NURS 6053 Week 9 Assignment Workplace Environment Assessment

NURS 6053 Week 9 Assignment Workplace Environment Assessment

NURS 6053 Week 9 Assignment Workplace Environment Assessment

Work environment assessment is essential to determine the level of civility in the workplace and how it supports nurses and other healthcare providers. The assessment allows organizational leaders and management to develop effective interventions based on best practices for employees (Clark et al., 2018). The purpose of this paper is to review the literature concerning a concept used in an article and its application in improving organizational health and developing robust work teams.

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Summary of Results – Clark Healthy Workplace Inventory

Based on the Clark Health Workplace Inventory, my cumulative work result totals 78.

The results reveal that my organization provides a moderately healthy workplace environmental score of 78 is the minimal score to remain in a relatively healthy category (Clark,2015). It shows that the organization has some weak points that need improvement. The organization I work for has done several things to ensure that civility is upheld. There is a mandatory civility training for the old and newly hired workers, a class made available to all the staff to build up trust and mutual trust among all the employees there (Clark et al., 2018). The organization is also known for emphasizing the employee’s wellness and self-care; they are usually provided with days off so that they can go and have their health checked and also take part in various self-care activities, for instance, SPA. The organization also provides employees with competitive salaries, benefits, and rewards for self-enhancing and growth.

Things that Surprised Me about the Results and Idea Before the Assessment

I genuinely enjoy working at the organization I work in; the working environment and employees are welcoming. I always feel it is the best place to work in. I still believe that it provides all employees with a good working environment because of the score of 78.

During the Coronavirus pandemic, I realized that many employees were made fallow, and the organization did nothing to sustain them afterward. To this, the organization does not actually operate based on its vision and mission statement of putting the employee’s welfare ahead of theirs. The pandemic resulted in substantial financial losses related to various sagas and a lack of adequate accountability. Additionally, I realized that the fallow was made because the leaders in charge were forced to fallow the employees without adhering to the employment policy.

What Results Suggests About Health and Civility of the Workplace

The assessment results suggest that the workplace is in good shape when it comes to civility; however, the workplace is deemed unhealthy due to the organization not following the policy at the workplace. The organization is not retaining its best employees. Employees know that the organization is the best place to work, but their employment is not secured due to the financial crisis caused by the COVID-19 pandemic.

Theory or Concept Presented in the Article & Its Relationship to Work Environment Assessment Results

This article shows that communication can inspire and promote civil workplace environments. It shows that a healthy work environment requires skilled communication, true collaboration, effective decision-making, appropriate staffing, transparency, trust in leadership, meaningful recognition, and authentic leadership (Clark, 2015). Authentic leadership describes leaders who know others perceive their behaviors and thoughts. Authentic leaders know to be careful about where and when to engage in challenging conversations, especially if the worker is uncivil (Vitello-Cicciu, 2019). Bill Georges Authentic leadership focuses more on five distinct qualities that an authentic leader should possess at all times; they are generally ideas that an authentic leader should fulfill with their own intentions, thus unnatural (Clark, 2018). One characteristic is the sense of purpose, which is usually believed to be due to passion in practice.

Second concept is on the possession of distinct values, for instance, integrity; this kind of leadership will mean that each manager will have their own personal standard of ethics and values that they would stick to no matter what the employees go through. Building of strong relationships among the employees and colleagues is a critical concept that the authentic leaders should have; above all, an authentic leader will ensure that they are sensitive to personal issues presented by the employees. The organization where I work believes in civility and a healthy workplace. It’s a requirement for all employees to get civility training as part of the hiring process to know how to communicate and deal with conflict.

Application of the Theory or Concept to Improve Organizational Health or Creation of Stronger Work Teams

The organization where I work is already applying some parts of the article’s theory. Now it is mandatory to receive civility training provided by the organization once hiring. However, one required element of a healthy work environment is meaningful recognition. Although the

organization shows and gives recognition individually to employees, employees feel that their job is not secured because of the ongoing financial crisis due to COVID-19. The organization needs to build trust and set guidelines regarding the firing process instead of stating that it is legal not to follow policy to fire employees who received discipline in the past. Besides that, the organization can also ensure that the employees are involved in the various decision-making processes regarding their welfare and also as per their needs.

Conclusion

Organizational work environment health assessment is a critical aspect to determine the nature of environment employees work in to attain set goals and objectives. The civility of the work environment leads to better performance and productivity. As such, organizational leaders must develop interventions that enhance cavity and create a better workplace culture for stronger teams and better engagement of employees to help them perform better, especially in healthcare settings.

