Essay Workplace Violence in Nursing - 890 Words

Workplace Violence in Nursing Professional Position Paper Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012). Therefore, this position statement is relevant because†¦show more content†¦Several models and concepts arose in preventative measures to workplace violence in nursing. One conceptual model, according to Covert Crime at Work, is â€Å"a conceptual model derived from 370 surveys show working conditions conducive to bullying, thus h elping to identify risks early and to prevent unhealthy environments from developing.† After recognition of these research and studies, organizations such as Occupations Safety and Hazard Association, American Nurses Associations, and etc, have implemented guidelines to prevent workplace violence in nursing. Furthermore, there has been increasing correlation of lateral violence to poor leadership or management. In response to this, the Joint Commission on Accreditation of Healthcare Organization created a new standard in the â€Å"Leadership† chapter that tackle disruptive and inappropriate behaviors (American Nurses Association, 2012). This â€Å"Leadership† chapter, will further aid in seeking and preventing lateral violence. So far, there have been few states that have enacted the Workplace Violence Legislative Agenda aimed at preventing workplace violence, which are: Washington, Oregon, California, Nevada, Arizona,Show MoreRelatedThe Effects Of Workplace Violence On Nursing1329 Words   |  6 PagesEffects and Management of Workplace Violence in Nursing Gurdeep Kaur, Virender Kaur, and Ana Tolentino Jimenez California State University, Bakersfield Effects and Management of Workplace Violence in Nursing Workplace violence occurs due to an interpersonal conflict between two or more people that results from differences in their needs, ideas, goals, interests, or values (Marquis and Huston, 2015). Workplace violence is not limited to physical violence; it also includes negativeRead MoreNursing Workplace Incidence of Violence Essay examples588 Words   |  3 PagesIn today’s world violence can be expected anywhere at any time. This includes what was considered at one time a low risk area, the medical facility. Today the incidence of violence is increasing. There are two types of violence the first is lateral violence or aggression which is amongst hospital or medical personal. The other is external factors consisting of patients or visitors instituting violence or aggression among themselves or against healthcare workers. This is known as a code grey in myRead MoreDoctor Of Nursing Practice Roles1434 Words   |  6 PagesDoctor of Nursing Practice Roles against Workplace Viole nce in the Nursing Profession Introduction Workplace violence in nursing has become a serious problem that affects the nursing profession in many aspects (Murray, 2009). According to Skehan (2015), there were few studies or documentation about the perception or management of nurse leaders against workplace violence in nursing. Therefore, doctor of nursing practice (DNP) prepared nurses should become the experts in identifying, analyzing, andRead MoreViolence Against Student Nurses and Newly Registered Nurses1070 Words   |  5 PagesViolence against student nurses and newly registered nurses Abstract Workplace violence toward student nurses and newly registered nurses must be eliminated. Nursing students and new nurses are particularly vulnerable to acts of violence. This article discusses the status of the workplace violence of nurses, the effects of violence on students and new nurses, and some strategies can be used to reduce the workplace violence to nurses. Keywords: student nurses, newly registered nurses, workplaceRead MoreThe Issues Of The Nursing Profession1693 Words   |  7 Pages 5/4/2016 The issues of the nursing profession have been inflating across the country, and require immediate solutions to stem this growing tide. Even though nursing has great benefits such as health insurance, great pay, and the fact that you get to help people, nursing has many issues. Some of the issues of the nursing profession include work place violence, short staffing and hazardous environments. Research shows that these issues have been inflating across the country, and require immediateRead MoreHorizontal Violence in Nursing1512 Words   |  7 PagesHorizontal Violence in Nursing Paisley Rojo Gen 200 July 21, 2015 Dr. Davidov The High Cost of Horizontal Violence In nursing, there is a growing concern called, horizontal violence. Horizontal violence is an act of aggression from one nurse to the other. Horizontal violence impedes teamwork, hinders patient care and causes a negative work environment (Becher visovsky,  2012). Even though workplace politics exists in every profession, the effects of horizontal violence, orRead MorePatient Violence Towards Nursing Personnel772 Words   |  3 PagesViolence in all its forms has increased dramatically worldwide in recent decades (Balamurugan, Jose Nandakumar, 2012). According to the Occupational Safety and Health Administration (OSHA) report, nearly two million American workers report having been victims of workplace violence each year (2011). Among those at highest risks for violence in the healthcare setting are nurses, social workers and psychiatric evaluators (OSHA, 2011). In the healthcare setting, physical assault is almost exclusivelyRead MorePatient-Related Violence for Nurses in Australia Essay1359 Words   |  6 Pagesthe occupation at most risk of patient-related violence in the health care sector. The researchers found that patient-related violence against nurses was highest in emergency departments; 70% of nurses working there estimated to experience violence