NURS 6053 Workplace Environment Assessment Assignment

NURS 6053 Workplace Environment Assessment Assignment
Sample Answer for NURS 6053 Workplace Environment Assessment Assignment 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 Workplace Environment Assessment Assignment
Title: NURS 6053 Workplace Environment Assessment Assignment

I have two workplaces and chose to inventory my psych/detox position. The results showed this workplace scored a 57, or unhealthy. I was the first nurse they hired and admitted the first patient. As a startup psych unit, we knew there would be growing pains and hiccups. After eight months in operation, the staff had changed several times. I went part-time after six months because I could not deal with the chaos on a full-time level. I believe this is mainly because there is no Director of Nursing (DON). The first two quit, and the interim DON is one of the Psych Nurse Practitioners.

I was surprised that the results were so negative. I did not expect it to be an unhealthy work environment. I knew there was chaos and that rules and policies changed every day, as well as staff being hired and quitting on a regular basis. The second surprise for me was how low communication was scored on my assessment.

The assessment results suggest that the workplace’s health and civility need an overhaul. There is a breakdown in communication, leadership, and employee interactions, and policies and procedures being implemented in a timely manner. My organization could apply the DESC model (Clark, 2015) to improve the health and civility of our work team in several ways. For example, describing the specific situation, expressing your concerns, and stating other alternatives and consequences could help improve tardiness, absenteeism, bullying, and workplace violence by giving a clear format of how to handle each problem (Clark 2015). One of the main problems that cannot be resolved with the DESC model is the lack of a DON.

An experience where I experienced incivility in the workplace was a few days ago. I was charting on a patient, and the security guard was helping me with a computer program. He turned the conversation to politics, starting a debate that should never have happened. It went on for what seemed like forever, with security getting louder and louder. Other employees tried to redirect the conversation, and some left the area. Ultimately, I had to get up and leave to stop the debate. We had opposite views, and I could not get him to agree to disagree. Our working relationship went from trust and mutual respect to me crying in the bathroom and him getting terminated.

Conclusion

 In conclusion, workplace incivility is a pervasive issue that can significantly negatively affect employees, teams, and organizations. It refers to low-intensity negative behaviors that violate social norms of respect, such as belittling comments, ignoring or excluding someone, and showing a lack of interest. Workplace incivility can lead to decreased job satisfaction, increased stress and burnout, and even turnover (Wang et al., 2020). To address workplace inclusivity, my employer can provide training on respectful communication and behavior, promote a culture of respect and inclusivity, and establish clear policies and consequences for workplace incivility (Wang et al., 2020). It is important for organizations to recognize the negative impact of workplace incivility and take action to create a more respectful and supportive workplace culture (Broome & Marshall, 2021).

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

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 Workplace Environment Assessment Assignment

 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 3 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment
Title: NURS 6053 Workplace Environment Assessment Assignment

The “workplace assessment” template generated an inventory to assess the fitness of a workplace. It was made up of a series of statements for which several answers were assigned to the most appropriate one based on the statements seen in the workplace. The highest value of the assessor answers demonstrated society’s overall interest in the template. There were 20-100 possible scores, with the response being the primary determinant of the scoring on all scales. A score ranging from 90 to 100 was assigned to healthy workplaces; 80 to 89 were considered reasonably good; 70 to 79, 60 to 69 were considered poor; 50 to 59 were considered unsafe, and less than 50 indicated extremely unhealthy working conditions.

The assessment focused on a nursing workplace and found it to be an acceptablely healthy environment. The workers get together to create value. Various reactions to the evaluation were unbiased; however, the majority of the reactions were precise (Marshall, 2016). According to the assessment, a large portion of the nurses who experienced adverse working conditions stood up, and doctors responded that their attitudes toward the nurses had changed. Consideration in any work environment has an impact on a variety of factors. Consumer satisfaction is influenced by factors such as civil rights. People appear to be more comfortable and pay more attention to me because they have a “higher quality of life.” Regardless of the fact that the work environment evaluated is considered to be a civil place, a number of concerns have arisen that should be addressed.

After the test, a patient will not see them go to doctors based on ethnic bias. So long, according to his nurse, that the doctor was irritated, the patient did not see her. The doctor then transferred her annoyance to the nurse and began taking steps to eliminate her activity (Clark, 2019). These were some of the critical disclosures that astounded the assessor throughout the evaluation of this working environment. Workplace Environment Assessment Assignment for NURS 6053 While there have been various problems in the workplace atmosphere regarding working conditions, this state of working conditions, as demonstrated in this assessment, should be regarded as a general field (Clark, 2019). The fact that it has become a shared space confirms the staff’s loyalty and cooperation, as well as their adaptability to each other’s experiences, relationships, and attitudes.

