NR 500 Cultivating Healthful Environments
NR 500 Cultivating Healthful Environments
Mosadeghrad (2014) suggest that a variety of factors influence the quality of services provided by nurses in their routine practice. The incidents of incivility could be a major reason in this list. Therefore, it is extremely critical to further assess this issue so that adequate policy measures can be drafted to address this issue. According to Brown and Cummings (2013), there could be different names ad terms but incivility, violence, and bullying is often witnessed by practicing nurses. Therefore, the code of conduct for nursing has seen many revisions in light of this issue, as stated by Simpson (2016). The objective of this paper is to examine the incidents and issue of incivility against nurses and how to deal it effectively without braking the decorum. It also helps the healthcare professionals as well as the management to create a better environment for service delivery.
Issue of Incivility
Several academic researchers have defined the cases of incivility in nursing in different ways. According to American Nurses Association (2015), incivility refers to the act of behaving rudely and without curtesy with the hospital staff. For example, if an individual spreads rumors with the intention to create panic in the hospital complex. In another case, a colleague may refuse to support another to create nuisance in the hospital environment. According to Mosadeghrad (2014), since nurses work in an extremely stressful environment where situations swing between life and death, this incivility becomes an integral part of the business. Even with the best of efforts, the incidents cannot be completely eliminated.
Apart from this, there are many risks and hazards associated with the profession of nursing. Therefore, the nurses as well as patients could be extremely tired and frustrated and lead into behaviors that are classified as incivility. Equipped with these assumptions and knowledge, Lachman (2014) suggests that we need both, primary as well as secondary interventions to address this issue. With the help of primary interventions, the incidents can be prevented while secondary interventions are used to bring down the frequency of such incidents.
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Due to incivility, the relationship between nurses and patients, or fellow nurses may get impacted severely. As a result, there could be many conflicts that hamper the day to day work. The seminal paper by Wood (2016) suggests that due to incivility, the performance of nurses could go down significantly. As a result, the overall healthcare services become of low quality. Having learnt these massive impacts of incivility in the healthcare environment, it is extremely importance to find a solution to this problem so that the healthcare professionals may work in a normal manner.
Importance to Nursing
Lachman (2014) argues that the incidents of incivility in the healthcare environment have been increasing in the last few years, and it has brought down the quality of healthcare services. The nurses as well as patients, both have to bear the brunt of it. As the situation worsens on day by day basis, the sector would find it hard to maintain the quality, allocate resources intelligently, and maintain the desired level of patient outcomes. Due to the bad behavior that nurses see around them, they often end up either leaving their job or the industry altogether. Therefore, the turnover rate of nurses also becomes higher. Incivility makes the healthcare environment extremely stressful and impacts the psychology of nurses (Chamberlain College of Nursing, 2017). When nurses face constant conflicts, stressed environment, sleep deprivation, or embarrassment at workplace, they lack motivation to work at their full efficiency (Wood, 2016). Due to this increased activity, the nurses may also fall sick and remain absent from work. For a family nursing practitioner, such issues could trigger negative emotions. Brown and Cummings (2013) further elaborate on the ways in which negative emotions could impact the performance of family nurse practitioners.
Due to incivility and the associated poor performance, the nurses often receive bad ratings in performance appraisal. Such ratings often discourage them and the performance level and commitment further reduces. The emotional impact due to incivility could come out in the form of anger, isolation, or fear etc. (American Nurses Association, 2015).
Incivility has other effects also, such as causing damage to the staff nurses. Gradually, increase in the incident of
mistreatments provokes the people engaged with the matter and makes the situation intense. Simpson (2016) accepts that there are chances that nurses could get physically injured in the environment of violence. Such conditions take place when one person does not trust another person leading to misunderstandings, arguments and self-interest.
Initially, I had no idea about Incivility and its effects. It is when I started my career in nursing I came to know about Incivility in detail. I faced certain challenges in the start while dealing with the cases of patient’s family incivility. Though the subject of the topic is similar still the cases differ and so the way to handle them. During my job, I realized that the members of nurse team and physicians’ team can coordinate and work closely with each other. They together made a strong team and delivered a recognizable service to the patients admitted at a hospital provision.
