NURS 6053 -Week 9 Assignment Workplace Environment Assessment

Walden University NURS 6053 -Week 9 Assignment Workplace Environment Assessment– Step-By-Step Guide

This guide will demonstrate how to complete the Walden University NURS 6053 -Week 9 Assignment Workplace Environment Assessment assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 -Week 9 Assignment Workplace Environment Assessment depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

The introduction for the Walden University NURS 6053 -Week 9 Assignment Workplace Environment Assessment is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

After the introduction, move into the main part of the NURS 6053 -Week 9 Assignment Workplace Environment Assessment assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

Incivility refers to a milder form of uncivil behavior conducted with the aim of harming the target. All forms of incivility entail dysfunctional interpersonal relationships attributed to high employee turnover and low quality of care (Kisner et al., 2018). Nurses have a responsibility to establish and promote healthy interpersonal relationships with one another. They need to know how their communication and behavior or failure to act can cause incivility (Abdollahzadeh et al., 2017). This essay will analyze the results from the Work Environment Assessment, review literature on incivility, and explore evidence-based strategies to create high-performance interprofessional teams.

Leaders should engage in patient and employee advocacy. Advocacy for staff has a favorable influence on the overall quality of care that patients get at a facility. For example, the participation of workers in decision-making, particularly on issues that directly impact them, such as flexible work hours, stimulates employees to work with a purpose for the benefit of the whole workforce. Employees are more motivated to work for the organization when they are campaigning for a bigger pay raise and a more favorable working environment (Rosa et al., 2020). Being motivated to work means that health care practitioners will adopt evidence-based best practices, which are crucial in providing high-quality health care services.

Results of the Clark Healthy Workplace Inventory

The Clark Healthy Workplace Inventory gave my workplace a score of 67/100. As a result, the workplace environment appears to be barely healthy (Clark, 2015). This was an unexpected result, as I expected to score in the moderately healthy range. I was surprised that we only received 5 points for four of the items. It is somewhat surprising that our organization only received the maximum points in four items, indicating that we have a long way to go in promoting a healthier workplace. The four items are as follows: encouraging teamwork and collaboration, treating employees fairly and respectfully, employing effective conflict resolution skills, and offering competitive salaries, benefits, compensation, and other rewards.

I was also surprised that my workplace received one point on two Clark Inventory items. This was surprising because our organization is of such high caliber that it should not have such low scores on issues related to healthy workplaces. The two lowest-scoring items were: the workload being reasonable, manageable, and fairly distributed, and the organization attracting and retaining the best and brightest.

Prior to completing the Clark Inventory, I assumed that an unreasonable and unmanageable workload was the primary cause of the organization’s inability to retain its best employees. I believed that unbearable nursing workloads and nurse shortages are linked, with one leading to the other. This was confirmed by the assessment, in which I determined that the primary reason for failing to retain staff is the high, unmanageable nursing workload in our workplace.

What the Results Suggest About the Health and Civility of My Workplace

The assessment results indicate a stressful work environment that can be attributed to an unreasonable, unmanageable, and unfairly distributed workload. A Barely Healthy workplace suggests a problem with the organization’s leadership; in that, the leaders are more goal-oriented than people-oriented. This results in the management focusing more on meeting its clients’ needs at the expense of the staff needs (Abdollahzadeh et al., 2017). The results also mean that the staff’s needs may be overlooked, and their voice is not often considered during policy-making. Furthermore, they suggest that the staff may not be adequately engaged in making decisions that affect them, and the leadership does not recognize shared governance.

Week 9 Assignment

Workplace Environment Assessment

Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.

In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.

To Prepare:

Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).

Review the Work Environment Assessment Template.

Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.

Select and review one or more of the following articles found in the Resources:

Sample Answer 2 for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

Results of the Clark Healthy Workplace Inventory

My workplace scored 67/100 on the Clark Healthy Workplace Inventory. The result suggests that the workplace environment is Barely Healthy (Clark, 2015). This was an unexpected score, as I expected to have at least a score in the moderately healthy range. I was surprised that we only scored 5 points in only four items. It is somewhat surprising that our organization could only score the maximum points in only four items, which means that we have a long way to promote a healthier workplace. The four items include: Promotion of Teamwork and collaboration, Treating employees fairly and respectfully, using effective conflict-resolution skills, and Providing competitive salaries, benefits, compensations, and other rewards.

