Week 7 discussion feedback
Week 7
Question 1: How can reflective practice help nurses navigate and address instances of incivility in their work environment? Use proper APA references
Question2: give a feedback to this two post with a paragraph per post, use reference for each paragraph
Reply to Junie:
Incivility in the workplace often results from rudeness, arrogance, and bullying of staff members from senior staff within the workplace, causing a hostile environment (Craft et al., 2020). Incivility evolves from job insecurities, increased diversity, and personal misunderstandings (Craft et al., 2020). My caregiver partner and I were assigned duties in the surgery ward with the chief nurse a while back. However, there was an assigned nurse at the time. So when she reported back to her post and found us, she started insulting and accusing us of being after her job. The abuse had escalated within no time, making the situation embarrassing. This situation made me feel disrespected and agitated. The same was true for my partner because she retaliated and became aggressive towards the nurse. They became aggressive at each other to the point of physical altercation. The already nearing colleagues stopped this fight because the uncomfortable commotion was affecting the patients in the wards.
Taskaya and Aksoy (2020) state that workplace incivility promotes significant harm to an individual’s health and those around them and even influences the productivity level of the staff. Such was the situation where most of the staff started launching their complaints against some of the colleagues who had bullying tendencies. At this point, work productivity within the wards was low, thus affecting the patients’ caregiving services and recuperating process. The most strategic way of curbing workplace incivility is introducing educational intervention activities, essential in enhancing interpersonal communication (Howard & Embree, 2020). This allows individuals to understand the existing uncivil behaviors and identify the most suitable ways of curbing such behaviors in future incidences. Furthermore, it enhances the art of following set guidelines and accepting changes made, thus respecting the authorities, remembering that all nurses are a team, and ensuring patients’ recovery is the goal.
References
Craft, J., Schivinski, E. L., & Wright, A. (2020). The grim reality of nursing incivility. Journal for Nurses in Professional Development, 36(1), 41-43. DOI: 10.1097/NND.0000000000000599
Howard, M. S., & Embree, J. L. (2020). Educational intervention improves the communication abilities of nurses encountering workplace incivility. The Journal of Continuing Education in Nursing, 51(3), 138–144. https://doi.org/10.3928/00220124-20200216-09
Ta?kaya, S., & Aksoy, A. (2021). A bibliometric analysis of workplace incivility in nursing. Journal of Nursing Management, 29(3), 518-525. https://doi.org/10.1111/jonm.13161
Reply to Veronica:
Everybody may have good days or bad days. Still, when it happens at the workplace, it can create some situations that one nurse can avoid or does not show her emotions, but the other might show it up, unable to manage their feelings, which can put the healthcare team at a compromise. I witnessed the situation at the post-anesthesia care unit (PACU). In this PACU unit, nurses and CRNAs have worked together for several years and have an excellent professional team. However, it was a hectic workday, with many surgeries, and the unit needed more staff; we could not take our lunches by 3 pm. When a PACU nurse, T., was receiving a patient after surgery from the operation room (OR) to BAY #9 and was getting a report from an S., CRNA. At the end of the report, the CRNA made a general joke unrelated to the nurse, and it was not bullying, just a joke to cheer up Nurse T, but it triggered her differently. Nurse T. became agitated and screamed to the CRNA that other unit nurses got to Bay #9 in bewilderment. The situation was shocking for everybody. I felt so bad for the CRNA, the patient, and Nurse T, who was driven by negative emotions. The patient, who had just woken up after the surgery, became very confused, unknowing what was going on. The S., CRNA, is a friendly and intelligent young CRNA who got upset and felt terrible that he, somehow, unintentionally provoked this situation. Nurse T. could not hold emotions, started crying, and failed to care for her patient. Nurse T, a single mother with two little kids trying to work more hours and pick up extra shifts, was stressed and overwhelmed by her daily life.
The charge nurse told Nurse T. to step back and took over the patient’s care. Nurse T. was unable to work and finish the shift. The situation negatively impacted the workplace culture and quality of patient care by delaying patient care and compromising the safety of the patient’s care. All PACU nurses, being initially understaffed that day, were more stressed, which decreased their work satisfaction. S., CRNA might have feelings of being disconnected and not making any jokes when giving reports to T, RN. The PACU manager had a meeting with Nurse T., and since then, she has been trying to manage her emotions and self-care to balance work and days off with her parents babysitting her kids. The PACU unit staff is still tight together and has an excellent team to take care of patients. However, everybody involved made some conclusions to avoid such a situation.
One of the strategies for a healthy work environment is that the entity should implement the Pathway for Fostering Organizational Civility Framework, which consists of several steps to create a healthier and more civil workplace culture. Clark (2019). According to Mabona et al. (2022), a healthy work environment is crucial in attaining good patient and societal outcomes and optimal entity performance. Also, nurses must improve their self-management skills to prevent or avoid workplace violence or conflict and to enhance emotional intelligence. According to Al-Hamdan et al. (2021), one study revealed that nurses’ emotional intelligence was positively and significantly correlated with nurse-to-nurse collaboration and linked to benefits for nurses by improving job satisfaction, better nursing retention, improved quality of patient care and magnified healthcare efficiency and productivity.
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