NURS 6052 Discussion Workplace Environment Assessment

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You will find important health information regarding minority groups by exploring the following Centers for Disease Control and Prevention (CDC) links:

Minority Health: http://www.cdc.gov/minorityhealt/index.html
Racial and Ethnic Minority Populations: http://www.cdc.gov/minorityhealt/populations/remp.html

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Part 2: Reviewing the Literature

The selected theory that relates to my organization is the DESC model. The DESC model is a theory that is utilized to create culture of civility in organizations. The model has concepts that guide its use that include describe, express, define, and consequences. An effective use of these concepts in the model facilitates the creation of an effective organizational culture that is characterized by enhanced teamwork and coordination or organizational activities to improve the patient experiences. The DESC model relates to the results of the workplace assessment that was undertaken in our organization in a number of ways. Firstly, the model can be used to examine the existing circumstances in the organization that influence the provision of patient care. Nurses can use the describe concept to analyze the strengths, weaknesses, opportunities and strengths that affect the success and performance of health organizations. The concept of define can also be applied to understand the influence of organizational practices and behaviors such as leadership on organizational success and performance. The concept of consequences also relates to the organization. The practices and strategies utilized in the organization have an effect on the organization. For example, the lack of comprehensive coaching and mentorship opportunities in the organization affects the performance, productivity and motivation of the staffs. The other model that relates to the organization is the CREW model. The model enables organizations to address organizational conflicts and behaviors through the focus on aspects such as civility, respect, and engagement in the workplace. Behaviors such as respect and active employee involvement can be strengthened to enhance civility in the workplace (Phillips, MacKusick & Whichello, 2018).

A workplace environmental assessment entails touring and understanding the employees at work, the physical issues at and neighboring the worksite that support or hinder employee health (Georgakopoulos & Kelly, 2017). Workplace environmental assessment also evaluates the physical and organizational work environment for health hazards and risks. Workplace civility helps in promoting collaboration between nurses and physicians to provide high‐quality services (Hossny & Sabra, 2020). Nurses and physicians working in a civil climate, in addition to early response to incivility and low intolerance for misconduct, promotes effective collaboration (Hossny & Sabra, 2020).
Filled Work Environment Assessment Template
Summary of Results – Clark Healthy Workplace Inventory My workplace had a score of 74, which indicates a mildly healthy workplace. The issues that were shown on the assessment were mainly communication, employees feeling valued, and feelings of unbearable workloads. In my workplace, many employees felt as though they are overworked and underpaid. They also feel as if conditions are often unsafe due to the heavy workload. I was intrigued by this survey that I had my coworkers fill out the questions.
Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed. Two things that surprised me. I was surprised at one moment when I wanted to join the nurses’ union as I felt the workplace environment was uncivilized because the chief nursing officer set up an unscheduled and unapproved meeting when the union began. We were also threatened with job losses. Another thing that surprised me was that my organization does not encourage free and diverse expression of ideas. The employees indicated that they are not free to express their ideas to the management.
What do the results of the Assessment suggest about the health and civility of your workplace? The results of the assessment suggest that my workplace is civil. Civility of the workplace is essential in the increasing productivity of the company and it deals with the right information about the whole things of the health of the employees (Murphy, 2020). Employees get the correct information about the civility and its value to the organization.
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 theory that is presented in the article I selected is the Clark’s theory of effective communication and active engagement to create a culture of civility and explain the importance of conversation to inspire and promote a more civil workplace (Bailey, 2019). It also presented the concepts of ensuring a healthy workplace (Bailey, 2019). The theory presented in the article relates to the results of my work environment assessment in that it leads to the act of ensuring that the company’s productivity is increased through enabling and inspiring the employees to be civil and ensuring effective communication between workmates.
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 could apply the theory highlighted in the selected article to improve organizational health and create stronger work teams by making sure that there is effective communication, a crucial strategy is formulated, and flourishing approaches that ensure civility among employees are well utilized. It also includes the fact that the whole issue of not listening to employees is stopped.
General Notes/Comments The Clark health workplace inventory has helped me gauge the health of my workplace. The article highlights important concepts that could be applied by an organization to get substantial outcomes and increase productivity. For the effectiveness of the proposed solution, the use of a theory or concept helps in implementing the set ideas and solutions.

Post of My Work Environment Assessment

The results from the Clark Healthy Workplace inventory stated that my company was much inspired and promoted a civil workplace. This was as a result of ensuring that strategies were put aside to help the company in improving and increasing its productivity. There are sufficient opportunities for promotion and career advancement.

NURS 6052 Discussion Workplace Environment Assessment

Based on the Results, How Civil is Your Workplace?

