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NURS 6053 Workplace Environment Assessment Assignment

NURS 6053 Workplace Environment Assessment Assignment

 

Part 1: Work Environment Assessment

      The “workplace assessment” template generated an inventory to assess the fitness of a workplace. It was made up of a series of statements for which several answers were assigned to the most appropriate one based on the statements seen in the workplace. The highest value of the assessor answers demonstrated society’s overall interest in the template. There were 20-100 possible scores, with the response being the primary determinant of the scoring on all scales. A score ranging from 90 to 100 was assigned to healthy workplaces; 80 to 89 were considered reasonably good; 70 to 79, 60 to 69 were considered poor; 50 to 59 were considered unsafe, and less than 50 indicated extremely unhealthy working conditions.

The assessment focused on a nursing workplace and found it to be an acceptablely healthy environment. The workers get together to create value. Various reactions to the evaluation were unbiased; however, the majority of the reactions were precise (Marshall, 2016). According to the assessment, a large portion of the nurses who experienced adverse working conditions stood up, and doctors responded that their attitudes toward the nurses had changed. Consideration in any work environment has an impact on a variety of factors. Consumer satisfaction is influenced by factors such as civil rights. People appear to be more comfortable and pay more attention to me because they have a “higher quality of life.” Regardless of the fact that the work environment evaluated is considered to be a civil place, a number of concerns have arisen that should be addressed.

After the test, a patient will not see them go to doctors based on ethnic bias. So long, according to his nurse, that the doctor was irritated, the patient did not see her. The doctor then transferred her annoyance to the nurse and began taking steps to eliminate her activity (Clark, 2019). These were some of the critical disclosures that astounded the assessor throughout the evaluation of this working environment. Workplace Environment Assessment Assignment for NURS 6053 While there have been various problems in the workplace atmosphere regarding working conditions, this state of working conditions, as demonstrated in this assessment, should be regarded as a general field (Clark, 2019). The fact that it has become a shared space confirms the staff’s loyalty and cooperation, as well as their adaptability to each other’s experiences, relationships, and attitudes.

Part 2: Reviewing the Literature

The article presents the “DESC model,” which speaks to four measurements. For example, portray, express, show, and consequence. As indicated by the article, the limitations of management and leadership approach to manage to oversee worker motivation and commitment is the nonappearance of individual collaboration with the employees (Walker & Clendon, 2015). It is only the directors that have to facilitate communication with the employees; they will have the skill to measure their stresses overburdening in the healing administrations. The management, as well as leadership approaches, should be extremely dispersed to think about facilitating contact among the employees and the supervisors. An example of the management of motivation in the workspace combines this work environment.

The working environment must encourage individual self-reflection, and the staff creates a sense of acceptance and empowerment to provide a healthy workplace environment. This model may be extended to improve employee skills in serving as role models, being self-aware, commitment, and agreement and tension relief by employee participation in this evaluation (Nibbelink & Brewer, 2018). This model is the breakthrough of fostering safe working conditions through the promotion of motivational assessments and organizational self-reflection, resulting in meaningful improvements.

To transmit a healthy working environment, the environment must independently and through the personnel to support self-

reflection, creating a sense of understanding and strengthening. This model may help to improve staff’s willingness to take good examples and slowly become conscious, to recognize person relationships, to offer their permission, and discharge questions using employee participation (Marshall, 2016). This model is established as a teacher in successful working environments by improving evaluations and self-realization in the workforce that will eventually be produced.

NURS 6053 Workplace Environment Assessment Assignment

NURS 6053 Workplace Environment Assessment Assignment

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Part 3: Evidence-Based Strategies

            Communication is essential in almost any aspect of life, whether it is close to home or specialist lives. The assessment, whereas featuring the work environment setting, additionally have to ponder the communication aptitudes of the workforces. It utilizes many tools that allow assessors to resolve their deficiencies and to upgrade them effectively. It means that customers can improve both verbal and nonverbal communication in stages and become a great communication device (Lavin & Harper, 2015). Operational communication does not merely assistance at being fruitful in proficient life yet before that in education moreover. Although the model focusses on the needs of employees for self-evaluation and presumes that individuals seek higher-ordering needs when fewer arrangements are met, the use of this model will recover organizational health by arranging the needs and identifying attitudes, interactions, and performance which people focus on. In terms of the roles held by the member according to this model, an organization can have opportunities. Improving health conditions in the workplace requires leading employees to an environment for themselves.

