Proposal for West Australian Nursing
Nursing Solutions Organisation
May 8th 2013
‘To change and raise awareness of issues evident in nursing culture’
Table of Contents
Problems of bullying
Theories that support resolutions
Establishment of a “Bullying Committee”
Nursing Solution Organisation has analysed the working environment of West Australian Nursing and we have come to a number of conclusion that would benefit the organisational culture and maximise utility. It essential that the issues mentioned are dealt with in the appropriate manner in order to achieve the result that is desired. This report outlines the issues, theories regarding these issues, the problems surrounding workplace bullying, our proposed resolution and the implementation process involved. Working Environment
During our last visit at your site we identified a few issues that emerged from bullying in your establishment. These issues do not only involve the individuals involved but have the ability to affect your organisation in terms of how it operates and how it is seen by those outside your organisation hence affecting your reputation. The issues we came across were as follows: * Improper supervision.
* Minimal or not enough training and supervision for managers or supervisors on how to tackle bullying behaviour observed in the work place. * An organisational culture that promotes bullying.
* Lack of motivation with many people in the organisation. These are common factors that promote bullying in the work place (Harvey, Treadway, Heames, & Duke, 2009). Upon carrying out a detailed analysis of the organisation we came with a few recommendations on how you could operate efficiently and cut costs while at the same time manage a harmonious and productive workforce. These recommendations are: 1. Implement a Zero Tolerance Policy that is signed by the most senior manager in the organisation (Martin, 2008). 2. Undertake education and awareness sessions on what workplace bullying is and its affect on individuals (Martin, 2008). 3. Demonstrate the level of commitment by undertaking disciplinary action against those people that still bully in the workplace (Martin, 2008). We believe the benefits from this intervention strategy are: * Lowering the employee turnover thus cutting down on expenses associated with recruitment and training of new employees. * Promoting good organisational culture through the implementation of the zero tolerance to work place bullying. * Avoiding potential legal action and loss of reputation from such legal action. * Maximising utility through increased staff morale
Problems of bullying
* Bullying is a problem in almost all workplaces, including healthcare organisations which seen to have the highest rates, due to poor staff relationships and high job insecurity. (Murray, 2009) Bullying is more prominent in the nursing culture, which is seen as a culture of: obedience, dedication and hierarchy. (Murray, 2009) A study showed that 1 in 6 nurses last year claimed to be victims of bullying, and stated that hospital based nurses where more likely to be bullied than practice nurses. (MacDonald, 2006) Nurses are an oppressed group, who use aggression against others, in order to stop themselves feeling helpless. * The problem with bullying is that it can take place anywhere and is often invisible, as bullying can be subtle and without any witnesses. (Field, 2003) Bullying can also be public in order to maximise shame and engage in public humiliation for the individual. (Field, 2003) Bullying is a...
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