A Synopsis of the Situation

I once witnessed a heated exchange between a senior nurse and a new graduate nurse in a busy hospital unit. The new nurse, visibly stressed, asked for help with a complex wound dressing. The senior nurse, overworked and impatient, responded sharply, “I don’t have time to teach you. You should’ve learned this in school.” The comment was delivered with a dismissive tone in front of other staff, and the senior nurse walked away, leaving the new graduate to struggle alone.

Emotional and Behavioral Responses

The situation made me feel deeply uncomfortable and a bit helpless. I felt empathy for the new graduate nurse, who looked humiliated and discouraged. As for my response, I tried to offer support by privately checking in on the new nurse later and offering to help with the dressing. However, the senior nurse’s behavior was not confronted directly by anyone in the moment. The other staff members seemed to freeze, avoiding eye contact and quickly moving on with their tasks, likely to avoid becoming targets themselves. This collective silence seemed to normalize the behavior, creating a tense atmosphere.

Consequences and Impact on the Work Environment

The immediate consequence of this incivility was the shame and emotional distress felt by the new graduate nurse. It also led to a negative ripple effect on the work environment. The trust between the senior and junior nurses was broken, and the junior nurse became hesitant to ask for help in the future, increasing the risk of making an error. This created a culture of fear and reluctance, where staff members were more likely to work in isolation rather than as a cohesive team. The lack of collaboration and open communication directly impacted patient care, as the junior nurse’s struggle with the complex dressing likely led to a less-than-optimal outcome and a longer process.

Prevention and Evidence-Based Strategies

This situation could have been prevented through a combination of leadership and organizational strategies aimed at fostering a culture of respect.

• Establish a Code of Conduct: The organization could have a clearly defined code of conduct that outlines expected behaviors and a zero-tolerance policy for incivility. This provides a framework for accountability and gives staff a basis for reporting inappropriate behavior.