NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay

Walden University NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay-Step-By-Step Guide

 

This guide will demonstrate how to complete the Walden University NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay 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 Sample Essay                     

 

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay 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 Sample Essay                     

The introduction for the Walden University NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay 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.

 

How to Write the Body for NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay                     

 

After the introduction, move into the main part of the NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay 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 Sample Essay                     

 

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 Sample Essay                     

 

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 Sample Essay

NURS 6053 Week 7 Discussion Workplace Environment Assessment Sample Essay

Leadership Week 7 Initial Post

Results of the Clark Health Workplace Inventory concluded that the organization I am employed with is a moderately healthy workplace (Clark, 2015). I am surprised that the results fell in the category they did, I expected a lower score. The reasoning behind the score I expected was because of the current pandemic. Employees are leaving for higher paying jobs and many have been unhappy with the stress caused by the pandemic. However, the employees of the organization share the same vision to improve the lives of the community and we have leaders that are open to listening to our concerns, maintaining a civil work environment.

I was also surprised by the emphasis by the assessment regarding employee self-care and teamwork as required . Even during the pandemic, our organization as encouraged self-care giving quiet rooms with massage chairs and our manager has been available even on weekends and late at night to ensure the unit’s needs are being met. During the stress and chaos of the pandemic, I moved to the intensive care unit. I was met by a unit that was constantly full of high acuity patients than normal even for the ICU. However, I found that the team worked well together and communicated effectively presenting a work environment that was civil and healthy and I am proud to be apart of .

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The main idea that I had regarding the results was that the organization runs smoothly because of the shared mission, values and goals of the organization. Christus Good Shepherd’s mission is to extend the healing ministry of Jesus Christ with core values of dignity, integrity, excellence, compassion, and stewardship. The vision of Christus Health is to be a leader and advocate in the creation of innovative health and wellness solutions to improve the lives of the individuals of the community so that all may experience the healing love of Jesus Christ (Christus Health, 2021. However, as shown by the results of the assessment not falling in the top category, the current pandemic has put a strain on certain aspects including competitive pay and tension in everyday work.

One instance where I have felt that I had an uncivil encounter was when I was in the ICU and one of the physicians started yelling orders at me during a stressful situation and griping in front of the patient that it was late in the day to be inserting lines and such.

Clark (2015) states that the most effective way to stop incivility is to address it when it occurs.

However, this takes practice and requires effective communication and competent dialogue. At the time, I was unable to address the physician outside of the patient’s room, however I have a wonderful team that did address it with the doctor as part of. The team member gently spoke with the physician in the appropriate environment and reminded him that we are all exhausted, but that appropriate communication is essential to decrease work stress between staff and provide safe and effective patient care. Working under conditions of civil communication, promotes role performance of team members (Liu, et. al., 2020). Even under stressful working conditions, it is important for each team member to promote a civil working environment to support optimum work performance of each team member.

References

Christus Health (2021). Christus Health: Our vision, mission, and values. Retrieved from https://www.christushealth.org/about/our-mission-values-and-vision

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.

Liu, Y., Vashdi, D. R., Cross, T., Bamberger, P., & Erez, A. (2020). Exploring the puzzle of civility: Whether and when team civil

communication influences team members’ role performance. Human Relations, 73(2), 215–241. https://doi-org.ezp.waldenulibrary.org/10.1177/0018726719830164

Also Read:

NURS 6053 Discussion: Review of Current Healthcare Issues

NURS 6053 Assignment: Analysis of a Pertinent Healthcare Issue

NURS 6053 Assignment: Developing Organizational Policies and Practices

NURS 6053 Discussion 2: Your Leadership Profile

Response 1 

I enjoyed reading your response. Our organizations share a few similarities. We have experienced a mass exodus of well-trained nurses leaving to working as COVID travel nurses. One of my co-workers got frustrated with floating to the COVID unit weekly and decided that she was better off working as a travel nurse. She loves the pay and flexibility. I am happy that our organization has offered bonuses and critical pay to entice nurses to stay so we have not been hit hard with the nursing shortage like other places.

