Assignment: Workplace Environment Assessment

Assignment: Workplace Environment Assessment

Assignment: Workplace Environment Assessment

Organizations’ productivity and the quality of relationships among employees depend on their ability to promote workplace civility. Consequently, workplace conflicts, bullying, and other issues that hamper relationships should be avoided in the current workplace. For healthy relationships and positive attitudes toward work, civility should dominate healthcare organizations as leaders implement strategies for maintaining good conduct. A workplace environment assessment score shows the civility level to determine whether an organization is a good working place for leaders and employees. The purpose of this paper is to describe the workplace assessment results, a concept from a literature review, and evidence-based practices for creating high-performance interprofessional teams.

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Part 1: Work Environment Assessment

Results of the Work Environment Assessment

The Clark Healthy Workplace Inventory demonstrates whether an organization should improve work approaches, communication, and workplace relationships, among other aspects that affect the civility level. After the inventory, my organization scored 87. In the range of scores, a core of 90-100 indicates a very healthy workplace, while a score range of 80-89 shows a moderately healthy workplace. From the score (87), it is right to deduce that my workplace is healthy and safe for employees, although improvements are necessary to reach the optimal level.

Two Surprises and One Confirmation

The results were surprising to some extent, albeit confirming several ideas I believed in before conducting the assessment. One of the surprises was the high score overall. I thought the poor score in elements such as how employees are valued and viewed and a high workload would significantly affect the score. The other surprising observation was that no statement in the inventory was completely untrue. In this case, the inventory focuses on the positive elements to assess civility. Among the expectations that the environment assessment confirmed, the current workload is unreasonable and unmanageable. A high workload increases susceptibility to burnout and workplace stress (Shi et al., 2018). The organization’s leaders should develop mechanisms for a manageable workload to enhance workplace positivity.

Suggestion about the Workplace Health and Civility

Generally, the assessment results suggest that my workplace scores highly on many attributes, but some aspects should be improved to be considered very healthy. A civil workplace is characterized by respect, a general awareness of others’ rights and concerns, and a determination to avoid offensive and demeaning behaviors (Eastwood, 2019). Areas that need improvement to optimize civility include workload distribution, valuing employees as organizational assets, and celebrating individual and collective achievements.

Part 2: Reviewing the Literature

Concept Presented in the Selected Article

Nursing and business research has explored workplace incivility from different perspectives, including causes, solutions, and best practices. The concept explored in the article I selected is the stress-incivility intersection. In the article, Clark et al. (2011) demonstrated workplace stress as a major cause of workplace incivility and poor relationships among leaders and employees. Stress contributors in nursing practice that trigger incivility include high-acuity patients, increased workloads, and an inability to manage conflict. Clark et al. (2011) further mentioned that poor interpersonal relationships and unclear roles increase susceptibility to stress. The stress-incivility connection implies a direct relationship since an increase in stress leads to a proportional increase in workplace incivility.

Concept’s Relationship with the Assessment Results

The stress-incivility intersection relates to my Work Environment Assessment since some of the causes of workplace stress mentioned in the article affect the assessment results. Clark et al. (2011) underlined that healthcare organizations cannot thrive without reducing workplace stress. Accordingly, my workplace could not have attained a very healthy workplace’s score due to its poor performance in the workload element (1/5) and its perception of employees as valuable organizational assets and partners (2/5). The two elements should be addressed to achieve a better score.

Applying the Concept to Improve Organization’s Health

The organization can apply the stress-incivility intersection concept to improve health and create stronger work teams in various ways. As Keller et al. (2020) observed, high workload, lack of support and communication issues lead among the situational predictors of higher incivility levels in healthcare organizations. In response, interventions to reduce patient workload or enable nurses to cope with the workload are needed in the organization. Leaders must understand the implications of the current score on employee relationships, workplace safety, and turnover and respond appropriately.

Part 3: Evidence-Based Strategies for Creating High-Performance Teams

Addressing Shortcomings in the Work Environment Assessment

Workplace incivility is multifaceted and requires a similar approach to reduce or expunge it in healthcare organizations. To address the shortcomings revealed in the work environment assessment, the organization’s management should design manageable workloads and ensure nurses are adequately supported to cope with role stresses. Manageable workloads reduce incivility by enhancing job satisfaction and decreasing chaos (El Ghaziri et al., 2022). The other practical intervention is employee engagement. Engaging employees in decision-making makes them to feel valued and respected hence reducing interest in uncivil practices. Such employees also embrace interprofessional collaboration and work together to achieve shared goals.

Bolstering Successful Practices

Strategies for bolstering successful practices include open communication and supporting employees to engage in self-care. Notable successful practices in the work environment assessment include the spirit of collegiality, actively engaging employees in shared governance, teamwork and collaboration, and resources for professional growth and development. Open communication allows organizational leaders to understand employees’ needs and address them appropriately (Jankelová & Joniaková, 2021). It is a highly effective strategy for preventing workplace incivility since it fosters teamwork and employees’ trust in their leaders. Self-care opportunities are part of the essential resources for employee growth and development. They are instrumental in optimizing nurses’ physical, mental, social, and emotional well-being (Bal, 2022). Although the organization emphasizes employee wellness and self-care, more investment in diverse resources is crucial in this area.

Conclusion

Employees should work in organizations free from incivility to function optimally. A workplace assessment helps organizations to determine their civility level and whether there are areas requiring improvement. My workplace’s score is 87, revealing a moderately healthy organization. Issues hampering performance include a high workload and employees not being viewed and valued as essential partners. Going forward, these two areas should be addressed to prevent adverse outcomes of incivility, such as unhealthy workplace relationships, job dissatisfaction, and nurse turnover.

References

Bal, D. (2022). Self-care for nurses. NurseJournal. https://nursejournal.org/resources/self-care-for-nurses/

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. JONA: The Journal of Nursing Administration, 41(7/8), 324-330. doi: 10.1097/NNA.0b013e31822509c4

Eastwood, P. (2019). Civility in the workplace. Fiore Group Training Inc. https://fioregroup.org/civility-in-the-workplace/

El Ghaziri, M., Johnson, S., Purpora, C., Simons, S., & Taylor, R. (2022). Registered nurses’ experiences with incivility during the early phase of COVID-19 pandemic: Results of a multi-state survey. Workplace Health & Safety, 70(3), 148-160. https://doi.org/10.1177/21650799211024867

Jankelová, N., & Joniaková, Z. (2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. Healthcare (Basel, Switzerland), 9(3), 346. https://doi.org/10.3390/healthcare9030346

Keller, S., Yule, S., Zagarese, V., & Parker, S. H. (2020). Predictors and triggers of incivility within healthcare teams: A systematic review of the literature. BMJ Open, 10(6), e035471. http://dx.doi.org/10.1136/bmjopen-2019-035471

Shi, Y., Guo, H., Zhang, S., Xie, F., Wang, J., Sun, Z., … & Fan, L. (2018). Impact of workplace incivility against new nurses on job burn-out: A cross-sectional study in China. BMJ Open, 8(4), e020461. http://dx.doi.org/10.1136/bmjopen-2017-020461

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Assignment: Workplace Environment Assessment
Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.
In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.
To Prepare:
• Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
• Review the Work Environment Assessment Template*.
• Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
• Select and review one or more of the following articles found in the Resources:
o Clark, Olender, Cardoni, and Kenski (2011)
o Clark (2018)
o Clark (2015)
o Griffin and Clark (2014)

*Template completed in the Week 7 discussion should not be submitted with this assignment.
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
• 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 prior to conducting the Assessment that was confirmed.
• 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.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
• Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
• Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.