Bullying is always a hot topic of conversation on Nurse Uncut and continues to be a problem for many nurses and midwives. It really is concerning that so many people continue to be affected by this disappointing behaviour of others. Registered Nurse, Emily, has taken the time to share her experience and offer some thoughts on what can be done to fix the issue.
When I graduated as a Registered Nurse three years ago, I was well prepared for there to be a sink or swim element to my transition year. I knew there would be long hours and chaotic shifts with blood, sweat and tears in every literal sense of the phrase. What I was unprepared for was the blatant bullying and intimidation that took place within my workplace on an almost daily basis.
We enter the nursing profession not only with a duty of care towards our patients, but also commit to ‘practicing kindness and modelling consideration and care towards each other’ (Nursing and Midwifery Board of Australia 2008). I was therefore surprised to discover that over 30% of new graduates report bullying, harassment and violence at the hands of their co-workers (Read & Laschinger 2013). Nurses are suffering serious health effects ranging from stress, anxiety and reduced self-esteem to depression and post-traumatic stress disorder (Australian College of Nursing 2016). This lasting damage impacts not only individuals but also increases staff turnover, which thereby compounds already critical staff shortages and affects patient welfare (Rush et. al. 2014).
As a new graduate I was yelled at, sworn at and humiliated in front of patients, families and co-workers on numerous occasions. In addition to this, a more insidious form of bullying was subtly present. Despite a team nursing approach, it was common for me to be allocated a patient load but then isolated without support for most of the shift. Questions, requests for help and attempts at conversation would be met with blank stares, raised eyebrows and accusations of not being a team player.
During handover my documentation, rationales and patient care would be interrogated and demeaned. I’ve also seen co-workers fall prey to primitive pack behaviour, berated for their stupidity, ridiculed and reduced to tears. When raising my concerns, some mangers appeared too afraid to intervene, whilst others enabled or participated in this behaviour. I’ve lost count of the number of times I’ve been told – ‘Watch out for such and such’ or ‘don’t worry about her she’s like that with everyone’. My question is why? Do we really believe that this rite of passage produces tougher and more resilient nurses?
At a workplace forum with nurses differing in age and experience, several rationales were suggested. The first was that new graduates were an easy target for nurses to vent their built up frustrations. This may be due to heavy workloads, ‘difficult’ patients, and their own lack of power. Others believed that experienced nurses may feel confronted or threatened by a new graduates’ knowledge or qualifications. One colleague highlighted that she had observed a pattern whereby each year’s new graduates received the same hostile treatment. As soon as the next new intake commenced however, the hierarchy changed and the previous graduates were integrated into the team without further targeting. It was also suggested that fatigue and workload stress reduced nurses’ patience and capacity to provide mentorship.
During the forum it was acknowledged that debriefs were usually offered after major events. Yet the ‘every day’ grief, abuse and physicality, was considered to be part of the job, with no proviso for ongoing physical or mental health checks. Studies by Croft & Cash (2012), also suggest that bureaucratic restrictions and repression may result in bullying tactics as an attempt to maintain hierarchy or gain respect. In addition, these factors contribute to burnout and stress, which result in unmanaged feelings of bitterness, disillusionment and cynicism (Laschinger & Read 2016).
This culture of bullying is so deeply ingrained within the profession, that it is more often referred to as nurses ‘eating their young’. So how do we evolve towards a more nurturing future? I believe that the first step is to empower our nurses to speak out against bullying. There are however multiple contributors, and through addressing the driving behaviour, maybe we can look at providing better care for our caregivers.
Have you had a similar experience at work? Please let us know in the comments. Also, check out the NSWNMA page “Keep calm and stop bullying at work” which has useful information on what is bullying and some advice on how to deal with it.
- Australian College of Nursing 2016, Position Statement, Bullying in the Workplace, viewed on 1 November 2017, <https://www.acn.edu.au/sites/default/files/advocacy/submissions/ps_bulling_in_the_workplace_c2.pdf>.
- Croft, R. K. & Cash, P. A, 2012, ‘Deconstructing contributing factors to bullying and lateral violence in nursing using a postcolonial feminist lens’, Contemporary Nurse, vol. 42, no. 2. pp. 226-241.
- Nixon, J. 2014, ‘Looking at the culture of nursing through fresh eyes’, Kai Tiaki Nursing New Zealand, vol. 20, no. 1, pp. 26-27.
- Nursing and Midwifery Board of Australia 2008, Code of Ethics for nurses, viewed on 10 November 2017, http://www.nursingmidwiferyboard.gov.au/Codes-Guidelines-Statements/Professional-standards.aspx.
- Read, E. & Laschinger, H. K. 2013, ‘Correlates of new graduate nurses’ experiences of workplace mistreatment’, The Journal of Nursing Administration, vol. 43, no. 4. Pp. 221-229.
- Rush, K. L., Adamack, M., Gordon, J. & Janke, R, 2014, ‘New graduate nurse transition programs: Relationships with bullying and access to support’, Contemporary Nurse, vol. 48, no. 2. pp. 219-228.
- Spence Laschinger, H. K. & Read, E. 2016, ‘The effect of authentic leadership, person-job fit, and civility norms on new graduate nurses’ experiences of co-worker incivility and burnout’, The Journal of Nursing Administration, vol. 46, no. 11, pp. 574-581.