References

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

            Nurse Today,10(11), 18–23. Retrieved from https://www.americannursetoday.com/wp-

content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Clark, C. M., Sattler, V. P., & Barbosa-Leiker, C. (2018). Development and psychometric testing

of the Workplace Civility Index: A reliable tool for measuring civility in the workplace. The Journal of Continuing Education in Nursing, 49(9), 400-406. doi: 10.3928/00220124-20180813-05.

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

environments? Nurse Leader, 17(3), 201–206. https://doiorg.ezp.waldenulibrary.org/10.1016/j.mnl.2019.03.011

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Work Environment Assessment Template

Summary of Results – Clark Healthy Workplace Inventory
Based on the Clark Health Workplace Inventory, my cumulative work result totals 78.
The results reveal that my organization provides a moderately healthy workplace environmental score of 78 is the minimal score to remain in a relatively healthy category (Clark,2015). It shows that the organization has some weak points that need improvement. The organization I work for has done several things to ensure that civility is upheld. There is a mandatory civility training for the old and newly hired workers, a class made available to all the staff to build up trust and mutual trust among all the employees there.
The organization is also known for emphasizing the employee’s wellness and self-care; they are usually provided with days off so that they can go and have their health checked and also take part in various self-care activities, for instance, SPA.
The organization also provides employees with competitive salaries, benefits, and rewards for self-enhancing and growth.
Identify two things that surprised you about the results. Also, identify one idea you believed before conducting the Assessment that was confirmed.
I genuinely enjoy working at the organization I work in; the working environment and employees are welcoming. I always feel it is the best place to work in. I still believe that it provides all employees with a good working environment because of the score of 78.
During the Coronavirus pandemic, I realized that many employees were made fallow, and the organization did nothing to sustain them afterward. To this, the organization does not actually operate based on its vision and mission statement of putting the employee’s welfare ahead of theirs. The pandemic resulted in substantial financial losses related to various sagas and a lack of adequate accountability. Additionally, I realized that the fallow were made because the leaders in charge were forced to fallow the employees without adhering to the employment policy

What do the results of the Assessment suggest about the health and civility of your workplace?
The assessment results suggest that the workplace is in good shape when it comes to civility;
however, the workplace is deemed unhealthy due to the organization not following the policy at the workplace. The organization is not retaining its best employees. Employees know that the
organization is the best place to work, but their employment is not secured due to the financial
crisis caused by the COVID-19 pandemic.

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 your Work Environment Assessment results.
This article shows that communication can inspire and promote civil workplace environments. It
shows that a healthy work environment requires skilled communication, true collaboration,
effective decision-making, appropriate staffing, transparency, trust in leadership, meaningful recognition, and authentic leadership (Clark, 2015). Authentic leadership describes leaders who know others perceive their behaviors and thoughts. Authentic leaders know to be careful about where and when to engage in challenging conversations, especially if the worker is uncivil (Vitello-Cicciu, 2019). Bill Georges Authentic leadership focuses more on five distinct qualities that an authentic leader should possess at all times; they are generally ideas that an authentic leader should fulfill with their own intentions, thus unnatural (Shahzad et al.,2020). One characteristic is the sense of purpose, which is usually believed to be due to passion in practice. Second concept is on the possession of distinct values, for instance, integrity; this kind of leadership will mean that each manager will have their own personal standard of ethics and values that they would stick to no matter what the employees go through. Building of strong relationships among the employees and colleagues is a critical concept that the authentic leaders should have; above all, an authentic leader will ensure that they are sensitive to personal issues presented by the employees.

The organization where I work believes in civility and a healthy workplace. It’s a requirement for
all employees to get civility training as part of the hiring process to know how to communicate
and deal with conflict.

Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health or create stronger work teams. Be specific and provide examples. The organization where I work is already applying some parts of the article’s theory. Now it is
mandatory to receive civility training provided by the organization once hiring. However, one
required element of a healthy work environment is meaningful recognition. Although the
organization shows and gives recognition individually to employees, employees feel that their job
is not secured because of the ongoing financial crisis due to COVID-19. The organization needs
to build trust and set guidelines regarding the firing process instead of stating that it is legal not
to follow policy to fire employees who received discipline in the past. Besides that, the organization can also ensure that the employees are involved in the various decision-making processes regarding their welfare and also as per their needs.

References
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today,10(11), 18–23. Retrieved from https://www.americannursetoday.com/wp-
content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Vitello-Cicciu, J. M. (2019). Am I an authentic nursing leader for healthy workplace environments? Nurse Leader, 17(3), 201–206. https://doiorg.ezp.waldenulibrary.org/10.1016/j.mnl.2019.03.011