NURS 6053 Week 9 Assignment Workplace Environment Assessment Paper

NURS 6053 Week 9 Assignment Workplace Environment Assessment Paper

NURS 6053 Week 9 Assignment Workplace Environment Assessment Paper

Civility is essential to the development of a healthy workplace that encourages healthcare providers to work better and produce quality care to improve patient outcomes. The Clark Healthy Workplace Inventory is a critical tool that enables organizations to appreciate the need for civility in their practice settings by developing standards to enhance performance and reduce adverse events like lateral violence as demonstrated by bullying and aggression from patients and their families (Clark, 2019). The purpose of this paper is to analyze the results of the workplace assessment and use published research to develop an approach aimed at addressing the need for sufficient opportunities for employees’ growth and development as well as having an effective organizational culture to expand the participation of employees in decision-making in the organization.

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Part 1: Environment Assessment

The results from the inventory assessment show that my organization scored 89% implying that it is moderately healthy. Employees rated a host of components as essential and well-captured by the organization and its management. The rated employee satisfaction, motivation, unity, shared vision, transparency, and effective communication is well managed in the organization. Ng et al. (2018) assert that these aspects lead to personal motivation which is critical to the development and demonstration of healthy attributes in a workplace. The employees pointed out the need to increase professional growth and development opportunities so that they can improve their skills and expertise to provide better and evidence-based care.

Two things that surprised me concerning the results include the score obtained and the existence of a monitoring system. I expected the workplace to get a “very healthy” ranking but could only manage “moderately healthy.” Secondly, the existence of a monitoring system was a surprise as I knew that the human resource manager was keen on enhancing increased independent or autonomous supervision as opposed to keeping close tabs on employees’ performance. The ineffectiveness of the employees in various units and the department may be attributed to the monitoring system which was clandestine as no one knew or was told about its existence.

One issue that I believed before the assessment and which was later confirmed is the status of the organizational culture. Having an organizational culture that focuses on the development of a common and shared approach is important in attaining set goals and objectives. Before the assessment, I believed that the workplace lacked an effective and inspiring organizational culture. This was confirmed during the assessment as employees were categorical that they have limited participation in decision-making. Positively, the level of trust among employees continued to rise despite the dismayed and limited participation that they noted during the assessment. I always believed that having a positive perception among employees was key to developing a trusting workforce and organization.

The results from the assessment suggest that the organization has better civility levels and is healthy. The results show that the cavity and health of the workplace are good despite the need for improvement. Secondly, the results suggest that workers are well motivated by the current workplace levels of civility but believe that they can be improved to be the best within the healthcare industry. The implication is that the management should enhance civility through ethical guidelines, a better organizational culture, higher levels of inclusion, and shared goals and vision as well as effective management of employee welfare.

Part 2: Reviewing the Literature

1. i) Theory or Concept Presented in the Article

Existing literature emphasizes the significance of having civility and a healthy workplace for employees to enhance performance and productivity. Mabona et al. (2022) observe that having a healthy work setting that maximizes the health and wellness of nurses is important in attaining good patient and societal outcomes and optimal organizational performance. The article discusses best practices that organizations can develop to nurture and attain a healthy work environment for their nurses and other cadres of healthcare workers. These practices include effective leadership and communication, effective teamwork, and the existence of professional autonomy. Better leadership implies that employees get the inspiration to effectively perform their duties and responsibilities based on the expected levels of delivery. The concept presented in this article emphasizes the role of civility in employee performance and the overall goal of better outcomes for patients. According to Clark et al. (2022), a healthy work environment increases job satisfaction levels among employees and reflects a high degree of engagement and productivity. Healthcare organizations experience high levels of incivility that impact patients and lower employees’ motivation to deliver quality care which improves patient outcomes.

1. ii) Relationship to the Results

The concept presented in the article relates to the outcomes of the work environment assessment in critical ways. These best practices are essential in allowing the organization to attain better outcomes and improve its health with ratings of over 90%. Secondly, these themes highlight ways that leaders can leverage to build a healthy workplace, especially increased participation in decision-making and components that impact overall care provision. The implication is that the article and the concepts it presents align with the need to improve the overall health of the workplace to ensure better patient outcomes and employee satisfaction. The organization can integrate these concepts in different ways to create a better and performing organization that leverages best practices in the industry.

iii) Application of the Theory or Concept

Having a healthy workplace is a critical aspect for all organizations, especially those in health care that have significant levels of incivility. Civility and the overall safe environment and addressing concerns by stakeholders like patients are core to better care delivery (Mao et al., 2022). Incivility impacts employees’ job satisfaction levels and leads to poor courtesy and limited respect among colleagues. This translates to poor patient outcomes. Consequently, the organization can use these themes to improve the health status of the workplace and develop stronger teams at work. The application of leadership models like servant leadership or transformational leadership is important to make employees feel appreciated and focused on the overall organizational goals.

