ULL NURSING 204 FINAL
disruptive behaviors - ANSWERS-defined as a Lack of civility or respect (Incivility)
within a professional relationship that happens weekly and is repeated over time.
two types of disruptive behaviors - ANSWERS--Workplace bullying
-Horizontal or lateral violence
disruptive behaviors: others examples of uncivil behaviors - ANSWERS-verbal
abuse, eating your young, in-fighting, mobbing, harassment, scapegoating
what type of actions can threaten the wellbeing of nurses and safety of client? -
ANSWERS-overt and covert
incidence - ANSWERS--Disruptive behavior is fairly common in large organizations,
esp. hospitals.
incidence reports - ANSWERS--17% HCP report specific adverse client outcomes
-High percentages between physician -nurse and nurse - nurse
-More often in high-stress areas
-Experienced - inexperienced nurses
,outcomes of disruptive behaviors for nurses - ANSWERS--Dissatisfaction
-Job abandonment
-Lost productivity
-Task avoidance
-Poor morale
-Effects on physical and mental health
outcomes of disruptive behaviors for agencies - ANSWERS-UP: care errors
DOWN: care quality
UP :adverse client outcomes
UP: staff turnover
Legal action
sources of interpersonal workplace conflict - ANSWERS--Different expectations
-Threats to self
-Differences in role hierarchy
-Clinical situation constraints
different expectations - ANSWERS-being asked to do something you know would
be irresponsible or unsafe
,threat to self - ANSWERS-maintaining a sense of self in the faec of hostility or
sexual harassment
differences in role hierarchy - ANSWERS-difference in education or experience, or
in responsibility
clinical situation constraints - ANSWERS-emphasis on rapid decision making
creating a collaborative culture of regard - ANSWERS-gradually shifting to a
collaborative, patient centered care model from a hierarchal power model
common goal of the collaborative model - ANSWERS-collaborative culture in
which all team members keep the delivery of safe, high quality client centered
care
open communication - ANSWERS-creating a communication rich environment
mutual respect and shared decision making - ANSWERS-nurses should be full
partners with physicians and other health team members
role clarity - ANSWERS-members of a team that have been working together
smoothly generally have developed complementary roles
, culture of regard: what can be done agency wide? - ANSWERS--Publish behavior
codes & reporting process
-Hold interdisciplinary discussions on zero tolerance
culture of regard: what can be done individually? - ANSWERS--Discourage
disruptive behaviors
-Accountable for own behavior
-Avoid public criticism, cultivate a willingness to help & do one's fair share
feeling _____________ or not is an integral part of how nurses rate the quality of
their work environment - ANSWERS-respected
3 key factors of respect - ANSWERS--Positive climate of professional practice
-Supportive manager
-Positive relationships with others
Respect vs. Lack of Respect examples - ANSWERS-respect: making the nurse feel
appreciated, receiving positive feedback from authority figures about their work
competencies
VS
lack of respect: demeaning verbal comments, nonverbal actions such as eye
rolling and not paying attention to their opinions
disruptive behaviors - ANSWERS-defined as a Lack of civility or respect (Incivility)
within a professional relationship that happens weekly and is repeated over time.
two types of disruptive behaviors - ANSWERS--Workplace bullying
-Horizontal or lateral violence
disruptive behaviors: others examples of uncivil behaviors - ANSWERS-verbal
abuse, eating your young, in-fighting, mobbing, harassment, scapegoating
what type of actions can threaten the wellbeing of nurses and safety of client? -
ANSWERS-overt and covert
incidence - ANSWERS--Disruptive behavior is fairly common in large organizations,
esp. hospitals.
incidence reports - ANSWERS--17% HCP report specific adverse client outcomes
-High percentages between physician -nurse and nurse - nurse
-More often in high-stress areas
-Experienced - inexperienced nurses
,outcomes of disruptive behaviors for nurses - ANSWERS--Dissatisfaction
-Job abandonment
-Lost productivity
-Task avoidance
-Poor morale
-Effects on physical and mental health
outcomes of disruptive behaviors for agencies - ANSWERS-UP: care errors
DOWN: care quality
UP :adverse client outcomes
UP: staff turnover
Legal action
sources of interpersonal workplace conflict - ANSWERS--Different expectations
-Threats to self
-Differences in role hierarchy
-Clinical situation constraints
different expectations - ANSWERS-being asked to do something you know would
be irresponsible or unsafe
,threat to self - ANSWERS-maintaining a sense of self in the faec of hostility or
sexual harassment
differences in role hierarchy - ANSWERS-difference in education or experience, or
in responsibility
clinical situation constraints - ANSWERS-emphasis on rapid decision making
creating a collaborative culture of regard - ANSWERS-gradually shifting to a
collaborative, patient centered care model from a hierarchal power model
common goal of the collaborative model - ANSWERS-collaborative culture in
which all team members keep the delivery of safe, high quality client centered
care
open communication - ANSWERS-creating a communication rich environment
mutual respect and shared decision making - ANSWERS-nurses should be full
partners with physicians and other health team members
role clarity - ANSWERS-members of a team that have been working together
smoothly generally have developed complementary roles
, culture of regard: what can be done agency wide? - ANSWERS--Publish behavior
codes & reporting process
-Hold interdisciplinary discussions on zero tolerance
culture of regard: what can be done individually? - ANSWERS--Discourage
disruptive behaviors
-Accountable for own behavior
-Avoid public criticism, cultivate a willingness to help & do one's fair share
feeling _____________ or not is an integral part of how nurses rate the quality of
their work environment - ANSWERS-respected
3 key factors of respect - ANSWERS--Positive climate of professional practice
-Supportive manager
-Positive relationships with others
Respect vs. Lack of Respect examples - ANSWERS-respect: making the nurse feel
appreciated, receiving positive feedback from authority figures about their work
competencies
VS
lack of respect: demeaning verbal comments, nonverbal actions such as eye
rolling and not paying attention to their opinions
