Workplace Environment Assessment

Workplace Environment Assessment

Employees spend significant time at the workplace. Essentially, this means that the organization’s managers must strive to create the best environment for work. The employees should feel happy, contented, secure, safe, and understood in a good working environment. Incivility at the workplace is far more common than is discussed. Incivility in the workplace is characterized by failure to acknowledge others, rudely providing feedback, being unapproachable, excluding others, making offensive jokes, and lacking gratitude (Conversations to Inspire and Promote a More Civil Workplace, 2015). These elements make the workplace less desirable and affect employees’ productivity through this experience (Bock, 2018).

As a nurse, I am lucky to be in a civil environment. However, incivility existed in the past and negatively affected the healthcare facility. When I began working, the immediate supervisor would highlight our mistakes during the briefing period. It was demoralizing and caused most staff members to behave timidly to avoid making mistakes. The nurse manager got wind of the practice and discussed it with the supervisor. The nurse manager highlighted the effects of the behavior on staff members. She also requested that the supervisor give negative feedback privately to encourage cooperation for change from staff members.

Fortunately, the supervisor was willing to try this strategy. They changed the work environment significantly during the first week of providing negative feedback privately. The employees seemed happier and looked forward to attending a briefing. The staff members also took the initiative to make changes and rectify their mistakes. The productivity also changed significantly, and the attitude towards work was more optimistic (Porath & Pearson, 2013). Eventually, the practice change was implemented throughout the organization to ensure positive changes were experienced in other departments.

References

Bock, E. (2018). Workplace Civility Increases Productivity. NIH Record, LXX(16).

Conversations to inspire and promote a more civil workplace. (2015). American Nurse Today, 10(11), 18-23.

Porath, C., & Pearson, C. (2013). The Price of Incivility. Harvard Business Review.

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Discussion: Workplace Environment Assessment
How healthy is your workplace?

Workplace Environment Assessment

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

Many factors and measures may impact organizational health. Among these is civility. While an organization can institute policies designed to promote 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 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 polite. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.