Bullyingand Impact on Nurse Retention
Bullyingas a concept has been experienced in the corridors of nursing sincethe advent of nursing as a profession. Nevertheless, the roots andthe consequences are now more prevalent in the contemporary worldthan in the past. Studies carried out globally and in the UnitedStates of America in particular, clearly indicate that the issue hascontinued to rise and to negatively impact on the productivity andfurther impaired their physical and psychological ability. Thesecondary effects of bullying on the effectiveness of theorganization and the patient care have compelled the stakeholders tostructure a systematic fashion to address the issue. Irrefutably,bullying is the main reason behind the increased cases of physicaland psychological issues, high turnover rates and even abandonmentwithin the nursing workplace.
Onthis issue, a database search was done on the Chamberlain NursingCollege and other databases. A general search was done using the term“Bullying.” The search was then narrowed down to the “impactsof bullying in nursing” and some of “the critical interventions.”Articles with relevant information to the selected topic have beenchosen, analyzed and summarized.
Descriptionof the Problem
Clinicalquestion refer to a phrase that is used to refer to any behavior thathumiliates or stigmatizes a person socially. The reputation of theindividual is sabotaged through attacking his both his character andprofessional abilities. In most cases, new graduates are at a higherrisk. They are always struggling to break through from the studentmentality to the become practitioners. They are not confident andthere social connectivity is low exposing them to interpersonalconflicts. They are likely to be bullied from all corners like theadministrators, the supervisors, their colleagues and even thesubordinates. There are two major types of bullying the intentionaland the experienced. The difference between them depends on thelength rate of recurrence of the activity (Ekici & Beder, 2014).The bullying label becomes applicable only after repetitive andregular occurrence within a stretched period.
Aclear indicator of intentional and consistent oppression includesseveral injuries that develop gradually on a person. Victims willexperience a myriad physiological, mental and social issues t in linewith the intensified depression and anxiety resulting from bullying. When the new graduates are continuously exposed to such treatment forlong, they become demoralized, and their self-confidencedeteriorates. They feel like they have been socially isolated,stigmatized and experience mal-adjustment. Besides, they areanxious, aggressive, depressed and demonstrate several symptomsrelated to depression.
Reliablestatistics indicate that about 82% of the nurses are bullied withinthe work setting annually (Ekici & Beder, 2014). Out of thatpercentage, 12% had been deliberately bullied within the last 12months before the statistics were collected. The most common type ofthe healthcare setting was hostility directed to their personalityand their status in the line of work. In the aggression towardscharacter bracket, many asserted that they were humiliated anddegraded in front of their colleagues by the bosses. In theprofessional status bracket, the nurses were checked without theirknowledge about their work activity and at times blamed for eventsthat they were not responsible for. Unfortunately, nurses reportedthat they were not only being bullied by their fellow nurses but alsoby the physicians.
Innursing how does bullying compared to other challenges in the worksetting affect productivity and morale after a period of two fiveyears?
Purposeof the Paper
Theprimary objective of this article is to find out the impact ofbullying on productivity and the morale of the nurses.
Itis an intervention question.
EvidenceFound to Answer the Question
Theimplications of this vice to the nursing profession in general andretaining them, in particular, are alarming. For instance, a studyinvolving several participants from the nursing setting indicatedthat about 21 percent were already considering quitting theprofession while 55 percent had already made up their minds to leaveand others had already left (Moore, Leahy, Sublett, & Lanig,2013). Currently, it is estimated that the shortfall of nurses in thecountry is likely to increase to about 260,000 as we hit 2025. Withthis in mind, there is no justification to lose nurses in any rank.It is necessary for nurses and administrators at every level to be inthe forefront to eliminate unhealthy work environment.
Managersin this context need to be aware t of the actions that promotebullying and those that that are crucial in creating a workingsetting that is conducive. The tone of all the departments should bemonitored to regularly and intentionally to ensure that the culturethat is in place enhances positive relationships. Staff nurses expecta lot from their managers. They want to be appreciated and beincluded in the activities around the workplace (Moore, Leahy,Sublett, & Lanig, 2013). Leaders should continuously encouragerather than humiliate them. New graduates should be absorbed in thedecision-making units, shown how they can smoothly fit into thesystem so as to come up with a vibrant, healthy team. Bullyingcorrodes all these aspects leading to increased cases of absenteeismand finally quitting of the profession.
Ideally,the effect of bullying in nursing is still a concern. It does notonly impact on the productivity and the quality of services renderedbut also on the conditions of the nurse. Besides the organizationsand the nation at large stand to lose financially. It is, therefore,necessary for the nurses, leaders, and administrators in the healthcare facilities, policymaker in the health department, to come upwith measures to transform the environment to make it safe for thenurses to practice. The cost of employing and recruiting new nursesis high hence institutions should strive to establish an environmentthat will eliminate bullying and retain nurses.
Ekici,D., & Beder, A. (2014). The effects of workplace bullying onphysicians and nurses. AustralianJournal of Advanced Nursing,31(4),24-33.
Moore,L. W., Leahy, C., Sublett, C., & Lanig, H. (2013). UnderstandingNurse-to-Nurse Relationships and Their Impact on Work Environments.MEDSURGNursing,22(3),172-179.