I was also surprised that my workplace scored 1 point in two items in the Clark Inventory. This was surprising because our organization belongs to a caliber that should not have very low scores on matters associated with healthy workplaces. The two items that had the lowest score were: The workload being reasonable, manageable, and fairly distributed and Organization attracting and retaining the best and the brightest.

Before completing the Clark Inventory, I assumed that unreasonable and unmanageable workload is a primary cause of failing to retain the organization’s best staff. I believed that unbearable nursing workloads and nurses shortages are interconnected, in that each leads to the other. This was confirmed by the assessment, where I established that the high unmanageable nursing workload in our workplace is the primary reason for failing to retain staff.

What the Results Suggest About the Health and Civility of My Workplace

Despite the average results, the organization scored highly in items that indicate high civility in the workplace. These items include: Promotion of Teamwork and collaboration, Treatment of employees fairly and respectfully, and Use of effective conflict-resolution skills (Clark, 2015). The high scores in these items suggest that a culture of civility has been developed in the workplace. It also means that the employees have strived to create and maintain civil, healthy work environments by communicating clearly and effectively, despite the harsh working environment. Besides, it shows that the staff manages conflict in the workplace respectfully and responsibly.

Reviewing the Literature

The article by Clark (2015) presents the concept of healthy work environments. The article mentions the six standards by AACN that are vital in establishing and sustaining healthy work environments, namely, skilled communication, effective decision-making, true collaboration, appropriate staffing, meaningful recognition, and authentic leadership (Clark, 2015). Clark also presents other standards from her research, crucial in promoting healthy work environments, which include: A common organizational vision, values, and team norms; Emphasis on both formal and informal leadership; Creation and sustenance of a high level of the individual, team, and organizational civility; and Civility conversations at all organizational levels.

Clark argues that when an uncivil encounter occurs, we may require to address it by having a critical conversation with the uncivil person. One needs to be well-prepared for this critical conversation, speak with confidence, and use respectful expressions (Clark, 2015). Critical conversations are often stressful. Thus, while taking a direct approach to resolving a conflict, it requires courage, know-how, and lots of practice. By having this conversation, one can end the silence that surrounds incivility. The article presents the DESC model, which can be used to address incivility in the workplace. The DESC model has four elements: D-Describe the specific situation, E-Express your concerns, S-State other alternatives; and C-Consequences stated (Clark, 2015). The critical conversations can occur more effectively when one is well-equipped with tools like this DESC model.

How the Concept Presented In the Article Relates To the Results of the Work Environment Assessment

The concept on the standards of sustaining a healthy work environment relates to the assessment results, in that ineffective decision-making, lack of appropriate staffing, and lack of authentic leadership in the organization has resulted in a less healthy environment. Lack of authentic leadership is evident in the workplace environment, which suggests that the organization’s leaders have not put much effort into ensuring the staff work in a healthy work environment. The leaders at my organization do not initiate or encourage open discussions and dialogues on promoting a healthy workplace. If they do so, they could have identified key factors that create a harsh working environment, such as inadequate staffing.

Ineffective decision-making by failing to engage the employees has contributed to a less healthy workplace. This is because the staff’s opinions on enhancing the workplace environment are not incorporated in policy-making. The low assessment results can be related to the employees’ failure to initiate a critical conversation with the management on issues that affect them. Perhaps, if we expressed their concerns to the leaders, we could be heard, and the various issues that negatively impact the workplace could be addressed. The tense relationship between the employees and the management can be attributed to the lack of conversations between the two groups, which is critical in ending the silence surrounding incivility.

How My Organization Could Apply the Concept to Improve Organizational Health

My organization can apply the identified standards to enhance organizational health by having direct and transparent communication at all organizational levels to promote respect among the staff and between the staff and the supervisors. The management can actively engage the staff by consulting or involving them in decision-making and developing organizational policies (Griffin & Clark, 2014). Additionally, the organization’s employees can apply the concept of critical conversation to discuss with the management on issues affecting them, such as inadequate staffing (Clark, 2015). Critical conversations can be started among the employees to help solve conflicts, especially between different professions, to help create strong intra- and interprofessional health teams.

