NURS 6053 Week 7 Discussion Workplace Environment Assessment
Walden University NURS 6053 Week 7 Discussion Workplace Environment Assessment-Step-By-Step Guide
This guide will demonstrate how to complete the Walden University NURS 6053 Week 7 Discussion Workplace Environment Assessment assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for NURS 6053 Week 7 Discussion Workplace Environment Assessment
Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Week 7 Discussion Workplace Environment Assessment depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for NURS 6053 Week 7 Discussion Workplace Environment Assessment
The introduction for the Walden University NURS 6053 Week 7 Discussion Workplace Environment Assessment is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
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How to Write the Body for NURS 6053 Week 7 Discussion Workplace Environment Assessment
After the introduction, move into the main part of the NURS 6053 Week 7 Discussion Workplace Environment Assessment assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for NURS 6053 Week 7 Discussion Workplace Environment Assessment
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for NURS 6053 Week 7 Discussion Workplace Environment Assessment
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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NURS 6053 Week 7 Discussion Workplace Environment Assessment
NURS 6053 Week 7 Discussion Workplace Environment Assessment
The assessment of workplace environment is essential in nursing and healthcare because of the increasing levels of incivility, violence, and bullying that occur among nurses and patients and impact their safety and quality of care delivered. Civility comprise being authentic, polite, respectful and actively engaging and listening to others’ perspectives and generating a common ground in addressing differences using dialogue and effective communication. The purpose of this paper is to describe the results of the work environment assessment for my workplace and its suggestion concerning civility and heath of the practice setting (Huang et al., 2022). The paper also explores an appropriate theory related to the results and its use in the organization to establish stronger teams and improve its health. The paper also describes strategies to bolster successful practices and addresses revealed weaknesses in the assessment.
Part 1: Work Environment Assessment
The work environment assessment template provides a means through which an organization can evaluate the health of its workplace based on feedback from employees. The template identifies several aspects as part of the criteria to evaluate the health of the workplace. These include shared vision, effective communication, trust between staff and the management, and employees’ engagement in policy making (Clark, 2018). The highest score based on the template is above 90% meaning that the workplace is healthy while scores between 50 and 89 indicate different aspects like barely healthy, mildly healthy, and moderately healthy.
In this case, the assessment showed that my organization’s workplace score was 59 meaning that it was barely healthy. Most of the answers based on the questions were in the “somewhat and untrue” categories with communication to staff and their involvement in policymaking being significant areas. Again, the scores showed that the facility does not attract and retain the best and the brightest because of high stress levels and no retention programs. Further, most of the employees asserted that they cannot suggest and recommend the workplace as a great place to work due to some of the reasons highlighted before.
While I knew that the workplace was not a great place for nurses, I was surprised by the low score that it attained. Secondly, the realization that most employees agreed with the findings was also a surprise since I thought that some will have a contrary perspective. I would have thought that the workplace may get a score of relatively health implying that it is between mild and moderate. However, this score was so surprising. These results confirmed one belief that I had before the survey; that a majority of the employees or nurses in the organization were not happy. Most of the employees remained in the organization because of the benefits and competitive compensation that they were getting. However, a majority expressed their desire to leave and get a friendlier workplace environment, even without a competitive compensation package.
The results of this assessment are categorical that my workplace is not conducive or friendly because of the low score. The results show that the workplace is unhealthy because of ineffective communication and limited engagement of nurses in health policymaking. The low scores on trust between the staff and the management, engagement of employees, and reduced morale as well as satisfaction levels demonstrated that many cannot join the organization despite vacancies emerging across different areas of care. The management does not seem to have the best interest of the staff as nurses have huge workloads and experience altercations sometimes from patients and even their colleagues. Nurses feel never appreciated and being overworked (Shoorideh et al., 2021). Cases of bullying and violent confrontations between them and patients that are never addressed also influenced the low scores from the assessment of the workplace environment. Incivility in workplace can result in increased rates of turnover, nursing shortage and burnout, and reduced job satisfaction levels.
