Evaluating Workplace Civility- Insights and Personal Experience
Healthy workplaces are integral to organizational productivity. Peng, (2023) notes that in healthy workplaces, organizational members feel valued and are likely to work optimally toward meeting organizational goals. The Clark’s Healthy Workplace Inventory revealed that my workplace was moderately healthy, with a civility score of 76. The organization performed well in areas such as transparent communications, employee satisfaction, mentoring programs, and focus on employee wellness. However, the scores were poor in areas such as the existence of opportunities for promotion, provision of competitive salaries, and the abundance of resources for personal growth. The two things that surprised me were the lack of effective teamwork and collaboration within the organization, and the inability of the hospital to retain competent staff. Indeed, team collaboration is necessary for effective and high-value healthcare (Schot et al., 2019). Notwithstanding, decision-making in the hospital is always diagonal, with junior staff not involved in decision-making processes. The staff retention rate is also a little poor, as at least four senior staff members have existed in the organization within the last year. Al-Suraihi et al. (2021) note that staff retention is indicative of a healthy workplace.
The result demonstrated that the workplace is civil. Despite the challenges met by the hospital, there have been significant improvements in the quality of care delivered in the care facility, as evidenced by a reduction in patient readmission and cost savings. Further, during my early days in the facility, I experienced an incivility case bordering on poor team collaboration. In the management of an antidiabetic patient, I gave recommendations for insulin dose reductions after doing some research on the patient. However, my recommendations were not taken into consideration. The patient went and developed a medical emergency that lengthened his stay days by three days. The incivility could be managed by allowing joint decision-making and collaboration during clinical decision-making.
References
Al-Suraihi, W. A., Samikon, S. A., Al-Suraihi, A.-H. A., & Ibrahim, I. (2021). Employee turnover: Causes, importance and retention strategies. European Journal of Business and Management Research, 6(3), 1–10. https://doi.org/10.24018/ejbmr.2021.6.3.893
Peng, X. (2023). Advancing Workplace Civility: A systematic review and meta-analysis of definitions, measurements, and associated factors. Frontiers in Psychology, 14. https://doi.org/10.3389/fpsyg.2023.1277188
Schot, E., Tummers, L., & Noordegraaf, M. (2019). Working on working together. A systematic review of how healthcare professionals contribute to Interprofessional collaboration. Journal of Interprofessional Care, 34(3), 332–342. https://doi.org/10.1080/13561820.2019.1636007
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Question 
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace?
Evaluating Workplace Civility- Insights and Personal Experience
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.