Assignment: Workplace Environment Assessment

Assignment: Workplace Environment Assessment

Assignment: Workplace Environment Assessment

Post by Day 3 and Respond by Day 6 of Week 7

Assignment: Workplace Environment Assessment

Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.

In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.

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To Prepare:

Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015). Review the Work Environment Assessment Template*.

Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.

Select and review one or more of the following articles found in the Resources: Clark, Olender, Cardoni, and Kenski (2011)

Clark (2018)

Clark (2015)

Griffin and Clark (2014)

*Template completed in the Week 7 discussion should not be submitted with this assignment.

The Assignment (3-6 pages total):

Part 1: Work Environment Assessment (1-2 pages)

Review the Work Environment Assessment Template you completed for this Module’s Discussion. Describe the results of the Work Environment Assessment you completed on your workplace.

Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.

Explain what the results of the Assessment suggest about the health and civility of your workplace.

Part 2: Reviewing the Literature (1-2 pages)

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.

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.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.

Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.By Day 7 of Week 9

Submit your Workplace Environment Assessment Assignment.

Work Environment Assessment Template

Use this document to complete the Module 4 Workplace Environment Assessment.

Summary of Results – Clark Healthy Workplace Inventory	The Clark Inventory results showed that my workplace environment is mildly healthy, with a score of 72/100.
Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed.	·         I was surprised that our organization scored poorly in some crucial elements, such as having a reasonable workload that is manageable and fairly distributed and the organization attracting and retaining the best and brightest staff. ·         I was also surprised that the organization does not provide adequate opportunities for promotion and career advancement, which is an issue that should be looked into to improve employees’ motivation and reduce turnover. ·         The results have confirmed my previous idea that the unreasonable, unfairly distributed, and unmanageable workload causes a high turnover rate, especially among the nursing staff.
What do the results of the Assessment suggest about the health and civility of your workplace?	·         The assessment results show that the workplace environment is Mildly Healthy. Although the nursing staff face the challenge of an increased and unmanageable workload, their communication and interactions are respectful and considerate. ·         Besides, the employees have developed a culture of civility in the workplace as evidenced by their strong teamwork and collaboration, treating each other fairly and respectfully, and having healthy conflict-resolution skills. ·         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.
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.	·         Clark (2015) discusses the concept of healthy work environments. The article outlines six AACN standards for creating and maintaining healthy work environments. The standards are skilled communication, collaboration, effective decision-making, proper staffing, meaningful recognition, and authentic leadership. ·         The article also discusses other standards vital in promoting healthy work environments, including Shared organizational values, vision, and team norms; Emphasizing formal and informal leadership; Establishing and sustaining a high degree of individual, team, and organizational civility; and Having civility conversations at all organizational levels (Clark, 2015). ·         The concept discussed in the article relates to the Clark Inventory results by asserting that authentic leadership, effective decision-making, and appropriate staffing significantly contribute to a healthy working environment. Thus, our organization needs to improve on formal and informal leadership, staffing, and decision-making elements to improve its civility score from mildly healthy to a very healthy workplace. However, the high degree of civility in conversations at all levels of the organization has helped to achieve some acceptable degree of civility.
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.	·         Our organization can apply the concept in Clark’s (2015) article by having a shared organizational vision, values, and team norms, which direct the conduct of each employee. This can ensure that all employees are working towards achieving a common vision, thus promoting collaboration and teamwork. ·         Besides, the organization can improve its decision-making by engaging employees at all levels in making decisions. The leaders can allow all the staff to air their opinions on issues that affect their productivity and give proposals on approaches to mitigate or address these issues (Reed et al., 2020). ·         Involving all employees in decision-making can promote a high degree of satisfaction, engagement, and morale resulting in improved output. ·         Furthermore, the organization’s leadership can reduce staff workload and ensure it is fairly distributed. The approaches can include developing staffing ratios for all units based on the patient workload for each unit. ·         Besides, the leaders can ensure that they adhere to the set staffing ratios to reduce burnout, increase job satisfaction and morale, and promote the retention of the best staff in the organization (Sawada et al., 2021).
General Notes/Comments	·         The level of civility in an organization is highly associated with factors like staff recruitment, staff satisfaction, and employee retention (Sawada et al., 2021). ·         Therefore, it is crucial for all healthcare organizations to take approaches towards improving these factors to promote healthier working environments.

