NURS 6053 Discussion Workplace Environment Assessment SAMPLE

NURS 6053 Discussion Workplace Environment Assessment SAMPLE
Sample Answer for NURS 6053 Discussion Workplace Environment Assessment SAMPLE Included After Question

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.

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.

RESOURCES

Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.

WEEKLY RESOURCES
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.

A Sample Answer For the Assignment: NURS 6053 Discussion Workplace Environment Assessment SAMPLE
Title: NURS 6053 Discussion Workplace Environment Assessment SAMPLE

The health of a workplace has a significant effect on employee performance and productivity. A work environment assessment was done on my practice site using the Clarks Healthy Workplace Inventory. The organization scored 54, which translates into an unhealthy organization as per Clarks Healthy Workplace Inventory assessment. The organization’s score in of the assessment items were somewhat untrue and neutral.  

Some things surprised me about the results of the work environment assessment. One of them is the organization’s score. I believed that most of the staff in the organization perceived it a healthy workplace. The leadership and management pride themselves in implementing staff-centered interventions that contribute to their empowerment and performance. However, it appears that the staff have contrary opinions and experiences about these interventions. The other thing that surprised me from the assessment is that most of the employees reported that they have low level of job satisfaction, morale, and engagement. Employee job satisfaction is a crucial ingredient for the delivery of high-quality, safe, and efficient care in healthcare (Giménez Lozano et al., 2021). However, it was surprising that most employees reported being demotivated yet the organization’s statistics such as turnover rates and adverse events have been low over the past years.  

One of the ideas that I believed before conducting the assessment and was confirmed is the lack of transparent and direct communication at all the organization’s level. The communication environment in the organization is one-way. The management makes decisions to be imposed on the staff without the consideration of their views. As a result, most of the staff express dissatisfaction with the manner in which the management undertakes its functions (Hashish, 2020). This was confirmed by most of the staff who reported that the statement on communication being transparent, direct, and respectful being completely untrue. As noted initially, the results of the assessment mean that the organization is not a safe workplace. It does not prioritize the needs of its staff in the implementation of different strategies, hence, having the potential of affecting performance and competitiveness of the organization.

NURS 6053 Discussion Workplace Environment Assessment SAMPLE

References 

Giménez Lozano, J. M., Martínez Ramón, J. P., & Morales Rodríguez, F. M. (2021). Doctors and Nurses: A Systematic Review of the Risk and Protective Factors in Workplace Violence and Burnout. International Journal of Environmental Research and Public Health, 18(6), Article 6. https://doi.org/10.3390/ijerph18063280 

Hashish, E. A. A. (2020). Nurses’ perception of organizational justice and its relationship to their workplace deviance. Nursing Ethics, 27(1), 273–288. https://doi.org/10.1177/0969733019834978 

A Sample Answer 2 For the Assignment: NURS 6053 Discussion Workplace Environment Assessment SAMPLE
Title: NURS 6053 Discussion Workplace Environment Assessment SAMPLE

I completed the Clark Healthy Workplace Inventory, and my company received a score of 55. According to the findings, this indicates that the health is considered unhealthy in terms of civility. These findings surprised me because I would not classify my workplace as such. When making my choices, I tried to be objective and fair. After reviewing my responses, I can see that the areas that require the most improvement are employee satisfaction, engagement, and morale. In most departments, you can sense resentment and people who are dissatisfied with their jobs. People are constantly complaining in the break rooms and on social media. Another area that received a low score is the lack of emphasis on employee wellness and selfcare. This could be due to recent policy changes to combat the Covid19 pandemic, but many of our employer’s employee wellness benefits have been eliminated.

The fitness center area is one example. It was closed due to infection control, as was the 30 minute “wellness” leave allotted for working out. One aspect of the organization that received high marks in my evaluation was its competitive salaries, benefits, compensation, and other rewards. My employer pays well and provides excellent paid time off. We also get hazard pay bonuses once a month and plenty of chances to earn overtime or extra time off. Communication is one area where we can improve civility in our organization. Effective communication is critical, especially in this period of uncertainty. Many plans, I believe, are not communicated to all employees, which has a negative impact. One example is that just last week, when our clinic was forced to return to phase one due to an influx of positive cases in our area, only the supervisors were aware of the changes and failed to inform the staff. Everyone was perplexed, and there was complete chaos. I believe that more effort should have been made to inform the entire staff of the plans and expectations. Uncertainty about what was going on exacerbated an already stressful situation.