            Policies and policies provide companies and organizational systems with guidelines and legal specifications. Diversity and inclusive work practices encourage employees to have a healthy work environment and demonstrate the value and importance of their workforce. Achieves balance, success, and a happy workplace; creativity and productivity are improved. Implementing our practices and processes will be clear (Marshall, 2016). Our implementation plan includes policies and procedures. The diversity of activities involved, the costs, and the time frames of the entire process should be included in a plan.  It uses various appropriate connection strategies such as discussions, meetings, and debates to develop listening capabilities, and is a significant aspect of communicating. It demonstrates undivided attention. It is used to help leaders in different areas, including direct conversation, setting specific objectives almost as well as supervising physical and informal contact. The evaluation is incredibly fair for individuals who want to make their contact feasible (Clark, 2019). Through looking at the organization, the partnership costs, and the quality of the operating production, the working climate will have a better analysis of the processes and structures.

References

Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Education, 64-68.

Lavin, M. A., & Harper, E. (2015). Health Information Technology, Patient Safety, and Professional Nursing Care Documentation in Acute Care Settings. The Online Journal of Issues in Nursing.

Marshall, E. S. (2016). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader. Springer Publishing Company.

Nibbelink, C. W., & Brewer, B. B. (2018). Decision-Making in Nursing Practice: An Integrative Literature Review. Journal of Clinical Nursing, 917–928.

Walker, L., & Clendon, J. (2015). Nursing roles and responsibilities in general practice: Three case studies. Journal of primary health care, 236-243.

Incivility in the Workplace

Incivility seems to be prevalent in the workplace due to numerous reasons.  Thus, a few are ineffective leadership, poor communication, nursing burnout and low staff morale.  My facility scored a 55 on Clark Healthy Workplace Inventory indicating that it is an unhealthy workplace.  Jason (2020) defines incivility as “rude or disruptive behavior that can result in physiological or psychological distress” (p. 14).  New employees are bullied by senior nurses when they are not familiar with organization policies and procedures.  This negative behavior makes it difficult for nurses to learn.  Moreover, these senior nurses behavior have been reported to management, but there has been no change in the way they communicate with staff.  Poor communication has a negative effect on teamwork and hinders staff from collaborating with each other (Laureate Education, 2018).  Effective communication with leadership and staff is essential for the unit to run smoothly.  In my facility, only the charge nurse can call the doctor which causes a breakdown in communication.  The telemetry tech printed a strip that revealed my patient had an abnormal heart rhythm and the last potassium and magnesium level was drawn two days ago.  I asked my charged nurse to notify the physician of these changes; however, it was omitted due to her workload.  During shift report,  I informed my relief of the patient changes and told her the physician needed to be notified by the charge nurse.  My relief was irritated with me and accused me of passing the buck.  I apologize for the misunderstanding and informed her that it is company policy for charge nurse to notified the physician.  Communication barriers delays medical services and patient care.  It also creates a hostile work environment.

The facility that I work at is located on the 5th floor of a major hospital.  I was surprise to learn that my organization did not have a health and wellness program; however, we are able to use the host hospital gym.  Dailey and Zhu (2016) research revealed “workplace health promotion programs increases work productivity” (p. 262).  My organization could help boost staff morale by offering health preventative programs, nutrition education and physical training to promote employees wellbeing (Dailey and Zhu, 2016, p. 262).  The host hospital also have a weight loss program for their employees.  It would be wonderful if my organization could merge with the host hospital, so we could enjoy these benefits.

References

Dailey, S. L., & Zhu, Y. (2017).  Communicating Health at Work:  Organizational Wellness Programs as Identity

Bridges.  Health Communication, 32(3), 261-268.  https://doi-org.ezp.waldenulibrary.org/10.1080/10410236.2015.11206

Laureate Education (Producer). (2018). Diagnosis:  Communication Breakdown [Video file]. Baltimore, MD:  Author.

Jason, R. (2020). Workplace Bullying and Incivility:  A Perspective Based on the Oregon Nurse Practice Act.  Oregon State 

     Board of Nursing Sentinel, 39(2), 14-15.

RE: Discussion – Week 7

Initial Post

Civility can be defined as being courteous and/or polite in actions, speech or other behaviors. The Clark Healthy Workplace Inventory is an assessment tool used in helping to determine the ‘health’ of your work environment. The results of my assessment was a score of 48, which means that the work environment is very unhealthy (Clark, 2015). There is actually nothing that surprises me about the results as it has become a more common environment in long-term care facilities. I have worked in a few over the last 7 years, and it seems like it is just getting worse and worse. This exercise further confirmed that the morale and ‘health’ of the facility is extremely low. The results of the assessment within my worplace is described as an unhealthy environment.

