There are many problems in the workplace that can negatively affect the activities of the organization. One of the most serious is horizontal violence or lateral violence, which implies a non-physical manifestation of aggression and hostility towards employees. The occurrence of this circumstance can lead not only to a decrease in the efficiency of the company but also worsen communication and lead to layoffs. Thus, this paper will explore the phenomenon of horizontal violence, its possible consequences, and how organizations can deal with it with the help of leadership.
First, it is necessary to gain an understanding of what horizontal or lateral violence is. The research defines it as “inter-group conflict, manifested by sabotage, infighting, scapegoating, criticism, and other explicit and implicit non-physical hostilities” (Zhang et al., 2022, p. 2). This problem often arises for multiple reasons among group members in the workplace. Some of them may include salary, personal qualities, external characteristics, or job success.
Such an issue as horizontal violence can have numerous consequences for both the organization and its employees. One of the significant results is the deterioration of productivity and efficiency of activities, which can subsequently affect the loss of competitiveness and quality of services. Regarding employees, constant exposure to bullying and conflict situations contributes to an increase in stress levels. This circumstance, in turn, is the cause of anxiety and other more serious psychological disorders. In addition, due to the occurrence of these problems, employees decide to leave their place of work, which is highly undesirable for the company.
Further, in order to limit and prevent the development of horizontal violence in the workplace, the development of specific measures is necessary. Leadership plays a unique role in this context. Research underlined that “when organizations have a code of conduct that addresses horizontal violence as well as active leadership that enforces the code, the behavior is positively modified” (Hardee & Whichello, 2022, p. 25). Moreover, the valuable role of leaders is due to the fact that they are agents in making decisions about improving relations within the team and building a healthy climate in the workplace. Thus, employers, in partnership with these employees, should conduct a study of problems among staff, survey employees, and, based on the data obtained, find the most appropriate and productive solution to the issue. An important aspect is also the development or modification of the code of conduct, which will regulate the occurrence of horizontal violence in the organization. It is worth emphasizing that all proposed initiatives should include the mission and values of the company, which will be promoted to employees through leaders among the staff.
In conclusion, horizontal violence is a critical and complex problem for the organization. Its limited scope should include conducting a thorough study and analysis of the environment and personnel to find the most valuable and practical solutions. This is due to the fact that horizontal violence has severe consequences for the productivity of the organization and can cause problems with the welfare of employees.
References
Hardee, A. & Whichello, R. (2022). The role of leadership in prevention of horizontal violence in nursing. North Carolina Board of Nursing, 23-30.
Zhang, Y., Yin, R., Lu, J., Cai, J., Wang, H., Shi, X., & Mao, L. (2022). Association between horizontal violence and turnover intention in nurses: A systematic review and meta-analysis. Frontiers in Public Health, 10. Web.