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NURS 6053 Discussion Workplace Environment Assessment SAMPLE

NURS 6053 Discussion Workplace Environment Assessment SAMPLE

Intial Post

I completed the Clark Healthy Workplace Inventory, and my company received a score of 55. According to the findings, this indicates that the health is considered unhealthy in terms of civility. These findings surprised me because I would not classify my workplace as such. When making my choices, I tried to be objective and fair. After reviewing my responses, I can see that the areas that require the most improvement are employee satisfaction, engagement, and morale. In most departments, you can sense resentment and people who are dissatisfied with their jobs. People are constantly complaining in the break rooms and on social media. Another area that received a low score is the lack of emphasis on employee wellness and selfcare. This could be due to recent policy changes to combat the Covid19 pandemic, but many of our employer’s employee wellness benefits have been eliminated.

The fitness center area is one example. It was closed due to infection control, as was the 30 minute “wellness” leave allotted for working out. One aspect of the organization that received high marks in my evaluation was its competitive salaries, benefits, compensation, and other rewards. My employer pays well and provides excellent paid time off. We also get hazard pay bonuses once a month and plenty of chances to earn overtime or extra time off. Communication is one area where we can improve civility in our organization. Effective communication is critical, especially in this period of uncertainty. Many plans, I believe, are not communicated to all employees, which has a negative impact. One example is that just last week, when our clinic was forced to return to phase one due to an influx of positive cases in our area, only the supervisors were aware of the changes and failed to inform the staff. Everyone was perplexed, and there was complete chaos. I believe that more effort should have been made to inform the entire staff of the plans and expectations. Uncertainty about what was going on exacerbated an already stressful situation.

References

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Hi J…,

I agree that effective communication is important to reduce incivility in a workplace.

According to Meires (2018), areas where bullying occurs most frequently are emergency departments, behavioral health centers, and intensive care centers; bullying also occurs in long-term care centers, especially during the evening and night shifts.  One key to decreasing bullying and incivility in the workplace is for nurses and other team members to tap into emotional Intelligence (Meires 2018). Emotional intelligence is a form of social acumen that involves the ability of an individual to monitor his or her own feelings and the feelings of others to use good judgement (Meires 2018). One approach to bullying is to reflect on the situation before acting. A moment of calm reasoning can go a long way to diffuse a potentially stressful or angry situation. It might be reasonable to avoid labeling individuals as bullies, patient and staff safety should be the overarching theme (Meires 2018). Many times, individuals who are not easily intimidated do not make the situation about themselves. Rather, they see it as a way to prevent an adverse outcome.  keeping a sense of humor and knowing your limits of tolerance are useful (Meires 2018). Nurses who use EI often provide situational awareness and stability when emotions flare. Nurses using EI can also role model professional behaviors necessary for a healthy and harmonious work environment.  NURS 6053 Discussion Workplace Environment Assessment SAMPLE

NURS 6053 Discussion Workplace Environment Assessment SAMPLE

NURS 6053 Discussion Workplace Environment Assessment SAMPLE

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According to Green (2019), leadership styles can affect incivility in a workplace. The democratic leader uses constructive criticism to institute change among the group and encourages the group to make decisions together (Green 2019).  With this leadership style, staff

members experiencing uncivil conduct are more likely to feel comfortable discussing their concerns and can anticipate some degree of change to occur within the workplace environment.  The transformational leaders motivate staff members to accomplish a goal or an initiative (Green 2019).  They exhibit organizational citizenship behaviors, use listening skills, and pay attention to their staff members’ needs and identified goals, which can positively impact staff engagement, team member collaboration and relationships, and patient care.  The quantum leader manages complex dynamics at the unit and organizational level, responding with interventions to address issues, team collaboration is imperative to establishing interconnectedness and, ultimately, resolving identified problems (Green 2019). Laissez-faire leaders avoid criticism of others’ behaviors and have difficulty with providing direction (Green 2019).  Under this style of leadership, the staff member experiencing uncivil conduct is left to cope with the problem alone. The autocratic leader is punitive in his or her criticism of others’ behaviors and right or wrong decisions are made with minimal to no group input (Green 2019). This can be problematic when the leader is a participant within the culture of incivility. When addressing workplace incivility, the democratic leadership style can be effective (Green 2019). This style allows for objectivity when discussing environmental dysfunction within the workplace, with multiple views being shared within the group (Green 2019). Sharing viewpoints may potentially decrease staff members’ fear and anxiety, facilitating honest discussion (green 2019).