Evidence-Based Strategies to Create High-Performance Interprofessional Teams

Strategies That Can Be Implemented To Address Any Shortcomings

The article by Clark (2019) discusses the use of Cognitive Rehearsal to address incivility that threatens patient safety. Cognitive rehearsal (CR) is a technique employed in behavioral science whereby people work with a skilled facilitator to identify and rehearse effective methods of addressing a problem or social situation (Clark, 2019). It is intended to lessen anxiety, enhance confidence, and increase impulse control by practicing effective methods to solve potentially stressful situations. CR has been established to be an effective strategy to solve incivility in clinical practice and educational settings (Clark, 2019). A planned, rehearsed response presents a chance to convey expectations for appropriate behaviors and future interactions.

The article by Kisner et al. (2018) discusses the Mixed-intervention strategy, which effectively addresses incivility. The strategy entails the following steps: Providing personal support, education, and mediation between the perpetrator and the target. Using corrective action to discipline the perpetrator and educating the target to handle aggression (Kisner et al., 2018). The strategy also involves imposing policies and penalties to deal with aggressive behaviors. The last step is encouraging social interaction and interventions that promote collective responsibility in creating a safe and supportive culture.

Strategies That Can Be Implemented To Bolster Successful Practices

Successful practices in the workplace environment can be enhanced by holding Team-building sessions in organizations. The team-building sessions should build trust, engage staff in decision-making, clarify roles, and role-model positive interactions. Simulation can be employed in these sessions to promote better teamwork and collaboration. For instance, the simulation activity can involve a nurse role-modeling positive interactions with other nurses. The role-modeling can be useful in demonstrating to the staff the power of positivity in employees’ communication.

Organizations can develop and impose a zero-tolerance policy for incivility, which clearly outlines uncivil behaviors. The policy should be clear that incivility will not be tolerated in the organization, and if it happens, consequences will result. For instance, the policy can indicate that a staff who displays uncivil conduct will be given a verbal and written warning for each violation, and after three violations, they will be terminated. A policy is a very effective strategy as it outs employees conducting incivility on notice. Once the policy is developed, the management can conduct staff development programs for staff and managers about the zero- incivility tolerance policy. The programs can include enhancing communication skills, challenging culprits, and using silence to facilitate thinking.

References

Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to Prevent Workplace Incivility?: Nurses’ Perspective. Iranian journal of nursing and midwifery research, 22(2), 157–163. https://doi.org/10.4103/1735-9066.205966

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Research in Nursing Education| Nurse Educator, 44(2), 64-68. http://doi.org/10.1097/NNE.0000000000000563

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23.

NURS 6053 -Week 9 Assignment Workplace Environment Assessment Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535-542. http://doi.org/10.3928/00220124-20141122-02

Kisner, T. (2018). Workplace incivility: How do you address it?. Nursing2019, 48(6), 36-40. http://doi.org/10.1097/01.NURSE.0000532746.88129.e9

Review the Work Environment Assessment Template you completed for this Module’s Discussion.

Describe the results of the Work Environment Assessment you completed on your workplace.

Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.

Explain what the results of the Assessment suggest about the health and civility of your workplace.

Part 2: Reviewing the Literature (1-2 pages)

Briefly describe the theory or concept presented in the article(s) you selected.

Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.

Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.

Read Also: NUR 2790 Professional Nursing III Module 11 Assignment Best Practice

Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

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Sample Answer 3 for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

I agreed with your post Sunday, Incivility among healthcare workers can thus lead to unsafe working conditions and the safety of a patient. Care providers and organizational leaders must communicate in a way that fosters civility and empowers nurses to speak up. They must strive to create and sustain a healthy work environment where courtesy is evident. Overall, Companies should come up with a no tolerance policy for incivility in the workplace. The procedure could have a penalty resulting in every infringement, verbal caution for the initial offense, written caution for the second mistake, non-payment leave for the third one, and termination. The department of human resources should be included in the policymaking process. If incivility at the workplace is tolerated, destructive behaviors become commonplace and continue in the working environment. Each team member in a company should be educated on the right professional characters with the job code of conduct. Both staff and nurse managers must have the ability to identify it, taking it seriously, and cease the action in its ways.

References

Broome, M. E., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company.

Cimarolli, V. R., Bryant, N. S., Falzarano, F., & Stone, R. (2022). Factors associated with nursing home direct care professionals’ turnover intent during the covid-19 pandemic. Geriatric Nursing, 48, 32–36. https://doi.org/10.1016/j.gerinurse.2022.08.012Links to an external site.

