NURS 6053 Week 9 Assignment Nursing Workplace Environment Assessment

Introduction: As a professional nurse, my nursing workplace environment is shaped by various factors that significantly influence my daily performance and overall well-being.
These factors include the physical setting, the organizational culture, and, most importantly, the working conditions for staff members.
In particular, issues such as incivility in nursing, workplace bullying in healthcare, and workplace violence in healthcare have emerged as critical challenges that healthcare organizations must address.

These behaviors, characterized by intentional and harmful actions aimed at offending, humiliating, or distressing fellow colleagues, can have far-reaching negative consequences (ANA, n.d.). The impacts of incivility are severe, leading to diminished nurse job satisfaction, psychological trauma, and physical health issues (ANA, n.d.).
Furthermore, incivility in nursing impacts not only the well-being of employees but also patient care satisfaction and safety, highlighting the need for timely intervention (Griffin & Clark, 2014). Using tools such as the Clark Healthy Workplace Inventory Assessment, I have evaluated the health of my workplace environment, identified opportunities for improvement, and explored ways to enhance both my personal work environment and the organization at large.

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Part I: Assessing the Work Environment

Upon conducting the Clark (2015) assessment, which involves evaluating workplace health through 20 subjective statements in The Clark Healthy Workplace Inventory, I received an aggregate score of 78. This score indicates that my organization has a moderately healthy and civil nursing workplace environment. A closer look reveals a highly committed workforce that is dedicated to the organization’s success (Henry et al., 2020). The organization’s culture appears to prioritize the needs of both employees and patients, striving to address and support the personal and professional needs of all staff members.

While this score suggests a generally healthy environment, there is still room for improvement, and addressing this requires the concerted efforts of both the organization and its staff members. To foster civility in nursing, the organization must emphasize mutual respect among employees, with leadership playing a crucial role in modeling these behaviors. These efforts should be collaborative and consistently practiced to create lasting change (American Nurses Association, n.d.). As Wei et al. (2018) emphasize, a healthy work environment for nurses is built on principles of safety, satisfaction, and empowerment.

Part II: Reviewing the Literature

This literature review focuses on the theoretical models proposed by Clark and Olender (2011) to enhance the nursing workplace environment and foster civility in nursing among team members and leaders. These models stress the importance of ongoing educational training for all employees to build healthier relationships and develop effective communication skills in the workplace. Such strategies should go beyond conflict avoidance to encompass creating a professional atmosphere rooted in cultural respect and meaningful interactions. Organizations must implement programs that educate staff on the behaviors and attitudes that contribute to civility, thereby empowering employees to engage positively with one another (Clark et al., 2011).

Clark et al. (2011) propose a Conceptual Model for Fostering Civility in Nursing Education and Practice, which highlights the benefits of modeling constructive communication techniques. Adopting a zero tolerance for incivility in nursing and addressing issues as they arise can significantly reduce their occurrence and contribute to a more civil work environment. Establishing clear strategies for promoting civility in nursing within nursing practice and education is vital for the profession’s success. The conceptual framework identifies common stressors in nursing practice and education, such as inadequate knowledge, technology overload, heavy patient care responsibilities, and ineffective interpersonal relationships. These stressors are often exacerbated by poor leadership or management (Clark & Olender, 2011). Clark and Olender (2011) offer several thought-provoking questions for nurse leaders, such as “What are the most effective strategies for fostering civility in the practice setting?” and “How can nursing education and practice collaborate to foster civility?” These questions are especially relevant to my workplace and can help guide a thoughtful exploration of potential solutions.

To improve civility in nursing, effective communication is essential. My workplace score regarding mentoring programs for staff suggests an opportunity for improvement in this area. Structured nursing mentorship programs, in conjunction with ongoing clinical education, can support positive behaviors, enhance nurse job satisfaction, and promote workplace civility (Clark, 2011). A culture of mentorship can also support nursing retention strategies, offering nurses the opportunity for growth and empowerment.

Nursing leadership plays a critical role in fostering a healthy work environment for nurses. Nurse executives and managers agree that policies promoting a shared vision of civility are essential to fostering positive workplace behavior (Clark, 2011). These policies should clearly define the expectations for civil conduct and ensure that leadership holds all staff accountable. When leaders actively support and model these behaviors, employees are more likely to engage in similar actions, creating a positive and productive work environment.

