NURS 6053 Week 7 Assignment Workplace Environment Assessment Paper

NURS 6053 Week 7 Assignment Workplace Environment Assessment Paper

NURS 6053 Week 7 Assignment Workplace Environment Assessment Paper

Nurses work in strenuous environments to deliver care to patients from diverse backgrounds. Having a healthy work environment is critical to meeting the needs of different types of patients. Incivility is a critical issue and can lead to increased levels of stress for the nurses as frontline care providers (Garth et al., 2019). As such, healthcare organizations and their leadership should create healthy working place for their employees by giving them sufficient space and chance to express themselves and resources to work through issues like incivility. Civility and a healthy workplace environment are essential to nurses and patient safety as they motivate them to work better and deliver quality care (Black & Venture, 2017). The purpose of this paper is to discuss the results of the work environment assessment and review existing literature and theories as presented in the readings. In its final part, the paper provides strategies based on literature that my healthcare organization can implement to improve the workplace environment.

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Summary of Results: Clark Healthy Workplace Inventory

The results from the Work Environment Assessment indicated a score of 87% which shows that the workplace is moderately healthy. The score suggests that both the organization and the nurses can sustain better conduct to deliver quality care to patients. The results show that there are minimal cases of incivility like bullying and harassment. Most of the responses from the nurses and other stakeholders were positive as the employees demonstrated their resolve to improve care delivery for patients. The score shows that the organization has some areas that require improvement as it is slightly above the moderate level baseline. The results show that the workplace has certain levels of protection for its employees against any form of incivility.

The results show that new nurses are treated with respect leading to personal and professional development. The workplace has well-defined responsibilities of employees, effective communication that reduces confusion and inclusion of staff members in decision-making through provision of their opinions. The nursing staff can describe and express their opinions and experiences without any fear of victimization as the organizational culture and ethics protect them. The workplace understands the possible negative effects of incivility and the importance of solving any issues that may arise to ensure that it nurtures and upholds a healthy work environment to improve nurses’ satisfaction and patient safety as well as outcomes.

Two Things that Surprised Me

I love my organization and the workplace that it provides for nurses leading to better care for patients. I have always known that it is one of the best places to work and I still believe that it offers a healthy environment for its employees. However, I was surprised at the scores that the assessment provided. I expected that the organization would score higher, at least 90% and not the score that it received. The second aspect that surprised me was the level of interactions and professionalism demonstrated by even the newly-hired nurses. Most organizations lack these qualities. The workplace is supportive leading to professional development and effective communication as well as high degree of teamwork among the different nurses and professionals.

One Area that I believed Before the Assessment & Was Confirmed

One idea that I believed before the assessment and was confirmed is the issue of reporting incivility by nurses in different areas of care provision. This was confirmed as most nurses, especially new ones, were hesitant in reporting such cases because of fear of reprisal and losing their jobs. The affected nurses, especially from the emergency room, felt that reporting such incidences may compromise their long-term engagement with the facility (Garth et al., 2019). They were also not willing to get into conflict with patients and their families.

What the Results Suggest About the Health & Civility of My Workplace

The test score was 86% suggesting that the organization’s work environment is moderately healthy. The management offers tools and resources to ensure that patients get better and uncompromised services. The assessment suggests that while employees participate in decision-making, their contributions can be enhanced through adoption of a progressive structure and the not the corporate level system that exists today. The results show that there is civility but there needs to be more structures to help nurses, especially newly-hired, to report any incidents of incivility. The results also suggest that the organization can improve communication and level of professionalism to attain better patient outcomes.

Theory or Concept Presented in the Selected Article

The article I selected is by Mao et al. (2019) and addresses the issues of incivility in the workplace and its impacts on employee performance. Using the transactional model of stress to examine work incivility, the authors show that social contexts moderate employee behavioral responses in such situations. The study’s findings show that employees who face incivility at individual level is likely to have lower citizenship behavior and performance. When a group encounters incivility, it becomes unproductive and the members choose to keep quiet when such events happen, especially where the intensity is high. The implication is that contextual factors impact how employees appraise and respond to workplace incivility.

Relation of the Concept or Theory to Work Environment Assessment

The theory or concept represented in this article has a positive relationship with the results of my Work Environment Assessment. The article’s main mode of transaction analysis of stress and how employees in groups respond to incivility is relevant as demonstrated in the assessment where many nurses fail to report such incidents. When individual staff encounter civility, they tend to reduce their productivity and less likely to model citizenship behaviors (Vitello-Cicciu, 2019). For instance, nurses who belong to the Millennials group may choose to keep quiet when they encounter incivility from patients and even colleagues and decide to leave leading to high turnover rates in the facility. 

Application of the Theory to Solving Incivility in the Organization

The concept of transactional model or theory can be used in my workplace to help nurses enhance reporting levels and address the incidents of incivility. For instance, by determining why nurses do not report incivility incidents, the organization can generate solutions. These can include having a progressive reporting structure that emphasizes increased participation of nurses in decision-making and consideration of inclusion and diversity training (Broome & Marshall, 2021). Such training sessions can allow nurses to understand the essential aspects that they should identify when a patient and their family may be uncivil and alert their supervisors. Training on cultural competence and dealing with patients who appear unruly and uncivil will help the new employees integrate into the organization as opposed to them leaving when they encounter such incidents (Clark, 2015).

General Notes/Comments

Incivility in the workplace can have devastating effects on quality of care offered to patients. Healthy work environment is essential because they promote patient safety and increase the satisfaction of the providers (Broome & Marshall, 2021). The assessment of a workplace and use of effective concepts and theories demonstrate that organizations can improve the welfare of their nurses and patient safety.

Conclusion

Workplace incivility has negative influence on employees as well as the organization with newly-hired nurses suffering the greatest effect. Existing studies show different evidence-based approaches that organizations can employ to lower and eliminate incivility including cultural competent training and use of models to identify the causes and effects of uncivil events. The involvement of stakeholders is essential in decision-making processes as they help bolster an organization’s successful practices.

References

Black, J., & Venture, K. L. (2017). The human factor to profitability: People-centered cultures as

meaningful organizations. Journal of Organizational Psychology, 17(2), 24-34. https://doi.org/10.1080/10999922.2017.1364949

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

clinician to influential leader (3rd ed.). New York, NY: Springer.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American

            Nurse Today, 10(11), 18-23.

Garth, K., Todd, D., Byers, D., & Kuiper, B. (2018). Incivility in the emergency department:

implications for nurse leaders. JONA: The Journal of Nursing Administration, 48(1), 8-10. doi: 10.1097/NNA.0000000000000563.

Mao, C., Chang, C.-H., Johnson, R. E., & Sun, J. (2019). Incivility and employee performance,

citizenship, and counterproductive behaviors: Implications of the social context. Journal of Occupational Health Psychology, 24(2), 213–227. https://doi.org/10.1037/ocp0000108

Vitello-Cicciu, J. M. (2019). Am I an authentic nursing leader for healthy workplace

            environments? Nurse Leader, 17(3),

            201–206. https://doi- org.ezp.waldenulibrary.org/10.1016/j.mnl.2019.03.011

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Discussion: Workplace Environment Assessment

How healthy is your workplace?

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

There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as 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, found 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 civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.