NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY

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

 

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

 

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Week 9 Assignment 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 9 Assignment Workplace Environment Assessment SAMPLE ESSAY                     

The introduction for the Walden University NURS 6053 Week 9 Assignment 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 9 Assignment Workplace Environment Assessment SAMPLE ESSAY                     

 

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

NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY

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. 

Conusion

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

Work Environment Assessment Template

Click here ORDER NOW FOR AN ORIGINAL PAPER ASSIGNMENT: NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY

Summary of Results – Clark Healthy Workplace Inventory	The workplace environmental assessment using Clark Healthy Workplace Inventory showed that my organization scored 78. This score implied that the organization is mildly healthy. The scores also implied that the existing organizational structures and environment do not support most of the interventions that promote quality, safety and excellence.
Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed. NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY	The workplace environmental assessment identified a number of things that surprised me about our organization. One of the things that surprised me was the fact that the employees in the organization reported the lack of transparent, direct and respectful communication in all the levels of the organization. Communication is a vital tool that enables the organizational stakeholders to undertake their tasks effectively and efficiently. Open communication is important to ensure that the employees express their needs, values and concerns to the management and leadership on the ways in which things should be undertaken in the organization. Communication is also important as it facilitates trust between the different organizational stakeholders. Organizations that practice open communication have a highly motivated workforce since the needs of the employees and other stakeholders are addressed in a timely manner (Grossman & Valiga, 2020). I was surprised by the fact that the employees expressed the lack of transparent, respectful and direct communication in the organization yet they have not engaged in any activity to address the issue. Often, the employees in the organization appear satisfied with the manner in which tasks are undertaken. However, they have not been given an opportunity to express their needs, hence, their assertion of the lack of direct, transparent and respectful communication in the organization. The second thin that surprised me in the workplace environmental assessment was the finding that the employees in the organization reported that the statement that they had a high level of satisfaction, engagement and moral was somewhat untrue. The success of any organization depends largely on the level of morale, satisfaction and engagement in an organization. Employees that have a high rate of satisfaction, morale and engagement are innovative in their practice. The employees play a proactive role in the identification of the ways in which organizational success can be achieved with minimal use of the existing resources (Weiss et al., 2019). The above finding in the assessment was surprising because the management and leadership are not aware of the low level of engagement, satisfaction and moral among its employees. The rate of staff turnover is also low. Therefore, it raised the need for the adoption of responsive interventions to address these issues in the organization. One of the things that I believed prior to conducting the assessment that was confirmed is the fact that the organization places minimal emphasis on addressing the needs of its staffs. The believe was confirmed since the assessment results showed the lack of transparent, direct and respectful communication, poorly satisfied staffs and the lack of mentoring programs for all the employees. The employees had neutral feelings on the statement that there is comprehensive mentoring program for all employees.
NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY: What do the results of the Assessment suggest about the health and civility of your workplace?	As noted above, the results I have been able to deduce from the assessment suggest that there is always room for improvement and amendment in a work environment. This fosters efficiency in the provision of optimum patient care outcomes. My organization scored a total of 78 based on the criteria provided in this workplace assessment tool. This score places my organization in a moderately health and civil state. It also connotes that the Clark Workplace Inventory scores suggest that my organization requires better and more efficient communication skills among employee, which in turn brings about trust and transparency. The estimate goal is to stir up changes that will; facilitate an increased level of ethical and moral civility for a safe and more healthy workplace environment.  