Part III: Evidence-Based Strategies

The American Nurses Association (ANA, 2015) recommends that nurses reflect on their interactions with others and participate in programs that offer education and professional development focused on healthy communication and conflict resolution. These approaches not only enhance civility in nursing but also help nurses develop the skills necessary to deliver high-quality patient care satisfaction. One evidence-based strategy that can be particularly useful is self-reflection, which allows nurses to identify areas for improvement and develop constructive solutions. The “Situation-Task-Action-Result” (STAR) model, commonly used in nursing, is a helpful tool for analyzing and resolving workplace issues in a systematic manner (Hung et al., 2019).

Based on the findings of my workplace environment assessment, I suggest implementing two key strategies to address workplace bullying in healthcare and workplace incivility in nursing: conflict resolution in nursing and structured nursing mentorship programs. My organization has already initiated several mentorship programs within the nursing department, which provide valuable opportunities for less experienced nurses to receive guidance and support from seasoned colleagues. These programs, along with continued education and training opportunities, support the professional growth of nurses, which is crucial for maintaining nurse job satisfaction and improving nurse mental health. Organizations that promote a culture of respect, inclusion, and professionalism tend to see improved efficiency, productivity, and employee engagement (Gilbert, 2020). These efforts also contribute to creating a healthcare workplace culture where civility in nursing is the norm, not the exception.

Transparency and clear communication are critical to success in any organization. When management provides clear expectations and rewards positive behavior, employees are more motivated to contribute to the organization’s success. In the case of nursing retention strategies, fostering a culture of respect and mutual support encourages nurse job satisfaction, which in turn reduces turnover and improves patient care satisfaction outcomes (Zerwekh & Garneau, 2020).

Conclusion

Workplace incivility in nursing can be difficult to identify and often goes unreported, despite its prevalence. Research suggests that between 27% and 85% of nurses have experienced some form of incivility in the workplace (Becher & Visovsky, 2012). It is crucial to recognize the significance of fostering an environment that encourages nurses to perform at their best and provide safe, quality patient care. Every healthcare organization has a responsibility to prioritize patient care satisfaction by addressing workplace incivility in healthcare. By taking proactive measures to combat incivility and improve the nursing workplace environment, we can enhance nurse mental health, increase nurse job satisfaction, and ultimately contribute to better patient care satisfaction outcomes. Addressing incivility in nursing is not just a matter of improving the nurse work environment; it is essential to the success and sustainability of the healthcare system as a whole.

References

Becher J, Visovsky C. Horizontal violence in nursing. Medsurg Nurs. 2012;21(4):210–232.

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

Gilbert, J. A. (2020). How to Transform Workplace Bullies into Allies. IAP.

Henry, J., Eshleman, J., & Moniz, R. (2020). Cultivating Civility: Practical Ways to Improve a Dysfunctional Library. American Library Association.

Warrner, Judith MSN, RN; Sommers, Kathleen EdD, RN; Zappa, Mary DPT, ATC; Thornlow, Deirdre K. PhD, RN, CPHQ Decreasing workplace incivility, Nursing Management (Springhouse): January 2016 – Volume 47 – Issue 1 – p 22-30 doi: 10.1097/01.NUMA.0000475622.91398.c3

Zerwekh, J., & Garneau, A. (2020). Nursing Today – E-Book: Transition and Trends. Elsevier Health Sciences.

Part 1: Work Environment Assessment

The “workplace assessment” template serves as a tool for evaluating the health of a nursing workplace environment. It comprises a set of statements, each with several response options, allowing assessors to gauge the overall health of the workplace. Scores, ranging from 20 to 100, are assigned based on the chosen responses. Scores of 90 to 100 indicate a healthy workplace, 80 to 89 are reasonably good, 70 to 79 signify a poor environment, 60 to 69 indicate a less safe workplace, and scores below 50 represent extremely unhealthy working conditions.

The assessment, which focused on a nursing work environment, found that the workplace was reasonably healthy. Workers reported a sense of value in their contributions. While some of the feedback from the assessment was neutral, most responses were accurate (Marshall, 2016). Interestingly, a significant portion of nurses who had experienced adverse working conditions spoke up, prompting doctors to reassess their attitudes towards nurses. The level of consideration within a workplace has numerous implications, including its impact on patient care satisfaction and nurse mental health. When people experience a higher quality of life, they tend to be more content and attentive, which has a positive impact on me.