on a weekly basis and between 60-90% of nurses reported exposure to violence, both verbal and physical (Pich et al., 2010). Patients were consistently identified as the most common source of such violence, responsible for ≠¤89% of all cases (Pich et alRead MoreWhat Is Lateral Violence Within The Nursing Profession?1690 Words   |  7 Pagestypes of violence, many researchers have exposed violence in the healthcare setting. Also referred to as workplace bullying, lateral violence, is a specific type of workplace violence that is exceedingly present in the nursing profession. Lateral violence could be considered an antonym of the terms spoken of above as it discourages their existence among nurses and other health professionals. For this reason, it is important to bring to focus the issue of lateral violence within the nursing professionRead MoreBullying in Nursing838 Words   |  3 Pagesepicenter of the job, it is disconcerting to see a high occurrence of bullying in the nursing environment. Lateral bullying and lateral violence are terms used to describe bullying, uncivil behavior, disrespect, social devaluing, peer control and verbal, physical and emotional abuse occurring between nurses and or colleagues (Ceravolo et al., 2012). Abusive behaviors from a superior are considered vertical or hierarchal violence and are commonly seen when the superior attempts to control or bully the nurse

Patriarchy in Jane Austens Sense and Sensibility Essay

Patriarchy in Jane Austens Sense and Sensibility Despite the fact that Jane Austen has become what Julian North describes as a â€Å"conservative icon in popular culture† signified by her depictions of â€Å"traditional class and gender hierarchies, sexual propriety and Christian values,† the novel _Sense and Sensibility_ provides, if not a feminist perspective, a feminist discourse lacking in Emma Thompson’s film version (North 38). In this essay, I attempt to argue briefly that the novel, which initially seems to uphold cultural norms of sexuality and does little to question women’s subaltern position, can be read to undermine the patriarchy and especially male-controlled courtship rituals. Next I seek to demonstrate how the film’s†¦show more content†¦Julian North, noting that critics have often read Elinor’s triumphant sense as validating an anti-individualist reactionary viewpoint in which â€Å"the self must submit to the moral and religious order of society,† offers a contrasting opinion (39). Other critics â€Å"read adherence to conservative ideology as a ‘cover story’†¦for the ‘implicitly rebellious vision’†¦of a writer acutely conscious of the confinements of patriarchy† (North 39). This feminist reading of _Sense_ is most cogent when the reader is privileged to Elinor’s own thoughts. Elinor’s sense, manifested in her stoic silence and inner thoughts, contrasts with Marianne’s sensibility, notably with her emotive soliloquies and dialogues, to offer a verbal resistance to their mutual misfortune. The discourse between sense and sensibility in the book offers a means to combat the misfortune the women in the novel suffer, and each temperament leads its possessor to ultimate happiness, even if sense is clearly favored. Similarly, the sisterly bond of the Dashwoods offers an alternative narrative to the traditional courtship romance. Deborah Kaplan acknowledges that several critics that â€Å"the friendships of the women characters with one another are at least as important as their relationships with male characters† and that these relationships â€Å"sometimes seem[] to overshadow Sense and Sensibility’s courtship plot† (184). Perhaps the most noticeable deviation from the two courtship plots in the novel isShow MoreRelatedJane Austens Novel Sense and Sensibility: An Analysis1492 Words   |  6 PagesJane Austens groundbreaking novel Sense and Sensibility is a relationship-driven account of female protagonists. Sense and Sensibility shares much in common with other novels by and about women. Themes like autonomy versus independence and the role of women in a patriarchal society are explored in Sense and Sensibility. Using two sisters to symbolize the different direct ions the female spirit can be pulled, Austen shows the variable ways women respond to political, social, and economic oppressionRead MoreJane Austen Critical Analysis1220 Words   |  5 Pagesthrough their work’s content or theme. In the case of Jane Austen, an eighteenth-nineteenth century novelist, writing style and theme are two things she is most admired and remembered for. Austen’s main themes encompass her views of the roles and values of women, family, and marriage in her era. In addition to this, her opinion of how social status affected each of those also lies within her words. Although there is criticism about what Austen’s writing lacks, there is also praise of her particularRead MoreFeminist Undertones in Pride and Prejudice2078 Words   |  9 PagesFEMINIST UNDERTONES IN ‘PRIDE AND PREJUDICE’ Introduction Jane Austen authored the novel ‘Pride and Prejudice’ in 1813, a period in the social history of England that saw most women as best equipped for the private and domestic realm. An ideal woman was the picture of chastity, innocence and compliancy. Even women authors in this period were expected to adhere to genres that were considered to be solely their domain- the refined arts, householdRead MoreElizabeth in Pride and Prejudice by Jane Austen Essay1949 Words   |  8 PagesFauconier Jane Austen, a writer in 19th Century England, wrote about what she knew; namely the societal norms of her era and class. In a time where men were given all the status and privileges, she wrote novels predominantly about women, their position in society, and the roles that they played. Since women were not entitled to property, they would often grow up with the goal of finding a suitable husband (Guidelines 1990:1). It is for this reason that people have criticised Jane Austen’s writings

