Nursing Care Plan - Risk for Violent Behavior

Violence can be defined as the use of physical force with the intent to injure another person or destroy property, while aggression is generally defined as angry or violent feelings or behavior. A person who is aggressive does not necessarily act out with violence.

Risk for Violent Behavior

General goals :
The client can control violent behavior

Specific goals :

1. The client can build a trusting relationship

Expected outcomes:
The client shows signs of believing in the nurse:
Bright face, smiling.
Want to get acquainted.
No eye contact.
Willing to share feelings.

Nursing Inerventions :
Develop a relationship of trust with:
Greet each interaction.
Introduce the names, nicknames nurses and nurses interact purposes.
Ask and call the name of the client's favorite.
Show empathy, honesty and keeping promises whenever interacting.
Ask the client's feelings and problems faced by the client.
Create a clear interaction contract.
Listen attentively to client's expression of feelings.

2. The client can identify the causes of violent behavior accomplishments
Expected outcomes:
The client tells the causes of violent behavior is doing; tells cause annoyance / upset either of themselves or their environment

Nursing Intervetions :
Help clients express feelings of anger:
Motivation client to tell the cause of resentment or annoyance
Listen without interrupting or give an assessment of each client's expression of feelings

3. The client can identify signs of violent behavior
Expected outcomes:
The client tells the signs of violent behavior occurs when:
Physical signs: red eyes, hands clenched, tense expression, and others.
Signs of emotional: feelings of anger, resentment, spoke harshly.
Social sign: hostile experienced during a violent behavior.

Nursing Interventions :
Help the client revealed signs of violent behavior that happened:
Motivation of the client communicating the physical condition (physical signs) when the violent behavior happened
Motivation of the client to share his emotional condition (signs of emotional) during a violent behavior
Motivation of the client to tell the condition of relationship with others (social signals) during a violent behavior

4. The client can identify the type of violent behavior has ever done
Expected outcomes:
The client explained:
The types of anger expression that had been done
Felt when violence

Nursing Interventions :
Discuss with the client violent behavior is usually done:
Motivation of the client to tell the kinds of violence that had been done.
Motivation of the client communicating the client's feelings after the incident of violence occurred
Discuss whether the acts of violence that can overcome the problems experienced.

5. The client can be identified as a result of violent behavior
Expected outcomes:
The client explained that due to the violence that is done
Self: wounds, shunned friends, etc.
Another person / family: wound, irritability, fear, etc.
Environment: goods or broken objects, etc.
The effectiveness of the methods used in solving problems

Nursing Interventions :
Discuss with the client due to the negative (losses) on how that is done:
Others / family

6. The client can identify constructive ways of expressing anger
Expected outcomes:
Explaining healthy ways of expressing angry

Nursing Interventions :
Discuss with the client:
Does the client want to learn a new way of expressing anger that healthy
Explain the various alternative options to express angry besides the known violent behavior by the client.
Explain healthy ways to express angry:
Ø physical way: a deep breath, hit a pillow or mattress, sports.
Ø Verbal: revealed that he was upset to others.
Ø Social: assertiveness training with others.
Ø Spiritual: prayer, meditation, etc according their religious beliefs

7. The client can demonstrate how to control violent behavior
Expected outcomes:
The client demonstrates how to control violent behavior:
Physical: take a deep breath, hit the pillow / mattress
Verbal: express the feeling irritated / annoyed at others without hurting
Spiritual: prayer, meditation accordance religion

Nursing Interventions :
Discuss ways that may be selected and encourage clients choose the possible ways to express anger.
Train showcase selected clients: demonstrate how to implement the chosen method, explain the benefits of this way, encourage clients imitating the demonstration that has been done, give reinforcement to the client, correct way is still not perfect.
Encourage clients to use tools already trained when angry / annoyed

8. The client has a family support to control violent behavior
Expected outcomes:
Explain how to care for a client with violent behavior
Expressed pleasure in caring for the client