Despite the workplace being perceived as civil, various concerns emerged that demand attention. For instance, following a previous test, a patient refused to be treated by doctors based on ethnic bias. When the patient didn’t see her nurse as expected, she was informed that the doctor was annoyed, leading to further complications. The doctor redirected their frustration towards the nurse and even threatened her job security (Clark, 2019). These revelations were surprising and noteworthy findings during the workplace assessment.

In addressing issues related to working conditions, it is essential to consider the workplace as a collective space, as demonstrated by this assessment (Clark, 2019). Creating a shared environment fosters employee loyalty, cooperation, adaptability to one another’s experiences, and positive relationships and attitudes. A healthy work environment for nurses is key to reducing workplace stress and nursing burnout, fostering better nurse retention, and enhancing overall nurse job satisfaction.

Part 2: Reviewing the Literature

The article introduces the “DESC model,” encompassing four dimensions: Describe, Express, Specify, and Consequence. According to the article, one of the limitations of the management and leadership approach to employee motivation and commitment is the lack of individual interaction with employees (Walker & Clendon, 2015). Currently, it is mainly managers who engage in communication with employees, which prevents the adequate assessment of their concerns in the healthcare sector. Both nursing leadership and management approaches should promote extensive communication between employees and supervisors. This is evident in the management of motivation within this nursing work environment.

To foster a healthy workplace culture in healthcare, the environment must encourage individual self-reflection and empower staff to create a sense of acceptance. This model can be extended to enhance employee competencies in serving as role models, developing self-awareness, promoting commitment and agreement, and mitigating tension through employee participation (Nibbelink & Brewer, 2018). The model marks a significant step toward creating safer working conditions by emphasizing motivational assessments and organizational self-reflection, ultimately leading to meaningful improvements in nursing practice.

To create a healthy work environment for nurses, the workplace must promote self-reflection, both independently and through employee involvement, fostering a sense of understanding and empowerment. This model has the potential to enhance staff’s ability to serve as role models, increase self-awareness, promote commitment, encourage agreement, and alleviate tension through employee participation (Marshall, 2016). This approach aligns with nursing mentorship programs that focus on collaboration and teamwork to reduce workplace bullying in healthcare and improve overall nurse mental health.

Part 3: Evidence-Based Strategies

Effective communication plays a pivotal role in various aspects of life, be it personal or professional. The assessment, while shedding light on the nursing workplace environment, also underscores the importance of the communication skills of employees. It employs several tools that enable assessors to identify areas where improvement is needed and provide effective means to enhance these skills. This implies that individuals can enhance their verbal and nonverbal communication gradually, making it a valuable communication tool (Lavin & Harper, 2015). Effective communication not only facilitates success in professional life but also in nursing education and practice. While the model emphasizes employees’ need for self-evaluation and assumes that individuals prioritize higher-order needs when lower ones are met, its use can improve organizational health by aligning needs with attitudes, interactions, and performance areas that individuals value. In line with the roles held by members according to this model, an organization can introduce opportunities. Improving workplace conditions necessitates guiding employees toward creating an environment for themselves that is both civil and supportive.

Policies and regulations provide organizations with guidelines and legal requirements. Embracing diversity and inclusive work practices promotes a healthy workplace environment for nurses and demonstrates the value of the workforce. This approach fosters balance, success, and a contented workplace while enhancing creativity and productivity. The implementation plan should detail the various activities, costs, and timelines involved in the entire process. It employs various appropriate communication strategies such as discussions, meetings, and debates to enhance listening skills, constituting an essential aspect of communication. These strategies demonstrate undivided attention and help leaders in different areas, including direct communication, setting specific goals, and monitoring both formal and informal communication. The assessment provides invaluable insights for those seeking to enhance their communication skills (Clark, 2019). By examining the organization, its partnership costs, and the quality of operational production, the workplace gains a better understanding of its processes and structures, ultimately contributing to better nurse job satisfaction, improved nurse retention, and an overall reduction in workplace violence in healthcare.

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.

Work Environment Assessment

The assessment of the workplace environment has revealed that my current place of employment falls into the “Barely Healthy” category, scoring 68 out of 100 on the Clark Healthy Workplace Inventory (Clark, 2015). This classification was somewhat unexpected, and I had anticipated a lower score due to certain challenges, including the ongoing pandemic. However, I was pleasantly surprised by some of the positive aspects revealed by the assessment. It’s essential to recognize that our organization is committed to a common mission and values, which play a significant role in fostering a healthy work environment for nurses.

