Sample Answer for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT Included After Question<\/strong><\/em><\/h2>\nHow healthy is your workplace?<\/span>\u00a0<\/span><\/p>\nYou 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\u2019t 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.<\/span>\u00a0<\/span><\/p>\nThere are many factors and measures that may impact organizational health<\/a>. 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.<\/span>\u00a0<\/span><\/p>\n![\"NURS](\"http:\/\/nursingassignmentcrackers.com\/wp-content\/uploads\/2024\/01\/Capture-2-4-300x79.png\")
NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/figcaption><\/figure>\nTo Prepare:<\/span><\/b>\u00a0<\/span><\/h2>\n\n- Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).<\/span>\u00a0<\/span><\/li>\n
- Review and complete the Work Environment Assessment Template in the Resources.<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
By Day 3 of Week 7<\/span><\/b>\u00a0<\/span><\/h2>\nPost<\/span><\/b>\u202fa 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.<\/span>\u00a0<\/span><\/p>\nBy Day 6 of Week 7<\/span><\/b>\u00a0<\/span><\/h2>\nRespond<\/span><\/b>\u202fto at least\u202f<\/span>two<\/span><\/b>\u202fof your colleagues\u202f<\/span>on two different days<\/span><\/b>\u202fby sharing ideas for how shortcomings discovered in their evaluations and\/or their examples of incivility could have been managed more effectively.<\/span>\u00a0<\/span><\/p>\nClick on the\u202f<\/span>Reply<\/span><\/b>\u202fbutton below to reveal the textbox for entering your message. Then click on the\u202f<\/span>Submit<\/span><\/b>\u202fbutton to post your message.<\/span>\u00a0<\/span><\/p>\nA Sample Answer For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nTitle: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nThe 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.\u202f (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.<\/span>\u00a0<\/span><\/p>\n(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.<\/span>\u00a0<\/span><\/p>\nA 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.<\/span>\u00a0<\/span><\/p>\nReferences<\/span><\/b>\u00a0<\/span><\/h2>\nDawdy, K., McGuffin, M., & Fegan, C. (2020). Understanding team dynamics to promote team building in a radiotherapy department.\u202f<\/span>Journal of Radiotherapy in Practice<\/span><\/i>, 1\u20136. https:\/\/doi.org\/10.1017\/s1460396920000813<\/a><\/span>\u00a0<\/span><\/p>\nHossny, E. K., & Sabra, H. E. (2020). Effect of nurses’ perception of workplace civility climate on nurse-physician collaboration.\u202f<\/span>Nursing Open<\/span><\/i>,\u202f<\/span>8<\/span><\/i>(2). https:\/\/doi.org\/10.1002\/nop2.666<\/a><\/span>\u00a0<\/span><\/p>\nA Sample Answer 2 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nTitle: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nThis is an informative and\u202fwell-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.<\/span>\u00a0<\/span><\/p>\nAs 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.<\/span>\u00a0<\/span><\/p>\nGreat 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).<\/span>\u00a0<\/span><\/p>\nReferences<\/span>\u00a0<\/span><\/h2>\nClark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44-52.<\/span>\u00a0<\/span><\/p>\nClark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse today, 10(11), 18-23.<\/span>\u00a0<\/span><\/p>\nCrawford, 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.<\/span>\u00a0<\/span><\/p>\nA Sample Answer 3 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nTitle: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nVery intersting and informative post.\u202f 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.\u202f<\/span>\u00a0<\/span><\/p>\n\u202f<\/span>\u00a0<\/span>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.<\/span>\u202f There is no shared governance, no chain of command, everyone does what they want with\u202f 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\u202f nothing from department level. Am still there because is close to where I live, no long commute. I gues I cannot have it all.<\/span>\u00a0<\/span><\/p>\nNurse empowerment and self-esteem increases awareness to nurses\u2019 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.<\/span>\u00a0<\/span><\/p>\nThank you for your post and all the best.<\/span>\u00a0<\/span><\/p>\n\u202f<\/span>\u00a0<\/span>References<\/span><\/b>\u00a0<\/span><\/h2>\nClark, C, M., (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved<\/span>\u00a0<\/span><\/p>\nhttps:\/\/www.americannursetoday.com\/wp-content\/uploads\/2015\/11\/ant11-CE-Civility-1023.pdf<\/span><\/a>\u00a0<\/span><\/p>\nStagg 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<\/span>\u00a0<\/span><\/p>\nA Sample Answer 4 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nTitle: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nHi Khushbu!\u202f I really enjoyed reading your article.