References

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

A Sample Answer 3 For the Assignment: NURS 6053 Discussion Workplace Environment Assessment SAMPLE
Title: NURS 6053 Discussion Workplace Environment Assessment SAMPLE

I agree that effective communication is important to reduce incivility in a workplace.

According to Meires (2018), areas where bullying occurs most frequently are emergency departments, behavioral health centers, and intensive care centers; bullying also occurs in long-term care centers, especially during the evening and night shifts.  One key to decreasing bullying and incivility in the workplace is for nurses and other team members to tap into emotional Intelligence (Meires 2018). Emotional intelligence is a form of social acumen that involves the ability of an individual to monitor his or her own feelings and the feelings of others to use good judgement (Meires 2018). One approach to bullying is to reflect on the situation before acting. A moment of calm reasoning can go a long way to diffuse a potentially stressful or angry situation. It might be reasonable to avoid labeling individuals as bullies, patient and staff safety should be the overarching theme (Meires 2018). Many times, individuals who are not easily intimidated do not make the situation about themselves. Rather, they see it as a way to prevent an adverse outcome.  keeping a sense of humor and knowing your limits of tolerance are useful (Meires 2018). Nurses who use EI often provide situational awareness and stability when emotions flare. Nurses using EI can also role model professional behaviors necessary for a healthy and harmonious work environment.  NURS 6053 Discussion Workplace Environment Assessment SAMPLE

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According to Green (2019), leadership styles can affect incivility in a workplace. The democratic leader uses constructive criticism to institute change among the group and encourages the group to make decisions together (Green 2019).  With this leadership style, staff

members experiencing uncivil conduct are more likely to feel comfortable discussing their concerns and can anticipate some degree of change to occur within the workplace environment.  The transformational leaders motivate staff members to accomplish a goal or an initiative (Green 2019).  They exhibit organizational citizenship behaviors, use listening skills, and pay attention to their staff members’ needs and identified goals, which can positively impact staff engagement, team member collaboration and relationships, and patient care.  The quantum leader manages complex dynamics at the unit and organizational level, responding with interventions to address issues, team collaboration is imperative to establishing interconnectedness and, ultimately, resolving identified problems (Green 2019). Laissez-faire leaders avoid criticism of others’ behaviors and have difficulty with providing direction (Green 2019).  Under this style of leadership, the staff member experiencing uncivil conduct is left to cope with the problem alone. The autocratic leader is punitive in his or her criticism of others’ behaviors and right or wrong decisions are made with minimal to no group input (Green 2019). This can be problematic when the leader is a participant within the culture of incivility. When addressing workplace incivility, the democratic leadership style can be effective (Green 2019). This style allows for objectivity when discussing environmental dysfunction within the workplace, with multiple views being shared within the group (Green 2019). Sharing viewpoints may potentially decrease staff members’ fear and anxiety, facilitating honest discussion (green 2019).

References

Green, C., A. (2019). Workplace incivility: Nurse leaders as change agents. Nursing Management (Springhouse), 50(1), 51–53. https://doi-org.ezp.waldenulibrary.org/10.1097/01.NUMA.0000550455.99449.6b

Meires, J. (2018). Workplace Incivility. The Essentials: Using Emotional Intelligence to Curtail Bullying in the Workplace. Urologic Nursing, 38(3), 150–153. https://doi-org.ezp.waldenulibrary.org/10.7257/1053-816X.2018.38.3.150

A Sample Answer 4 For the Assignment: NURS 6053 Discussion Workplace Environment Assessment SAMPLE
Title: NURS 6053 Discussion Workplace Environment Assessment SAMPLE

A civil work environment is achieved when the workplace is healthy and positive interactions take place among nurse leaders and other team members.  What is civility?  Griffin & Clark (2014) describe civility as being aware of the concerns, wishes, and rights of others in your workplace, courtesy and politeness in behavior, and good manners.  When a workplace is lacking in civility, negative outcomes can occur, such as a decline in the quality of patient care, a decline in workplace safety, and even a decline in cost-effectiveness, in addition to the loss of a sense of well-being which is so important to a healthy work environment (Clark, 2018).

