Newest Generation Of Nurse Bullies. Can This Be True? Renee Thompson, DNP, RN @RTconnections #Nurseup:"When discussing nurse bullying, most of us think about the crusty older nurse bullying the younger new nurse. However, lately I’ve been getting emails from older nurses who are being bullied by…yep…the newer, younger nurses! How can this be?
Before I go down this path, I want to add a disclaimer: Not all new nurses behave this way; just like not all experienced nurses “eat their young”. But it is what it is and worthy of discussion.
Here’s why I think this is happening:"
http://blog.rtconnections.com/2013/04/newest-generation-of-nurse-bullies-can.html
More about Renee:
Renee Thompson, Renee Thompson, DNP, RN, RT Connections, LLC, @RTConnections:"At RTConnections, I educate, connect and inspire current and future nurses. I started this company because I really believe that patients deserve to be cared for by competent, compassionate nurses and that nurses deserve to believe they make a difference. To make that happen I offer keynote presentations that help nurses take ownership of their practice; seminars and workshops to improve clinical and professional practice; and consulting to help organizations create nurturing and supportive work environments for employees and the patients they serve. My area of expertise is in professional development, nurse-to-nurse bullying, communication/collaboration, team building and academic service partnerships."
Business Address:
146 Aidan Ct
Pittsburgh, PA 15226
412.445.2653 - EST
http://www.nursingentrepreneurs.com/thompson
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Did you know, the National Nurses in Business Association is one of the few professional nursing organizations for Nurse Entrepreneurs? Nurses in Business?
http://www.nursingentrepreneurs.com/nnba/
Sincerely,
Andrew Lopez, RN
Nursefriendly National Directories
38 Tattersall Drive
West Deptford, New Jersey 08051
856-415-9617, Fax: 856-415-9618, info@nursefriendly.com, @nursefriendly
http://www.nursefriendly.com
Showing posts with label Nursing and Horizontal Violence. Show all posts
Showing posts with label Nursing and Horizontal Violence. Show all posts
Saturday, June 7, 2014
Tuesday, May 17, 2011
Doctors, Nurses, and the Ethics of Bullying « The Nursing Ethics Blog
Bullying, or even subtler forms of interpersonal conflict, can be common in any kind of workplace. But it’s particularly corrosive, and dangerous, in healthcare settings, where effective teamwork really can make the difference between life and death.
See this editorial by Theresa Brown, for the NY Times: Physician, Heel Thyself
…while most doctors clearly respect their colleagues on the nursing staff, every nurse knows at least one, if not many, who don’t.
Indeed, every nurse has a story like mine, and most of us have several. A nurse I know, attempting to clarify an order, was told, “When you have ‘M.D.’ after your name, then you can talk to me.” A doctor dismissed another’s complaint by simply saying, “I’m important.”
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Wednesday, March 23, 2011
Report: Communication Breakdown Leads to Hospital Errors - Health Blog - WSJ
We’ve written about how a small but significant number of health-care workers show disrespect for colleagues, dole out verbal abuse and engage in other unacceptable behavior. Now a new report suggests this kind of poor workplace communication can also contribute to medical errors, even if other preventive steps are being taken.
According to a two-pronged survey of operating-room and critical-care nurses conducted by their professional associations and VitalSmarts, a global training and consulting firm, 85% of 2,383 nurses surveyed said they’d been in a situation where measures put in place to reduce errors – including checklists or hand-off protocols — warned them of a problem that would have otherwise harmed a patient.
That’s the good news. The bad is that 58% of the nurses said they’d been in situations where it was “either unsafe to speak up or they were unable to get others to listen.”
via blogs.wsj.com
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Nursefriendly, Inc. A New Jersey Corporation.
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Thursday, March 17, 2011
The #1 stressful thing about being a nurse, Scrubsmag.com
So, we all know there are a million things that ‘stress’ us out during our shifts. Do I really need to list them? Here are just a few that come to mind:
Causes of Stress
- Inadequate staffing
- Nurse-to-staff ratio overload (does the word unsafe come to mind)
- Lack of teamwork
- Lack of effective and fair management
- Coworker strain
- Paperwork
- Endless charting – repeating information on multiple forms
- Miscommunication or the lack of communication
- Census overload and strain (revolving door of admissions and discharges)
- No time to even use the bathroom
via scrubsmag.com
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Andrew Lopez, RN
Nursefriendly, Inc. A New Jersey Corporation.