\u202f Effective communication is the key to success in every aspects of our lives.\u202f Communication comes in many forms.\u202f You are correct, communication is essential.<\/span>\u00a0<\/span><\/p>\nDue to the increasing number of health care leaders calling for organizations to adopt comprehensive strategies to address the issue of limited health literacy, Group Health has launched a Plain Language initiative. This initiative is aimed at improving the communication between its members and health care professionals.\u202f\u202fThrough the Plain Language initiative, Group Health has been able to improve the communication between its members and health care professionals. As a result, it has become more common for health care leaders to call for organizations to adopt comprehensive strategies to address the issue of limited health literacy\u202f \u202f(Wickand & Ramos, 2009).\u202f \u202f\u202f<\/span>\u00a0<\/span><\/p>\nAs the central figure in the workings of health care organizations, nurses play a vital role in advocating for their patients. They are also responsible for communicating concerns about working conditions and patient care. Unfortunately, in some healthcare organizations, communication is still problematic.\u202f\u202fProblems with communication within health care organizations have been linked to various medical errors and unsafe practices. In 2004, it was reported that patients could be at risk due to nurses’ refusal to speak up. In 2010, Sammer and colleagues found that communication is very important in the safety culture of healthcare organizations (Sibiya, 2018).<\/span>\u00a0<\/span><\/p>\nThe key factors that influence the quality of communication within healthcare organizations are transparency, assertion, and speaking up. In 2004, the IOM identified various factors that could improve the safety culture of healthcare organizations. These include improving the relationships between physicians and nurses, establishing more collaborative governance, and ensuring that the lowest level of the team is able to raise concerns (Sibiya, 2018).<\/span>\u00a0<\/span><\/p>\nDespite the positive effects of open communication in the healthcare system, there are still problems with it in some areas. One of the reasons why nurses find it difficult to speak up is due to their lack of confidence in their ability to do so. This is a relatively new area of nursing research.\u202f\u202fUnderstanding the factors that influence the confidence of nurses in their ability to speak up is very important to improve the quality of communication within healthcare organizations. This research will also help managers and nurses develop their knowledge about how to improve the safety culture of their organizations (Garon, 2021).<\/span>\u00a0<\/span><\/p>\n\u00a0<\/span><\/p>\nReferences:<\/span>\u00a0<\/span><\/h2>\nKimberly Wicklund & Kathryn Ramos\u202f(2009)\u202fPlain Language: Effective Communication in the Health Care Setting,<\/span>\u202f<\/span><\/i>Journal of Hospital Librarianship<\/span><\/i>,\u202f9:2,\u202f177-185.<\/span>\u00a0<\/span><\/p>\n\u202fDOI:\u202f<\/span>10.1080\/15323260902812740<\/span><\/a>\u202f<\/span>\u00a0<\/span><\/p>\nGARON, M. (2012), Speaking up, being heard: registered nurses\u2019 perceptions of workplace communication.<\/span>\u202fJournal of Nursing Management,<\/span><\/i>\u202f20: 361-371.<\/span>\u00a0<\/span><\/p>\n\u202f<\/span>https:\/\/doi.org\/10.1111\/j.1365-2834.2011.01296.x<\/span><\/a>\u00a0<\/span><\/p>\nSibiya, M. N. (2018). Effective communication in nursing.\u202f<\/span>Nursing<\/span><\/i>,\u202f<\/span>19<\/span><\/i>, 20-34.<\/span>\u00a0<\/span><\/p>\nA Sample Answer 5 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nTitle: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nHello Khushbu! You have provided an insightful and interesting post about workplace environment assessment. Based on your assessment, it is clear that the incivility faced by the organization is conflict among the staff. It is important to address conflicts between staff to help in increasing trust, developing effective relationships, increasing productivity and performance, and reduction of stress and absenteeism (Kuriakose et al., 2019). In the case you have provided where there was a heated confrontation between two nurses, various steps can be taken by the supervisor to address the problem. The first step is to speak to individual nurses separately to get their concerns. The second step is to bring them together and take the role of moderator. The parties to the conflict should be encouraged to share their ideas, state what they need, and encourage to suggest solutions to their problem. The next step is to create a plan detailing actions for reconciliation. The adverse parties should be held accountable and pushed to commit to this plan. The next step is a follow-up, which entails ensuring that issues are properly addressed by following up on the case (Adekunle et al., 2019).