Workplace Culture and Incivility

Introduction
Healthcare employees should create a workplace culture that promotes genuine discussion and openness. A climate of bullying and intimidation has been shown to contribute to safety errors. Managers should engage in counseling with employees to teach them how to deal with this behavior. The Joint Commission (JCAHO) has strict criteria regarding intimidation in the workplace and reviews healthcare organizations adherence to related rules and regulations.
Aligned to ULO(s)
ULO1: Examine the issues of hostile environment, such as incivility and violence, in the healthcare workplace (CLO1, CLO2)
ULO2: Articulate strategies to address horizontal bullying in nursing (CLO4, CLO5)
ULO3: Discuss the importance of Due Process in addressing personnel issues (CLO4)
Directions
Initial Post
Peer Responses
Initial Post
Read the article noted below and review the case of nurse-to-nurse workplace incivility. Assume that this intimidating and disruptive behavior led to a medication error (new nurse didnt ask the experienced nurse a clarifying question about the medication because of her bullying, intimidating behavior), which caused a preventable adverse outcome.
Khadjehturian, R. E. (2012). Stopping the culture of workplace incivility in nursing. Clinical Journal of Oncology Nursing, 16(6), 638-639.
Prepare a memorandum addressing the issue of workplace incivility and discussing procedures how workplace incivility incidents will be addressed, reflecting the requirements of Due Process. The memorandum should have heading Memorandum and formal memo structure. Memoranda (N.B.! this is plural for memorandum, a Latin word) or memos sometimes come to some colleagues who are not aware of the issue, so typically a memo has a subject at the top. It should be direct and concise. As a rule of thumb, memoranda should be brief.

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