In the medical industry, lateral violence (LV) is a destructive problem, particularly for nurses. LV often referred to as horizontal hostility or workspace harassment, is when an employee acts disruptively and inappropriately toward another who is either in a lower or similar status.
Victims can overtly demonstrate this intentional conduct, but it is more frequently covered up and muted when it is continued, frequently intensifying with time. Individualized taunts and hostile gestures may seem benign on their own, but combined, they do more damage than a singular violent deed would (Bambi et al., 2019). There are several negative consequences of ongoing LV exposure. Victims experience physical health issues, a general decline in the feeling of wellness, and depression indicators. They have a more pessimistic perspective on themselves, other people, and their surroundings, and they often resort to poor response mechanisms to deal with their issues. Incorporating Conti-Theory O’Hare’s of the Nurse as Wounded Healer would curb the highlighted adverse effects caused by lateral violence to full effect and help nurse managers run their administrative duties with ease.
In lateral aggression, nurse managers can apply Conti-Theory O’Hare’s of the Nurse as Wounded Healer to help people deal with their individual and professional trauma, develop professional communication, and foster a pleasant work environment. According to Marion Conti O’Hare’s theory, people are drawn to specific occupations, like nursing, because they want to alleviate other people’s distress after encountering terrible experiences in their own lives (Foli, 2021). When a person successfully manages their trauma, their suffering is turned into healing. When healing is inefficient and unaddressed, a person operates as a walking wounded and encounters issues in social and professional interactions. When it comes to lateral violence in the nursing field, these wounds may be brought on by occupational pressures, including lateral violence. If this continues regularly without being rectified, the medical personnel may soon be overrun with the wounded still walking.
Years ago, experience from a colleague at work really drew the picture of how effective the theory is. During her shifts, which incorporated departmental change, she always was reluctant to take the ICU shifts. When asked, she would give a vague reason as to why she did not want it, but through a stern directive from the nurse leaders, she would eventually accept. Nurses are individuals trained to be observative, and the nurse manager at that time took a close watch on her and realized that she was a victim of lateral violence. Whenever work violence occurred, the manager advised her on how critical it is to speak out to deal with improper and possibly destructive practices (Perregrini, 2019). That eventually led to an honest dialogue about aggressive conduct between the two, which assisted raise awareness of the problem and made it public, and the oppressor took his leave, which prompted the nurse to get back to being highly productive.
Observing or experiencing lateral violence can have an impact on nurses, according to the Theory of the Nurse as a Wounded Healer. Victims can use the exact recovery method to treat LV because it can be just as meaningful and devastating as other types of traumas experienced personally (Olender, 2017). The ideal route for a nurse is that of the injured walkers, who go through realization, restoration, and transcendence to become the wounded healer. For specialists and supervisors to recognize LV’s potential impacts and the necessity for healing, they must be aware of its existence (Olender, 2017). All available options for LV correction must be used when patient care is in danger.
References
Bambi, S., Guazzini, A., Piredda, M., Lucchini, A., De Marinis, M. G., & Rasero, L. (2019). Negative interactions among nurses: An explorative study on lateral violence and bullying in nursing work settings. Journal of Nursing Management, 27(4), 749–757. Web.
Foli, K. J. (2021). A middle-range theory of nurses’ psychological trauma. Advances in Nursing Science, 45(1), 86–98. Web.
Olender, L. (2017). The relationship between and factors influencing staff nurses’ perceptions of nurse manager caring and exposure to workplace bullying in multiple healthcare settings. The Journal of Nursing Administration, 47(10), 501-507. Web.
Perregrini, M. (2019). Incivility in critical care nursing. Nursing Made Incredibly Easy!, 17(5), 6–8. Web.