The fact that my organization scored well in certain areas, such as teamwork and employee self-care, was a positive revelation. Despite the stresses brought on by the pandemic, our organization has supported employee well-being by providing amenities like massage chairs and quiet spaces. Moreover, our nursing leadership has been responsive and available, even during weekends and late hours, to address the unit’s needs. These aspects have contributed to a cohesive and supportive work atmosphere in which employees collaborate effectively. This type of supportive environment is essential for reducing workplace stress and enhancing nurse job satisfaction, both of which are critical to nurse retention and effective patient care.

Workplace Civility

The findings from the work environment assessment emphasize the importance of having a shared mission and core values in the organization. Our organization, Christus Good Shepherd, is dedicated to furthering the healing mission of Jesus Christ through key values like dignity, excellence, stewardship, and integrity (Christus Health, 2021). This shared mission has played a significant role in maintaining a healthy workplace culture, even in challenging times like the pandemic. While some elements, such as competitive compensation and stress levels, have been strained, the organization’s commitment to its mission and values remains strong, which is essential in promoting civility in nursing and preventing workplace bullying in healthcare.

Scenario at Workplace

In one specific incident at work, I encountered incivility in nursing when a doctor raised their voice and displayed frustration in front of a patient during a high-stress situation in the ICU. This encounter was challenging, and addressing workplace incivility promptly is essential, as suggested by Clark (2015). However, I was unable to address it in the moment due to the patient’s presence. Thankfully, a colleague was able to engage in a constructive conversation with the doctor afterward, emphasizing the importance of clear communication and a civil work environment, even in stressful situations. This scenario highlights the need for implementing conflict resolution in nursing and establishing a zero tolerance for incivility in nursing policies to ensure that all employees feel respected and supported.

Conclusion

Understanding the complexities of the work environment is crucial for organizations, as it helps identify factors that can lead to health issues, absenteeism, high turnover rates, and decreased productivity. In our case, the assessment revealed both strengths and areas for improvement in our nursing workplace environment. It underscores the significance of a shared mission and values in maintaining a healthy workplace and highlights the importance of addressing incivility in nursing promptly to support team members’ well-being and performance. Creating a culture that promotes civility in nursing, through nursing leadership and policies that foster mutual respect, is essential in maintaining a positive and productive workplace for all healthcare professionals.

The assessment also emphasizes the importance of nursing mentorship programs to promote positive communication and teamwork, which can be a valuable tool for improving nurse retention strategies. Furthermore, fostering a healthy work environment for nurses directly contributes to higher patient care satisfaction, as engaged and mentally healthy staff are better equipped to deliver safe and effective care. Overall, the assessment offers valuable insights to help organizations create a more conducive and healthier work environment for all staff, which in turn supports improved patient outcomes and overall job satisfaction.

