NURS 6053 Module 4 Week 9 Assignment Workplace Environment Assessment Paper

NURS 6053 Module 4 Week 9 Assignment Workplace Environment Assessment Paper

NURS 6053 Module 4 Week 9 Assignment Workplace Environment Assessment Paper

Nurses like other professionals working in dynamic healthcare settings must forge and foster civility in their workplace to attain better patient outcomes. The nursing practice workplace environment comprises of different aspects that lead to positive conduct or behaviors that allow nurses to offer better care to patients. The negative acts of incivility, including bullying and lateral violence in a professional setting can harm, humiliate, offend and cause high levels of distress to other members leading to reduced job satisfaction levels, psychological trauma and eventual downturn in patient outcomes (Broome & Marshall, 2021). The purpose of this paper is to describe the outcomes of the work environment assessment and the implications of the level of civility and health of the workplace. It also shows a theory that is related to the outcomes and how it can be applied in the organization to build stronger teams. In its final part, the paper identifies literature-based strategies to bolster successful practices and address limitations revealed by the assessment.

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Part 1: Work Environment Assessment

i). Results of the Work Environment Assessment

The workplace environment assessment as a tool allows nurses to understand the level of civility in their practice settings and what the organizational management and leadership as well as individual nurse’s efforts and working in teams can accomplish irrespective of the complicated nature of healthcare provision. The results of the Clark Healthy Workplace Inventory show that my workplace attained a score of 90% which falls under the category of being a “very healthy and civil workplace.” The results were critical as the workplace has demonstrated better engagement of all stakeholders, especially nurses, in working collaboratively with other professionals and the management. The top rated attributes in the assessment included employee satisfaction, transparency and effective communication, motivation and morale as well as wellness and unity. These are personal motivation factors that are critical to the workplace to be considered as healthy (Henry et al., 2020). However, shared vision and sufficient promotion and career development opportunities got moderate scores. The organization also attained moderate to low scores based on factors that are closely associated with the management like policies on employee welfare and organizational culture and structure as well as those concerning immediate work environment on individual-associated attributes.

ii). Two Things that Surprised Me

Based on these results and overall analysis, two things surprised me. Firstly, while I knew that we were doing better, I never expected to attain a high score of 90%. The assessment revealed that more nurses considered the place to be civil and healthy despite a few occasions where they felt not well appraised. A closer analysis revealed that the entity and its management were keen on having a satisfying workplace for all individuals. The second thing that surprised me was that despite the exemplary perception of the organization and its leadership, the turnover rate among nurses was still high. A closer analysis showed that nurses were not satisfied with issues of benefits and salaries as well as limited promotion and career advancement opportunities. For instance, they noted that some nurses have been in the same positions for over six years making them to seek better opportunities that come with better benefits’ package.

iii). Idea Before and During the Assessment

One idea I believed before conducting this assessment was that despite certain and yet critical challenges that the workplace and the organization faced, it was still highly considered among nurses as the best place to work. The assessment confirmed this idea as the workplace had a score of 90 out of the 100 points, implying that it is civil and healthy. The implication is that civility happens when individuals in an organization and the leadership set parameters to model and engrain positive conduct and behaviors as well as practices and traditions to enhance confidence, trust, honesty and integrity (Broome & Marshall, 2021). The results suggest that my practice setting is healthy and civil as people model the best conduct to attract and retain talents in the organization. The results demonstrate that employees have a positive perception about the leadership and management of their affairs despite the current challenges. The success of the organization depends on effective strategies aimed at improving overall outcomes like ethical guidelines, having a productive workplace culture and better management of employee welfare.

Part II: Reviewing the Literature

i). Concept/Theory Presented in the Selected Articles

The selected article is by Clark (2019) and describes the concept of using a combination of cognitive rehearsal, simulation and evidence-based scripting to tackle incivility. According to Clark (2019), cognitive rehearsal entails working with skilled facilitators in discussion and rehearsing effective approaches to dealing with different aspects of certain problems of social situations. The technique is designed to lower the level of anxiety, increase employee confidence, and improve how individuals control impulsion through practicing effective ways to tackle stressful circumstances.

