DOCSLIB.ORG

An Assessment of Workplace Bullying Practice and Its

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
An Assessment of Workplace Bullying Practice and Its View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Digital Library of Open University of Tanzania AN ASSESSMENT OF WORKPLACE BULLYING PRACTICE AND ITS EFFECT TO TEACHERS PERFORMANCE IN TANZANIA: A CASE STUDY OF SELECTED SECONDARY SCHOOL AT TEMEKE MUNICIPALITY KISSA KYELLU DISSERTATION SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR DEGREE OF MASTER OF HUMAN RESOURCE MANAGEMENT OF THE OPEN UNIVERSITY OF TANZANIA 2016 ii CERTIFICATION The undersigned certifies that he has read and hereby recommends for acceptance by the Open University of Tanzania a dissertation titled: “An Assessment of Workplace Bullying Practice and its Effect to Teachers Performance in Tanzania. A Case Study of Selected Secondary School at Temeke Municipality”, in partial fulfilment of the requirements for the degree of Master of Human Resource Management of the Open University of Tanzania. ……………………………………… Dr. Salvio Macha (Supervisor) …………………………….……………… Date iii COPYRIGHT No part of this thesis/dissertation may be reproduced, stored in any retrieval system, or transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without prior written permission of the author or the Open University of Tanzania on that behalf. iv DECLARATION I, Kissa Kyellu, do hereby declare that this dissertation is my own original work and that it has not been presented and will not be presented to any other university for a similar or any other degree award. ………………………………………… Signature …………………………………………… Date v DEDICATION I dedicate this work to my beloved husband; Mr. Shakidula and our family for their prayers, moral support, patience and understanding for the whole time of my studies. vi AKNOWLEDGEMENT This work is a product of contribution from a number of people who gave both moral and material support to its development and completion. I wish to express my sincere gratitude to all people who directly assisted me achieve this desired goal. Despite my desire to mention their names one after another, it seems virtually impossible to do so, in view of this, I apologize to those whose names will not appear. First and foremost I would like to acknowledge God’s grace which was abundant throughout my study time, without Him nothing could have been achieved. I wish to register my sincere thanks and appreciation to my supervisor, Dr Salvio Macha, for his unfailing follow up, guidance and encouragement without which this study would have probably not reached here. His dedication to this work is highly appreciated. I wish to express my sincere thanks to Dr Proches Ngatuni Dean faculty of Business Management for providing me with all necessary facilities for the Research. Special appreciation goes to my beloved husband; Mr Shakidula for the care, constant cooperation, and understanding and for making home atmosphere conducive for me to accomplish this task. God bless him in abundance. My sincere thanks also goes to my children Grace, Lissa and Dorikasi for their patience and understanding during the time of effort that went into the production of this paper. I am heavily indebted to my parents, Mwaisumo`s Families for appreciating my academic capabilities by imparting educational values very early in my life, this vii work is a result of their long –term efforts towards my academic prosperity. Their prayers and moral support were the source of my inspiration. My gratitude also goes to my employer of Temeke Municipal Director for facilitating my studies, staffs of Temeke Municipal Council from various Departments for their encouragement and making my dissertation report successful. I also wish to register my appreciation to My lecturers of Open University of Tanzania, colleagues of MBA –Human Resources Management of year 2013/2014, my group discussion members deserve a complimentary for their valuable academic challenges and assistance. It has not been possible to mention all who have contributed in one way or another to the completion of this dissertation report. It is my prayers that may God bless you all. viii ABSTRACT Workplace bullying has become a problem that is too costly to ignore. Many studies indicate that workplace bullying leads to pain, mental distress, physical illness, emotional harm, and career damage. The focus of this study on workplace bullying provides an opportunity to understand workplace bullying practice and its effect to Teacher’s performance in Tanzania. A case study of selected secondary School at Temeke Municipality. The study sample comprised of 80 respondents. Closed questionnaire data which were collected through questionnaire were analyzed by SPSS using descriptive analysis. Data which were collected through interview method were analysed by content analysis. The respondents were sampled using simple random and purposive sampling technique. The findings indicate that bullying practice is very common in education system. The findings indicate that teachers are bullied in the form of delaying their payment, promotion, delay of release to study and inappropriate special duty among teachers. The study recommends to reviewing the Human Resources structure and leadership especially at regional and district level. There should be regular training, workshops and seminars to train education officials on the effect of workplace bullying to the development of education. The framework for an external expert panel to investigate serious allegations of bullying and harassment among teachers should be developed. Teachers should be awarded according to their acknowledge and contribution in education development. Teachers