Part 2: Reviewing the Literature
Many studies and existing literature have explored the issue of incivility and how to address it because of its negative effects on nurses, and other healthcare providers like physicians. The American Nurses Association (ANA)(n.d.) asserts that nurses are at increased risk for assault and violence in their workplace because of their close proximity to patients. The association advances that recent evidence shows that two nurses experience assault every hour in acute care setting. Incivility, bullying, and violence in the workplace are critical issues in nursing, with incivility and bullying being prevalent in all settings with between 27%-85% of nurses experiencing some form of incivility.
In her article, Clark (2018) explores the combined use of cognitive rehearsal, simulation, and evidence-based scripting to encounter incivility. The author asserts that cognitive rehearsal is evidence-based approach where professionals like nurses practice ways to deal with workplace incivility in a better ways using skilled facilitator. The article advances that repeated dosing through deliberate practice and skillful debriefing based on cognitive rehearsal (CR) with simulation and evidence-based scripting allows nursing students to attain skills and strategies to address incivility. The implication is that these skills and competencies are critical in protection of patient safety and increasing overall environment’s safety of the workplace setting.
Cognitive rehearsal enables nurses to transition the training they get concerning effective
communication approaches into acquired and practiced behaviors that they can use in the workplace. In their study, Kousha et al. (2022) assert that cognitive rehearsal enables nurses to deal incivility in a practical manner and should be integrated by healthcare organizations’ management to improve communication aspects. Workplace incivility leads to nurse turnover and lose of morale and lowered job satisfaction levels for nurses and other healthcare providers.
Incivility is linked to complications, medication and medical errors, mortality and comprises overall patient safety (Lewis, 2023). Uncivil behavior like verbal altercations with patients and colleagues influences poor patient outcomes and increased desire to leave an organization.
The concept presented in the articles, especially by Clark (2018) relates to the outcomes of the work environment assessment since the setting is barely healthy or civil. This implies that nurses in the facility experience increased incidences of uncivil happenings that impact the employees’ morale and dedication. For instance, one of the issues raised through the assessment is ineffective communication and lack of engagement between employees and the management. The use of cognitive rehearsal as advanced by the article is related to the assessment as communication is part of the elements that organizational leaders should consider to create better workplace environments. The implication is that cognitive rehearsal enables nurses to combine other strategies like simulation and evidence-based scripting to develop effective approaches when dealing with colleagues and the management (Clark, 2018). The author also advances the use of cognitive rehearsal in beginning conversations aimed at addressing incivility.
The organization can apply this concept to enhance organizational health and create stronger work teams by implementing the suggested approaches. This means that it should integrate the different components of cognitive rehearsal based on its attributes to improve interactions among employees. Further, through this model, the organization can begin addressing incivility related to ineffective communication that leads to misunderstanding. Through using the combined approach as suggested by the author, nurses in the organization can gain necessary skills to address incivility. These include deliberate practice and skilful debriefing for nurses (Huang et al., 2022). Additionally, the concept also highlights the need for organizational managers to identify effective ways to reduce misunderstandings among employees and the management.
Part 3: Evidence-Based Strategies for High-Performance Inter-professional Teams
a). Addressing Shortcomings in the Environment Assessment
The assessment of the workplace showed that the organization was barely healthy meaning that there is a lot that the management must do to improve the overall environment. As posited by Huang et al. (2022), implementing effective communication strategies can increase the engagement between nurses and the management within the organization. These strategies are also important when engaging patients who may be difficult to deal with the nursing practice. Again, effective communication strategies like active listening, and courtesy foster a civil work environment, and improves teamwork. Again, in most cases, addressing incivility by deliberate practices like speaking up when it happens can be the most appropriate way to stop this negative habit or occurrence.