An important concept I found is that the workplace maintains a culture that is morally and ethically equal to all. There must be a level of respect, zero tolerance for bullying and fairness that is maintained at all times. Management staff and nurse leaders must be on board with alignment in the belief system that has been put into place (Green, 2019). The article that this was derived from relates to my work environment due to situations where there is bullying amongst staff, unfairness of work assignments and unethical circumstances that have occured. These concepts if used in a positive perspective could help to elevate the attitudes and morale where I work.

My workplace has many incivility issues daily that I could provide as examples. I had a incident just the other night where a patient on hospice was actively dying. There was LPN assigned to that unit, and I am the night supervisor for the building. There was another RN in the building working extra to complete IV therapy for 2 hours. Well, the LPN called out to that RN to “call the time of death” for the hospice patient. I was on another unit taking care of another issue. Instead of going and assisting her, this person walked all over the building looking for me until he found me. He said, “I am only here to hang IVs. I did not come here to be calling deaths and stuff like that.” Another incident of incivility was a patient that had been placed in her wheelchair to go out to an appointment. After being put in her wheelchair, a little while later she had a bowel movement. So, transportation told the aides on the floor that they could not take her to her appointment like that. So, the aide did refused to put the patient back to bed to change her via hoyer lift. A member of management went down and told the aide that this person had to be changed. Well, the aide did changed the resident, but it took so long for it to be done that the patient missed her appointment. It takes 2-3 months to get an appointment with this particular doctor.

In conclusion, I could go on and on about the instances that I see through out long term care facilities. I feel as if the morale is so low, and in many places it is diminished. The COVID-19 has shinned a bright light on the issues that plague LTC, but I am fearful that once this dies down so will the attention. I really hope that laws are past and things are changed for the sake of the patients that do not have any other choice. We are there last hope, and for some like family because their families do not check in anymore.

References

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

     10(11): 18-23. https://www.americannursetoday.com/wp-content/up-loads/2015/11/ant11-CE-Civility-

1023.pdf.

Green, C. (2019). Workplace incivility-Nurse leaders as change agents. Nursing Management, 50(1): 51-53.

doi: 10.1097/01.NUMA.0000550455.99449.6b.

RE: Discussion – Week 7

Response

A civility is a polite act or response (Merriam-Webster, n.d.). Manners, courtesy, politeness, and general awareness of the rights, wishes, concerns, and feelings of others in the workplace demonstrate civility (Pickney, 2015). Incivility is a rude or disruptive behavior that may result in psychological or physiological distress for the people involved and, if left unaddressed, may progress into threatening situations (Clark, 2020). Civility matters because treating one another with respect are requisite to communicating effectively, building community, and creating high-functioning teams (Clark, 2020).

Civility in the Workplace is no less important to manage than harassment (Ball, 2020). Workplace incivility is rude behavior that violates norms of mutual respect (Pickney, 2015). Political, social-economic, religious, ethnic, and personality differences can create conflicts (Ball, 2020). Workplace incivility makes a wide range of adverse effects, including lower employee engagement, reduced work effort, increased worry or anxiety, withdrawal, lower individual satisfaction, and reduced organizational commitment (Ball, 2020).

Civility is paramount in the workplace as it cultivates behaviors that promote mutual respect between coworkers (Ball, 2020). A culture of safety is necessary for the work environment (Pickney, 2015). Creating a safe environment where all people can thrive is essential in building and sustaining a culture of excellence (Broome & Marshall, 2021). One idea to effectively manage the example is to follow the chain of command. If the immediate supervisor did not address the issue according to organizational policies and procedures, the next step is to present the situation to the highest official.

References

Ball, D. (2020). What About Civility in our Workplaces? Retrieved from What About Civility In Our Workplaces? | DanaballLaw

Broome, M., & Marshall, E. S. (2021). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader (3rd ed.). New York, NY: Springer.

Clark, C. (2020). Why Civility Matters. Retrieved from Why civility matters (sigmanursing.org)

Merriam-Webster. (n.d.). Definition of civility. Retrieved from Civility | Definition of Civility by Merriam-Webster (merriam-webster.com)

Pinckney, M. Y. (2015). Increasing Civility in the Workplace. JOCEPS: The Journal of Chi Eta Phi Sorority59(1), 11–16. Retrieved from Increasing Civility in the workplace.: @ Walden University Library (waldenulibrary.org)

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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