Having financial incentive makes the stress somewhat bearable. My organization has been focusing on the wellness of its employees during this time. We had licensed massage therapists come and give shoulder massages during the Christmas break. That was a welcomed and much needed treat.

Effective communication is the key to achieving organizational goals (Luu & Phan, 2020, p. 31). I am glad your new unit utilizes effective communication. Effective communication has been shown to enhance the quality of patient care and reduce errors (Broome & Marshall, 2020, p. 157). According to Broome and Marshall (2020), active listening is the most effective tool for successful communication. Yelling is verbal abuse. According to Clark (2015), bullying and harassment should not be tolerated. Kudos for your team member speaking up against the yelling doctor because such behavior can negatively impact one’s ability to perform their job.

“Engaging in clear and courteous communication fosters a civil work environment” and enhances the delivery of care (Clark, 2015, p. 19). Clark (2019) developed an evidence-based technique where nurses can practice addressing workplace issues in a safe environment with a trainer overseer. I think your organization would benefit from having such a class in place, especially for new staff members to teach them how to address stressful situations effectively.

References

Broome, M., & Marshall, E. S. (2020). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader (3rd ed.). Springer Publishing Company.

Clark, C. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 20. https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563

Luu, D. T., & Phan, H. V. (2020). The Effects of Transformational Leadership and Job Satisfaction on Commitment to Organisational Change: A Three-Component Model Extension Approach. The South East Asian Journal of Management, 14(1), 31–33. https://doi.org/10.21002/seam.v14i1.11585

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

 

Initial Discussion

             The key to changing world is by listening to one another, giving each other chances to be heard can prevent chaos in the workplace and the work at large, the stress encounter in healthcare work environment could create lack of respectful way of communication. Poor communication and lack of knowledge are barrier to successful interprofessional collaboration (Broome & Marshall, 2021). our ability to cope with stress and control our emotion and talk to each other with respect hinges upon our ability to handle stress.

Description of Work Environment Assessment

              My workplace scored 42 on the Clark Health Workplace Inventory, indicating that my workplace is very unhealthy. My workplace scored 4 points each under 2 statement categories “Individual and collective achievement are celebrated and publicized equitably” and “There is a comprehensible mentoring program for employees.” My workplace scored 1 point each on the statement “The workload is reasonable, manageable, and fairly distributed” and “Members of the organization use effective conflict resolution skills and address disagreements respectfully and responsibly.” My organization scored 2 points each in all other statement categories.

              Members of my organization do not live by a shared vision and mission based on trust, respect, and collegiality. A shared mission and vision in an organization are critical because it helps to shed light on an organization’s direction. The actualization of shared vision hinges on its ability to form a sense of ownership among the team members in an organization. A well-embraced shared vision brings about a sense of identity that will run in the organization, and an organization that embraces a shared vision will grow.

              My organization needs more trust between and among formal and other workforce members. When trust is infused in organization tasks get done with ease. Communication at all levels of the organization needs to be more transparent and direct. Effective communication is always essential to nurses (Wynn et al., 2023). Poor communication kills employee morale and engagement, resulting in poor productivity and satisfaction. Poor communication affects cooperation and collaboration among workers. In my organization, employees are not seen as assets. When a company sees employees as assets, it will nurture employee talents and help them grow. When an employee is valued, they tend to maximize their potential.

               My organization needs teamwork, spirit, and collaboration. Interdisciplinary collaboration is a means of enhancing future healthcare (Broome & Marshall, 2021). There is some degree of a mentoring program for all the employees’, mentoring program is vital in the organization because it provides employees with necessary support and guidance. Mentorship promotes cohesion and collaboration in an organization. My organization does not lay emphasis on employee wellness and self-care. A good employee is a happy employee, and a happy employee results in high productivity.

