Workplace Environment Assessment

Working in a healthcare organization can have stressful impacts on an individual. A healthy workplace is essential as it contributes to the general health and well-being of the employees and the ability of the employees to work effectively. According to American Nurses Association, for an organization to be considered healthy, it should perform exceptionally in effective communication, collaboration, effective decision making, teamwork, and authentic leadership. With this, it allows one to work in a healthy environment that allows one to work and deliver services at optimal levels to achieve the best outcomes. This is not always the case, as some organizations have cases of bullying, incivility, and workplace violence. This always has significant impacts on the victim and their emotional, physical, and mental well-being. Workplace Environment Assessment

A healthy working environment attracts workers and ensures the effective delivery of services within the organization. After completing a Clark health workplace inventory, the facility had a score of 74. According to inventory 74 indicates that my facility is mildly healthy. The organization upholds the mission and vision, and there is effective communication and respect at all levels of the organization. The main concern that influenced the facility’s score is that authentic leadership is absent, individuals are not well celebrated. The organization prioritizes meeting the organization’s objectives and goals over the well-being of its employees. There is no teamwork and collaboration and no supporting programs for the mentoring of employees (Clark, 2019). Employees are not aware of the importance of self-care, and the organizati0on does not give the employees room for free expression. The organization leaders focus on the profit generated and fail to recognize the employees for their work and do not reward them for their performance. There are no adequate resources for the development and growth of professionals. The organization also outsources employees in case of promotion instead of promoting those in the organization. Hence the employees are unsatisfied and less likely to recommend the organization to their families and acquaintances.

I was surprised that the organization is mildly healthy, as I expected it to fall under moderately healthy. Another surprising factor is that employee satisfaction, engagement, employee well-being, and morale affect the civility of an organization. Hence, the employees are less likely to recommend the facility to their quittance. I have always considered mutual respect and transparency as the significant factors in the civility of an organization. After the assessment, I became aware that multiple factors contribute to the civility of the organization. Before conducting the assessment, I believed that communication, transparency, and respect are essential in any organization. The assessment confirmed this.

The assessment indicates that the organization is mildly healthy and civil. The employees feel less valued in the organization. The employees do not feel like assets as they are no programs for their professional development, and there is little emphasis on the employee’s health and well-being. The results suggest a need for leadership that encourages the professional growth and development of the employees and encourages teamwork and collaboration in the organization. The results also suggest effective communication, transparency, and respect among the members of the organization. Workplace Environment Assessment

PART 2

The concept presented in the selected article is cognitive rehearsal. Cognitive rehearsal is a technique where individuals work with a facilitator to develop effective ways to address a problem. Cognitive rehearsal is essential as it can help reduce anxiety, boost confidence, and ensuring impulse control by effectively addressing stressful situations. The use of Cognitive rehearsal is essential in addressing incivility in a workplace. Cognitive rehearsal entails using the individual cognitive ability in information taking and processing (Griffin and Clark, 2014). Cognitive rehearsal entails a planned activity that helps prepare individuals for stressful situations. This includes the rehearsal of phrases that can be used during an encounter with a stressful situation. An organization can do cognitive rehearsal through pre-briefing and prior learning, describing uncivil situations for simulation, role-playing, rehearsal using evidence-based practices, repeating scenarios through practice, and debriefing the uncivil scenarios. Cognitive rehearsal enables individuals to use their thought processes to preserve the most relevant information. It is done through didactic and interactive learning where a cue is given time and allows processing vend responding according to the information gained.

The results from Clark’s healthy workplace inventory indicate a mildly healthy working environment with a score of 74. According to the results, the Cognitive rehearsal teaches nurses and health care professions how to address incivility in healthcare organizations. the use of role-playing activities can help address the organizsati0onal culture, teamwork, and the need for teamwork and collaboration. The organizati0on culture has not been assessed well and hence affects the vision and mission of the organization, which influences the organization’s ability to fulfill its goals and objectives. From the assessment and results, individuals and collective achievements are not celebrated. The organization only focuses on employee performance and work generation without recognizing their hard work, which affects the employee’s morale and job satisfaction (Clark, 2019). the failure of mentoring programs and the development of the employee’s profession affects the employee’s job satisfaction rates which could lead to job turnovers. the employees do not have leadership support. This is indicated where there is a low emphasis on employee well-being and self-care. The employees also do not have the freedom of expression and have limited room for sharing ideas and different perspectives. It makes it challenging for the employees to state their needs and expectations, affecting the well-being and productivity of the employees. Teaching nurses and staff about what to do in a problem or situation, such as unfair treatment, bias in salaries, workloads, and work benefits, is critical to the organization’s success and better patient outcomes. It also entails instructing nurses and staff on activities that address team and collaboration needs. The organization can also use cognitive rehearsal to train the leaders in the organization to address problems and ensure ways that the organization can support the employees and create a healthy working environment. It requires simulating, rehearsing, demonstrating, and practicing the necessary skills over and over. Workplace Environment Assessment

