NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Sample Answer for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT Included After Question

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.

Click on the Reply button below to reveal the textbox for entering your message. Then click on the Submit button to post your message

A Sample Answer For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

The total result of the Clark Healthy Workplace Inventory was 72, which suggests that my organization is a moderately healthy workplace. Some notable practices in my workplace make it a moderately healthy workplace. First, there is a shared vision and mission guide for all the organization’s employees. The top-level management at the facility has created a very firm foundation and structure that ensure we are always in line with the set vision and mission of the organization. The second notable practice is communication; it is always transparent, direct, and respectful.  (Hossny & Sabra, 2020) reiterates that for civility to be present in an organization, effective communication is essential; healthcare professionals must constantly communicate to provide healthcare to patients. The third practice is effective teamwork and collaboration; it enables nurses and other health care professionals to coordinate and increases awareness during care provision.

(Dawdy et al., 2020) reveals that collaborative teamwork improves patient safety and well-being and promotes civility in the organization. Other reasons that make the organization civil include employee self-care and wellness programs; there are opportunities for promotion and career advancement. Lastly, the organization provides comparative salaries, rewards, and other benefits.

A heated confrontation between two nurses affected collaboration efforts in their unit. There was intentional inefficiency, eye-rolling, and rudeness. The confrontation between the two nurses was swiftly addressed by the nurse leader, who has effective conflict resolution skills. The disagreements were addressed well, and all the parties committed to ending the feud and working together as a team.

References

Dawdy, K., McGuffin, M., & Fegan, C. (2020). Understanding team dynamics to promote team building in a radiotherapy department. Journal of Radiotherapy in Practice, 1–6. https://doi.org/10.1017/s1460396920000813

Hossny, E. K., & Sabra, H. E. (2020). Effect of nurses’ perception of workplace civility climate on nurse-physician collaboration. Nursing Open, 8(2). https://doi.org/10.1002/nop2.666

A Sample Answer 2 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

This is an informative and well-written post on the Workplace Assessment results at your particular workplace. The example you’ve shared is a common and unfortunate scenario in today’s organizational landscape. As corporations seek creative and innovative methods for reducing costs while maximumizing access to care, the critical aspect of demonstrating empathy and professionalism in work environments is often ignored. Many times, staff are expectated to demonstrate high performance, without having access to key pieces of information to effectively discharge their responsibilities to meet the defined goals. Yet the solution is so readily apparent and effective: proper communication.

As you’ve stated so well here, demonstrating civility and respect in the workplace matters. Respect for everyone involved, including staff, patients and the community served, is demonstrated by a decision to ensure solid communication plan is in effect, and followed by everyone involved. And, when the staff feel that they have been given an opportunity to fully understand the situation and expectations of performance, more positive outcomes can result. Having innovative ideas that include perspectives from staff is considered a best practice for respectful collaboration and safe patient care work environments.

Great points Khushbu! According to Clark (2019), a healthy workplace requires shared vision, values, and teamwork. A healthy workplace should treat colleagues, coworkers, employees, students, and others with dignity, kindness, and respect. As a result, in an ethical environment and culture of civility, bullying, harassment, intimidation, manipulation, threats, or violence should not be tolerated (Clark, 2019). In healthcare, incivility can lead to unsafe working conditions, poor patient care, and higher medical costs. Patient care and safety depend on our ability to cope effectively with stress, sort our emotions, and communicate respectfully (Clark, 2015). Civil behaviors are expected of all employees in all organizations. Stress, less formal organizational structures, and technological advancements have all been linked to increased workplace incivility Crawford et al., 2019). Workplace incivility hurts productivity, employee retention, and service delivery (Clark, 2019).

References

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

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

Crawford, C. L., Chu, F., Judson, L. H., Cuenca, E., Jadalla, A. A., Tze-Polo, L., … & Garvida Jr, R. (2019). An integrative review of nurse-to-nurse incivility, hostility, and workplace violence: a GPS for nurse leaders. Nursing administration quarterly, 43(2), 138-156.

A Sample Answer 3 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Very intersting and informative post.  Your workplace environment showcases a very serene and inducive place to work. I wish I have that in my workplace. It projects growth and strive for employees. Everyone put in their best efforts for overall growth. However, I see that, you have other incivilities as well but that is with every organization. 

  Based on the results from the my Work Environment Assessment, using Clark Healthy Inventory, my score is 55, which according to Clark (2015), portrays an unhealthy environment.  There is no shared governance, no chain of command, everyone does what they want with  no repercussion. Some people like that environment because they can get away with misconduct. I have been there for two years and and I have not seen anyone growing from their current position. Promotions only occurat the top and from administration but  nothing from department level. Am still there because is close to where I live, no long commute. I gues I cannot have it all.

