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NURS 6053 -Week 9 Assignment Workplace Environment Assessment

NURS 6053 -Week 9 Assignment Workplace Environment Assessment

NURS 6053 -Week 9 Assignment Workplace Environment Assessment

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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.

Work Environment Assessment

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:

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.

Work 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

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.

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 research22(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 Educator44(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 Today10(11), 18-23.

NURS 6053 -Week 9 Assignment Workplace Environment AssessmentGriffin, 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 Nursing45(12), 535-542. http://doi.org/10.3928/00220124-20141122-02

Kisner, T. (2018). Workplace incivility: How do you address it?. Nursing201948(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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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 Nursing48, 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 Educator44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563Links to an external site.

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
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.

Incivility 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