NR 447 Week 6 Discussion – Civility in the Workplace

NR 447 Week 6 Discussion – Civility in the Workplace

According to Finkelman, A. (2016), the leader will need to consider the facts and avoid becoming defensive. I liked that the leader in this situation listened and did not try to make any excuses for the staff’s behavior. Providing cultural education to the staff may help alleviate some of the issues in this particular case. His respect for utilizing ‘sir and ‘mam and the patient’s last name is part of his culture. Sadly, it seems our culture is getting further and further away from this use.

Based on my observation, my fellow co-workers aren’t necessarily being uncivil. They appear to be insensitive to Masaya’s cultural differences. I have personally experienced this when working in the trauma ICU department, where the majority of our nurses were either from the Philippines or Canada. My perception of many of them was that they were being extremely rude. This was not the case. It took many years in the workforce for me to understand that their culture is often very straightforward and to the point. They take their nursing position very seriously, and they stick together. Ultimately, the staff needs direction on respecting others and their cultures.

Rolling their eyes was very hurtful, and failure to acknowledge the food he especially prepared was insensitive. According to Vagharseyyedin, S. (2015), civility includes characteristics such as courtesy, politeness, gentility, and respect. If you look at that definition, then it appears that incivility may have played a part in this video, as the staff was not polite to him.

NR 447 Week 6 Discussion – Civility in the Workplace

Lachman, V. (2015) discusses negative human interaction and the impact that disruptive behaviors can have on the staff. Providing the staff with cultural sensitivity training would hopefully allow everyone to better understand one another and lessen the negative behaviors. At present, I scored a 92 on the civility index assessment; however, prior to much cultural training and experience, I would have rated much lower. Some of the things the staff could have done would have been to include and welcome Masaya, encourage and mentor him, seek and encourage feedback from each other, and show respect. They appear to want to help him, as evidenced by trying to set him up on dates (although it is inappropriate since he is married), and his preceptor did explain the reason that the use of sir and ‘mam was offensive to some of the staff. Delegation did not appear to be an issue in this situation.

References

Finkelman, A. (2016). Leadership and management for nurses: Core Competencies for quality care (3rd ed.). Boston, MA: Pearson.

Lachman, V. D. (2015). Ethical Issues in the Disruptive Behaviors of Incivility, Bullying, And Horizontal/Lateral Violence. Urologic Nursing, 35(1), 39–42. Retrieved from https://search-ebscohost-com.chamberlainuniversity.idm.oclc.org/login.aspx? direct=true&db=c9h&AN=100927729&site=eds-live&scope=site

Vagharseyyedin, S. (2015). Workplace incivility: A concept analysis. Contemporary Nurse: A Journal for the Australian Nursing Profession,50(1), 115-125.

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NR 447 Week 6 Discussion – Civility in the Workplace

Based on what you observed, what leadership skills should you, as Masaya’s preceptor, model for your fellow coworkers to promote his acceptance into the work group or team?
Does incivility seem to be an issue in the scenario?
Describe any common themes you discovered among the article, the video, and the Civility Index. Share how you may improve your score on the index based on what you have read.