Workplace Environment Assessment Paper
Workplace Environment Assessment Paper
Healthcare providers should work in healthy environments to deliver timely and quality care. They should be supported when needy and issues affecting patient safety addressed comprehensively. However, workplace incivility hampers the achievement of this critical goal by adversely affecting how healthcare staff relates. Workplace incivility is widespread in the nursing profession, and healthcare organizations should assess its extent and respond appropriately. The purpose of this paper is to describe the results of my workplace assessment, analyzes a relevant concept presented in an article, and recommends strategies for creating high-performance interprofessional teams.
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Part 1: Work Environment Assessment
Healthcare facilities have people differing in mindsets, goals, and approaches to everyday work. Independently or jointly, these factors affect how employees perceive their colleagues, work, and the workplace, which further affects civility as employees work together and interact. A workplace assessment score indicates the civility level and can be used as the basis for decision-making. Overall, my facility scored 70, ranking at mildly healthy. The score suggests that many issues need to be addressed to ensure that the organization is more civil and healthy for interprofessional collaboration and patient safety. The score is not encouraging for a facility that has served the populace for a long time and with leaders who adequately understand the implications of incivility on patient care.
A workplace assessment can be surprising depending on the results versus expectations. One aspect that surprised me from the results is the ranking. I expected a higher score since I thought it was a better workplace than where I worked before. However, I think I perceived it differently since I could ignore most workplace dramas and go home after completing my job. The other thing that surprised me was the contribution of leadership towards incivility. Often, leaders should be solving incivility and not causing it. Generally, it is challenging to cope with incivility when leaders are part of the problem. Communication problems emerged as a major issue causing incivility. Besides the lack of promotion and career advancement opportunities, I expected communication to be an area of poor performance, as the assessment revealed.
Regarding what the assessment results suggest about the health and civility of the workplace, two things are evident. Firstly, the facility can pose a significant risk to patient care if the current issues are not addressed timely and adequately. A score of 70 depicts a mildly civil workplace, implying that everyday processes can be executed as scheduled, but there is a high chance for employee-related workplace problems. Secondly, the score reveals that essential elements that characterize a healthy and civil workplace, such as interprofessional collaboration, cannot thrive as deserved. As a result, evidence-based interventions are needed to improve the situation.
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Part 2: Reviewing the Literature
Current and past literature provides a detailed analysis of workplace incivility and relevant concepts. Clark (2015) provided the most relevant concept about workplace incivility from the articles I selected. The article’s primary emphasis is empowering nurses to speak up, particularly regarding patient issues. According to Clark (2015), organizational leaders and managers must create an environment where nurses are free to speak up. In this case, the issues they raise must be taken seriously and addressed appropriately besides empowering nurses to learn and practice skills to address uncivil behaviors.
Empowerment relates to my Work Environment Assessment results since lack of empowerment is a leading cause of incivility. The score (70) could have been higher if nurses were empowered to speak freely about patient safety. In my workplace, the management overlooks the need for appointed charge nurses to coordinate and address patient concerns. Besides, the upper management makes communication even more difficult because we are required to write emails for the issues to be examined during the monthly meetings. Given this, the probability of delays or issues not being addressed at all is high. Such an approach to solving workplace problems makes nurses feel unsupported, discouraging them from identifying and reporting issues. It further hampers the employee-management connection, implying that the incivility level will increase over time.
The organization can apply the concept of an empowered workforce to improve its health and create stronger teams. According to Clark (2015), an empowered workforce has adequate skills to cope with uncivil encounters besides speaking up when patient issues emerge. I speak up when necessary about patient issues, but the concerns are usually overlooked unless more staff members bring them up during meetings. Such treatment makes nurses feel undermined and discouraged to commit to working tirelessly to deliver quality care. As a result, the management must involve the nursing staff more in solving current and emerging problems besides ensuring that employees are adequately skilled to cope with uncivil encounters.
Part 3: Creating High-Performance Teams
Healthcare teams’ performance depends on how they relate and their relationship with the management. The Work Environment Assessment revealed communication barriers and inadequate support from leaders to empower the nursing staff to cope with uncivil behaviors. The management should adopt the open door policy, which encourages open communication and discussion about a workplace problem (Kalagi et al., 2018). Such a policy would be instrumental in encouraging management-employee collaboration in solving current problems. Employees’ skills to handle incivility can be improved by civility education (Alexander, 2020). Therefore, employees should learn how to work together and solve issues without necessarily involving the management.
Besides the communication and interprofessional collaboration challenges, some successful practices emerged in the Work Environment Assessment and should be bolstered. Such practices include the availability of a platform to report issues and management’s commitment to discussing issues and solving them via alternative strategies. Kabat-Farr and Labelle-Deraspe (2021) suggested that workplace incivility can be prevented by ensuring that employees have adequate platforms to communicate their problems. However, alternatives to emails are crucial to promote instant communication. The management should also meet often to discuss and address issues instantly. Outcomes can be further improved by ensuring that employees are actively involved in all processes.
Workplace incivility affects patient care adversely and should be avoided by all means possible. As a result, organizations should be committed to addressing workplace incivility and ensure that employees are empowered to identify and address uncivil behaviors. The Work Environment Assessment is a valuable tool for assessing the incivility level in an organization. My workplace is mildly civil, implying that some issues such as communication problems should be addressed to make it healthier for quality patient care delivery.
Alexander, N. K. (2020). Civility in the classroom and clinical setting. Nurse Educator, 45(3), 138. https://doi.org/10.1097/NNE.0000000000000752
Clark, C. M. (2015).Conversations to inspire and promote a more civil workplace.American Nurse Today, 10(11), 18–23. https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Kabatt-Farr, D., & Labelle-Deraspe.(2021). 5 ways to reduce rudeness in the remote workplace. Harvard Business Review. https://hbr.org/2021/08/5-ways-to-reduce-rudeness-in-the-remote-workplace
Kalagi, J., Otte, I., Vollmann, J., Juckel, G., & Gather, J. (2018). Requirements for the implementation of open door policies in acute psychiatry from a mental health professionals’ and patients’ view: A qualitative interview study. BMC Psychiatry, 18(1), 304. https://doi.org/10.1186/s12888-018-1866-9
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Assignment: Workplace Environment Assessment
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 moduleâ€™s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this 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.
â€¢ Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
â€¢ Review the Work Environment Assessment Template.
â€¢ Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
â€¢ Select and review one or more of the following articles found in the Resources:
o Clark, Olender, Cardoni, and Kenski (2011)
o Clark (2018)
o Clark (2015)
o Griffin and Clark (2014)
The Assignment (3pg):
Part 1: Work Environment Assessment (1 page)
â€¢ Review the Work Environment Assessment Template you completed for this Moduleâ€™s Discussion.
â€¢ Describe the results of the Work Environment Assessment you completed on your workplace.
â€¢ Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
â€¢ Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1 page)
â€¢ Briefly describe the theory or concept presented in the article(s) you selected.
â€¢ Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
â€¢ 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 page)
â€¢ Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
â€¢ Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
will upload discussion with work environment assessment please add or take away what needs to be, thank you 🙂