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563Links to an external site.

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ADDITIONAL INSTRUCTIONS FOR THE CLASS

Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.

NURS 6053 -Week 9 Assignment Workplace Environment Assessment

Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.

One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.

I encourage you to incorporate the readings from the week (as applicable) into your responses.

APA Writing Checklist

Use this document as a checklist for each paper you will write throughout your GCU graduate program. Follow specific instructions indicated in the assignment and use this checklist to help ensure correct grammar and APA formatting. Refer to the APA resources available in the GCU Library and Student Success Center.

☐ APA paper template (located in the Student Success Center/Writing Center) is utilized for the correct format of the paper. APA style is applied, and format is correct throughout.

☐ The title page is present. APA format is applied correctly. There are no errors.

☐ The introduction is present. APA format is applied correctly. There are no errors.

☐ Topic is well defined.

☐ Strong thesis statement is included in the introduction of the paper.

☐ The thesis statement is consistently threaded throughout the paper and included in the conclusion.

☐ Paragraph development: Each paragraph has an introductory statement, two or three sentences as the body of the paragraph, and a transition sentence to facilitate the flow of information. The sections of the main body are organized to reflect the main points of the author. APA format is applied correctly. There are no errors.

☐ All sources are cited. APA style and format are correctly applied and are free from error.

☐ Sources are completely and correctly documented on a References page, as appropriate to assignment and APA style, and format is free of error.

Scholarly Resources: Scholarly resources are written with a focus on a specific subject discipline and usually written by an expert in the same subject field. Scholarly resources are written for an academic audience.

Examples of Scholarly Resources include: Academic journals, books written by experts in a field, and formally published encyclopedias and dictionaries.

Peer-Reviewed Journals: Peer-reviewed journals are evaluated prior to publication by experts in the journal’s subject discipline. This process ensures that the articles published within the journal are academically rigorous and meet the required expectations of an article in that subject discipline.

Empirical Journal Article: This type of scholarly resource is a subset of scholarly articles that reports the original finding of an observational or experimental research study. Common aspects found within an empirical article include: literature review, methodology, results, and discussion.

Adapted from “Evaluating Resources: Defining Scholarly Resources,” located in Research Guides in the GCU Library.

☐ The writer is clearly in command of standard, written, academic English. Utilize writing resources such as Grammarly, LopesWrite report, and ThinkingStorm to check your writing.

Sample Answer 4 for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

An efficient patient centered and sustainable healthcare system can be attained by inclusivity of all players in healthcare. Civility at workplaces can be enhanced by assessing and fostering a conducive work environment in diverse ways. One main objective of attaining quadruple aim in healthcare is to enhance the caregivers and providers’ wellbeing. This is rooted to ensure resources and support to caregivers match their need for optimal quality care delivery.

Work place environmental assessment helps address concerns arising that may affect the discharge of duties safely and effectively, Broome & Marshall, 2020). Strengths and weaknesses that need to be are well captured in civility score tool that would help hone in crucial aspects that need improvement. Clark Healthy workplace inventory tool revealed a mildly healthy 77 out of 100 scoring for my workplace civility. This is indicative of the need to address workplace civility at my institution. As a state run facility, most of recommendations lag to be implemented due to bureaucracy involved.

Personal Experiences

Worksites are riddled with need for resources not unique to other places. Bambi, et al., (2017) defines incivility as low-intensity deviant behavior, including rudeness and passive-aggressiveness, which undermines mutual respect and cooperation at workplace. Incivility contributes to poor performance among nurses compromising quality of care delivery. Institutional factors among others such as staff/nurse shortages, large workloads, ignorance of objective manner to recognizing uncalled for behaviors, lack of self awareness and lack of nurse leadership can promote incivility. Various forms of incivility range from discourteous, disrespectful behaviors to dismissive, eye-rolling, silence and passive-aggressions.

Addressing Workplace Incivility

Hospital leaders and executives may not recognize bullying, nurse-nurse withholding of information pervasiveness at workplaces as impacting to cost of healthcare. In this view, health institutions should acknowledge incivility as a problem, create awareness, and mitigate contributing factors through policy changes to enhance patient outcomes.

Workplace incivility can be under-reported at worksites due to its diverse forms that it may manifest resulting in a culture that endangers safety and fostering hostility among workers.