The leaders and staff in management positions pale a fundamental role in ensuring that this change is enforced and continuous, as they represent the organization in its entirety and what it essentially stands for in our community. The principle of informational leadership and the ideology  it represents of making sure there is a collaboration between staff and leaders in the work-pace. This creates an atmosphere of openness and genuineness which is essential for growth and positive.if there is an indication of  weaknesses in the leadership and manager department of any organization, it hinders opportunities for staff  to promote their personal and professional growth. This in-turn leads to increased turnover rates among staff, and  decrease levels of patient care satisfaction. The management and leadership of such organization must implore all avenues needed to  restructure current and existing processes. The other implication of the score is that the organizational culture does not support in entirety quality, safety and excellence. The score also has implications on the civility of our workplace. The score implies that the organization has weak support for behaviors that promote mutual respect and preservation of norms, values and practices for excellence.
NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY: 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.	The selected concept from the selected article is effective communication. According to the authors of the article, incivility in nursing arises from the lack of effective communication between nurses and other healthcare providers (Clark et al., 2011). Lack of effective communication results in poor understanding of the needs of the other stakeholders in an organization. Poor communication also leads to lack of self-expression among the nurses and other healthcare providers, hence, stress and adoption of behaviors that contribute to incivility. The concept of effective communication relates to the results of the work environment assessment in a number of ways. Firstly, lack of effective communication between the employees, management and leaders contributed to the low score in the assessment (Hassmiller & Pulcini, 2020). The lack of effective communication also led to the employees expressing neutral to somewhat true scores in the different categories of assessment tool. The lack of effective communication can also be seen in the low morale, engagement and satisfaction among the employees in the organization. Consequently, it can be concluded that effective communication is a critical predictor of organizational performance and success alongside a determinant of employee behavior.
NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY: 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.	My organization can apply the use of effective communication to improve organizational health and create stronger work teams in a number of ways. Firstly, the organization could promote open, transparent and respectful communication between the staffs, managers and leaders. The communication should be characterized by openness. Employees should be encouraged to express their views, concerns and recommendations on the ways in which performance can be improved in the organization (Alvinius, 2017). The second way in which effective communication can be applied in the organization is involving the staffs in the assessment, planning, implementation and evaluation of the organizational strategies. The organization should incorporate the feedback of the employees in the development, implementation and evaluation of the strategies (Clark et al., 2011). The third way in which the effective communication can be applied in the organization is encouraging teamwork. The employees should be encouraged to work in teams as a way of achieving the set organizational goals and objectives (Jule, 2019). Through these interventions, the desired organizational culture that promotes civility and organizational health will be created in the organization.
References References	References Alvinius, A. (2017). Contemporary Leadership Challenges. BoD – Books on Demand. Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf 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. https://doi-org.ezp.waldenulibrary.org/10.1097/NNA.0b013e31822509c4 Murray, A. (2018). Helping the Healers: Identifying and Halting Lateral Violence in Nursing. Kentucky Nurse, 66(2), 11–13. Retrieved from https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx?direct=true&db=rzh&AN=128716069&site=eds-live&scope=site Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. Journal of Continuing Education in Nursing, 45(12), 535–542. doi:10.3928/00220124-20141122-02 Grossman, S. C., & Valiga, T. M. (2020). The New Leadership Challenge: Creating the Future of Nursing. F.A. Davis. Hassmiller, S. B., & Pulcini, J. (2020). Advanced Practice Nursing Leadership: A Global Perspective. Springer Nature. Jule, J. (2019). Nursing Leadership Beyond 2020: A Succession Plan. University of San Francisco. Weiss, S. A., Tappen, R. M., & Grimley, K. (2019). Essentials of Nursing Leadership & Management. F.A. Davis.

