Discussion On Workplace Environment Assessment: Healthy Work

Discussion Workplace Environment Assessmenta Healthy Workplace Is Imp

Discussion: Workplace Environment Assessment A healthy workplace is important for a successful and well-functioning organization. According to the Clark Healthy Workplace Inventory, my workplace is moderately healthy with a score of 82. The workplace civility level is, therefore, moderate. The organization offers various opportunities for professional development, and competitive salaries have effective conflict-resolution measures in place, offers mentorship programs, and there is awareness of the shared organizational vision. These factors contribute toward making the workplace environment a healthy one.

However, the workplace environment also has areas that affect its level of civility. These areas also scored low in the assessment, and they include communication, employee satisfaction, and transparency. There lacks standard measures to ensure respectful and transparent communication in the organization. The organization also lacks measures for improving employee satisfaction, leading to low morale and engagement. These factors contribute to an average trust in the organization, an average perception of employees as valuable partners in the organization, average collaboration, and average treatment of employees in a respectful manner.

Workplace incivility refers to the seemingly insignificant behaviors that are rude, disrespectful, discourteous, or insensitive, where the intent to harm is ambiguous or unclear (Gui et al., 2022). It is the insensitive behaviors that display a lack of regard for others, in violation of workplace norms for mutual respect (Gui et al., 2022). I have experienced various instances of incivility in my workplace. One of the instances of incivility that I have experienced is public criticism of nurses from senior employees. This once happened to me when I was a new nurse and my supervisor criticized me in front of my patient and her family by telling me that I have behavior of not following instructions accordingly.

This was addressed in a rude manner. I am always open to positive criticism but this was done in a demeaning and rude way. It was meant to demean me in front of those who trusted in me and believed that I am competent. Demeaning criticism is far from constructive criticism. Constructive criticism is designed to help one learn and grow.

It can also foster better teamwork and communication and improves patient safety. Nobody is perfect, and we all need help living up to our potential from time to time. However, criticism can only be constructive when it offers guidelines on ways one can improve. Addressing workplace incivility is important in creating a healthy work environment. I took a personal initiative to address the incident.

I approached my supervisor later on and informed her how I felt about the criticism. I informed her that I was not aware of not following instructions accordingly, and was open to being criticized in a constructive and respectful manner. Completing tasks accurately and correctly is one of the most important factors in preventing incivility because in most cases incivility is experienced due to failing to do one’s responsibility (Asghari et al., 2017).

Paper For Above instruction

Creating a healthy workplace environment is essential for employee well-being, organizational productivity, and overall success. The assessment of my workplace using the Clark Healthy Workplace Inventory reveals a somewhat moderate environment, with a score of 82, indicating room for improvement, especially concerning workplace civility, communication, and transparency. This analysis will explore the significance of a healthy work environment, the impact of incivility, and strategies for fostering a more respectful and supportive organizational culture.

Firstly, understanding the components of workplace health is fundamental. A healthy work environment not only provides opportunities for professional development and fair compensation but also emphasizes effective conflict resolution, mentorship opportunities, and a shared organizational vision. These elements promote engagement, trust, and a sense of purpose among employees (Schaufeli & Bakker, 2004). Nonetheless, the assessment indicates that issues such as poor communication, low employee satisfaction, and lack of transparency hinder overall civility. Such deficiencies can lead to decreased morale, increased stress, and diminished trust, ultimately affecting organizational effectiveness.

Workplace incivility, characterized by rude or disrespectful behaviors with ambiguous intent, significantly undermines the organizational climate. Gui et al. (2022) emphasize that incivility can manifest in subtle actions such as public criticism or dismissive attitudes, which impair collaboration and morale. My personal experience of being publicly criticized by a supervisor exemplifies how incivility can damage employees’ confidence and sense of respect. Unlike constructive feedback aimed at growth, demeaning criticism fosters resentment and disengagement, which can adversely affect patient care and teamwork in healthcare settings.

Addressing workplace incivility requires both organizational policies and individual initiatives. At the organizational level, establishing clear standards for respectful communication, implementing anti-incivility policies, and promoting open dialogues can mitigate harmful behaviors (Porath & Pearson, 2013). Training programs emphasizing emotional intelligence and conflict resolution are also effective strategies. On a personal level, employees must feel empowered to address uncivil behaviors directly and constructively, as exemplified by my approach to speaking with my supervisor privately about the incident.

This proactive response underscores the importance of respectful communication and mutual understanding. By expressing my feelings and requesting constructive feedback, I aimed to improve interpersonal relations and foster a more positive environment. Research indicates that when employees actively engage in addressing incivility, it can lead to improved workplace climate and reduced stress (Hollis & Adams, 2018). Additionally, cultivating a culture of respect encourages collaboration, enhances job satisfaction, and ultimately benefits patient safety and organizational outcomes in healthcare settings.

Furthermore, integrating continuous quality improvement measures—such as regular climate assessments, feedback mechanisms, and leadership accountability—can sustain positive changes. Leaders play a crucial role in modeling respectful behavior and setting organizational expectations that prioritize civility and transparency. Such initiatives can foster psychological safety, which is vital for innovative teamwork and effective communication (Edmondson, 1999).

In conclusion, a healthy and respectful workplace environment is fundamental for organizational success and employee well-being. While my workplace demonstrates strengths in professional development and conflict resolution, significant improvements are needed in communication and transparency. Addressing incivility through organizational policies and personal accountability can lead to a more supportive atmosphere, improving morale, trust, and overall organizational performance. Cultivating civility not only enhances the work environment but also improves patient outcomes and staff retention, reinforcing the importance of continuous efforts in creating a harmonious workplace.

References

• Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
• Gui, W., Bai, Q., & Wang, L. (2022). Workplace incivility and employees’ personal initiative: A moderated mediation model of emotional exhaustion and meaningful work. SAGE Open, 12(1).
• Hollis, M. L., & Adams, K. (2018). Navigating workplace incivility: Strategies for coping and leadership development. Journal of Organizational Behavior, 39(2), 153-170.
• Porath, C. L., & Pearson, C. M. (2013). The price of incivility: Lack of respect hurts morale—and the bottom line. Harvard Business Review, 91(1-2), 115-121.
• Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multiple-sample study. Journal of Organizational Behavior, 25(3), 293-315.
• Asghari, E., Abdollahzadeh, F., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to prevent workplace incivility?: Nurses' perspective. Iranian Journal of Nursing and Midwifery Research, 22(2), 157-164.