Part 2: Reviewing the Literature

The article presents the “DESC model,” which speaks to four measurements. For example, portray, express, show, and consequence. As indicated by the article, the limitations of management and leadership approach to manage to oversee worker motivation and commitment is the nonappearance of individual collaboration with the employees (Walker & Clendon, 2015). It is only the directors that have to facilitate communication with the employees; they will have the skill to measure their stresses overburdening in the healing administrations. The management, as well as leadership approaches, should be extremely dispersed to think about facilitating contact among the employees and the supervisors. An example of the management of motivation in the workspace combines this work environment.My workplace is civil because there is mutual respect for each other, thereby fostering a
more effective and efficient environment. Members tend to stay longer at my workplace because
the managers and the administration respect and value each member, thus promoting
commitment to achieving the set goals (Clark, 2018). This helps in the attainment of the goals for
the company because the nurses are devoted. It inspires loyalty, training, and organizational
commitment (Clark, 2018).

The working environment must encourage individual self-reflection, and the staff creates a sense of acceptance and empowerment to provide a healthy workplace environment. This model may be extended to improve employee skills in serving as role models, being self-aware, commitment, and agreement and tension relief by employee participation in this evaluation (Nibbelink & Brewer, 2018). This model is the breakthrough of fostering safe working conditions through the promotion of motivational assessments and organizational self-reflection, resulting in meaningful improvements.

To transmit a healthy working environment, the environment must independently and through the personnel to support self-

reflection, creating a sense of understanding and strengthening. This model may help to improve staff’s willingness to take good examples and slowly become conscious, to recognize person relationships, to offer their permission, and discharge questions using employee participation (Marshall, 2016). This model is established as a teacher in successful working environments by improving evaluations and self-realization in the workforce that will eventually be produced.

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Part 3: Evidence-Based Strategies

Communication is essential in almost any aspect of life, whether it is close to home or specialist lives. The assessment, whereas featuring the work environment setting, additionally have to ponder the communication aptitudes of the workforces. It utilizes many tools that allow assessors to resolve their deficiencies and to upgrade them effectively. It means that customers can improve both verbal and nonverbal communication in stages and become a great communication device (Lavin & Harper, 2015). Operational communication does not merely assistance at being fruitful in proficient life yet before that in education moreover. Although the model focusses on the needs of employees for self-evaluation and presumes that individuals seek higher-ordering needs when fewer arrangements are met, the use of this model will recover organizational health by arranging the needs and identifying attitudes, interactions, and performance which people focus on. In terms of the roles held by the member according to this model, an organization can have opportunities. Improving health conditions in the workplace requires leading employees to an environment for themselves.

Policies and policies provide companies and organizational systems with guidelines and legal specifications. Diversity and inclusive work practices encourage employees to have a healthy work environment and demonstrate the value and importance of their workforce. Achieves balance, success, and a happy workplace; creativity and productivity are improved. Implementing our practices and processes will be clear (Marshall, 2016). Our implementation plan includes policies and procedures. The diversity of activities involved, the costs, and the time frames of the entire process should be included in a plan.  It uses various appropriate connection strategies such as discussions, meetings, and debates to develop listening capabilities, and is a significant aspect of communicating. It demonstrates undivided attention. It is used to help leaders in different areas, including direct conversation, setting specific objectives almost as well as supervising physical and informal contact. The evaluation is incredibly fair for individuals who want to make their contact feasible (Clark, 2019). Through looking at the organization, the partnership costs, and the quality of the operating production, the working climate will have a better analysis of the processes and structures.

References

Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Education, 64-68.

Lavin, M. A., & Harper, E. (2015). Health Information Technology, Patient Safety, and Professional Nursing Care Documentation in Acute Care Settings. The Online Journal of Issues in Nursing.

Marshall, E. S. (2016). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader. Springer Publishing Company.

Nibbelink, C. W., & Brewer, B. B. (2018). Decision-Making in Nursing Practice: An Integrative Literature Review. Journal of Clinical Nursing, 917–928.

Walker, L., & Clendon, J. (2015). Nursing roles and responsibilities in general practice: Three case studies. Journal of primary health care, 236-243.

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

Incivility seems to be prevalent in the workplace due to numerous reasons.  Thus, a few are ineffective leadership, poor communication, nursing burnout and low staff morale.  My facility scored a 55 on Clark Healthy Workplace Inventory indicating that it is an unhealthy workplace.  Jason (2020) defines incivility as “rude or disruptive behavior that can result in physiological or psychological distress” (p. 14).  New employees are bullied by senior nurses when they are not familiar with organization policies and procedures.  This negative behavior makes it difficult for nurses to learn.  Moreover, these senior nurses behavior have been reported to management, but there has been no change in the way they communicate with staff.  Poor communication has a negative effect on teamwork and hinders staff from collaborating with each other (Laureate Education, 2018).  Effective communication with leadership and staff is essential for the unit to run smoothly.

In my facility, only the charge nurse can call the doctor which causes a breakdown in communication.  The telemetry tech printed a strip that revealed my patient had an abnormal heart rhythm and the last potassium and magnesium level was drawn two days ago.  I asked my charged nurse to notify the physician of these changes; however, it was omitted due to her workload.  During shift report,  I informed my relief of the patient changes and told her the physician needed to be notified by the charge nurse.  My relief was irritated with me and accused me of passing the buck.  I apologize for the misunderstanding and informed her that it is company policy for charge nurse to notified the physician.  Communication barriers delays medical services and patient care.  It also creates a hostile work environment.

