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Management Of Workplace Bullying

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Question:

Discuss about the Prevention and Management of Workplace Bullying.
 
 

Answer:

Bullying is the occupational health and safety hazard that nurses and midwives across the globe face while working in a clinical setting. bulying is marked by inappropriate behaviour that leads to major physical and emotional impacts. There is an urgent need of  coming up with practical method for redressing such issues of  bullying to cease them across workplace (Rodwell & Demir, 2012).

Speak out

Midwives are to communicate with the manger or supervisor if nay challenge is faced. Reporting any issue that is related to patient safety as well as that of the midwives is crucial since they can be subjected to bullying. As per the Code of Ethics for midwives in Australia are to report any undesirable incidence in the workplace that might cause harm to the patients and self, including bullying (Code of ethics for midwives in Australia, 2012).

I know my rights

Midwives can take action on bullying in the workplace at the Fair Work Commission for stopping further bullying. The Commision is responsible for taking strict actions against those who engage in bullying. If there is an order from the Commission to stop bullying and there has been no change regarding this, one can contact the Fair Work Ombudsman by calling or sending an online enquiry. The two authorities to be contacted are the Australian Human Rights Commission and the state health and safety authority. The authorities can come forward to communicate with the midwives and impart education on the need of preventing bullying (fairwork.gov.au, 2017).

Resilience

McGowan and Karen Murray (2016) had highlighted that resilience is a process of personal development and nurses and midwives are to assist each other in this development of practical skills and knowledge so that they can better deal with the challenging work environment. Midwives are to learn from everything in their surrounding integrate the positive learning into their practice. They need to undertake a critical analysis before taking a decision. Learning from mistakes is a key aspect of professional development. Resilience aids in recovering from challenges in a swift manner.

 

Empowering and working in collaboration

Nurse and midwives are to demonstrate professional leadership, vision, guidance and advocacy to patients as well as colleagues (Code of ethics for midwives in Australia, 2012). As per the Australian Constitution, the staff must have the confidence and freedom to act in the best interests of the patients. Working in collaboration with others would ensure that there are job satisfaction and safe service provision. Nurses are to be empowered to speak about bullying by supporting them with adequate resources and maintaining their privacy as they come forward to report such incidences (Empowering a positive culture in midwifery 2012).

How to identify bullies

Bullying is different from discrimination taking place within the workplace. Discrimination takes place when there is an adverse action due to an individual’ characteristics such as gender and race (Humanrights.gov.au, 2017). Bullying, on the other hand, is a repetitive unjustified and irrational behaviour towards an individual due to which there arises a risk to the health and safety of that person within the setting (Rodwell & Demir, 2012). Previous studies have indicated that about 30% of nurses and midwives have experienced bullying in their workplace (Budden et al., 2017).

Policies for protection

Bullying prevention strategies help the healthcare organsiations to ensure healthy and safe working conditions simultaneously of reducing expenditure on the injuries and ill health pertaining to bullying (Birks et al., 2017). A risk management approach is to be taken for the prevention of bullying. The procedure of risk management needs to abide by the Occupational Health & Safety (OH&S) legislation (health.nsw.gov.au, 2011). Risk controls would involve the implementation of preventative strategies and training for the elimination of bullying or minimising the risk. Organisations must ensure that the staff have the awareness of their obligations to not engage in bullying behaviour. They must promote an environment where there is no chance of bullying through taking care of own behaviour and actions. In addition, they must ensure that any information about improper staff behaviour is communicated to the entire staff. Encouraging and supporting staff to resolve conflicts and freivances by dissemination of information and adequate training is also a strategy (Humanrights.gov.au., 2017). Equipping the staff to respond in an effective and prompt manner in relation to bullying is very important. Zero tolerance policy is to be present for lodging complaints against those who show chances of bullying. Monitoring of risk control measures is essential to essential to highlight the effectiveness of the set policies (health.nsw.gov.au, 2011).

 

References

Birks, M., Budden, L., Biedermann, N., Park, T., & Chapman, Y. (2017). A ‘rite of passage?’: Bullying experiences of nursing students in Australia. Collegian. https://dx.doi.org/10.1016/j.colegn.2017.03.005

Bullying - Prevention and Management of Workplace Bullying in NSW Health. (2011). health.nsw.gov.au. Retrieved 14 September 2017, from https://www1.health.nsw.gov.au/PDS/pages/doc.aspx?dn=PD2011_018

Bullying - Prevention and Management of Workplace Bullying in NSW Health. (2011).

Budden, L. M., Birks, M., Cant, R., Bagley, T., & Park, T. (2017). Australian nursing students’ experience of bullying and/or harassment during clinical placement. Collegian, 24(2), 125-133.

Code of ethics for midwives in Australia. (2012). www.midwives.org.au. Retrieved 14 September 2017, from https://www.midwives.org.au/code-ethics

Empowering a positive culture in midwifery. (2012). Yorkshire and the humber local supervising authority.

McGowan, J., & Murray, K. (2016). Exploring resilience in nursing and midwifery students: a literature review. Journal Of Advanced Nursing, 72(10), 2272-2283. https://dx.doi.org/10.1111/jan.12960

Rodwell, J., & Demir, D. (2012). Psychological consequences of bullying for hospital and aged care nurses. International Nursing Review, 59(4), 539-546. https://dx.doi.org/10.1111/j.1466-7657.2012.01018.x

Welcome to the Fair Work Ombudsman website. (2017). Fair Work Ombudsman. Retrieved 14 September 2017, from https://www.fairwork.gov.au/employee-entitlements/bullying-and-harassment#what-to-do-if-you-think-bullying-or-harassment-has-happened

Workplace bullying: Violence, Harassment and Bullying Fact sheet | Australian Human Rights Commission. (2017). Humanrights.gov.au. Retrieved 14 September 2017, from https://www.humanrights.gov.au/workplace-bullying-violence-harassment-and-bullying-fact-sheet

Workplace bullying: Violence, Harassment and Bullying Fact sheet | Australian Human Rights Commission. (2017). Humanrights.gov.au. Retrieved 14 September 2017, from https://www.humanrights.gov.au/workplace-bullying-violence-harassment-and-bullying-fact-sheet

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