References

Green, C., A. (2019). Workplace incivility: Nurse leaders as change agents. Nursing Management (Springhouse), 50(1), 51–53. https://doi-org.ezp.waldenulibrary.org/10.1097/01.NUMA.0000550455.99449.6b

Meires, J. (2018). Workplace Incivility. The Essentials: Using Emotional Intelligence to Curtail Bullying in the Workplace. Urologic Nursing, 38(3), 150–153. https://doi-org.ezp.waldenulibrary.org/10.7257/1053-816X.2018.38.3.150

RE: Discussion – Week 7

     A civil work environment is achieved when the workplace is healthy and positive interactions take place among nurse leaders and other team members.  What is civility?  Griffin & Clark (2014) describe civility as being aware of the concerns, wishes, and rights of others in your workplace, courtesy and politeness in behavior, and good manners.  When a workplace is lacking in civility, negative outcomes can occur, such as a decline in the quality of patient care, a decline in workplace safety, and even a decline in cost-effectiveness, in addition to the loss of a sense of well-being which is so important to a healthy work environment (Clark, 2018).

My workplace, according to analysis, has fallen in environment and civility since the many changes that have taken place since February in response to COVID-19.  Since that time, morale has significantly decreased as nurses are under pressure from the administration to do more, work more, take on more, and all without much recognition or thanks.  Sometimes management attempts to recognize exhausted staff with a reward that is seen as insulting, such as a free hamburger from a fast-food restaurant.  The staff is dissatisfied, tired, and feeling underappreciated.  As a result, I have seen incivility from staff toward management and administration and vice versa, and so the cycle continues. NURS 6053 Discussion Workplace Environment Assessment SAMPLE

My organization can begin to rebuild its once-healthy work environment by taking the necessary steps to first recognize incivility and then prevent it.  All of us in nursing need to remember the American Nurses Association Code of Ethics during these times.  It requires us to show respect toward all with whom we work, and do our part to contribute to a work environment that is healthy and happy (Clark, 2015).  Nursing staff must be able to express their concerns and feel safe doing so.  As leaders, management and administration need to step up and address this issue, for the well-being of our teams and the health of our patients (Clark, Olender, Cardoni, & Kenski, 2011).

References

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324-330. doi:10.1097/NNA.0b013e31822509c4

Clark,  C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

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

RE: Discussion – Week 7

                                                                    Workplace Environment Assessment.

Summary of Results – Clark Healthy Workplace Inventory The American Association of Critical-Care Nurses recommends six standards that are important in ensuring a healthy work environment. These include appropriate staffing, meaningful recognition, skilled communication, effective decision-making, true collaboration, and authentic leadership (Clark, 2015). To determine the health of the work environment, the Clark Healthy Workplace Inventory was used which gave a score of 58 indicating an unhealthy work environment. Some of the aspects that lead to this poor score are poor communication due to ineffective communication channels and the lack of teamwork that plays an important role in addressing organizational challenges as well as preventing conflict within the facility (Clark, 2015). Due to the nursing shortage experienced in the organization, nurses experience burn out due to the extra tasks that they are delegated to address the increasing demand. However, the employees feel under-appreciated for their extra efforts in the organization that affects their morale and motivation in performing their roles within the organization. Maintaining a healthy workplace is important in the healthcare environment since this impacts patient outcomes and the achievement of healthcare goals. A stressful environment negatively affects healthcare workers in diverse aspects leading to poor performance. This includes providing safe care and collaborating with other workers to deliver quality healthcare services (Clark, 2015).

 

Identify two things that surprised you about the results. Also, identify one idea that you believed prior to conducting the Assessment that was confirmed. One thing that surprised me about the results was the high score regarding the organization encouraging the free expression of diverse/or opposing ideas which is not practiced by employees. Due to the fear associated with being discriminated against or negative remarks by the organization’s managers, most employees are afraid to express opposing ideas in the organization (Marquis & Huston, 2017). However, this is not the case in this scenario where the organization encourages employees to share their views to better decision-making and the performance of the organization. Another surprising statement is that the organization attracts and retains the best and the brightest yet there is poor performance in some of the departments (Grawitch & Ballard, 2016). With this kind of strategy, the organization should maintain high performance since the employees are well educated and equipped to address some of the challenges encountered in the organization. However, the organization still experiences the same challenges encountered by other organizations with the same goals. One idea that I believed before conducting the assessment that was confirmed is that employees are treated fairly and respectfully (Marquis & Huston, 2017). This is true as the organization tries to empower and encourage employees by valuing them, which is achieved by ensuring that disciplinary cases are handled seriously to ensure that employees and leaders treat one another with respect.

