Self-Care, Including the History of the Nurses' Code
Gia Merlo, Kathy Berra in Lifestyle Nursing, 2023
Institutions could utilize survey tools to help identify potential burnout. One such tool is the Professional Quality of Life (ProQOL). This is a tool that measures both compassion satisfaction stemming from the positive feelings associated with providing care and compassion fatigue (CF) stemming from the negative feelings. CF results from burnout and secondary traumatic stress (Steinheiser, 2021). Tools such as this would allow institutions to monitor the level of CF and put in place interventions to help counteract it and thus hopefully retain their nursing staff. HNHN (2020) recommends supervisors and employers offer mental health screening, evidence-based programs for prevention and alleviation of anxiety and depression, mental health and resilience interventions, and caregiver response teams with emotional first-aid providers. They should also celebrate victories and appreciate nurses. Policies and procedures are needed to reduce the risk for occupational health hazards, workplace violence, bullying, and incivility. Nurses’ health and well-being make an impact on the quality, cost, and safety of the care provided (NASEM, 2021). System-level supports were created out of the identified need to address clinician well-being and prevent burnout. Self-care and system-level programs can assist in building resilience, processing grief, managing stress, and retaining the nursing workforce.
The Work Landscape
Ezra E. H. Griffith in Belonging, Therapeutic LANDSCAPES, and Networks, 2018
These authors did not consider the new social phenomenon of dissatisfaction in the workplace that has manifested itself in workplace violence. A recent example of this occurred in a New York City hospital when a reportedly disgruntled physician employee returned to the workplace with a rifle and killed one physician and wounded other employees (Nir 2017). This form of violence in the workplace is rare in comparison to other less severe forms of workplace disruption, such as verbal abuse, threats, and minor assaults. Nevertheless, all forms of workplace violence are now the concern of managers, especially linked to special groups such as health-care workers, individuals working in high crime areas, and having extensive contact with the public. Experts are still urging that more attention be placed on the monitoring and prevention of these serious events (Arbury et al. 2017).
Victims and survivors
John C. Gunn, Pamela J. Taylor in Forensic Psychiatry, 2014
It may be useful for professionals in clinical practice and allied services with a need for improved understanding of the effects of being a victim to consider a type which is much closer to the experience of many of them than most of the forms considered here – workplace violence. Workplaces vary, and workplace violence does not have an internationally accepted definition, although the International Labour Office (ILO, 2004) has developed the following:Any action, incident or behaviour that departs from reasonable conduct in which a person is assaulted, threatened, harmed, injured in the course of, or as a direct result of, his or her work:internal workplace violence is that which takes place between workers, including managers and supervisors;external workplace violence is that which takes place between workers and any other person present at the workplace.
Nurses and midwives reporting of workplace violence and aggression: an integrative review
Published in Contemporary Nurse, 2022
Vanessa Tyler, Christina Aggar, Sandra Grace, Frances Doran
Workplace violence and aggression includes physical, verbal, sexual, and economic forms of aggression and can range from intimidation and armed threats to personal and property (Hyland et al., 2016; Kvas & Seljak, 2014; Pekurinen et al., 2019). Verbal and physical aggression are the most common forms of violence and aggression reported in hospital inpatient settings (Liu et al., 2019). Physical abuse can include slapping, kicking, hitting, using fists as weapons, throwing equipment, retrieving syringes and needles from the sharps bins to use as threats or weapons (Partridge & Affleck, 2017). Verbal abuse encompasses threats of violence, harsh tone of voice, insulting language and harassment (Hyland et al., 2016; Liu et al., 2019; Partridge & Affleck, 2017). Verbal abuse also includes hostility, gendered themes, and sexual overtones (Liu et al., 2019).
Examining physical therapists’ training and intervention needs around workplace violence
Published in International Journal of Healthcare Management, 2019
Juliya Golubovich, Stanton Mak, Chu-Hsiang (Daisy) Chang
Thematically, recommendations could be grouped as touching on organizational support, strategies/skills/attitudes, or coping with incidents that have happened. For at least half of the PTs, recommendations pertained to avoiding or diffusing incidents, the need for training or educational opportunities, desire for organizational support in the form of programs, policies, and personnel, and practical and emotional support from coworkers. Although we tried to identify distinct themes in participants’ responses, there is naturally some overlap and interdependence between them. For example, some ideas that were mentioned as strategies to avoid incidents (e.g. taking a team-based approach to treatment) requires coworker support (a separate theme) and strategies for diffusing incidents can be taught during training (also a separate theme). The variety of themes that emerged, and the interconnections between them, help to highlight the fact that there is more to prevention of workplace violence than just training; employees must also have adequate administrative and environmental support [27].
Managing workplace violence in a public hospital: A South African case study
Published in Journal of Workplace Behavioral Health, 2018
Lourens S. Terblanche, Marion Borcherds
Leather (2001) has highlighted the fact that the meaning of WPV is embedded in various sociopolitical realities, which give rise to the nature and character of the problem itself. What constitutes violence? What is normal and what is not? In a country like South Africa, where the levels of violence are high and are part of daily life, it is easy to assume a cavalier attitude and minimize the issues of WPV because people are so accustomed to violence. Violence has come to be perceived as part of the daily reality of life in a society that has learned to cope with and adjust to abnormally high levels of violence in general. In keeping with this reality, there are those who would insist on a very restricted, narrow definition of WPV (Kraus, Blander & McArthur, 1995), and there are those who would use a far broader definition (WHO, 2002). A variety of terms related to workplace violence are used, that is, workplace incivility that covers a wide range of behaviors against workers (Yoder-Wise, 2015). Such behaviors range from ignoring others, to yelling, and eventually to physical and nonphysical or psychological personal attacks, whereas Gallant-Roman (2008) is of the opinion that workplace incivility becomes a precursor of workplace violence, should it be ignored.
Related Knowledge Centers
- Abusive Supervision
- Empathy
- Physical Abuse
- Violence
- Workplace Bullying
- Threat
- Safety
- Workplace Aggression
- Occupational Safety & Health