NURS 6053 Workplace Environment Assessment Assignment -

NURS 6053 Workplace Environment Assessment Assignment

Sample Answer for NURS 6053 Workplace Environment Assessment Assignment 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.

RESOURCES

Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.

WEEKLY RESOURCES

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.

A Sample Answer For the Assignment: NURS 6053 Workplace Environment Assessment Assignment

Title: NURS 6053 Workplace Environment Assessment Assignment

I have two workplaces and chose to inventory my psych/detox position. The results showed this workplace scored a 57, or unhealthy. I was the first nurse they hired and admitted the first patient. As a startup psych unit, we knew there would be growing pains and hiccups. After eight months in operation, the staff had changed several times. I went part-time after six months because I could not deal with the chaos on a full-time level. I believe this is mainly because there is no Director of Nursing (DON). The first two quit, and the interim DON is one of the Psych Nurse Practitioners.

I was surprised that the results were so negative. I did not expect it to be an unhealthy work environment. I knew there was chaos and that rules and policies changed every day, as well as staff being hired and quitting on a regular basis. The second surprise for me was how low communication was scored on my assessment.

The assessment results suggest that the workplace’s health and civility need an overhaul. There is a breakdown in communication, leadership, and employee interactions, and policies and procedures being implemented in a timely manner. My organization could apply the DESC model (Clark, 2015) to improve the health and civility of our work team in several ways. For example, describing the specific situation, expressing your concerns, and stating other alternatives and consequences could help improve tardiness, absenteeism, bullying, and workplace violence by giving a clear format of how to handle each problem (Clark 2015). One of the main problems that cannot be resolved with the DESC model is the lack of a DON.

An experience where I experienced incivility in the workplace was a few days ago. I was charting on a patient, and the security guard was helping me with a computer program. He turned the conversation to politics, starting a debate that should never have happened. It went on for what seemed like forever, with security getting louder and louder. Other employees tried to redirect the conversation, and some left the area. Ultimately, I had to get up and leave to stop the debate. We had opposite views, and I could not get him to agree to disagree. Our working relationship went from trust and mutual respect to me crying in the bathroom and him getting terminated.

Conclusion

In conclusion, workplace incivility is a pervasive issue that can significantly negatively affect employees, teams, and organizations. It refers to low-intensity negative behaviors that violate social norms of respect, such as belittling comments, ignoring or excluding someone, and showing a lack of interest. Workplace incivility can lead to decreased job satisfaction, increased stress and burnout, and even turnover (Wang et al., 2020). To address workplace inclusivity, my employer can provide training on respectful communication and behavior, promote a culture of respect and inclusivity, and establish clear policies and consequences for workplace incivility (Wang et al., 2020). It is important for organizations to recognize the negative impact of workplace incivility and take action to create a more respectful and supportive workplace culture (Broome & Marshall, 2021).

A Sample Answer 2 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment

Title: NURS 6053 Workplace Environment Assessment Assignment

The health of a workplace has a significant effect on employee performance and productivity. A work environment assessment was done on my practice site using the Clarks Healthy Workplace Inventory. The organization scored 54, which translates into an unhealthy organization as per Clarks Healthy Workplace Inventory assessment. The organization’s score in of the assessment items were somewhat untrue and neutral.

Some things surprised me about the results of the work environment assessment. One of them is the organization’s score. I believed that most of the staff in the organization perceived it a healthy workplace. The leadership and management pride themselves in implementing staff-centered interventions that contribute to their empowerment and performance. However, it appears that the staff have contrary opinions and experiences about these interventions. The other thing that surprised me from the assessment is that most of the employees reported that they have low level of job satisfaction, morale, and engagement. Employee job satisfaction is a crucial ingredient for the delivery of high-quality, safe, and efficient care in healthcare (Giménez Lozano et al., 2021). However, it was surprising that most employees reported being demotivated yet the organization’s statistics such as turnover rates and adverse events have been low over the past years.