 Introduction

As a professional nurse, I have come to discover that my workplace environment comprises of various factors that have a significant impact on my everyday performance and functionality. These factors are the nature of the  physical environment, the cultural representation of the organization and most importantly the working conditions of staff. The negative acts of incivility among employees, bullying in the workplace and violence in a professional setting are some of  the most problematic behaviors health- care organizations in all settings are faced with. Such intentional and deliberate behaviors being exhibited by individuals are intended to  harm, humiliate, offend, and cause distress to others members of the organization (ANA, n.d.).

The detrimental outcomes of incivility in the workplace cause lower job satisfaction rates, psychological trauma, which eventual leads to a downturn in physical health (ANA, n.d.). The harmful consequences of incivility affects an organization entirely, especially  incivility within the nursing profession, which ultimately leads to a decrease in patient care safety and satisfaction, as thee well being of the patients are at risk (Griffin, & Clark, 2014).  The Clark Healthy Workplace Inventory Assessment tool has enabled me to determine how health my work place environment currently is, by the use of evidence based practices, as well as explore other means of strengthen my workplace environment and the organization as a whole.

Part I: Work Environment Assessment

When I partook in the Clark (2015) assessment  tool, which is an evidence-based assessment tool aimed at calculating the health of an individual’s workplace as it evaluates the subjective scores of 20 statements refereed to as The Clark Healthy Workplace inventory, I was quite intrigued by the results as I ended up with an aggregated total score of 78. This suggest that my organization could be identified as a moderately healthy and civil workplace environment. Further interpretation of the score implies that the workforce is highly dedicated to achieving the success of the organization (Henry et al., 2020).

The cultural framework of the organization is also favorable, as it concerned with both the actual and potential needs of the organizational stakeholders, which comprises of the employees and patients. My organization based on the assessment evaluation, aims at addressing and supporting the realization of all staff members personal and professional needs. Although this result wasn’t satisfactory in my opinion as I personally strive for excellence and distinction at all times. It is quite obvious that there is great room for improvement which must be a collective effort between those in the organization itself and staff members to foster change withing the workplace.

The organization in itself is responsible for the development of civility in the work place environment by maintaining a culture that incorporates mutual respect among all employees and exceptional role models from those in the leadership roles and positions that would lead by example at all times. These principle have to be collaborative and there must be consistency in the practices in order to foster significant change in the workplace.  As nurses, we are opportune to have several potential means to aid in the improvement of our personal health, those of our patients and essentially our colleagues as we engage in a healthy work environment (American Nurses Association, n.d).  According to Wei et al (2018) a prime nurse work environment that is considered to be healthy must advocate for safety, satisfaction and empowerment to all staff members respectively.

 

Part II: Reviewing the Literature

My primary objective for this literature review will be my focus on one of the theoretical concept models by Clark and Olender (2011) that addresses strategies on improving healthy workplace environments and civility among team members and leaders alike. There must be constant and sustainable educational training for all employees aimed building healthy work relationships, and developing effective therapeutic communication skills within the work setting. It is imperative that there are standards in place that reflect civility beyond the avoidance of personal conflict. Encouraging civility is quite instrumental in conceptualizing team building efforts, thus facilitates the development of  a professional environment  of cultural respect and well meaning engagements.  It is important that all organizations implement strategies that focus on educating and orientating employees in well-being programs  that are geared towards respectful attitudes and  characters for effective organizational outcomes as this is empowering to all employees. Clark et al., 2011, suggests the Conceptual Model for Fostering Civility in Nursing Education and Practice, which highlights the benefits of modeling constructive communication technique. When there is zero tolerance for incivility, and it is addressed immediately, the prevalence of incidences are greatly reduced, which will positively influence the positive culture and raise awareness of civility.

Establishing the principles and formulating ways of fostering civility in nursing practice and nursing education, is fundamental to the profession, We are able to analyse the dynamics of the conceptual framework which involves various stressors within the practice of  nursing practice, and education. Factors such as insufficient knowledge/skills, overload in technological mediums,taking up multiple unnecessary roles, an overload of patient care responsibilities and tasks, and ineffective interpersonal work relationships. Our leaders and managers in clinical settings greatly influence these stressors within our daily practices. There are 4 major open-ended questions that  Clark and Olender (2011) have developed for nurses in leadership roles and positions that are thought provoking with respect to formulating ways to build civility within nursing education and practice. The two most significant questions that would be relatable to my workplace environment were “what are the most effective strategies for fostering civility in the practice setting” and “how can nursing education and practice work together to foster civility in the practice setting?” Since these questions are all open-ended, different themes within an answer could help classify the essence of their answers.

