Ending Nurse-to-nurse Hostility: Why Nurses Eat Their Young and Each Other
HC Pro, Inc., 2006 - 199 páginas
"It's about time that nurses have a practical and timely book for assessing and eliminating the horizontal violence that marks so much of our professional life. This book focuses on the origin and nature of the mutual violence and negativity (horizontal hostility) we have exhibited with each other and upon our colleagues for so long. It suggests ways to deal with it and move toward more healthy styles of relationship and interaction. I simply cannot imagine a nurse (or anyone for that matter) who cannot benefit from using this resource. If you haven't obtained it yet, get it now; you will find here something that will truly add value to your personal and professional development." --Tim Porter-O'Grady, EdD, APRN, FAAN, nationally respected expert Begin your intervention with Ending Nurse-to-Nurse Hostility: Why Nurses Eat Their Young and Each Other. Researchers report that verbal abuse contributes to up to 24% of staff turnover and 42% of nurse administrator turnover. To make matters worse, studies indicate that approximately 60% of newly registered nurses leave their first position within six months because of some form of horizontal hostility. With the nursing shortage and high turnover rates affecting nearly every facility, it is imperative that nurse leaders determine, assess, and eliminate the factors that influence and perpetuate the problems facing the nursing profession today. TO-THE-POINT DISCUSSION, POWERFUL ADVICE, PRACTICAL STRATEGIES! Through captivating anecdotal scenarios, Ending Nurse-to-Nurse Hostility examines the many facets of horizontal hostility and offers strategies to make your workplace more peaceful and attractive to current staff and future employees. Whether you're a nurse manager looking to end the cycle of nurse-to-nurse hostility or a staff member who feels you are or have been a victim of such behavior, this book will help you: - Understand horizontal hostility and why it occurs (includes a sample employee questionnaire to assess whether horizontal hostility is an issue in your facility) - Recognize the ramifications of allowing horizontal hostility to occur and persist (e.g., nurses quit, patient care suffers, facility loses nursing designation) - Identify methods to prevent horizontal hostility - Implement best-practice strategies to deter horizontal hostility from re-occurring (includes steps staff and managers can take to remedy the situation) - Improve the nursing culture at your facility Faculty Disclosure Statement HCPro Inc. has confirmed that none of the faculty/presenters, planners, contributors, or their partners/spouses have any relevant financial relationships to disclose related to the content of this educational activity. Earn 4 continuing education credits HCPro, Inc. is accredited as a provider of continuing nursing education by the American Nursing Credentialing Center Commission on Accreditation. This educational activity for 4 nursing contact hours is provided by HCPro, Inc.
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A root cause analysis of horizontal hostility
Enlarging the landscape
Nurturing our young
actions Advanced Nursing aggression Aiken anger AORN Journal asked Assertiveness training backstabbing Bartholomew belief system bullying burnout charge nurse clinical communication conflict confrontation skills covert coworkers critical crucial conversations decrease hostility dominant group effects eliminate horizontal hostility emotional employees empower staff empowerment empowers nurses experience Farrell feedback floor frustrated gossip healthcare hold staff accountable horizontal violence hospital hospital restructuring hostile behaviors impact increased individual intervention invisibility job satisfaction Journal of Advanced lack lateral violence leaders leadership manager’s Manderino Namie negative nurse managers nurse-to-nurse hostility nurse’s nursing assistant nursing shortage opportunity oppression organizational other’s patient peers person physicians powerlessness pressures problem profession professional reflective practice registered nurses relationships resident nurse response role self-esteem share shift social capital social support staff nurses story stress Stress and Anger Strongly agree Strongly disagree Thomas Type A personality unit verbal abuse workplace
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