Assessing Workplace Civility – Insights and Reflections from the Work Environment Assessment

Assessing Workplace Civility – Insights and Reflections from the Work Environment Assessment

Part One: Work Environment Assessment

Based on the Clark Healthy Workplace Inventory, the Work Environment Assessment revealed some concerning insights about the civility and health of my workplace. The assessment highlighted significant communication gaps at all organizational levels, with low scores indicating a lack of transparent, direct, and respectful dialogue. Efficient and appropriate communication is essential in establishing trust, respect, and understanding, which are the basis of a friendly and collaborative work environment (Boggs, 2022; Broome & Marshall, 2022).

The two top surprising issues revealed by the staff survey were the deficient levels of staff engagement, motivation, and morale and the absence of teamwork and cooperation within the institution. These results suggest that employees may feel underappreciated, disengaged, or dissatisfied with their work environment, leading to unfavorable attitudes, resentment, and a lack of motivation. A civilization-friendly working environment fosters a sense of appreciation among the workers and encourages them to deliver their best to the organization’s success (Clark, 2015). Additionally, the evaluation found the firm did not strive for collaboration and communication, which results in teams acting in silos, and there is little sense of togetherness that can cause a lack of civility and community in the company, which ultimately reduces its chances of success (Broome & Marshall, 2022).

One aspect that the assessment confirmed was the presence of disrespectful speech and interpersonal conflicts, which are forms of workplace incivility I have witnessed. One of the examples was witnessed by a teammate who reported that in an argument, a group member made unpleasant comments about another’s work; hence, the environment was tense, and everyone was aggravated. Our manager stepped in and helped to facilitate a conversation to defuse the conflict and pointed out the emphasis on understanding and respecting each other.

Overall, the Work Environment Assessment results suggest that my workplace faces significant challenges in maintaining a healthy and civil environment. The lack of a proper communication system, low staff satisfaction and engagement, and the lack of employee collaboration and cooperation in the workplace all contribute to an atmosphere where incivility can prevail. As a result, they have a wide-reaching negative impact on the overall working experience.

Part Two: Reviewing the Literature

The article by McDermott, Bernard, and Hathaway (2021) presents the concept of cognitive rehearsal as an effective intervention to equip nurses with the knowledge and skills to confront and manage workplace incivility. Cognitive rehearsal is a rational act of the mind requiring an individual to pause and rehearse appropriate responses before interacting with people who can be viewed as uncivil (Griffin, 2004). The ideas and viewpoints that can be found as a result of this article are directly linked to my Work Environment Assessment findings. The assessment revealed disrespectful speech, interpersonal conflicts, and workplace incivility. Through redirected education using the insights of McDermott et al. (2021), which is cognitive rehearsal training, my organization will help employees’ solutions-oriented, non-aggressive, and peaceful ways to recognize behaviors.

In junction with this theory, my company would be able to create an extensive program of training that would consist of points such as defining incivility, identifying it, and simulating and applying the cognitive rehearsal techniques for uncivil behavior. This training could incorporate new employee orientations, annual refresher courses, and leadership development programs. Besides this, the organization can produce pocket-size cards with scripted replies, which employees can practice by rephrasing and adding their personal touch.

By teaching employees the proper strategies for dealing with uncivil behavior, my organization will ensure a better environment in which work as a team will be promoted in the most respectful way possible. Cognitive rehearsal training can increase awareness of incivility, promote professional communication, and empower employees to address and mitigate uncivil behaviors. Such an option is precisely the one we are following because the company aims to build a pleasant and fair working environment; thus, people’s well-being and productivity become good.

Part Three: Evidence-Based Strategies to Create High-Performance Interprofessional Teams

To address the shortcomings revealed in the Work Environment Assessment, the organization should implement the following strategies supported by the literature:

Developing a Comprehensive Communication Strategy

Perfect communication is required for trust, respect, and understanding within an organization. As a result, people can operate in a safe and comfortable environment (Broome & Marshall, 2022). A communication strategy, which should be comprehensive and should, by extension, be directed at transparency, directness, and respect at all levels within the organization, should be developed by my organization. This could include regular town hall meetings, open-door policies, and anonymous feedback mechanisms to encourage open dialogue and address concerns promptly.

Implementing a Civility and Respect Training Program

In their study, Lee and Miller (2022) report that the establishment of a diversity, equity, and civility council is essential for health equity and the development of an ambiance of mutual respect at work. My organization can analogously create a council or a task force that will oversee the development of a training course for all employees. This training course must be mandatory and tailored to all employees and its subject should be civility and respect. This training should cover topics such as recognizing and addressing incivility, promoting inclusive behaviors, and fostering a culture of respect and collaboration

To bolster successful practices revealed in the Work Environment Assessment, my organization should consider the following strategies:

Establishing a Robust Employee Recognition and Appreciation Program

Although the staff satisfaction was rated low and their engagement was low as an outcome of this assessment, executing and developing an employee recognition and appreciation program can make a huge difference in preventing this problem. This program could include monetary and non-monetary incentives, peer recognition initiatives, and opportunities for professional growth and development, fostering a sense of value and motivation among employees (Clark, 2015).

Promoting Interprofessional Collaboration and Teamwork

Conjoint work and cooperation help to form a united, efficiently run team where everyone can thrive (Broome & Marshall, 2022). Cooperation and teamwork must be advanced through joint projects, team-building activities, and communication among all organizational function levels. This approach can break down silos, enhance understanding and respect among different departments, and foster a culture of collaboration and shared success.

Together, these evidence-based approaches can allow my organization to put into motion these identified areas for improvement and have an end product that is of better quality and more civil, and it makes the patients, as well as the employees, safe.

References

Boggs, K. U. (2022). Interpersonal relationships e-book: Professional communication skills for nurses. Elsevier Health Sciences.

Broome, M., & Marshall, E. S. (2022). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.

Clark, C. M. (2015). Civility matters: That’s no surprise-appropriate conduct enhances safety. American Nurse Today, 10(11), 18–23.

Griffin, M. (2004). Teaching cognitive rehearsal as a shield for lateral violence: An intervention for newly licensed nurses. Journal of Continuing Education in Nursing, 35(6), 257–263.

Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practice. Nursing Administration Quarterly, 46(3), E16-E23.

McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivility. Journal of Continuing Education in Nursing, 52(5), 232–239.

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Review the Work Environment Assessment Template you completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment you completed on your workplace.
Identify two things that surprised you about the results and one idea you believed before conducting the Assessment that was confirmed.

Assessing Workplace Civility – Insights and Reflections from the Work Environment Assessment

Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)

Briefly describe the theory or concept presented in the article(s) you selected.
Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.