Summary of Results – Clark Healthy Workplace Inventory	The workplace environmental assessment using Clark Healthy Workplace Inventory showed that my organization scored 78. This score implied that the organization is mildly healthy. The scores also implied that the existing organizational structures and environment do not support most of the interventions that promote quality, safety and excellence.
Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed. NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY	Work Environment Assessment The workplace environmental assessment identified a number of things that surprised me about our organization. One of the things that surprised me was the fact that the employees in the organization reported the lack of transparent, direct, and respectful communication at all levels. Communication is a vital tool that enables the organizational stakeholders to undertake their tasks effectively and efficiently. Open communication is important to ensure that the employees express their needs, values, and concerns to the management and nursing leadership on how things should be undertaken in the organization. Effective communication is also crucial as it facilitates trust between different organizational stakeholders and helps in reducing workplace stress and workplace bullying in healthcare. Organizations that practice open communication have a highly motivated workforce since the needs of the employees and other stakeholders are addressed in a timely manner (Grossman & Valiga, 2020). I was surprised by the fact that the employees expressed the lack of transparent, respectful, and direct communication in the organization, yet they have not engaged in any activity to address the issue. Often, the employees in the organization appear satisfied with the manner in which tasks are undertaken. However, they have not been given an opportunity to express their needs, hence their assertion of the lack of direct, transparent, and respectful communication in the organization. This scenario reflects the importance of conflict resolution in nursing and creating a culture that encourages civility in nursing. Employee Morale and Engagement The second thing that surprised me in the workplace environmental assessment was the finding that the employees in the organization reported that the statement about having a high level of satisfaction, engagement, and morale was somewhat untrue. The success of any organization depends largely on the level of nurse job satisfaction, morale, and engagement. Employees that have a high rate of satisfaction, morale, and engagement are innovative in their practice. The employees play a proactive role in identifying ways in which organizational success can be achieved with minimal use of the existing resources (Weiss et al., 2019). The above finding in the assessment was surprising because the management and nursing leadership are not aware of the low level of engagement, satisfaction, and morale among its employees. The rate of staff turnover is also low. This situation raised the need for the adoption of responsive interventions to address these issues in the organization, especially with respect to nursing retention strategies and promoting healthy work environments for nurses. Addressing Employee Needs One of the things that I believed prior to conducting the assessment that was confirmed is the fact that the organization places minimal emphasis on addressing the needs of its staff. This belief was confirmed since the assessment results showed the lack of transparent, direct, and respectful communication, poorly satisfied staff, and the lack of mentoring programs for all employees. The employees had neutral feelings on the statement that there is a comprehensive mentoring program for nurses. Nursing mentorship programs are critical in developing leadership qualities, improving nurse mental health, and reducing workplace stress. Mentoring can also serve as an essential strategy for promoting nursing retention and job satisfaction. The lack of structured mentoring is concerning, as research shows that well-designed mentoring programs help nurses build stronger interpersonal relationships, support professional development, and provide emotional support in the face of workplace violence in healthcare. These programs also enhance nurse job satisfaction and contribute to a healthy work environment for nurses, which directly affects patient outcomes and patient care satisfaction. Conclusion In conclusion, the workplace environmental assessment has highlighted key areas for improvement within our organization. Workplace incivility, lack of clear communication, low employee engagement, and the absence of comprehensive mentorship programs are critical issues that need to be addressed. The findings also underscore the importance of fostering a culture of civility in nursing, as it plays a vital role in enhancing the well-being of staff and the overall success of the organization. Implementing evidence-based strategies to address these issues, such as improving communication, adopting conflict resolution strategies, and establishing robust nursing mentorship programs, is essential for building a cohesive, supportive, and high-performing workforce. These efforts will ultimately contribute to improving nurse retention, reducing workplace stress, and enhancing patient care satisfaction.
NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY: What do the results of the Assessment suggest about the health and civility of your workplace?	Work Environment Assessment and Analysis As noted above, the results from the workplace environmental assessment suggest that there is always room for improvement in a work environment, which is essential for fostering efficiency and ensuring optimum patient care satisfaction. My organization scored a total of 78 based on the criteria provided in this workplace assessment tool. This score places my organization in a moderately healthy and civil state. It also indicates that my organization requires improved communication skills among nursing leadership and staff, which is essential for building trust, transparency, and workplace civility. The goal is to drive changes that will foster an increased level of ethical and moral civility, ultimately contributing to a safer and more healthy work environment for nurses. The assessment results highlight that workplace incivility and lack of effective communication are key areas that need attention in order to create a more cohesive and respectful workplace. Enhancing communication skills within the organization can have a profound effect on nurse mental health and reduce workplace stress, as open and direct communication is a key component of resolving workplace bullying in healthcare. The leaders and staff in management positions play a fundamental role in ensuring that these changes are enforced and continuous, as they represent the organization in its entirety and reflect the core values of the community it serves. The Role of Leadership in Promoting Civility The principle of informational leadership and the ideology it represents—ensuring collaboration between staff and leaders—are critical in establishing a