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Adverse consequences such as reduced employee performance, work morale, poor work environment, the negative patient outcome can all occur due to incivility and an unhealthy work environment. Hence, the organization can educate and offer training to its nursing staff and personnel about civility in work to promote healthy and better workplace environments. The organizations should not make assumptions that the person has the knowledge and understanding of the impacts of civility when they have no training on the same. Through the use of the theory and concepts, the entire organization will understand the various aspects such as age and ethnicity, which will help them be culturally aware and have knowledge of various cultures and how they influence individuals. Education will enable the employees to better understand the available resources, the intended nursing culture, and tolerated behavior. The concept can enforce relevant regulations, develop policies, and conduct research to promote ethical behavior in the workplace environment. In this situation, the leaders must be trai8ned on reward strategy and effective leadership, emphasizing employee well-being that will contribute to teamwork. The leader can also boost employee morale by intervening in civil cases and incorporating conceptual rehearsal in meetings to address work incivility and provide future guidance. The organization could also use the DSEC model and the conceptual rehearsal framework to address the specific problems. DSEC entails (D) a description of the situation as it rises, (E) an expression of one’s concerns, (S) stating the alternative options and stating the consequences. This is essential in helping to reduce workplace incivility.

Part 3

Incivility in the workplace is a significant concern that affects the performance of employees the morale and also may have detrimental effects on the physical, emotional, and mental well-being of individuals. In healthcare, many nurses experience high incivility levels, including workplace bullying, violence, and unfair treatment. There are various ways in which organizations can go about addressing incivility in the workplace. Appreciating diversity is one method for addressing shortcomings within an organization. Diversity takes into consideration religion, culture, ethnicity, and sexual differences. The members of the organization need to be culturally aware and competent.

Diversity allows individuals and people to be culturally aware and sensitive and understand that different cultures have different cultural beliefs and norms. It entails understanding that each culture is unique, and hence every individual may have different views, opinions, and perspectives on things different from one’s own. Fostering diversity is essential as it will enable people to collaborate and work as a team. It will enable the identification of gaps and areas that need to be fixed. Diversity will help foster teamwork and collaboration in the organization (Gosselin, and Ireland, 2020). To address the organization’s shortcomings, each member must participate in making decisions and implementing policies. The employees should be accorded an environment t where they can address their needs and contribute to the organization’s policies. Diversity can also enable the employees to be aware of the organization’s culture and cultural civility, acceptable behaviors, and an effective code of conduct that acts as a guide to the organization. Workplace Environment Assessment

To address the shortcomings, the organization should provide relevant education. Providing education and training to its employees will allow informed decisions, better problem-solving skills, conflict resolution, and respectful communication. Education of leaders allows them to be better role models to the other employees. Through leads rip training, leaders can have improved leadership skills. The leaders can develop better reward systems and work and collaborate with the employees to ensure the well-being and self-care of the employees (Clark, Olender, Cardoni, and Kenski, 2011)This way, they will be leadership mindfulness, professionalism, and internationality in working towards role-modeling, teamwork, collaboration, and ethical conduct. Through education, one becomes aware hence it ensures in case of an action, the individuals involved become accountable.

Incivility in healthcare is a significant concern, and it is important to use evidence-based strategies to improve and implement successful practices. This includes involving all the relevant stakeholders in the decision-making process. Involving the stakeholders is essential in ensuring successful practices within a workplace environment. The involvement of all the key stakeholders will make it easy to implement a favorable working environment with good working conditions. in addition, the nurses should be given opportunities for the growth and development of their professional careers to improving their performance and productivity. The leaders can also use their skills to make informed decisions, manage meetings, and come up with ways to promote nurse well-being and nursing practices. The other strategy will be clarifying the expectations of the organization (Clark, 2019). This helps in enhancing workplace autonomy. For instance, by clearly stating the organization’s expectations, the nurse will communicate effectively and organize their activities to ensure they align with the organization’s goals and ensure sound judgment. It is also essential to identify the problems in an organization and come up with practical solutions. The organization can accomplish this by clearly stating the organization’s expectations. It is also essential that the leaders promote positivity within the workplace and guide them on performing tasks effectively. The leaders create an environment where the employees feel recognized and appreciated for their work. this will foster a positive work environment, with a sense of purpose and belonging, which in turn ensure better employee performance and morale.

References

Clark, C. , Olender, L. , Cardoni, C. , Kenski, D. & (2011). Fostering Civility in Nursing Education and Practice. JONA: The Journal of Nursing Administration, 41 (7/8), 324-330. doi: 10.1097/NNA.0b013e31822509c4.

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

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. doi:http://dx.doi.org.ezp.waldenulibrary.org/10.3928/00220124-20141122-02

Gosselin, T. K., & Ireland, A. M. (2020, June). Addressing incivility and bullying in the practice environment. In Seminars in oncology nursing (Vol. 36, No. 3, p. 151023). WB Saunders.