HR practices in the Woolworths Group-Free-Samples for Students

Question: Discuss about the HR practices in the Woolworths group. Answer: Introduction: Engagement is the concept which is used in the context of the drive which the employees experience with regard to their work. Engagement is the level to which the employees are passionate regarding their vocation and the level to which they devote themselves to it. Engaged employees go the extra mile to give towards the success of their establishment. Engagement means that the employees work with excitement and are capable of expressing themselves in a physical, emotional and cognitive manner. Therefore it is necessary for the organisations to ensure that the employees are taken care of and valued and they are given opportunities and facilities which will help them stay loyal towards their establishment for a long time frame. Importance of the concept of employee engagement and its presence in organisations: Engagement is a crucial HR variable for a majority of organisations. It facilitates the organisation in delivering a superior performance and also in gaining a competitive advantage. Engaged employees make additional efforts, learn and know more and faster and are much more creative. In addition to this they are the organisational ambassadors. Employee engagement is one of the best predictor of customer satisfaction, personnel retention, productivity as well as profitability. Engagement levels in an organisation are responsible for taking employees to the next level of allegiance towards their company (Saks and Gruman 2014). However it needs to be understood that the notion of employee engagement can be challenging. This is because plans for keeping employees engaged and happy can often backfire. This needs to be ensured while preparing a strategic plan for employee engagement (Kompaso and Sridevi 2010). Overview of Woolworths: Woolworths is the largest supermarket chain of Australia. It operates in more than 995 stores in all of Australia. Woolworths is dependent on their team members which exceed 115000 comprising those in the stores, distribution centres and support offices (Mialon et al. 2016). These members are responsible for providing customers with greater service, range, value and expediency. Woolworths prides itself on having worked with Australian growers and farmers. This has been done to ensure that top products are always accessible to all the customers. Above 95% of fresh fruits and vegetables and 100% of fresh meat are sourced from Australian farmers and growers. This is responsible for making Woolworths as the most popular and dependable supermarket chain (Price, Bailey and Pyman 2014). Being one of the most innovative retailers of Australia it is clearly understood by Woolworths that the consumers are looking for newer and simpler ways in which they can shop. Consumers can shop from the reassurance of their computers at residence or on their way to vocation in any sort of public transport of their choice. The supermarket app of Woolworths makes it possible. The groceries are delivered to the kitchen bench at a go. HR Strategy of the organisation: Woolworths is one of the most renowned human resource organisations in Australia. The organisation has a dedicated human resource department, with the help of a few important as well as significant approaches to human resources. Developing and recruiting talent, matching staffing with the requirements of business, retaining and training as well as downsizing have been the key approaches to human resources which have been adopted by the organisation (Dos Santos, Svensson and Padin 2013). Evaluation of the HR practices existent within Woolworths: On a deeper understanding and study of the human resource practices which have been adopted and implemented by the organisation it can be said that there are certain places where it falls short in the implementation of the changes and strategies. There are certain functions which have not been undertaken by the human resource team of the organisation. The cyclical procedure which involves the long term flexibility and changes in the Human resource department is not undertaken by Woolworths. There are certain HR functions which are outsourced by the company and the procedures such as recruitment or payroll administration are possible to be executed with the help of an external supplier (Arli et al. 2013). In case of Woolworths limited the Human resource functions are operated at the strategic and functional level. The practitioners are involved with activities of planning and implementation. The company follows both the trait theory and the contingency theory for their human resource management. The trait theory has its disadvantages in the sense that the physical characteristics of the leader are taken into consideration. The contingency theory can be considered to be most appropriate in this particular regard as this theory helps in exercising control over the employees by all possible actions. Current state of employee engagement: Woolworths tries to make sure that they recruit the right kind of people. Woolworths also tries to improve as well as assess the ability of the line managers in managing their employees. It is also seen that the organisation gives importance to the collection of constant feedback from the employees so that they are able to manage their own career and career growth. The most important point to be noted in this regard is that the