1. Creating a No Bullying Work Environment
Florida Atlantic University
Lauren Goodman

2. Bullying
What is it:
An unwanted aggressive behavior that involves a real or perceived power imbalance amongst people
Overly repeated over time
Examples include: threats, rumors, attacking someone physically, verbally, or mentally, and exclusion from a group

3. Recognizing the problem
American Nursing Association Recognizes that bullying is a huge problem in nursing
A negative work environment forces nurses to leave within a short period of time
Nurses are an oppressed group who may use aggression against eachother to diffuse their feeling of helplessness
Goal is to protect these nurses through advocacy, policy, and resources

4. Recognizing the PRoblem
About 45% of nurses have been verbally harassed and bullied by other nurses
About 41% of nurses have been bullied by their nurse leaders/managers
Around 38% of nurses are even bullied by physicians
Up to 39% of nurses in their 1st year of professional practice witnessed bullying, and 26.4% to 31% were targets themselves (Skarbek, Johnson, & Dawson, 2015).

5. Recognizing the problem
Inadequate staffing due to nurse turnover resulting in mandatory overtime, coupled with orienting new nursing staff, and further increased costs to the organization are outcomes associated with workplace bullying (Skarbek, Johnson, & Dawson, 2015).
Can result in poor health outcomes, absenteeism, high employment turn over rates
Incivility- form of bullying commonly brought upon young nurses by their more experienced counterparts.
This form of bullying is very common in new nurse graduates

6. Incivilty
Can wreck Havok on nurses Self-esteem and make them feel insecure
Can affect the health and well being of their patients
Nurses who face this bullying often do not report it
If it is reported nurse managers do very little to control the situation (as no one will get fired, and a discussion will just take place)
Nurses are more likely to leave their job within a short time of working at the facility

7. What Can you do? If being bullied start a documentation trail
Write down date, time, place, witnesses, verbatim comments, behaviors
It’s up to the Nurse manager to take control of the situation:
Implement policies, set a positive work environment, take the lead in implementing the desired behavior.
As a nurse leader L.I.S.T.E.N to your employees

8. What can you do? L- Lean into the situation I-Insight is the goal
S-Solving the reason of the behavior is not your job. Your job is to focus and stop the behavior.
T-Take notes
E-Engage human resources early
N-Never share an opinion
This acronym is the protocol of the beginning to investigate the situation as soon as a complaint is issues

9. Making a difference
It is very important to understand workplace bullying from a nurse managers perspective
In understanding you have a pivotal decrease in consequences that may occur with this behavior (medical errors, patient outcomes, negative patient satisfaction)
Nursing leaders can set the stage for addressing workplace bullying by examining and addressing their own behaviors and then by fostering an environment, that encourages open communication and collaboration (Johnson & Rea, 2009).
With personal insight in hand, they can lead their nurses to examine their own bulling behavior and work together to create workplace environments in which bullying is not tolerated (Johnson & Rea, 2009).

10. Making a difference
NMs and other nurse leaders further develop effective methods and interventions to address the undesirable behavior of workplace bullying in order to keep patients safe and enhance patient outcomes (Skarbek, Johnson, & Dawson, 2015).
must be able to recognize the signs, manifestations, and outcomes associated with bullying.
Managers, leaders, and administrators must support victims of bullying and find ways to prevent this behavior from occurring repeatedly.
Organizations should develop systems to address and manage workplace bullying in order to create a healthy working environment that supports collaboration and teamwork (Skarbek, Johnson, & Dawson, 2015).

11. In Conclusion… Nurse bullying is seen all around the healthcare system
Can be bullied by other nurses, managers, leaders, and even phyiscians
New grads or young nurses are mainly seen as the targets
Nurse Bullying can put the patient at risk for harm
The continuation of bullying can make the staff leave within a short period of time and put the unit in a staffing crisis, which in return affects patient care
It is up to the nurse manager to recognize the problem and take the problem into their own hands, working with a team to try and stop it

12. References
American Nurses Association. Incivility, Bullying, and Workplace Violence Retrieved from:
Becker’s Hospital Review Use this acronym to guide investigations into the nurse bullying. Retrieved from: capital-and-risk/use-this-acronym-to-guide-investigations-into-nurse-bullying.html
Johnson, L.S., Rea,E.R Workplace Bullying: Concerns for Nurse Leaders. Journal of Nursing Administration. 39(2). Pp
Read, E., Laschinger, K. H Correlates of New Graduate Nurses’ Experiences of Workplace Mistreatment. Journal of Nursing Administration. 43(4). Pp
Skarbek, J.A., Johnson, S., Dawson, M.C A Phenomonological Study Of Nurse Manager Interventions Related to Workplace Bullying. Journal of Nursing Administration. 45(10). Pp