Workplace Environment Assessment

Respond to the two the two post ATTACHED by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively. 3 REFFERENCES EACH

Running head: MY WORK ENVIRONMENT ASSESSMENT 1

MY WORK ENVIRONMENT ASSESSMENT 2

POST 1

Why workplace is or is not civil

Determining the civility of a workplace is something that I have not considered doing before this assignment. After completing the Clark healthy workplace inventory, I found that my workplace is moderately healthy, scoring 71(Clark, 2015). While completing the assessment, I found myself thinking extremely hard on the questions. I often had to think about how the questions have affected me personally, the unit, then the organization. Based on the assessment, I will say that the workplace is both civil and not civil. Clark (2015) explained that for a workplace to be considered healthy, it must have skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership according to the American association of critical nurses (p.2). Basedon this, I think my unit specifically needs to work on all of them but mainly on skilled communication.

Incivility in the workplace and how was this addressed 

Since working on the unit, I have found that leadership finds it extremely hard to address issues. For example, when a nurse is late multiple times to work, they won’t address the issue, yet expect the charge nurses to address it. Although this seems to a great way of approaching the issue, it becomes hard when they feel like they are not supported. There have been multiple complaints to leadership about lateness, but this seems to be an ongoing issue because it hasn’t been addressed by the manager. Instead, act like it does not exist especially when they are friends with the individual. It is important for leaders to be transparent with staff and to treat them equally. By not addressing issues at the workplace can negatively impact employee physical and mental health, job satisfaction, productivity, and commitment to the work environment (Clark,2013).

To address this, I spoke with the manager expressing my concerns with another staff. I explained that it was unfair to hold others accountable and everyone needed to be treated equally despite the length of time you have known them personally. Although this issue was talked about with leadership, it is still present as I have observed people coming to work 15 minutes and later without any consequences. Due to the inability to approach staff and address issues, many have stopped approaching leadership whenever there is a concern due to thinking that it won’t be addressed. Since this issue is ongoing and haven’t been resolved, Griffin and Clark (2014) suggest cognitive rehearsal in addressing incivility and bullying behaviors as it has been proven to be an effective way to control the work environment.

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

Clark, C.M. (2013). Creating and sustaining civility in nursing education. (2nd ed.).  Indianapolis, IN: Sigma Theta Tau International.

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

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.

POST 2

Pauline Kiragu 

RE: Discussion – Week 7

COLLAPSE

Top of Form

                                                                           Workplace Environment Assessment

The results of my work environment showed an incivility score of 54. According to Clark, 2015, this means that it’s an unhealthy organization and hence very uncivil.

I was surprised that I have not paid enough attention to some very important details about my organization. For example, the issue of workload in our organization has been a great deal of a problem, the ratio of nurses to patient has always been very high due to lack of enough nurses to work; this has been a great challenge.

Comprehensive mentoring program for all employees also lacks in our organization. The lowest score was communication at all levels of the organization. Effective communication in health care is a mainstay of patient safety and staff perception of a healthy work environment. (Jones et al., 2019). Communication in our organization is not utilized well, for example, the chain of command is not effectively followed due to disorganized problem-solving techniques. A lack of skilled communication in healthcare settings has been shown to negatively affect patient safety and quality. (Jones et al., 2019)

A healthy work environment has been described as a workplace that is positive, supportive, safe, collaborative, empowering, motivational, collegial, professional, respectful, caring, and satisfying. (Saunders et al., 2021). One idea I believed before conducting this assessment and was confirmed is the opportunities for promotion and career advancement. In our organization, chances of getting promoted are very low because of the slow progress in the growth of the organization and high turn over rate of employees. Meaningful recognition promotes job satisfaction/retention, personal psychological well-being, and less job stress, which all contribute to establishing a healthy work environment. (Saunders et al., 2021). 

I experienced incivility in my workplace two weeks ago when I complained of the work overload to my supervisor. We were short two nurses in the unit and that affected the nurse to patient ratio. The supervisor only stated that she will communicate with the manager, but she did not get any help for me. I was forced to work with alot of patients which was not safe for me or the patients. I ended up contacting the manager about the issue. I am still waiting to hear the feedback.

