Georgia Nursing - July 2022

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Page 18 • Georgia Nursing July, August, September 2022 Advancing Health Equity in Georgia continued from page 17 #2: Recommendations for Developing Objectives, Setting Priorities, Identifying Data Needs, and Involving Stakeholders for Healthy People 2030. https://www. healthypeople.gov/sites/default/files/Advisory_Committee_Objectives_for_HP2030_ Report.pdf Healthy People 2030. (n.d.) U.S. Department of Health and Human Services, Office of Disease Prevention and Health Promotion. https://health.gov/ healthypeople/objectives-and-data/social-determinants-health Retrieved January 30, 2022 Institute of Medicine. (2003). Unequal Treatment: Confronting Racial and Ethnic Disparities in Health Care. Washington, DC: The National Academies Press. https:// doi.org/10.17226/10260. Jackson-Triche ME, Unützer J, Wells KB. 2020). Achieving Mental Health Equity: Collaborative Care. Psychiatr Clin North Am. Sep;43(3):501-510. doi: 10.1016/j. psc.2020.05.008. Epub 2020 Jul 1. PMID: 32773077. 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July, August, September 2022 Georgia Nursing • Page 19 Meet some of the 2022 GNA Conference exhibitors! Getting Clear on Bullying Versus Incivility Reprinted with permission from The Florida Nurse February 2022 issue Renee Thompson, DNP, RN, CSP Numerous studies show the prevalence and devastating impact disruptive behaviors have on nurse retention and satisfaction, patient safety and the financial health of an organization. Today, more than ever, the unpredictable, life-and-death nature of the pandemic has created Dr. Renee Thompson an environment that is ripe for an increase in workplace bullying and incivility. Research at the Healthy Workforce Institute shows an uptick in bad behavior and nurses are experiencing greater workplace incivility now more than ever before. Additional studies show: • 45.7% of nurses said they witnessed more incivility than before the pandemic (El Ghaziri et al., 2021). • 14.3% of surgery patients had higher complications with surgeons who had one to three reports of unprofessional behaviors compared to those surgeons who had no reports of disruptive behaviors (Cooper et al., 2019). • 94% of individuals have worked with a toxic person in the last five years; 51% of the targets stated they are likely to quit as a result (Kusy, 2017). Developing successful, targeted interventions to reduce bullying and incivility among nurses will require that leaders develop awareness and understanding of nurses’ unique experiences with disruptive behavior. One of the biggest areas of confusion that makes it difficult to address and eliminate bad behavior is a misunderstanding about the differences between bullying and incivility. An important first step to educating yourself and your employees is to get clear on those differences. This will help you raise awareness, set expectations, and develop appropriate strategies to eliminate each type of disruptive behavior. Bullying should be a NEVER event, but not everything is bullying and when we call everything bullying, we lessen our chances of identifying and addressing true bullying behavior. BULLYING For a behavior to be considered bullying, it must include three things: A Target-This target can be a single person or group of people. Group targets can include the opposite shift, new nurses, or nurses who have a particular ethnic background. Harmful-The behavior must be harmful in some way. This harm can be to the target or harmful to a patient. Repeated-The most important element of bullying. The behavior can’t be just a one-time event, it must be repeated over time. INCIVILITY Incivility is different from bullying but tends to be much more pervasive. While the behaviors can be similar, they tend to be lower level. Incivility shows up as your typical rude, unprofessional, inconsiderate behaviors: eye-rolling, condescension, favoritism, alienation, gossiping, mocking, cursing. Make no mistake about it, incivility is a healthy and professional workplace killer, and needs to be addressed. The Bottom Line Bullying and incivility can destroy work environments and impact patients in a negative way. The key is to Congratulates get very clear on the behavior – is it bullying (target, harmful, repeated) or incivility (low level, rude, and unprofessional). We are hemorrhaging nurses due to bad behavior and it’s time we get educated on how to recognize and address bullying and incivility so that we can cultivate a more respectful and professional work culture. References Cooper, W., Spain, D., Guillamondegui, O., et al. (2019, June). Association of Coworker Reports About Unprofessional Behavior by Surgeons with Surgical Complications in Their Patients. JAMA Surgery, 154(9), 828–834. doi:10.1001/ jamasurg.2019.1738 El Ghaziri, M., Johnson, S., Purpora, C., Simons, S. and Taylor, R. (2021, July). Registered Nurses’ Experiences with Incivility During the Early Phase of COVID-19 Pandemic: Results of a Multi-State Survey. Workplace Health & Safety. doi:10.1177/21650799211024867 Kusy, M. (2017). Why I don’t work here anymore: A leader’s guide to offset the financial and emotional cost of toxic employees. Boca Raton, FL: CRC Press Bio: As an international speaker and consultant, Dr. Renee Thompson tackles the challenges facing healthcare leaders today. With 30 years as a nurse, Renee is an expert on creating healthy workforces by eradicating bullying & incivility. She is in demand as a keynote speaker and has authored several books on bullying. Visit nursingALD.com today! Search job listings in all 50 states, and filter by location and credentials. Browse our online database of articles and content. Find events for nursing professionals in your area. Your always-on resource for nursing jobs, research, and events. LaDonia Patterson, EdD, RN, on receiving the Health eCareers Nursing Diversity, Equity, and Inclusion Award Georgia Baptist College of Nursing Celebrates its 120th Anniversary | 1902-2022 mercer.edu | nursing.mercer.edu
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