For the question “how can nursing education and practice work together to foster civility in the practice setting,” communication will be the key indicator in measuring civility. Reflecting back on the Clark Healthy Workplace Inventory, the statement that I had scored a particularly neutral score regarding a mentoring program for employees may benefit from this. Ongoing clinical education and a structure mentoring program may help nurses become prepared and allow for positive behaviors (Clark, 2011). NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY

Nurse executives and nurse managers have unanimously concluded that policies and a shared vision of a culture of civility may foster civility within a nursing practice setting (Clark, 2011). It is important to have concrete solutions to different areas of concerns and policies that reflect on these specific actions. As I had mentioned in my Work Environment Assessment, the organization that I work with is still currently new. There are some policies and procedures that are not structured or created, but I do have high hopes and expectations for successful progressions within the next few months. Despite the organization still in the initial stages of development of policies, protocols, and workflows, individuals in leadership and management continuously encourage their employees to participate in engagement of growth within the organization.

Part III: Evidence-Based Strategies

The American Nurses Association (ANA, 2015) suggests that as professional nurses we must be reflective of our interactions with others and purse programs that will continue to equip us educationally, as well as professionally, to foster healthy communication and strategies for conflict resolution. By so doing we stand to attain excellence and competence in our levels of civility, while developing effective skills in communicating with other employees in the work environment. Personally, I have been able to deeply reflect on important core values I strongly believe are of key importance to me when it comes to a healthy workplace environment prior to tallying any of the score on the statements of the Clark Healthy Workplace Inventory. In NURS 6053 Week 9 Assignment Workplace Environment Assessment SAMPLE ESSAY, The major values include, mutual respect, honesty, transparency, and empowerment. Self-reflection considered to be an evidence-based innovative approach in nursing as it is a problem identifier which is also constructive in creating problem solving resolutions, it can facilitate better organization using the  “Situation-Task-Action-Result” (STAR) concept during the application of project-based strategies (Hung et al., 2019).

The results of the my workplace environment assessment indicates 2 main strategic implementation that can be used in addressing incivility in the work place, which include resolution of conflicts and programs that have been structured in a comprehensive manner for mentors-hip. My workplace organization has developed several mentors-hip programs within the nursing department for nurses to tap into. There are also several incentives that foster continuing educational programs during our in-services and annual training sessions for career growth and development. Nurses are paired with other more experienced nurses for perception and guidance which is very instrumental and advantages. This mentors-hip culture that has been embodied by my organization is motivational and empowering to all staff. The culture that the organization embodies, can also be referred to as the organizations personality. Regardless of the number of employees in an organization, its cultural principle serves as a motivational force for the connection of staff members to each other and to the organizations mission and vision. When the issues begin to conflict with the cultural principle of the organization and are not addressed it brings about uncertainty and a lack of focus overall.

My organization aims at offering staff members the  practices required to pursue meaningful work-lives that are beneficial to them and the organization in general. This has be able to foster a high-performing and relationship-oriented workforce that continues to draw professionals to the organization which is learned and developed. Based on evidence and research a healthy and civil work environment thrives by increasing efficiency and productivity while strengthening a sense of connection among employees. Accordingly, the organization provides its employees an environment for respect, inclusion and professionalism, by aligning their vision with the realities of their actions. The top leaders of the organization allow for transparency, which is a crucial role in the success of the organization (Gilbert, 2020). As a result, the employees are rewarded for their performance. The management and leadership also ensure that opportunities for continued personal and professional development of the employees are provided. The civility of the organization can also be seen in the adoption of standards and regulations that promote respect among the employees. The employees work in teams in achieving the organizational goals (Zerwekh & Garneau, 2020). Consequently, there is a high level of productivity, commitment and adherence to ethics among the staffs.