should be promoted and paid their arrears on time. ix TABLE OF CONTENTS CERTIFICATION ......................................................................................................... ii COPYRIGHT ................................................................................................................ iii DECLARATION ........................................................................................................... iv DEDICATION ................................................................................................................ v AKNOWLEDGEMENT .............................................................................................. vi ABSTRACT ................................................................................................................. viii LIST OF TABLES ...................................................................................................... xiii FIGURE ........................................................................................................................ xiv LIST OF APPENDICES ............................................................................................. xv LIST OF ABBREVIATIONS .................................................................................... xvi CHAPTER ONE............................................................................................................. 1 INTRODUCTION .......................................................................................................... 1 1.1 Introduction ........................................................................................................... 1 1.2 Background of Research Problem ....................................................................... 1 1.3 Statement of the Problem ..................................................................................... 3 1.4 Objectives of the Study ........................................................................................ 4 1.4.1 General Objective of the Study ............................................................................ 4 1.4.2 Specific Objectives of the Study .......................................................................... 4 1.5 Research Questions .............................................................................................. 5 1.6 Significance of Study ........................................................................................... 5 1.6 Scope of the Study ................................................................................................ 6 1.7 Limitation and Delimitation of the Study ............................................................. 6 x 1.8 Organization of the Research Report .................................................................. 8 CHAPTER TWO ........................................................................................................... 9 LITERATURE REVIEW ............................................................................................. 9 2.1 Introduction ........................................................................................................... 9 2.2 Definition of Key Terms...................................................................................... 9 2.2.1 Bullying ................................................................................................................ 9 2.2.2 Types of Workplace Bullying ........................................................................... 10 2.4 Workplace Bullying Practice ............................................................................ 13 2.5 Causes of Bullying at Workplace...................................................................... 15 2.6 Effects of Workplace Bullying on Employee .................................................. 16 2.7 Theoretical Framework of the Study ...............................................................
Load more

Recommended publications
  • Telecommuting Pluses & Pitfalls
    Telecommuting Pluses & Pitfalls Brenda B. Thompson Attorney M. LEE SMITH PUBLISHERS LLC Brentwood, Tennessee This special report provides practical information concerning the subject matters covered. It is sold with the understanding that neither the publisher nor the writer is rendering legal advice or other professional service. Some of the information provided in this special report contains a broad overview of federal law. The law changes regularly, and the law may vary from state to state and from one locality to another.You should consult a competent attorney in your state if you are in need of specific legal advice concerning any of the subjects addressed in this special report. © 1996, 1999 M. Lee Smith Publishers LLC 5201 Virginia Way P.O. Box 5094 Brentwood,Tennessee 37024-5094 All rights reserved. No part of this book may be reproduced or transmitted in any form or by any means without permission in writing from the publisher. Library of Congress Cataloging-in-Publication Data Thompson, Brenda B. Telecommuting pluses & pitfalls / Brenda B.Thompson. p. cm. ISBN 0-925773-30-1 (coil binding) 1.Telecommunication — Social aspects — United States. 2.Telecommunication policy — United States. 3. Information technology — Social aspects — United States. I.Title. HE7775.T47 1996 96-21827 658.3'128 — dc20 CIPiw Printed in the United States of America Contents INTRODUCTION ....... 1 1 — THE TELECOMMUTING TREND....... 3 Types of Telecommuting....... 3 The Benefits of Telecommuting....... 4 A Sampling of Current Telecommuting Programs....... 5 To Telecommute or Not to Telecommute....... 7 2 — DECIDING WHO WILL TELECOMMUTE....... 9 Selecting Employees....... 9 Dealing with a Union......