The facility that I work at is located on the 5th floor of a major hospital.  I was surprise to learn that my organization did not have a health and wellness program; however, we are able to use the host hospital gym.  Dailey and Zhu (2016) research revealed “workplace health promotion programs increases work productivity” (p. 262).  My organization could help boost staff morale by offering health preventative programs, nutrition education and physical training to promote employees wellbeing (Dailey and Zhu, 2016, p. 262).  The host hospital also have a weight loss program for their employees.  It would be wonderful if my organization could merge with the host hospital, so we could enjoy these benefits.

References

Dailey, S. L., & Zhu, Y. (2017).  Communicating Health at Work:  Organizational Wellness Programs as Identity

Bridges.  Health Communication, 32(3), 261-268.  https://doi-org.ezp.waldenulibrary.org/10.1080/10410236.2015.11206

Laureate Education (Producer). (2018). Diagnosis:  Communication Breakdown [Video file]. Baltimore, MD:  Author.

Jason, R. (2020). Workplace Bullying and Incivility:  A Perspective Based on the Oregon Nurse Practice Act.  Oregon State 

     Board of Nursing Sentinel, 39(2), 14-15.

A Sample Answer 5 For the Assignment: NURS 6053 Workplace Environment Assessment Assignment
Title: NURS 6053 Workplace Environment Assessment Assignment

Civility can be defined as being courteous and/or polite in actions, speech or other behaviors. The Clark Healthy Workplace Inventory is an assessment tool used in helping to determine the ‘health’ of your work environment. The results of my assessment was a score of 48, which means that the work environment is very unhealthy (Clark, 2015). There is actually nothing that surprises me about the results as it has become a more common environment in long-term care facilities. I have worked in a few over the last 7 years, and it seems like it is just getting worse and worse. This exercise further confirmed that the morale and ‘health’ of the facility is extremely low. The results of the assessment within my worplace is described as an unhealthy environment.

An important concept I found is that the workplace maintains a culture that is morally and ethically equal to all. There must be a level of respect, zero tolerance for bullying and fairness that is maintained at all times. Management staff and nurse leaders must be on board with alignment in the belief system that has been put into place (Green, 2019). The article that this was derived from relates to my work environment due to situations where there is bullying amongst staff, unfairness of work assignments and unethical circumstances that have occured. These concepts if used in a positive perspective could help to elevate the attitudes and morale where I work.

My workplace has many incivility issues daily that I could provide as examples. I had a incident just the other night where a patient on hospice was actively dying. There was LPN assigned to that unit, and I am the night supervisor for the building. There was another RN in the building working extra to complete IV therapy for 2 hours. Well, the LPN called out to that RN to “call the time of death” for the hospice patient. I was on another unit taking care of another issue. Instead of going and assisting her, this person walked all over the building looking for me until he found me. He said, “I am only here to hang IVs. I did not come here to be calling deaths and stuff like that.” Another incident of incivility was a patient that had been placed in her wheelchair to go out to an appointment. After being put in her wheelchair, a little while later she had a bowel movement. So, transportation told the aides on the floor that they could not take her to her appointment like that. So, the aide did refused to put the patient back to bed to change her via hoyer lift. A member of management went down and told the aide that this person had to be changed. Well, the aide did changed the resident, but it took so long for it to be done that the patient missed her appointment. It takes 2-3 months to get an appointment with this particular doctor.

In conclusion, I could go on and on about the instances that I see through out long term care facilities. I feel as if the morale is so low, and in many places it is diminished. The COVID-19 has shinned a bright light on the issues that plague LTC, but I am fearful that once this dies down so will the attention. I really hope that laws are past and things are changed for the sake of the patients that do not have any other choice. We are there last hope, and for some like family because their families do not check in anymore.

References

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

     10(11): 18-23. https://www.americannursetoday.com/wp-content/up-loads/2015/11/ant11-CE-Civility-

1023.pdf.

Green, C. (2019). Workplace incivility-Nurse leaders as change agents. Nursing Management, 50(1): 51-53.

doi: 10.1097/01.NUMA.0000550455.99449.6b.

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

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 mental tests to assess nurses’ ability to cope with stressful situations.

Evidence-Based Strategies to Create High-Performance Interprofessional Teams

An organization’s progressive growth depends on its strategies to address its shortcomings. Leading causes of incivility, as the workplace assessment revealed, include lack of employee orientation and employee appreciation programs. In response, a robust nurse orientation program is necessary. Such a program introduces new employees to the organizational policies, culture, and workforce. Nurses feel more positive about the organization when they understand its structure and people. Nurse orientation programs are a critical part of the enculturation that helps produce competent nurses ready to provide quality patient care (Church et al., 2020). Besides orientation, employee recognition and reward programs should be part of the interventions for organizational development. The work environment assessment revealed that the leaders rarel