 

What do the results of the Assessment suggest about the health and civility of your workplace? The results of the assessment indicate that the organization needs to improve on some of the areas with low scores that affect the health of the workplace. This includes implementing effective strategies to enhance communication and collaboration among employees in the organization (Clark, 2017). Communication is important as it helps employees to exchange information and share their concerns with the management. However, poor communication will prevent this process and increase the likelihood of conflicts between employees in the organization. Due to the challenging scenarios experienced within the healthcare setting, creating a healthy work environment will help to address some of these problems leading to employee satisfaction (Clark, 2017). Effective communication will also enable employees to share emotional and psychological problems that may affect their performance in the organization. This can be enhanced through the creation of a conducive environment where nurses are empowered to speak without fear of intimidation. Employees can be trained on communication skills that will enable them to gain competence in civil communication. Effective communication will also enhance collaboration among employees since the employees can share common problems within the organization as well as develop informed decisions to address the challenges (Grawitch & Ballard, 2016).

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.

One concept presented in the Clark article “Conversations to inspire and promote a more civil workplace” is the importance of communication in promoting a civil workplace. Poor communication can lead to problems within the organization such as disrespect, ineffective collaboration, and poor performance (Clark, 2015). In an organization that has ineffective communication, employees will not be able to report negative activities such as bullying, intimidation, and harassment that may affect the performance of employees and ultimately the organization. Organizations should foster meaningful dialogue with employees where issues of incivility are identified and addressed. One of the tools that can be used is the workplace inventory which is an evidence-based tool that can be completed by different individuals in the organization or team members (Grawitch & Ballard, 2016). This will raise awareness and assess the perceived health of an organization. It will also help determine areas for improvement. Based on the results of my Work Environment Assessment, this concept shows that some of the areas with low scores are a result of poor communication since the organization may foster some of the beneficial aspects but the employees may fail to take advantage of such opportunities. Effective communication will place employees and the organization on the same position where both parties have a similar understanding (Marquis & Huston, 2017).

 

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. Organizations may apply effective communication to improve organizational health by allowing employees to share their opinions without any discrimination or ill-treatment for members who share opposing ideas (Warrner,Sommers,Zappa,&Thornlow,2016). This will encourage employees as they feel part of the organization since their opinions are valued by the organization. Communication is one of the effective aspects that link organizations to employees. This also allows leaders to provide feedback to the employees on the issues raised (Armstrong, 2017). Since work environments largely impact employees, organizations should focus on how to bring employees into one understanding that will lead to a shared vision leading to the organization’s success. Effective communication will encourage inclusivity where members from different backgrounds are included in important organizational processes such as decision-making. This will create an accommodative work environment that will motivate employees in carrying out their roles effectively (Grawitch & Ballard, 2016).
General Notes/Comments The health of the work environment is an important aspect that influences the performance of employees as well as the organization. This implies that for an organization to be successful, regular inventory assessments to determine the health and civility of the work environment are important (Marquis & Huston, 2017). One of the assessments is the Clark Healthy Workplace Inventory that gives scores for different organizational statements. Using these scores, an organization can make the necessary adjustments to maximize its strengths and address the weaknesses to ensure and maintain high performance. The organization can apply different concepts/theories to improve organizational health and create stronger work teams that will be beneficial to the organization (Armstrong, 2017).

 

 

References

Armstrong, N. E. (2017). A Quality Improvement Project Measuring the Effect of an Evidence-Based Civility Training Program on Nursing Workplace Incivility in a Rural Hospital Using Quantitative Methods. Online Journal of Rural Nursing & Health Care, 17(1), 100–137. https://doi-org.ezp.waldenulibrary.org/10.14574/ojrnhc.v17i1.438

Clark, C. M. (2017). An Evidence-Based Approach to Integrate Civility, Professionalism, and Ethical Practice into Nursing Curricula. Nurse Educator, 42(3), 120–126. https://doi-org.ezp.waldenulibrary.org/10.1097/NNE.0000000000000331

Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Grawitch, M. J., & Ballard, D. W. (2016). The psychologically healthy workplace: Building a win-win environment for organizations and employees. Washington, DC: American Psychological Association.

Marquis, B. L., & Huston, C. J. (2017). Organizational planning. Leadership roles and management functions in nursing: Theory and application (9th Ed. (pp. 160-185). Philadelphia, PA: Lippincott, Williams & Wilkins.

