Description
I once attended a hospital in my state that I will not mention due to privacy reasons. I was supposed to receive a tetanus injection following a scratch by a metal that contained rust. I arrived at the nursing department and found senior nurses seated, and I explained to them what I had come to do. I was asked to wait in the waiting area since every nurse was apparently busy. One young nurse arrived at the waiting bay, looking dejected and frustrated. She greeted me as she proceeded to where the rest of the senior nurses were. I heard some noise in that direction before I saw the young nurses having visible tears in her ears. Apparently, the senior nurses were annoyed with her work and engaged her in a verbal tirade. As the young nurse came to my direction, the senior nurses seemed to be held in a deep gossip session before shouting at her: "Make sure you come back ASAP!" Without a doubt, this was a case of lateral violence and bullying in the workplace.
Decision-Making Format
Identify the Problem
From the scenario described, the hospital has an ethical problem of lateral violence and bullying. Senior nurses and engaged in verbal harassment and intimidation of junior nursing staff. This is despite the professional code of conduct emphasizing mutual respect and corporation between staff members. Because I am powerless in this situation, I will be developing recommendations for the stakeholders in this hospital to utilize in managing this problem. A long-term policy needs to be developed to ensure that the impacts of lateral violence are effectively mitigated. Harassment and intimidation of junior staff as seen in this case could easily result in mental health conditions and the tendency to quite by these young professionals.
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Investigate the Problem
By means of observation, I was able to understand the reason behind the lateral violence perpetrated by the senior nurses. These nurses were essentially suffering from superiority complex in a bid to hide their insecurities such as laziness. I arrived at the hospital during working hours, but none of them was ready to attend to any patient. They wanted all the work to be handled by the junior staff, some of whom were in their internship. Before getting out of the hospital, I requested for an American Nursing Association (ANA) professional guideline, where I read that senior nurses and nurse leaders must employ role model practices that enhance professionalism. However, the behavior of these nurses proved otherwise. They were hell-bent on harassing the young nurse and denying the opportunity to pursue her career autonomously. Justice ethics demands that people should be treated fairly irrespective of their situations. Equality, equity, and fairness clearly lacked in the way the young nurse was overburdened with duties while the senior ones remained seated. From my personal deductions, the behaviors of these nurses could have been influenced by their desire to gain power, which they initially lacked.
Innovate By Generating a Variety of Solutions
Without mitigating this problem, the chances are high that the culture of lateral violence and bullying could continue in the hospital. It is in this regard that certain measures must be put on the table in an effort to end this unethical behavior. It, however, requires a multi-departmental approach where all hospital stakeholders are involved. First, nursing leadership should develop stringent rules regarding workplace relationships between nurses. The relationship should be based on respect, trust, and professionalism. Anybody that goes against these tenets should face defined consequences as per the ANA guidelines. Secondly, the hospital should have a strong whistleblowing system that allows compromised professionals to report cases of harassment and bullying anonymously. Thirdly, all nursing staff should be adequately trained on matters of ethics in the workplace.
Isolate the Solution
Based on my investigation, training could be the most effective way of promoting ethics in this institution. Although punishment and laws could play a vital role, long-lasting solutions can only be achieved when certain measurements are taken to build the capacity of the workers to understand the essence of their role as caregivers and the responsibility they owe their fellow professionals. From my investigation, I noticed that the nurses are also not aware of the professional guidelines that guide their jobs. As such, it is only through effective education that they can appreciate these important tenets that will, in turn, shape their careers.
Implementing the Solution
The implementation of the solution will be spearheaded by nurse leadership. They will organize for a bonding seminar where all staff, including the senior and junior, can be educated on the essence of teamwork. As part of their education, they will be trained on fundamental ethical and professional guidelines that will guide them throughout their work. Also, nurses will be encouraged to refrain from such behaviors by explaining to them the far-reaching consequences that it has on the welfare of younger professionals. It is in this educational program that a whistleblowing program can be proposed and explained to all the people.
Reflection
I believed that education and capacity building have the most significant impact as far as enhancing ethics in the workplace is concerned. By using the five “Is” of the Kidder’s Ethical Checkpoint, I have noticed that decision making as regards ethics is a slow and tactical process that needs to be exhaustive. It is crucial to investigate the problem to the core and evaluate options through analysis and assessment to come up with the most plausible decision for change.