               My organization needs to gain the ability to continuously assess organizational culture, organization can take measures to improve organizational culture through the assessment of organizational culture. Members of my organization are not engaged in shared governance, do not engage in shared governance no joint decision-making effort or policy is being developed. At my organization workload could be more reasonable. Work needs to be fairly shared. Managing team workload is essential to prevent burnout and stress from work.

               My organization has no room for free expression or opposing ideas. In my organization, there needs to be more competitive salaries and benefits. When an organization offers a competitive pay rate, it enhances overall job satisfaction and zero opportunities for promotion, although there is a certain degree of provision for career advancement. In my organization, employee turnover is very high, and my organization needs to attract or retain the best and the brightest employee. Many employees will not recommend my organization as an excellent workplace for their friends.

How Civil is My Workplace – Explanation

               Civility means politeness, showing courtesy, the ability to control one’s emotions, and a respectful way of treating others. Civility at the workplace is a vital behavior an employee must exhibit in an organization; civilized behavior is interpersonal rules of engagement that dictate how people interact with each other civility is essential in the workplace. Civility is showing respect to another coworker at work. Civility at work brings about greater job satisfaction and a governable atmosphere. Civility has a relationship with improving morale and the spirit of teamwork.

                When I look at my organization, there is a lack of civility and respect, resulting in a harmful environment. Lack of civility at work contributes to emotional exhaustion, sickness, burnout, and a high turnover. It causes chaos. Staffing levels and turnover negatively affect the quality of care in nursing homes (Cimarolli et al., 2022). The lack of civility at my organization serves as a basis for increased grievances. Nurses bully other nurses, causing depression and anxiety among employees. Bullying is a systematic sequence of behavior designed to erode, debase and humiliate others (Griffin & Clark, 2014). My organization cannot authoritatively say that employees are treating each other with respect, and my organization cannot say that they can effectively handle conflicts between employees. My organization cannot say they have an effective way of addressing lousy behavior among their staff.

Incivility I experienced at work

                I experienced incivility when I got hired at a nursing home. Incivility among healthcare workers can create an unsafe working environment that can result in poor patient care (Clark et al., 2011). I have been bullied at work by other nurses. When I got hired, I did not know that some nurses were using the schedule/shift my organization was trying to give me as overtime. These old nurses try their best to frustrate me so that I can quit the job, and they can continue to enjoy their overtime, and the company continues to suffer high turnover and a bad image.

                 However, the new Director of Nursing, a transformational leader, addressed the issue and put the old nurses in order. Leadership is a position of influence, a process that takes place in a group setting, and it has to do with achieving goals that represent a shared vision (Riesch et al., 2023). In an attempt for these old nurses to sabotage my effort, they exhibited various deviant behavior with ambiguous intent to push me out of the facility. Their nefarious behavior included insulting remarks, dirty looks, and intentionally ignoring my input.

                  They do not want me to ask questions. However, they love querying me, telling our supervisor that they did not know my whereabouts when I just saw them a minute ago, talking to me using a condescending tone, talking about me behind me, trying to prove that they are competent at the expense of my image, accusing professional competence, displaying the silent accusation about professional competence, displaying the silent treatment. In this case, it is the old nurses that are being uncivil. Uncivil encounters in the patient environment can create uncertainty self- doubt, erode self-confidence, and affect the critical thinking ability of a nurse (Clark, 2019).

How the Incivility was Addressed

                    Incivility at work costs the organization plenty of resources, sometimes affecting its technical and logical problems. Bullying and incivility significantly affect employees psychologically (Alberts, 2022). At my organization, we recently had a good Director of Nursing, and she models good behavior. She did not make excuses, and she did not dismiss my concerns. She immediately agreed with my perception and believed what I said about other nurses’ attitudes. She discovered that the problem I pointed out could affect productivity and increase employee turnover. The director of Nursing held everyone accountable, and she addressed the issue. When I brought it to her notice, she called and talked to all the nurses involved without implicating me.