Leadership support and increasing nurse participation in decision-making encourage a supportive and collaborative culture that can suppress incivility. The current health institution requires an anti-incivility policy to safeguard nurses and boost their work performance for quality patient outcomes. Labor turnover mostly during and post pandemic have exacerbated the concern. As novice nurses join the workforce, they are faced with overload and may encounter leadership that ill equipped to enforce zero-tolerant bullying environment. However, with new proactive leadership taking lead and request for more devoted resources eg for staff training, there is more promising future to address few areas for conducive worksite.

A proposal to a comprehensive anti-bullying and anti-incivility policy encompasses eliminating the situational factors that promote bullying, communication and collaboration skills training for all nurses, managers, and executives, a zero-tolerance policy against incivility, recognizant strategy. Mentoring “champion” staff to confront such incivility and instituting a reporting system as well as job satisfaction and work burnout assessments would address incivility. Education and awareness programs would be helpful to address civility at work places. Setting out clear policies, open communication, inclusivity in conflict resolution, offering adequate support system and staff training with a review and feedback implementation plan are few ways manage civility, (Sittig, Wright, & Colera, 2018).

References

Bambi, S., Guazzini, A., Felippis, C., Lucchini, A., & Rasero, L. (2017). Preventing workplace incivility, lateral violence and bullying between nurses. A narrative literature review. Acta Biomedica, 88(5), 39-47.

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer

Sittig, D., Wright, A., & Colera, E. (2018). Current challenges in health information technology–related patient safety. Health Informatics Journal, 26(1). doi: 10.1177/1460458218814893

Sample Answer 5 for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

A critical part of nursing leadership is promoting a healthy work environment. An assessment of the workplace based on tools like the Clark Healthy Workplace Inventory allows healthcare leaders to implement measures to enhance employee performance and productivity. Nurse managers and organizational leaders should provide an environment where nurses and other healthcare workers feel comfortable and motivated to air their opinions and address concerns arising from their work activities (Peng, 2023). A healthy work environment does not imply the absence of real or perceived threats to health but should foster the physical, mental, and social wellness of the staff (Ota et al., 2022). The purpose of this paper is to discuss the results of the work environment assessment, review the literature on these areas or concepts, and suggest strategies to enhance highly efficient inter-professional teams.