One of the ideas that I believed before conducting the assessment and was confirmed is the lack of transparent and direct communication at all the organization’s level. The communication environment in the organization is one-way. The management makes decisions to be imposed on the staff without the consideration of their views. As a result, most of the staff express dissatisfaction with the manner in which the management undertakes its functions (Hashish, 2020). This was confirmed by most of the staff who reported that the statement on communication being transparent, direct, and respectful being completely untrue. As noted initially, the results of the assessment mean that the organization is not a safe workplace. It does not prioritize the needs of its staff in the implementation of different strategies, hence, having the potential of affecting performance and competitiveness of the organization.

NURS 6053 Workplace Environment Assessment Assignment

References

Giménez Lozano, J. M., Martínez Ramón, J. P., & Morales Rodríguez, F. M. (2021). Doctors and Nurses: A Systematic Review of the Risk and Protective Factors in Workplace Violence and Burnout. International Journal of Environmental Research and Public Health, 18(6), Article 6. https://doi.org/10.3390/ijerph18063280

Hashish, E. A. A. (2020). Nurses’ perception of organizational justice and its relationship to their workplace deviance. Nursing Ethics, 27(1), 273–288. https://doi.org/10.1177/0969733019834978

A Sample Answer 3 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment

Title: NURS 6053 Workplace Environment Assessment Assignment

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.My workplace is civil because there is mutual respect for each other, thereby fostering a
more effective and efficient environment. Members tend to stay longer at my workplace because
the managers and the administration respect and value each member, thus promoting
commitment to achieving the set goals (Clark, 2018). This helps in the attainment of the goals for
the company because the nurses are devoted. It inspires loyalty, training, and organizational
commitment (Clark, 2018).

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.

Click here to ORDER NOW FOR AN ORIGINAL PAPER ON NURS 6053 Workplace Environment Assessment Assignment

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.

A Sample Answer 4 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment

Title: NURS 6053 Workplace Environment Assessment Assignment

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.

A Sample Answer 5 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment

Title: NURS 6053 Workplace Environment Assessment Assignment

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.

A Sample Answer 6 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment

Title: NURS 6053 Workplace Environment Assessment Assignment

Healthcare professionals should work in environments that support interprofessional collaboration, protect them from bullying and other uncivil behaviors, and sustain individual development. Due to their critical role in primary care, nurses require guidance, mentorship, and active engagement in decision-making. However, not all workplaces provide nurses with a healthy and safe environment to provide optimal patient care and optimize personal development. Incivility is typical in many institutions, and its magnitude depends on leadership, employee empowerment programs, and behavior management policies, among other factors. A workplace diagnosis helps assess the incivility level and interventions required to promote civility. The purpose of this paper is to describe the workplace environment assessment results, concept/theory, and strategies for creating high-performance interprofessional teams.

Work Environment Assessment

Assessments reveal the health status of an organization. They evaluate many aspects, and the Clark Healthy Workplace Inventory diagnoses potential problems regarding civility in an organization. The organization scored 59 on the inventory and one’s impression. The score demonstrates low performance on critical organizational factors that promote a healthy workplace, including the organizational culture and environment. Multiple factors contribute to such a score, and the chances of interprofessional collaboration and organizational development are usually low.

The facility also lacks appropriate preceptorship plans for new workers. The lack of orientation exposes them to confusion and bullying, among other features of uncivil workplaces. Other contributing factors include the lack of mentorship for current employees’ culture evaluation programs. The situation would have been better if the organization had assessed its culture regularly and responded effectively. The institution also lacks adequate resources to promote career progression, which impedes professional development. Consequently, it is challenging to retain experienced and top nurses. The other factor to blame for the discouraging score is a leadership model that excludes employees in decision-making.

