regarding
workplace bullying reported that they did not receive sufficient support from supervisors.
The study found that staff nurses frequently brought concerns of bullying to nurse
managers. Per Gaffney et al. (2012) the accounts from the nurses revealed, problems
were deflected back with little or no assistance nor response from administration (p.7).
The nurse managers acted indifferent to the allegations of bullying, leaving the staff
nurses frustrated. Going up the chain of command at this point would be an appropriate
action to address the nurse supervisors indifference and lack of assistance on the bullying
issue. Monthly or quarterly surveys pertaining to bullying could shed light on whether
BULLYING IN HOSPITALS
bullying is a problem in the hospital setting. The first step in any resolution is recognizing
the problem, and then addressing it. Eradicating bullying from the workplace is a lofty
goal and zero tolerance policies, while sound, may not be beneficial if its not enforced.
Respectful Work
Environment
Cultivating a
positive work environment by those in leadership roles is an approach that can reduce
bullying incidents (Cleary, Hunt, & Horsfall, 2010). This can be done by providing
encouragement to the staff and recognizing that every staff member is important. The
value of teamwork needs to be emphasized and that no one individual is more valuable
than another (Cleary et al., 2010).
Individuals Role
Langlois (2012) asserts five steps can be taken to ensure that an individual isnt an
agent of bullying in the workplace. The first step is to address people by their name, and
if appropriate, title. Langlois proclaims that neglecting to use someones name when you
know it is often the first sign of contempt (para.2). Another step is to give help when
asked. According to Langlois, bullying comes in many forms and refusing to provide
assistance is a form of bullying. Accepting your fair share of the workload is the third
step. Not talking about other people behind their backs is step four. The last step is to not
stand idly by if one witnesses bullying or other abusive behavior. Langlois declares that
witnessing bullying and not speaking up about it acknowledges that bullying is
acceptable behavior and it is not. Each individual is responsible for his or her own
actions, and each nurse in the workplace can facilitate anti-bullying measures by
following the steps indicated by Langlois.
Conclusion
BULLYING IN HOSPITALS
References
BULLYING IN HOSPITALS
Exceeds Expectations
Meets Expectations
Needs Improvement
BULLYING IN HOSPITALS
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