38 Tattersall Drive, Mantua New Jersey 08051
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856-415-9617, (fax) 415-9618
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Emergency Department Nurse Verbally Abused, Physician History Well Documented
See also: Medical, Legal Nurse Consultants, Clinical Nursing Case of the Week, Clinical Charting and Documentation, Nurses Notes, Courtrooms, Disability, Discrimination, Employment, Expert Witnesses, Informed Consent, Medical Malpractice, Nursing Practice Acts, Pensions, Search Engines, Torts and Personal Injury, Unemployment, Workers Compensation, Workplace Safety: gestures, or physical acts slurs taunting verbal abuse or epithets comments or jokes displaying derogatory objects, cartoons, posters, drawings, or pictures Harassment may also be any unwelcome or offensive conduct relating to an individual's race, color, religion, ancestry, national origin, sexual orientation, sex, age, disability, veteran status, political ideology, or other protected characteristics."3 The Uniform Resource Locator (URL) or Internet Street Address of this page is
http://www.nursefriendly.com/nursing/clinical.cases/060699.htm Send comments and mail to Andrew Lopez, RN
Each week a case will be reviewed and supplemented with clinical and legal resources from the web. Attorneys, Legal Nurse Consultants and nursing professionals are welcome to submit relevant articles. Please contact us if you'd like to reproduce our material.
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Summary: Official tolerance for verbal abuse and sexual harassment is approaching zero. It is clear that both are still prevalent in healthcare settings today. Enforcing and reporting instances of abuse are critical to an end being put to the situation. In this case, a physician had a "history" of verbal abuse in the facility involved. It was the documentation of previous events that made formal action and administration of a suspension feasible.
The physician berated the nurse for the way in which one of his patients was being handled. He accused the nurse of "not doing her job" and giving the patient substandard care.
Specifically, he admitted making the statement that the nurse "Should get off her ass and that she was a wrench in the works, she was obstructing patient care."1
"Rothschild says that physical abuse is more publicly recognized than verbal abuse, the latter is just as potent a force in a person's life. Verbal abuse might not inflict the same bruises and scars that physical abuse does, but it does not occur without leaving its own marks."2
This was not the first time this type of verbally abusive statement had been made by the physician. Complaints had been made and formally documented about his outbursts.
These attacks had been occurring with sufficient frequency to merit formal written warning by the hospital's Credentialing Committee.
This instance represents the exception, rather than the rule regarding abusive behavior on the job.
"The continued low profile of verbal abuse could be attributed to the idea that it is a subtler form of abuse and therefore more likely not to be taken seriously, Kesden says. "If you don't inflict a wound on someone, it is easier to be passed off."
Often, abusive behavior was learned by the abuser in childhood and cannot be overcome without therapy.
"If a person is raised in a house with verbal abuse ... there is a good chance he will bring that into a romantic relationship," Kesden said.
The first step in acknowledging a verbally abusive relationship is to admit that there is a problem. "The abuser has to recognize what he is doing," Rothschild says."2
Regardless of a behavioral pattern's origin, when it occurs on the job, toleration or inaction can set a dangerous precedent. By not taking action on the spot or when safety allows, the stage may be set for future occurrences.
The physician's abusive and harassing behavior was clearly identified and reported.
"Harassment
Discriminatory harassment includes verbal or physical conduct designed to threaten, intimidate, offend, demean, or coerce; and may impair an employee's ability to do his or her job. Harassment may take on many forms such as:
Prior to the above outburst, it had been made clear that any further abusive behavior would result in a suspension of privileges at that hospital.
When the incident was reported, a suspension was handed down of no more than 30 days. The physician appealed the suspension internally. The decision to suspend was affirmed.
When it was clear that the suspension was going to be upheld, the physician filed suit against the hospital. The hospital filed for and was granted summary judgement to dismiss.
The physician appealed.
Questions to be answered:
1. With documented evidence of abuse and previous warnings of future consequences, did the physician have grounds to appeal the decision?
2. In light of the history of abuses, did either the Credentialing Committee or the court arbitrarily or without merit decide that a suspension was appropriate?
To initiate filing a suit, typically no legitimate grounds are needed, just an attorney that will take the case. It can literally be done at will. It can be called "frivilous." It is a basic and constitutionally guaranteed right.
