Strategies for Addressing Workplace Violence in Healthcare Settings
In the healthcare and social service sectors, where employees are five times more likely to sustain injuries than in other industries, workplace violence poses a serious threat to both occupational and public health. This problem, which is thought to be responsible for 25% of all incidences of workplace violence, is made worse by things like increasing workloads, intense pressure, and worsening interpersonal connections. Emergency departments are high-risk locations, making healthcare workers—including nurses and paramedics—particularly exposed. The bulk of assaults on healthcare workers are categorized as customer or client violence, and they are frequently committed by patients or their family members. The assault rates against healthcare workers have reached concerning heights (Lim et al., 2022).
Even while workplace violence is common, many incidents—especially those involving bullying, verbal abuse, and harassment—go unreported for a variety of reasons, including a lack of standards for reporting, apprehension about facing reprisals, and mistrust in reporting mechanisms. Beyond just causing physical harm, workplace violence has an influence on healthcare professionals’ psychological health, job happiness, and decision to stay in the industry. Furthermore, the detrimental effects on the provision of healthcare services, such as worse care quality and restricted access to primary health care, highlight the pressing need for efficient control and preventative actions (Lim et al., 2022). Ensuring the safety and well-being of healthcare professionals, as well as the continuity of healthcare services for the community, requires proper understanding, recognition, and execution of actions to combat workplace violence.
Implemented Solutions to Solve Workplace Violence
Multicomponent interventions are one potential way to address workplace violence against nurses in healthcare settings, according to the systematic review done by (Somani et al., 2021). In order to create a safer work environment, these treatments combine a number of tactics, such as organizational modifications and workplace violence training for nurses. Despite its benefits, research indicates that structured education programs and stand-alone training have little effect on lowering incidences of workplace violence. Consequently, it is advised to use multifaceted treatments to effectively combat workplace violence against nurses. Workplace violence training for nurses and organizational changes, like the implementation of reporting mechanisms, are common components of multicomponent therapies. These treatments establish a complete approach to prevention by addressing the structural and individual elements that contribute to workplace violence.
Initial expenses for training programs, policy formulation, and organizational changes are some of the financial factors that should be taken into account while implementing multicomponent treatments. Nonetheless, the expenditure is justified by the long-term advantages of lowering workplace violence incidences, such as lower healthcare expenses for treating injuries and psychological damage. The effectiveness of multicomponent interventions in reducing workplace violence against nurses in healthcare settings is generally supported by research findings. Multicomponent treatments present a viable approach to fostering a safer work environment for nurses by incorporating all stakeholders and addressing both individual and systemic concerns (Somani et al., 2021).
Leadership Approach to Address Workplace Violence
Transformational leadership is one of the most effective leadership approaches for addressing the problem of workplace violence in healthcare environments. Through the development of trust, cooperation, and innovation, transformational leaders inspire and drive their teams to reach higher performance levels (Grand Canyon University, 2022). There are four fundamental components of transformational leadership. First and foremost, by projecting an idealized image, leaders set an example for their team members, modeling high moral standards and integrity in the process. Second, they excite and inspire by articulating a compelling future vision and establishing ambitious objectives that encourage accomplishment. Thirdly, by questioning the status quo and promoting innovation within the team, intellectual stimulation stimulates creativity and critical thinking. Personalized consideration, which offers each team member individualized support and encouragement to help them realize their maximum potential, lastly shows sincere concern for their professional and personal growth. All things considered, transformational leaders foster an atmosphere that supports development, creativity, and constructive change (Cao et al., 2023).
Transformational leaders are essential in combating workplace violence because they cultivate a respectful and safe environment in healthcare institutions. They put their employees’ well-being first, actively listen to their worries, and push for policies that stop and deal with instances of workplace violence. Assisting team members in contributing to violence mitigation techniques, they promote transparent communication, offer assistance and materials, and cultivate responsibility. Transformative leaders set an example for their team members by acting with empathy, integrity, and resilience. They also emphasize the value of workplace safety and respect by modeling these traits for their employees. They encourage passion and effort from their team members towards establishing a violence-free workplace through their proactive approach and positive attitude (Cao et al., 2023).
Comparing Transformational and Democratic Leadership Styles.