Healthy work environments require a shared organizational vision, values, and team norms. These environments also require the creation and sustenance of high level of individuals, team and organizational civility, effective leadership, and civility conversations at all levels among staff and the management. Therefore, engaging in such practices ensures that the staff acquires effective skills through training, practicing, and education (Pearson, 2020). Describing, expressing, and stating the consequences (DESC) approach is a deliberate practice that will allow organizations to create and sustain a conducive workplace environment for nurses and other providers that will lead to better patient safety and outcomes while also improving the satisfaction levels of nursing staff.
b). Bolstering Successful Practices in the Workplace
The assessment showed areas where the organization was successful; provision of competitive compensation package that includes benefits and salaries. Imperatively, bolstering this practice will require engagement and involvement of all stakeholders, especially nurses and their managers as well as leaders, in decision making processes of the facility (Shoorideh et al., 2021). The organization should incorporate all teams based on the care levels or units in developing and sharing the goals, values, and mission. Employees feel happy and appreciated when their personal values and visions align with the organization’s mission and objectives. All people in the organization should share goals, values and mission based on mutual respect and recognition of each one’s duties and obligations to attain a common vision (Huang et al., 2022). The management should involve all nursing staff as part of the organization so that they can align their behavior to the shared goals and objectives.
The second strategy is to clarify expectations concerning clinical practice and behavior to improve workplace autonomy and delivery of anticipated outcomes. This approach is essential for nurses to organize their work and effectively communicate with different stakeholders to promote sound clinical decisions and approaches (Pearson, 2020). Effective communication is essential to attain clarity and focus on attainment of set goals. Communication will ensure that nurses and the management understand the core mission of care provision and attain patient-centered care.
Conclusion
Incivility in the workplace has negative effects on employees and the overall delivery of care services to different patient populations. Existing studies show various evidence-based strategies that organizations can employ to reduce, prevent and even eliminate incivility including cognitive rehearsal in combination with simulation and evidence-based scripting. Best strategies to address incivility problems and successful practices are also essential in attaining expected goals of civility in the workplace.
References
American Nurses Association (n.d.). Protect Yourselves, Protect Your Patients.
https://www.nursingworld.org/practice-policy/work-environment/end-nurse-abuse/
Huang, Q., & Pun, J. (2022). Views of Hospital Nurses and Nursing Students on Nursing
Engagement—Bridging the Gap Through Communication Courses. Frontiers in Psychology, 13, 915147. https://doi.org/10.3389/fpsyg.2022.915147
Lewis, C. (2023). The impact of inter-professional incivility on medical performance, service
and patient care: a systematic review. Future Healthcare Journal. DOI: https://doi.org/10.7861/fhj.2022-0092
Kousha, S., Shahrami, A., Forouzanfar, M. M., Sanaie, N., Atashzadeh-Shoorideh, F., &
Skerrett, V. (2022). Effectiveness of educational intervention and cognitive rehearsal on perceived incivility among emergency nurses: a randomized controlled trial. BMC nursing, 21(1), 1-9. DOI: https://doi.org/10.1186/s12912-022-00930-1
Pearson, M. M. (2020). Transformational leadership principles and tactics for the nurse executive
to shift nursing culture. JONA: The Journal of Nursing Administration, 50(3), 142-151. DOI: 10.1097/NNA.0000000000000858.
Roselle Ann, S.-M., Claudette R., C., Mary K., C., & Tony, U. (2019). Where Do You Think
You Are? A Grounded Theory Study of the Critical Factors Triggering the Existence and
Fueling the Persistence of Incivility in Nursing. Nursing Education Perspectives, (3),
133.
https://doi-org.ezp.waldenulibrary.org/10.1097/01.NEP.0000000000000397
Shoorideh, F. A., Moosavi, S., & Balouchi, A. (2021). Incivility toward nurses: a systematic
review and meta-analysis. Journal of medical ethics and history of medicine, 14. DOI: 10.18502/jmehm.v14i15.7670
Thanks for this educative post. About the incivility case, you cited at your workplace. Nursing is not for everyone.it is more than being clinically inclined or having critical thinking. It requires certain etiquette, and only some possess such qualities, so nursing is only for some. You pointed out the need for more teamwork in your facility. Teamwork has been proven to influence the quality of care positively (Beiboer et al., 2023).