The physician regardless of his chances of succeeding had a right to appeal a decision that will deprive him of the right to practice. A suspension would directly affect his ability to earn an income from consulting/treating patients.
The appeal could have been filed to make a point. This could also have been done to further harass the nurse who would be called in to a deposition and subjected to interrogatories.
It is common for an individual to attempt to delay hearings that will result in a license suspension or revocation. Whether the physician was looking to "buy time," further harass the nurse or if he actually thought he could "get off," procedures to do so are in place and available.
The likelihood of the decision being overturned, was slim.
It was to the nurse's advantage in this case that previous actions had been taken. It was not the first time that abusive practices by the physician had been documented.
It is vital, that when a pattern of behavior is emerging that action be taken to document it. If a nurse or patient or member of the healthcare team is abused, it needs be reported.
Frequently, abusive behavior is not.
This case example occurred in the Emergency Department. It can happen in any unit or setting.
The Association of Operating Room Nurses offers the following guidelines:
"The best thing to do about a surgeon's abusive behavior is to confront the surgeon at the time the abuse occurs. This does not mean, however, that you should interrupt the surgical procedure. Immediately after the patient is out of the OR, confront the surgeon and let him know that his behavior is unacceptable and that you will not tolerate it. Tell the surgeon how the abusive behavior makes you feel.
Offer a comment, such as
When you berate me as you did during the surgical procedure, I feel very uncomfortable and distracted. This interferes with my ability to provide you the assistance you deserve.
Inform the surgeon that you will confront him immediately should another incidence of abusive behavior occur. Also inform your supervisor of the surgeon's abusive behavior, your confrontation with the surgeon after the surgical procedure, and your plan for continued confrontation. If the surgeon's abusive behavior occurs again, continue to confront this behavior each time it occurs. Consistency is essential. In addition, you should file a formal complaint to the medical staff committee through the appropriate channels in your facility. Finally, if this does not stop the abusive behavior--and as a last resort--you can press charges for slander and/or sexual harassment, if there are sexual tones to the abuse"4
Verbal abuse is both damaging and demeaning and treated similarly to sexual harassment in the workplace. If you feel you have been the victim of any type of abuse, you need to be aware that rarely will it "just go away."
Whether it is a personal relationship or "on the job," the likelihood of a person changing their ways or stopping an abusive behavior is poor.
"SOLO emphasizes that the quicker a woman decides to get out of an abusive relationship, the better. Verbal abuse only escalates, like physical abuse, and the longer a woman stays in such a relationship, the deeper her self esteem sinks and the harder it is to get out of the relationship."2
It is a difficult situation for both the individual and coworkers that might be hesitant to step in. It's crucial then for the individual to discuss the situation with a supervisor or someone they feel comfortable with.
A fatal trap to avoid is making excuses for the abuser. Phrases like "I deserved it" or "I made him angry" are common responses to abuse and are patently false. There is never any excuse for abuse in the workplace or at home.
"Women do a lot of convincing to themselves, rationalizing about the relationship," Kesden says. Many women often try to justify the abuser's actions."2
A sad fact is that often abuse is occurring at home as well. It compounds the problem and can be disabling when the problem is encountered at work.
The sooner action is taken, the sooner formal proceedings can be set in motion. Taking initial action does not guarantee an immediate solution. It may cause the abuse to escalate initially
This can deter many from reporting a situation in the first place. It is this first crucial step that makes corrective action possible when there are recurrences.
Depending on the environment, pressure may be put on the nurse or physician to "make the problem disappear." An administration may or may not be intimidated by the fact that physicians are sometimes viewed as the "money makers" of the hospital. In this case, they were not.
Regardless of the cause or abuser, one outcome is inevitable.
If the problem is not dealt with, it will not go away. It may signal to the abuser that it is "ok" to abuse if it is demonstrated that he can get away with it. If no resistance is encountered it literally gives free license to pick other "victims." It opens the door for abuse to get progressively worse.
The question you need to ask is this. "If I'm getting abused today, how much worse can it get? Who will it be tomorrow?"