                   The director of nursing redefines acceptable conduct at work. Every time the director of nursing sees me coming to work, she always asks how I am doing and listens to my answer. The more she shows me she cares and is willing to listen to me, the more I share potential problems with her. My Director of Nursing utilizes her conflict resolution skills to address my problem. The workload at that facility was hectic, but because of the director of Nursing’s professionalism, I decide to hang on.

Conclusion

                   The nature of interaction among employees can influence how they discharge their responsibility and how healthcare is delivered. The code of ethic for Nurses describes vividly, the nurse’s obligation to promote safe, ethical environment and culture that encourage civility and affection, dealing with colleagues, coworkers, we encounter with civility, creating a feel free environment at work place, enables employee to speak up. Creating a civil working environment requires a shard organizational vision, values, and team norms. Developing and maintaining of high level of staff, group, and organizational civility, bring up the topic of civility at all quarters of the organization.

References

Alberts, H. L. (2022). Addressing bullying and incivility in clinical nursing education. Teaching and Learning in Nursing, 17(4), 433–437. https://doi.org/10.1016/j.teln.2022.05.004

Links to an external site.

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

Cimarolli, V. R., Bryant, N. S., Falzarano, F., & Stone, R. (2022). Factors associated with nursing home direct care professionals’ turnover intent during the covid-19 pandemic. Geriatric Nursing, 48, 32–36. https://doi.org/10.1016/j.gerinurse.2022.08.012

Links to an external site.

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563

Links to an external site.

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice. JONA: The Journal of Nursing Administration, 41(7/8), 324–330. https://doi.org/10.1097/nna.0b013e31822509c4

Links to an external site.

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

Links to an external site.

Riesch, S. K., Chiappa, J., Floyd, N., & Ponce, M. (2023). The chief nursing officer shared leadership model. Nurse Leader, 21(1), 31–37. https://doi.org/10.1016/j.mnl.2022.09.006

Links to an external site.

Wynn, S. T., Ratcliffe, C. J., & Hardin, L. (2023). Ready, set, woo: Refining nursing students’ communication skills. Teaching and Learning in Nursing. https://doi.org/10.1016/j.teln.2023.03.004 Links to an external site.

  Being a great leader involves providing a healthy working environment for patients and staff. Every healthcare organization functions differently, but learning to maintain a civil and respectful work environment that can help benefit patient safety is vital.  The transformational leader coaches and promotes collaboration among clinicians, patients, and researchers to create a professional culture in an informed care environment. Decisions are based on the best evidence, patient preferences and needs, and clinical judgment (Broome & Marshall, 2021).                                                             

Description of results

After carefully completing Clark’s Healthy Workplace Inventory, I was surprised that my score was only 62 (barely healthy). Our organization has recently changed management, and we will relocate to another facility in a few months. We are also making computer changes within our organization, so I believe these changes have caused many to feel dissatisfied and anxious about the future.  This has caused some staff to feel uneasy, uncivil, and stressed.

According to Clark 2011, incivility and disruptive behaviors may also be normalized or perpetuated by organizational culture, particularly during reconstructing or downsizing. This can occur because of unclear roles and expectations, professional and personal value differences, personal vulnerabilities, and organizational power struggles during this change. Right now, my organization is not civil because of a couple of staff that make it bad for a few. However, the stakeholders and leaders are aware and attempt to solve the problem with many meetings to help alleviate anxiety for some. Also, there is a lack of teamwork in our facility due to incivility.

Incivility in the workplace

My experience with incivility started many years ago when management hired an additional nurse in our hospital, and I was her preceptor. From the beginning, everything I showed her, she knew. “I know how to do this, and yes, I know.”  This was her first time working with me, and I needed to show her around and give her a full day of transitioning to the floor. Orienting her on each patient’s admission process, care, and how the unit runs. This nurse kept uttering unprofessional words that I found offensive. I was unsure what to think, so I immediately went to my nursing supervisor for advice and assistance. I felt uncomfortable, and I could not complete her orientation process. After speaking to the nursing supervisor and voicing my concerns, further communication and training were warranted.  I later heard that this same nurse had been bullying other employees, and her job was terminated.

Going through this experience many years ago has taught me many lessons. Learning to work in a stressful environment is unhealthy and can affect patient safety. First, addressing incivility by speaking up is the most effective way to stop it from happening.  Effectively communicate with your colleague and allow differences to be shared while listening. Second, choose a time to engage in a challenging conversation if needed. Third, select a safe zone. A safe environment without other parties/observers around. Finally, remain calm and do not interrupt the person speaking (Clark, 2015). If this is not possible, seek a professional to mediate the situation.

Conclusion                

             In conclusion, maintaining a professional and ethical work environment is vital to ensuring staff and patient safety. Incivilities in the workplace, such as bullying or disruptive behaviors, must be addressed to promote an effective work environment for staff and patients. Learning to work cohesively as a team is vital, and identifying behaviors that can lead to unhealthy behavior before it occurs is imperative in maintaining a civil work environment. Identifying ways to address incivility in the workplace by identifying the problem is essential in achieving a goal. It may promote a healthy environment for all.

References

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

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. https://www.AmericanNurseToday.com

Links to an external site.   

Clark, C. M., Olender, L., Cardoni, C, & Kenski, D. (2011). Fostering Civility in Nursing Education and Practice: Nurse Leader Perspectives. The Journal of Nursing Administration, 41(7/8), 324-330.

 

According to the Clark Health Workplace Inventory, the company I work for is a moderately healthy workplace (Clark, 2015). I was shocked by the findings’ classification because I had anticipated a lower outcome. The explanation for the score I anticipated was the ongoing pandemic. Many workers are dissatisfied with the stress brought on by the pandemic and are abandoning their jobs in favor of ones that pay more. However, the organization’s staff members are united in their desire to better the lives of the community, and our leaders are receptive to hearing our concerns while upholding a respectful workplace culture.

The assessment’s emphasis on teamwork and employee self-care surprised me as well. Our company promoted self-care even during the epidemic by providing massage chairs and quiet spaces, and our manager has been accessible even on weekends and late at night to make sure the unit’s requirements are being addressed. I went to the intensive care unit during the pandemic’s tension and commotion. When I arrived, the facility was consistently occupied by more critically ill patients than usual, even in the ICU. However, I discovered that the team got along well and communicated clearly, creating a work atmosphere that I am pleased to be a part of.

My key takeaway from the findings was that the organization functions effectively because of its common mission and core values and objectives of the company. The goal of Christus Good Shepherd is to further the healing work of Jesus Christ by upholding the following key values: dignity, excellence, stewardship, excellence, and integrity. Christus Health’s mission is to be a leader and an advocate in the development of creative approaches to health and wellness to enhance the quality of life for community members so that everyone can experience Jesus Christ’s restoring love (Christus Health, 2021).

However, as evidenced by the assessment’s results, not decreasing the present epidemic has strained some characteristics in the top category, including competitive compensation and tension in everyday work. One day I was in the ICU, and one of the doctors started shouting commands at me in a tense scenario while whining in front of the patient that it was too late in the day to be inserting lines and such; I felt that I had an uncivil interaction. According to Clark (2015), addressing incivility as soon as it arises is the most efficient method to put a stop to it. But to do this well, you need skillful discourse and efficient communication.

I was unable to speak with the doctor at the moment outside of the patient’s room, but I am fortunate to have a good staff that was able to do so. The team member gently reminded the doctor that while everyone was weary, proper communication was crucial for reducing workplace stress among employees and delivering safe and effective patient care working under civil circumstances that support team members’ role performance (Liu et al., 2020). It is crucial for each team member to encourage a civil workplace culture, even in high-stress situations, to support each team member’s best work performance.

References

Christus Health (2021). Christus Health: Our vision, mission, and values. Retrieved April 11, from https://careers.christushealth.org/about-us/our-mission-values-vision/Links to an external site. 

Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved April 10, from https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023Links to an external site..

Liu, Y., Vashdi, D. R., Cross, T., Bamberger, P., & Erez, A. (2020). Exploring the puzzle of civility: Whether and when team civil communication influences team members’ role performance. Human Relations, 73(2), 215–241. DOI:10.1177/0018726719830164Links to an external site.

      An efficient patient centered and sustainable healthcare system can be attained by inclusivity of all players in healthcare. Civility at workplaces can be enhanced by assessing and fostering a conducive work environment in diverse ways. One main objective of attaining quadruple aim in healthcare is to enhance the caregivers and providers’ wellbeing. This is rooted to ensure resources and support to caregivers match their need for optimal quality care delivery.

Work place environmental assessment helps address concerns arising that may affect the discharge of duties safely and effectively, Broome & Marshall, 2020). Strengths and weaknesses that need to be are well captured in civility score tool that would help hone in crucial aspects that need improvement.  Clark Healthy workplace inventory tool revealed a mildly healthy 77 out of 100 scoring for my workplace civility. This is indicative of the need to address workplace civility at my institution. As a state run facility, most of recommendations lag to be implemented due to bureaucracy involved.

Personal Experiences

            Worksites are riddled with need for resources not unique to other places. Bambi, et al., (2017) defines incivility as low-intensity deviant behavior, including rudeness and passive-aggressiveness, which undermines mutual respect and cooperation at workplace. Incivility contributes to poor performance among nurses compromising quality of care delivery. Institutional factors among others such as staff/nurse shortages, large workloads, ignorance of objective manner to recognizing uncalled for behaviors, lack of self awareness and lack of nurse leadership can promote incivility. Various forms of incivility range from discourteous, disrespectful behaviors to dismissive, eye-rolling, silence and passive-aggressions.

Addressing Workplace Incivility

Hospital leaders and executives may not recognize bullying, nurse-nurse withholding of information pervasiveness at workplaces as impacting to cost of healthcare. In this view, health institutions should acknowledge incivility as a problem, create awareness, and mitigate contributing factors through policy changes to enhance patient outcomes.

Workplace incivility can be under-reported at worksites due to its diverse forms that it may manifest resulting in a culture that endangers safety and fostering hostility among workers.

Leadership support and increasing nurse participation in decision-making encourage a supportive and collaborative culture that can suppress incivility. The current health institution requires an anti-incivility policy to safeguard nurses and boost their work performance for quality patient outcomes. Labor turnover mostly during and post pandemic have exacerbated the concern. As novice nurses join the workforce, they are faced with overload and may encounter leadership that ill equipped to enforce zero-tolerant bullying environment. However, with new proactive leadership taking lead and request for more devoted resources eg for staff training, there is more promising future to address few areas for conducive worksite.

A proposal to a comprehensive anti-bullying and anti-incivility policy encompasses eliminating the situational factors that promote bullying, communication and collaboration skills training for all nurses, managers, and executives, a zero-tolerance policy against incivility, recognizant strategy. Mentoring “champion” staff to confront such incivility and instituting a reporting system as well as job satisfaction and work burnout assessments would address incivility. Education and awareness programs would be helpful to address civility at work places. Setting out clear policies, open communication, inclusivity in conflict resolution, offering adequate support system and staff training with a review and feedback implementation plan are few ways manage civility, (Sittig, Wright, & Colera, 2018).

Sample Answer for NURS 6053 Week 7 Discussion: Workplace Environment Assessment Sample Essay

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.2016.08.006