My workplace is respectful. This is because, as a group, every member respects one another and works in a harmonious and collaborative manner. Minor conflicts may arise, but they are resolved professionally so that the quality of work provided to patients is not compromised. Even if employees do not always understand their coworkers’ cultures, promoting civility ensures a peaceful work environment. A higher quality of life allows workers to be more relaxed and comfortable in providing quality service to clients (Marshall & Broome, 2017).
Explain why your workplace is civil or not.
My workplace is civil because everyone respects one another, fostering a more effective and efficient environment. Members tend to stay at my workplace longer because the managers and administration respect and value each member, promoting commitment to achieving the set goals (Clark, 2018). Because the nurses are dedicated, this aids in the achievement of the company’s goals. It fosters loyalty, education, and organizational commitment (Clark, 2018).
Describe a situation in which you encountered workplace incivility and how you dealt with it.
One instance of incivility I witnessed at my workplace was when some experienced nurses felt superior to new ones, despite the fact that they performed the same function. One new nurse became dissatisfied and decided to resign because some of her coworkers were mistreating and unfairly delegating their duties. However, this incident was resolved after the nurse manager was informed and a staff development meeting was held to provide proper orientation and introduction to the new members. The activity also included team building exercises to foster camaraderie and rapport among all participants.

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Workplace assessment helps in making sure that the company activities are conducted in the best way possible. Practicing civility in the workplace ensures that the set goals, vision, and mission are achieved. Civility in the workplace is also essential in ensuring every worker is treated equally and fairly. As future healthcare leaders, it is important that we are able to discern the health and wellbeing of our workplace environments.

References

Bailey, S. (2019). Impact of an Educational Intervention on Faculty to Faculty Incivility. Online Journal of Interprofessional Health Promotion, 1(1), 2.
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563
Georgakopoulos, A., & Kelly, M. P. (2017). Tackling workplace bullying. International Journal of Workplace Health Management. https://doi.org/10.1108/IJWHM-11-2016-0081
Hossny, E. K., & Sabra, H. E. (2020). Effect of nurses’ perception to workplace civility climate on nurse–physician collaboration. Nursing Open. https://doi.org/10.1002/nop2.666
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
Murphy, M. (2020). Creating and Maintaining Civility in Health Care Work Environments.
American Nurses Association (2019). Violence, Incivility, & Bullying. Retrieved from https://www.nursingworld.org/practice-policy/work-environment/violence-incivility-bullying/

Discussion: Workplace Environment Assessment

How healthy is your workplace?
You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.
There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.
To Prepare:
• Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
• Review and complete the Work Environment Assessment Template in the Resources.
By Day 3 of Week 7
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.
By Day 6 of Week 7
Respond to at least two of your colleagues on two different days by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.

RE: Discussion – Week 7

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Workplace incivility occurs in nearly every health care organization. Nursing has an ongoing problem with incivility in the workplace that affects the dynamic of entire health care organizations. Toxicity and incivility in the workplace has the potential to cause both emotional and physical distress in nurses and can affect the quality of care provided to populations we serve (Armstrong, 2018). As you addressed, we as health care professionals have a responsibility to provide high quality care in our workplace. In order to promote this level of care, we must address the toxicity and incivility and learn how to encourage a healthier work environment. I believe this has to be done on a managerial level, as it would reach employees facility-wide.

According to Clark et al. (2011), Nursing is four times more dangerous than many other occupations, and nurses experience crime in the workplace at least two times more often than other health care providers. Considering the already dangerous environments we work in, workplace incivility only increases our risk for injury or emotional trauma. I work in a facility that houses “mentally-ill and dangerous” individuals. In an environment such as this, employee collaboration is critical to the safety of our nurses. Unfortunately, we have minimal civility between fellow nurses as well as our upper management. Fortunately, you expressed that you work in a very healthy work environment, which hopefully instills greater safety and productivity among your staff.

Though nurses may express working in healthy work environments, many of us can say we have worked in toxic work environments at some point throughout our career. Traveling nursing can be difficult, as you experience a variety of health care facilities, each with their own dynamic. You expressed experiences within facilities that promote discomfort for staff and patients alike. I believe this is common, as it is evident to patients when staff are not collaborating with one another. Research suggests that a combination of educational training about incivility, the effective responses to incivility, and active learning activities to practice effective workplace communication skills promotes nurses to improve their ability to manage toxicity in the workplace (Armstrong, 2018).

I believe it is crucial for nurse managers to identify problems surrounding workplace toxicity and promote changes. Teamwork is a crucial aspect of providing quality nursing care. it is also critical in promoting the physical and emotional well-being of employees. There should be a mutual respect among coworkers, with differences being put aside for the wellbeing of our patients. Many facilities have policies in place to prevent bullying and violence in the workplace, however this is rarely ever followed effectively. It is the job of nursing leaders to identify when problems arise in the workplace and resolve these problems in an effective manner. Moving forward, I believe it is important for us to attempt to make our workplaces a more civil place to promote care.