Team members’ participation, shared decision-making, and collaboration are all encouraged by participative leadership. This type of leader seeks consensus and gives their team members a sense of ownership. They also value the thoughts and contributions of their team members. This strategy places a strong emphasis on autonomy and empowerment, enabling people to share their ideas and take the lead in accomplishing corporate objectives. On the other hand, the goal of transformational leadership is to inspire and motivate subordinates to reach greater performance levels (Grand Canyon University, 2022). Transformational leaders inspire with charisma, vision, and high standards, whereas participatory leaders welcome team involvement. They put the health of their team first, actively listen to their worries, and push for policies that address and prevent workplace problems like violence. While empowerment and involvement are important aspects of both transformational and participatory leadership, their approaches to inspiring and motivating followers are different. While transformational leaders employ vision and charisma to inspire passion and commitment from their team, participatory leaders rely more on teamwork and shared decision-making (Dastane, 2020).
Two Leadership Theories Applied To Solve the Issue
Situational Leadership Theory
This theory places emphasis on modifying leadership approaches to align with followers’ preparedness levels and situational requirements. Using this perspective, leaders would evaluate the particular circumstances surrounding each incidence in order to combat workplace violence. For example, leaders may need to take a more directive position in emergency situations where violence is likely to occur in order to quickly put safety procedures into place and stop harm. On the other hand, in less urgent circumstances, leaders may use a more supportive or participative approach, involving staff members in conversations to pinpoint the underlying causes of violence and create long-term preventive plans. Through situational awareness and situational leadership, executives may successfully manage workplace violence while preserving employee empowerment and engagement (Grand Canyon University, 2022).
Transformational Leadership Theory
Using charm, vision, and empowerment, transformational leaders inspire and motivate their followers to reach higher performance levels. Establishing a culture of safety and respect throughout the company would be the first priority for leaders using this idea to combat workplace violence. They would lay forth a precise vision of a workplace free from violence, establish high standards, and provide staff members the freedom to help design tactics to lessen violence. Transformational leaders inspire passion and dedication from their team members by promoting trust, collaboration, and innovation. This results in persistent efforts to prevent and address workplace violence. Furthermore, transformational leaders set an example for others by acting with empathy, integrity, and resilience—qualities that reaffirm the value of respect and safety for coworkers (Grand Canyon University, 2022).
Nurse’s Role in Addressing Workplace Violence
Within interdisciplinary healthcare teams, nurses play a crucial role in promoting patient safety, professionalism, and reducing workplace violence. By actively participating in team meetings to identify and address issues contributing to violence, they advocate for patient safety. Nurses emphasize good communication and conflict resolution while incorporating safety precautions into everyday routines through the use of evidence-based practices. Nurses cultivate a culture of lifelong learning by providing team members with the knowledge and skills necessary to identify and handle workplace violence. In order to address the complex nature of violence and ensure coordinated efforts in risk assessment and intervention, nurses work in conjunction with support services such as psychologists and security officers. Overall, nurses play a vital role in fostering a culture of safety and respect in healthcare settings through their advocacy, evidence-based practice, education, and teamwork. Their endeavors improve patient safety and care quality while successfully combating workplace violence (Johnstone et al., 2024).
References
Cao, W., Li, P., C. van der Wal, R., & W. Taris, T. (2023). Leadership and workplace aggression: A meta-analysis. Journal of Business Ethics, 186(2), 347-367.
Dastane, D. O. (2020). Impact of leadership styles on employee performance: A moderating role of gender. Australian Journal of Business and Management Research, 5(12), 27-52.
Grand Canyon University (Ed). (2022). Nursing leadership & management: Leading and serving. Retrieved from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1/
Johnstone, C., Stanek, C., & Lopez, A. (2024). Ambulatory Nursing Leadership Development of a Workplace Violence Prevention Model Employing Direct Experience, Patient Empathy, and Cross-Functional Team Partnerships. Nurse Leader, 22(1), 55-60.
Lim, M. C., Jeffree, M. S., Saupin, S. S., Giloi, N., & Lukman, K. A. (2022). Workplace violence in healthcare settings: The risk factors, implications and collaborative preventive measures. Annals of Medicine and Surgery, 78, 103727.
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.
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