The two surprising outcomes are the organization’s ill state and its unchanged culture. Considering how the organizational environment and workplace relationships profoundly affect patient care, healthcare institutions should avoid uncivil behaviors and invest heavily in positive cultures. Among the dominant organizational perspectives, the institution does not regard employees as valuable participants in decision-making and organizational growth. After checking numerous “totally untrue boxes” scale components, the overall result confirmed the same. This implies ineffective organizational governance. The other major worry was employee appreciation, which was lacking since employees are not regarded as valuable assets. According to Flynn et al. (2021), employee appreciation helps employees feel more secure and satisfied, motivating them to continue their work. Such motivation ensures that employees are more inclined to healthy behaviors and avoid uncivil acts.

The results confirmed the need for transformative change, a view held before conducting the review. A leadership that does not revere employee participation is retrogressive and hampers civility in the workplace. From the findings, current leadership styles are ineffective, and a shift is inevitable for the organization to achieve its vision and goals. A practical way to achieve these goals is to advocate for and practice transformative leadership, whose central tenet is inspiration and working together to achieve the desired vision (Seljemo et al., 2020). The organization, through its leader, must also ensure the satisfaction of both workers and patients.

Generally, the score (59) reveals an unhealthy and uncivil workplace. Incivility hampers nurses’ mental health and reduces overall productivity (Kile et al., 2018). The situation is worse in workplaces where the leadership has not implemented robust policies for preventing incivility and promoting healthy relationships. Unhealthy and uncivil workplaces are also associated with patient safety concerns, implying low patient satisfaction. Due to such outcomes, immediate, practical interventions are necessary. The situation should be addressed before reaching unmanageable levels.

Reviewing the Literature

Nursing literature has explored workplace incivility in-depth and recommended multiple interventions for understanding and addressing the problem. Cognitive rehearsal is among the widely explored concepts. According to Griffin and Clark (2014), cognitive rehearsal is an effective behavioral strategy for addressing incivility and lateral violence in the workplace. It has three interrelated components. The first component is participating in informative instruction regarding incivility and lateral violence. Secondly, those vulnerable to workplace incivility are taught to identify and rehearse specific phrases for addressing incivility. The third component is practicing the phrases to be more familiar with their application in real-life situations.

Cognitive rehearsal empowers nurses to identify and respond effectively to uncivil behaviors. Since their probability is high, organizational management should embrace cognitive rehearsal as a behavioral intervention strategy for current and new nurses. Griffin and Clark (2014) analyzed the effectiveness of cognitive rehearsal for newly licensed nurses. They found that cognitive rehearsal enabled new nurses to stop uncivil behaviors against them completely. Kile et al. (2018) found cognitive rehearsal highly effective in improving nurses’ confidence to defend themselves against incivility. They were also better positioned to recognize workplace incivility and report related behaviors.

Regarding the relationship between the concept (cognitive rehearsal) and the work environment assessment, nurses and other healthcare workers may be trained to overcome workplace incivility through the cognitive rehearsal approach. Currently, it is challenging to achieve the desired vision and purpose without reviewing and changing the organizational culture. A crucial part of the required review is empowering nurses and healthcare workers in recognizing and reacting to distressing behaviors and remarks from leaders or colleagues. Cognitive rehearsal training should be part of the organizational policies for improving its health. The management should also continually measure employee satisfaction and engagement, purposing to empower its workforce and enhance civility.

Cognitive rehearsal can improve the overall organizational health and play a critical role in creating stronger teams. Currently, the organization does not promote a learning culture to help employees advance their careers. Healthcare organizations should consider on-the-job training to strengthen nurses’ interprofessional abilities. Cognitive rehearsal training should be among the central components of on-the-job training. Through cognitive rehearsal, nurses learn what workplace incivility entails and how to promote a civil workplace. They further learn to associate with like-minded colleagues who do not participate in uncivil behaviors. Kile et al. (2018) and Clark (2019) further recommended healthcare facilities invest in education programs that teach cognitive rehearsal to improve their health and staff collaboration. The education team should also provide continuing leadership development programs that include mental tests to assess nurses’ ability to cope with stressful situations.