My workplace, according to analysis, has fallen in environment and civility since the many changes that have taken place since February in response to COVID-19.  Since that time, morale has significantly decreased as nurses are under pressure from the administration to do more, work more, take on more, and all without much recognition or thanks.  Sometimes management attempts to recognize exhausted staff with a reward that is seen as insulting, such as a free hamburger from a fast-food restaurant.  The staff is dissatisfied, tired, and feeling underappreciated.  As a result, I have seen incivility from staff toward management and administration and vice versa, and so the cycle continues. NURS 6053 Discussion Workplace Environment Assessment SAMPLE

My organization can begin to rebuild its once-healthy work environment by taking the necessary steps to first recognize incivility and then prevent it.  All of us in nursing need to remember the American Nurses Association Code of Ethics during these times.  It requires us to show respect toward all with whom we work, and do our part to contribute to a work environment that is healthy and happy (Clark, 2015).  Nursing staff must be able to express their concerns and feel safe doing so.  As leaders, management and administration need to step up and address this issue, for the well-being of our teams and the health of our patients (Clark, Olender, Cardoni, & Kenski, 2011).

References

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324-330. doi:10.1097/NNA.0b013e31822509c4

Clark,  C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563

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. doi:10.3928/00220124-20141122-02

A Sample Answer 5 For the Assignment: NURS 6053 Discussion Workplace Environment Assessment SAMPLE
Title: NURS 6053 Discussion Workplace Environment Assessment SAMPLE
Summary of Results – Clark Healthy Workplace Inventory The American Association of Critical-Care Nurses recommends six standards that are important in ensuring a healthy work environment. These include appropriate staffing, meaningful recognition, skilled communication, effective decision-making, true collaboration, and authentic leadership (Clark, 2015). To determine the health of the work environment, the Clark Healthy Workplace Inventory was used which gave a score of 58 indicating an unhealthy work environment. Some of the aspects that lead to this poor score are poor communication due to ineffective communication channels and the lack of teamwork that plays an important role in addressing organizational challenges as well as preventing conflict within the facility (Clark, 2015). Due to the nursing shortage experienced in the organization, nurses experience burn out due to the extra tasks that they are delegated to address the increasing demand. However, the employees feel under-appreciated for their extra efforts in the organization that affects their morale and motivation in performing their roles within the organization. Maintaining a healthy workplace is important in the healthcare environment since this impacts patient outcomes and the achievement of healthcare goals. A stressful environment negatively affects healthcare workers in diverse aspects leading to poor performance. This includes providing safe care and collaborating with other workers to deliver quality healthcare services (Clark, 2015).

Identify two things that surprised you about the results. Also, identify one idea that you believed prior to conducting the Assessment that was confirmed. One thing that surprised me about the results was the high score regarding the organization encouraging the free expression of diverse/or opposing ideas which is not practiced by employees. Due to the fear associated with being discriminated against or negative remarks by the organization’s managers, most employees are afraid to express opposing ideas in the organization (Marquis & Huston, 2017). However, this is not the case in this scenario where the organization encourages employees to share their views to better decision-making and the performance of the organization. Another surprising statement is that the organization attracts and retains the best and the brightest yet there is poor performance in some of the departments (Grawitch & Ballard, 2016). With this kind of strategy, the organization should maintain high performance since the employees are well educated and equipped to address some of the challenges encountered in the organization. However, the organization still experiences the same challenges encountered by other organizations with the same goals. One idea that I believed before conducting the assessment that was confirmed is that employees are treated fairly and respectfully (Marquis & Huston, 2017). This is true as the organization tries to empower and encourage employees by valuing them, which is achieved by ensuring that disciplinary cases are handled seriously to ensure that employees and leaders treat one another with respect.

What do the results of the Assessment suggest about the health and civility of your workplace? The results of the assessment indicate that the organization needs to improve on some of the areas with low scores that affect the health of the workplace. This includes implementing effective strategies to enhance communication and collaboration among employees in the organization (Clark, 2017). Communication is important as it helps employees to exchange information and share their concerns with the management. However, poor communication will prevent this process and increase the likelihood of conflicts between employees in the organization. Due to the challenging scenarios experienced within the healthcare setting, creating a healthy work environment will help to address some of these problems leading to employee satisfaction (Clark, 2017). Effective communication will also enable employees to share emotional and psychological problems that may affect their performance in the organization. This can be enhanced through the creation of a conducive environment where nurses are empowered to speak without fear of intimidation. Employees can be trained on communication skills that will enable them to gain competence in civil communication. Effective communication will also enhance collaboration among employees since the employees can share common problems within the organization as well as develop informed decisions to address the challenges (Grawitch & Ballard, 2016).

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.