    [Show full text]
  • Cross Disciplinary Issues in Workplace Bullying
    Answering workplace bullying’s key questions 1 Answering Five Key Questions about Workplace Bullying: How Communication Scholarship Provides Thought Leadership for Transforming Abuse at Work Pamela Lutgen-Sandvik (Ph.D., Arizona State University) is an Associate Professor in the Department of Communication & Journalism at the University of New Mexico, USA. She researches destructive communication in organizations and the communicative processes associated with positive organizing. Email: [email protected] Telephone: 505-331-4724 Fax: 505-277-2068 Mailing: Department of Communication & Journalism University of New Mexico MSC03 2240; 1 University of New Mexico Albuquerque, NM 87131-0001 Sarah H. Tracy (Ph.D., University of Colorado, Boulder) is an Associate Professor and Director of The Project for Wellness and Work-Life in the Hugh Downs School of Human Communication at Arizona State University, USA. She studies emotion and work-life wellness. Email: [email protected] Telephone: 480-965-7709 FAX: 480-965-4291 Mailing: Hugh Downs School of Human Communication Arizona State University PO Box 871205 Tempe, AZ 87287-1205 Management Communication Quarterly Answering workplace bullying’s key questions 2 Abstract: Organizational communication research is vital for understanding and addressing workplace bullying, a problem that affects nearly half of working adults and has devastating results on employee well-being and organizational productivity. A communication approach illustrates the toxic complexity of workplace bullying, as it is condoned through societal discourses, sustained by receptive workplace cultures, and perpetuated through local interactions. Examining these (macro, meso, and micro) communicative elements addresses the most pressing questions about workplace bullying including: 1) how abuse manifests, 2) how employees respond, 3) why it is so harmful, 4) why resolution is so difficult, and 5) how it might be resolved.
    [Show full text]
  • Nightmares, Demons and Slaves
    Management Communication Quarterly Volume 20 Number 2 November 2006 1-38 Nightmares, Demons © 2006 Sage Publications 10.1177/0893318906291980 http://mcq.sagepub.com and Slaves hosted at Exploring the Painful Metaphors http://online.sagepub.com of Workplace Bullying Sarah J. Tracy Arizona State University, Tempe Pamela Lutgen-Sandvik University of New Mexico, Albuquerque Jess K. Alberts Arizona State University, Tempe Although considerable research has linked workplace bullying with psy- chosocial and physical costs, the stories and conceptualizations of mistreat- ment by those targeted are largely untold. This study uses metaphor analysis to articulate and explore the emotional pain of workplace bullying and, in doing so, helps to translate its devastation and encourage change. Based on qualitative data gathered from focus groups, narrative interviews and target drawings, the analysis describes how bullying can feel like a battle, water tor- ture, nightmare, or noxious substance. Abused workers frame bullies as nar- cissistic dictators, two-faced actors, and devil figures. Employees targeted with workplace bullying liken themselves to vulnerable children, slaves, pris- oners, animals, and heartbroken lovers. These metaphors highlight and delimit possibilities for agency and action. Furthermore, they may serve as diagnostic cues, providing shorthand necessary for early intervention. Keywords: workplace bullying; emotion; metaphor analysis; work feelings; harassment So many people have told me, “Oh, just let it go. Just let it go.” What’s inter- esting is people really don’t understand or comprehend the depths of the bully’s evilness until it’s done to them. Then they’re shocked. I had people Authors’ Note: We thank the College of Public Programs and the Office of the Vice President for Research and Economic Affairs at Arizona State University for a grant that helped fund this research.
    [Show full text]
  • Workplace Harassment And/Or Discrimination
    Section 10.04 Complaints of Unlawful Workplace Harassment and/or Discrimination I. PURPOSE a. To establish procedures for the reporting and investigation of discriminatory incidents in the workplace; to emphasize that discrimination, harassment, and retaliation will not be tolerated in the workplace. II. REFERENCE a. Age Discrimination in Employment Act of 1967, as amended (ADEA), 29 U.S.C.’621 et seq. b. Americans with Disabilities Act of 1990, as amended (ADA), 42 U.S.C. ‘12111 et seq. c. Code of Federal Regulations Title 29, Part 1605.1 d. Pregnancy Discrimination Act (PDA) e. Title VII of the Civil Rights Act of 1964, as amended (Title VII), 42 U.S.C. ‘2000e et seq. f. Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), 38 U.S.C. ‘4301 et seq. III. GENERAL It is the policy of Burke County to comply with all applicable federal and state laws, rules, regulations, and guidelines regarding employment discrimination and retaliation. Discrimination or harassment against employees and applicants due to race, color, religion, sex, gender identity, national origin, disability, age, or military status is illegal. It is unlawful for any person to discriminate in any manner against any other person because that person has opposed any unlawful discrimination practice. It is also unlawful to retaliate against any person who has made a charge of employment discrimination, testified, assisted or participated in any manner in an investigation, proceeding, or hearing. Burke County encourages all employees to assist in the effort to achieve equal opportunity in the workplace. Violations of this policy may be cause for disciplinary action, including termination.