work culture of civility in nursing. This approach creates an atmosphere of openness and genuineness, which is essential for organizational growth and positive outcomes. If there are weaknesses in leadership or nursing management, it hinders opportunities for staff to promote their personal and professional growth. Weak leadership can contribute to higher turnover rates, reduced job satisfaction, and ultimately, decreased levels of patient care satisfaction. Leadership within healthcare organizations must be committed to promoting a zero-tolerance policy for incivility in nursing and ensuring that all staff members feel valued and supported. A lack of leadership commitment to civility can also negatively impact nursing retention, leading to increased stress, burnout, and dissatisfaction among nurses. The leadership must prioritize fostering a culture of civility in healthcare and develop nursing retention strategies that support ongoing professional development and a positive work environment. Organizational Culture and Its Implications The workplace assessment also revealed that the organizational culture does not fully support quality, safety, and excellence. This score implies that the organization has weak support for behaviors that promote mutual respect, preservation of norms, and the values essential for excellence in nursing practice. Creating a culture that supports workplace civility and respects the roles of every team member is crucial for fostering a healthy work environment. Inadequate attention to workplace violence in healthcare and nurse mental health can erode the organizational culture, contributing to a toxic work environment that undermines staff morale and nurse job satisfaction. Additionally, the weak organizational culture in promoting civility in nursing may contribute to a lack of clear policies for conflict resolution in nursing. This lack of structure can increase the risk of workplace bullying and negatively impact both nurse retention and patient care satisfaction. Addressing these issues requires implementing evidence-based strategies, such as clear policies on professional conduct, active mentoring programs, and leadership training focused on workplace stress and conflict management. Conclusion In conclusion, the assessment results emphasize the need for continuous improvement in both nursing leadership and organizational culture to create a healthy work environment for nurses. By focusing on enhancing communication skills, promoting civility in nursing, and addressing areas of weakness within the leadership team, the organization can improve both nurse job satisfaction and patient care satisfaction. Mentorship programs and nursing retention strategies must be integral to the organizational plan, fostering a culture of mutual respect, inclusion, and support for all staff. A commitment to improving workplace communication, addressing workplace bullying, and implementing evidence-based strategies for reducing workplace stress and nurse burnout will help establish a work environment where both nurses and patients thrive.
NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY: Briefly describe the theory or concept presented in the article(s) you selected. Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.	The selected concept from the selected article is effective communication. According to the authors of the article, incivility in nursing arises from the lack of effective communication between nurses and other healthcare providers (Clark et al., 2011). Lack of effective communication results in poor understanding of the needs of the other stakeholders in an organization. Poor communication also leads to lack of self-expression among the nurses and other healthcare providers, hence, stress and adoption of behaviors that contribute to incivility. The concept of effective communication relates to the results of the work environment assessment in a number of ways. Firstly, lack of effective communication between the employees, management and leaders contributed to the low score in the assessment (Hassmiller & Pulcini, 2020). The lack of effective communication also led to the employees expressing neutral to somewhat true scores in the different categories of assessment tool. The lack of effective communication can also be seen in the low morale, engagement and satisfaction among the employees in the organization. Consequently, it can be concluded that effective communication is a critical predictor of organizational performance and success alongside a determinant of employee behavior.
NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY: Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.	My organization can apply the use of effective communication to improve organizational health and create stronger work teams in a number of ways. Firstly, the organization could promote open, transparent and respectful communication between the staffs, managers and leaders. The communication should be characterized by openness. Employees should be encouraged to express their views, concerns and recommendations on the ways in which performance can be improved in the organization (Alvinius, 2017). The second way in which effective communication can be applied in the organization is involving the staffs in the assessment, planning, implementation and evaluation of the organizational strategies. The organization should incorporate the feedback of the employees in the development, implementation and evaluation of the strategies (Clark et al., 2011). The third way in which the effective communication can be applied in the organization is encouraging teamwork. The employees should be encouraged to work in teams as a way of achieving the set organizational goals and objectives (Jule, 2019). Through these interventions, the desired organizational culture that promotes civility and organizational health will be created in the organization.
References References	References Alvinius, A. (2017). Contemporary Leadership Challenges. BoD – Books on Demand. Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: nurse leader perspectives. The Journal Of Nursing Administration, 41(7–8), 324–330. https://doi-org.ezp.waldenulibrary.org/10.1097/NNA.0b013e31822509c4 Murray, A. (2018). Helping the Healers: Identifying and Halting Lateral Violence in Nursing. Kentucky Nurse, 66(2), 11–13. Retrieved from https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx?direct=true&db=rzh&AN=128716069&site=eds-live&scope=site Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. Journal of Continuing Education in Nursing, 45(12), 535–542. doi:10.3928/00220124-20141122-02 Grossman, S. C., & Valiga, T. M. (2020). The New Leadership Challenge: Creating the Future of Nursing. F.A. Davis. Hassmiller, S. B., & Pulcini, J. (2020). Advanced Practice Nursing Leadership: A Global Perspective. Springer Nature. Jule, J. (2019). Nursing Leadership Beyond 2020: A Succession Plan. University of San Francisco. Dont wait until the last minute. Provide your requirements and let our native nursing writers deliver your assignments ASAP. Start My Order Weiss, S. A., Tappen, R. M., & Grimley, K. (2019). Essentials of Nursing Leadership & Management. F.A. Davis.