A safe working environment is critical and fundamental to ensuring that employees can achieve the organization’s goals. Without it, the team cannot effectively perform or create the desired outcomes. Staempfli and Lamarche (2020) found that the threat of workplace violence from internal and external sources created psychological stress, employee dissatisfaction, burnout, and intent to leave the position. It is especially crucial to foster a work climate that values safety and security, as well as inclusion, respect, transparency, and understanding. The statement of this paper is to describe the problem, express my leadership commitment statement on the prevention of violence, and explain the expected outcomes of its strategies.
Description of the Problem
Violence in the workplace is one of the harmful and dangerous factors of the professional environment. This problem becomes more apparent because many healthcare workers are physically, emotionally, cognitively, and socially attacked by people they know or even strangers (Warshawski et al., 2021). Nurses report being the target of racial discrimination, bullying, prejudice, and hate speech. Such behaviors physically impact individuals and impair their self-esteem, making it difficult for them to provide professional services. Moreover, violent acts can be lethal in some scenarios, such as mass shootings in healthcare facilities. Furthermore, it puts nurses in vulnerable and dangerous circumstances, torn between saving their lives and performing their expected duties (Somani et al., 2021). In addition, many examples of workplace violence against healthcare workers are not noticed since most suffer silently without reporting it to the relevant authorities.
Leader Commitment Statement
As a leader, I am dedicated to preventing violence and fostering a healthy work environment. Thus, it is required to establish several ways to resolve this problem. Like any other sector, all nurses should be accorded the most conducive working atmosphere possible; the working conditions must be violence-free, decent, favorable, civil, diverse, and inclusive (Liu et al., 2019). In order to raise employee morale, fulfill their objectives, and give professional services, such an environment should be devoid of racial, color, tribe, religion, or status prejudice. All healthcare institutions’ administration must guarantee that their employees, patients, and visitors are safe and secure. Moreover, the staff should be trained on how to avoid violence and resolve conflicts. It is necessary to conduct training in recognizing and identifying possible dangers and potential attacks, as well as reporting similar cases to the appropriate authorities (Liu et al., 2019). If required, healthcare professionals must be trained to seek assistance and medical care once they encounter workplace violence.
Expected Outcomes
Nurses’ lives and well-being will be protected if they work in a secure, quiet, and supportive atmosphere. I may establish a positive professional environment for nurses, patients, and the general public by applying the principles outlined above. The nature of the profession is relatively technical that it requires nurses to be free from any physical or mental problems since it involves dealing with and saving peoples’ lives (Chang et al., 2018). Concurrently, providing a secure atmosphere will guarantee that patients and visitors receive the best possible care, and that nurses and medical personnel can securely perform their duties.
Conclusion
Many violent incidents have occurred in the nursing and healthcare industries, affecting service delivery. Since the field is genuinely delicate, it needs a pleasant, spacious, and comfortable working environment. I am determined to maintain this secure atmosphere and ensure that all incidents of workplace violence against nurses are eradicated and that those who perpetrate the offense face severe consequences. The nurse leaders are personally responsible for the quality of care their employees provide, the level of their training, well-being, and the degree of social protection of the nursing teams subordinate to them.
References
Chang, Y., Lee, D., & Wang, H. (2018). Violence-prevention climate in the turnover intention of nurses experiencing workplace violence and work frustration.Journal of Nursing Management, 26(8), 961-971. Web.
Liu, J., Gan, Y., Jiang, H., Li, L., Dwyer, R., Lu, K., Yan, S., Sampson, O., Xu, H., Wang, C., Zhu, Y., Chang, Y., Yang, Y., Yang, T., Chen, Y., Song, F. & Lu, Z. (2019). Prevalence of workplace violence against healthcare workers: A systematic review and meta-analysis. Occupational and Environmental Medicine, 76(12), 927-937. Web.
Somani, R., Muntaner, C., Hillan, E., Velonis, A. J., & Smith, P. (2021). A systematic review: Effectiveness of interventions to de-escalate workplace violence against nurses in healthcare settings.Safety and Health at Work, 12(3), 289-295. Web.
Staempfli, S., & Lamarche, K. (2020). Top ten: A model of dominating factors influencing job satisfaction of emergency nurses.International Emergency Nursing, 49, Article 100814. Web.
Warshawski, S., Amit Aharon, A., & Itzhaki, M. (2021). The public’s mixed emotional responses to violence directed at nurses: A mixed-methods study.Journal of Clinical Nursing. Web.