I’m studying and need help with a Nursing question to help me learn.
Bullying and incivility unfortunately are a real issue in some health care settings. Marquis and Huston (2017) describe bullying as a repeated health harming mistreatment of one or more persons where the conduct is threatening, abusive, or humiliating in nature. Incivility is a term that can be used to describe the mistreatment to another person including rude, discourteous, or disrespectful actions that may or may not have a negative intent behind them. This can be in the form of disruptive behaviors such as eye rolling, sarcastic remarks, negative nonverbal body language intimidation, and others. Consequences can lead to emotional and psychological disturbances affecting one’s sleep and increasing the chance of mood disorders such as anxiety and depression (Marquis and Huston 2017).
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In my nursing career, I have experienced incivility on different levels from a handful of different people such as patients and their family members, coworkers/peers, and even individuals in nursing leadership. Reflecting, I would have to say the greatest impact of incivility came in the form of disappointment from one of my past leaders. On multiple occasions, I had experienced, and had to endure negative comments from this superior which ultimately had a downfall effect on my personal feelings of value and worth in the workplace. With this uncivil situation, I never spoke up or addressed the comments, behaviors, or actions from my superior and it led to me leaving that place of work without resolution. This personal experience greatly impacted my awareness to personal feelings, actions, and the fear of addressing moments of incivility. In the future, I will speak my up for myself, professionally, and kindly.
As a leader myself, I have learned to understand the sensitivity of conveying and communicating the right information and message. Emotional intelligence/leadership can be described as discerning between different feelings, labeling them appropriately, and then using the information to guide thinking, and to adjust emotions in order to adapt to achieving ones goal with the components of self-awareness, self-regulation, motivation, empathy, and social skills (Marquis and Huston, 2017). When looking back and thinking of what I could have done different, I regret not speaking up for myself and/or addressing my superiors’ behaviors and bringing it to attention. I can admit that I was scared to speak up to my superior and that I was willing to take on all the stress to my core so that my superior would not have some reason to be disappointed and upset with me. I feel that if I had spoken up or was able to have a conversation, maybe I would have received the support and resources I needed at that time to continue to grow in that current position.
On the other end, I have been the one to cause someone else to have feelings of incivility. In a different scenario, I had an employee approach me about the way I had spoken to them in the hallway. This employee asked to speak to me privately and explained to me how my actions and words made them feel. In the end, this person asked how we could improve our work communication and understanding. This employee taught me a lesson by maintaining a respectful conversation and still calling out the problem and seeking a mutual resolution. I have to say that I greatly appreciated this person’s civil approach to the matter, and their ability to bring forth attention to what was the problem was. I can remember feeling happy to work together with this individual merely because of cordiality and respect.
On my unit, we have worked very hard to build a team culture that does not support any negative work habits like bullying and uncivil actions. Through the hiring process we have worked to sustain a positive culture that has been able to build a team that is aligned to our positive work ethics, values, and beliefs. Where I work, “Code Orchid” is the official code that an employee can file with human resources that addresses any work incivility.
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