The health care profession and other humanitarian services are focused on providing the best healthcare and treatment to the patients. But violence and abusive treatment of medical professionals has been growing in the recent years. The most current goal is to better the safety even more through uniting the staff, getting a better response from patients and monitoring all possible and probable setbacks or problem areas.
The strategy to accomplish the needed change is to drastically increase the quality of service, response by appropriate institutions, and security on location. The staff would be required to participate in training sessions, as well as develop their own departmental improved routines and practices that would allow for better cooperation and communication with both staff and patients (Rogers, 2013). Often, people are displeased with the service provided, so they resort to violence and abusive behavior. This is due to emotional instability and the feeling of vulnerability. People are not sure how to respond to the professionals’ inability to treat the problem or provide some form of consolation and hope. There is a strategy in the improvement of planning, checking, and acting which will allow for more qualified staff and the ability of departments to be ahead “of the game” and prevent any violent behavior (McLaughlin, 2012). The impact will be a close knowledge of the patients’ statistics, an in-depth understanding of their needs, and the proper approach and treatment of each individual. Unfortunately, the current health sector is experiencing difficulties in staffing and provision of proper services to people according to their needs. The wait times are still rather long, and individuals are getting frustrated which leads to violent outbursts.
In this case, the strength of therapeutic intervention is what allows people to find a proper response in a stressful and unwanted situation. Each department of a health-related institution is motivated, and there is some progress in ensuring a safe working environment for the staff. This is due to personal factors and team make-up, as each department has its own atmosphere and a way of running things. This is somewhat of a disadvantage, as the staff and the organization are obligated to provide proper working conditions with the absence of violence or any type of abuse (McLaughlin, 2012).
The nine stages of intervention provide some aid to the problem of violence. The first one is to resolve the inner conflict by attending to the needs of the individual. The second stage pertains to the release of the emotional trauma which will help alleviate the pressure. The third is the development of effective relationships in both private and social life. Fourth is the movement out of depression, thus starting work on mental rehabilitation. The fifth stage is linked to the exclusion of anxiety and any stress-related disorders. The sixth step is to learn how to manage anger and any unwanted emotions in a productive and effective way. The seventh stage is based on the ability to learn how to manage stress. Eighth is the development of strategies that will help manage work and personal issues. The ninth stage is related to learning how to listen to the inner wisdom and urges so that a proper response can be found without harm to the surrounding people and the self (Plante, 2010).
Violence control initiatives should be closely considered and implemented into any health organization. It is critical to the working efficiency of professionals and proper patient treatment.
References
McLaughlin, C. (2012). Implementing Continuous Quality Improvement in Health Care. Sudbury, MA: Jones & Bartlett Learning.
Plante, T. (2010). Contemporary Clinical Psychology. Hoboken, NJ: ohn Wiley & Sons.
Rogers, A. (2013). Human behavior in the social environment. New York, NY: Routledge.