Having effective communication allows nurses to express their views and opinions as well as report incivility incidents. They also participate in decision-making and improve collaborations with other professionals in the organization based on their shared goals and approach to patient care and management of different patient conditions (Armstrong, 2018). Increased collaborations lead to stronger work teams with better professional and personal skills acquisition levels. Inter-professional collaborations and interdisciplinary teams are important in the delivery of quality care and improve overall patient safety. Consequently, the organization can leverage these components to develop responsive and better work to improve quality care provision and attainment of better patient outcomes.

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

1. i) Strategies to Address Revealed Shortcomings

Incivility in the workplace environment creates an unhealthy work environment and reduces employee motivation. Professional development opportunities and having an effective organizational culture are some of the issues revealed during the assessment of the workplace. In their paper, Razzi and Bianchi (2019) assert that organizations should address unit culture as a means of improving job satisfaction and commitment to the setting. The authors advance the need for healthcare leaders to develop and focus on quality improvement programs to address the causes and effects of incivility in the workplace. The article recommends two critical approaches; having an education model and cognitive rehearsal training to improve the organizational culture, especially concerning dealing with incivility in the workplace. 

Accordingly, the use of cognitive rehearsal is essential as it helps nurses deal with such behaviors before they can have significant effects on their level of interactions and care delivery (Armstrong, 2018). Again, Kousha et al. (2022) recommend the use of educational intervention together with cognitive rehearsal to deal with incivility issues that an organization encounters. The article emphasizes the role of nurses to perceive such events and make appropriate reporting in time to help the development of responses and appropriate interventions.

The second strategy is to enhance opportunities for career growth and development as this is essential for nurses to offer quality care. The Institute of Medicine in 2010 recommended the need for nurses to engage in lifelong learning and as frontline care providers during this transformation based on reforms. As such, the organization should embrace increased opportunities for nurses to enhance their skills and knowledge to offer quality care to patients from diverse backgrounds. Employees were categorical that professional growth and development are core to improving their abilities to offer patient-centered and quality care in the setting. These strategies will help the two issues that emerged during the assessment.

1. ii) Strategies to Bolster Successful Practices as Revealed in the Assessment

The assessment revealed that the organization also had successful and best practices like effective communication and shared approaches to care between nurses and the management team as well as other providers like physicians (Clark, 2019). These practices allow the organization to improve the quality of care and enhance the overall civility levels. However, to bolster these successful practices, the organization needs to leverage two strategies; effective leadership and increased participation and teamwork among employees.

The leaders in the organization should adopt and deploy appropriate leadership styles or models like servant leadership or transformational leadership. These models will allow the leaders to acquire and model better attributes like listening, focusing on changes, and building communities. Servant leaders focus on serving others and place their priorities first before considering their issues. Servant leadership nurtures and believes in better communication. Therefore, this approach will help the organization to continue its successful practices that will lead to the attainment of better care outcomes and experiences.

Increased participation and teamwork will allow the organization leaders to get feedback and input from nurses and other professionals in the organization on areas that require improvement. Teamwork is a critical aspect of a successful organization as members work to deliver based on their roles and the common goals shared within the team. The strategy is critical in attaining the benefits of transformational and servant leadership approaches in the organization.

Conclusion

The assessment of the workplace environment based on the inventory by Clark is important as it allows organizations to develop better ways to improve nurses’ performance. The evaluation shows that nurses and organizational leaders can address issues revealed during the process to attain better outcomes and increase employee satisfaction levels. The evaluation of the workplace shows the need for organizational leaders to adopt and implement the most effective leadership styles and models.

References

Armstrong, N. (2018). Management of nursing workplace incivility in the health care settings: A

systematic review. Workplace Health & Safety, 66(8), 403-410. https://doi.org/10.1177/2165079918771106

Black, J., & Venture, K. L. (2018). The human factor to profitability: People-centered cultures as

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

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

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

Kousha, S., Shahrami, A., Forouzanfar, M. M., Sanaie, N., Atashzadeh-Shoorideh, F., &

Skerrett, V. (2022). Effectiveness of educational intervention and cognitive rehearsal on perceived incivility among emergency nurses: a randomized controlled trial. BMC Nursing, 21(1), 1-9. DOI: 10.1186/s12912-022-00930-1

Mabona, J. F., van Rooyen, D. R., & ten Ham-Baloyi, W. (2022). An integrative literature

review is a best practice recommendation for healthy work for Registered nurses. Health SA Gesondheid, 27(1). DOI: 10.4102/hsag.v27i0.1788

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. DOI: 10.1037/ocp0000108

Ng, K., Niven, K., & Hoel, H. (2019). ‘I could help, but…’: A dynamic sense-making model of

workplace bullying bystanders. Human Relations, 73(12): 1718-1746. https://doi.org/10.1177/0018726719884617

Razzi, C. C., & Bianchi, A. L. (2019, October). Incivility in nursing: Implementing a quality

improvement program utilizing cognitive rehearsal training. Nursing Forum, 54(4): 526-536). https://doi.org/10.1111/nuf.12366

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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.