I cannot claim that I was involved in severe cases of bullying or incivility at my work. Nevertheless, there has been an incident that may be referred to as the uncivil one – it was caused by a patient. During the scheduled morning drug intake, he was substantially nervous due to some troubles with his younger brother, who fought in a bar, as he told later. After I asked several questions regarding his state and to take medicine, he refused to answer and talked to me in a mean and rude manner. I understood him and his situation but could not accept such an attitude towards me – especially with other patients in the setting. I politely asked him to change his tone and be attentive to his prescribed intake. The other patients supported me, after which he apologized, explained the case, and took the drugs.
It seems reasonable to state that several approaches can be implemented to deal with such occasions from an organizational perspective. First, it is important to make nurses feel that they can obtain support from an organization in situations of incivility or bullying (Abdollahzadeh et al., 2017). Given this strategy, a nurse will demonstrate significant mental strength and ability to react to the mentioned cases properly. Second, it is a facilitated hospitalization process that implies a great distribution of workload, appropriate leadership, and a healthy working environment (Abdollahzadeh et al., 2017). This is likely to provide the healthcare provider with the opportunity to resolve the uncivil and bullying issues promptly, appealing to the right measures. Thus, I suggest that a healthcare organization has a crucial role in dealing with and averting incivility and bullying.
Reference
Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to prevent workplace incivility?: Nurses’ perspective. Iranian Journal of Nursing and Midwifery Research, 22(2), 157–163.