One concept presented in the Clark article “Conversations to inspire and promote a more civil workplace” is the importance of communication in promoting a civil workplace. Poor communication can lead to problems within the organization such as disrespect, ineffective collaboration, and poor performance (Clark, 2015). In an organization that has ineffective communication, employees will not be able to report negative activities such as bullying, intimidation, and harassment that may affect the performance of employees and ultimately the organization. Organizations should foster meaningful dialogue with employees where issues of incivility are identified and addressed. One of the tools that can be used is the workplace inventory which is an evidence-based tool that can be completed by different individuals in the organization or team members (Grawitch & Ballard, 2016). This will raise awareness and assess the perceived health of an organization. It will also help determine areas for improvement. Based on the results of my Work Environment Assessment, this concept shows that some of the areas with low scores are a result of poor communication since the organization may foster some of the beneficial aspects but the employees may fail to take advantage of such opportunities. Effective communication will place employees and the organization on the same position where both parties have a similar understanding (Marquis & Huston, 2017).

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. Organizations may apply effective communication to improve organizational health by allowing employees to share their opinions without any discrimination or ill-treatment for members who share opposing ideas (Warrner,Sommers,Zappa,&Thornlow,2016). This will encourage employees as they feel part of the organization since their opinions are valued by the organization. Communication is one of the effective aspects that link organizations to employees. This also allows leaders to provide feedback to the employees on the issues raised (Armstrong, 2017). Since work environments largely impact employees, organizations should focus on how to bring employees into one understanding that will lead to a shared vision leading to the organization’s success. Effective communication will encourage inclusivity where members from different backgrounds are included in important organizational processes such as decision-making. This will create an accommodative work environment that will motivate employees in carrying out their roles effectively (Grawitch & Ballard, 2016).
General Notes/Comments The health of the work environment is an important aspect that influences the performance of employees as well as the organization. This implies that for an organization to be successful, regular inventory assessments to determine the health and civility of the work environment are important (Marquis & Huston, 2017). One of the assessments is the Clark Healthy Workplace Inventory that gives scores for different organizational statements. Using these scores, an organization can make the necessary adjustments to maximize its strengths and address the weaknesses to ensure and maintain high performance. The organization can apply different concepts/theories to improve organizational health and create stronger work teams that will be beneficial to the organization (Armstrong, 2017).

NURS 6053 Discussion Workplace Environment Assessment SAMPLE References

Armstrong, N. E. (2017). A Quality Improvement Project Measuring the Effect of an Evidence-Based Civility Training Program on Nursing Workplace Incivility in a Rural Hospital Using Quantitative Methods. Online Journal of Rural Nursing & Health Care, 17(1), 100–137. https://doi-org.ezp.waldenulibrary.org/10.14574/ojrnhc.v17i1.438

Clark, C. M. (2017). An Evidence-Based Approach to Integrate Civility, Professionalism, and Ethical Practice into Nursing Curricula. Nurse Educator, 42(3), 120–126. https://doi-org.ezp.waldenulibrary.org/10.1097/NNE.0000000000000331

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

Grawitch, M. J., & Ballard, D. W. (2016). The psychologically healthy workplace: Building a win-win environment for organizations and employees. Washington, DC: American Psychological Association.

Marquis, B. L., & Huston, C. J. (2017). Organizational planning. Leadership roles and management functions in nursing: Theory and application (9th Ed. (pp. 160-185). Philadelphia, PA: Lippincott, Williams & Wilkins.

Warrner, J., Sommers, K., Zappa, M., & Thornlow, D. K. (2016). Decreasing workplace incivility. Nursing Management, 47(1), 22-30. doi: 10.1097/01.NUMA.0000475622.91398.c3

A Sample Answer 6 For the Assignment: NURS 6053 Discussion Workplace Environment Assessment SAMPLE
Title: NURS 6053 Discussion Workplace Environment Assessment SAMPLE

Healthcare professionals should work in environments that support interprofessional collaboration, protect them from bullying and other uncivil behaviors, and sustain individual development. Due to their critical role in primary care, nurses require guidance, mentorship, and active engagement in decision-making. However, not all workplaces provide nurses with a healthy and safe environment to provide optimal patient care and optimize personal development. Incivility is typical in many institutions, and its magnitude depends on leadership, employee empowerment programs, and behavior management policies, among other factors. A workplace diagnosis helps assess the incivility level and interventions required to promote civility. The purpose of this paper is to describe the workplace environment assessment results, concept/theory, and strategies for creating high-performance interprofessional teams.

Work Environment Assessment

Assessments reveal the health status of an organization. They evaluate many aspects, and the Clark Healthy Workplace Inventory diagnoses potential problems regarding civility in an organization. The organization scored 59 on the inventory and one’s impression. The score demonstrates low performance on critical organizational factors that promote a healthy workplace, including the organizational culture and environment. Multiple factors contribute to such a score, and the chances of interprofessional collaboration and organizational development are usually low.