Razzi, C. C., & Bianchi, A. L. (2019, October). Incivility in nursing: Implementing a quality improvement program utilizing cognitive rehearsal training. In Nursing forum (Vol. 54, No. 4, pp. 526-536) Workplace Environment Assessment

Workplace Environment Assessment

A workplace environment and the overall culture of the workplace are important, especially in healthcare, there is a substantial correlation between these and patient care, health care providers attitudes and behaviors, and much more (Marshall and Broome, 2017). It is the duty of the leaders in health care to impact the modeling and conservation of the culture of excellence and environment of an organization (Marshall and Broome, 2017). Culture encompasses almost all aspects of life, including values, knowledge, behaviors, beliefs, and much more (Marshall and Broome, 2017). It is imperative for the atmosphere or environment to be a healthy one for staff and their patients, allowing for quality patient care (Marshall and Broome, 2017). Workplace Environment Assessment

Clark Healthy Workplace Inventory

Clark (2015) created a questionnaire to evaluate the health of a workplace, describing the importance of healthcare providers to be able to handle stress effectively, deal with their emotions properly, and communicate with each other respectfully in providing safe quality patient care. After completing the Clark Healthy Workplace Inventory, I was not completed surprised by the results but was vindicated in how I felt my organization had played a role in hindering their staff from working in an environment and culture of excellence (Clark, 2015). The result of the Clark Healthy Workplace Inventory was less than fifty, which is identified as a very unhealthy workplace, which I believe is accurate (Clark, 2015). I have worked for this corporation for ten years and have seen a decline in staff morale, quality patient care, and healthcare providers’ well-being. Our organization used to be more involved in showing us throughout the year in differing ways, their appreciation for the work that we do, but the frequency and the quality of times when they do for us have decreased drastically. Workplace Environment Assessment

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Civility of My Workplace

The results of the workplace inventory conclude that my workplace is a very uncivil workplace. Organization leaders are charged with forming an environment in which nurses feel they are heard and emboldened to speak up, most importantly, when patient safety is a concern (Clark, 2015). Clark (2015) depicts six standards identified by the American Association of Critical-Care Nurses for creating and maintaining a healthy workplace, which includes skilled communication, true collaboration, effective decision-making, appropriate staffing, meaningful recognition, and authentic leadership. When using these standards to evaluate the civility of my current organization, my organization suffers a significant problem with civility. My organization is known to not involve nurses and many times, not even the physicians when making policy and procedure changes. I understand that staffing is a concern in many hospitals, but in our hospital, we do not staff based on acuity, we have a staffing ratio and based on the number of patients we have, we get a certain number of nurses. Since I work in an intensive care unit, many times a patient can be such high acuity that they require a nurse just for them to provide adequate patient care; however, my organization’s leaders do not take this into account when we are staffing our unit because all the focus on is the staffing matrix. This is a huge concern to my colleagues and me because we aspire to provide safe quality care to our patients and when short-staffed, we feel we are unable to provide the care our patients deserve. Workplace Environment Assessment

Personal Incivility Experience

“Incivility in healthcare can lead to unsafe working conditions, poor patient care, and increased medical costs” (Clark, Olender, Cardoni, & Kenski, 2011, p. 324). A nurse’s work is significantly more dangerous than other professions, and nurses are faced with work-related crimes more often than other healthcare providers (Clark, Olender, Cardoni, & Kenski, 2011). Incivility and disruptive behavior are becoming commonplace in healthcare and can be excused or worsened by the organization’s culture (Clark, Olender, Cardoni, & Kenski, 2011). I had a specific situation with an assistant nurse manager who was known throughout the hospital to be a bully, not only was she verbally aggressive, but she caused harm to patients, and it was ignored by management for years. Workplace Environment Assessment

How Incivility Was Addressed

When I finally went to management about my concerns, I started receiving reprimands and almost lost my job, but actually left it for another position in the facility. It was then that I realized that my organizational leaders will not back you if you come to them with concerns, and may actually come after you in retribution. I am still working for the same hospital, but in a different department, but overall management, I feel just wants us to do our jobs and not create any waves. I work with a great group of nurses who support each other, and this is the only reason I have stayed where I am. Our management team only seems to be concerned about the business aspect of the organization, overlooking their employees and patient safety. Workplace Environment Assessment

Conclusion

I believe that an organization’s leaders must foster a civil work environment, creating a culture of collaboration and well-being. Leadership influences the responses of their team members in stressful situations; therefore, it is essential for them to provide a good example (Clark, Olender, Cardoni, Kenski, 2011). Management must address the uncivil behaviors, practicing effective communication, conflict negotiation, and problem-solving (Clark, 2015). It is vital for healthcare professionals to focus on a greater purpose, which is providing safe, efficient, quality patient care, understanding and practicing how to communicate with each other respectfully (Clark, 2015).

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.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. Journal of Nursing Administration,

41(7/8), 324-330. Doi: 10.1097/NNA.0b013e31822509c4

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert

clinician to influential leader (2nd ed.). New York, NY: Springer Workplace Environment Assessment