Workplace Environment Assessment

Workplace Environment Assessment

Running head: MY WORK ENVIRONMENT ASSESSMENT 1
 
MY WORK ENVIRONMENT ASSESSMENT 2
 
POST 1
 
Why workplace is or is not civil
Determining the civility of a workplace is something that I have not considered doing before this assignment. After completing the Clark healthy workplace inventory, I found that my workplace is moderately healthy, scoring 71 (Clark, 2015).  While completing the assessment, I found myself thinking extremely hard on the questions. I often had to think about how the questions have affected me personally, the unit, then the organization. Based on the assessment, I will say that the workplace is both civil and not civil. Clark (2015) explained that for a workplace to be considered healthy, it must have skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership according to the American association of critical nurses (p.2). Based on this, I think my unit specifically needs to work on all of them but mainly on skilled communication.
Incivility in the workplace and how was this addressed 
Since working on the unit, I have found that leadership finds it extremely hard to address issues. For example, when a nurse is late multiple times to work, they won’t address the issue, yet expect the charge nurses to address it. Although this seems to a great way of approaching the issue, it becomes hard when they feel like they are not supported. There have been multiple complaints to leadership about lateness, but this seems to be an ongoing issue because it hasn’t been addressed by the manager. Instead, act like it does not exist especially when they are friends with the individual. It is important for leaders to be transparent with staff and to treat them equally. By not addressing issues at the workplace can negatively impact employee physical and mental health, job satisfaction, productivity, and commitment to the work environment (Clark,2013).
To address this, I spoke with the manager expressing my concerns with another staff. I explained that it was unfair to hold others accountable and everyone needed to be treated equally despite the length of time you have known them personally. Although this issue was talked about with leadership, it is still present as I have observed people coming to work 15 minutes and later without any consequences. Due to the inability to approach staff and address issues, many have stopped approaching leadership whenever there is a concern due to thinking that it won’t be addressed. Since this issue is ongoing and haven’t been resolved, Griffin and Clark (2014) suggest cognitive rehearsal in addressing incivility and bullying behaviors as it has been proven to be an effective way to control the work environment.
 
References
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. (2013). Creating and sustaining civility in nursing education. (2nd ed.).  Indianapolis, IN: Sigma Theta Tau International.
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
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. Journal of Continuing Education in Nursing, 45(12), 535–542.
 
 
 
POST 2
 
Pauline Kiragu 
RE: Discussion – Week 7
COLLAPSE
Top of Form
Workplace Environment Assessment
The results of my work environment showed an incivility score of 54. According to Clark, 2015, this means that it’s an unhealthy organization and hence very uncivil.
I was surprised that I have not paid enough attention to some very important details about my organization. For example, the issue of workload in our organization has been a great deal of a problem, the ratio of nurses to patient has always been very high due to lack of enough nurses to work; this has been a great challenge.
Comprehensive mentoring program for all employees also lacks in our organization. The lowest score was communication at all levels of the organization. Effective communication in health care is a mainstay of patient safety and staff perception of a healthy work environment. (Jones et al., 2019). Communication in our organization is not utilized well, for example, the chain of command is not effectively followed due to disorganized problem-solving techniques. A lack of skilled communication in healthcare settings has been shown to negatively affect patient safety and quality. (Jones et al., 2019)
A healthy work environment has been described as a workplace that is positive, supportive, safe, collaborative, empowering, motivational, collegial, professional, respectful, caring, and satisfying. (Saunders et al., 2021). One idea I believed before conducting this assessment and was confirmed is the opportunities for promotion and career advancement. In our organization, chances of getting promoted are very low because of the slow progress in the growth of the organization and high turn over rate of employees. Meaningful recognition promotes job satisfaction/retention, personal psychological well-being, and less job stress, which all contribute to establishing a healthy work environment. (Saunders et al., 2021).
I experienced incivility in my workplace two weeks ago when I complained of the work overload to my supervisor. We were short two nurses in the unit and that affected the nurse to patient ratio. The supervisor only stated that she will communicate with the manager, but she did not get any help for me. I was forced to work with alot of patients which was not safe for me or the patients. I ended up contacting the manager about the issue. I am still waiting to hear the feedback.
The positive results of authentic leadership are optimism, trust, work satisfaction, engagement, low turnover, and creativity. (Saunders et al., 2021). I hope to implement this lesson to my organization if at all I ever get a chance to.
 
