Abusive manager as part of violence in health

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In reducing violence in healthcare, increasing measures, penalties, or sanctions against violence without meeting the needs of the healthcare workforce and increasing their welfare and motivation is not a sufficient solution. Data on the causes of violence and violent incidents should be continuously collected, and measures regarding risk factors should be constantly updated on a unit basis. In reducing anger, importance should be given to the needs, complaints, and suggestions of all stakeholders. In this regard, the stories, complaints, and suggestions of patients and healthcare professionals can be the best guide in taking precautions. The human resources management strategy should start with employee-focused improvements, institutional support should be provided, and policies should be reviewed and continuously developed. Solutions for personal and social reasons require a long process. The education of workers and society is important in reducing violence. Efforts should be made to create trust in health workers in society and to develop a positive perspective. Activities that will increase justice, trust, mutual respect, empathy, tolerance, and happiness in society should be emphasized. The media should give more space to exemplary practices that will reflect health workers well in the eyes of society. The needs of health human resources should be met, and positive practices and policies that will protect the value and reputation that health workers deserve and have a positive impact should be emphasized. Improvements should be made to allow more time for patients. Patients/relatives should not be tired of complex hospital structures. The structure of hospitals should be small and should make the patient's job easier. The treatment process should be accelerated, patients should not be tired, and the patient's time in the hospital should be as short as possible. Procedures, bureaucratic obstacles, or practices prolong the processes and cause dissatisfaction. Opportunities should be increased for the provision of quality health services without discrimination between public and private hospitals. Health services should be made more accessible. An invisible face of violence in healthcare is abusive managerial behavior. The impact of abusive managerial behaviors can have negative repercussions not only on employees and the organization but also on patients. Healthcare personnel being exposed to humiliating, abusive, or psychologically violent behaviors can negatively affect service delivery. The management style and behaviors of managers within the organization are observed by employees, and most behaviors, good or bad, are imitated and learned by employees. Therefore, solving abusive management problems can be a factor that increases patient satisfaction and reduces violence in healthcare. Effective and efficient operation of healthcare institutions is possible primarily with the importance given to healthcare professionals. Healthcare managers and practitioners should develop general working skills by reducing abuse supervision and benefiting from the best practices in preventing violence in healthcare. In conclusion, prevention of violence in healthcare is a very comprehensive issue, and prevention of destructive leadership behaviors contributes to the happiness and productivity of employees and to reducing violence in healthcare. The study concluded that violence among healthcare personnel leads to violence against patients and their relatives. This study examined the effect of abusive managerial behaviors as a cause of violence in healthcare and suggested managerial solutions.

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