The key to building teamwork is by setting intention, and your organization leaders must intentionally commit to your organization to building tremendous and effective teams. Another way to create teamwork is by focusing on the skills and qualifications of their employee. Establishing interprofessional teamwork in healthcare organizations helps prevent medication errors and provide better patient outcomes, which can bring down healthcare costs (Sezgin & Bektas, 2023).
Organization leaders must focus on individual needs and determine whether such needs can be met. Leaders of your organization must emphasize the importance of teamwork by giving opportunities to develop the relationship. Effective teamwork may alleviate burnout in organization workers (Godby Vail et al., 2023).
References
Chandler, J. A., Johnson, N. E., Jordan, S. L., B, D. K., & Short, J. C. (2023). A meta-analysis of humble leadership: Reviewing individual, team, and organizational outcomes of leader humility. The Leadership Quarterly, 34(1), 101660. https://doi.org/10.1016/j.leaqua.2022.101660
Soderberg, A. T., & Romney, A. C. (2022). Building trust: How leaders can engender feelings of trust among followers. Business Horizons, 65(2), 173–182. https://doi.org/10.1016/j.bushor.2021.02.031
Zolfaghari, B., & Madjdi, F. (2022). Building trusting multicultural organizations: Rethinking the influence of culture on interpersonal trust development in the workplace. Journal of International Management, 28(4), 100944. https://doi.org/10.1016/j.intman.2022.100944
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.
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.
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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 healthy workplace environment is good for your company as it could lead to bringing sales for business. A healthy workplace environment improves productivity and reduces costs related to absenteeism, turnover, workers’ compensation, and medical claims.
What is a Healthy Workplace Environment
Healthy does not only constitute as needing medical attention, it could also be the outlook of the workplace and even the surroundings. There are four aspects to look into when creating a healthy workplace environment:
Workplace culture
As mentioned in one of our blog, Creating a Happier Corporate Culture, every company has their own corporate culture that determines its value and it usually creates a standard that employees generally follow. When you have created a positive workplace culture that is being practiced by employees as well as yourself, the environment of the workplace tends to be healthier as everyone would have nothing to be upset or unhappy about.
A great company culture can keep employees productive and even help your company retain the best employees and happy workers are also more likely to stick around.
Physical environment and occupational health & safety
A healthy workplace environment also involves the physical environment of the office or workshop and the occupational health & safety of your employees. Reduce the worry of your employees by looking into the safety of the workplace.
Simple things such as ensuring that all electric cables are covered or taped down with a cable tray to prevent employees from tripping over them are one of the issues, which your employees should not be worried about. Nobody wants to sit underneath a cracked ceiling! So, allow your employees to come to a safe workplace environment.
Health and lifestyle practice
Employees will care for the company they are working for if they know that they are being looked after. Employees are the best asset of every organisation, and putting effort into employee wellness can encourage better teamwork, increased productivity and reduce sick leave and workplace accidents.
Incivility is a reoccurring problem in the healthcare system. According to Clark (2018), uncivil work environments lead to self-doubt, weakened self-confidence, and compromised clinical judgment skills. Therefore, uncivil working environments lead to less safe conditions for patients and staff working in the environment. About 20% of workers report that they experience or witness incivility daily (Di Fabio & Duradoni, 2019). I believe it is important to feel valued and respected in the workplace. Uncivil work environments can cause a quick turnover and poor morale.
How Civil is my Work Environment?
After taking the Work Environment Assessment, I was sad to find out that my current place of work is in the “Barely Healthy” category. Following the prompts, my place of work scored 68 out of 100. My organization was missing many categories that create a healthy work environment, such as shared values, emphasis on leadership, and civility conversations (Clark, 2015). My current organization scored a few 4’s, many 3’s, and even a few 2’s when completing the survey. Something I feel my organization needs to work on is room for growth. There are often no raises and next to no opportunities for promotions and growth. Tuition is not reimbursed, and there is no support for furthering your education. Another area where my organization did not score high is that although a small organization, nurses are often left out of decision-making even when the decision directly involves floor nurses. This creates a low employee satisfaction rate and mistrust in organizational leaders.