References
 
 
Jones, L., Cline, G. J., Battick, K., Burger, K. J., & Amankwah, E. K. (2019). Communication Under Pressure: A Quasi-Experimental Study to Assess the Impact of a Structured Curriculum on Skilled Communication to Promote a Healthy Work Environment. Journal for Nurses in Professional Development35(5), 248–254.
Saunders, J., Sridaromont, K., & Gallegos, B. (2021). Steps to Establish a Healthy Work Environment in an Academic Nursing Setting. Nurse Educator46(1), 2–4.
M.Clark, C. (2015). Conversations to inspire and promote a more civil workplace . Retrieved from  https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
 
Bottom of Form
 

Running head: MY WORK ENVIRONMENT ASSESSMENT
 
1
 
 
 
 
 
P
O
S
T
 
1
 
 
Why
 
workplace
 
is
 
or
 
is
 
not
 
civi
l
 
Determining
 
the
 
civility
 
of
 
a
 
workplace
 
is
 
something
 
that
 
I
 
have
 
not
 
considered
 
doing
 
before
 
this
 
assignment.
 
After
 
completing
 
the
 
Clark
 
healthy
 
workplace
 
inventory,
 
I
 
found
 
that
 
my
 
workplace
 
is
 
moderately
 
healthy,
 
scoring
 
7
1
 
(Clark,
 
2015).
 
 
While
 
completi
ng
 
the
 
assessment,
 
I
 
found
 
myself
 
thinking
 
extremely
 
hard
 
on
 
the
 
questions.
 
I
 
often
 
had
 
to
 
think
 
about
 
how
 
the
 
questions
 
have
 
affected
 
me
 
personally,
 
the
 
unit,
 
then
 
the
 
organization.
 
Based
 
on
 
the
 
assessment,
 
I
 
will
 
say
 
that
 
the
 
workplace
 
is
 
both
 
civil
 
and
 
not
 
civil.
 
Clark
 
(2015)
 
explained
 
that
 
for
 
a
 
workplace
 
to
 
be
 
considered
 
healthy,
 
it
 
must
 
have
 
skilled
 
communication,
 
true
 
collaboration,
 
effective
 
decision
 
making,
 
appropriate
 
staffing,
 
meaningful
 
recognition,
 
and
 
authentic
 
leadership
 
according
 
to
 
the
 
Amer
ican
 
association
 
of
 
critical
 
nurse
s
 
(p.2).
 
Based
 
on
 
this,
 
I
 
think
 
my
 
unit
 
specifically
 
needs
 
to
 
work
 
on
 
all
 
of
 
them
 
but
 
mainly
 
on
 
skilled
 
communication
.
 
Incivility
 
in
 
the
 
workplace
 
and
 
how
 
was
 
this
 
addresse
d
 
 
Since
 
working
 
on
 
the
 
unit,
 
I
 
have
 
found
 
that
 
le
adership
 
finds
 
it
 
extremely
 
hard
 
to
 
address
 
issues.
 
For
 
example,
 
when
 
a
 
nurse
 
is
 
late
 
multiple
 
times
 
to
 
work,
 
they
 
won’t
 
address
 
the
 
issue,
 
yet
 
expect
 
the
 
charge
 
nurses
 
to
 
address
 
it.
 
Although
 
this
 
seems
 
to
 
a
 
great
 
way
 
of
 
approaching
 
the
 
issue,
 
it
 
becomes
 
hard
 
when
 
they
 
feel
 
like
 
they
 
are
 
not
 
supported.
 
There
 
have
 
been
 
multiple
 
complaints
 
to
 
leadership
 
about
 
lateness,
 
but
 
this
 
seems
 
to
 
be
 
an
 
ongoing
 
issue
 
because
 
it
 
hasn’t
 
been
 
addressed
 
by
 
the
 
manager.
 
Instead,
 
act
 
like
 
it
 
does
 
not
 
exist
 
especially
 
when
 
th
ey
 
are
 
friends
 
with
 
the
 
individual.
 
It
 
is
 
important
 
for
 
leaders
 
to
 
be
 
transparent
 
with
 
staff
 
and
 
to
 
treat
 
them
 
equally.
 
By
 
not
 
addressing
 
issues
 
at
 
the
 
workplace
 
can
 
negatively
 
impact
 
employee
 
physical
 
and
 
mental
 
health,
 
job
 
satisfaction,
 
productivity,
 
and
 
commitment
 
to
 
the
 
work
 
environment
 
(
Clark,2013)
.
 
To
 
address
 
this,
 
I
 
spoke
 
with
 
the
 
manager
 
expressing
 
my
 
concerns
 
with
 
another
 
staff.
 
I
 
explained
 
that
 
it
 
was
 
unfair
 
to
 
hold
 
others
 
accountable
 
and
 
everyone
 
needed
 
to
 
be
 
treated
 
equally

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