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

A Sample Of This Assignment Written By One Of Our Top-rated Writers

Assignment: Workplace Environment Assessment

Civility refers to behavior that demonstrates respect for others, makes them feel valued, and fosters effective communication, mutual respect, and team collaboration. On the other hand, incivility is characterized by ineffective communication with a lack of respect or consideration for the other person (Ackerman-Barger et al., 2021). Incivility is usually a step away from aggressive behavior, resulting in lateral or horizontal violence. The purpose of this paper is to discuss the Work Environment Assessment results, review the literature on civility, and describe evidence-based strategies that can be employed to develop high-performance inter-professional teams.

Part 1: Work Environment Assessment

The Clark Inventory results showed that my workplace environment is mildly healthy, with a score of 72/100. I was surprised that our organization scored poorly in some crucial elements, such as having a reasonable workload that is manageable and fairly distributed and the organization attracting and retaining the best and brightest staff. Besides, I was surprised that the organization does not provide adequate opportunities for promotion and career advancement, which is an issue that should be looked into to improve employees’ motivation and reduce turnover (Clark, 2015). These are crucial issues that the organization’s leadership should address to improve employees’ motivation and reduce the high turnover rate. The results confirmed my previous idea that the unreasonable, unfairly distributed, and unmanageable workload causes a high turnover rate, especially among the nursing staff.

The assessment results show that the workplace environment is Mildly Healthy. The workplace is civil to a certain degree. Although the nursing staff face the challenge of an increased and unmanageable workload, their communication and interactions are respectful and considerate. Besides, the employees have developed a culture of civility in the workplace as evidenced by their strong teamwork and collaboration, treating each other fairly and respectfully, and having healthy conflict-resolution skills (Clark, 2015). 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. 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.

Part 2: Reviewing the Literature

Clark (2015) discusses the concept of healthy work environments. The article outlines six AACN standards for creating and maintaining healthy work environments: Skilled communication, collaboration, effective decision-making, proper staffing, meaningful recognition, and authentic leadership. The article further discusses other standards vital in promoting healthy work environments, including Shared organizational values, vision, and team norms; Emphasizing formal and informal leadership; Establishing and sustaining a high degree of individual, team, and organizational civility; Having civility conversations at all organizational levels.

The concept discussed in Clark (2015) relates to the Clark Inventory results by asserting that authentic leadership, effective decision-making, and appropriate staffing significantly contribute to a healthy working environment. The level of civility in an organization is strongly influenced by factors like staff recruitment, staff satisfaction, and employee retention. Therefore, all healthcare organizations must take approaches towards improving these factors to promote healthier working environments. In light of this, our organization needs to improve formal and informal leadership, staffing, and decision-making elements to improve its civility score from mildly healthy to a very healthy workplace. However, the high degree of civility in conversations at all levels of the organization has helped to achieve some acceptable degree of civility.

The organization can apply the concept in Clark’s (2015) article by developing a shared organizational vision, values, and team norms, which direct the conduct of each employee. This can ensure that all employees are working towards achieving a common vision, thus promoting collaboration and teamwork.             In addition, the organization can improve its decision-making by engaging employees at all levels in making decisions. The leaders can allow all the staff to air their opinions on issues that affect their productivity and give proposals on approaches to mitigate or address these issues.

Engaging all employees in decision-making can promote a high degree of satisfaction, engagement, and morale resulting in improved output. The organization’s leadership can reduce staff workload and ensure it is fairly distributed. The approaches can include developing staffing ratios for all units based on the patient workload for each unit (Clark, 2015). Besides, the leadership team can ensure that they adhere to the set staffing ratios to reduce burnout, increase job satisfaction and morale, and promote the retention of the best staff in the organization.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams

A high-performance inter-professional team is characterized by cooperation, coordination, and collaboration among members of different professionals. The team members work collectively to deliver patient-centered care. In any organizational setting, high-performance teams hardly occur naturally. The teams must be created and managed, and the leaders must acknowledge and emphasize teamwork’s importance (Sifaki-Pistolla et al., 2020). With effective management, inter-professional teams offer an opportunity for growth and improved output. 