Evidence-Based Strategies to Create High-Performance Interprofessional Teams

An organization’s progressive growth depends on its strategies to address its shortcomings. Leading causes of incivility, as the workplace assessment revealed, include lack of employee orientation and employee appreciation programs. In response, a robust nurse orientation program is necessary. Such a program introduces new employees to the organizational policies, culture, and workforce. Nurses feel more positive about the organization when they understand its structure and people. Nurse orientation programs are a critical part of the enculturation that helps produce competent nurses ready to provide quality patient care (Church et al., 2020). Besides orientation, employee recognition and reward programs should be part of the interventions for organizational development. The work environment assessment revealed that the leaders rarely appreciate employees and do not consider them in decision-making. Employees’ appreciation is necessary to strengthen the leaders-employees bond. Appreciation also makes employees feel valued and a pivotal part of the organization. Such appreciation encourages them to collaborate and engage positively as crucial members of the healthcare team.

The organization can also implement several strategies to bolster successful practices revealed in the work environment assessment. The focus should be on nurse retention, which the leaders try, but it is not up to the expected levels. Employee recognition through rewards is among the most effective nurse retention programs. Recognition improves the nurses’ mental connection with the facility since it makes them feel more valued (Flynn et al., 2021). The other effective strategy is the leaders to ensure adequate nurse-to-patient staffing ratios. Adequate staffing prevents nurse burnout, a leading cause of nurse turnover in healthcare organizations (Kelly et al., 2021). These strategies can be used independently or interchangeably as situations prompt.

Conclusion

The healthcare staff should always be mentally, physically, and emotionally ready to provide patient care and collaborate with colleagues. A practical way of ensuring they are ready is by preventing workplace incivility. The work environment assessment revealed an unhealthy and uncivil workplace where the leaders rarely engage and appreciate employees. Due to the far-reaching effects of such workplaces on patient care, practical interventions are necessary. Cognitive rehearsal is a highly effective approach for empowering nurses to recognize and respond to workplace incivility.

References

Church, C. D., White, M., & Cosme, S. (2020). Helping students identify a healthy transition-to-practice work environment. Nurse Educator, 45(4), 174-176. doi: 10.1097/NNE.0000000000000751

Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44–52. doi:10.1016/s2155-8256(19)30082-1

Flynn, W. J., Valentine, S. R., & Meglich, P. (2021). Healthcare human resource management. Cengage Learning.

Griffin, 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 Nursing, 45(12), 535-542. doi:10.3928/00220124-20141122-02

Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing outlook, 69(1), 96-102. https://doi.org/10.1016/j.outlook.2020.06.008

Kile, D., Eaton, M., deValpine, M., & Gilbert, R. (2018). The effectiveness of education and cognitive rehearsal in managing nurse‐to‐nurse incivility: A pilot study. Journal of Nursing Management, 27(3), 543–552. doi:10.1111/jonm.12709

Seljemo, C., Viksveen, P., & Ree, E. (2020). The role of transformational leadership, job demands and job resources for patient safety culture in Norwegian nursing homes: A cross-sectional study. BMC Health Services Research, 20(1), 1-8. https://doi.org/10.1186/s12913-020-05671-y

A Sample Answer 7 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment

Title: NURS 6053 Workplace Environment Assessment Assignment

The key to changing world is by listening to one another, giving each other chances to be heard can prevent chaos in the workplace and the work at large, the stress encounter in healthcare work environment could create lack of respectful way of communication. Poor communication and lack of knowledge are barrier to successful interprofessional collaboration (Broome & Marshall, 2021). our ability to cope with stress and control our emotion and talk to each other with respect hinges upon our ability to handle stress.

Description of Work Environment Assessment

My workplace scored 42 on the Clark Health Workplace Inventory, indicating that my workplace is very unhealthy. My workplace scored 4 points each under 2 statement categories “Individual and collective achievement are celebrated and publicized equitably” and “There is a comprehensible mentoring program for employees.” My workplace scored 1 point each on the statement “The workload is reasonable, manageable, and fairly distributed” and “Members of the organization use effective conflict resolution skills and address disagreements respectfully and responsibly.” My organization scored 2 points each in all other statement categories.