\u202f<\/span>\u00a0<\/span><\/p>\n\u202f<\/span>\u00a0<\/span><\/p>\nReferences<\/span>\u00a0<\/span><\/h2>\nAdekunle, A. M., Abimbola, O. S., & Ehimen, E. J. (2019). Conflicts management strategies: A tool for industrial harmony.\u202f<\/span>Journal of Varna University of Economics<\/span><\/i>,\u202f<\/span>63<\/span><\/i>(1), 19-34. https:\/\/www.ceeol.com\/search\/article-detail?id=767006<\/a><\/span>\u00a0<\/span><\/p>\nKuriakose, V., Sreejesh, S., Wilson, P. R., & Anusree, M. R. (2019). The differential association of workplace conflicts on employee well-being: The moderating role of perceived social support at work.\u202f<\/span>International Journal of Conflict Management<\/span><\/i>,\u202f<\/span>30<\/span><\/i>(5), 680-705. https:\/\/doi.org\/10.1108\/IJCMA-05-2018-0063<\/a><\/span>\u00a0<\/span><\/p>\nA Sample Answer 6 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nTitle: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\nesteem and confidence, and approximately 27% of individuals in the United States have experienced some form of abusive conduct (Griffith & Clark, 2014).<\/p>\n
It was unfortunate that you experienced bullying at the nursing home, but it was good that you had a Director who was supportive, addressed the issue, and held everyone accountable. I worked in a nursing home for approximately one year as a new LPN before I left when I got my RN. It was overwhelming. I was always asked to work over several times in a week and sometimes had over 30 patients because someone either called out or there was not enough staff. One time the Director of Nursing said she would come and help me pass out morning medications when I worked night shift and at least twice, she did not show up to help. It made me feel invaluable and unworthy.<\/p>\n
I was also bullied when I worked at a hospital as a Charge Nurse. I was an RN for about eight months and did not want the role but it was forced on me. Others would tell me how to do the job and what I was not doing correctly. One time another nurse was upset with me because I addressed an issue regarding her patient while she was on break. She did not tell me she went on break, was off the floor, and I had tried several times to call her and was unable to reach her. I talked with the Director the next day regarding the situation who gave suggestions as to how I could have handled it differently but she did not address the other nurse. These things led me to leave about a year after I worked as a new RN. It is so important that we are heard and issues are addressed. This will reduce turnover and improve satisfaction on the job.<\/p>\n
Thank you for sharing.<\/p>\n
References<\/h2>\n
Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace.\u00a0American Nurse Today, 10\u00a0<\/em>(11), 18-23. Retrieved from\u00a0https:\/\/www.americannursetoday.com\/wp-content\/uploads\/2015\/11\/ant11-CE-Civility-1023.pdfLinks to an external site.<\/a><\/p>\nGriffith, M., & Clark, C.M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later.\u00a0
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\u2019t 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.<\/span>\u00a0<\/span><\/p>\n There are many factors and measures that may impact organizational health<\/a>. 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.<\/span>\u00a0<\/span><\/p>\n Post<\/span><\/b>\u202fa 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.<\/span>\u00a0<\/span><\/p>\n Respond<\/span><\/b>\u202fto at least\u202f<\/span>two<\/span><\/b>\u202fof your colleagues\u202f<\/span>on two different days<\/span><\/b>\u202fby sharing ideas for how shortcomings discovered in their evaluations and\/or their examples of incivility could have been managed more effectively.<\/span>\u00a0<\/span><\/p>\n Click on the\u202f<\/span>Reply<\/span><\/b>\u202fbutton below to reveal the textbox for entering your message. Then click on the\u202f<\/span>Submit<\/span><\/b>\u202fbutton to post your message.<\/span>\u00a0<\/span><\/p>\n 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.\u202f (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.<\/span>\u00a0<\/span><\/p>\n (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.<\/span>\u00a0<\/span><\/p>\n 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.<\/span>\u00a0<\/span><\/p>\n Dawdy, K., McGuffin, M., & Fegan, C. (2020). Understanding team dynamics to promote team building in a radiotherapy department.\u202f<\/span>Journal of Radiotherapy in Practice<\/span><\/i>, 1\u20136. https:\/\/doi.org\/10.1017\/s1460396920000813<\/a><\/span>\u00a0<\/span><\/p>\n Hossny, E. K., & Sabra, H. E. (2020). Effect of nurses’ perception of workplace civility climate on nurse-physician collaboration.\u202f<\/span>Nursing Open<\/span><\/i>,\u202f<\/span>8<\/span><\/i>(2). https:\/\/doi.org\/10.1002\/nop2.666<\/a><\/span>\u00a0<\/span><\/p>\n This is an informative and\u202fwell-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.<\/span>\u00a0<\/span><\/p>\n 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.