Introduction
Within the hospital metaparadigm, incivility alludes to inappropriate, harassing, violent, and disrespectful workplace actions that negatively impact workplace practices and result in emotional distress. On the low-risk end of the spectrum, incivility may include uncomfortable and unpleasant procedures that can also be irritating, such as intimidation, extortion, unfair conduct, rudeness, and mockery. On a more serious note, incivility can manifest as arrogance, physical abuse, and ethnic conflict.
In the care delivery metaparadigm, nurses engage in incivility-related practices, resulting in substandard health services. They endanger patients, provide little or no gratification to those seeking medical care, and result in substandard care to clients. As a result, it is vital to combat incivility in health to ensure that patients receive better and more effective care. This paper discusses the various effects of incivility on clinicians’ capabilities in making clinical judgments and assessing and evaluating some of the issues that arise in workplaces with nurse incivility. Additionally, the paper addresses how clinical site incivility impacts communication in a healthcare context and how medical institutions could adopt strategies to reduce nurse incivility.
Identify How Incivility Impacts an Individual Nurse’s Ability to Use High-Level Clinical Judgment
Clients, among other people in a therapeutic context, can be the subjects and recipients of belligerence. These occurrences can have cognitive, emotional, and physical consequences on patients (Geldart et al., 2018). These mental, social, and emotional distress caused by incivility impair nurses’ ability to exercise sound clinical reasoning in their course of work (Geldart et al., 2018). When caregivers are experiencing cognitive discomfort, they tend to become less devoted and grow bored in their careers, eventually contributing to resignation.
Doctors subjected to or victimized by incivility have low self-esteem and a lack of personal, manifesting physically as bodily irregularities, culminating in restlessness and discomfort. Incivility results in mental anguish, such as melancholy, tension, and excessive worry among nurses (Geldart et al., 2018). Consequently, these issues impair caregivers’ professional competence, resulting in substandard healthcare provision and jeopardizing clients’ health (Geldart et al., 2018). Inadequate patient care leads to ineffective care provision by clinical staff personnel at a medical center.
Analyze and Identify the Issues that Occurs within Workplace or Clinical Site Incivility
Medical incivility can have a variety of negative repercussions for clients’ wellness in the medical environment. These incivilities, such as nurses being disrespectful to other personnel and harassing patients, might negatively impact a patient (Eka & Chambers, 2019). When caregivers exhibit incivility, they cannot do the allotted task flawlessly, ending the patient’s life (Eka & Chambers, 2019). A medic who has been the recipient of rudeness is typically incapable of performing their job. Incivility in the profession minimizes performance through eroding self-assurance and self-regard, and as a result, the patient’s demands are not adequately met (Eka & Chambers, 2019). When a client wants medical aid in a treatment center, this is an illustration of nurse incivility.
The nurse is not concerned with helping or caring for the patient; rather, the caregiver speaks brutally to the client and may even blame the customer for the disease. The client was to get set for the surgery, and the doctor was to ascertain that the patient received the appropriate dose of an anesthetic. However, the surgeon was experiencing mental distress due to their incivility, and he ended up administering the patient an excessive amount of anesthetic medicine. The medication harmed the patient since he was unable to regain consciousness during surgery. Consequently, the patient needed to be on treatments to help eliminate the overdosed medicines that caused pain. Later in her career, the nurse was forced to resign due to incivility difficulties.
Witnessing uncivil conduct at work may exacerbate nurses’ emotions of psychological impotence and drain their mental resources. These contextual limits may result in sentiments of tiredness and negativity toward development, impeding an individual’s inventiveness (Jiang et al., 2019). Knowledge, connections, relationships, and psychologically valued talents and possessions are all examples of emotional resources (Jiang et al., 2019). As a result of the loss of psychological resources, individuals may preserve their remaining resources to avoid confrontation with the aggressor and mitigate the injury (Jiang et al., 2019).
Thus, workplace violence reduces clinicians’ motivation to achieve creative solutions (Jiang et al., 2019). Professionals’ intrinsic incentive for creativity may be harmed by uncivil conduct at work. In care delivery, innovation often entails the integration of unique workable solutions, such as the methodical introduction of new concepts (Jiang et al., 2019). According to Jiang et al. (2019), nurses who witness uncivil behavior in the workplace are less likely to develop novel solutions to complicated problems, impeding creativity. Therefore, incivility greatly impacts the performance of nurses in healthcare provision leading to customer dissatisfaction with the quality of care.