Members of my organization do not live by a shared vision and mission based on trust, respect, and collegiality. A shared mission and vision in an organization are critical because it helps to shed light on an organization’s direction. The actualization of shared vision hinges on its ability to form a sense of ownership among the team members in an organization. A well-embraced shared vision brings about a sense of identity that will run in the organization, and an organization that embraces a shared vision will grow.

My organization needs more trust between and among formal and other workforce members. When trust is infused in organization tasks get done with ease. Communication at all levels of the organization needs to be more transparent and direct. Effective communication is always essential to nurses (Wynn et al., 2023). Poor communication kills employee morale and engagement, resulting in poor productivity and satisfaction. Poor communication affects cooperation and collaboration among workers. In my organization, employees are not seen as assets. When a company sees employees as assets, it will nurture employee talents and help them grow. When an employee is valued, they tend to maximize their potential.

My organization needs teamwork, spirit, and collaboration. Interdisciplinary collaboration is a means of enhancing future healthcare (Broome & Marshall, 2021). There is some degree of a mentoring program for all the employees’, mentoring program is vital in the organization because it provides employees with necessary support and guidance. Mentorship promotes cohesion and collaboration in an organization. My organization does not lay emphasis on employee wellness and self-care. A good employee is a happy employee, and a happy employee results in high productivity.

My organization needs to gain the ability to continuously assess organizational culture, organization can take measures to improve organizational culture through the assessment of organizational culture. Members of my organization are not engaged in shared governance, do not engage in shared governance no joint decision-making effort or policy is being developed. At my organization workload could be more reasonable. Work needs to be fairly shared. Managing team workload is essential to prevent burnout and stress from work.

My organization has no room for free expression or opposing ideas. In my organization, there needs to be more competitive salaries and benefits. When an organization offers a competitive pay rate, it enhances overall job satisfaction and zero opportunities for promotion, although there is a certain degree of provision for career advancement. In my organization, employee turnover is very high, and my organization needs to attract or retain the best and the brightest employee. Many employees will not recommend my organization as an excellent workplace for their friends.

How Civil is My Workplace – Explanation

Civility means politeness, showing courtesy, the ability to control one’s emotions, and a respectful way of treating others. Civility at the workplace is a vital behavior an employee must exhibit in an organization; civilized behavior is interpersonal rules of engagement that dictate how people interact with each other civility is essential in the workplace. Civility is showing respect to another coworker at work. Civility at work brings about greater job satisfaction and a governable atmosphere. Civility has a relationship with improving morale and the spirit of teamwork.

When I look at my organization, there is a lack of civility and respect, resulting in a harmful environment. Lack of civility at work contributes to emotional exhaustion, sickness, burnout, and a high turnover. It causes chaos. Staffing levels and turnover negatively affect the quality of care in nursing homes (Cimarolli et al., 2022). The lack of civility at my organization serves as a basis for increased grievances. Nurses bully other nurses, causing depression and anxiety among employees. Bullying is a systematic sequence of behavior designed to erode, debase and humiliate others (Griffin & Clark, 2014). My organization cannot authoritatively say that employees are treating each other with respect, and my organization cannot say that they can effectively handle conflicts between employees. My organization cannot say they have an effective way of addressing lousy behavior among their staff.

Incivility I experienced at work

I experienced incivility when I got hired at a nursing home. Incivility among healthcare workers can create an unsafe working environment that can result in poor patient care (Clark et al., 2011). I have been bullied at work by other nurses. When I got hired, I did not know that some nurses were using the schedule/shift my organization was trying to give me as overtime. These old nurses try their best to frustrate me so that I can quit the job, and they can continue to enjoy their overtime, and the company continues to suffer high turnover and a bad image.