References

Armstrong, N. (2018). Management of nursing incivility in the health care settings: A systematic

review. Workplace Health & Safety, 66(8), 403-410. https://doi.org/10.1177/2165079918771106.

Clark, C., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education

and practice: Nurse leader perspectives. The Journal of Nursing Administration, 41(7/8), 324-330. doi: 10.1097/NNA.0b013e31822509c4.

Main Discussion Post.

In the nursing profession, incivility is not uncommon, but its causes cannot be determined without an inventory of a healthy work environment. Thus, I was intrigued by the availability of the Clarks Healthy Workplace Inventory, which would assess the healthiness or unhealthiness of my nursing environment. A score of 85 suggested that my long-term acute care institution was in good health, and scores between 80 and 90 showed great civility.
Transparent and polite communication, a common goal, employee happiness, and a focus on personal care were among the results that stood out because they were the foundation of civility in the environment. Professor Gittell argues in TEDx Talks (2017) that having the same vision, expertise, and mutual respect leads to timely, accurate, and frequency, therefore validating how a civil setting should be structured.
During my nursing practice, I was subjected to rudeness from my boss, who commanded me to nod in agreement. Certain staff employees, including myself, were discouraged and their ideas appeared to be completely disregarded. I would have appreciated a more inclusive decision-making process because I had the necessary skill set to participate to key conversations. After completing the required tasks, I went to the doctor and made it clear that I felt disrespected by his directives. Surprisingly, he listened attentively and stated that he was under considerable pressure. This was one of the competencies that Marshall and Broome (2017) identified as necessary for nurse leaders to have in order to steer the company through obstacles.

them. According to Clark (2018), I practiced cognitive rehearsal strategies that involve recognizing impolite behavior and responding to it in a nonthreatening manner. In conclusion, despite scoring a 4 on the assessment inventory, communication in the long-term acute care facility has improved dramatically because leaders appreciate the importance of other nurses’ opinions.

References

Clark, C. M. (2018). To combat incivility, cognitive rehearsal, simulation, and evidence-based scripting are used. Nurse Educator, 44(2), 64-68.
Marshall, E., and M. Broome (2017). From excellent clinician to influential leader: transformational leadership in nursing (2nd ed.). Springer is based in New York.
TEDx Talks (2017). The Strength of a Straightforward Concept | Jody Hoffer Gittell | TEDxRochester.
14 July, 2020. Retrieved from https://www.youtube.com/watch?v=X7nL5RC5kdE.

Reply

I liked reading your article. Great job. Some doctors believe and act as if their job is more important than that of the nurses and other employees, whereas everyone and every job is essential. It was commendable that he accepted his error and is, hopefully, making progress. The event I experienced near the end of the year 2018 was disturbing. One of the new Hospitalists at my workplace, who was obviously on call, called my Unit from, I believe, their office, and I greeted them. I politely asked her, “May I please know who I am speaking with?” when she began speaking without identifying herself. Even if I had known her or recognized her voice, it was the proper course of action to confirm with whom I was speaking rather than simply presume. She became enraged, began to rant at me, and questioned whether I was foolish. I was startled that this occurred because it was a terrible display of impoliteness. I did not speak to her again; unfortunately, her colleague overheard.

her and pursued the situation on my behalf; following an investigation, she was instructed to cease working and leave. The absence of civility in the workplace can have negative consequences. The quality of patient care will worsen if staff work relationships deteriorate, effective communication breaks down, and workplace safety deteriorates (Clark, 2015). This was the first time in my thirty years of nursing practice that I have saw my employer take such serious action against a physician for such a problem. Civility entails being kind and respectful to coworkers regardless of their position.
References
Clark, C. M. (2015). Conversations that encourage and inspire a more polite workplace. American Nurse Today, 10(11), pages 18 to 23. Obtainable at http://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf.
Marshall, E., and M. Broome (2017). From excellent clinician to influential leader: transformational leadership in nursing (2nd ed.). Springer is based in New York.

I like the idea you shared of creating a safe zone for each employee to engage in constructive conversations via scheduled meetings. Sharing similarities as well as differences and spending time in conversation to identify strategies to enhance the workplace environment can prove valuable (Clark, 2015). For a staff nurse, addressing a manager can be daunting. To have a critical conversation with an uncivil superior in an effort to put an end to the problem, you need the courage to be assertive (Clark, 2015). Knowing that there will be time set aside for these conversations, as you are able to do at your workplace, would be beneficial.