 Based on this method, nurses and other providers can develop simulations that prepare them for stressful encounters through rehearsing them by a skilled coach who is an expert in effective communication. They rehearse these encounters using deliberate practices with follow up debriefing sessions to enhance their understanding and ways of dealing with any attacks from patients in the workplace. These activities lead to a well-prepared nurse who can tackle different aspects of incivility and develop sufficient resilience. In their article, Clark and Gorton (2019) underscore the need for nurses to develop resiliency as one approach to addressing incivility. The authors emphasize the need for evidence-based civility education approaches that can protect patient safety.

The development of civility in the workplace for nurses implores stakeholders to nurture resilient programs and interventions based on evidence to improve patient outcomes.  The use of strategies like HeartMath model to describe resilience implies that organizations should seek ways to improve personal and professional resilience and address issues like high turnover rates as witnessed in our practice setting (Clark & Gorton, 2019). Such approaches can improve perceptions and create a positive approach to issues like salaries and benefits as well as ways to implement career growth and development opportunities for healthcare organizations.

ii). Concept’s Relation to the Outcomes of the Work Environment Assessment

The concept highlighted in the selected articles is cognitive rehearsal and a combination of simulation as well as evidence-based scripting. The concept implores organizations, including my workplace, to build and model attributes and interventions that promote a skilled approach to reducing anxiety, improving confidence levels, and seeking ways to control impulse when stressful situations occur in organizations. Through the use of planned, and rehearsed responses, organizations and their leadership develops chances for effective communication of expectations concerning appropriate behaviors and even future interactions (Clark, 2019). The cognitive rehearsal model can be effective in addressing the present low levels of satisfaction on benefits and salaries as well as limited growth and development opportunities for nurses in the organization. The organization can use this model to help employees become resilient and develop a positive approach to issues while initiating real-time programs to enhance career development opportunities for all workers.

iii). Application of the Concept

Development of stronger teams occur when there are high levels of trust and confidence in the organization’s leadership. As such, resilience and evidence-based approaches to civility can lead to better and stronger teams that will focus on delivery of quality care to improve patient outcomes (Clark et al., 2022). The initiation of such approaches would imply that the entity is focusing on having a healthier and more civil workplace that guarantees continuous professional development and attractive compensation packages and benefits for employees.

Part 3: Evidence-Based Strategies to Create High-Performance Inter-Professional Teams

The assessment of the workplace revealed two critical shortcomings. These include unsatisfactory salaries and benefits and opportunities for professional development and career growth. Inter-professional teams succeed when they have better chances to progress by presenting new ideas to improve patient care delivery and outcomes. Imperatively, the organization must develop teams that are not only resilient but also focused on advancing a shared goal and common good for all stakeholders. The first strategy to address the shortcoming is through civility education as it implores organizations and their managers to focus more on long-term measures to increase opportunities for their employees (Landis et al., 2022). Employees demand for more compensation when they work in unsafe environments and do not have sufficient training to deal with unsafe events like incivility from clients and patients. Therefore, having sufficient knowledge and strategies to address incivility and build resiliency and confidence will allow the organization to assure its employees that they can grow and attain the highest levels of career attainment while at the organization. Resiliency will allow nurses to seek innovative ways to deal with such incidents and find no justification to leave the organization.

Secondly, addressing the issue of salaries and benefits requires the organization to deploy effective communication as advanced by literature. Effective communication as advanced by Abdollahzadeh et al. (2017) can help nurses prevent incivility. The article is categorical that organizational management should provide the true position of different issues that need to be addressed for nurses to have confidence, even when dealing with possible situations emanating from unruly patients and their families. As such, the facility should communicate on the best way forward to deal with the issue of salaries and compensation so that nurses and other providers can focus on care delivery.

Strategies to Bolster Successful Strategies in the Work Environment Assessment

Ensuring that successful attributes remain and are bolstered in the workplace is essential and will enhance motivation among nurses. The first strategy is having effective and purposeful communication. Transparent and fast communication will ensure that nurses have the motivation to remain civil and model better conduct as advanced by the cognitive rehearsal model. The second strategy for the organization is to implement cognitive rehearsal model to enable nurses and other providers have better ways of approaching civility (Henry et al., 2020). The attainment of techniques to encounter any incivility will imply that the stakeholders are well-positioned to deal with such events. These approaches will lead to safe workplace environment and improve the overall care delivery framework for all stakeholders.

