NURS 6053 Week 9 Assignment Workplace Environment Assessment
| 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 | 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 in all the levels of the organization. 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 leadership on the ways in which things should be undertaken in the organization. Communication is also important as it facilitates trust between the different organizational stakeholders. 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.
What is Physiotherapy Treatment?The second thin that surprised me in the workplace environmental assessment was the finding that the employees in the organization reported that the statement that they had a high level of satisfaction, engagement and moral was somewhat untrue. The success of any organization depends largely on the level of morale, satisfaction and engagement in an organization. Employees that have a high rate of satisfaction, morale and engagement are innovative in their practice. The employees play a proactive role in the identification of the 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 leadership are not aware of the low level of engagement, satisfaction and moral among its employees. The rate of staff turnover is also low. Therefore, it raised the need for the adoption of responsive interventions to address these issues in the organization.  Struggling to meet your deadline?Get your assignment on NURS 6053 Week 9 Assignment Workplace Environment Assessment done by certified MDs and PhDs in the USA. ORDER NOW! 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 staffs. The believe was confirmed since the assessment results showed the lack of transparent, direct and respectful communication, poorly satisfied staffs and the lack of mentoring programs for all the employees. The employees had neutral feelings on the statement that there is comprehensive mentoring program for all employees. |
| 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? | As noted above, the results I have been able to deduce from the assessment suggest that there is always room for improvement and amendment in a work environment. This fosters efficiency in the provision of optimum patient care outcomes. 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 health and civil state. It also connotes that the Clark Workplace Inventory scores suggest that my organization requires better and more efficient communication skills among employee, which in turn brings about trust and transparency. The estimate goal is to stir up changes that will; facilitate an increased level of ethical and moral civility for a safe and more healthy workplace environment. The leaders and staff in management positions pale a fundamental role in ensuring that this change is enforced and continuous, as they represent the organization in its entirety and what it essentially stands for in our community. The principle of informational leadership and the ideology it represents of making sure there is a collaboration between staff and leaders in the work-pace. This creates an atmosphere of openness and genuineness which is essential for growth and positive.if there is an indication of weaknesses in the leadership and manager department of any organization, it hinders opportunities for staff to promote their personal and professional growth. This in-turn leads to increased turnover rates among staff, and decrease levels of patient care satisfaction. The management and leadership of such organization must implore all avenues needed to restructure current and existing processes. The other implication of the score is that the organizational culture does not support in entirety quality, safety and excellence. The score also has implications on the civility of our workplace. The score implies that the organization has weak support for behaviors that promote mutual respect and preservation of norms, values and practices for excellence. |
| 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. |
Weiss, S. A., Tappen, R. M., & Grimley, K. (2019). Essentials of Nursing Leadership & Management. F.A. Davis.
Introduction
As a professional nurse, my workplace environment is influenced by a multitude of factors that significantly impact my daily performance and overall functionality. These factors encompass the physical setting, the organization’s cultural representation, and, most crucially, the working conditions for staff members. Within this context, incivility, workplace bullying, and violence have emerged as challenging issues that healthcare organizations across various settings must grapple with. These behaviors, characterized by intentional and deliberate actions aimed at harming, humiliating, offending, or causing distress to fellow organization members, have wide-ranging negative consequences (ANA, n.d.). The repercussions of incivility include diminished job satisfaction, psychological trauma, and ultimately, adverse effects on physical health (ANA, n.d.). This incivility not only affects the well-being of employees but also has a cascading impact on patient care safety and satisfaction, emphasizing the need for intervention (Griffin & Clark, 2014). Utilizing the Clark Healthy Workplace Inventory Assessment tool, I have evaluated the current health of my workplace environment, identified opportunities for enhancement, and explored ways to strengthen both my personal work environment and the organization as a whole.
Part I: Work Environment Assessment
Upon conducting the Clark (2015) assessment, which involves evaluating the health of one’s workplace based on the subjective assessment of 20 statements within The Clark Healthy Workplace Inventory, I obtained an aggregate score of 78. This score suggests that my organization can be categorized as having a moderately healthy and civil workplace environment. Further analysis of the score reveals a highly committed workforce dedicated to the organization’s success (Henry et al., 2020). The organization’s cultural framework is favorable, focusing on the needs of stakeholders, which encompass employees and patients. The organization strives to address and support the personal and professional needs of all staff members. While this score indicates a moderately healthy workplace, I believe there is room for improvement, and this endeavor necessitates collective efforts from both the organization and its staff members. To promote civility in the workplace, the organization must maintain a culture characterized by mutual respect among all employees, with leadership roles exemplifying these principles consistently. These principles should be collaborative and consistently practiced to drive significant workplace change (American Nurses Association, n.d.). According to Wei et al. (2018), a healthy work environment for nurses should advocate for safety, satisfaction, and empowerment.
