We can all imagine the ideal work environment, where you are respected, empowered, and provided with the resources to perform to the best of your ability everyday. Your skills would be acknowledged and the challenging work that is accomplished each day would be appreciated by peers, team members, and managers. However, in my work environment, an operating room, a phenomenon called "disruptive behavior" often interrupts the ability of achieving this desired state. Initially I was focused on this behavior being displayed by physicians but was awakened to the fact that they are not the only offenders and that many caregivers also behave in this manner. Obviously this behavior in a healthcare setting can have a negative impact on the patients who come to the institution seeking healing and compassion. Realizing that this disturbing behavior will continue to exist, despite efforts within the operating room and the institution as a whole, this paper addresses what I can do in my role as a nurse manager. The first step was to undertake a literature review to understand ways I can support my staff that are subjected to and at times engage in the unproductive conduct. The literature review revealed tools that support employees in many situations, not exclusively in an operating room environment. The eleven tools I present in this paper are taken from many different areas such as business applications, healthcare articles, spiritual beliefs, and basic behavioral principles. They include: emotional intelligence, engagement, positive reinforcement, energizing, motivating employees, constructive conversations, Buddhist principles- The Human Factor, storytelling, "New Agreements" tenets, a respectful, civilized, work environment, and building respect and establishing trust. The tools may be used alone or may be grouped together for a greater impact. Some may be more effective when utilized on an individual while others would have a greater influence when applied in a group setting. Employees who feel a sense of satisfaction, fulfillment and value are more likely to remain in their current position and be more efficient, productive and involved. My goal as a manager is to support staff and utilize the discussed tools for the purpose of empowering staff to expect that appropriate behavior is exhibited at all times and work towards creating a healthier workplace. The journey I have undertaken in CCT has provided me with new tools and has added another dimension to the way I approach and think through problems that continuously arise in my professional life. The various methods and phases that I have learned to utilize for problem-solving purposes has aided in my ability towards the pursuit of creating a more supportive and healthier workplace.
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