Define Effective Strategies to Combat Lateral Violence in Nursing

It may surprise you that clinical nursing professionals do not always treat one another with respect and kindness. Research suggests that horizontal violence is a serious problem in the healthcare industry. Lateral aggressiveness, also referred to as horizontal violence or bullying among nurses, refers to non-physical, antagonistic, and damaging acts between coworkers. Although lateral violence may seem harmless at first, it can create a toxic work environment that affects employee morale and hinders the success of healthcare institutions.

Some studies estimate that between 46 and 100% of nurses experienced lateral abuse at some stage in their nursing careers. One study revealed that over 27% of nurses experienced lateral mistreatment in the past six months.

The tension in an environment already high on stress is heightened by workplace bullying and lateral aggression among nurses who get a diploma program from private LPN schools near me. To create a healthier and more positive work environment, healthcare administrators must take the time to understand the negative effects of lateral violence on nurses and patients.

Lateral Violence in Nursing Examples

A one published author, provided an example that clearly illustrates lateral violence in her book The Nurses’ Guide to Improving Communication & Creating Positive Workplaces. Boynton told the story of Mary, a registered nurse who had spent 30 years in practical nursing and joined an emergency department.

Mary said that she was frequently ignored or misinformed in her first two weeks of orientation. She said, “I was a brand new nurse in the ED. I was treated with disdain and criticism as if this was my first day.” I would greet staff, and they would not answer.

Mary told how her coworkers slandered her and put patients at risk to “earn their stripes.” Her manager responded that her coworkers were aware of these disruptive behaviors and that she should not be so sensitive. Mary began to feel depressed and dreaded going to work. She only stayed in the job because her family was dependent on her income.

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This is just one lateral violence in professional nursing examples that exists in healthcare institutions. Ellie Falletta summarized the dangers associated with lateral violence in a piece for Johns Hopkins Nursing. “I’ve seen and experienced violence between nurses. It could be an eye roll in response to a question, a patient not being handed off properly, or coworkers gossiping. It may seem harmless, but the little things that coworkers do and don’t do can undermine the workplace’s moral integrity.

How to Stop Lateral Violence in Nursing?

Bullies tend to be bullied themselves. Creating policies that address lateral violence is important to break the cycle. Workshops on better ways to resolve disputes and establish procedures are also helpful.

It may not be simple to change the attitude of some veteran nurses, especially those who think they are just being tough on younger nurses. To combat this problem, you can enroll in a night and weekend nursing programs in which nursing students will get to learn the comprehensive knowledge. If long-time nursing care about the success of another nurse or health care team, they are more likely to encourage that nurse than to tear her down.

There are also other ways to reduce lateral aggression, including:

• Conflict management training for nurse managers: Even if you are a bully’s manager, it is not always easy to get around them. Individuals will learn how to stop lateral violence in nursing bullies if you equip them with conflict resolution training. They can also be an example of acceptable behavior. Enroll in licensed practical nurse programs near me (LPN program) also help you to give a training to become an LPN with prerequisite courses.
• Encourage Teamwork. Latitudinal violence is more common when nurses don’t have a good rapport with their coworkers. During unit meetings, encouraging brainstorming can help nurses build connections. Setting goals together and rewarding team members for achieving them can also make working in a team more attractive.
• Contact Human Resources. Human resources staff are trained in resolving conflict at work. Other victims of lateral abuse may find it easier to discuss incidents with a third party than with someone in their department.

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A positive culture is built by creating a nursing homes or hospital where nurses feel valued and comfortable. A comprehensive blog above that addresses how to stop lateral violence in nursing & lateral violence in nursing examples that will help you to stop negative behavior and improve employee satisfaction.