However, the new Director of Nursing, a transformational leader, addressed the issue and put the old nurses in order. Leadership is a position of influence, a process that takes place in a group setting, and it has to do with achieving goals that represent a shared vision (Riesch et al., 2023). In an attempt for these old nurses to sabotage my effort, they exhibited various deviant behavior with ambiguous intent to push me out of the facility. Their nefarious behavior included insulting remarks, dirty looks, and intentionally ignoring my input.

They do not want me to ask questions. However, they love querying me, telling our supervisor that they did not know my whereabouts when I just saw them a minute ago, talking to me using a condescending tone, talking about me behind me, trying to prove that they are competent at the expense of my image, accusing professional competence, displaying the silent accusation about professional competence, displaying the silent treatment. In this case, it is the old nurses that are being uncivil. Uncivil encounters in the patient environment can create uncertainty self- doubt, erode self-confidence, and affect the critical thinking ability of a nurse (Clark, 2019).

How the Incivility was Addressed

Incivility at work costs the organization plenty of resources, sometimes affecting its technical and logical problems. Bullying and incivility significantly affect employees psychologically (Alberts, 2022). At my organization, we recently had a good Director of Nursing, and she models good behavior. She did not make excuses, and she did not dismiss my concerns. She immediately agreed with my perception and believed what I said about other nurses’ attitudes. She discovered that the problem I pointed out could affect productivity and increase employee turnover. The director of Nursing held everyone accountable, and she addressed the issue. When I brought it to her notice, she called and talked to all the nurses involved without implicating me.

The director of nursing redefines acceptable conduct at work. Every time the director of nursing sees me coming to work, she always asks how I am doing and listens to my answer. The more she shows me she cares and is willing to listen to me, the more I share potential problems with her. My Director of Nursing utilizes her conflict resolution skills to address my problem. The workload at that facility was hectic, but because of the director of Nursing’s professionalism, I decide to hang on.

Conclusion

The nature of interaction among employees can influence how they discharge their responsibility and how healthcare is delivered. The code of ethic for Nurses describes vividly, the nurse’s obligation to promote safe, ethical environment and culture that encourage civility and affection, dealing with colleagues, coworkers, we encounter with civility, creating a feel free environment at work place, enables employee to speak up. Creating a civil working environment requires a shard organizational vision, values, and team norms. Developing and maintaining of high level of staff, group, and organizational civility, bring up the topic of civility at all quarters of the organization.

References

Alberts, H. L. (2022). Addressing bullying and incivility in clinical nursing education. Teaching and Learning in Nursing, 17(4), 433–437. https://doi.org/10.1016/j.teln.2022.05.004Links to an external site.

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 Nursing, 48, 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 Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563Links to an external site.

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice. JONA: The Journal of Nursing Administration, 41(7/8), 324–330. https://doi.org/10.1097/nna.0b013e31822509c4Links to an external site.

Riesch, S. K., Chiappa, J., Floyd, N., & Ponce, M. (2023). The chief nursing officer shared leadership model. Nurse Leader, 21(1), 31–37. https://doi.org/10.1016/j.mnl.2022.09.006Links to an external site.

Wynn, S. T., Ratcliffe, C. J., & Hardin, L. (2023). Ready, set, woo: Refining nursing students’ communication skills. Teaching and Learning in Nursing. https://doi.org/10.1016/j.teln.2023.03.004Links to an external site.Links to an external site.

A Sample Answer 8 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment

Title: NURS 6053 Workplace Environment Assessment Assignment

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.

