NURS 6053 Week 7 Discussion: Workplace Environment Assessment
The outcomes of the Clark Health Workplace Inventory have concluded that the organization I am currently employed with is positioned as a moderately healthy workplace (Clark, 2015). This classification came as a bit of a surprise, as I had anticipated a lower score due to the various challenges posed by the ongoing pandemic. The pandemic has caused stress and led some employees to seek better-paying opportunities elsewhere. However, it is essential to highlight that within our organization, a shared vision to improve the community’s well-being prevails, and our leaders actively foster a civil work environment.
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The emphasis on employee self-care and teamwork, as revealed by the assessment, was another pleasant surprise. Even amid the stresses of the pandemic, our organization has actively promoted self-care, offering amenities such as quiet rooms with massage chairs. Additionally, our manager’s commitment is evident as they make themselves available even during weekends and late hours to address the unit’s needs. Transitioning to the intensive care unit during the pandemic, I was met with a team that efficiently handled an unusually high number of acutely ill patients for the ICU. This environment showcased effective teamwork and clear communication, fostering a work atmosphere that is both civil and healthy, something I take pride in being a part of.
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The key takeaway from the assessment results is the critical role played by a shared mission, values, and organizational goals in maintaining a healthy workplace. In our case, Christus Good Shepherd’s mission, driven by core values of dignity, integrity, excellence, compassion, and stewardship, forms the foundation for our work. Christus Health’s overarching vision to lead and advocate for innovative health and wellness solutions further reinforces our commitment to improving the community’s well-being (Christus Health, 2021). While the assessment did not place us in the top category, it is clear that the ongoing pandemic has impacted certain aspects, including competitive compensation and daily work-related tension.
Reflecting on a specific instance where I encountered incivility, I recall a situation in the ICU where a physician raised their voice and expressed frustration in front of a patient during a particularly stressful scenario. Addressing such instances promptly is crucial, as Clark (2015) emphasizes. However, in that moment, addressing the physician outside the patient’s room was not possible. Fortunately, I am part of an excellent team that addressed the issue effectively. A team member engaged in a constructive conversation with the physician, highlighting the importance of clear communication, especially in high-stress situations. This incident underlines the significance of promoting a civil work environment even during stressful conditions, as it directly impacts team members’ role performance (Liu et al., 2020). Encouraging a civil workplace culture is essential to support optimal performance, especially under challenging circumstances.
In conclusion, understanding the nuances of the work environment is vital for organizations, as it sheds light on factors that can affect employee health, absenteeism, turnover rates, and overall productivity. While our assessment revealed both strengths and areas for improvement, it underscores the significance of a shared mission and values in fostering a healthy work environment. Addressing incivility promptly and effectively is another critical aspect of maintaining a civil workplace. Overall, the assessment provides valuable insights to guide organizations in creating a conducive and healthier work environment.
NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay – Leadership Week 7 Initial Post
Response 1:
I found your response to be quite engaging and informative. Our respective organizations appear to share several commonalities. It’s interesting to note that both of our workplaces have been affected by the departure of trained nurses who have opted to work as COVID travel nurses. This exodus has been a notable trend, and it’s good to hear that your organization has taken measures to retain its nursing staff by offering bonuses and critical pay incentives. This proactive approach has helped mitigate the impact of the nursing shortage, a challenge many healthcare facilities are grappling with.
Financial incentives do play a crucial role in making the stressful situation more manageable. Your organization’s focus on employee wellness, as evidenced by providing licensed massage therapists during the Christmas break, is commendable. Such initiatives can significantly contribute to employee morale and well-being.
Effective communication, as you mentioned, is paramount to achieving organizational goals and enhancing patient care. The importance of active listening, as highlighted by Broome and Marshall, cannot be overstated, and it’s reassuring to hear that your new unit places a strong emphasis on effective communication.
Addressing incivility in the workplace, as emphasized by Clark (2015), is essential for promoting a healthy work environment. The example you provided regarding a team member speaking up against a yelling doctor is a prime illustration of how addressing incivility can lead to a positive change in the work atmosphere.
Furthermore, your suggestion about implementing a class to teach new staff members how to address stressful situations effectively is noteworthy. Such training can be highly beneficial in creating a culture of respect and civility in the workplace, especially for newcomers.
In summary, your response underscores the importance of addressing issues related to workplace civility, effective communication, and employee well-being. It’s evident that your organization is taking proactive steps to foster a healthier work environment, and this is a commendable approach.
References
Broome, M., & Marshall, E. S. (2020). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader (3rd ed.). Springer Publishing Company.
Clark, C. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 20. [Link](https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf)
Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, 44(2), 64–68. [DOI](https://doi.org/10.1097/nne.0000000000000563)
Luu, D. T., & Phan, H. V. (2020). The Effects of Transformational Leadership and Job Satisfaction on Commitment to Organisational Change: A Three-Component Model Extension Approach. The South East Asian Journal of Management, 14(1), 31–33. [DOI](https://doi.org/10.21002/seam.v14i1.11585)
Response 2:
Thank you for sharing your insights and experiences related to your organization’s workplace assessment. Your organization’s score of 68, falling into the “barley healthy” category, is quite telling, and it’s interesting to note the similarities and differences between our workplaces.