Nurse empowerment and self-esteem increases awareness to nurses’ knowledge of workplace bullying and the ability to address the offender (Stagg et al, 2011). It is important to create a culture of civility and respect in an organization. This means modelling and enforcing appropriate communication and conduct within the organization. When problems arise, such uncivil behavior would be addressed in an effective and timely manner.

Thank you for your post and all the best.

References

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

https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Stagg S.J., & Sheridan D., & Jones R.A., & Speroni K.G. (2011). Evaluation of a workplace bullying cognitive rehearsal program in a hospital setting. The Journal of Continuing Education in Nursing, 42, 395 – 401. 10.3928/00220124-20110823-22

A Sample Answer 4 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

I enjoyed reading your post. Workplace incivility is a significant issue in healthcare facilities, unsettling the doctors subjected to the destructive behaviors and the treatment provided in the shadow of incivility. According to Hutton and Gates, “incivility is often harsh and insulting, indicating a lack of regard for others.” The behavior of the two nurses who had a heated debate exemplifies the consequences of incivility. Fortunately, the nurse leader provides fast leadership and has dispute-resolution abilities.

Individuals who experience incivility as targets or witnesses may suffer numerous adverse behavioral, psychological, and somatic effects (Kisner, 2018). In addition, threatening and disruptive actions can also lead to medical errors, reduce patient satisfaction, and increase the cost of care; meanwhile, with the recent modifications in the healthcare system, such concerns have become even more crucial to address. The settlement of the disagreement demonstrates collaboration, enhancing patient safety and well-being while promoting civility in the company (Clark, 2017). Other factors contributing to the organization’s civility are employee self-care and wellness initiatives, possibilities for promotion and career progression, and comparable pay, awards, and other perks.

References

Clark, C. (2017). Creating & sustaining civility in nursing education. Sigma Theta Tau.

Kisner, T. (2018). Addressing workplace incivility. Nursing2020 Critical Care, 13(6), 24-29

A Sample Answer 5 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Precious, this issue seems serious and a major source of employee dissatisfaction. The first step I suggest is to confront management directly. If that fails, it may be serious enough to go up the chain of command to higher management or human resources. Irum et al. (2020) recognized that workplace incivility led to employee knowledge hiding, as employees distrust management. Knowledge hiding, especially in healthcare, is dangerous and can lead to patient harm. Different leadership styles exist because different types of people exist, but those leaders must adapt to what specific team they are leading (Specchia et al., 2021). However, if the management team does not know that there is this level of employee dissatisfaction, they cannot yet be blamed for it. Any leader always has room to grow, and Moeta & Du Rand., (2019) recognized that many nurse leaders require additional and continuous education for conflict resolution and management.

Leadership style profoundly impacts nurses’ job satisfaction, with transformational leadership being the most favorable for nurses (Specchia et al., 2021). A leader who empowers employees and promotes teamwork will likely be accepted (Specchia et al., 2021). From your post, incivility comes from management, so the change must come from them. This situation is particularly difficult because management should resolve incivility, not be the party responsible for its presence. It may be time to be bold and directly address the perpetrators of your workplace incivility. It is important to plan a formal meeting to openly discuss your dissatisfaction and be receptive to hearing feedback from your management. It may even be beneficial to bring in a third-party mediator from human resources to guide this conversation. While confrontation is difficult, someone has to be bold enough to do so to effect change. Best of luck to you and thank you for your post.

References

Irum, A.Links to an external site., Ghosh, K.Links to an external site. and Pandey, A.Links to an external site. (2020), “Workplace incivility and knowledge hiding: a research agenda”, Benchmarking: An International JournalLinks to an external site., Vol. 27 No. 3, pp. 958-980. https://doi.org/10.1108/BIJ-05-2019-0213Links to an external site.

Moeta, M. E., & Du Rand, S. M. (2019). Using scenarios to explore conflict management practices of nurse unit managers in public hospitals. Curationis, 42(1), e1–e11. https://doi.org/10.4102/curationis.v42i1.1943

Specchia, M. L., Cozzolino, M., Carini, E., Di Pilla, A., Galletti, C., Ricciardi, W., & Damiani, G. (2021). Leadership Styles and Nurses’ Job Satisfaction. Results of a Systematic Review. International Journal of Environmental Research and Public Health, 18(4), 1552. https://doi.org/10.3390/ijerph18041552Links to an external site.