Bullying - A Normalization of Deviance

By Rose O. Sherman, EdD, RN, FAAN

Recently, a nursing colleague was telling me about a unit that she had recently begun to manage. She was totally shocked at the amount of bullying that was occurring particularly involving her newest staff. She commented that the bullying behaviors had become normalized into the culture and the previous nurse manager had not dealt with it because it involved some of her “best” staff. We don’t think of bullying as the normalization of deviance but it is.

Normalization of Deviance Defined

The normalization of deviance can be defined as: a gradual process in which an unacceptable practice or standards become acceptable. As the deviant behavior is repeated without catastrophic results, it becomes the social norm for the unit/organization. With RN turnover at almost 18% nationwide and RN disengagement from their work on the increase, it is very problematic when small incremental deviances are tolerated and become behavioral norms.

Factors Leading to Deviance

Interestingly it has been found in research that deviant behavior is more likely to occur in experienced versus inexperienced staff. As nurses become more confident about their judgment, they are more likely to believe that they can slightly bend rules if needed. John Banja cites 7 factors that lead to the normalization of deviant behavior in healthcare environments:

1. Staff believe that rules are stupid and inefficient – developed by those who are not in the trenches of care.

2. Staff lack of knowledge – knowledge is imperfect and uneven and some staff may not even know the reasons for the practice and procedure.

3. New technologies – can disrupt ingrained practice patterns, impose new learning demands, or force system operators to devise novel responses or accommodations to new work challenges.

4. Staff belief that it is OK to break a rule for the good of the patient.

5. Staff belief that rules don’t apply to them – they have experience and can be trusted.

6. Staff fear about speaking up when deviant behavior is observed.

7. Leadership awareness of deviant behavior or systems problems but there is a failure to bring it up the chain of command.

Challenging Deviant Behavior

To counter deviant behavior, nurse leaders must have a fundamental commitment to an anti-bullying environment and back up the commitment with action. Leaders must become acutely vigilant about deviant behaviors and practices, and be ready to take aggressive steps to halt their occurrence before they achieve normalization. The best time for a nurse leader to intervene in correcting a deviant practice is early rather than later on, when righting the now-normalized deviation can be much more challenging. When you counsel staff for bullying – watch for the statement “staff on this unit do this all the time – I am not the only one”. It could be a defensive response but it might also indicate the normalization of a deviant behavior. Your goal should be to create a culture of understanding that deviations may occur, but that they require swift attention. Staff also need to be taught to feel comfortable in speaking up when they see deviant behavior.

Preventing the normalization of deviant behavior is an ongoing challenge for nurse leaders and requires continuing diligence. Deviations or rule violations are rarely motivated by malice or greed, but often result from nursing staff feeling intense performance pressures or acting out their own stress. Banja recommends that “reminding ourselves of the seriousness of the stakes might help leaders to steel their courage, remain vigilant, and respond aggressively to unsafe practice or behavior deviations whenever they occur.”

Read to Lead

Banja, J. (2010). The normalization of deviance in healthcare delivery. Available at http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2821100/