week 7 peer response to 2

question 

Application of Course Knowledge: Reflect on an experience in which you were directly involved or witnessed incivility in the workplace and answer all questions/criteria with explanations and detail.

 

Provide a brief synopsis of the situation.
Describe how the situation made you feel. Discuss your response or the response of others involved.
What were the consequences of this situation? Provide an example of how this affected the work environment and outcomes.
How could the situation have been prevented? Discuss evidence-based strategies to support a healthy work environment.

Integration of Evidence: Integrate relevant scholarly sources as defined by program expectations:

 

Cite a scholarly source in the initial post.
Cite a scholarly source in one faculty response post.
Cite a scholarly source in one peer post.
Accurately analyze, synthesize, and/or apply principles from evidence with no more than one short quote (15 words or less) for the week.
Include a minimum of two different scholarly sources per week. Cite all references and provide references for all citations.

Engagement in Meaningful Dialogue: Engage peers and faculty by asking questions, and offering new insights, applications, perspectives, information, or implications for practice.

 

Peer Response: Respond to at least one peer.
Faculty Response: Respond to at least one faculty post.
Communicate using respectful, collegial language and terminology appropriate to advanced nursing practice.

Professionalism in Communication: Communicate with minimal errors in English grammar, spelling, syntax, and punctuation.
Reference Citation: Use current APA format to format citations and references and is free of errors.
 

For Writer 
please response to  150 words  each  ,single line is okay. Thanks 
 
peer 1 
Professor  question 
Jill & Class
How does a culture of incivility within a healthcare setting impact the overall reputation and perception of the institution in the eyes of patients and the community?
Dr. Cox
 peer 2 question 
Maya Parker 
Hello,
I recently accepted a position in my hospitalâ€s pre-op and post-op unit. The position I accepted is post-op (PACU) but the orientation involves all areas of the unit so training pre-op is mandatory. I come from an ICU in the same hospital where nurses and doctors have a collaborative relationship. Many of the residents and surgeons will ask ICU nurses their opinion as well as rely on the nurseâ€s ongoing assessment of the patient. This is not the case in the pre-op part of my new job and this has been really hard to accept. The nurses in pre-op are not treated like collaborators in care, instead they are treated as if they work for the surgeons. Pre-op nurses must make sure the proper orders are in place, the patient is prepped for surgery, IVs are placed, and forms are correctly filled out. The order sets and forms seem to cause the most tension between surgeons and nurses. The surgeons think they are always right and become annoyed or offended when asked to comply with necessary paperwork. This behavior by the surgeons is frustrating. There are very clear rules around compliance with paperwork that never change, but somehow the nurse must babysit to prevent a situation where the whole healthcare team is liable for a mistake.
The repeated requests for paperwork compliance met with annoyance and frustration does not sit well with me. It makes me feel defensive and on-edge, constantly worried I am going to be on the receiving end of more displays of dissatisfaction from the surgeons. Unfortunately for some nurses, the outward display of aggression from specific surgeons has gone much farther than just expressions of annoyance and frustration. According to Croake, (2021), “incivility can be defined as one or more rude, discourteous, or disrespectful actions that may or may not have a negative intent behind them (p. 4).” Croake also suggests that an important tool in fostering a civil work environment is for nurses to demonstrate professionalism and treat colleagues with kindness and dignity (p. 4). I believe that nurses in the pre-op unit always remain professional and kind, even when they are met with ongoing, insidious lateral violence from surgeons. In order for change to occur, surgeons need to return the professional behavior. The culture of allowing surgeons to behave poorly must change and that will take more than just nurses remaining professional.
 
References
Croake, L. (2021, August). Preventing and addressing incivility in nursing. AORN Journal, 114(2), 4-6. ProQuest. DOI:10.1002/aorn.13486

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