Radiography Managers’ Perspectives on the Strategies to Mitigate Disruptive Behaviours: A Qualitative Exploratory Study
Abstract
:1. Introduction
2. Materials and Methods
- The interview transcripts were read and re-read to get an overall understanding of the whole interview.
- The shortest interview transcript was selected and after reading, thoughts about its general meaning were noted in the margins.
- All the transcripts were read and a list of topics was made. Similar topics were clustered together. The clustered topics were formed into major topics, unique topics, and leftovers.
- The list of topics that was created in the previous step was taken and the researcher went back to the data. The topics were shortened as codes and were written as codes next to the appropriate segments of the text. This was retried to see if new categories and codes emerged.
- The topics were then turned into categories. Related categories were then grouped together.
- A final conclusion was made on the number given to each category.
- After assembling the data fitting to each category, a preliminary analysis was done.
- The data were recorded again in an iterative fashion.
3. Results
3.1. Demographics
3.2. Emerging Themes on Strategies to Mitigate DBs in HMP
- Awareness of DBs
- Willingness to address DBs, and
- Conflict resolution.
- Theme 1: Awareness of DBs
- (i)
- Documentation
“These behaviours are very common and from a policy point of view I believe that we need to document them so that we determine the prevalent ones and find specific measures to address them.”(P#2; Female; PR)
- (ii)
- Education and training
“The truth is radiography is more than technical proficiency as you have to deal with other health care professionals and erratic patients. In the education and training, I think the part on psychology and patient management should emphasize a lot the interaction between other healthcare workers and patients. Students would then take the psychological and behavioural environment seriously.”(P#2; Female; PR)
“I think the first thing is, I am a radiographer. I have technical expertise as a manager. I might need an extra qualification that has to do with dealing with these behaviours or on human resources.”(P#7; Female; CR)
- (iii)
- Emotional intelligence
“… it takes us to the point of emotional intelligence. You need to understand why a certain problem has occurred. Maybe that person has got a genuine problem, and maybe that person just wants to be difficult.”(P#4; Male; ACR)
“The development of emotional intelligence amongst your staff is an important aspect even at home, people need to feel for each other. Empathy towards the patient, empathy towards other people, and appreciation of their existence.”(P#8; Female; ACR)
- Theme 2: Willingness to address DBs
- (i)
- Communication
“As a hospital, there should be improved interprofessional communication to avoid conflicts among healthcare workers.”(P#1; Male; PR)
“Communication for example is a good thing. You have a whole bench full of patients; just spare a moment to talk to them … communicate with them. So, if they are 50 of them they will know it will take an hour or so before they are attended to. So, inform them if there is a need for someone to skip the queue. Communicate with them constantly.”(P#11; Male; CR)
- (ii)
- Taking charge
“…. the individual should take charge of their health because this is a wellness issue. Their wellbeing is affected obviously, their work environment will be affected and everything else will be affected including patient care. So the individual themselves must take it up upon themselves to seek ways you know to address such challenges.”(P#11; Male; CR)
“So, I think there should a holistic approach and deliberate attempt from top management to deal with these behaviours.”(P#10; Male; CR)
- Theme 3: Conflict resolution
- (i)
- Listen and understand
“… Personally, as a manager, I will try to sit down with the feuding parties and try to reach common ground. In the case where I do not succeed, I may have to take it up with my superiors…”(P#1; Male; PR)
“… there are times when you have to resolve conflict. Take people who are not working together well. Sit down with them and talk to them and make them understand why they are there and how a toxic work environment can affect the overall performance of the organisation. And when you resolve that conflict you realize that it won’t happen again.”(P#10; Male; CR)
“… we have HR that deals with these behaviours but as a manager you are also trained to deal with behaviours in your immediate workplace.”(P#4; Male; ACR)
“Giving employees the platform to talk and let out what is inside of them. It will go a long way just to preserve the mental faculties of the radiographers.”(P#9; Male; CR)
- (ii)