Nursing Interventions :
Discuss the importance of the role of the family as a supporter of the client to address violent behavior.
Discuss potential families to help the client resolve violent behavior
Explain the meaning, causes, consequences and how to care for the clients of violent behavior that can be carried out by the family.
Demonstrate how to care for the clients (to handle violent behavior)
Give the family the opportunity to demonstrate again.
Give praise to the family after the demonstration

9. The client uses the appropriate therapy program that has been set
Expected outcomes:
The client explained:
Benefits of taking medication
Losses do not take medication
Medicine name
The shape and color of drugs
The dose given
time usage
How to use
Effects felt

Nursing Interventions:
Explain the benefits of using the medication regularly and damages if the client does not use medication
Explain to the client: the type (name, color and form of the drug), the dose is right for the client, time of use, how to use, the effect will be felt by the client.
Advise the client: Ask for and use of medication on time, Report to the nurse / physician if the client is experiencing unusual effects, Give praise to discipline the client using the drug, Ask the family feeling after trying ways trained.

Types of Conflict and Conflict Management

Conflict is basically divided into two parts: the internal conflict and external conflict. Internal conflicts occur at the individual, while the external conflict is a conflict that arises between two or more people and is known for interpersonal conflict, for example; conflicts within the couple.

Conflicts according Winardi (1994) is divided into four, including:

a. Conflict within the individual's own
Every conflict can be devastating for the person or people who are related, among conflicts are more worried about potentially be called conflicts involving individual itself. Conflicts can arise due to excessive load role (role overlads) and the inability of the relevant role (role person- incompatibilities) in this case the husband and wife.

b. Interpersonal conflicts
Interpersonal conflicts between one or more individuals. For example the marital relationship.

c. Conflicts between groups
Another conflict situations arise in the organization, as a network of groups that are intertwined.

d. Conflicts between organizations
This conflict between the organizations.

This study focused on interpersonal conflicts or conflicts from individual to individual (interpersonal conflict) is the conflict in the marriage happens to husband and wife.

According to Thomas and Kilmann (in Wirawan, 2010) conflict is an objective condition mismatch between the values or goals, such as the behavior that intentionally disrupt efforts to achieve goals, and emotionally-containing atmosphere of hostility. They developed a taxonomy of conflict management styles based on two dimensions: the first collaboration is an attempt to satisfy others when dealing with conflict. Both assertiveness is an attempt of people to satisfy themselves when dealing with conflict. Based on these two dimensions Thomas and Kilmann offers five types of conflict management styles. The five types of conflict management styles are as follows:

1. Competition. Conflict management styles with high assertiveness level and low level of cooperation. This style is a style oriented power, where someone would use the power it has to win the conflict with persecuted his opponents.

2. Collaborating. Conflict management styles with a high degree of assertiveness and cooperation. The goal is to find an alternative, a common ground, and fully meet the expectations of both parties involved in the conflict.

3. compromising. Central conflict management style, in which the level of assertiveness and cooperation being. By using the strategy of giving and taking (give and take), both parties to the conflict seek alternative midpoint satisfying as they desire.

4. Avoiding. Conflict management styles with the same level of assertiveness and low employment. In the style of management of this conflict, both sides are trying to avoid conflict. According to Thomas and Kilmann dodge shapes could include: (a) keep away from the subject matter; (B) the subject matter of delay until the right time; or (c) withdrawing from the conflict which threaten and harm.

5. Accomodating. Conflict management styles with a low level of assertiveness and a high level of cooperation. A neglect its own interests and seek to satisfy the interests of the opponent.

Neonatal Nurse Salary Range (powerpoint)

Neonatal nursing is a subspecialty of nursing care for newborn infants up to 28 days after birth. The term neonatal comes from neo, "new", and natal, "pertaining to birth or origin". Neonatal nursing requires a high degree of skill, dedication and emotional strength as the nurses care for newborn infants with a range of problems, varying between prematurity, birth defects, infection, cardiac malformations and surgical problems. Neonatal nurses are a vital part of the neonatal care team and are required to know basic newborn resuscitation, be able to control the newborn's temperature and know how to initiate cardiopulmonary and pulse oximetry monitoring. (wikipedia)