Discuss How Workplace or Clinical site Communication is affected due to incivility
Nurses’ workplace bullying has exacerbated miscommunications, culminating in substandard patient care. Communication is a critical component in health care since it enables the hospital’s operations to be coordinated. Additionally, effective communication fosters therapeutic relationships between clients and healthcare practitioners. Healthy interaction is critical for the patient-physician relationship (Ahn & Choi, 2019). Caregiver incivility typically disrupts communication techniques, which obstructs care delivery to clients (Ahn & Choi, 2019). Rudeness in healthcare breeds disregard and communication cannot be effectively delivered, resulting in interpersonal miscommunication. Miscommunication results in treatment failure, and health treatments are not given effectively (Ahn & Choi, 2019). Nurses should be informed on enhancing their clinical interventions and how to demonstrate incivility in the therapeutic setting.
A lack of closed-loop communication might result in message misunderstandings and hence increased workplace pressure. It is anticipated that occupational strain impacts good organizational behaviors such as synchronization, performance evaluation, and backup conduct. Incivility is merely one of several potential drivers of workplace miscommunication. Disrespect may negatively affect closed-loop communication routes, as such unpleasant behavior isolates nurses (Ahn & Choi, 2019).
Ahn and Choi (2019) recognized that communicative answers to dysfunctional relationships must be tailored to the individual since a one-size-fits-all approach would inevitably fail. Individualizing the response to incivility is a more important technique than Ahn and Choi (2019). Given the critical nature of communication, it is unlikely that negatively impacting this habit will improve a nurse’s capacity to offer high-quality patient care.
Discuss Current Initiatives that Organizations are Implementing to Decrease Incivility within the Clinical Sites
There should be initiatives in place to curb caregivers’ workplace bullying in clinical settings. First, boosting nurses’ experience and abilities may be beneficial in preventing incivility in healthcare institutions. Clinicians’ responsibilities are critical and sensitive, necessitating the development of appropriate competencies, expertise, and competencies. According to Abdollahzadeh et al. (2017), evidence-based treatment minimizes inappropriate behavior toward them. Second, nurses believe that assisting professionals is an excellent way to mitigate incivility. Abdollahzadeh et al. (2017) implied in their research that nurses asserted that when a caregiver is completely supported, they will not dare to act disrespectfully.
Additionally, nurses discussed their traumatic moments when they sought support following a confrontation but could not obtain it, which gave others the confidence to be incivility toward the nurses (Abdollahzadeh et al., 2017). Third, reducing the clinician burden significantly reduces inappropriate professional behavior. The majority of doctors, citing excessive load, reported that nurses should experience fewer work-related stressful situations to avoid workplace bullying (Abdollahzadeh et al., 2017). They assert that incivility is avoided when nurses’ satisfaction is complemented by improved behavior and a higher tolerance limit.
Lastly, improved communication between healthcare professionals in a medical environment would help eliminate workplace bullying, resulting in enhanced patient care and client satisfaction. Nurses believe that a lack of good conversation with others, particularly with clients and their companions, primarily relatives, is significant in developing hatefulness. Abdollahzadeh et al. (2017) noted in their research that clinicians discussed their encounters with effective communication and, as a result, minimized incivility.
Conclusion
Within the medical metaparadigm, workplace bullying pertains to inappropriate, harassing, violent, and disrespectful conduct on the job that negatively affects the labor environment and can result in emotional exhaustion among employees. Incivility in health results in substandard customer satisfaction. These occurrences can have cognitive, social, and physical consequences. These mental, physical, and emotional distress caused by incivility prohibit clinicians from exercising clinical expertise and judgment in their duties. Nurses who have been the recipient of aggressiveness are typically incapable of performing their job. Insolence leads to a substantial reduction in a medical professional’s self-confidence and self-identity, and as a result, they may not meet the demands of their patients.
References
Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to prevent workplace incivility? Nurses’ perspective. Iranian Journal of Nursing and Midwifery Research, 22(2), 157-163. Web.
Ahn, Y. H., & Choi, J. (2019). Incivility experiences in clinical practicum education among nursing students. Nurse Education Today, 73, 48-53. Web.
Eka, N. G. A., & Chambers, D. (2019). Incivility in nursing education: A systematic literature review. Nurse Education in Practice, 39, 45-54. Web.
Geldart, S., Langlois, L., Shannon, H. S., Cortina, L. M., Griffith, L., & Haines, T. (2018). Workplace incivility, psychological distress, and the protective effect of co-worker support. International Journal of Workplace Health Management, 11(2), 96-110. Web.
Jiang, W., Chai, H., Li, Y., & Feng, T. (2019). How workplace incivility influences job performance: The role of image outcome expectations. Asia Pacific Journal of Human Resources, 57(4), 445-469. Web.