Assessment: Workplace Environment 

Assessment: Workplace Environment 

Assessment: Workplace Environment 

Institution
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.

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Workplace Environment Assessment

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Our organization scored 58/100 on the Clark Healthy Workplace Inventory, which indicates that the workplace environment is unhealthy. The elements with the lowest scores (2 points) were: The organizational culture is continuously assessed, and measures are implemented to improve it based on assessment results and Members of the organization being actively engaged in shared governance, joint decision-making, and policy development, review, and revision (Clark, 2015). Four elements had the highest scores (4 points): Transparent, direct, and respectful communication at all organization levels; Teamwork and collaboration are promoted and evident; Availability of a comprehensive mentoring program for all employees; Fair and respectful treatment of employees.

The workplace environment assessment results show that there is incivility in our workplace. The incivility can be attributed to the lack of shared vision, values, and team norms in the organization and limited trust between and among formal leadership and other members of the workplace. In addition, the incivility is contributed by the lack of a strong emphasis on staff wellness and self-care and the allocation of limited resources to promote employees’ professional growth and development (Armstrong, 2018). Employees in the organization do not completely feel they are perceived as assets and valued partners. This can be attributed to the limited celebration of individual and collective achievements of employees and the lack of equitable publicization. This has contributed to low staff satisfaction, engagement, and morale.

Incivility in the workplace occurs as low-intensity behavior or a mild form of uncivil behavior aimed at harming the target (Kisner, 2018). I faced incivility as a new grad nurse when I was allocated to the medical-surgical unit.  The unit had three senior nurses who preferred to work together in the same shifts and always requested they be placed in the same duty shifts. However, the nurse in-charge declined their requests when two other new grad nurses and I were deployed in the unit. The in-charge allocated each of us to the senior nurses so that they would guide and supervise us. However, we noted that the nurses would criticize us, saying we were incapable of providing the appropriate care. Besides, I noted that the nurse I was assigned to the same shift would roll their eyes and make faces when I asked a question. The other new grad nurses reported that the senior nurses would refuse to communicate with them and failed to support them appropriately.

We reported the uncivil behavior to the supervisor and stated how the behavior made us feel demeaned and frustrated. The supervisor arranged the meeting and invited the three senior nurses, and we calmly expressed our issues and how their behavior had affected us. The supervisor allowed them to air their concerns to ensure they were also heard. She then explained to all of us that incivility was not tolerated. The supervisor mediated the conversation between the senior and new grad nurses, and we resolved the matter. She also gave a verbal warning to the senior nurses and mentioned that such behavior would result in consequences in the future.

References

Armstrong, N. (2018). Management of nursing workplace incivility in the health care settings: A systematic review. Workplace health & safety, 66(8), 403-410. https://doi.org/10.1177/2165079918771

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

Kisner, T. (2018). Addressing workplace incivility. Nursing2020 Critical Care, 13(6), 24-29. https://doi.org/ 10.1097/01.CCN.0000546311.07792.74

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