An example of a situation where I experienced incivility in my workplace, was when I expressed my utmost concern about the lack of inclusivity of a policy on workplace scheduling of tasks. I raised the issue with my in-charge, who displayed an unprofessional behavior in the clinical setting, stating that she was very experienced and seasoned in the nursing field, unfortunately it wasn’t withing my scope or role to address the issue. The response and feedback from the unit nurse manager in-charge demonstrated incivility. I addressed the issue by informing her about the errors and omissions on the staff schedule regarding delegation of duties on that particular shift which seemed very unjust and partial. I also informed her about the potential risks associated with unsafe work conditions not just to the patients but to the staff as well in our practice. There was a general unit meeting held later on that week for the resolution of concerns and issues we had been facing, and the incident was slightly brushed over.

Conclusion

In actuality the incidence and prevalence of workplace incivility can be quite difficult to determine accurately, mostly it’s often unrecognized and under-reported. Research studies have produced results from studies according to (Becher & Visovsky, 2012) while examining incivility that takes place in the clinical setting and were able to ascertain that between 27% to 85% of nurses had experienced some form of incivility. This statistical numbers are quite staggering and made me realize that it must be a collective effort by each professional or clinician to create an atmosphere that encourages nurses to perform at their very best to render quality care in the safest way possible to their patients. The guarantee of an optimum patient care satisfaction rate is safe patient care is the standard of provision that every healthcare organization should strive to attain, they are obligated to this responsibility. It is therefore imperative that the issue of incivility in the workplace should be taken seriously and addressed accordingly, to avoid detrimental effects to the mental health of nurses on the field, maintain health productivity and essentially lead to potential patient care satisfaction.

References

Becher J, Visovsky C. Horizontal violence in nursing. Medsurg Nurs. 2012;21(4):210–232.

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

Gilbert, J. A. (2020). How to Transform Workplace Bullies into Allies. IAP.

Henry, J., Eshleman, J., & Moniz, R. (2020). Cultivating Civility: Practical Ways to Improve a Dysfunctional Library. American Library Association.

Warrner, Judith MSN, RN; Sommers, Kathleen EdD, RN; Zappa, Mary DPT, ATC; Thornlow, Deirdre K. PhD, RN, CPHQ Decreasing workplace incivility, Nursing Management (Springhouse): January 2016 – Volume 47 – Issue 1 – p 22-30 doi: 10.1097/01.NUMA.0000475622.91398.c3

Zerwekh, J., & Garneau, A. (2020). Nursing Today – E-Book: Transition and Trends. Elsevier Health Sciences.

Part 1: Work Environment Assessment

            The “workplace assessment” template produced an inventory to evaluate a workplace’s fitness. It consisted of a set of statements that were allocated several answers to the most appropriate one, according to the statements seen in the workplace. The highest value of the assessor answers showed the overall society’s interest in the template. There were 20-100 scores to be given, the response being the primary determinant of the scoring given at all scales. A score varying from 90 to 100 was provided for healthy workplaces; 80 to 89 were reasonably good; from 70 to 79, 60 to 69 were poor; 50 to 59 were poorly safe, while the climate at work was less than 50 for extremely unhealthy working environments.

            The assessment focused on a nursing working place assessed the workplace as an acceptably healthy setting. The workers meet up to make value. Various reactions to the assessment were unbiased; however, most of the reactions precise (Marshall, 2016). From the assessment, a large portion of the nurses whom skilled adverse working circumstances stood up, and doctors answered to have altered their mentalities to the nurses. Consideration in any work environment impacts various aspects. Civil rights, for example, impact consumer satisfaction. Since people have a “higher quality of life,” they appear to be more comfortable and devote more attention to me.

            Notwithstanding the way that the work environment evaluated is accepted to be a civil place, various worries developed that should speak. A patient will not see them go to doctors based upon ethnic bias after the test some time ago. So long, so his nurse was told that the doctor was irritated, the patient did not see her. The doctor then rotated her annoyance to the nurse and started taking steps to remove her activity (Clark, 2019). These were amongst the crucial disclosures that amazed the assessor throughout the assessment of this working environment.

            While there have been various problems in the workplace atmosphere with relation to working conditions, this state of working conditions should be regarded as a general field, as shown in this assessment (Clark, 2019). The reality of becoming a shared place confirms the loyalty and cooperation of the staff, their adaptability to each other’s experiences, relationships, and attitudes.