A Time I Experienced Incivility
Unfortunately, I think we have experienced incivility more than once in our nursing career. Recently I had an experience where a coworker was rude and unhelpful. We did not have enough Certified Nursing Assistants (CNAs) on our unit for the day, and I had multiple entirely dependent patients. I asked my coworker, another RN, to assist in helping me get my patient back into bed and change their diaper. My coworker responded, “I am not a CNA; that is CNA work .”I was frustrated because I tried to go above and beyond to help out my coworkers and CNAs, and also annoyed because all CNA work falls under nursing care. However, I did not have time to argue with her, so instead, I asked another coworker who was willing to help me. When my director heard about the confrontation, I was upset because she asked me why I did not ask the CNA for help before asking the other nurse. However, the CNA was in another room, and the nurse was sitting at the nurses’ station. I felt unsupported and annoyed because I always help out my coworkers. At my organization, many nurses understand that we have to support each other because we often do not have extra support. The nurse unwilling to help me was new to the organization; the charge nurse that day heard what occurred and reeducated the new employee that CNA work is still considered nursing care and must be completed by nurses if there are not enough CNAs on the shift. I hope that in the future, she will be willing to help so that the patients do not suffer.
Conclusion
Incivility can negatively impact your work life and cause self-esteem issues in your home life (Di Fabio & Duradoni, 2019). Understanding the impact of incivility on your employees when in a leadership position and on your coworkers is essential. As nurses, we should understand how to acknowledge and address incivility to protect ourselves and our patients best. Organizations should survey their employees to determine where there is room for improvement to create a safer and happier working environment.
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.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563
Di Fabio, A., & Duradoni, M
Workplace environments such as patient care settings should be supportive to ensure that the staff has good working environments to help enhance patient outcomes. The implication is that the environment significantly affects patient and nursing outcomes. Therefore, organizations should strive to cultivate positive cultures, such as interprofessional collaboration and patient safety culture (O’Donovan et al.,2019). Respect for diversity and civil behaviors to help support a positive work environment and lower the chances of incivility. As such, the purpose of this assignment is to examine the results of the work environment assessment, review relevant literature, and present evidence-based strategies for creating high-performance interprofessional teams.
The Work Environment Assessment
From the responses, our workplace is moderately healthy, with a score of 85. There is a high level of employee satisfaction, engagement, and morale. There are sufficient resources for professional growth and development. There is an emphasis on employees’ wellness and self-care. The score, therefore, indicates that our organization is civil. Various aspects were supervised from the assessment. For example, the organization has been known to value efficient, safe, and high-quality patient care, and it has also consistently achieved a high ranking based on quality and safe patient care and patient satisfaction. However, the facility has been having complications with retaining the staff, an indication which could be a reflection that the staff is not that satisfied. As such, I expected a lower score. The next aspect which surprised me was the score obtained regarding the application of teamwork in the organization. It has been evident that nurses use teamwork when offering care to patients. They also have been using multidisciplinary teams in care assessment, planning, implementation, and monitoring. Nonetheless, the scores related to teamwork were low, which was a surprise to me.
There are also other ideas that I believed and got confirmed by the workplace assessment. For example, the organization obtained lower scores connected to conflict resolution. The organization has operated for a long time without putting in place a formal structure for conflict resolution. Hence a considerable number of conflicts remain unresolved. This was confirmed by lower scores. The assessment of the organizations showed that my workplace is moderately healthy. The high scores were obtained since the organization values the use of effective strategies that promote patient care. Therefore, there is a need to integrate strategies that would help the organization work on the areas of weakness.
