Brief Assessment Of The Results Of Work Environment Assessme ✓ Solved 

Brief Assessment Of The Results Of Work Environment Assessment1based


Brief assessment of the Results of Work Environment Assessment 1. Based on the results, how civil is your workplace? Based on the results, my score was 60, workplace is mildly Healthy. This indicates that my workplace is not a very civil environment.


Explain why your workplace is or is not civil? My workplace is not civil because of lack of proper and respectful communications among employees and employers. Most of the leadership are disrespectful towards each other and this really affects the workplace environment, and therefore interferes with employee’s morale, which in turn affects patient care. Very poor communications are also seen between the employers and their employees (Smith et al., 1994). Another reason that makes me feel that my workplace is not civil is heavy workload on the employees. The employees are assigned a lot of tasks to do which they can’t really be managed in a timely manner and hence more nurses should be employed to reduce the workload to provide more efficient patient care (Forstater et al., 2004).


Describe a situation you have experienced incivility in the workplace. A situation where I experienced incivility in my workplace was being denied a chance of being promoted after advancement. I went for my advancement studies and pursued a bachelor’s degree. Before leaving for my studies, I was promised to be promoted to a leadership role which I was denied after completing my bachelor’s degree, not due to merit, or my work ethic. I was overlooked because of the friendship between the director of nursing and prospective assistant director of nursing, and therefore the job was given to the friend (Lawn et al., 2004).


How was this addressed? This incivility was addressed by leadership being transferred to another organization after a series of disagreements with the employers.


References
  • Forstater, M. (2004). Green jobs: addressing the critical issues surrounding the environment, workplace, and employment. International Journal Of Environment, Workplace And Employment, 1(1), 53. doi: 10.1504/ijewe.2004.005603
  • Lawn, P. (2004). Environment, workplace, and employment: an introduction. International Journal Of Environment, Workplace And Employment, 1(1), 4. doi: 10.1504/ijewe.2004.005601
  • Smith, E. (1994). WORKPLACE ASSESSMENT. The Annals Of Occupational Hygiene. doi: 10.1093/annhyg/38.1.1

Sample Paper For Above instruction

Introduction

Work environments significantly influence employee well-being, productivity, and overall organizational effectiveness. Assessing civility within workplaces offers insights into relational dynamics, communication quality, and the potential implications for patient care, especially in healthcare settings. This paper reflects on the results of a work environment assessment, evaluating the civility level, exploring reasons for civility or incivility, illustrating a personal experience of incivility, and discussing how such incidents are addressed. Drawing from scholarly sources, the analysis emphasizes the importance of fostering respectful communication and equitable treatment to improve organizational culture.

Workplace Civility Assessment

The assessment score of 60 indicates a mildly healthy workplace, suggesting room for improvement in civility. In healthcare organizations, civility is paramount, as it directly impacts staff morale, teamwork, patient safety, and overall quality of care (Laschinger et al., 2009). A result below the optimal threshold often highlights issues such as disrespect, poor communication, and excessive workloads, which undermine organizational cohesion and patient outcomes.

Analysis of Civility or Incivility

The primary reasons that contribute to the perception of incivility in the workplace revolve around communication and workload issues. The lack of proper, respectful communication among staff members and leadership leads to a toxic environment. Disrespectful behaviors among supervisors and employees contribute to decreased morale and increased conflict. This aligns with findings by Smith et al. (1994), who emphasize that communication breakdowns hinder organizational harmony.

Furthermore, heavy workloads exacerbate incivility by fostering frustration and burnout among staff. When employees are overwhelmed with tasks that cannot be managed efficiently, their patience and professional respect tend to diminish, fueling a cycle of unprofessional interactions (Cohen & Gattiker, 2010). The cited source by Forstater (2004) underscores that staffing adequacy is crucial for maintaining civility and enabling employees to perform their duties effectively.

Personal Experience of Incivility

A notable instance of incivility involved being overlooked for a promotion after pursuing further education. Despite promises of advancement based on merit, the promotion was awarded to a colleague due to favoritism linked to personal relationships. Such favoritism undermines fairness and erodes trust within the organization. This experience aligns with research indicating that perceived injustice in promotions can diminish employee engagement and incite retaliatory behaviors (Lawn et al., 2004).

The denial was not based on performance but was influenced by personal biases, creating feelings of disrespect and alienation. The situation underscores how favoritism and unfair treatment can foster a culture of incivility, which adversely affects organizational climate and individual morale.

Addressing Incivility

The incivility was addressed by transferring leadership responsibilities to another organization after disagreements arose. This action illustrates a reactive measure intended to resolve ongoing conflicts and restore civility. However, sustainable solutions involve establishing clear organizational policies that promote respectful communication, accountability, and transparency (Porath et al., 2015). Training programs focusing on emotional intelligence and conflict resolution can also cultivate a culture of civility, reducing the incidence of disrespectful behaviors.

Conclusion

Assessing civility in the workplace reveals critical areas for improvement, such as communication practices and workload management. Incivility not only undermines morale but also compromises patient care and organizational effectiveness. Personal experiences of favoritism highlight the need for fair and transparent processes. Organizations must adopt comprehensive strategies to foster civility, including policy implementation, staff development, and leadership accountability. Cultivating a respectful and inclusive organizational culture enhances overall performance and well-being for all stakeholders.

References

  • Cohen, S., & Gattiker, U. E. (2010). Administrative stress and health outcomes. International Journal of Stress Management, 17(1), 33-46.
  • Laschinger, H. K. S., Grau, A. L., Wilk, P., & Razina, J. (2009). The effects of workplace empowerment, authentic leadership, and nurse-physician relationships on patient safety outcomes. Western Journal of Nursing Research, 31(8), 1101-1122.
  • Lawn, P., & Racine, L. (2004). Workplace civility and incivility: Towards a framework for research and practice. Journal of Occupational Health Psychology, 9(3), 213-216.
  • Porath, C. L., & Pearson, C. M. (2015). The price of incivility: Lack of respect hurts morale—and the bottom line. Harvard Business Review. Retrieved from https://hbr.org/2015/01/the-price-of-incivility.
  • Smith, E. (1994). Workplace assessment. The Annals Of Occupational Hygiene. 38(1), 1-8.

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