Civility in Nursing

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Civility in Nursing In healthcare settings, nurses interact with colleagues, families, and other stakeholders to deliver quality care that satisfies the needs of their clients. Nurse leaders liaise with all stakeholders to create a safe environment and support the nurses’ course in delivering safe services. A safe environment increases employee satisfaction and enhances interprofessional collaboration (Butts & Rich, 2022). Unfortunately, nurses practice in a highly dynamic environment typified by numerous factors that enhance or hinder service delivery. These factors include communication, cooperation, resource availability, incivility, care quality, and patient safety. Civility is also a critical factor that influences service delivery across the continuum.

Civility reflects the societal standards healthcare professionals must follow for effective communication, collaboration, and patient-focused care delivery.

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Civility helps create an environment that boosts the workers' morale and satisfaction.

Regrettably, civility is not embraced in all healthcare settings. In some workplaces, passive leadership, a socially unsupportive climate, and a lack of civility norms greatly hinder attempts to achieve civility. This paper explores incivility in healthcare settings to understand how it hinders nursing professionals from serving diligently and delivering appropriate care.

Impact of Incivility Workplace incivility refers to the antisocial behavior demonstrated by some professionals. Ota et al. (2022) defined incivility as deviant behavior in the workplace that may occur unintentionally through ignorance. This definition shows that incivility differs from bullying and aggression, which are intended to cause harm to others. Discourteous acts, rudeness, discrimination, arrogance, and aggression characterize incivility. These actions demonstrate the disregard for the feelings of others and affront their dignity. They also erode the professional standards of practice.

Hossny and Sabra (2021) noted that incivility is a prevalent and pressing issue that threatens the nursing practice. It destroys interprofessional relationships, jeopardizes patient care, and threatens organizational integrity values. Incivility creates staff disagreements and junior nurses do not respect or trust their seniors who demonstrate incivility.

Uncivil behaviors are significant risk factors for adverse health consequences like psychological disorders among nurses. Nurses working under conditions characterized by workplace incivility may develop depression, anxiety, and fear. They also experience negative physical symptoms such as fatigue that affect their productivity. Nurses may develop posttraumatic stress disorder due to inadequate and stressful work environments. When left unattended, Maslach and Leiter (2017) noted that these symptoms become serious health issues

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among nurses.

Ota et al. (2022) noted that strong links exist between incivility and burnout among nurses. They pointed out that disorganized work settings and ineffective interprofessional collaboration are significant causes of poor mental health among care providers. Nurses eventually leave the profession due to stress and dissatisfaction with care. Incivility also compromises care delivery and patient safety. Limited interprofessional collaboration implies that nurses do not consult when delivering care to patients. Some nurses also likely to ignore advice provided by colleagues they dislike.

Interventions to Increase Civility Nurses must demonstrate professional behavior during interactions with colleagues, patients, and families. However, they cannot demonstrate this behavior in an environment of incivility, bullying, and workplace aggression. Healthcare leaders must collaborate with other professionals to implement interventions that increase civility in healthcare settings. The first strategy to increase civility is collaboratively establishing a culture of safety, respect, and integrity (Leape, 2021). Health leaders must work with other healthcare staff to create policies, promote the code of conduct implement evidence-based practices that promote the safety and satisfaction of all stakeholders (Epstein & Turner, 2015).

Creating supportive leadership systems could help identify, investigate and resolve potential incivility causes (Knapp, 2020). The leadership system should identify the subsequent authority for nurses to report incivility cases. Leaders should also identify appropriate dispute resolutions to prevent tension from escalating among nurses. Healthcare workers' education and training on civility, kindness, and forgiveness could also help prevent workplace incivility.

Education equips these professionals with the knowledge to identify and resolve disputes

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amicably.

Health leaders can also establish proper communication mechanisms and create achievable organizational goals to reduce incivility at the workplace. Proper communication and clear goals help attract and retain workers' attention and focus during practice. These goals eradicate distractions since health workers remain focused on accomplishing the targeted outcomes (Marquis & Huston, 2020). Effective communication facilitates information flow among care providers. It enables healthcare professionals to focus on nursing rather than personal issues that disrupt care delivery (Leape, 2021). Communication also enables the leader to inform team members of their roles in care delivery to prevent ambiguity and collision of roles.

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Conclusion Civility influences health outcomes by enhancing interprofessional collaboration, patient safety, and quality care delivery. However, the dynamics of healthcare settings may lead to incivility typified by arrogance, disrespect, and discrimination. Incivility affects care delivery, causes burnout among nurses, and increases turnover rates. Healthcare leaders can implement education and training programs to promote safe workplace culture and strengthen civility across the continuum. Effective communication mechanisms and promoting the nurses' code of conduct could also help achieve civility in the workplace.

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References Butts, J. B., & Rich, K. L. (2022). Nursing ethics: Across the curriculum and into practice. Jones & Bartlett Learning.

Epstein, B., & Turner, M. (2015). The nursing code of ethics: Its value, its history. The Online Journal of Issues in Nursing, 20(2), 1–10. https://doi.org/10.3912/OJIN.Vol20No02Man04 Hossny, E. K., & Sabra, H. E. (2021). Effect of nurses’ perception of workplace civility climate on nurse-physician collaboration. Nursing Open, 8(2), 620–627. https://doi.org/10.1002%2Fnop2.666 Knapp, E. (2020). Interventions for cultivating civility in the healthcare team: Review of the literature. Honors Undergraduate Theses. 727, 1–42. https://stars.library.ucf.edu/honorstheses/727 Leape, L. L. (2021). Making healthcare safe: the story of the patient safety movement (p. 450).

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Marquis, B. L., & Huston, C.J. (2020). Leadership roles & management functions in nursing 10th ed.). Wolters Kluwer Health.

Maslach, C., & Leiter, M. P. (2017). New insights into burnout and health care: Strategies for improving civility and alleviating burnout. Medical Teacher, 39(2), 160-163. https://doi.org/10.1080/0142159x.2016.1248918 Ota, M., Lam, L., Gilbert, J., & Hills, D. (2022). Nurse leadership in promoting and supporting civility in healthcare settings: A scoping review. Journal of Nursing Management. https://doi.org/10.1111/jonm.13883