It’s clear that employee dissatisfaction and challenges with communication have had a significant impact on the work environment. The fact that your organization is experiencing high turnover and an exodus of well-trained nurses resonates with a trend we’ve observed in many healthcare settings during the ongoing pandemic. The allure of higher pay and flexibility as a travel nurse can be tempting, and it’s positive to hear that your organization has taken steps to retain staff through bonuses and critical pay incentives.
The focus on employee well-being, including initiatives like providing massage therapists during the Christmas break, is commendable. Such efforts can go a long way in boosting morale and creating a more positive work environment.
Your experience with incivility in the workplace, specifically the incident with the yelling doctor, highlights the need for addressing such behaviors promptly. It’s reassuring to know that your team was able to address this issue effectively, emphasizing the importance of maintaining a civil work environment, as discussed by Clark (2015).
Your suggestion about implementing a class to teach new staff members how to address stressful situations effectively is noteworthy and aligns with the idea of creating a culture of respect and civility in the workplace.
In summary, your response highlights the importance of addressing issues related to workplace civility, effective communication, and employee well-being. It’s clear that your organization is taking proactive steps to foster a healthier work environment, and this is a commendable approach.
References
Broome, M., & Marshall, E. S. (2020). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader (3rd ed.). Springer Publishing Company.
Clark, C. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 20. [Link](https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf)
Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, 44(2), 64–68. [DOI](https://doi.org/10.1097/nne.0000000000000563)
Luu, D. T., & Phan, H. V. (2020). The Effects of Transformational Leadership and Job Satisfaction on Commitment to Organisational Change: A Three-Component Model Extension Approach. The South East Asian Journal of Management, 14(1), 31–33. [DOI](https://doi.org/10.21002/seam.v14i1.11585)
References
Christus Health (2021). Christus Health: Our vision, mission, and values. Retrieved from https://www.christushealth.org/about/our-mission-values-and-vision
Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved
from https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.
Liu, Y., Vashdi, D. R., Cross, T., Bamberger, P., & Erez, A. (2020). Exploring the puzzle of civility: Whether and when team civil
communication influences team members’ role performance. Human Relations, 73(2), 215–241. https://doi-org.ezp.waldenulibrary.org/10.1177/0018726719830164
Incivility remains a persistent challenge within the healthcare system, and its consequences are far-reaching. As highlighted by Clark (2018), uncivil work environments not only erode self-esteem and self-confidence but also compromise clinical judgment skills. These repercussions extend beyond the individual and contribute to less safe conditions for both patients and staff working within such environments. Shockingly, approximately 20% of workers report experiencing or witnessing incivility on a daily basis (Di Fabio & Duradoni, 2019). The need for feeling valued and respected in the workplace cannot be overstated, as uncivil work environments often lead to rapid turnover and a decline in morale.
Assessing the Civil Nature of My Work Environment:
Upon completing the Work Environment Assessment, I was disheartened to discover that my current workplace falls into the “Barely Healthy” category. Following the assessment prompts, my organization obtained a score of 68 out of 100. Several critical elements contributing to a healthy work environment, such as shared values, emphasis on leadership, and civil discourse (Clark, 2015), were noticeably lacking in my workplace. The survey results revealed numerous 4s, several 3s, and even a few 2s, indicating areas in need of improvement.
One paramount aspect that my organization should focus on is creating room for growth. Opportunities for raises, promotions, and educational support are alarmingly limited. The absence of tuition reimbursement and a dearth of support for furthering one’s education diminish the prospects for professional development. Another critical area where my organization scored poorly is decision-making inclusivity, particularly involving floor nurses in small organizations. The prevalent exclusion of nurses from such decisions has fostered dissatisfaction among employees and a lack of trust in organizational leaders.
A Personal Encounter with Incivility:
Regrettably, instances of incivility have been a recurrent theme in our nursing careers. A recent experience stands out, where a coworker displayed rudeness and uncooperativeness. Short-staffed with insufficient Certified Nursing Assistants (CNAs) on our unit, I requested assistance from a fellow RN to help reposition a completely dependent patient and change their diaper. The response I received was disheartening, as my coworker retorted, “I am not a CNA; that is CNA work.” This response was frustrating, as I had always strived to go above and beyond to aid my coworkers, and it was also perplexing because all CNA tasks are encompassed within nursing care.
Lacking the time to engage in an argument, I approached another coworker who willingly offered assistance. However, this encounter left me disheartened. To compound matters, when my director learned of the incident, she questioned my choice to seek assistance from another nurse instead of a CNA, even though the CNA was occupied in another room while the nurse was at the nurses’ station. This experience left me feeling unsupported and frustrated, considering my track record of assisting colleagues.
Within my organization, many nurses comprehend the need to support one another, as we often face challenges due to limited support staff. The nurse who initially refused to help was relatively new to the organization, and the charge nurse promptly intervened to reeducate her on the notion that CNA work remains part of nursing care, especially when CNAs are understaffed. The hope is that in the future, she will be more willing to assist to ensure patients do not suffer.
In Conclusion:
The impact of incivility extends beyond the workplace and can have profound consequences on one’s self-esteem and personal life (Di Fabio & Duradoni, 2019). Recognizing the effects of incivility on employees, both from a leadership perspective and as coworkers, is paramount. As nurses, it is incumbent upon us to comprehend how to identify and address incivility, not only to safeguard ourselves but also to ensure the best possible care for our patients. Organizations should conduct employee surveys to identify areas where improvement is needed to foster a safer and more positive work environment.
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