Workplace violence can be prevented by creating a workplace environment and organizational culture that prevents the problem, protects employees, and pursues strategies for change. The presence of official policies or codes of ethics in the workplace is not enough on its own. Those policies must also be strictly enforced, so that all employees as well as patients feel safe and supported. The United States Department of Labor and OSHA (2016) define workplace violence as "any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site." Moreover, the Department of Labor (2016) reports that almost 20% of the 11,370 reported incidents in one year occurred in nursing and residential care facilities. Healthcare workers are five times more likely to experience assault or violence than workers in any other sector (Thompson, 2015). Henry & Ginn (2014) claim that these incidences cannot be tolerated, and that effective leadership styles and strategies are the most important and effective tools in preventing workplace violence in the healthcare sector. Effective leadership will determine the need for changes in human resources, as well as administrative efforts including risk assessments and total quality management. The most effective leadership style to address concerns of workplace violence is engaged leadership because there is "a direct connection between engaged leadership, workplace security and organizational success," (Whitmore, 2012, p. 1). An engaged leader cares about both patients and employees in meaningful ways, taking all concerns and complaints seriously. Moreover, an engaged leader cares about the organization itself and is committed to creating an organizational culture free from violence and where violence is not tolerated. Preventing violence might entail deep changes to organizational policy and procedures, including shifts in scheduling, in hiring...
As Trotto (2014) points out, patient violence against healthcare workers can be triggered by long wait times in emergency rooms, when patients are suffering and their pain is taken out on employees. Minimizing wait times or better addressing the needs of patients who have long waits would be one way of reducing the potential for violent outbursts. Similarly, violence occurs in situations involving psychiatric patients who are not being properly cared for (Trotto, 2014). Administrators and human resources management can work harder to train employees in how to identify patients who may potentially become violent. Finally, patients who are known to be violent can be handled in ways that reduce the potential for violent behavior. Each of these changes to organizational procedure starts at the level of leadership and management, creating a safer workplace environment.
Healthcare Organization Banner Healthcare is an American non-profit healthcare system predominantly used in Phoenix, Arizona. The healthcare organization runs twenty-three hospitals plus various other specialized units. It has about 35,000 workers in its employment and so is one of the state's biggest employers. It offers emergency care, hospital care, rehab services, outpatient surgery, pharmacies, hospice, home care and long-term care. The organization has recently begun running primary care physician clinics such
RN Risk prevention policy in practice The proposed study looks at lateral violence in U.S. healthcare institutions, through the scope of policy formation as it pertains to medical malpractice and organizational behavior in healthcare institutions. In recent years, investigations into lateral violence (LV) in the practice setting have become increasingly important as professional liability to 'duty' in patient care has been put under the microscope. In Tarasoff v. The Regents of the
Nurses in executive roles like Chief Nursing Officers (CNOs) build bridges between various members of the healthcare team, between healthcare team members and patients, and also between the legislative environment and organizational practices. In a position of leadership, the CNO also sets the tone for organizational culture. An interview with CNO Oakes reveals some of the most pressing trends and issues impacting the role of CNO and also the healthcare
Violence in the Healthcare Workplace Today Today, professional nurses are on the frontlines of healthcare and, unfortunately, the war metaphor is all-too accurate in many cases. Indeed, hospitals can be dangerous places for all healthcare employees but nurses in particular are vulnerable to violence because of the frequent one-on-one contact they have with patients who may be suffering from a wide range of medical conditions that might trigger a violent episode.
Workplace Violence Major Findings and Implications Corrective Actions and Recommendation Plan Evaluation of Effectiveness of Plan This paper is based on workplace violence, predominantly in the health care industry. Workplace violence in the today's time has accelerated immensely amongst various industries, and healthcare industry is considerable amongst them. The violent actions and behaviors performed in the workplace environment that can cause emotional and psychical damage to a person is typically referred to as workplace
The penalties for being out of compliance when OSHA comes knocking should be enough to motivate any healthcare facility to devise a plan to make sure that they are in compliance with OSHA's regulations. The startling thing is that it took an initiative like NEP to wake these facilities up and get them thinking about being compliant. Since they deal with people and their well being on an everyday basis,
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