Debriefing sessions can also help to create safe spaces for reflective practice and to explore effective ways to address future situations (Clark, 2019). Clark (2019) explains that skilled debriefing is an effective method to provide nurses with the essential skills needed to effectively address uncivil encounters when they happen, thereby increasing the likelihood of success in stopping the behavior and protecting patient safety. Role-playing actual scenarios can also provide nurses with real-life experiences to effectively address incivility. We must practice the skills of effective communication to be able to model it effectively.

References

Clark, C. (2015, November 10). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. https://www.myamericannurse.com/cne-civility/

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.0000000000000563

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.

I agree that hospital leaders and executives may not recognize bullying and nurse-nurse withholding of information pervasiveness at workplaces as impacting the cost of healthcare. According to Edmonson and Zelonka (2019), nurse bullying is a widespread, systemic concern that commences during nursing school and endures throughout the nurse’s career. Countless nurses give up their first employment because of lousy colleague attitudes, and bullying is expected to worsen the current nursing shortage. Additionally, Al-Ghabeesh and Qattom (2019) documented that workplace bullying is a serious public issue that has gotten increasing recognition and is now an international issue reported in several nations across a wide range of industries. Bullying is typically not defined by one isolated act but rather by many repeated comparable behaviors aimed frequently and regularly at one or more workers.

Numerous techniques have been proposed to reduce the prevalence of workplace bullying in healthcare. Workplace philosophy must be adjusted to promote civility and a violence-free environment (Smith et al., 2020). Moreover, Yoo and Ahn (2020) noted that it is vital to develop an intervention strategy for nurses to deal with workplace bullying constructively and provide them with learning and skills to assess and resolve the set of circumstances.

References

Al-Ghabeesh, S., & Qattom, H. (2019). Workplace bullying and its preventive measures and productivity among emergency department nurses. BMC Health Services Research, 19(1). https://doi.org/10.1186/s12913-019-4268-x

Links to an external site.

Edmonson, C., & Zelonka, C. (2019). Our own worst enemies. Nursing Administration Quarterly, 43(3), 274–279. https://doi.org/10.1097/naq.0000000000000353

Links to an external site.

Smith, C. R., Palazzo, S. J., Grubb, P. L., & Gillespie, G. L. (2020). Standing up against workplace bullying behavior: Recommendations from newly licensed nurses. Journal of Nursing Education and Practice, 10(7), 35. https://doi.org/10.5430/jnep.v10n7p35

Links to an external site.

Yoo, S., & Ahn, H. (2020). Nurses’ workplace bullying experiences, responses, and ways of coping. International Journal of Environmental Research and Public Health, 17(19), 7052. https://doi.org/10.3390/ijerph17197052

Name: NURS_6053_Module04_Week07_Discussion_Rubric

	Excellent	Good	Fair	Poor
Main Posting	45 (45%) – 50 (50%) Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources. Supported by at least three current, credible sources. Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.	40 (40%) – 44 (44%) Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module. At least 75% of post has exceptional depth and breadth. Supported by at least three credible sources. Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.	35 (35%) – 39 (39%) Responds to some of the discussion question(s). One or two criteria are not addressed or are superficially addressed. Is somewhat lacking reflection and critical analysis and synthesis. Somewhat represents knowledge gained from the course readings for the module. Post is cited with two credible sources. Written somewhat concisely; may contain more than two spelling or grammatical errors. Contains some APA formatting errors.	0 (0%) – 34 (34%) Does not respond to the discussion question(s) adequately. Lacks depth or superficially addresses criteria. Lacks reflection and critical analysis and synthesis. Does not represent knowledge gained from the course readings for the module. Contains only one or no credible sources. Not written clearly or concisely. Contains more than two spelling or grammatical errors. Does not adhere to current APA manual writing rules and style.
Main Post: Timeliness	10 (10%) – 10 (10%) Posts main post by day 3.	0 (0%) – 0 (0%)	0 (0%) – 0 (0%)	0 (0%) – 0 (0%) Does not post by day 3.
First Response	17 (17%) – 18 (18%) Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English.	15 (15%) – 16 (16%) Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English.	13 (13%) – 14 (14%) Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.	0 (0%) – 12 (12%) Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited.
Second Response	16 (16%) – 17 (17%) Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English.	14 (14%) – 15 (15%) Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English.	12 (12%) – 13 (13%) Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.	0 (0%) – 11 (11%) Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited.
Participation	5 (5%) – 5 (5%) Meets requirements for participation by posting on three different days.	0 (0%) – 0 (0%)	0 (0%) – 0 (0%)	0 (0%) – 0 (0%) Does not meet requirements for participation by posting on 3 different days.

Total Points: 100