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Define the issue. Include political, social, and economic background
Workplace violence refers to any act that may cause a hostile working environment at the place of work. Many researchers have argued that workplace violence is a cumulative set of actions that destroy the physical, mental, and psychological status of an individual in a working environment (Luck, Jackson & Usher, 2008). Traditionally, violent activities have been thought of as those emanating from physical actions. However, it should be noted that workplace violence is a total of all acts both verbal and physical that amount to assault, threats, coercion, destruction of property, intimidation, and all acts that amount to harassment.
Studies have documented that social reasons account for higher figures of workplace violence. According to Gates, Fitzwater & Succop (2003), certain personality traits are clear signals for workplace violence. Some studies have suggested that psychiatric diagnosis has been cited as an aggravating factor for violence. However, not all psychiatric diagnoses are linked to workplace violence. Important to note is that certain disorders such as schizophrenia, bipolar disorder, and depression are closely linked to high rates of violent behavior (Luck, Jackson & Usher, 2008).
The existence of vague and unsupportive institutional policies stands a high chance of facilitating workplace violence in healthcare emergency departments. Studies suggest that employees working in regions where political platforms do not provide progressive policies host potential risks of increased violence. Therefore, institutional policies that fail to address inequalities among staff can cause tension at the workplace (Luck, Jackson & Usher, 2008).
Similarly, unsound economic work, conditions render healthcare professionals at risk of developing and sustaining violence. In a study conducted by Gates, Fitzwater & Succop (2003), the researchers established a statistical relationship between frequency of experiencing harassment and role ambiguity, and occupational strain among healthcare professionals.
Work settings that render professionals economically insufficient have accounted for increased rates of violence. Perpetrators of workplace violence in healthcare emergency departments have demonstrated elements of economic stress. Studies have shown that aggressive acts against seniors are usually attributed to perpetrators perception of lack of financial independence and control.
Ethical concerns involved in discussing workplace violence
The issues surrounding workplace violence are a sensitive subject that investigators and stakeholders must give utmost concern. Researchers suggest that confidentiality and its limits are key ethical concerns that emerge in the course of dealing with issues of workplace violence (Gates, Fitzwater, & Succop, 2003). Research shows that healthcare professionals often conceal all the information accessed and learned in the course of their clinical environments.
The main question has been whether safeguarding the privacy of information relating to violence should override greater social good? The ability of healthcare professionals to conceal information regarding workplace violence should be taken seriously because lack of disclosure leads to continued violence. However, Taylor & Rew (2010) asserted that where workplace violence involves professionals working together, due diligence should be taken to avoid undue interference with the normal running of the department.
Discrimination at the workplace because of workplace violence continues to affect emergency departments. This occurs when medical professionals cut their social contacts with individuals identified as violent at the workplace. Therefore, isolation as a result of workplace violence should be taken with great care to leverage against escalating cases of violence (Taylor & Rew, 2010).
The other issue at hand that continues to face most emergency departments while addressing workplace violence is the detriment of occupational satisfaction of the victims of WPV. When individuals are identified as perpetrators of violence at the workplace, they usually suffer from occupational dissatisfaction. This arises out of the need to minimize the victims contact with patients and professional colleagues.
Explore possible options/alternatives for resolving the issue
Medical and healthcare institutions can set up institution-wide policies and processes that can curb this challenge. Although no single facility can avoid workplace violence, designing such progressive policies have a far-reaching influence on reducing rates of violence at workplace (Mason, Leavitt, & Chaffee, 2002).
Healthcare emergency departments can implement training programs tailored to deal with workplace violence. The adoption of informational support has been cited as successful effort that can reduce levels of symptoms and negative perceptions among healthcare workers. However, analysts have argued that this approach cannot influence the fear of future cases of violence (Mason, Leavitt, & Chaffee, 2002).
Studies indicate that implementing social-oriented programs helps both perpetrators and victims of violence to manage violence related stress. In a survey of 229 healthcare professionals, researchers established that support tailored for coworkers, seniors, and top management teams on the aftermath of a violent act were favorable in alleviating personality problems (Gates, Fitzwater, & Succop, 2003). These programs tend to cushion victims and perpetrators against future occurrences. Some studies have suggested that support programs have a positive influence on controlling and managing issues of isolation at an organizational and individual level (Pawlin, 2008).
The Best approach
The use of support programs in informing and supporting workers at emergency departments can be more sustainable compared to other remedies.
Rationale for selection of measure
The selection of this action operates on the principle that because economic and political factors are difficult to quantify, and that they vary in respect of perceptions, they cannot support a long-term measure for workplace violence. For instance, economic policies aimed at amending the financial positions of professionals change often. Social support programs on the other hand, develop intrinsic measures that can withstand the test of time.
References
Luck, L. J., Jackson, D., & Usher, K. (2008). Innocent or culpable: meanings that emergency department nurses ascribe to individual acts of violence. Journal of Clinical Nursing, 17: 1071-1078.
Mason, D. J., Leavitt, J. L., & Chaffee, M. W. (2002). Policy and politics in nursing and health care. Missouri: Saunders.
Pawlin, S. (2008). Reporting violence. Emergency Nurse, 16: 16-21.
Taylor, J. L., & Rew, L. (2010). A systematic review of the literature: workplace violence in the emergency department. Journal of Clinical Nursing, 20: 1072-1085.
Gates, D., Fitzwater, E., & Succop, P. (2003). Relationships of stressors, strain, and anger to caregiver assaults. Issues in Mental Health Nursing, 24(8): 775-793.
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