AIM StatementBy December 1, 2014, we aim to increase civil engagement to improve interactions, knowledge and satisfaction among nurses by 20%, as evidenced by the involved nurses self-reporting on a written questionnaire, at Catawba Valley Medical Center (CVMC) day surgery (DS) department.Incivility Incivility in healthcare is increasingly problematic and occurs with interactions among nurses bullying nurses, patients, and students, as well as nurses being bullied by doctors, management and patients. These uncivil relationships have a negative impact on patient care (Harris, 2011). Incivility can vary in intensity. Examples include interrupting, eye-rolling, intimidating, and physical violence. (Stokowski, 2011). This paper will focus on incivility between nurses bullying nurses. New nurses are bullied more often than seasoned nurses and also bullying is the reason that 60% of new nurses quit their jobs (Flateux-Lux & Gravel, 2013). Furthermore, bullying canstunt the professional growth and development of nurses which has a negative effect on patient safety. By allowing bullying behavior, there is a lack of cohesiveness and teamwork among the nurses which can lead to patient medication errors and patient safety issues (Flateux-Lux & Gravel 2013). PLANStarting June 1, 2014, there will be 30 minute training sessions at 2:00 pm the first Tuesday of every month for 6 months in the DS staff meeting room. The team will involve thenurse manager and/or the assistant nurse manager, 2 charge nurses, and 3 staff nurses from the DS department at CVMC. To change the culture, Stokowski (2011), states that nurses need to be taught how to recognize, prevent and resolve incivility. After an offensive situation, the targeted nurse should cool down, think about their response, and then both parties should meet face-to-face at a mutually agreeable time and place to discuss what happened. A mediator may be present if needed (Stokowski, 2011). During the monthly meetings, there will be classes held by a trainer from the Organizational Learning (OL) Department that will define incivility and offer solutions for handling bullying behavior. As of January 2009, the Joint Commission requires that all accredited healthcare institutions establish three leadership standards: 1) establish a code of conduct within the workplace 2) have a nonpunitive way for employees to report bullying behaviors and 3) create a process to discipline bullying employees (Flateux-Lux & Gravel, 2013). CVMC has these three leadership standards; however many of the nurses may not be aware. During the monthly meetings, the OL trainer will address each of these three leadership standards and show the team where they are located and how to access them on CVMC’s intranet. A questionnaire (Table 1) will be constructed and given to each participant before the plan is initiated and after the plan is complete. All pencil and paper surveys will be kept confidential. The questionnaire will have each participant rate on a scale of 0-10. The OL trainer that organizes the monthly meetings will be responsible for delivering, collecting, and evaluating the questionnaires. Once we get our questionnaires (Table 1) from incivility, we predict that the scores on the questionnaire will improve by 20% at the end of the small study.References:Cortina, L., Magley, V., Williams, J., Langout, R., (2001). Incivility in the workplace: Incidence and impact. JOHP, Journal of Occupational Health Psychology 2001. Vol 6. No. 1., 64-80. Flateau-Lux, L. Gravel, T. (2013). Put a stop to bullying new nurses. Nursing Volume 43 (6), June 2013, p. 24-28. DOI: 10.1097/01.NURSE.0000429803.49353.c8Harris, C., (2011), Incivility in nursing. NC Board of Nursing-Nursing Bulletin. Retrieved from http://www.ncbon.com/searchg?q=incivility%20harrisStokowski, L., (2011). The downward spiral: Incivility in nursing. Medscape. Mar 24, 2011. Retrieved from http://www.medscape.com/viewarticle/739328_3Table 1Incivility QuestionnaireIncivility is defined as “any action that is offensive, intimidating, or hostile that interferes with the learning or practice environment” (Harris, 2011). Please rate the following on a scale of 0-10.Do you experience incivility with other nurses? 0 = never; 10 = always ____________Are you satisfied with your work? 0 = satisfied; 10 = unsatisfied _____________Are you satisfied with your coworkers? 0 = satisfied; 10 = unsatisfied _____________Are you satisfied with your supervisor? 0 = satisfied; 10 = unsatisfied _____________Is your job stress manageable? 0 = manageable; 10 = unmanageable _____________Please rate the following on a scale of 0-10 with 0 = never; 10 = always. In the past year,have you felt like a coworker/management has been demeaning or condescending towards you _____________felt like your opinion didn’t matter _____________had demeaning remarks said about you _____________addressed in a derogatory way either privately or publically _____________felt excluded from professional camaraderie _____________felt that your judgment was being doubted _____________Witnessed a coworker being bullied (Cortina et al, 2001) _____________(Cortina et al, 2001).Please answer yes or no to the following questions: Do you know how to report bullying behavior? _____________Do you know how to recognize bullying behavior?