Reviewing of Literature
The theory presented in the chosen article highlights how heightened levels of student stress and nursing faculty, workload, faculty superiority, and the attitudes of student entitlement all lead to incivility. Therefore, this concept is a reflection of how stressors can lead to incivility in nursing practice as well as nursing education. The article highlights various stressors, such as lack of skills and knowledge, organizational conditions, unclear expectations and roles, and work overload. According to the theory presented in the article, it is important to model effective communication to help address incivility since it has been shown that effective communication helps in lowering the incidences and impacts of civility (Clark et al.,2011).
The theory presented in this article is related to the results of the work environment assessment. For example, it is important to note that the organization has been using effective communication to help drive forward patient safety and efficiency forward, which saw the organization obtain high scores in this regard. Therefore, it helped the organization to obtain a moderately healthy status. On the other hand, a lack of effective communication has been observed in conflict resolution times, where the organization lacks a formal model of communication that can help resolve conflicts. As such, the organization had low scores in the area. The organization can apply this theory to create stronger work teams by using effective communication as part of conflict resolution (Griffin et al.,2014). This will help the workers to solve their conflicts better and create stronger teams by working together.
Evidence-Based Strategies to Created High-Performance Interprofessional Teams
The workplace assessment revealed that the organization is moderately healthy. However, various strategies can still be applied to address the shortcomings revealed in the assessment to improve the organization. One of the strategies that can be used is to enhance employee engagement in organizational issues. One aspect that was found to lead to lower retention rates is the minimal involvement of the staff in organizational issues. Therefore, their engagement on organizational issues should be enhanced. The use of staff engagement has been supported by literature (Huang & Pun, 2022). Another strategy is rewarding employees who perform well. Such a strategy will lead to motivating the staff and increasing their job satisfaction, productivity, and retention. The strategy will also likely reduce conflicts as employees will be rewarded based on their performance (Seitovirta et al.,2018). Various strategies can also be implemented to bolster successful practice. For example, the organization can use open communication, an effective reward system as well as an appropriate conflict resolution mechanism.
Conclusion
Workplace incivility negatively impacts both patient outcomes and the nursing activities performed to improve patient outcomes. Workplace assessment can be key to revealing how civil the work environment is. The workplace assessment performed revealed that the organization is moderately civil; as such, various strategies can be used to help improve the organization.
References
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. JONA: The Journal of Nursing Administration, 41(7/8), 324-330. 10.1097/NNA.0b013e31822509c4
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. https://doi.org/10.3928/00220124-20141122-02
Huang, Q., & Pun, J. (2022). Views of Hospital Nurses and Nursing Students on Nursing Engagement—Bridging the Gap Through Communication Courses. Frontiers in Psychology, 13, 915147. https://doi.org/10.3389/fpsyg.2022.915147
Seitovirta, J., Lehtimäki, A.-V., Vehviläinen-Julkunen, K., Mitronen, L., & Kvist, T. (2018). Registered nurses’ perceptions of rewarding and its significance. Journal of Nursing Management, 26(4), 457–466. https://doi.org/10.1111/jonm.12571
O’Donovan, R., Ward, M., De Brún, A., & McAuliffe, E. (2019). Safety culture in health care teams: A narrative review of the literature. Journal of Nursing Management, 27(5), 871–883. https://doi.org/10.1111/jonm.12740
. (2019). Fighting incivility in the workplace for women and all workers: The challenge of primary prevention. Frontiers in Psychology, 10. https://doi.org/10.3389/fpsyg.2019.01805
Sunday, Thank you for sharing your experience with bullying in the work setting. I can relate. I had similar
experiences in my work setting as a new hire. Fortunately, most of the negative behaviors I endured from my
co-workers have subsided, but the bullying did not subside from support from management. You were blessed
to have a director of nursing who listened to your concerns, took them seriously, and took action to change
the culture.