    [Show full text]
  • Unfree Labor, Capitalism and Contemporary Forms of Slavery
    Unfree Labor, Capitalism and Contemporary Forms of Slavery Siobhán McGrath Graduate Faculty of Political and Social Science, New School University Economic Development & Global Governance and Independent Study: William Milberg Spring 2005 1. Introduction It is widely accepted that capitalism is characterized by “free” wage labor. But what is “free wage labor”? According to Marx a “free” laborer is “free in the double sense, that as a free man he can dispose of his labour power as his own commodity, and that on the other hand he has no other commodity for sale” – thus obliging the laborer to sell this labor power to an employer, who possesses the means of production. Yet, instances of “unfree labor” – where the worker cannot even “dispose of his labor power as his own commodity1” – abound under capitalism. The question posed by this paper is why. What factors can account for the existence of unfree labor? What role does it play in an economy? Why does it exist in certain forms? In terms of the broadest answers to the question of why unfree labor exists under capitalism, there appear to be various potential hypotheses. ¾ Unfree labor may be theorized as a “pre-capitalist” form of labor that has lingered on, a “vestige” of a formerly dominant mode of production. Similarly, it may be viewed as a “non-capitalist” form of labor that can come into existence under capitalism, but can never become the central form of labor. ¾ An alternate explanation of the relationship between unfree labor and capitalism is that it is part of a process of primary accumulation.
    [Show full text]
  • Target Corp.: Making Work Fun, Fast and Friendly1
    Journal of Business Cases and Applications Volume 17 Target Corp.: making work fun, fast and friendly 1 Alix Valenti University of Houston-Clear Lake ABSTRACT This is a decision case involving Target Corporation. It is based on a field study of a Target store in Houston, TX, including several interviews with its Human Resource Team Leader, its Store Team Leader, and two Executive Team Leaders. Additional data were obtained from Target’s website as well as two other websites providing pay information. High turnover among employees in the retail industry is well-known. In this case study, the problem was illustrated by Target’s need to maintain high levels of customer service and its desire to increase customer participation in its “REDcard” credit card program. The Human Resource Team Leader noted in the case study that Target paid its cashiers less than what they could earn at other nearby retail stores. However, the facts of the case indicated that turnover at Target was not greater than the national average. Thus, students are asked to consider other non-monetary rewards that would attract and retain workers at Target. Key words: compensation and benefits, total rewards, incentive pay, employee motivation, employee turnover Copyright statement: Authors retain the copyright to the manuscripts published in AABRI journals. Please see the AABRI Copyright Policy at http://www.aabri.com/copyright.html 1 An instructor’s manual is available upon request to the author only from authorized instructors. Target Corp., Page 1 Journal of Business Cases and Applications Volume 17 Martin White,2 Human Resources Team Leader for a Target store in Houston, sat at his desk on a Monday morning in February, 2015, and read the termination report from the previous week.
