Workplace Environment Assessment

Workplace Environment Assessment

Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace?

The results of my Work Environment Assessment, conducted using the Clark Healthy Workplace Inventory, revealed a moderately healthy workplace. The overall score was 70 out of 100, indicating room for improvement in several areas. Supportive leadership and professional development opportunities contributed positively to the score, but challenges in communication and conflict resolution affected the perception of civility (Lyons et al., 2021).

Explain why your workplace is or is not civil.

My workplace can be described as partially civil. While structures to support civility, such as policies and training programs, exist, their effectiveness is inconsistent. This inconsistency results in occasional miscommunication and unresolved conflicts. Although leadership is supportive, there is a gap between policy and daily interactions among staff(Xue, 2023).

Then, describe a situation where you have experienced incivility in the workplace. How was this addressed?

One notable situation of incivility involved a colleague who frequently interrupted others during meetings, undermining the team’s collaborative spirit. This behavior created a tense atmosphere and hindered communication (Viotti et al., 2021). Initial informal feedback failed, leading to a mediated discussion by HR, which helped somewhat, but repeated efforts were needed to foster a respectful environment.

Applying Transformational Leadership to Enhance Civility

Transformational leadership was applied to enhance civility. Transformational leadership, as described by Ota et al. (2022), offers insights into fostering a more civil work environment by inspiring and motivating team members, promoting open communication, and encouraging growth. Leaders can bridge the gap between policy and practice, ensuring civility policies are effectively implemented.

Improving Organizational Health and Team Cohesion

To improve organizational health and create stronger teams, my organization could apply transformational leadership strategies by:
1. Enhanced Communication Training: Regular workshops on effective communication and conflict resolution.
2. Mentorship Programs: Experienced staff mentoring new hires to foster support and respect.
3. Regular Feedback Mechanisms: Anonymous surveys and check-ins to address incivility early
4. Recognition and Rewards: Acknowledging and rewarding civil and collaborative behaviors (Samardzic et al., 2020)
By integrating these strategies, the organization can build a cohesive and effective team, enhancing the work environment and patient care quality.

References

Lyons, O., Forbat, L., Menson, E., Chisholm, J. C., Pryde, K., Conlin, S., Felton, V., Ingle, S., McKenzie, C., Ramachandran, R., Sayer, C., Snowball, C., Strachan-Gadsby, E., Tisovszky, N., & Barclay, S. (2021). Transforming training into practice with the conflict management framework: a mixed methods study. BMJ Paediatrics Open, 5(1), e001088. https://doi.org/10.1136/bmjpo-2021-001088

Ota, M., Lam, L., Gilbert, J., & Hills, D. (2022). Nurse leadership in promoting and supporting civility in health care settings: A scoping review. Journal of Nursing Management, 30(8). https://doi.org/10.1111/jonm.13883

Samardzic, M., Doekhie, K. D., & Wijngaarden, J. D. H. (2020). Interventions to improve team effectiveness within health care: A systematic review of the past decade. Human Resources for Health, 18(2). https://doi.org/10.1186/s12960-019-0411-3

Viotti, S., Guglielmetti, C., Gilardi, S., & Guidetti, G. (2021). The role of colleague incivility in linking work-related stressors and job burnout. A cross-sectional study in a sample of faculty administrative employees. La Medicina Del Lavoro, 112(3), 209–218. https://doi.org/10.23749/mdl.v112i3.10732

Xue, P. (2023). Advancing workplace civility: A systematic review and meta-analysis of definitions, measurements, and associated factors. Frontiers in Psychology, 14(1277188). https://doi.org/10.3389/fpsyg.2023.1277188

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Workplace Environment Assessment

How healthy is your workplace?

You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.

Workplace Environment Assessment

There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.

To Prepare:

• Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
• Review and complete the Work Environment Assessment Template in the Resources.

BY DAY 3 OF WEEK 7

• Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.

Required Readings

• Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
•
o Chapter 5, “Collaborative Leadership Contexts: It Is All About Working Together (pp. 155–178)
o Chapter 8, “Creating and Shaping the Organizational Environment and Culture to Support Practice Excellence” (pp. 237–272)
o Chapter 7, “Building Cohesive and Effective Teams” (pp. 212–231)
• Clark Healthy Workplace InventoryLinks to an external site.. (2015). American Nurse Today, 10(11), 20.
Select at least ONE of the following:
• Clark, C. M. (2019). Fostering a culture of civility and respect in nursingLinks to an external site. . Journal of Nursing Regulation, 10(1), 44–52.
• Hover, L. A., & Williams, G. B. (2022). New nurses’ experience with lateral violence and their decision to remain in nursingLinks to an external site. . International Journal for Human Caring, 26(4), 199–208. https://doi.org/10.20467/HumanCaring-D-20-00069
• Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practiceLinks to an external site. . Nursing Administration Quarterly, 46(3), E16–E23.
• McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivilityLinks to an external site. . Journal of Continuing Education in Nursing, 52(5), 232–239.
• Document: Work Environment Assessment Template (Word document)