NURS 6053 Assignment: Interprofessional Organizational and Systems Leadership
NURS 6053 Assignment: Interprofessional Organizational and Systems Leadership
How healthy is your workplace?
You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.
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There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.
[elementor-template id="165244"]To Prepare:
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015). Review and complete the Work Environment Assessment Template in the Resources.
By Day 3 of Week 7
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.
By Day 6 of Week 7
Respond to at least two of your colleagues on two different days by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.
Submission and Grading Information
Grading Criteria
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Interprofessional Organizational and Systems Leadership
The Clark Inventory results showed that my workplace environment is mildly healthy, with a score of 72/100. The organization had poor scores in crucial elements for civility, such as having a reasonable workload that is manageable and fairly distributed, attracting and retaining the best and brightest staff, and providing adequate opportunities for promotion and career advancement (Clark, 2015). These are crucial issues that the organization’s leadership should address to improve employees’ motivation and reduce the high turnover rate. Unreasonable, unfairly distributed, and unmanageable workload has contributed to a high turnover rate, especially among the nursing staff.
The workplace is civil to a certain degree. Although the staff face the challenge of an increased and unmanageable workload, their communication and interactions are respectful and considerate. The employees have built a culture of civility, as evidenced by high scores in strong teamwork and collaboration, treating each other fairly and respectfully, and having healthy conflict-resolution skills. The staff effectively manages conflict respectfully and responsibly and resolves disagreements respectfully and responsibly, making the workplace civil. This has led to a clear and discernible degree of trust among employees at all levels and between the leadership team and the employees (Sawada et al., 2021). Furthermore, there is trust between the organization’s leaders and the rest of the employees, and communication (upward, downward, and horizontal) is transparent, direct, and respectful.
Incivility in the workplace is characterized by ineffective communication with a lack of respect or consideration for the other person (Reed et al., 2019). I encountered incivility in my former workplace when I was a new grad nurse from one of my colleagues who was an experienced nurse. I was on the same shift as the nurse, and when administering an IV medication to a patient, the IV line blocked, requiring a replacement. I informed the nurse to help me cannulate the patient, but she talked back angrily, asking where I did my clinical rotations if I did not know a basic procedure like cannulation. I decided to cannulate without her assistance, and unfortunately, I punctured the wrong vessel causing excessive bleeding from the vein. On seeing this, the nurse came and saved the situation and cannulated the patient but called me ‘a dumb-ass’ in the patient’s presence. I reported the incident to the unit in charge, and she called for a meeting with the nurse, where we both conveyed our issues. The in-charge mediated, and we identified solutions on how we would work as a team following that incident and the nurse apologies for her verbal aggression.
References
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23.
Reed, L., Whitten, C., & Jeremiah, J. (2019, March). The importance of teaching civility as a workplace relationship building competency. In Developments in Business Simulation and Experiential Learning: Proceedings of the Annual ABSEL conference (Vol. 46).
Sawada, U., Shimazu, A., Kawakami, N., Miyamoto, Y., Speigel, L., & Leiter, M. P. (2021). The Effects of the Civility, Respect, and Engagement in the Workplace (CREW) Program on Social Climate and Work Engagement in a Psychiatric Ward in Japan: A Pilot Study. Nursing reports (Pavia, Italy), 11(2), 320–330. https://doi.org/10.3390/nursrep11020031
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