Conclusion

Incivility in the workplace can have devastating effects on patient safety, level of care quality and outcomes. Nurses and other healthcare providers have a duty to foster civility and healthy workplace environment. The Clark Work Environment Assessment showed that while my workplace is healthy and civil, it requires improvement through use of cognitive rehearsal and other associated evidence-based approaches to maintain high levels of conduct and behaviors. Effective communication and implementation of the cognitive rehearsal model can lead to the maintenance of civility in my workplace.

References

Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to

prevent workplace incivility? Nurses’ perspective. Iranian Journal of Nursing and Midwifery Research, 22(2), 157. DOI: 10.4103/1735-9066.205966

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing from expert

            clinician to influential leader. Springer Publishing Company.

Clark, C. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to

Address Incivility. Nurse Educator, 44(2), 64-68. DOI: 10.1097/NNE.0000000000000563.

Clark, C. M., & Gorton, K. L. (2019). Cognitive rehearsal, HeartMath, and simulation: An

intervention to build resilience and address incivility. Journal of Nursing Education, 58(12), 690-697. https://doi.org/10.3928/01484834-20191120-03

Clark, C.M., Gorton, K., & Bentley, A. (2022). Civility: A concept analysis revisited. Nursing

            Outlook. 70(2), 259-270.  doi.org/10.1016/j.outlook.2021.11.001

Henry, J., Eshleman, J., & Moniz, R. (2020). Cultivating Civility: Practical Ways to Improve a

Dysfunctional Library. American Library Association. https://doi.org/10.1080/15323269.2021.1862535

Landis, T., Godfrey, N., Barbosa-Leiker, C., Clark, C.M., et al (2022). National study of nursing

faculty and administrators’ perceptions of professional identity in nursing, Nurse Educator, 47(1), 13-18. DOI: 10.1097/NNE.0000000000001063.

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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:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
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.
By Day 7 of Week 9
Submit your Workplace Environment Assessment Assignment.

Submission and Grading Information
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Please save your Assignment using the naming convention “WK9Assgn+last name+first initial.(extension)” as the name.
Click the Week 9 Assignment Rubric to review the Grading Criteria for the Assignment.
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If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
Click on the Submit button to complete your submission.
Grading Criteria
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Week 9 Assignment Rubric

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To check your Assignment Draft for Authenticity:

Submit your Week 9 Assignment draft and review the originality report

Submit Your Assignment by Day 7 of Week 9
To participate in this Assignment:

Week 9 Assignment

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Module 5

Rubric Detail

Select Grid View or List View to change the rubric’s layout.

Name: NURS_6053_Module04_Week09_Assignment_Rubric
Grid View
List View
Excellent Good Fair Poor
Part 1: Work Environment Assessment

*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 that you believed prior to conducting the assessment that was confirmed.

· Explain what the results of the assessment suggests about the health and civility of your workplace.
41 (41%) – 45 (45%)
The responses accurately and thoroughly describe the results of the Work Environment Assessment completed on a workplace.

The responses thoroughly and clearly identify two surprising things about the results and thoroughly describe at least one idea that was believed prior to conducting the assessment that was confirmed.

The responses accurately and thoroughly explain in detail what the results of the assessment suggests about the health and civility of a workplace.
36 (36%) – 40 (40%)
The responses accurately describe the results of the Work Environment Assessment completed on a workplace.

The responses accurately identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed.

The responses accurately explain what the results of the assessment suggests about the health and civility of a workplace.
32 (32%) – 35 (35%)
The responses describe the results of the Work Environment Assessment completed on a workplace that is vague or inaccurate.

The responses identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed that is vague or inaccurate.

The responses explain what the results of the assessment suggests about the health and civility of a workplace that is vague or inaccurate.
0 (0%) – 31 (31%)
The responses describe the results of the Work Environment Assessment completed on a workplace that is vague and inaccurate, or is missing.