The term “nurses eat their young” has been used for nearly 40 years. Meissner first wrote about the
phenomenon and coined the phrase in 1986 (Lama-Rondon, 2022). To effectively eliminate incivility and
workplace violence, we need to understand why it exists in the first place. Gillespie et al. (2017) identified
studies showing that bullying occurs when a group is oppressed. Nurses‘ bullying behaviors have been
associated with being oppressed in the healthcare system, and instead of “professionally intervening and
mitigating the problem,” they commit lateral violence (p. 13). It is suggested that nursing schools should
provide education on oppressed group behavior, strategies for prevention and mitigation, and how to change
the culture instead of retaliating or repeating the pattern. As John Bowlby, the proposer of attachment theory,
states, “We do as we have been done by” (GoodReads, 2023, quote, 8). His statement depicts the truth,
“without intervention, bullying will continue to be passed down from one generation of nurses to the next”
(Gillespie et al., 2022, p. 13).
In my situation, one manager told me not to stand up to the bully or the bully would attack me more. The
next manager told me it was my perception and that the bullying was not real. In nursing school, I completed
clinical hours at this same hospital, and we were told there was zero tolerance for “nurses eating their young.”
As Broome and Marshall (2021) pointed out, my experience depicts how reality is incompatible with the claims
of a caring and supportive culture or an organization. I lost trust in the leadership of the organization. I sought
outside support and developed resiliency skills with effective counseling. Bullying is behavior consistent with
feelings of insecurity (Lama-Rondon, 2022). When I realized people who bully have also been bullied, their
behavior is more reflective of how they have been treated and how they feel about themselves; I became less
affected by bullying behaviors. I cannot control other people, but I can control how I respond. I have identified
how to not engage in the pattern of bullying with another person and have found better ways of managing
conflict with co-workers than trying to get management support.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential
leader (3rd ed.). New York, NY: Springer.
Gillespie, G. L., Grubb, P. L., Brown, K., Boesch, M. C., & Ulrich, D. (2017). “Nurses eat their young”: A novel
bullying educational program for student nurses. Journal of Nursing Education and Practice, 7(7), 11–21.
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Sample Answer for NURS 6053 Week 7 Discussion Workplace Environment Assessment
Workplace assessment refers to the processes undertaken by the management of a facility to understand the performance of an organization. The whole process is always based on different factors within the workplace including working conditions, employee relationships, and interprofessional collaboration. When it comes to the assessment of the workers, most employees feel that they are being overworked and as a result, they cannot perform the responsibilities assigned to them. Also, there is a feeling that the conditions of work are unsafe due to the difficulties found in the work processes. The purpose of this papers is to analyze and discuss the outcomes of the workplace environmental assessment.
Part 1: Work Environment Assessment
While undertaking the assessment, there was consideration of different factors within the work environment. From the assessment, the result revealed that a barely healthy workplace exists. In other words, there is a score of 64, which indicates a healthy workplace. The score was based on the values directed towards the workforce, employee engagement, as well as the fear of unbearable workloads (Norcini, 2016). In most cases, assessment of healthcare environment relies on different issues that affect workforce and the entire stakeholders on the organization. The basis of the assessment was based on the necessary conditions required to ensure that there is an integrated environment where success can be realized. From the assessment, there are different conclusions that can be made. There are both weaknesses and strengths within the organization. Based on the result of the assessment, the organization needs to work on improving the employee’s work conditions to improve the overall score in the assessment. For instance, there is the need for the management to reduce workloads assigned to the employees so to relieve pressure that comes with too much work.
One of the areas that surprised me from the assessment is the process of communicating issues and the employees being valued. Also, the complains of workloads as reported by employees was a great surprise. There is always a need for most healthcare institutions to engage in solving issues that arise from the process of work. Before the assessment, I believed that healthcare institutions have elaborate working environments that support the needs of workers and the entire stakeholders. The organizational leadership is constantly working to ensure an effective working environment, this suggest about health and civility of the workplace.