Summary of Results – Clark Healthy Workplace Inventory	The healthy workplace inventory offers a means to understand the status of the work environment and what ails it by focusing on a host of aspects or issues. The inventory lists certain criteria like having a shared vision, sufficient communication, trust among staff and administration, engagement of employees, and addressing emerging concerns. The scores range from 20% to 100%. A score greater than 90% implies the work environment is very healthy while a less than 50% score suggests it is a very unhealthy or toxic work culture. The scores show moderately, mildly, or barely healthy work environments. The score based on the inventory for our organization was 60%, meaning it is a mildly healthy work environment, with just a point above barely healthy. The result emanates from the current situation where nurses and other employees do not feel the organization endures its vision. Their concerns are not addressed as they feel that the planned expansion to a new state-of-the-art facility did not happen. Many are contemplating seeking new employment places and opportunities due to a decline in the team culture. The environment fails to obtain better scores based on the Clark Healthy Workplace Inventory due to toxic leadership that does not understand medical aesthetics as a specialty.
Identify two things that surprised you about the results. Also, identify one idea that you believed before conducting the Assessment that was confirmed.	Two things that surprised me were the score of 60% implying mildly healthy, and the decline in the vision that nurses and other staff had for the organization. I was surprised that it was even mildly healthy. I was surprised because six months before the assessment, the result would have been a very healthy workplace. One change in the leadership by an individual could lead to this significant shift in the organization’s culture. I reckoned that if the assessment happened again after a week, the workplace environment would get a score of barely healthy. A healthy workplace environment is essential and allows employees to focus on organizational goals and the attainment of its vision. An idea that I believed before conducting the assessment which was confirmed is that the workplace environment was already toxic due to the leadership change and actions that the leader was taking without consulting and engaging employees. The unbiased review based on the inventory was categorical that the workplace environment was not conducive for nurses and other healthcare providers in the facility.
What do the results of the Assessment suggest about the health and civility of your workplace?	The results of the assessment are categorical that leadership change has had a significant negative effect on the work culture. The assessment shows that the health and civility of the workplace are missing and require immediate interventions to bring change and inspire nurses. Civility is the foundation for patient safety, a healthy work environment, healthy staff, and increased productivity and performance. Nurse leaders and nurses should demonstrate civilized conduct, courtesy, politeness, and a polite act or expression of views and other aspects that impact the workplace environment. Civility impacts morale and job satisfaction among employees, including nurses. These results show that a healthy workplace can enhance collaboration, and effective communication, and lead to better patient outcomes when embedded in the organizational culture. In their article, Hossny et al. (2020) show that civility influences effective collaboration between nurses and physicians to attain better patient outcomes. Ota et al. (2021) emphasize the role of nurse leadership in fostering and supporting civility in the workplace. The study suggests ways and strategies for nurses to pragmatically promote and maintain civility in healthcare settings. The implication is that the results of the assessment indicate the nurse leader has failed to promote civility in the facility because of single-handedly making decisions without engaging nurses and understanding the nature of the work environment.
Briefly describe the theory or concept presented in the article(s) you selected. Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.	The selected article by Clark (2019) explores the concepts of civility and respect in nursing. Clark asserts that disrespect and uncivil workplace environment breeds harm, especially for patient safety. The article is categorical that disrespectful and uncivil behaviors in healthcare settings can lead to detrimental effects on nurses, teams, organizations, and patient safety, especially in life-threatening mistakes and even preventable complications. The article shows that incivility has significant effects on the patient care environment. The concept of incivility is essential as it implies that organizational leaders and nurses should develop evidence-based strategies to enhance and foster a culture of civility and respect. Clark (2019) observes that incivility and disrespect are associated with poor patient outcomes, dissatisfaction among employees, and increased turnover rates, as currently happening in our facility. The concept presented in this article relates to the outcomes of the Work Environment Assessment as it demonstrates that having a healthy work environment reduces harm and fosters civility and respect among employees and management. The article shows that when a work environment is toxic, civility cannot thrive as employees and the management do not collaborate or work cooperatively to fix a problem or resolve emerging conflicts. The current work environment is uncivil and disrespects nurses and other providers (Clark et al., 2022). Therefore, the article emphasizes that nurse leadership should foster respect and engage nurses to attain increased job satisfaction, develop a positive work environment, and enhance collaboration among all stakeholders.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.	The organization can use the concepts of civility and respect for nurses to improve the current toxic environment where nurses perceive that the leadership is not responsive to their concerns. The organization should implement the evidence-based strategies as proposed by the article to improve civility and respect for nurses. The article recommends an eight-step process that allows the organization to improve civility and satisfaction among nurses. For instance, the article suggests that the first step is to raise awareness and build leadership support. The leadership should raise awareness of the positive effects of civility and educate key stakeholders about the negative impacts of incivility. The next step is assembling and empowering civility teams and ensuring they have broad-based support or recognition within the workplace. These strategies among others are essential to the organization as it can leverage them to improve employees’ welfare and patient safety. For example, the new nurse leader should engage nurses and seek their views on the proposed facility and its effects on productivity and performance. Civility and respect are essential, and the nurse leader should ensure nurses give their views and vision as depicted a few months ago before her arrival (Clark et al., 2022). She needs to understand aesthetic care as a specialty that is broad-based and not narrow since it allows individuals to have access to life-changing treatment based on their desired interventions.
General Notes/Comments	Work environment assessment is a critical aspect of understanding the positive aspects of an organizational culture. The assessment of our facility shows a mildly healthy environment that requires significant improvement to enhance employee motivation and attainment of organizational goals. As posited by research evidence through the articles, civility is essential and enhances organizational performance and employee satisfaction. Therefore, the facility should implement the suggested evidence-based strategies to attain civility and foster respect leading to better patient outcomes and employee satisfaction.

References

Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1): 44-52.

