Impact of the Work Incivility on the Nurse's Productivity. Free Essay Sample

The aspects of bullying, workplace violence, and incivility are part of the complex phenomenon which is composed of a constellation of the harmful actions taken as well as those not taken within the workplace. Such kind of violence can be viewed as a continuum from low-level non-physical violence to physical violence. Workplace incivility entails low-intensity deviant behavior with an ambiguous intent of harming the target while going against the norms of mutual respect within the workplace. Incivility mainly incorporates some of the behaviors which are disruptive and hence are manifested in rudeness as well as uncooperative attitudes (Blair, 2019). Some of the uncivil behaviors include being rude and also being discourteous the show of lack of regard for others. Incivility in the workplace normally occurs under the radar and is seen as benign and also non-apparent to the organizational leaders. Some of the harmful actions might even be more overt, for instance, making comments which could be more demeaning or intimidating others to undermine their co-workers. There are other forms of bullying and incivility, which can be more overt, e.g., failing to intervene or even withholding essential information when the actions are needed and indicated for the safety of the work being done (Blair,2019).

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Nurses in the healthcare profession pass through various challenges. It is so unfortunate that the full range of actions relating to the uncivil behavior has impacted negatively on the nurses globally, and in some situations, it has been accepted and also culturally condoned. Some of the organizations nationally have developed some of the positions statements seeking to discourage such kind of behaviors within the workplace. Concerning the American Nurses Association, they have acknowledged that all the personnel within the nursing profession have all the right to work in an environment that is free from cases of lateral violence, bullying as well as intimidation. The instances of incivility can involve some other members within the workplace environment. Therefore, the behavior can be nurse to nurse, manager to the subordinate, or from the physician to the nurse. Those experiencing such challenges know firsthand some of its detrimental effects, particularly when their experiences are not taken seriously by the supervisors and coworkers. The harmful effects have been related as additive since they are known in accumulating the burden and hence can become synergistic. "Moreover, their combined effects can go beyond what each can do alone. Bullying and other harmful actions can be "surrounded by a 'culture of silence,' fears of retaliation, and the perception that 'nothing' will change" (Blau, & Andersson, 2018).

There are some of the various examples within the literature which aids in developing a better knowledge in relation to the incivility. The acts of being offensive, rude, lack of politeness, withholding of the information which could be helpful, insulations, backstabbing, gossiping use of the condescending language, and the scapegoating are all part of the incivility (Blau, & Andersson, 2018). There has been a vast literature examining the lateral violence and incivility in the nursing profession. There are some of the theories explaining the reason for the existence of incivility within the nursing and can offer incentives that aid in alleviating the disgusting behavior. According to Rocker (2016), he stated that nurses always have a big workload as well as the restructuring of the organization, which can result in destructive behavior. Effective work relationships are always essential for a healthy working environment. Blau and Andersson reveal that the staff nurses need a collaborative interdisciplinary and nurse-physician relationship, which is one of the attributes of satisfying a productive work environment.

Most of the workplace incivility has focused on the business or in the non-healthcare setting. During recent research, there has been a critical focus on the target witnesses and outcomes of workplace incivility. Hutton and Gates explored on the frequency of the incivility, which is experienced by the nurses as well as the personnel who are non-licensed and its impact on the costs and productivity of the organization. The workplace violence is related to an endemic, which means that it is only found within a given setting (Rocker, 2016). Such kind of setting includes the nursing home, the psychiatric hospitals, emergency department as well as the long term care facilities. Rocker (2016) reveal how the employees were floating from one unit to another experience assault about three times more often as compared to the department employees. There are various challenges that workplace violence can result in and include emotional distress, permanent injury, or even death.

The incivility, bullying, and workplace violence are depicted as concerns for the nursing profession and other sectors of the healthcare field. The nurses tolerate or even ignore incivility and bullying because of the fear of lack of knowledge. The main reasons as to why nurses may leave or even plan to leave the profession are bullying, and the incivility (Laschinger, 2018). Other negative impacts incorporate diminished occupation fulfillment, diminished hierarchical duty, diminished individual wellbeing, and included direct also, circuitous expenses to bosses and RNs Laschinger, (2018). In most healthcare organizations, some of the nurses may handle the increased stress by venting their emotions while taking those emotions out on the new employees who are considered vulnerable populations. Besides, there may be a unit culture with a mentality of "eat their young," giving a chance to the new nurse to feel as if he has to prove himself within the job.