Grading Rubric

Performance Category	100% or highest level of performance 100% 16 points	Very good or high level of performance 88% 14 points	Acceptable level of performance 81% 13 points	Inadequate demonstration of expectations 68% 11 points	Deficient level of performance 56% 9 points	Failing level of performance 55% or less 0 points
Total Points Possible= 50	16 Points	14 Points	13 Points	11 Points	9 Points	0 Points
Scholarliness Demonstrates achievement of scholarly inquiry for professional and academic topics.	Presentation of information was exceptional and included all of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information was good, but was superficial in places and included all of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information was minimally demonstrated in all of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information is unsatisfactory in one of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information is unsatisfactory in two of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information is unsatisfactory in three or more of the following elements Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information
	16 Points	14 Points	13 Points	11 Points	9 Points	0 Points
Application of Course Knowledge Demonstrate the ability to analyze and apply principles, knowledge and information learned in the outside readings and relate them to real-life professional situations	Presentation of information was exceptional and included all of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information was good, but was superficial in places and included all of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information was minimally demonstrated in the all of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information is unsatisfactory in one of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from and scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information is unsatisfactory in two of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information is unsatisfactory in three of the following elements Applies principles, knowledge and information and scholarly resources to the required topic. Applies facts, principles or concepts learned scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.
	10 Points	9 Points			6 Points	0 Points
Interactive Dialogue Initial post should be a minimum of 300 words (references do not count toward word count) The peer and instructor responses must be a minimum of 150 words each (references do not count toward word count) Responses are substantive and relate to the topic.	Demonstrated all of the following: Initial post must be a minimum of 300 words. The peer and instructor responses must be a minimum of 150 words each. Responses are substantive Responses are related to the topic of discussion.	Demonstrated 3 of the following: Initial post must be a minimum of 300 words. The peer and instructor responses must be a minimum of 150 words each. Responses are substantive Responses are related to the topic of discussion.			Demonstrated 2 of the following: Initial post must be a minimum of 300 words. The peer and instructor responses must be a minimum of 150 words each. Responses are substantive Responses are related to the topic of discussion.	Demonstrated 1 or less of the following: Initial post must be a minimum of 300 words. The peer and instructor responses must be a minimum of 150 words each. Responses are substantive Responses are related to the topic of discussion.
	8 Points	7 Points	6 Points	5 Points	4 Points	0 Points
Grammar, Syntax, APA Points deducted for improper grammar, syntax and APA style of writing. The source of information is the APA Manual 6th Edition Error is defined to be a unique APA error. Same type of error is only counted as one error.	The following was present: 0-3 errors in APA format AND Responses have 0-3 grammatical, spelling or punctuation errors AND Writing style is generally clear, focused on topic,and facilitates communication.	The following was present: 4-6 errors in APA format. AND/OR Responses have 4-5 grammatical, spelling or punctuation errors AND/OR Writing style is somewhat focused on topic.	The following was present: 7-9 errors in APA format. AND/OR Responses have 6-7 grammatical, spelling or punctuation errors AND/OR Writing style is slightly focused on topic making discussion difficult to understand.	The following was present: 10- 12 errors in APA format AND/OR Responses have 8-9 grammatical, spelling and punctuation errors AND/OR Writing style is not focused on topic, making discussion difficult to understand.	The following was present: 13 – 15 errors in APA format AND/OR Responses have 8-10 grammatical, spelling or punctuation errors AND/OR Writing style is not focused on topic, making discussion difficult to understand. AND/OR The student continues to make repeated mistakes in any of the above areas after written correction by the instructor.	The following was present: 16 to greater errors in APA format. AND/OR Responses have more than 10 grammatical, spelling or punctuation errors. AND/OR Writing style does not facilitate communication
	0 Points Deducted					5 Points Lost
Participation Requirements	Demonstrated the following: Initial, peer, and faculty postings were made on 3 separate days					Failed to demonstrate the following: Initial, peer, and faculty postings were made on 3 separate days
	0 Points Lost					5 Points Lost
Due Date Requirements	Demonstrated all of the following: The initial posting to the graded threaded discussion topic is posted within the course no later than Wednesday, 11:59 pm MT. A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT.					Demonstrates one or less of the following. The initial posting to the graded threaded discussion topic is posted within the course no later than Wednesday, 11:59 pm MT. A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT.