NURS 6053 -Week 9 Assignment Workplace Environment Assessment

Walden University NURS 6053 -Week 9 Assignment  Workplace Environment Assessment-Step-By-Step Guide

 

This guide will demonstrate how to complete the Walden University NURS 6053 -Week 9 Assignment  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 9 Assignment  Workplace Environment Assessment                     

 

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 -Week 9 Assignment  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.

 

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The introduction for the Walden University NURS 6053 -Week 9 Assignment  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.

 

How to Write the Body for NURS 6053 -Week 9 Assignment  Workplace Environment Assessment                     

 

After the introduction, move into the main part of the NURS 6053 -Week 9 Assignment  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 9 Assignment  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 9 Assignment  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 9 Assignment Workplace Environment Assessment

NURS 6053 -Week 9 Assignment Workplace Environment Assessment

Incivility refers to a milder form of uncivil behavior conducted with the aim of harming the target.  All forms of incivility entail dysfunctional interpersonal relationships attributed to high employee turnover and low quality of care (Kisner et al., 2018). Nurses have a responsibility to establish and promote healthy interpersonal relationships with one another. They need to know how their communication and behavior or failure to act can cause incivility (Abdollahzadeh et al., 2017). This essay will analyze the results from the Work Environment Assessment, review literature on incivility, and explore evidence-based strategies to create high-performance interprofessional teams.

Results of the Clark Healthy Workplace Inventory

The Clark Healthy Workplace Inventory gave my workplace a score of 67/100. As a result, the workplace environment appears to be barely healthy (Clark, 2015). This was an unexpected result, as I expected to score in the moderately healthy range. I was surprised that we only received 5 points for four of the items. It is somewhat surprising that our organization only received the maximum points in four items, indicating that we have a long way to go in promoting a healthier workplace. The four items are as follows: encouraging teamwork and collaboration, treating employees fairly and respectfully, employing effective conflict resolution skills, and offering competitive salaries, benefits, compensation, and other rewards.

I was also surprised that my workplace received one point on two Clark Inventory items. This was surprising because our organization is of such high caliber that it should not have such low scores on issues related to healthy workplaces. The two lowest-scoring items were: the workload being reasonable, manageable, and fairly distributed, and the organization attracting and retaining the best and brightest.

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Prior to completing the Clark Inventory, I assumed that an unreasonable and unmanageable workload was the primary cause of the organization’s inability to retain its best employees. I believed that unbearable nursing workloads and nurse shortages are linked, with one leading to the other. This was confirmed by the assessment, in which I determined that the primary reason for failing to retain staff is the high, unmanageable nursing workload in our workplace.

What the Results Suggest About the Health and Civility of My Workplace

The assessment results indicate a stressful work environment that can be attributed to an unreasonable, unmanageable, and unfairly distributed workload.  A Barely Healthy workplace suggests a problem with the organization’s leadership; in that, the leaders are more goal-oriented than people-oriented. This results in the management focusing more on meeting its clients’ needs at the expense of the staff needs (Abdollahzadeh et al., 2017).  The results also mean that the staff’s needs may be overlooked, and their voice is not often considered during policy-making. Furthermore, they suggest that the staff may not be adequately engaged in making decisions that affect them, and the leadership does not recognize shared governance.

Week 9 Assignment Workplace Environment Assessment

Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.

In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.

I agreed with your post Sunday, Incivility among healthcare workers can thus lead to unsafe working conditions and the safety of a patient. Care providers and organizational leaders must communicate in a way that fosters civility and empowers nurses to speak up. They must strive to create and sustain a healthy work environment where courtesy is evident. Overall, Companies should come up with a no tolerance policy for incivility in the workplace. The procedure could have a penalty resulting in every infringement, verbal caution for the initial offense, written caution for the second mistake, non-payment leave for the third one, and termination. The department of human resources should be included in the policymaking process. If incivility at the workplace is tolerated, destructive behaviors become commonplace and continue in the working environment. Each team member in a company should be educated on the right professional characters with the job code of conduct. Both staff and nurse managers must have the ability to identify it, taking it seriously, and cease the action in its ways.

References

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.2022.08.012Links 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.0000000000000563Links to an external site.

To Prepare:

Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).

Review the Work Environment Assessment Template.

Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.

Select and review one or more of the following articles found in the Resources:

Incivility refers to a milder form of uncivil behavior conducted with the aim of harming the target.  All forms of incivility entail dysfunctional interpersonal relationships attributed to high employee turnover and low quality of care (Kisner et al., 2018). Nurses have a responsibility to establish and promote healthy interpersonal relationships with one another. They need to know how their communication and behavior or failure to act can cause incivility (Abdollahzadeh et al., 2017). This essay will analyze the results from the Work Environment Assessment, review literature on incivility, and explore evidence-based strategies to create high-performance interprofessional teams.

Work Environment Assessment

Results of the Clark Healthy Workplace Inventory

My workplace scored 67/100 on the Clark Healthy Workplace Inventory. The result suggests that

the workplace environment is Barely Healthy (Clark, 2015). This was an unexpected score, as I expected to have at least a score in the moderately healthy range.  I was surprised that we only scored 5 points in only four items. It is somewhat surprising that our organization could only score the maximum points in only four items, which means that we have a long way to promote a healthier workplace. The four items include: Promotion of Teamwork and collaboration, Treating employees fairly and respectfully, using effective conflict-resolution skills, and Providing competitive salaries, benefits, compensations, and other rewards.

I was also surprised that my workplace scored 1 point in two items in the Clark Inventory. This was surprising because our organization belongs to a caliber that should not have very low scores on matters associated with healthy workplaces.  The two items that had the lowest score were: The workload being reasonable, manageable, and fairly distributed and Organization attracting and retaining the best and the brightest.

Before completing the Clark Inventory, I assumed that unreasonable and unmanageable workload is a primary cause of failing to retain the organization’s best staff. I believed that unbearable nursing workloads and nurses shortages are interconnected, in that each leads to the other. This was confirmed by the assessment, where I established that the high unmanageable nursing workload in our workplace is the primary reason for failing to retain staff.

What the Results Suggest About the Health and Civility of My Workplace

The assessment results indicate a stressful work environment that can be attributed to an unreasonable, unmanageable, and unfairly distributed workload.  A Barely Healthy workplace suggests a problem with the organization’s leadership; in that, the leaders are more goal-oriented than people-oriented. This results in the management focusing more on meeting its clients’ needs at the expense of the staff needs (Abdollahzadeh et al., 2017).  The results also mean that the staff’s needs may be overlooked, and their voice is not often considered during policy-making. Furthermore, they suggest that the staff may not be adequately engaged in making decisions that affect them, and the leadership does not recognize shared governance.

Despite the average results, the organization scored highly in items that indicate high civility in the workplace. These items include: Promotion of Teamwork and collaboration, Treatment of employees fairly and respectfully, and Use of effective conflict-resolution skills (Clark, 2015). The high scores in these items suggest that a culture of civility has been developed in the workplace.  It also means that the employees have strived to create and maintain civil, healthy work environments by communicating clearly and effectively, despite the harsh working environment. Besides, it shows that the staff manages conflict in the workplace respectfully and responsibly.

Reviewing the Literature

The article by Clark (2015) presents the concept of healthy work environments. The article mentions the six standards by AACN that are vital in establishing and sustaining healthy work environments, namely, skilled communication, effective decision-making, true collaboration, appropriate staffing, meaningful recognition, and authentic leadership (Clark, 2015). Clark also presents other standards from her research, crucial in promoting healthy work environments, which include: A common organizational vision, values, and team norms; Emphasis on both formal and informal leadership; Creation and sustenance of a high level of the individual, team, and organizational civility; and Civility conversations at all organizational levels.

Clark argues that when an uncivil encounter occurs, we may require to address it by having a critical conversation with the uncivil person. One needs to be well-prepared for this critical conversation, speak with confidence, and use respectful expressions (Clark, 2015). Critical conversations are often stressful. Thus, while taking a direct approach to resolving a conflict, it requires courage, know-how, and lots of practice. By having this conversation, one can end the silence that surrounds incivility. The article presents the DESC model, which can be used to address incivility in the workplace. The DESC model has four elements: D-Describe the specific situation, E-Express your concerns, S-State other alternatives; and C-Consequences stated (Clark, 2015). The critical conversations can occur more effectively when one is well-equipped with tools like this DESC model.

How the Concept Presented In the Article Relates To the Results of the Work Environment Assessment

The concept on the standards of sustaining a healthy work environment relates to the assessment results, in that ineffective decision-making, lack of appropriate staffing, and lack of authentic leadership in the organization has resulted in a less healthy environment. Lack of authentic leadership is evident in the workplace environment, which suggests that the organization’s leaders have not put much effort into ensuring the staff work in a healthy work environment. The leaders at my organization do not initiate or encourage open discussions and dialogues on promoting a healthy workplace. If they do so, they could have identified key factors that create a harsh working environment, such as inadequate staffing.

Ineffective decision-making by failing to engage the employees has contributed to a less healthy workplace. This is because the staff’s opinions on enhancing the workplace environment are not incorporated in policy-making. The low assessment results can be related to the employees’ failure to initiate a critical conversation with the management on issues that affect them. Perhaps, if we expressed their concerns to the leaders, we could be heard, and the various issues that negatively impact the workplace could be addressed. The tense relationship between the employees and the management can be attributed to the lack of conversations between the two groups, which is critical in ending the silence surrounding incivility.

How My Organization Could Apply the Concept to Improve Organizational Health

My organization can apply the identified standards to enhance organizational health by having direct and transparent communication at all organizational levels to promote respect among the staff and between the staff and the supervisors. The management can actively engage the staff by consulting or involving them in decision-making and developing organizational policies (Griffin & Clark, 2014). Additionally, the organization’s employees can apply the concept of critical conversation to discuss with the management on issues affecting them, such as inadequate staffing (Clark, 2015). Critical conversations can be started among the employees to help solve conflicts, especially between different professions, to help create strong intra- and interprofessional health teams.

Evidence-Based Strategies to Create High-Performance Interprofessional Teams

Strategies That Can Be Implemented To Address Any Shortcomings

The article by Clark (2019) discusses the use of Cognitive Rehearsal to address incivility that threatens patient safety.  Cognitive rehearsal (CR) is a technique employed in behavioral science whereby people work with a skilled facilitator to identify and rehearse effective methods of addressing a problem or social situation (Clark, 2019). It is intended to lessen anxiety, enhance confidence, and increase impulse control by practicing effective methods to solve potentially stressful situations. CR has been established to be an effective strategy to solve incivility in clinical practice and educational settings (Clark, 2019). A planned, rehearsed response presents a chance to convey expectations for appropriate behaviors and future interactions.

The article by Kisner et al. (2018) discusses the Mixed-intervention strategy, which effectively addresses incivility. The strategy entails the following steps: Providing personal support, education, and mediation between the perpetrator and the target. Using corrective action to discipline the perpetrator and educating the target to handle aggression (Kisner et al., 2018). The strategy also involves imposing policies and penalties to deal with aggressive behaviors. The last step is encouraging social interaction and interventions that promote collective responsibility in creating a safe and supportive culture.

Strategies That Can Be Implemented To Bolster Successful Practices

Successful practices in the workplace environment can be enhanced by holding Team-building sessions in organizations. The team-building sessions should build trust, engage staff in decision-making, clarify roles, and role-model positive interactions. Simulation can be employed in these sessions to promote better teamwork and collaboration. For instance, the simulation activity can involve a nurse role-modeling positive interactions with other nurses. The role-modeling can be useful in demonstrating to the staff the power of positivity in employees’ communication.

Organizations can develop and impose a zero-tolerance policy for incivility, which clearly outlines uncivil behaviors. The policy should be clear that incivility will not be tolerated in the organization, and if it happens, consequences will result. For instance, the policy can indicate that a staff who displays uncivil conduct will be given a verbal and written warning for each violation, and after three violations, they will be terminated. A policy is a very effective strategy as it outs employees conducting incivility on notice. Once the policy is developed, the management can conduct staff development programs for staff and managers about the zero- incivility tolerance policy. The programs can include enhancing communication skills, challenging culprits, and using silence to facilitate thinking.

 

 

References

Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to Prevent Workplace Incivility?: Nurses’ Perspective. Iranian journal of nursing and midwifery research, 22(2), 157–163. https://doi.org/10.4103/1735-9066.205966

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Research in Nursing Education| Nurse Educator, 44(2), 64-68. http://doi.org/10.1097/NNE.0000000000000563

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23.

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. http://doi.org/10.3928/00220124-20141122-02

Kisner, T. (2018). Workplace incivility: How do you address it?. Nursing2019, 48(6), 36-40. http://doi.org/10.1097/01.NURSE.0000532746.88129.e9

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

Review the Work Environment Assessment Template you completed for this Module’s Discussion.

Describe the results of the Work Environment Assessment you completed on your workplace.

Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.

Explain what the results of the Assessment suggest about the health and civility of your workplace.

Part 2: Reviewing the Literature (1-2 pages)

Briefly describe the theory or concept presented in the article(s) you selected.

Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.

Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.

Read Also: NUR 2790 Professional Nursing III Module 11 Assignment Best Practice

Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

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ADDITIONAL INSTRUCTIONS FOR THE CLASS

Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.

Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.

One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.

I encourage you to incorporate the readings from the week (as applicable) into your responses.

APA Writing Checklist

Use this document as a checklist for each paper you will write throughout your GCU graduate program. Follow specific instructions indicated in the assignment and use this checklist to help ensure correct grammar and APA formatting. Refer to the APA resources available in the GCU Library and Student Success Center.

☐ APA paper template (located in the Student Success Center/Writing Center) is utilized for the correct format of the paper. APA style is applied, and format is correct throughout.

☐  The title page is present. APA format is applied correctly. There are no errors.

☐ The introduction is present. APA format is applied correctly. There are no errors.

☐ Topic is well defined.

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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. (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

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

Precious,

Our organization has monthly town hall meetings where staff are welcome to share their views and ask questions. The team tried to attend these meetings when this was initially rolled out in the first couple of months; however, the numbers soon dwindled. As you rightly mentioned in your post, employees feel ignored; furthermore, they fear being reprimanded, proving the point Clark (2015) mentions how employees sometimes think they are not valuable partners in the organization.  All this leads to a poor, unhealthy work environment and low morale, leaving staff with poor job satisfaction and creating room for uncivil behavior among staff which could potentially affect patient care, increase costs, cause medical errors and negligence, finally leading to poor satisfaction surveys which hamper the growth of the individual and the organization (Shoorideh et al., 2021).

References.

Clark, C. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23.

https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Links to an external site.

Shoorideh, F. A., Moosavi, S., & Balouchi, A. (2021). Incivility toward nurses: a systematic review and meta-analysis. Journal of Medical Ethics & History of Medicine, 14(15), 1–25.

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