<\/span>\u00a0<\/span><\/p>\n 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).<\/span>\u00a0<\/span><\/p>\n Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44-52.<\/span>\u00a0<\/span><\/p>\n Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse today, 10(11), 18-23.<\/span>\u00a0<\/span><\/p>\n 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.<\/span>\u00a0<\/span><\/p>\n Very intersting and informative post.\u202f 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.\u202f<\/span>\u00a0<\/span><\/p>\n \u202f<\/span>\u00a0<\/span>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.<\/span>\u202f There is no shared governance, no chain of command, everyone does what they want with\u202f 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\u202f nothing from department level. Am still there because is close to where I live, no long commute. I gues I cannot have it all.<\/span>\u00a0<\/span><\/p>\n Nurse empowerment and self-esteem increases awareness to nurses\u2019 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.<\/span>\u00a0<\/span><\/p>\n Thank you for your post and all the best.<\/span>\u00a0<\/span><\/p>\n Clark, C, M., (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved<\/span>\u00a0<\/span><\/p>\n https:\/\/www.americannursetoday.com\/wp-content\/uploads\/2015\/11\/ant11-CE-Civility-1023.pdf<\/span><\/a>\u00a0<\/span><\/p>\n 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<\/span>\u00a0<\/span><\/p>\n Hi Khushbu!\u202f I really enjoyed reading your article.\u202f Effective communication is the key to success in every aspects of our lives.\u202f Communication comes in many forms.\u202f You are correct, communication is essential.<\/span>\u00a0<\/span><\/p>\n Due to the increasing number of health care leaders calling for organizations to adopt comprehensive strategies to address the issue of limited health literacy, Group Health has launched a Plain Language initiative. This initiative is aimed at improving the communication between its members and health care professionals.\u202f\u202fThrough the Plain Language initiative, Group Health has been able to improve the communication between its members and health care professionals. As a result, it has become more common for health care leaders to call for organizations to adopt comprehensive strategies to address the issue of limited health literacy\u202f \u202f(Wickand & Ramos, 2009).\u202f \u202f\u202f<\/span>\u00a0<\/span><\/p>\n As the central figure in the workings of health care organizations, nurses play a vital role in advocating for their patients. They are also responsible for communicating concerns about working conditions and patient care. Unfortunately, in some healthcare organizations, communication is still problematic.\u202f\u202fProblems with communication within health care organizations have been linked to various medical errors and unsafe practices. In 2004, it was reported that patients could be at risk due to nurses’ refusal to speak up. In 2010, Sammer and colleagues found that communication is very important in the safety culture of healthcare organizations (Sibiya, 2018).<\/span>\u00a0<\/span><\/p>\n The key factors that influence the quality of communication within healthcare organizations are transparency, assertion, and speaking up. In 2004, the IOM identified various factors that could improve the safety culture of healthcare organizations. These include improving the relationships between physicians and nurses, establishing more collaborative governance, and ensuring that the lowest level of the team is able to raise concerns (Sibiya, 2018).<\/span>\u00a0<\/span><\/p>\n Despite the positive effects of open communication in the healthcare system, there are still problems with it in some areas. One of the reasons why nurses find it difficult to speak up is due to their lack of confidence in their ability to do so. This is a relatively new area of nursing research.\u202f\u202fUnderstanding the factors that influence the confidence of nurses in their ability to speak up is very important to improve the quality of communication within healthcare organizations. This research will also help managers and nurses develop their knowledge about how to improve the safety culture of their organizations (Garon, 2021).<\/span>\u00a0<\/span><\/p>\n \u00a0<\/span><\/p>\n Kimberly Wicklund & Kathryn Ramos\u202f(2009)\u202fPlain Language: Effective Communication in the Health Care Setting,<\/span>\u202f<\/span><\/i>Journal of Hospital Librarianship<\/span><\/i>,\u202f9:2,\u202f177-185.<\/span>\u00a0<\/span><\/p>\n \u202fDOI:\u202f<\/span>10.1080\/15323260902812740<\/span><\/a>\u202f<\/span>\u00a0<\/span><\/p>\n GARON, M. (2012), Speaking up, being heard: registered nurses\u2019 perceptions of workplace communication.<\/span>\u202fJournal of Nursing Management,<\/span><\/i>\u202f20: 361-371.<\/span>\u00a0<\/span><\/p>\n \u202f<\/span>https:\/\/doi.org\/10.1111\/j.1365-2834.2011.01296.x<\/span><\/a>\u00a0<\/span><\/p>\n Sibiya, M. N. (2018). Effective communication in nursing.