Bullying Of Nurses at Workplace – AS A SOCIAL PROBLEM

Bullying Of Nurses at Workplace – AS A SOCIAL PROBLEM

Introduction

Bullying is defined as any social manifestation that is showing an aggressive behavior that happens at the interpersonal interaction while in the workplace environment. In the healthcare sector, several bullying activities take place; this includes intimidation of the nurses, harassment, victimization, or an event that could be done to make the nurses feel aggressive or emotional abuse. Moreover, this type of bullying occurs when there is mistreatment or psychological harassment of nurses at the workplace. This is a social problem that is mostly affecting the medical practitioners, nurses, and researchers. Like any other social problem, bullying in the health sector requires a collective responsibility of everyone in the community to mitigate and reduce incidences of bullying.

Factors contributing to bullying in health care

Individual elements are contributing to bullying in the workplace e.g., gender, age seniority influence bullying in the workplace. In healthcare institutions, different factors, such as gender, have been associated with bullying. Fellow workers have mistreated female nurses. Incidences of sexual harassment to the nurses have been frequent. Age has also being a factor contributing to the rate of bullying, the young, especially the newly employed or the practice nurses tend to be bullied by their seniors in the health sector(Lewis, 2016).The influence of the seniority has also contributed towards the probability of bullying experience towards the nurses; for instance, the senior management could harass or mistreat the inexperienced nurses.

Organizational factors for workplace bullying –a level of job stability influences the vulnerability to bully. The nurses are profoundly affected by this factor; the higher professional nurses are respected and have minimal incidences of getting bullied by other workers. The people with lower professional employment, for instance, job positions that are less in the institution, they could be considered as less necessary to the institution(Gaffney et al,2012).The senior professional or management may take advantage to harass the nurses in low job operations and take the opportunity to give the workers emotional harassment, stress, or delivering little payments.

Contextual factors in workplace bullying – In most healthcare institutions, the management and the senior are less active in maintain that here is resect of the laws and rules of the institution. This creates chances for nurses and other health officers being mistreated or harassed by fellow workers. This creates a significant social problem in society and can affect the worker’s performance. On the other hand, health institutions with higher bureaucracy showing high norms and job security have little incidences of bullying (Hartin,2018).

Social analysis triangle for nurse bullying

The structure shows the state and non-state mechanisms used in implementing policies. The government and the state agencies need to be consulted in mitigating the issue of bullying among the nurse and health care officers e critical state and non-state mechanisms that are relevant to improving the situation (Thompson,2017). For instance, the government should be involved in the creation of policies that could regulate the health institution’s working environment to ensure efficiency and security at work.

Culture is simply the values that are shaping the way people deal with or understand this social issue. In the context of bullying of the nurses, there is a need for researching the culture of the community and the norms and the existing tradition that governs any activity related to harassment and bullying(ANA,2019). The community traditions should be integrated while setting the workplace norms to ensure that all workers are free and their involvement in the health sector is acceptable to contemporary society.

Content includes the written policies and budgets used on specified issues; for instance, a key apart of the solution is introducing a law. Interestingly there is need of analyzing the level of bullying that is taking place in the health sector; Further, upon identifying the incidences, there is need to develop critical issues and budgeting on how to improve the situation, This should be done based on any written policies that exist in the law and how such cases like bullying of nurse should be solved.

Figure 1 social action triangle

References

American nurse association (ANA).2019)Violence, Incivility, & Bullying:retrieved from https://www.nursingworld.org/practice-policy/work-environment/violence-incivility-bullying/

Gaffney, D. A., DeMarco, R. F., Hofmeyer, A., Vessey, J. A., & Budin, W. C. (2012). Making things right: Nurses’ experiences with workplace bullying—A grounded theory. Nursing research and practice, 2012.

Hartin, P., Birks, M., & Lindsay, D. (2018). Bullying and the nursing profession in Australia: An integrative review of the literature. Collegian, 25(6), 613-619.

Lewis, M. A. (2016). Nurse bullying: organizational considerations in the maintenance and perpetration of health care bullying cultures. Journal of nursing Management, 14(1), 52-58.

Thompson.R, (2017).How to recognize and prevent bullying in nursing :Retrieved from https://nurseblog.staging.wpengine.com/wp-content/uploads/2017/08/ReneeThompson-2.jpg