The responses identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed that is vague and inaccurate, or is missing.

The responses explain what the results of the assessment suggest about the health and civility of a workplace that is vague and inaccurate, or is missing.
Part 2: Reviewing the Literature

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

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

· 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.
14 (14%) – 15 (15%)
The responses accurately and thoroughly describe the theory or concept presented in the article selected.

The responses accurately and completely explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment.

The responses accurately and thoroughly explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or stronger work teams.

Specific and detailed examples are provided which fully support the responses.
12 (12%) – 13 (13%)
The responses accurately describe the theory or concept presented in the article selected.

The responses accurately explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment.

The responses accurately explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or stronger work teams.

Specific examples are provided which may support the responses.
11 (11%) – 11 (11%)
The responses describe the theory or concept presented in the article selected that is vague or inaccurate.

The responses explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment that is vague or inaccurate.

The responses explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or create stronger work teams that is vague or inaccurate.

Vague or inaccurate examples are provided which may support the responses.
0 (0%) – 10 (10%)
The responses describe the theory or concept presented in the article selected that is vague and inaccurate, or is missing.

The responses explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment that is vague and inaccurate, or is missing.

The responses explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or create stronger work teams that is vague and inaccurate, or is missing.

Specific examples are not provided to support the responses.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams

· 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.
18 (18%) – 20 (20%)
Using the literature, the responses clearly and thoroughly recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment.

The responses clearly and thoroughly recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment.
16 (16%) – 17 (17%)
Using the literature, the responses accurately recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment.

The responses accurately recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment.
14 (14%) – 15 (15%)
Using the literature, the responses recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment that is vague or inaccurate, or only recommends one strategy.

The responses recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment that is vague or inaccurate, or only recommends one strategy.
0 (0%) – 13 (13%)
Using the literature, the responses recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment that is vague and inaccurate, only recommends one strategy, or is missing.

The responses recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment that is vague and inaccurate, only recommends one strategy, or is missing.
Resource Synthesis
5 (5%) – 5 (5%)
Using proper in-text citations, the response fully integrates at least 2 outside resources and 2 or 3 course-specific resources.
4 (4%) – 4 (4%)
Using proper in-text citations, the response fully integrates at least 2 outside resources and 1 course-specific resource.
3 (3%) – 3 (3%)
Using proper in-text citations, the response minimally integrates outside and course-specific resources.
0 (0%) – 2 (2%)
The response does not integrate outside and course-specific resources or no in-text citations are used.
Written Expression and Formatting—Paragraph Development and Organization:

Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided, which delineates all required criteria.
5 (5%) – 5 (5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity.

A clear and comprehensive purpose statement, introduction, and conclusion are provided, which delineates all required criteria.
4 (4%) – 4 (4%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time.

Purpose, introduction, and conclusion of the assignment are stated but are brief and not descriptive.
3 (3%) – 3 (3%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60–79% of the time.

Purpose, introduction, and conclusion of the assignment is vague or off topic.
0 (0%) – 2 (2%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity less than 60% of the time.

No purpose statement, introduction, or conclusion is provided.
Written Expression and Formatting—English Writing Standards:

Correct grammar, mechanics, and proper punctuation.
5 (5%) – 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
4 (4%) – 4 (4%)
Contains a few (one or two) grammar, spelling, and punctuation errors.
3 (3%) – 3 (3%)
Contains several (three or four) grammar, spelling, and punctuation errors.
0 (0%) – 2 (2%)
Contains many (five or more) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
Written Expression and Formatting:

The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, running head, parenthetical/in-text citations, and reference list.
5 (5%) – 5 (5%)
Uses correct APA format with no errors.
4 (4%) – 4 (4%)
Contains a few (one or two) APA format errors.
3 (3%) – 3 (3%)
Contains several (three or four) APA format errors.
0 (0%) – 2 (2%)
Contains many (five or more) APA format errors.
Total Points: 100
Name: NURS_6053_Module04_Week09_Assignment_Rubric