November 23, 2011
On November 9, 2011, the Joint Commission announced that they will be changing the definition of the term “disruptive behavior.” Specifically, they have noted that disruptive behavior is “behavior or behaviors that undermine a culture of safety.” They added that term is not viewed favorably by some and that many find it to be ambiguous. Though I surely agree with this, I do not foresee an large, wide-reaching entity such as the Joint Commission being able to define a very complex range of behaviors in a way that covers all it needs to cover without going too far. When I give talks about disruptive behavior and workplace violence I often suggest that (unfortunately) the classification of one’s behavior as being disruptive “lies in the eyes of the beholder.” There’s no way the Joint Commission (or even a hospital, small practice or company) could get away with that.
November 11, 2011
A few years back I was on an Maryland Psychological Association task force committee that worked in partnership with the American Psychological Association to identify and acknowledge organizations that promote conditions of psychologically healthy workplaces. The Psychologically Healthy Workplace Program has a nice newsletter that runs articles that should be of great interest to companies and work organizations interested in improving the mental health, physical health, performance and productivity of their employees.
In a recent newsletter, there was an article about workplace violence – – an area of great interest to me. What I liked about this article was that they gave nice, concrete tips on how to handle situations that might occur in your workplace, and they offered various strategies about how the organization could respond to (and hopefully even prevent) such situations. The article presented ideas that are close in line with what I’ve been recommending to companies for years during my consultations following these events.