DOI:https://doi.org/10.1016/S2155-8256(19)30082-1

Clark, C. M., Gorton, K. L., & Bentley, A. L. (2022). Civility: A concept analysis revisited. Nursing Outlook, 70(2): 259-270.

https://doi.org/10.1016/j.outlook.2021.11.001

Hossny, E. K., & Sabra, H. E. (2021). Effect of Nurses’ perception of workplace civility climate on nurse-physician

collaboration. Nursing Open, 8(2): 620-627. DOI: 10.1002/nop2.666

Ota, M., Lam, L., Gilbert, J., & Hills, D. (2022). Nurse leadership in promoting and supporting civility in healthcare settings:

A scoping review. Journal of Nursing Management, 30(8): 4221-4233. DOI: 10.1111/jonm.13883

Peng, X. (2023). Advancing Workplace Civility: A Systematic Review and meta-analysis of Definitions, measurements, and

associated Factors. Frontiers in psychology, 14, 1277188. https://doi.org/10.3389/fpsyg.2023.1277188

Sample Answer 6 for NURS 6053 -Week 9 Assignment Workplace Environment Assessment

The key to changing world is by listening to one another, giving each other chances to be heard can prevent chaos in the workplace and the work at large, the stress encounter in healthcare work environment could create lack of respectful way of communication. Poor communication and lack of knowledge are barrier to successful interprofessional collaboration (Broome & Marshall, 2021). our ability to cope with stress and control our emotion and talk to each other with respect hinges upon our ability to handle stress.

Description of Work Environment Assessment

My workplace scored 42 on the Clark Health Workplace Inventory, indicating that my workplace is very unhealthy. My workplace scored 4 points each under 2 statement categories “Individual and collective achievement are celebrated and publicized equitably” and “There is a comprehensible mentoring program for employees.” My workplace scored 1 point each on the statement “The workload is reasonable, manageable, and fairly distributed” and “Members of the organization use effective conflict resolution skills and address disagreements respectfully and responsibly.” My organization scored 2 points each in all other statement categories.

Members of my organization do not live by a shared vision and mission based on trust, respect, and collegiality. A shared mission and vision in an organization are critical because it helps to shed light on an organization’s direction. The actualization of shared vision hinges on its ability to form a sense of ownership among the team members in an organization. A well-embraced shared vision brings about a sense of identity that will run in the organization, and an organization that embraces a shared vision will grow.

My organization needs more trust between and among formal and other workforce members. When trust is infused in organization tasks get done with ease. Communication at all levels of the organization needs to be more transparent and direct. Effective communication is always essential to nurses (Wynn et al., 2023). Poor communication kills employee morale and engagement, resulting in poor productivity and satisfaction. Poor communication affects cooperation and collaboration among workers. In my organization, employees are not seen as assets. When a company sees employees as assets, it will nurture employee talents and help them grow. When an employee is valued, they tend to maximize their potential.

My organization needs teamwork, spirit, and collaboration. Interdisciplinary collaboration is a means of enhancing future healthcare (Broome & Marshall, 2021). There is some degree of a mentoring program for all the employees’, mentoring program is vital in the organization because it provides employees with necessary support and guidance. Mentorship promotes cohesion and collaboration in an organization. My organization does not lay emphasis on employee wellness and self-care. A good employee is a happy employee, and a happy employee results in high productivity.

My organization needs to gain the ability to continuously assess organizational culture, organization can take measures to improve organizational culture through the assessment of organizational culture. Members of my organization are not engaged in shared governance, do not engage in shared governance no joint decision-making effort or policy is being developed. At my organization workload could be more reasonable. Work needs to be fairly shared. Managing team workload is essential to prevent burnout and stress from work.

My organization has no room for free expression or opposing ideas. In my organization, there needs to be more competitive salaries and benefits. When an organization offers a competitive pay rate, it enhances overall job satisfaction and zero opportunities for promotion, although there is a certain degree of provision for career advancement. In my organization, employee turnover is very high, and my organization needs to attract or retain the best and the brightest employee. Many employees will not recommend my organization as an excellent workplace for their friends.

How Civil is My Workplace – Explanation

Civility means politeness, showing courtesy, the ability to control one’s emotions, and a respectful way of treating others. Civility at the workplace is a vital behavior an employee must exhibit in an organization; civilized behavior is interpersonal rules of engagement that dictate how people interact with each other civility is essential in the workplace. Civility is showing respect to another coworker at work. Civility at work brings about greater job satisfaction and a governable atmosphere. Civility has a relationship with improving morale and the spirit of teamwork.