    [Show full text]
  • Relationship Dynamics of Burnout, Turnover Intentions and Workplace Incivility Perceptions
    Business & Economic Review: Vol. 9, No. 3 2017 pp. 155-172 155 DOI: dx.doi.org/10.22547/BER/9.3.6 Relationship Dynamics of Burnout, Turnover Intentions and Workplace Incivility Perceptions Muhammad Adeel Anjum1, Anjum Parvez2, Ammarah Ahmed3 Abstract Building upon the relational perspective of employee attitudes and behaviors, we built and tested a causal model to demonstrate the relationship dynamics of burnout, turnover intentions and workplace incivility perceptions. A sample of 237 professionals from 6 major telecom companies participated in this cross-sectional study. A self-reported questionnaire was administered to guage participants’ perceptions regarding burnout, turnover intentions and workplace incivility. This study concludes that the perceptions of burnout, through workplace invility, provoke turnover intentions. This finding is a significant addition to existing body of literature on burnout, turnover intentions and workplace incivility. Keywords: Burnout, turnover intentions, workplace incivility, relationship. 1. Introduction Bill Gates, the founder and owner of Microsoft is known for his comment “the most valuable asset of my company creeps out of it every night”. In this comment, he regarded ‘people’ as assets. According to him, employees have become the most valuable resource for organizations. This notion is congruent with the assumptions of ‘resource based view-RBV’ which emphasizes the significance of human resources for achieving and sustaining competitive advantage (Barney, 1 Balochistan University of Information
    [Show full text]
  • The Bullying of Teachers Is Slowly Entering the National Spotlight. How Will Your School Respond?
    UNDER ATTACK The bullying of teachers is slowly entering the national spotlight. How will your school respond? BY ADRIENNE VAN DER VALK ON NOVEMBER !, "#!$, Teaching Tolerance (TT) posted a blog by an anonymous contributor titled “Teachers Can Be Bullied Too.” The author describes being screamed at by her department head in front of colleagues and kids and having her employment repeatedly threatened. She also tells of the depres- sion and anxiety that plagued her fol- lowing each incident. To be honest, we debated posting it. “Was this really a TT issue?” we asked ourselves. Would our readers care about the misfortune of one teacher? How common was this experience anyway? The answer became apparent the next day when the comments section exploded. A popular TT blog might elicit a dozen or so total comments; readers of this blog left dozens upon dozens of long, personal comments every day—and they contin- ued to do so. “It happened to me,” “It’s !"!TEACHING TOLERANCE ILLUSTRATION BY BYRON EGGENSCHWILER happening to me,” “It’s happening in my for the Prevention of Teacher Abuse repeatedly videotaping the target’s class department. I don’t know how to stop it.” (NAPTA). Based on over a decade of without explanation and suspending the This outpouring was a surprise, but it work supporting bullied teachers, she target for insubordination if she attempts shouldn’t have been. A quick Web search asserts that the motives behind teacher to report the situation. revealed that educators report being abuse fall into two camps. Another strong theme among work- bullied at higher rates than profession- “[Some people] are doing it because place bullying experts is the acute need als in almost any other field.
    [Show full text]
  • Workplace Harassment Prevention Toolkit: (Your Guide to Preventing and Identifying Harassment in the Workplace)
    Employee Workplace Harassment Prevention Toolkit: (Your guide to preventing and identifying harassment in the workplace) Question: Answer: What is harassment? Unwelcome verbal or physical conduct that denigrates, shows hostility or aversion toward an individual based on any characteristic protected by law, which includes race, color, religion, sex (including gender identity and pregnancy), national origin, age (40 and older), disability, genetic information, sexual orientation, parental status, marital status, political affiliation, military service, or retaliation. What constitutes the Anti-discrimination laws prohibit harassment of an basis of retaliation individual in retaliation against an employee who has: filed when alleging a discrimination complaint, testified, assisted or harassment? participated in any manner in an investigation, proceeding, hearing or litigation under governing EEOC statutes, oppose employment practices they believe to discriminate, or requested a reasonable accommodation. What is unlawful Harassment becomes unlawful where harassment? 1) Enduring the offensive conduct becomes a condition of continued employment, or 2) The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. What are the two basic Quid Pro Quo Harassment- “This for That” types of unlawful And harassment? Hostile Work Environment Harassment What is Quid Pro Quo Quid Pro Quo harassment occurs when a tangible Harassment? employment action is made based on the employee’s submission to or rejection of unwelcome conduct. This kind of harassment is generally committed by a supervisor or someone who can make or recommend formal employment decisions that will affect the victim. What is a tangible A tangible employment action involves a significant change employment action? in status, e.g., change in pay, work status, dismissal, demotion, hire, failure to promote, transfer, undesirable reassignment, and work assignments.
