Lateral Violence in Nursing: Dealing With Negative Attitudes - Essay Sample

Introduction

Lateral violence activity in the field of nursing strictly deals with the act by which there is the involvement of different deeds physical aggression, bullying or incivility. At this point, the action becomes an unfortunate mode in most colleagues. Existence of workplace violence in nursing ultimately appears as a different task as compared to effectively dealing with the coworkers who may have negative attitudes (Griffin & Clark, 2014). In the field of nursing, negativity mode is categorized as an existing trait which has close associations with the perpetrators specifically of the adjacent vehemence. Different researchers in their operation have strictly made proper identification of the forms in which lateral violence takes. Therefore the main aim of this paper is purely making an appropriate review of one way in which lateral force takes. Even though the act is considered as a harmful and deliberate behavior, it is mostly demonstrated in a workplace primarily by one employee to the other. The laws in its operation are considered to be of importance in that, it can adequately supporting different healthcare professions, nurses and the administrators. Moreover, it can efficiently develop appropriate codes of conduct, policies and also different educational programs. The act primarily has negative impacts both in the nurse's ability to effectively delivering the optimal enduring overhaul and environmental works (Christie & Jones, 2014). Since our primary focus is keenly looking the forms in which lateral violence takes, we will discuss on failure to respect privacy as one of lateral force in nursing.

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Starting with different outcomes that have been done by scholars, it is clear that bullying and lateral violence have been expansively documented and reported among different registered nurses. These activities have led mainly towards severe outcomes, specifically on health care employers and nursing professionals. These disruptive behaviors are mostly guiding towards minimal outcomes in business operations. They appear as highly disruptive behaviors hence categorized as toxic on the nursing profession leading to negative results on the retention measures of the qualified staff (Roberts, 2015). Lack of respect on the privacy acts of different employees, specifically by other employees, can broadly be categorized as one of lateral violence mode. Different behaviors leading to the inadequacy of respect measures in learning contribute towards lateral violence in nursing activities. The activities result in unsafe different work environments plus poor outcomes of patients in an organization. Privacy of other employees in the nursing field is considered as a significant advantage in the organization in that there is a sufficient room for proper interaction among coworkers and the group participants in the organization (Roberts, 2015).

Moreover, lack of respect for privacy strictly leads to a significant effect on the affecting of nurses' sense worth, morale, and mental plus physical health. Moreover, it widely affects retention and recruitment measures of different nurses in an organization. Nurses in lateral violence are highly categorized as the most considerable risks towards development measures I any organization. The act affects work output and effective development measures in the organization resulting in inadequate services on the specified institute (Sanner-Stiehr & Ward-Smith, 2017). Different articles tend to effectively produce some concerns in the progressive nature of the organizations narrating that lateral violence is the most measures that the output depends on. Bullying, on the other hand, is also categorized as the mode in which the lack of nurses in an organization takes. Different bullying activities can easily be an intimidating mode, and even overt towards others progress nature. Nurses who are categorized to effectively work in the cultural field of bullying deeds mostly tend to experience different dissatisfaction acts. Also, they experience the presence of the highest existences of psychological consequences in its progress (Sanner-Stiehr & Ward-Smith, 2017).

Further, the inadequacy of respecting of the privacy and the adherence of different professional engagements and responsibilities strictly result in minimum outputs of the organizational expectations. There is, therefore, need to put the focus on acceptable interpersonal behaviors quickly. This ensures that there are proper rectifications of unfavorable practices leading to healthy workplaces in the organization. Inadequacy of respect measures of others privacy in an organization appears to be costly strictly due to an increase in nurse attrition and leave characters plus also a decrease in the level of productivity among nurses. Therefore to adequately achieve highly qualified teams and high-quality acts among nurses, there is a need to focus on teamwork models in an organization sufficiently (Chu & Evans, 2016). The existence of teamwork in any organization is strictly boosted through the application and consideration of the privacy measures among employees. In cases of disagreement arise among employees themselves as a mode of lateral violence; there need to apply relevant means possible to solve them. Existence of teamwork model in an organization is highly categorized as critical elements specifically for adequately achieving different positive outcomes of patients. Therefore there is a need to consider respect among workers leading to minimization of lateral violence among nurses. Application of teams in an organization let's consider nursing field contributes towards achieving success in that there is the presence of positive attitudes, proper respect modes and also shared vision (Chu & Evans, 2016).

Conclusion

In conclusion, proper respect measure in an organization plays a critical in ensuring that there is adequate progress for operation measures of a given organization. As clearly seen, lateral violence is a harmful act in an organization; therefore, there is need to use adequate means possible to ensure that there is the eradication of such. Our discussion has focused mainly on the failure of privacy respect in an organizational as a mode of lateral violence; hence nurses should ensure that a high level of privacy is considered. This will play a vital role in ensuring proper cooperation, teamwork and therefore, maximum organizational output.

References

Christie, W., & Jones, S. (2014). Lateral violence in nursing and the theory of the nurse as wounded healer. Online journal of issues in Nursing, 19(1), 27-36.

Chu, R. Z., & Evans, M. M. (2016). Lateral violence in nursing. MedSurg Nursing, 25(6), S4-S4.

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535-542.

Roberts, S. J. (2015). Lateral violence in nursing: A review of the past three decades. Nursing Science Quarterly, 28(1), 36-41.

Sanner-Stiehr, E., & Ward-Smith, P. (2017). Lateral violence in nursing: implications and strategies for nurse educators. Journal of Professional Nursing, 33(2), 113-118.