Strategies supported by literature that can be put into action to address the weaknesses revealed in the Work Environment Assessment include cognitive rehearsal (CR) and combining CR, simulation, and evidence-based scripting. Griffin & Clark (2014) describe incivility as rude or disruptive behaviors that usually cause psychological or physiological distress for the individual involved. If the behaviors are not addressed, they may advance into aggressive situations and even temporary or permanent injury. The article established that using CR to implement intervention strategies in a safe and non-threatening environment can effectively prepare healthcare providers to handle uncivil behaviors in the workplace. CR as an intervention tool has been identified as an effective strategy to prepare nurses to recognize and handle lateral violence incidents.

Clark (2019) examines how combining CR, simulation, evidence-based scripting, planned practice, and debriefing can be utilized to deal with workplace incivility. CR is a method used in behavioral science where individuals collaboratively work with a skilled facilitator to recognize and rehearse appropriate strategies for solving an issue. It aims to alleviate anxiety, strengthen confidence, and improve impulse control by trying suitable methods that can potentially address difficult situations. Simulations can be employed to create uncivil, tense situations that offer learners a safe place to make mistakes, practice handling uncivil encounters, and observe how a word choice or body language can impact the outcome of a situation (Clark, 2019). Besides, simulated scenarios enable learners to improve their communication skills by listening to understand, paying attention to verbal and nonverbal cues, understanding interactions, and reflecting on their perception of the uncivil incident.

Evidence-based scripting entails learners using evidence-based approaches to develop scripts on how to address an uncivil situation crafted in their words. Combining CR with evidence-based scripting provides nurses and students with the crucial skills needed to address uncivil encounters when they occur (Clark, 2019). This increases the chances of success in curbing the behavior and upholding patient safety.

Our organization can foster successful practices by providing career advancement opportunities and team building. The organization’s leaders can provide employees with opportunities to further their careers, like sponsorship for short specialization, leadership, and management courses. They can also offer scholarships for those advancing their education, like from BSN to MSN and to conferences and seminars. This can increase employee motivation and lower turnover (Gyansah & Guantai, 2018). Team building can create a high-performance inter-professional team to attain a high level of teamwork, which is often challenging (Sifaki-Pistolla et al., 2020). Team-building activities like simulation can help employees to navigate their daily duties, conflicts, and communication problems to achieve the primary goal of working collectively.

Conclusion

Based on the work environment assessment, our organization scored poorly in major elements influencing the level of civility. The elements include having a reasonable workload that is manageable and fairly distributed, attracting and retaining the best and brightest staff, and presence of adequate opportunities for promotion and career advancement. The organization needs to improve on formal and informal leadership, staffing, and decision-making elements to improve the level of civility. Furthermore, the leadership team can provide employees career advancement and team-building opportunities to increase staff motivation and develop a high-performance inter-professional team.

References

Ackerman-Barger, K., Dickinson, J. K., & Martin, L. D. (2021). Promoting a culture of civility in nursing learning environments. Nurse Educator, 46(4), 234–238. doi: 10.1097/NNE.0000000000000929

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Research in Nursing Education| Nurse Educator, 44(2), 64–68.http://doi.org/10.1097/NNE.0000000000000563

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23.

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535–542. http://doi.org/10.3928/00220124-20141122-02

Gyansah, S., & Guantai, K. (2018). Career Development in Organizations: Placing the Organization and Employee on the same pedestal to enhance maximum productivity. May, 17, 95-110.

Sifaki-Pistolla, D., Melidoniotis, E., Dey, N., & Chatzea, V. E. (2020). How trust affects performance of interprofessional healthcare teams. Journal of Interprofessional Care, 34(2), 218-224. https://doi.org/10.1080/13561820.2019.1631763

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