Part 2: Reviewing the Literature

The article presents the “DESC model,” which speaks to four measurements. For example, portray, express, show, and consequence. As indicated by the article, the limitations of management and leadership approach to manage to oversee worker motivation and commitment is the nonappearance of individual collaboration with the employees (Walker & Clendon, 2015). It is only the directors that have to facilitate communication with the employees; they will have the skill to measure their stresses overburdening in the healing administrations. The management, as well as leadership approaches, should be extremely dispersed to think about facilitating contact among the employees and the supervisors. An example of the management of motivation in the workspace combines this work environment.

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

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

Part 3: Evidence-Based Strategies

            Communication is essential in almost any aspect of life, whether it is close to home or specialist lives. The assessment, whereas featuring the work environment setting, additionally have to ponder the communication aptitudes of the workforces. It utilizes many tools that allow assessors to resolve their deficiencies and to upgrade them effectively. It means that customers can improve both verbal and nonverbal communication in stages and become a great communication device (Lavin & Harper, 2015). Operational communication does not merely assistance at being fruitful in proficient life yet before that in education moreover.

Although the model focusses on the needs of employees for self-evaluation and presumes that individuals seek higher-ordering needs when fewer arrangements are met, the use of this model will recover organizational health by arranging the needs and identifying attitudes, interactions, and performance which people focus on. In terms of the roles held by the member according to this model, an organization can have opportunities. Improving health conditions in the workplace requires leading employees to an environment for themselves.

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

References

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

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

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

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

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

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.1274

The results of the work environment assessment on the Clarkhealthy workplace inventory were 68, indicating that the organization I work for can barely be described as a healthy workplace. Several attributes contributed to this finding. One of these is the fact that there is an apparent disconnect between the organization’s vision and mission, which are to be employed in the delivery of services to our beneficiaries. To date, the organization’s leadership has been unable to spell out the vision and mission of the organization and how the employees should be working towards attaining these elements. 

The dismal support employees further highlight this feeling they receive from the leadership, an attribute that has adversely affected job satisfaction and overall commitment meant to the mission and vision. The second element that accounts for this score is the lack of lack between the different levels of the organization, predominantly between the top leadership y and the employees. There are numerous instances whereby the leadership has overlooked the issues raised by employees as adversely affectingtheir productivity. This is compounded by the feeling that the leadership does not respect the employees, thus creating a culture of distrust, with the employees always looking for alternative organizations to seek employment. Employees cannot voice their issues with any concerns they raise being ignored. The leadership, however, expects that whatever decision they make relating to the workplace be complied with without question, even though no consultation took place and its impact on employees is not considered.

These attributes have contributed to the need for a common purpose between the top leadership and employees, with each faction feeling that they are being undermined by the other. For instance, employees will come to work and find that waste pitchers have been taken away, or removal of IV therapy as a cut-budget measure made without prior notice to the nurses. The idea of decentralization highlighted by Rizany et al. (2019), whereby adopting a flat design would contribute to the decentralization of the organization, does not exist. All decisions come from the top, with the lower employees expected to comply without questioning.

Reference

Rizany, I., Hariyati, R. T. S., Afifah, E., & Rusdiyansyah. (2019). The impact of nurse scheduling management on nurses’ job satisfaction in Army Hospital: a cross-sectional research. Sage Open, 9(2), 2158244019856189.

Work Environment Assessment

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.

Workplace Civility

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.

Scenario at Workplace

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.

Conclusion

Organizations benefit greatly from an understanding of the complex work environment because it enables them to identify situations that lead to health issues, which then result in high absenteeism and turnover rates as well as low productivity at work. This situation has raised the managers’ accountability for the well-being and health of their team members. To develop ways to safeguard the health and integrity of employees, environmental assessment—one of the strategic tools that evaluate the internal and external variables of the business must be used.

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.