Part II: Reviewing the Literature
In this literature review, I focus on one of the theoretical concept models proposed by Clark and Olender (2011), which addresses strategies for improving healthy workplace environments and fostering civility among team members and leaders. It emphasizes the importance of ongoing educational training for all employees to build healthy work relationships and develop effective therapeutic communication skills in the workplace. Such strategies should extend beyond conflict avoidance and encompass fostering a professional environment characterized by cultural respect and meaningful interactions. Organizations should implement programs that educate employees on attitudes and behaviors that promote civility, which is empowering to all staff members (Clark et al., 2011).
Clark et al. (2011) propose the Conceptual Model for Fostering Civility in Nursing Education and Practice, highlighting the benefits of modeling constructive communication techniques. Implementing a zero-tolerance policy for incivility and addressing it immediately can significantly reduce its prevalence and promote a culture of civility. Establishing principles and strategies for fostering civility in nursing practice and education is crucial for the profession. The conceptual framework reveals various stressors within nursing practice and education, including inadequate knowledge or skills, technology overload, multiple roles, patient care responsibilities, and ineffective interpersonal work relationships. Leaders and managers in clinical settings play a significant role in influencing these stressors. Clark and Olender (2011) present four open-ended questions that encourage nurses in leadership positions to consider strategies for fostering civility. Two of these questions, “What are the most effective strategies for fostering civility in the practice setting?” and “How can nursing education and practice work together to foster civility in the practice setting?” are particularly relevant to my workplace environment. Their open-ended nature allows for a diversity of responses, which can help identify key themes and solutions.
To foster civility in the practice setting, communication is essential. Referring back to the Clark Healthy Workplace Inventory, my neutral score regarding a mentoring program for employees may benefit from this approach. Continuous clinical education and a structured mentoring program can help nurses become better prepared and encourage positive behaviors (Clark, 2011).
Nurse executives and managers have concluded that policies and a shared vision of a culture of civility can foster civility in nursing practice settings (Clark, 2011). These policies should address specific issues and actions that reflect civility. Even in the early stages of policy development, leadership and management encourage employees to engage in organizational growth. Part III: Evidence-Based Strategies
The American Nurses Association (ANA, 2015) recommends that professional nurses reflect on their interactions with others and actively pursue programs that provide education and professional development to promote healthy communication and conflict resolution strategies. This approach not only enhances civility but also equips nurses with the skills needed to deliver high-quality care. Self-reflection, considered an evidence-based innovative approach in nursing, aids in identifying problems and devising constructive problem-solving solutions. It can facilitate better organization using the “Situation-Task-Action-Result” (STAR) concept during project-based strategies (Hung et al., 2019).
The results of my workplace environment assessment suggest two primary strategic implementations for addressing incivility: conflict resolution and structured mentorship programs. My organization has developed several mentorship programs within the nursing department, offering nurses the opportunity to participate. Additionally, various incentives, such as continuing education during in-service and annual training sessions, support career growth and development. Nurses are paired with experienced colleagues, which is motivating and empowering. This mentorship culture is a driving force for building a high-performing and relationship-oriented workforce. Organizations that promote respect, inclusion, and professionalism experience increased efficiency and productivity, fostering a sense of connection among employees (Gilbert, 2020). Transparency is key to success in organizations, as employees are rewarded for their performance. Management ensures that employees have opportunities for continued personal and professional development. Policies and regulations that promote respect are adopted, and teamwork is encouraged to achieve organizational goals (Zerwekh & Garneau, 2020).
In conclusion, the prevalence of workplace incivility can be challenging to accurately determine, often going unrecognized and underreported. Research indicates that between 27% and 85% of nurses have experienced some form of incivility in clinical settings (Becher & Visovsky, 2012). Recognizing the significance of creating an atmosphere that encourages nurses to perform at their best and deliver quality, safe patient care is crucial. Every healthcare organization has a responsibility to prioritize patient care satisfaction, and addressing workplace incivility is a fundamental step in achieving this. Taking incivility seriously and addressing it can help prevent detrimental effects on the mental health of nurses, maintain high productivity, and lead to increased patient care satisfaction.
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 workplace. 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 customer satisfaction. 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, he 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.
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 management and leadership approaches should promote extensive communication between employees and supervisors. This is evident in the management of motivation within this work environment.
To foster a healthy workplace, 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.
To create a healthy work environment, 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 model is instrumental in promoting successful work environments by improving assessments and self-realization among the workforce.
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 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 education. 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.
Policies and regulations provide organizations with guidelines and legal requirements. Embracing diversity and inclusive work practices promotes a healthy workplace 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.
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.
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 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.
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 work environment, 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.
Scenario at Workplace
In one specific incident at work, I encountered incivility 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 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.
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 workplace environment. It underscores the significance of a shared mission and values in maintaining a healthy workplace and highlights the importance of addressing incivility promptly to support team members’ well-being and performance. Overall, the assessment offers valuable insights to help organizations create a more conducive and healthier work environment.
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