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Scholarship
Published in Robert S. Holzman, Anesthesia and the Classics, 2022
He advocates for practical reason and self-discipline dominating over appetite; he controls the horse beneath his head and heart, the discipline of self-judgment over impulse. These ethical precepts contain the rudiments of moral philosophy essential to a social life and transcend barbarism. Allegorically, they also provide guidance for comportment during the “blood sport” of the operating room, particularly for conflict resolution. The urging of modesty, dignity, self-control and temperance thus become cornerstones of professional civility.
Resistance: Part I
Published in Alan Bleakley, Medical Education, Politics and Social Justice, 2020
Returning to conscious governmentality, this is often described by historians as a web of everyday discourse such as manners, forming glue for social cohesion and stratification. The idea that “manners maketh man” can be traced to the 14th century, but it is a very modern notion in the sense of Foucauldian models of power. Cultivating a civil self need not depend on external authority or sovereign power but rather on self-control and self-forming as one’s own self-imposed discipline. The historical conditions of possibility for rules of “civility” to emerge have been tracked across cultures, such as 18th-century Britain (Barker-Benfield 1992), and early- to high-modern Japan (Ikegami 2005). In medical education, “civility” is now called “professionalism” – a code of conduct (Smith 2018) that is often re-iterated but rarely critically examined.
Don’t fit in
Published in Amar Rughani, Joanna Bircher, The Leadership Hike, 2020
Working with people or being in any form of meaningful relationship always benefits from accommodation and civility. Our social customs keep us rubbing along together and stop us going to war with each other. However, when it matters, for example where we feel there are risks in just going along with what’s being suggested or risks in not speaking out, we may face a dilemma. This is particularly so when the team’s core purpose and values are at risk. If these are being overlooked or sidelined, we may need to speak up for what we think is right and have the courage to resist the pressure to conform and to avoid rocking the boat.
The relationships between team burnout and team psychological safety and civility among hospital nurses during the covid-19 pandemic: The mediating role of team thriving
Published in International Journal of Healthcare Management, 2023
Hannah Vivian Osei, Irene Aboagye Konadu, Daniel Osei-Kwame
Burnout was found to negatively affect the civility among healthcare workers (specifically nurses) as well as the psychological safety of the team. The implication is that burnout creates an unfavorable workplace or team climate which makes it difficult for team members to collectively learn and grow as well as feel safe and secure about their team or tasks. Civility is particularly important for enhancing the service quality of health institutions. A high-quality working atmosphere is built by aligning relationships to bring out the best of each other rather than to the detriment of each other [71]. Civility is expressed from different perspectives, but almost all explanations accept that civility is characterised by a positive attitude of courtesy, reverence for politeness, and an overall reaction to others’ rights. Policies that are geared towards reducing burnout and inspiring civil behavior among workers will engender respect, responsible, restrained and principled behavior among health workers while avoiding offensive attitudes, rude, demeaning and threatening behavior among the workers.
Moving beyond teamwork in the operating room to facilitating mutual professional respect
Published in Baylor University Medical Center Proceedings, 2023
Melody W. Lin, Harry T. Papaconstantinou, Bobbie Ann Adair White
Disrespect in the workplace is common and frequently left unresolved, contributing to communication problems that affect patient care.9 Our study highlights how mutual professional respect is crucial to increasing psychological safety within the OR. Several participants mentioned feeling ignored or disrespected after voicing concerns, and team members who feel their expertise is questioned are more likely to feel scrutinized and less likely to speak up.10 Conversely, team members who feel respected are more motivated to engage in tasks and experience greater job satisfaction.11 Some ways to promote mutual respect and civility include team-building exercises, training on giving and receiving feedback, negotiation, and practicing mindfulness.11 Supportive and trusting team relationships encourage members to share new ideas and receive constructive criticism without getting defensive.12
Using an occupational perspective to understand behaviours fostering the prevention of work-related health problems: A proposed conceptual model
Published in Journal of Occupational Science, 2020
Concerning the environment, civility in the workplace appears to influence workers’ ability to foster prevention of work-related health problems. Factors related to respectful relationships, tolerance of individual differences, and openness to others are relevant. Organizational practices must also favour prevention, by allowing leeway, ensuring a safe physical environment or by giving recognition. A participant expressed the importance of the recognition to enable workers to act for prevention: To give them the right to speak, to recognize their right to speak and the importance of their words, that’s central [for them to be able to act]. To respect them in what they are and for why we chose them.Finally, the availability of social networks inside and outside the workplace is a relevant contextual factor affecting workers’ capacity to adopt preventive behaviours, as reported by a participant: “I think we need to have colleagues or family, a network giving that support to be able to make the necessary changes [in our behaviours].”