Warrner, J., Sommers, K., Zappa, M., & Thornlow, D. K. (2016). Decreasing workplace incivility. Nursing Management, 47(1), 22-30. doi: 10.1097/01.NUMA.0000475622.91398.c3

RE: Discussion – Week 7

Civility

Civility, in essence, means being polite, considerate, and respectful in all situations. Civility can be conducted during conversations with disagreements. It is a sign of respect and determines the quality of growth in a professional role. According to Billante & Saunders (2002), civility has three elements: respect for others, public behavior, self-regulation, and the “common language for communicating respect for one another. Clark (2015) made a great point when she said she felt we would see a positive change if we would listen to each other. We were born with two ears and one mouth and should listen twice as much as we speak. This would deter a lot of uncivil conversations.

Civility in the Workplace

The Clark healthy workplace inventory assessment (HWIA) was completed and scored a seventy and mildly healthy (Clark, 2015). The HWIA assessment had zero completely true (5), twelve somewhat true (4), six neutral (3), two somewhat true (2), and zero completely un-true (1). Before completing the HWIA, I was sure my facility would have scored moderately healthy. I felt my perception of the facility wasn’t as good as I first thought about halfway through the assessment.

According to Clark (2015), employee recruitment, retention, and satisfaction are based heavily on communication, transparency, and respect on the job. Civility in my workplace is lacking but is getting better. My facility was owned by a rather large corporation that made us feel like a number. We were a for-profit hospital and are maximized by profit. A non-profit facility acquired the facility in March 2019, and we have seen significant progress in transparency and civility since acquisition. The HWIA would have been drastically worse had I completed it before the acquisition. We, as a facility, are becoming more civil, employee satisfaction is rising, we are seeing an influx of high-performing RNs coming back to our facility since the acquisition.

Workplace Incivility

Incivility is rude and disrespectful behavior and should not be tolerated in the workplace.  Workplace incivility increases negative workplace consequences and outcomes and could be in the form of harassment and bullying (Miner et al., 2018).

I have witnessed incivility on multiple occasions and have been on the receiving end on occasion. We have a prominent physician group with two physicians who are well-known for bullying and harassing staff. They talk down to the bedside RNs in a demeaning way and do this in front of patients and patient families. I was in a room with a post-surgical patient assessing drainage from a Jackson Pratt (JP) drain. The physician walked in and proceeded to let me know in front of the patient that I should not call him at night for concerns that can wait until the AM. He was referring to an elevated temperature I called him about on the patient. The MD didn’t give a surgical or medical order set, and I didn’t have Tylenol to treat an elevated temperature. I didn’t respond to the MD in the room. I notified the MD outside the room that we work on the same team, and I was responsible for informing him of patient needs during my shift. He acted as if I wasn’t speaking to him. This incident was reported to my Director as well as the quality team. This physician and I have not had any negative encounters, and I would assume because I let him know I was a patient advocate, and I did it civilly.

Conclusion

Completing the HWIA has made me look rethink civility and is necessary for all aspects of life. Listening twice as much as we speak is a great place to start and can lead to more civil conversations and interactions. Civility in the workplace has been shown to improve workplace recruitment, retention, and satisfaction. Continued education on communication, transparency, and respect in the workplace is key to achieving and maintaining civility.

 

References

Billante, N. & Saunders, P. (2002). Why Civility Matters. Policy18(3), 32.

Clark, C. (2015). Conversations to inspire and promote a more civil workplace. American nurse

today, 10(11), 18-23.

Miner, K., Diaz, I., Wooderson, R., McDonald, J., Smittick, A., & Lomeli, L. (2018). A

workplace incivility roadmap: Identifying theoretical speedbumps and alternative routes

for future research. Journal of occupational health psychology23(3), 320–337.

NURS_6053_Module04_Week07_Discussion_Rubric

Excellent Good Fair Poor
Main Posting
Points Range: 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.

Points Range: 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.

Points Range: 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.

Points Range: 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
Points Range: 10 (10%) – 10 (10%)
Posts main post by day 3.
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Does not post by day 3.
First Response
Points Range: 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.

Points Range: 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.

Points Range: 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.

Points Range: 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
Points Range: 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.

Points Range: 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.

Points Range: 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.

Points Range: 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
Points Range: 5 (5%) – 5 (5%)
Meets requirements for participation by posting on three different days.
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Does not meet requirements for participation by posting on 3 different days.
Total Points: 100
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