Part 2: Reviewing the Literature
The theory presented in the Chang (2017) article is grounded theory. This theory was used to evaluate the perception of nurses in the acute care settings. Grounded theory refers to the systematic methodology that is often applied in the qualitative research processes. The theory involves adherence to the methodologies that includes the incorporation of the theories as well as the hypotheses through the collection and analysis of qualitative data. The theory relates to the environmental assessment. The outcomes of the workplace environmental assessment are entirely supported by the grounded theory. In grounded theory, there is always the collection of facts and other forms of information that relate to the assessment processes (Chang, 2017). The grounded theory is often applied in the assessment processes to ensure effective outcomes that reveals the true reflection of the work environment. In the above case, the grounded theory was based on the approaches applied by the healthcare institution to ensure quality treatment processes.
The grounded theory relates to the result of the assessment that was conducted within the organization. The outcomes show a healthy working environment despite some challenges that have been experienced in terms of work load and other ineffective conditions of work. The assessment outcomes are based on the information that have been collected from different department and operational processes (Cynthia, 2019). The grounded theory is often based on the collection of data and information that is critical in showing the positive outcome of the entire processes of analysis.
The organization can apply the grounded theory to improve healthcare outcomes or create a stronger work environment. The theory can be employed to address the perception of the entire workforce in order to enhance quality healthcare delivery and the general operational processes. For instance, the theory can be applied in both qualitative and quantitative research processes to ensure effective outcomes in the treatment processes.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
There are different strategies that can be employed to create high-performance interprofessional teams. One of the strategies is the improvement in communication system within the organization. In most cases, effective communication system is essential in ensuring an integrated work environment as well as the improvement in the general performance of the organization. From the assessment, if communication can be improved, there can be an increase in the evaluation performance. The organizational processes are often based on the communication system within the workplace, when people or employees are able to communicate effectively, there can be a tremendous improvement in healthcare delivery processes and the general improvement in the operational processes (Clark, 2015).
Another strategy is the application of evidence-based practices. The operational processes should be based on the evidence-based practices to ensure that the shortcomings within the system are addressed. From the assessment, the workplace is characterized by employees’ complaints arising as a result of workloads and lack of enough time to relax and concentrate on other issues. With the adherence to the evidence-based practices, there can be a general improvement in the operational processes, a situation that can lead to improvement in the performance of the assessment (Murphy, Klotz, & Kreiner, 2017). The assessment score was 64; however, with the incorporation of the above factors, the score can reach a maximum point. These strategies can be applied to address the weaknesses that were encountered in the assessment process.
Strengthening nursing leadership is one of the strategies that can be employed to bolster successful practices revealed in the work environment assessment (Murphy et al., 2017). Another strategy is general improvement in the management system. These strategies will ensure adherence to the ethical practices and the general work processes within the healthcare institution.
Conclusion
Work environment assessment is necessary in identifying areas of strength and weaknesses. The assessment process can take research processes to aids in the understanding of factors that cannot be easily identified. The research processes should be based on the evidence-based practices to ensure that the shortcomings within the system are addressed. The outcome of the workplace assessment reveals a barely healthy workplace. The process of assessment was based on the research processes that have been conducted on different factors affecting the organization.
References
Clark, C., (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today 10(11), 18-23. Retrieved on 10/7/2019 from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Cynthia M., C. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, (2), 64. https://doi-org.ezp.waldenulibrary.org/10.1097/NNE.0000000000000563
Norcini, J. J. (2016). Workplace assessment. Understanding Medical Education: Evidence, Theory and Practice (2nd ed.). London: John Wiley & Sons, Ltd, 279-291. 10.1002/9781118472361
Chang, J. S. (2017). The docent method: A grounded theory approach for researching place and health. Qualitative health research, 27(4), 609-619. https://doi.org/10.1177/1049732316667055
Murphy, C., Klotz, A. C., & Kreiner, G. E. (2017). Blue skies and black boxes: The promise (and practice) of grounded theory in human resource management research. Human Resource Management Review, 27(2), 291-305. https://doi.org/10.1016/j.hrmr.2016.08.00
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