When I look at my organization, there is a lack of civility and respect, resulting in a harmful environment. Lack of civility at work contributes to emotional exhaustion, sickness, burnout, and a high turnover. It causes chaos. Staffing levels and turnover negatively affect the quality of care in nursing homes (Cimarolli et al., 2022). The lack of civility at my organization serves as a basis for increased grievances. Nurses bully other nurses, causing depression and anxiety among employees. Bullying is a systematic sequence of behavior designed to erode, debase and humiliate others (Griffin & Clark, 2014). My organization cannot authoritatively say that employees are treating each other with respect, and my organization cannot say that they can effectively handle conflicts between employees. My organization cannot say they have an effective way of addressing lousy behavior among their staff.

Incivility I experienced at work

I experienced incivility when I got hired at a nursing home. Incivility among healthcare workers can create an unsafe working environment that can result in poor patient care (Clark et al., 2011). I have been bullied at work by other nurses. When I got hired, I did not know that some nurses were using the schedule/shift my organization was trying to give me as overtime. These old nurses try their best to frustrate me so that I can quit the job, and they can continue to enjoy their overtime, and the company continues to suffer high turnover and a bad image.

However, the new Director of Nursing, a transformational leader, addressed the issue and put the old nurses in order. Leadership is a position of influence, a process that takes place in a group setting, and it has to do with achieving goals that represent a shared vision (Riesch et al., 2023). In an attempt for these old nurses to sabotage my effort, they exhibited various deviant behavior with ambiguous intent to push me out of the facility. Their nefarious behavior included insulting remarks, dirty looks, and intentionally ignoring my input.

They do not want me to ask questions. However, they love querying me, telling our supervisor that they did not know my whereabouts when I just saw them a minute ago, talking to me using a condescending tone, talking about me behind me, trying to prove that they are competent at the expense of my image, accusing professional competence, displaying the silent accusation about professional competence, displaying the silent treatment. In this case, it is the old nurses that are being uncivil. Uncivil encounters in the patient environment can create uncertainty self- doubt, erode self-confidence, and affect the critical thinking ability of a nurse (Clark, 2019).

How the Incivility was Addressed

Incivility at work costs the organization plenty of resources, sometimes affecting its technical and logical problems. Bullying and incivility significantly affect employees psychologically (Alberts, 2022). At my organization, we recently had a good Director of Nursing, and she models good behavior. She did not make excuses, and she did not dismiss my concerns. She immediately agreed with my perception and believed what I said about other nurses’ attitudes. She discovered that the problem I pointed out could affect productivity and increase employee turnover. The director of Nursing held everyone accountable, and she addressed the issue. When I brought it to her notice, she called and talked to all the nurses involved without implicating me.

The director of nursing redefines acceptable conduct at work. Every time the director of nursing sees me coming to work, she always asks how I am doing and listens to my answer. The more she shows me she cares and is willing to listen to me, the more I share potential problems with her. My Director of Nursing utilizes her conflict resolution skills to address my problem. The workload at that facility was hectic, but because of the director of Nursing’s professionalism, I decide to hang on.

Conclusion

The nature of interaction among employees can influence how they discharge their responsibility and how healthcare is delivered. The code of ethic for Nurses describes vividly, the nurse’s obligation to promote safe, ethical environment and culture that encourage civility and affection, dealing with colleagues, coworkers, we encounter with civility, creating a feel free environment at work place, enables employee to speak up. Creating a civil working environment requires a shard organizational vision, values, and team norms. Developing and maintaining of high level of staff, group, and organizational civility, bring up the topic of civility at all quarters of the organization.

References

Alberts, H. L. (2022). Addressing bullying and incivility in clinical nursing education. Teaching and Learning in Nursing, 17(4), 433–437. https://doi.org/10.1016/j.teln.2022.05.004Links to an external site.

Broome, M. E., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company.

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice. JONA: The Journal of Nursing Administration, 41(7/8), 324–330. https://doi.org/10.1097/nna.0b013e31822509c4Links to an external site.

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535–542. https://doi.org/10.3928/00220124-20141122-02Links to an external site.

Riesch, S. K., Chiappa, J., Floyd, N., & Ponce, M. (2023). The chief nursing officer shared leadership model. Nurse Leader, 21(1), 31–37. https://doi.org/10.1016/j.mnl.2022.09.006Links to an external site.

Wynn, S. T., Ratcliffe, C. J., & Hardin, L. (2023). Ready, set, woo: Refining nursing students’ communication skills. Teaching and Learning in Nursing. https://doi.org/10.1016/j.teln.2023.03.004Links to an external site.Links to an external site.