Introduction
The main purpose of the quality improvement initiative at the workplace enshrines assessing the strategies that contribute to eradicating bullying in nursing practice. The unethical method of oppression highly affects the confidence of the new nurses in a hospital institution. I had the first-hand experience when I got transitioned to the Intensive Care Unit in the nursing care establishment. The senior nurses were mean and intimidating laughing at me for being confused. In one instance, the doctor requests assistance, and the seniors fail to orient me based on the medical procedures to follow during a simple intubation process. Once I made a mistake, the doctor scolded me, and the human resource manager had to intervene and discipline the bullies. In this case, I resolved to gear policies and strategies that eradicate the influence of tyranny in the healthcare sector. Torment is an issue that significantly affects the organizational culture and environment for the workers mainly because of unethical attitudes.
Target Audience
The nurses and the administration cooperate to ensure an optimal decision regarding the operations to follow in enhancing effective treatment and recovery for patients. Tension and disparity render a profound impact on the delivered services. The best mechanism to deal with oppression in the healthcare sector entails addressing the issue of the bully about its impact on the workers’ productivity (Hennekam & Bennett, 2017). A workplace free of conflicts fosters the success of a business. As a result, nurses need to record bullying incidents and report them to the human resource management for discipline. In this case, it is the duty and responsibility of the association to establish educational programs for nurses in an organization to learn the approaches to use in confronting bullying and contribute to its elimination in the healthcare sector.
Benefits
Apart from utilizing strategic human resource management, it is vital to develop initiatives that enhance workforce assortment. One of the elements that involve diversity management practices is the changing socio-demographic traits. Organizational culture is an aggregate of standard practices among the employees. Therefore, the nursing institution’s heterogeneity of workers meant a change in the attitude and approach towards dynamism within the public workplace. The research further establishes that the managers implement diversity management practices as the key solution to the emergent issue of conflicting ideals (Kryzanowski et al., 2019). Change is an inevitable concept within human society, and workforce variation relies on the personality of the administrators.
Interprofessional Collaborations
Diversity management practices encompass the integration of dynamic activities that empower personnel with the necessary skills and knowledge. An effective diversity management practice should feature proactive measures. In this case, there are three phases in promoting diversity management practices. The first step enshrines the ability to recruit employees and managers with skills from various backgrounds. The second step is the gearing of an organizational culture toward a diverse climate, and the last phase involves eradicating discriminatory behavior (Avendaño, 2018). Over the decades, the evolution in the business environment fostered the intensification of the level of competence. As a result, the employees emerged as the key organization asset due to the influence on customer service experience. Therefore, the presence of discriminatory behavior within a company threatens its competence level in the environment (McCarthy, 2018). The concept of diversity management practice is an issue that demands further exploration mainly because of the dynamic influence on employees’ performance and contribution to the evolutionary process.
Nursing is a field of expertise that involves the measurement of the quality of services and the consistency in the provision of the treatment plans to a patient. In this case, different theoretical frameworks establish the core factor that fosters quality improvement in the healthcare sector. Kryzanowski et al. (2019) postulate that various indicators determine the quality of healthcare services. These indicators include improved patient care, a better population health index, lower hospital bills, costs, and a highly productive workforce. In this case, the critical healthcare issue to address entails the increasing rate of bullies in hospitals. A nursing facility renders a profound factor towards effective administration to deliver services to a significant percentage of the patients and equality among the practitioners.
Cost Justification
The cost justification in eradicating entails not many expenses that cover the change in the hospital’s policies and practices. Eliminating bullying in the nursing sector is an approach that profoundly impacts the quality improvement initiative. Healthcare management must focus on implementing procedures that abolish coercion and intimidation among the nurses and the administration. In this case, it is paramount to establish the dynamic approaches to managing medical practitioners’ behavior and relationship-building essence.
Evaluation Basis
The basis that the quality improvement initiative gets based on evaluated is the productivity of the relationships among nurses in a workplace. Favoritism among employees is another platform that presents dynamic ethical issues during the interaction, influencing both the code of conduct and behavior. Partisanship among workers creates subgroups and rivalries that are toxic to organizational culture. In most cases, bias is an issue involving allocating opportunities to other employees without the basis of merit (Ballard & Easteal, 2018). Although it is a distinct issue from the essence of sexual-based harassment, prejudice is a factor that limits the equal distribution of resources. As a result, the company suffers from derailed diversity in productivity and service delivery.
Conclusion
In conclusion, bullying among nurses is an issue that threatens the working environment for both nurses and patients. It is essential to implement policies that gear change across the dynamic healthcare sector and eradicate inequality as a toxic factor. Healthcare management must focus on implementing policies that abolish coercion and intimidation among nurses and the administration.
References
Avendaño, A. (2018). Sexual Harassment in the Workplace: Where Were the Unions? Labor Studies Journal, 43(4), 245–262. Web.
Ballard, A., & Easteal, P. (2018). The Secret Silent Spaces of Workplace Violence: Focus on Bullying (and Harassment). Laws, 7(4), 35. Web.
Hennekam, S., & Bennett, D. (2017). Sexual Harassment in the Creative Industries: Tolerance, Culture and the Need for Change. Gender, Work & Organization, 24(4), 417–434. Web.
Kryzanowski, J., Bloomquist, C. D., Dunn-Pierce, T., Murphy, L., Clarke, S., & Neudorf, C. (2019). Quality improvement is a population health promotion opportunity to reorient the healthcare system. Canadian Journal of Public Health, 110(1), 58-61. Web.
McCarthy, C. (2018). Take steps to prevent, address sexual harassment in the workplace. Campus Legal Advisor, 18(8), 1–5. Web.