Laschinger, (2018) presented some of the factors which contributed to the workplace incivility. The factors may incorporate; immaturity, defensiveness, self-centeredness, and lack of management skills. Also, factors such as empowerment roles, job pressure, and continuous adjustments in relation to the shift rotation. Some of the behaviors were outlined by the sentinel Commission (2008), which affects the safety of the patient and also made suggestions on the policy of zero tolerance concerning some of the disruptive behaviors as well as bullying within the hospital facility. The disruptive behaviors can have some of the adverse effects within the hospital environment, which can include staff replacement, higher operating expenses; as a result, increased absenteeism, increased turnover rates, and mediation. For the nurses who have already worked in a stressful environment such as a hospital setting, incivility can cause additional stress. Einarsen (2019) revealed about the nurses' stress level, and he also added that "nursing staff has a stress score of 43.35 (a score >44 indicates severe stress), a result that is 1.5 times higher than average of combat soldiers surveyed". Protected work condition advances physical and mental prosperity. On the off chance that individuals from the human services group try not to have a sense of security, the work condition is left powerless, and everybody's wellbeing is undermined Einarsen (2019). At the point when incivility, bullying, or workplace violence exists, significant issues in the workplace can happen. Modifying trust inside the workplace network is basic.

Research Question

What is the impact of work productivity on new nurse hires who experience nursing incivility in acute care settings from nursing supervisors or coworkers?

Review of the Literature

A nurse may experience incivility in various healthcare settings and with various people. A nurse can interact with many people throughout, including physicians and patients. Therefore, the article mainly sought to handle the incivility experienced by the nurses in these areas. An effective intervention demands a commitment on behalf of the employers and their registered nurses in creating a safe and trustworthy environment. A shared as well as a sustained commitment to promoting dignity with respect is essential in preventing the aspects of incivility from advancing into violence or bullying (Lim, 2018). The objective is to advance and make a culture of well-being, what's more, well-being that converts into a protected environment for medical caretakers and different individuals from the social insurance group, well-being care buyers, families, and networks. The employers likewise have a lawful obligation to give a sheltered and sound workplace. A review of the literature unveils an insight into nurse incivility by examining employee perceptions, generational differences the perceptions of the management, incivility in the field of nursing education, and finally, concerns of patient safety due to incivility.

Leiter, Price, and Laschinger (2015), he had done a study with the X generation as well as the Baby Boomer nurses. About 522 Canadian nurses had completed some of the survey questionnaires concerning their work life. The female gender was the predominating response (n=490), having 41 years as their average age. The stated participants have been in their hospital for more than ten years on average (Leiter, 2015). The crew civility scale was among the measures used, which measured the incivility perceptions within the workplace. There is also the workplace incivility scale, whose role is to measure the incivility experiences frequency. From the study's results, there was greater incivility experienced by the Generation X nurses, especially from the supervisors and co-workers as compared to their Baby Boomer counterparts. The Nurses in the generation categorized the nursing unit as having fewer qualities of civility (Simmons, 2017). Also, the participants of Generation X reported the conflict with the close supervisor propelled the nurses into leaving the organization or organization.

Also, Hutton had explored the frequency of incivility experienced by the nurses with the non-licensed personnel. This was done with the use of two major instruments, i.e., the Work Limitations Questionnaire and the incivility in the Healthcare survey. The author modified the scale of nursing incivility, which had been developed by Einarsen (2019). into the frequency instrument, which measured the source-specific workplace incivility in the healthcare setting. It was depicted that the lowest incivility which had been reported was from the direct supervisor while the greatest incivility came from the general environment. The immediate consideration staff appraised WPI at a mean of 2.12, which is simply above Barely occurs. There was a correlation between WPI from direct supervisors and efficiency (r = 0.284, P = .001) and WPI from patients and efficiency (r = 0.204, P = .006). Incivility from doctors, coworkers, and the general environment was not measurably huge. Calculated relapse found no importance between work attributes and socioeconomics and WPI (Boev, 2017). Therefore, the main prevention of workplace incivility includes "education and other measures to identify and reduce vulnerabilities to prevent workplace violence from occurring. Primary prevention initiatives are also aimed at improving interpersonal and inter-professional relationships" (Boev, 2017).