    [Show full text]
  • Effective Strategies to Reduce Employee Absenteeism Amongst Canadian Female Employees
    Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2020 Effective Strategies to Reduce Employee Absenteeism Amongst Canadian Female Employees Sue Haywood Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Health and Medical Administration Commons, Organizational Behavior and Theory Commons, and the Women's Studies Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Management and Technology This is to certify that the doctoral study by Susan Haywood has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Rollis Erickson, Committee Chairperson, Doctor of Business Administration Faculty Dr. Michael Campo, Committee Member, Doctor of Business Administration Faculty Dr. Mohamad Hammoud, University Reviewer, Doctor of Business Administration Faculty Chief Academic Officer and Provost Sue Subocz, Ph.D. Walden University 2020 Abstract Effective Strategies to Reduce Employee Absenteeism Amongst Canadian Female Employees by Susan Haywood MA, Royal Military College of Canada, 2005 BA (Hons), Dalhousie University, 1997 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2020 Abstract High absenteeism in female employees costs Canadian hospitals millions of dollars annually. Leaders of Canadian hospitals who lack strategies to reduce absenteeism in female employees witness significant financial losses in their organizations.
    [Show full text]
  • Emergency Unemployment Compensation (EUC08): Current Status of Benefits
    Emergency Unemployment Compensation (EUC08): Current Status of Benefits Julie M. Whittaker Specialist in Income Security Katelin P. Isaacs Analyst in Income Security March 28, 2012 The House Ways and Means Committee is making available this version of this Congressional Research Service (CRS) report, with the cover date shown, for inclusion in its 2012 Green Book website. CRS works exclusively for the United States Congress, providing policy and legal analysis to Committees and Members of both the House and Senate, regardless of party affiliation. Congressional Research Service R42444 CRS Report for Congress Prepared for Members and Committees of Congress Emergency Unemployment Compensation (EUC08): Current Status of Benefits Summary The temporary Emergency Unemployment Compensation (EUC08) program may provide additional federal unemployment insurance benefits to eligible individuals who have exhausted all available benefits from their state Unemployment Compensation (UC) programs. Congress created the EUC08 program in 2008 and has amended the original, authorizing law (P.L. 110-252) 10 times. The most recent extension of EUC08 in P.L. 112-96, the Middle Class Tax Relief and Job Creation Act of 2012, authorizes EUC08 benefits through the end of calendar year 2012. P.L. 112- 96 also alters the structure and potential availability of EUC08 benefits in states. Under P.L. 112- 96, the potential duration of EUC08 benefits available to eligible individuals depends on state unemployment rates as well as the calendar date. The P.L. 112-96 extension of the EUC08 program does not allow any individual to receive more than 99 weeks of total unemployment insurance (i.e., total weeks of benefits from the three currently authorized programs: regular UC plus EUC08 plus EB).
    [Show full text]
  • Incivility, Bullying, and Workplace Violence
    AMERICAN NURSES ASSOCIATION POSITION STATEMENT ON INCIVILITY, BULLYING, AND WORKPLACE VIOLENCE Effective Date: July 22, 2015 Status: New Position Statement Written By: Professional Issues Panel on Incivility, Bullying and Workplace Violence Adopted By: ANA Board of Directors I. PURPOSE This statement articulates the American Nurses Association (ANA) position with regard to individual and shared roles and responsibilities of registered nurses (RNs) and employers to create and sustain a culture of respect, which is free of incivility, bullying, and workplace violence. RNs and employers across the health care continuum, including academia, have an ethical, moral, and legal responsibility to create a healthy and safe work environment for RNs and all members of the health care team, health care consumers, families, and communities. II. STATEMENT OF ANA POSITION ANA’s Code of Ethics for Nurses with Interpretive Statements states that nurses are required to “create an ethical environment and culture of civility and kindness, treating colleagues, coworkers, employees, students, and others with dignity and respect” (ANA, 2015a, p. 4). Similarly, nurses must be afforded the same level of respect and dignity as others. Thus, the nursing profession will no longer tolerate violence of any kind from any source. All RNs and employers in all settings, including practice, academia, and research, must collaborate to create a culture of respect that is free of incivility, bullying, and workplace violence. Evidence-based best practices must be implemented to prevent and mitigate incivility, bullying, and workplace violence; to promote the health, safety, and wellness of RNs; and to ensure optimal outcomes across the health care continuum.
    [Show full text]