NURS 6053 Week 7 Discussion Workplace Environment Assessment

NURS 6053 Week 7 Discussion Workplace Environment Assessment

NURS 6053 Week 7 Discussion Workplace Environment Assessment

The workplace is replete with various issues that require careful assessment, diagnosis and treatment. Incivility in nursing is a persistent issue that require careful management by the leadership so as to improve the workplace environment. Tools such as the Clark Healthy Workplace Inventory play a fundamental role in providing the assessment results. Thus, based on the results of the Work Environment Assessment Template, the present paper will describe the above results, analyze a theory presented in a selected article, and recommend strategies that will lead to the presence of interprofessional teams within the current writer’s workplace setting.

Part 1: Work Environment Assessment

            The comprehensive assessment of the workplace using the Clark Healthy Workplace Inventory revealed a score of 70. In the analysis, only two areas of the workplace, that is, the employee satisfaction and interprofessional, scored full marks at 15. Moreover, eight areas of the tool including employee perception, celebration of employee achievements, active participation in organizational activities, fair employee treatment, effective conflict-resolution, democratic culture, competitive remunerations, and employee attraction and retention, were regarded as somewhat true (Clark, 2015). Further, employees were neutral on 6 aspects of a healthy workplace inclusive of shared vision, trust levels, effective communication, improved organizational culture, and nature of workload. However, the presence of resources for professional growth and opportunities for growth were regarded as somewhat untrue. Lastly, the employees also stated that the presence of mentoring program for employees was non-existent. Therefore, the average score for the assessment was 70.

One of the things that surprised me about the scores of the Clark Healthy Workplace Inventory is the score itself. I anticipated the organization to score lower than the score obtained in the assessment. The surprise in the observed scores was attributed to the weak organizational structures that have been put in place to achieve the mission and vision of the organization. The other thing that surprised me about the scores of the inventory assessment is the score that the organizational employees would highly recommend the organization as a good place to work to their friends and families. This finding was a surprise because the staff in the organization often feel that the organization does not embrace interventions that address their needs. The rate of staff turnover over the past year has been high due to lack of adequate organizational support. As a result, it is surprising that the employees are willing to recommend the organization to friends and families, yet they are not satisfied with the working conditions in the firm. One of the things that I believed prior and was confirmed in the assessment is the lack of effective systems that promote professional and personal development. Examples of the opportunities for professional and personal development that organizations can implement include coaching, mentorship, and teamwork. The assessment confirmed this since employees marked the statement on the existence of comprehensive coaching for staffs as untrue.

NURS 6053 Week 7 Discussion Workplace Environment AssessmentAs noted above, the organization scored 70% in the inventory assessment. The meaning of a mildly health workplace is that the organization might support the implementation of quality improvement initiatives. However, the existing organizational structures are not effective in facilitating the realization of the desired outcomes of the quality improvement initiatives. The implication of the results is also that the leadership and management styles utilized in the organization do not have the effectiveness to drive the desired organizational success. As noted above, the meaning of the score of the organization is that the systems and structures put in place are not adequately effective in promoting the desired success. Secondly, the leadership in the organization is not effective in promoting the organizational success. However, improvements can be made on the existing structures to enhance effectiveness in organizational processes. The other implication of the score on the civility of the organization is that there are minimal rules that guide employee behaviors in the organization. The score also implies that the management and leadership of the organization have to explore interventions that can be used to improve engagement among the employees. The leadership should also focus on creating organizational culture that is characterized by a focus on safety, quality, and efficiency of services (Clark, 2018).

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).

Also Check Out: NURS 6053 Week 2 Assignment Analysis of a Pertinent Healthcare Issue

Review and complete the Work Environment Assessment Template in the Resources.

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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.


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 Nursing48, 32–36. to an external site.

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator44(2), 64–68. to an external site.


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.

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.

Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately.

In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.

Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).

Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

APA Format and Writing Quality

Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).

Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.

I highly recommend using the APA Publication Manual, 6th edition.

Use of Direct Quotes

I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.

As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.

It is best to paraphrase content and cite your source.

LopesWrite Policy

For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.


Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.


Thank you for your post. Organizational leadership, especially in healthcare, is responsible for creating civil working environments. Civil work environments create safe spaces for employees and patients/families within the organization. This contributes to safe patient care by reducing medical errors, sentinel events, staffing shortages, and staff turnover compared to uncivil work environments. Educating and encouraging staff and leadership on effective communication strategies is essential. Leadership who provides an environment of collaboration, engagement, and respect is essential. Establishing a zero-tolerance policy on uncivil and bullying behavior is a must. The fact that your workplace recognizes that every nurse on different units is compensated equally shows that they value employees and the contributions that everyone makes. Each unit has unique needs that are unique compared to others, but the workload is the same.


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

Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing education and practiceLinks to an external site.The Journal of Nursing Administration, 41(7/8), 324–330.

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years laterLinks to an external site.Journal of Continuing Education in Nursing, 45(12), 535–542.