Assignment: Workplace Environment Assessment Part 1

Assignment: Workplace Environment Assessment Part 1

Assignment: Workplace Environment Assessment Part 1

*Template, completed in the week 7 discussion, should not be submitted with this assignment

· 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 confirmed assessment.

· Explain what the results of the assessment suggest about the health and civility of your workplace.–

Part 2: Reviewing the Literature

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· Briefly describe the theory or concept presented in the article you selected.

· Explain how the theory or concept presented in the article relates to your Work Environment Assessment results.

· Explain how your organization could apply the theory highlighted in your selected article to improve organizational health and/or stronger work teams. Be specific and provide examples.–

A Sample Of This Assignment Written By One Of Our Top-rated Writers

Workplace Environment Assessment

A workplace environment assessment provides ideal opportunities for observing and understanding institutional settings and issues that hinder or promote employee health and productivity. According to the Centers for Disease Control and Prevention [CDC] (2019), an effective workplace environment assessment practice unearths multiple aspects, including the workplace setting, communication patterns, fitness environment, human resource management approaches, resources, and safety issues. Clark (2015) provides a healthy workplace inventory that enables healthcare professionals to assess their workplaces’ civility. The 20-item inventory allows healthcare professionals to assign scores to the identified levels of institutional civility. These scores are; very healthy (90-100), moderately healthy (80-89), mildly healthy (70-79), barely healthy (60-69), unhealthy (50-59), and very unhealthy (<50). This paper summarizes my workplace’s civility findings based on Clark’s Healthy Workplace Inventory.

How healthy is my workplace?

After completing the workplace environment assessment inventory, I realized that my workplace is mildly healthy (70-79). The workplace scored high in various items, including the presence of a shared vision and mission based on trust and collegiality, clear and discernible levels of trust, the perception of employees as assets, the culture of celebrating individual and collective achievements, using measures to improve organizational culture, and the provision of competitive salaries, benefits, compensations, and other rewards. Also, the workplace scored fairly in other assessment criteria like sufficient opportunities for promotion and career advancement, the ability to attract and retain talents, employees’ recommendations, the use of effective conflict resolution mechanisms, emphasis on employee self-care and wellness, employee satisfaction, empowerment, and morale, and teamwork and collaboration. However, the organization scored a neutral score (3) in each assessment statement: comprehensive mentoring program, reasonable, manageable, and distributed workload, and treating employees fairly and respectfully.

A situation where I experienced incivility in the workplace

Workplace incivility compromises employee productivity, safety, and satisfaction. Bambi et al. (2017) define incivility as “a low-intensity deviant behavior with the ambiguous intent to damage the target, breaking the norm of mutual respect in the workplace” (p. 39). Examples of uncivil behaviors and acts include harassment, bullying, and structural discrimination. One incident where I experienced incivility in my workplace involved newly employed nurses who faced harassment by experienced healthcare professionals. In this sense, they could not conform to organizational norms and standards due to time pressure, reality shock, and the mismatch between theoretical knowledge and workplace demands. As a form of harassment, experienced healthcare professionals excluded them from the mainstream healthcare processes and decisions and were reluctant to supervise or assign them roles. The organization responded to this problem by initiating and implementing prolonged mentorship and preceptorship programs to enable new clinicians to understand processes, familiarize themselves with clinical guidelines, and develop meaningful relationships with experienced professionals.

How did the organization address the issue?

Besides implementing preceptorship and mentorship programs to provide psychological, professional, and social support to new clinicians, the organization targeted interventions for sustainable change. According to Clark (2018), nurses are responsible for fostering a civil and healthy work environment to safeguard patient safety. In this sense, nurses can implement evidence-based practices like cognitive rehearsal, deliberate practice, and debriefing to address uncivil encounters. Based on the overarching need to implement evidence-based practices for tackling uncivil encounters, the organizational leadership endeavored to transform the institutional culture to accommodate attributes of a healthy work environment. According to Wei et al. (2018), approaches for ensuring a healthy workplace environment include providing psychological support to address nurses’ emotional exhaustion, burnout, stress, and compassion fatigue, improving nurses’ self-care and physical well-being, maintaining appropriate patient-nurse staffing ratio, appropriate conflict management approaches, and empowering staff for active decision-making.

References

Bambi, S., Guazzini, A., De Felippis, C., Lucchini, A., & Rasero, L. (2017). Preventing workplace incivility, lateral violence, and bullying between nurses. A narrative literature review. Acta Bio-Medica: Atenei Parmensis, 88(5S), 39–47. https://doi.org/10.23750/abm.v88i5-S.6838

Centers for Disease Control and Prevention. (2019, August 14). Environmental assessment. https://www.cdc.gov/workplacehealthpromotion/model/assessment/environmental.html

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563

Wei, H., Sewell, K. A., Woody, G., & Rose, M. A. (2018). The state of the science of nurse work environments in the United States: A systematic review. International Journal of Nursing Sciences, 5(3), 287–300. https://doi.org/10.1016/j.ijnss.2018.04.010