I encountered many instants where everything could turn out as a huge fight. But the physicians and the nurses looking after that matter somehow managed to handle it smoothly. The matter was regarding the family patient who was supposed to move to the general ward from the ward of intense precaution. Whereas the one group was confident about the decision, another group was still in doubt. The physicians were sure that the patient is in a condition where he can have cared but the nurses were not sure and needed the help of physicians to deal with it (McCormack & McCance, 2017).
There are some ethics to be followed in Nursing out of which one is to treat with respects to other professionals working with you. There is a major reason behind it. Take an example, if the patient is in a critical condition and professionals tend to have different opinions during operation can lead to the patient into danger. Therefore, professionals need to understand the sensitivity of the situation and act accordingly in the operation theatre. Admiring of each other’s opinion is required for the patients’ safety. As such, the respect of the ideas from both parties involves ensuring that the patients were well cared for.
Creating a Healthful Environment
The health organizations are regulated effectively through implementing the certain strategy like a flow of effective communication. The first strategy that should be employed for the creation of a healthful environment is ensuring that there is effective communication. On this, Lachman (2014) states that effective communication can be a key to solve any disputes or misunderstandings in a healthcare center or anywhere. opines that communication will help in the resolution of possible issues that may occur in the healthcare profession. Additionally, it also keeps the members concerned informed on activities taking place.
Another strategy explained is coordination. The hospitality is all about caring and goes under manpower. Hence, all the people concerned with each other need to coordinate with each other for smooth operations. Understanding its importance, Brown and Cummings (2013) concludes that if organization aims to achieve the success they should know keep the team spirit allow which is always ready to come front to help each other. Such environment is a boom when it comes to providing training to new employees.
The third strategy is employees engagement. Though the leaders are tending to know for effective decision making due to the experience they acquired, they show involve other unit members in decision making. Also, everyone differs and so does their thought, one can never know when the great idea can come from. The practice of engaging everyone in the course motivates everyone making them feel important. Hence, they also feel appreciated and give their best in every work they take into account. Through research, Mosadeghrad (2014), stated that engaging everyone is a stepping stone to achieve company’s vision and mission involvement in decision making. Involving others in the process of decision making is filled with advantages like the transparency of activities, exchange of ideas, and elimination of disputes and so on.
My role is the family nurse and my responsibilities at work include managing the illness of the patient taken admission in the healthcare and carrying out the physical tests as per procedure. I have been also honored with the task of specialty diagnosis which is meant to looking after the family members for their health for their entire life. We often get a call for meetings between employers and employees. During the meeting, we discuss the activities, critical condition and everything related to patients. The meetings bring clarity among everyone about tasks, its goal and etc. Also, the feeling of engagement motivates us to work effectively.
Through this paper, we get to know about the role and responsibilities of a practitioner of the family nurse. They have curtained aligned tasks to be performed for maintaining the standards set by hospitals in regard to caring of patients. Additionally, they have to go through certain situations like among the members of the unit. Incivility refers to an offensive and bad-mannered behavior which often give rise to a corrupt culture. It affects the people working in an organization and indirectly affects their working pattern. Hence, healthy environment is very important for smooth working. It can be achieved through various well-defined strategies mainly employee engagement and effective communication. Communicating with each member and asking for their opinion for decision making brings the number of benefits to an organization.
American Nurses Association. (2015). Incivility, bullying, and workplace violence. American Nurses Association.
Brown, P., & Cummings, G. (2013). Factors influencing intentions to stay and retention of nurse managers: a systematic review. Journal of Nursing Management, 21(3), 459-472.
Chamberlain College of Nursing. (2017). Mission, philosophy, program outcomes. Retrieved fromhttps://www.chamberlain.edu/docs/default-source/academics-admissions/catalog.pdf
Lachman, V. D. (2014). Ethical issues in the disruptive behaviors of incivility, bullying, and horizontal/lateral violence. Medsurg nursing, 23(1), 56.
McCormack, B. & McCance, T. (2017). Person-centred practice in nursing and health care. Theory and practice (2nd ed.). Oxford: Wiley Blackwell.
Mosadeghrad, A. M. (2014). Factors influencing healthcare service quality. International journal of health policy and management, 3(2), 77.
Simpson, K. R. (2016). Incivility, bullying, and workplace violence: new recommendations for nurses and their employeeers from the American Nurses Association. MCN: The American Journal of Maternal/Child Nursing, 41(1), 68.
Wood, R. M. W. (2016). Workplace bullying between registered nurses: Occurrence and perceived effects on work productivity (Doctoral dissertation, Villanova University).