The facility also lacks appropriate preceptorship plans for new workers. The lack of orientation exposes them to confusion and bullying, among other features of uncivil workplaces. Other contributing factors include the lack of mentorship for current employees’ culture evaluation programs. The situation would have been better if the organization had assessed its culture regularly and responded effectively. The institution also lacks adequate resources to promote career progression, which impedes professional development. Consequently, it is challenging to retain experienced and top nurses. The other factor to blame for the discouraging score is a leadership model that excludes employees in decision-making.

The two surprising outcomes are the organization’s ill state and its unchanged culture. Considering how the organizational environment and workplace relationships profoundly affect patient care, healthcare institutions should avoid uncivil behaviors and invest heavily in positive cultures. Among the dominant organizational perspectives, the institution does not regard employees as valuable participants in decision-making and organizational growth. After checking numerous “totally untrue boxes” scale components, the overall result confirmed the same. This implies ineffective organizational governance. The other major worry was employee appreciation, which was lacking since employees are not regarded as valuable assets. According to Flynn et al. (2021), employee appreciation helps employees feel more secure and satisfied, motivating them to continue their work. Such motivation ensures that employees are more inclined to healthy behaviors and avoid uncivil acts.

The results confirmed the need for transformative change, a view held before conducting the review. A leadership that does not revere employee participation is retrogressive and hampers civility in the workplace. From the findings, current leadership styles are ineffective, and a shift is inevitable for the organization to achieve its vision and goals. A practical way to achieve these goals is to advocate for and practice transformative leadership, whose central tenet is inspiration and working together to achieve the desired vision (Seljemo et al., 2020). The organization, through its leader, must also ensure the satisfaction of both workers and patients.

Generally, the score (59) reveals an unhealthy and uncivil workplace. Incivility hampers nurses’ mental health and reduces overall productivity (Kile et al., 2018). The situation is worse in workplaces where the leadership has not implemented robust policies for preventing incivility and promoting healthy relationships. Unhealthy and uncivil workplaces are also associated with patient safety concerns, implying low patient satisfaction. Due to such outcomes, immediate, practical interventions are necessary. The situation should be addressed before reaching unmanageable levels.

Reviewing the Literature

Nursing literature has explored workplace incivility in-depth and recommended multiple interventions for understanding and addressing the problem. Cognitive rehearsal is among the widely explored concepts. According to Griffin and Clark (2014), cognitive rehearsal is an effective behavioral strategy for addressing incivility and lateral violence in the workplace. It has three interrelated components. The first component is participating in informative instruction regarding incivility and lateral violence. Secondly, those vulnerable to workplace incivility are taught to identify and rehearse specific phrases for addressing incivility. The third component is practicing the phrases to be more familiar with their application in real-life situations.

Cognitive rehearsal empowers nurses to identify and respond effectively to uncivil behaviors. Since their probability is high, organizational management should embrace cognitive rehearsal as a behavioral intervention strategy for current and new nurses. Griffin and Clark (2014) analyzed the effectiveness of cognitive rehearsal for newly licensed nurses. They found that cognitive rehearsal enabled new nurses to stop uncivil behaviors against them completely. Kile et al. (2018) found cognitive rehearsal highly effective in improving nurses’ confidence to defend themselves against incivility. They were also better positioned to recognize workplace incivility and report related behaviors.

Regarding the relationship between the concept (cognitive rehearsal) and the work environment assessment, nurses and other healthcare workers may be trained to overcome workplace incivility through the cognitive rehearsal approach. Currently, it is challenging to achieve the desired vision and purpose without reviewing and changing the organizational culture. A crucial part of the required review is empowering nurses and healthcare workers in recognizing and reacting to distressing behaviors and remarks from leaders or colleagues. Cognitive rehearsal training should be part of the organizational policies for improving its health. The management should also continually measure employee satisfaction and engagement, purposing to empower its workforce and enhance civility.

Cognitive rehearsal can improve the overall organizational health and play a critical role in creating stronger teams. Currently, the organization does not promote a learning culture to help employees advance their careers. Healthcare organizations should consider on-the-job training to strengthen nurses’ interprofessional abilities. Cognitive rehearsal training should be among the central components of on-the-job training. Through cognitive rehearsal, nurses learn what workplace incivility entails and how to promote a civil workplace. They further learn to associate with like-minded colleagues who do not participate in uncivil behaviors. Kile et al. (2018) and Clark (2019) further recommended healthcare facilities invest in education programs that teach cognitive rehearsal to improve their health and staff collaboration. The education team should also provide continuing leadership development programs that include menta