Why Nurses Eat Their Young: Should you have a civility policy?
Jeremy Rutter
Nonprofit Long-Term Care CEO, PhD candidate, gerontologist.Advocate for elder care.
Nurses eat their young
Sheridan-Leos defines lateral violence in nursing as a form of workplace bullying common among healthcare workers, often described with the idiom “nurses eat their young” (Sheridan-Leos, 2008, p.399). Lateral violence and workplace bullying can manifest in behaviors such as “non- verbal innuendo, verbal affront, undermining activities, withholding information, sabotage, infighting, scapegoating, backstabbing, failure to respect privacy, and broken confidences” (Sheridan-Leos, 2008,p.399). As someone who has worked in healthcare, both in hospitals and nursing homes for the past twenty years, I can attest to the presence of lateral violence in the workplace. The question is, why does it happen and what can be done to prevent it?
DeMarco & Roberts posit that “oppression theory proposes that nurses perceive themselves as powerless and oppressed in the healthcare setting. As an oppressed group, nurses feel alienated and have little control of their practice. This leads to a cycle of low self-esteem and feelings of powerlessness “(as cited in Sheridan-Leos, 2008, p.399)”.??These feelings of powerlessness manifest in frustration which is then expressed in negative behaviors. The fact that the negative behaviors are vented towards a powerless, yet unprotected, group, as perceived by the aggressor, is evidence that the frustration is caused by a power imbalance that the aggressor is experiencing. As such, workplace bullying cannot be addressed without first addressing non-bullying issues such as communication within power structures.
The Society for Human Resource Management (SHRM) defines bullying as “unwelcome behavior that occurs over a period of time and is meant to harm someone who feels powerless to respond” (Nagele-Piazza, 2018). Bullying is a common action in the workplace and is experienced by an estimated 61 percent of U.S. employees (Nagele-Piazza, 2018). It is also shockingly legal. Bullying is only illegal when it crosses the line into harassment or violence.?
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The key difference being that “harassment is about protected characteristics, and workplace bullying is not” (Mattice, 2015). Even without a legal backing, organizations ought to have an anti-bullying policy so as to provide a safe workplace free from unwanted and unwelcome behaviors. Of note, since bullying is not illegal, it is likely to be a behavior that is tolerated in some organizations, and in some even encouraged. Reports of bullying can often be dismissed as victims being too sensitive, or not having “what it takes to make it in this business”.??Bullying carries a stigma in that it is often deserved or a right of passage, such as hazing. Due to this stigma, as well as the lack of legal power, organizations may be susceptible to a bullying culture.
My recommendations to organizations are as follows. First, bullying policies should outline a set of procedures relative to investigation, reporting, and independent review of results. By requiring independent review of results, organizations can be assured that investigator bias can be ruled out. Second, in addition to a workplace bullying policy, organizations should create a workplace civility policy.??A civility policy would outline acceptable behaviors by all staff.??Staff who act uncivil in the workplace, whether directed towards a protected or unprotected group could then be held accountable without the stigma of bullying.?
????????????Workplace bullying is an issue without legal recourse. As such, organizations may not place as great an emphasis on bullying policies as they would otherwise place on sexual harassment and harassment policies. Oppression theory can identify why bullying occurs within healthcare scenarios, but response and prevention is up to the employer to implement. Supporting bullying policies with a workplace civility policy may reduce the stigma of bullying and reduce negative behaviors.?
President @ Drive Culture Outcomes | Culture Transformation
1 年Great read! When we measure culture in organizations we sometimes see bullying listed as one of the top 10 values to describe the current culture. It usually goes hand in hand with blame. The opposite is high accountablilty organizations where people feel safe speaking up to each other in a supportive way.
Training & Development
1 年Nicely written, Jeremy! Thanks for sharing!!
Fintech, ERP Implementation, Financial operations and Business Process Analyst. Improve results via Better Business Decisions.
1 年This issue needs A LOT more visibility and analysis. Agree that powerlessness can be an underlying issue, but what of the capable, knowledgeable, eager new Nurse, or Resident for that matter, who must endure the equivalent of "Greek Letter Organization" hazing first? The traditional assumption in nursing is two years' worth. I honestly think the issue is in reverse to the powerlessness argument, at least when you are on the receiving end. "I have power and you don't. Here is proof! Can't take it? Get out of the Kitchen!" This one's close to my heart. I was bullied by a head nurse! It was all about asserting power, and delegitimizing me and the position I held in that institution. I was eventually ganged up on and terminated by the power structures in place defending their turf. Our healthcare system is broken in many places, but this one is fixable without Congress.
Creating Quality Care and Quality of Life through Strategic Solutions that Optimize Health, Wellness and Reimbursement
1 年This is a great, well-written article Jeremy. I too am familiar with this all too common practice. Your analysis and recommendation are great.