Workplace Environment Assessment Paper

Workplace Environment Assessment Paper

Workplace Environment Assessment Paper

Our organization scored 58/100 on the Clark Healthy Workplace Inventory, which indicates that the workplace environment is unhealthy. The elements with the lowest scores (2 points) were: The organizational culture is continuously assessed, and measures are implemented to improve it based on assessment results and Members of the organization being actively engaged in shared governance, joint decision-making, and policy development, review, and revision (Clark, 2015). Four elements had the highest scores (4 points): Transparent, direct, and respectful communication at all organization levels; Teamwork and collaboration are promoted and evident; Availability of a comprehensive mentoring program for all employees; Fair and respectful treatment of employees.

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The workplace environment assessment results show that there is incivility in our workplace. The incivility can be attributed to the lack of shared vision, values, and team norms in the organization and limited trust between and among formal leadership and other members of the workplace. In addition, the incivility is contributed by the lack of a strong emphasis on staff wellness and self-care and the allocation of limited resources to promote employees’ professional growth and development (Armstrong, 2018). Employees in the organization do not completely feel they are perceived as assets and valued partners. This can be attributed to the limited celebration of individual and collective achievements of employees and the lack of equitable publicization. This has contributed to low staff satisfaction, engagement, and morale.

Incivility in the workplace occurs as low-intensity behavior or a mild form of uncivil behavior aimed at harming the target (Kisner, 2018). I faced incivility as a new grad nurse when I was allocated to the medical-surgical unit.  The unit had three senior nurses who preferred to work together in the same shifts and always requested they be placed in the same duty shifts. However, the nurse in-charge declined their requests when two other new grad nurses and I were deployed in the unit. The in-charge allocated each of us to the senior nurses so that they would guide and supervise us. However, we noted that the nurses would criticize us, saying we were incapable of providing the appropriate care. Besides, I noted that the nurse I was assigned to the same shift would roll their eyes and make faces when I asked a question. The other new grad nurses reported that the senior nurses would refuse to communicate with them and failed to support them appropriately.

We reported the uncivil behavior to the supervisor and stated how the behavior made us feel demeaned and frustrated. The supervisor arranged the meeting and invited the three senior nurses, and we calmly expressed our issues and how their behavior had affected us. The supervisor allowed them to air their concerns to ensure they were also heard. She then explained to all of us that incivility was not tolerated. The supervisor mediated the conversation between the senior and new grad nurses, and we resolved the matter. She also gave a verbal warning to the senior nurses and mentioned that such behavior would result in consequences in the future.

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/10.1177/2165079918771

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23.

Kisner, T. (2018). Addressing workplace incivility. Nursing2020 Critical Care, 13(6), 24-29. https://doi.org/ 10.1097/01.CCN.0000546311.07792.74

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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.