company always gives preference to the talent of the employees. This particular retail organisation always drives proactively the talent mobility among the employees of Woolworths and therefore their productivity can be enhanced by the increase of the motivational level of the employees (Dos Santos, Svensson and Padin 2014). Plan for the initiatives to be taken: After properly analysing the on the whole human resource management oriented factors of Woolworths limited, a initial project plan is given by the HR management team of the organisation in order to ensure that the prevalent strategic dealing conditions of the organisation is modified. There needs to be a proper analysis of all the factors to ensure the changes which are thought of can be implemented properly. Overall it can be said that the rate of employee disengagement has been found to be less for this particular organisation. It is seen that the organisation is facing challenges from the human resources perspective and the cost of the redundancies is a huge issue which might be a problem in the particular situation. One of the most crucial issues for the HR is to keep managing the staff morale and minimize the atmosphere of fear and uncertainty that rises when the job refuge of the employees is threatened. It is desirable that HR department plays a key role in the reduction of the uncertainty including the minimisation of the number of staff cuts and also keeping their staff members informed of their potential to obtain a continuing role in the business with a buyer or other redistribution options. Engaged employees are bound to invest extra time towards the betterment of their organisation and achievement of organisational objectives, to contribute to the ultimate business success. In addition to being more stimulated steadfast and dependable the engaged workers are typically better performers and produce superior results for both the customer as well as the corporation (Albrech 2011). The first and most important part of the plan can be ensuring that the organisation has an inspiring leadership plan. Competent passionate and hands-o leaders are crucial to the phenomenon of employee engagement. Enquiring about the daily status of their work and showing them how the workplace situation can be improved by meetings and interesting discussions is the key towards keeping them engaged (Wang and Hsieh 2013). Another way to ensure the engagement of employees is to provide opportunities for their growth. No employee under any situation should feel left out or underutilized. There can be frequent discussions with the employees regarding their career plans and also the best possible utilization of their strengths and energies (Anitha 2014). There should be meaningful work for all employees at all stages of their work life. There also need to be rewards and recognition for their better performance. The celebrations can be small but need to be meaningful in order to leave a lasting impression on the minds of the employees. The people need to considered the centre of importance in the organisation. Initiatives which help employees to balance their life and work easily need to be given importance in the organisation. Employees need to be encouraged to engage in hard work and balance it with socializing and fun activities (Alfes et al. 2013). Conclusion: It has always been the long standing aim of the Woolworths group to give importance to their customers with regard to their products and services which they provide. It is time therefore for the company, to give crucial importance to its employees as employees are the backbone of any organisation. Therefore for a huge and immensely famous supermarket chain like Woolworths, the importance of employees should not be undermined in any way whatsoever. As employees have the power and the capability to make the organisation reach huge heights. References: Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Andrew, O.C. and Sofian, S., 2012. Individual factors and work outcomes of employee engagement.Procedia-Social and Behavioral Sciences,40, pp.498-508. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), p.308. AO Dos Santos, M., Svensson, G. and Padin, C., 2014. A fivefold bottom line approach of implementing and reporting corporate efforts in sustainable business practices. Management of Environmental Quality: An International Journal,25(4), pp.421-430. Arli, V., Dylke, S., Burgess, R., Campus, R. and Soldo, E., 2013. Woolworths Australia and Walmart US: Best practices in supply chain collaboration.Journal of Economics, Business Accountancy Ventura,16(1). Dos Santos, M.A., Svensson, G. and Padin, C., 2013. Indicators of sustainable business practices: Woolworths in South Africa.Supply Chain Management: An International Journal,18(1), pp.104-108. Kompaso, S.M. and Sridevi, M.S., 2010. Employee engagement: The key to improving performance.International journal of business and management,5(12), p.89. Mialon, M., Swinburn, B., Allender, S. and Sacks, G., 2016. Systematic examination of publicly-available information reveals the diverse and extensive corporate political activity of the food industry in Australia.BMC public health,16(1), p.283. Price, R., Bailey, J. and Pyman, A., 2014. Varieties of collaboration: the case of an Australian retail union.The International Journal of Human Resource Management,25(6), pp.748-761. Saks, A.M. and Gruman, J.A., 2014. What do we really know about employee engagement?.Human Resource Development Quarterly,25(2), pp.155-182. Wang, D.S. and Hsieh, C.C., 2013. The effect of authentic leadership on employee trust and employee engagement.Social Behavior and Personality: an international journal,41(4), pp.613-624.