As a senior manager, you notice that there have been several resignations on a unit where a new charge nurse has been hired
You suspect that the new charge nurse may be demonstrating bul-lying behaviors, but staff say little about their relationship with the charge nurse. Your decisions about intervention would be based on which assumptions? a. The staff nurses would tell you if the charge nurse was engaging in relational violence.
b. It would be unusual for leaders to engage in violence and bullying behavior.
c. Bullying is primarily related to feelings of marginalization and jealousy among peers.
d. Initiating confidential exit interviews will assist in determining if leader violence or bullying is occurring.
D
To understand if violence or intimidation is a reason for leaving, organizations should conduct exit interviews with the assurance that the information will remain confidential if an employee fears retaliation. This is an important step in gauging if the problem is bullying or intimidation by managers. Johnson (2009) found that 50% of respondents indicated that they were bullied by their manager or director. The researcher suggested that when management is part of the problem, victims have a harder time feeling they have adequate support to end the negative cycle of vi-olence. Lack of support leads many victims of bullying to decide that the best alternative is to leave the organization and to give this advice to others who find themselves in similar situations (Johnson, 2009).
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