\u202f<\/span>Nursing<\/span><\/i>,\u202f<\/span>19<\/span><\/i>, 20-34.<\/span>\u00a0<\/span><\/p>\n Hello Khushbu! You have provided an insightful and interesting post about workplace environment assessment. Based on your assessment, it is clear that the incivility faced by the organization is conflict among the staff. It is important to address conflicts between staff to help in increasing trust, developing effective relationships, increasing productivity and performance, and reduction of stress and absenteeism (Kuriakose et al., 2019). In the case you have provided where there was a heated confrontation between two nurses, various steps can be taken by the supervisor to address the problem. The first step is to speak to individual nurses separately to get their concerns. The second step is to bring them together and take the role of moderator. The parties to the conflict should be encouraged to share their ideas, state what they need, and encourage to suggest solutions to their problem. The next step is to create a plan detailing actions for reconciliation. The adverse parties should be held accountable and pushed to commit to this plan. The next step is a follow-up, which entails ensuring that issues are properly addressed by following up on the case (Adekunle et al., 2019).\u202f<\/span>\u00a0<\/span><\/p>\n \u202f<\/span>\u00a0<\/span><\/p>\n Adekunle, A. M., Abimbola, O. S., & Ehimen, E. J. (2019). Conflicts management strategies: A tool for industrial harmony.\u202f<\/span>Journal of Varna University of Economics<\/span><\/i>,\u202f<\/span>63<\/span><\/i>(1), 19-34. https:\/\/www.ceeol.com\/search\/article-detail?id=767006<\/a><\/span>\u00a0<\/span><\/p>\n Kuriakose, V., Sreejesh, S., Wilson, P. R., & Anusree, M. R. (2019). The differential association of workplace conflicts on employee well-being: The moderating role of perceived social support at work.\u202f<\/span>International Journal of Conflict Management<\/span><\/i>,\u202f<\/span>30<\/span><\/i>(5), 680-705. https:\/\/doi.org\/10.1108\/IJCMA-05-2018-0063<\/a><\/span>\u00a0<\/span><\/p>\n esteem and confidence, and approximately 27% of individuals in the United States have experienced some form of abusive conduct (Griffith & Clark, 2014).<\/p>\n It was unfortunate that you experienced bullying at the nursing home, but it was good that you had a Director who was supportive, addressed the issue, and held everyone accountable. I worked in a nursing home for approximately one year as a new LPN before I left when I got my RN. It was overwhelming. I was always asked to work over several times in a week and sometimes had over 30 patients because someone either called out or there was not enough staff. One time the Director of Nursing said she would come and help me pass out morning medications when I worked night shift and at least twice, she did not show up to help. It made me feel invaluable and unworthy.<\/p>\n I was also bullied when I worked at a hospital as a Charge Nurse. I was an RN for about eight months and did not want the role but it was forced on me. Others would tell me how to do the job and what I was not doing correctly. One time another nurse was upset with me because I addressed an issue regarding her patient while she was on break. She did not tell me she went on break, was off the floor, and I had tried several times to call her and was unable to reach her. I talked with the Director the next day regarding the situation who gave suggestions as to how I could have handled it differently but she did not address the other nurse. These things led me to leave about a year after I worked as a new RN. It is so important that we are heard and issues are addressed. This will reduce turnover and improve satisfaction on the job.<\/p>\n Thank you for sharing.<\/p>\n Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace.\u00a0American Nurse Today, 10\u00a0<\/em>(11), 18-23. Retrieved from\u00a0https:\/\/www.americannursetoday.com\/wp-content\/uploads\/2015\/11\/ant11-CE-Civility-1023.pdfLinks to an external site.<\/a><\/p>\n Griffith, M., & Clark, C.M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later.\u00a0To Prepare:<\/span><\/b>\u00a0<\/span><\/h2>\n
\n
By Day 3 of Week 7<\/span><\/b>\u00a0<\/span><\/h2>\n
By Day 6 of Week 7<\/span><\/b>\u00a0<\/span><\/h2>\n
A Sample Answer For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
References<\/span><\/b>\u00a0<\/span><\/h2>\n
A Sample Answer 2 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
References<\/span>\u00a0<\/span><\/h2>\n
A Sample Answer 3 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
\u202f<\/span>\u00a0<\/span>References<\/span><\/b>\u00a0<\/span><\/h2>\n
A Sample Answer 4 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
References:<\/span>\u00a0<\/span><\/h2>\n
A Sample Answer 5 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
References<\/span>\u00a0<\/span><\/h2>\n
A Sample Answer 6 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT<\/strong><\/h2>\n
References<\/h2>\n