- Substitution
“I think that taking time off from the environment where the abuse occurred can really help. The victim is supposed to be given some days off to go and recover at home in peace.”(P#1; Male; PR)
“As an incentive to encourage reporting we could offer off days to the victim. First we address the abuse and give some time off work.”(P#1; Male; PR)
- (iii)
- External remedies
“Most managers will say if I address this issue head-on…I will lose business if this guy leaves. So maybe if it gets addressed from a professional board-level…”(P# 10; Male; CR)
“But the only way it can be dealt with is by seeking these pro-women organisations anonymously. Then these people will just come and tell the person that, no we have reports like this… maybe from an employee that has since resigned. At least if he is made aware that complaints are coming in, there will be that restraint on the individual.”(P#11; Male; CR)
4. Discussion
5. Limitations
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Acknowledgments
Conflicts of Interest
References
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Participant (P#) Number | Gender | Age (Years) | Educational Level | Position | Work Experience (Years) | |||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
M | F | 21–30 | 31–40 | >40 | Dip. | BSc. | MSc. | Principal Radiographer (PR) | Ass. Chief Radiographer (ACR) | Chief Radiographer (CR) | <10 | 11–20 | >20 | |
1 | X | X | X | X | X | |||||||||
2 | X | X | X | X | X | |||||||||
3 | X | X | X | X | X | |||||||||
4 | X | X | X | X | X | |||||||||
5 | X | X | X | X | X | |||||||||
6 | X | X | X | X | X | |||||||||
7 | X | X | X | X | X | |||||||||
8 | X | X | X | X | X | |||||||||
9 | X | X | X | X | X | |||||||||
10 | X | X | X | X | X | |||||||||
11 | X | X | X | X | X |
Themes | Sub-Themes | Representative Quote |
---|---|---|
|
| “These behaviours are very common and, from a policy point of view, I believe that we need to document them so that we determine the prevalent ones so we find specific measures to address them. DBs in my opinion can only be adequately addressed if they are documented.”(P#2; Female; PR) “The truth is radiography is more than technical proficiency as you have to deal with other health care professionals and erratic patients. In the education and training I think the part on psychology and patient management should emphasize a lot the interaction between other health care workers and patients. Students would then take the psychological and behavioural environment seriously.”(P#2; Female; PR) “… it takes us to the point of emotional intelligence. You need to understand why a certain problem has occurred. Maybe that person has got a genuine problem, and maybe that person just wants to be difficult.” (P#4; Male; ACR) |
|
| “As a hospital, there should be improved interprofessional communication to avoid conflicts among healthcare workers.”(P#1; Male; PR) “… the individual should take charge of their health because this is a wellness issue. Their wellbeing is obviously affected, their work environment will be affected and everything else will be affected including patient care. So the individuals themselves must take it upon themselves to seek ways … to address such challenges.”(P#11; Male; CR) |
|
| “There are times when you have to resolve conflict, take people who are not working together well. Sit down with them and talk to them and make them understand why they are there and how a toxic work environment can affect the overall performance of the organisation. And when you resolve that conflict you realize that it won’t happen again.”(P#10; Male; CR) “I think that having time off from the environment where the abuse occurred can really help. The victim is supposed to be given some days off to go and recover at home in peace.”(P#1; Male; PR) “Most managers will say if I address this issue head-on…I will lose business if this guy leaves. So maybe if it gets addressed from a professional board-level …”(P# 10; Male; CR) |
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Chinene, B.; Nkosi, P.B.; Sibiya, M.N. Radiography Managers’ Perspectives on the Strategies to Mitigate Disruptive Behaviours: A Qualitative Exploratory Study. Healthcare 2022, 10, 1742. https://doi.org/10.3390/healthcare10091742
Chinene B, Nkosi PB, Sibiya MN. Radiography Managers’ Perspectives on the Strategies to Mitigate Disruptive Behaviours: A Qualitative Exploratory Study. Healthcare. 2022; 10(9):1742. https://doi.org/10.3390/healthcare10091742
Chicago/Turabian StyleChinene, Bornface, Pauline Busisiwe Nkosi, and Maureen Nokuthula Sibiya. 2022. "Radiography Managers’ Perspectives on the Strategies to Mitigate Disruptive Behaviours: A Qualitative Exploratory Study" Healthcare 10, no. 9: 1742. https://doi.org/10.3390/healthcare10091742