Assertiveness as a nursing responsibility;

Assertiveness as a nursing responsibility

• Difference between nonassertive, aggressive and assertive behavior.

Nonassertive ( passive) behavior: Fear based behavior is an emotionally dishonest, self-defeating type of behavior. Nonassertive nurses attempt to took the other way, to avoid conflict and to take what seems to be the easiest way cut; they are never full participants on the nursing team.
Aggressive behavior: outspoken people are often automatically considered assertive when in reality their lack of consideration for others may be a sign of aggressive behavior. Aggressive ( anger-based) behavior violates the rights of others. It is an attack on the person rather than on the person’s behavior.
Assertive behavior: assertiveness is a current name for honesty- that is it is a way to live the truth from your innermost being and to express this truth in thought , word, and deed. The concept seems simple enough but to actually practice being truthful all the time is difficult. Assertiveness is characterized by taking a positive stand, being confident in your statement, or being positive in a persistent way.

• Discuss six steps to problem solving.

Step1: define the problem: sometimes what is perceived as the problem is not the problem. For example, you may be have been blaming another individual . For taking you into behaviors of which you do not approve.
Step 2: decide on a goal: review the problem statement and write it out., applying the nursing process. Ask yourself what you want to do differently. This can be stated as a single goal.
Step3: choose alternatives are the approaches that you will be using to attain each of the established goals. When you make a list of alternatives in your journal, let your imagination run wild.
Step4: Try out the alternatives: the initial plan has been made. It is time to put the plan into action. For many of you, the paper work is easier than taking the first step to make the ‘paper trip ‘a reality.
Step 5: evaluate the effectiveness of your approach. The evaluation mechanism is built into the overall plan for chance by making the goals time-limited. This tells you that each goal, along with the alternatives you have chosen, will be evaluated at the time indicated.
Step 6: Repeat the process if the solution is not effective: step 5 gives you information about whether to pursue the established course of action. If changes are needed go back to step 3. Identify additional alternatives or perhaps choose alternatives that you originally identifies but did not use. Then go through the rest of the steps as before.

• Explain three methods of manipulation.

Seducer: the seducer initiates a relationship with someone. ( e.g., a nurse with a supervisor). They share what seem to be common goals and insights. The seducer asks for special favors or privileges.
The divide-and-conquer: the divide-and-conquer manipulator ‘’confides’’ half-truths, rumors, gossip, and innuendo. A skilled manipulator can sever work relationship by sowing seeds of distrust. As the staff squabbles, there is less energy to unite and focus on common patient issues.
Passive-aggressive: the passive-aggressive manipulator focuses on the other person’s weakness. He or she uses this knowledge to exploit or create anxiety for the victim. For example, a physician might point out a nurses error or personal or professional problems in front of a patient or other staff.
Explain contributing factors to assault
Personal factors: these factors relate to verbal, nonverbal, and effective communication, including nurses attitudes and behaviors. Attitude and body language are considered more significant than the see and age of the nurse.
Workplace factors: the quality, performance and availability of security personnel are important. Nurses believe they are safer when security officers wear police-type uniforms.
Environmental factors: The type of patient seen and the location of the care facility determine the types of patient admitted to a hospital.
Risk diagnosis: nurses need to learn how to read cues for potential risk of violence in the patients ( and others) with whom they are dealing.

• Discuss harassment

Sexual harassment is about abuse of power. It is not about the sex or passion. More than 50% of female nurses, report that they have been sexually harassed. However, it is not limited to female nurses. Nearly a third of male nurses and nursing administration believe that they too have been sexually harassed.

• List at least ways to prevent violence in the workplace.

Do your part to promote a supportive , congenial, yet professional work environment.
Whenever possible, resolve conflicts as they arise know that there are times when you have to back off. However, most of the time people want to have their point of view understand, to be heard.
Deal directly with unwanted or unwelcome behavior, including uninvited sexual advances.
Get to know your fellow workers and look out for each other.
Promote workplace integrity. Treat each other, your patients and their families with respect, courtesy and professionalism
Be alert to changes in behavior that may signal violence.

Source: Hill and Howlett: Success in Practical/Vocational nursing: From Student to leader.5th Edition (2005)PA Saunders