Related Link Sections:
Abuse:
http://www.nursefriendly.com/nursing/directpatientcare/abuse.htm
Emergency Department Nurses on the Nurse Friendly
http://www.nursefriendly.com/nursing/directory/spec/ed.html
Psychiatric Nurses on the Nurse Friendly:
http://www.nursefriendly.com/nursing/directory/spec/psych.html
Sources:
1. RRNL 4 (September 1998)
2. Munoz, Rachel. No date given. Student.com. Verbal Abuse Scars. Retrieved June 6, 1999 from the World Wide Web: http://www.student.com/article/verbalabuse
3. Francis Hutchinson Cancer Research Center. 1995. Personnel Policy and Procedures Manual, Section 3-2. Harassment/Sexual Harassment. Retrieved June 6, 1999 from the World Wide Web: http://www.fhcrc.org/admin/hr/pppm/p0302.htm
4. Association of Operating Room Nurses. September 1997, Volume 66, Number 3. Clinical Issues. Retrieved June 6, 1999 from the World Wide Web: http://www.aorn.org/JOURNAL/997/Septci.htm
http://www.nursefriendly.com/nursing/clinical.cases/060699.htm
Created on June 6, 1999
Last updated by Andrew Lopez, RN on Monday, February 28, 2011
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Andrew Lopez, RN
Nursefriendly, Inc. A New Jersey Corporation.
38 Tattersall Drive, Mantua New Jersey 08051
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Tuesday, March 15, 2011
Hurting a nurse is a felony, New York State Law Passed
Assaulting a nurse is now a Class D felony under New York state law.
The Violence Against Nurses Law passed this week puts nurses into a protected group that includes police officers, firefighters and emergency responders. A physical attack on a registered nurse or licensed practical nurse (or one of the other service workers in the protected category) is considered a felony and is punishable by up to seven years in prison.
Workplace violence against nurses has been in the news a lot lately. A California psychiatric technician was allegedly killed at the hands of a patient. A doctor assaulted an ICU nurse while he was a patient in Intensive Care. According to the Emergency Nurses Association, between 8 percent and 13 percent of emergency department nurses are victims of physical violence each week.
via scrubsmag.com
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Sincerely,
Andrew Lopez, RN
Nursefriendly, Inc. A New Jersey Corporation.
38 Tattersall Drive, Mantua New Jersey 08051
http://www.nursefriendly.com info@nursefriendly.com ICQ #6116137
856-415-9617, (fax) 415-9618
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Monday, February 21, 2011
On February 23rd blow the whistle on bullying, BC Nurses Union
Wednesday February 23rd is Anti-Bullying Day also known as Pink Shirt Day. The goal is to raise awareness of the harmful impacts of workplace bullying. BCNU members and stewards will be taking action to highlight this important day at worksites throughout the province.
Bullying and horizontal violence in nursing
In 2005 Statistics Canada reported that bullying and horizontal violence affects many Canadian nurses:
- Almost 50 percent of nurses report emotional abuse at work
- 46 percent of nurses report they were exposed to hostility or conflict from co-workers
Bullying is aggressive, persistent and intentional behaviour where any reasonable person should know their behaviour is unwelcome by the victim.
Bullying isn't normal rudeness or properly discharged managerial activities. Bullying is more than normal workplace conflict – it creates toxic workplaces that are often difficult to change. If you believe bullying is an issue at your worksite, contact your BCNU steward.
To make a difference in your workplace, know your "Respect in the Workplace" policy and procedures. To learn more about bullying:
via bcnu.org
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Sunday, February 20, 2011
When the Nurse Is a Bully - By Theresa Brown, R.N. - NYTimes.com
By THERESA BROWN, R.N.It was the end of my shift, and I listened as one of my co-workers was being hassled over the phone for the second time that day. The computer wouldn’t release a patient record, and a nurse in another department was blaming her.
“Why are nurses so mean to each other?” I blurted out.
“Well yeah,” my co-worker said, “It’s that whole ‘Nurses eat their young’ thing.”
Nurses eat their young. The expression is standard lore among nurses, and it means bullying, harassment, whatever you want to call it. It’s that harsh, sometimes abusive treatment of new nurses that is entrenched on some hospital floors and schools of nursing. It’s the dirty little secret of nursing, and it needs to be publicly acknowledged, and just as publicly discussed, because it’s keeping us down.
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Andrew Lopez, RN
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38 Tattersall Drive, Mantua New Jersey 08051
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856-415-9617, (fax) 415-9618
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