The positive results of authentic leadership are optimism, trust, work satisfaction, engagement, low turnover, and creativity. (Saunders et al., 2021). I hope to implement this lesson to my organization if at all I ever get a chance to.

                                                                                       References

Jones, L., Cline, G. J., Battick, K., Burger, K. J., & Amankwah, E. K. (2019). Communication Under Pressure: A Quasi-Experimental Study to Assess the Impact of a Structured Curriculum on Skilled Communication to Promote a Healthy Work Environment. Journal for Nurses in Professional Development35(5), 248–254.

Saunders, J., Sridaromont, K., & Gallegos, B. (2021). Steps to Establish a Healthy Work Environment in an Academic Nursing Setting. Nurse Educator46(1), 2–4.

M.Clark, C. (2015). Conversations to inspire and promote a more civil workplace . Retrieved from  https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Bottom of Form

Running head: MY WORK ENVIRONMENT ASSESSMENT

1

P

O

S

T

1

Why

workplace

is

or

is

not

civi

l

Determining

the

civility

of

a

workplace

is

something

that

I

have

not

considered

doing

before

this

assignment.

After

completing

the

Clark

healthy

workplace

inventory,

I

found

that

my

workplace

is

moderately

healthy,

scoring

7

1

(Clark,

2015).

While

completi

ng

the

assessment,

I

found

myself

thinking

extremely

hard

on

the

questions.

I

often

had

to

think

about

how

the

questions

have

affected

me

personally,

the

unit,

then

the

organization.

Based

on

the

assessment,

I

will

say

that

the

workplace

is

both

civil

and

not

civil.

Clark

(2015)

explained

that

for

a

workplace

to

be

considered

healthy,

it

must

have

skilled

communication,

true

collaboration,

effective

decision

making,

appropriate

staffing,

meaningful

recognition,

and

authentic

leadership

according

to

the

Amer

ican

association

of

critical

nurse

s

(p.2).

Based

on

this,

I

think

my

unit

specifically

needs

to

work

on

all

of

them

but

mainly

on

skilled

communication

.

Incivility

in

the

workplace

and

how

was

this

addresse

d

Since

working

on

the

unit,

I

have

found

that

le

adership

finds

it

extremely

hard

to

address

issues.

For

example,

when

a

nurse

is

late

multiple

times

to

work,

they

won’t

address

the

issue,

yet

expect

the

charge

nurses

to

address

it.

Although

this

seems

to

a

great

way

of

approaching

the

issue,

it

becomes

hard

when

they

feel

like

they

are

not

supported.

There

have

been

multiple

complaints

to

leadership

about

lateness,

but

this

seems

to

be

an

ongoing

issue

because

it

hasn’t

been

addressed

by

the

manager.

Instead,

act

like

it

does

not

exist

especially

when

th

ey

are

friends

with

the

individual.

It

is

important

for

leaders

to

be

transparent

with

staff

and

to

treat

them

equally.

By

not

addressing

issues

at

the

workplace

can

negatively

impact

employee

physical

and

mental

health,

job

satisfaction,

productivity,

and

commitment

to

the

work

environment

(

Clark,2013)

.

To

address

this,

I

spoke

with

the

manager

expressing

my

concerns

with

another

staff.

I

explained

that

it

was

unfair

to

hold

others

accountable

and

everyone

needed

to

be

treated

equally

despite

the

length

of

time

you

have

known

them

personally.

Although

this

issue

was

talked

about

with

leadership,

it

is

still

present

as

I

have

observed

people

coming

to

work

15

minutes

and

later

without

any

consequences.

Due

to

the

inability

to

approach

staff

and

address

issue

s,

many

have

stopped

approaching

leadership

whenever

there

is

a

concern

due

to

thinking

that

it

won’t

be

addressed.

Since

this

issue

is

ongoing

and

haven’t

been

resolved,

Griffin

and

Clark

(2014)

suggest

cognitive

rehearsal

in

addressing

incivility

and

bul

lying

behaviors

as

it

has

been

proven

to

be

an

effective

way

to

control

the

work

environment

.

Reference

s

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