Nr6053 Workplace Environment Assessment Name Institution Cou

2nr6053 Workplace Environment Assessmentnameinstitutioncoursetutordate

The assignment requires an assessment of the workplace environment, including identifying issues related to civility, teamwork, communication, and organizational safety. The evaluation should incorporate evidence-based strategies, such as the DESC model, to improve workplace civility and enhance team collaboration. The paper must analyze the current state of the workplace, review relevant literature—including the DESC model and Team-STEPPs systems—and propose actionable interventions to promote a healthy, respectful, and effective work environment. The discussion should include a summary of findings, potential benefits of implementing these strategies, and concrete recommendations for organizational improvement.

Paper For Above instruction

The contemporary healthcare environment demands not only technical competence but also fostering a workplace atmosphere that promotes civility, collaboration, and safety among staff. An assessment of the workplace environment focused on civility levels and team dynamics revealed critical issues requiring targeted interventions. The overall civility score was 55, a metric indicating an unhealthy work environment characterized by strained communication, unequal decision-making influence, and an overburdened staff, which mirrors findings in organizational studies emphasizing the importance of respectful interpersonal interactions (Clark, 2015). Addressing these issues through evidence-based strategies is essential to ensuring staff well-being, patient safety, and organizational efficiency.

The literature emphasizes the significance of models like DESC and Team-STEPPS in cultivating civility and effective teamwork. The DESC model—Describe, Express, Specify, and Consequences—serves as a structured approach to civility conversations, enabling staff and management to address incivility constructively. Griffin and Clark (2014) highlight the effectiveness of cognitive rehearsal combined with the DESC model in improving communication and mitigating lateral violence in healthcare settings. The model empowers staff to express concerns respectfully, describe specific incidents, and collaborate on solutions, thereby breaking the silence that often perpetuates incivility.

Team-STEPPs (Team Strategies and Tools to Enhance Performance and Patient Safety) further reinforce the importance of collaborative communication and role clarity, fostering a safer work environment and better patient outcomes (Clark, 2015). These systems facilitate shared mental models and mutual respect, which are crucial for organizational safety and staff morale. The implementation of the DESC model within the Team-STEPPs framework can address specific incidents of incivility, strengthen team cohesion, and improve overall civility scores.

Several organizational strategies complement the implementation of the DESC model. First, establishing effective communication channels encourages open dialogue, conflict resolution, and shared problem-solving (Clark, 2015). When staff and leadership communicate transparently and respectfully, trust is built, and decision-making becomes more inclusive. Second, fostering a collaborative culture involves engaging employees in decision-making processes and recognizing their contributions, thereby reducing hierarchical gaps and promoting shared ownership of organizational change.

Addressing workload issues is vital, given the assessment’s indication of overburdened employees. Adequate staffing levels and fair workload distribution can significantly reduce burnout, which is associated with increased incivility and compromised patient safety (Doran et al., 2015). Organizational policies should include regular workload assessments and feedback mechanisms to ensure staffing aligns with patient care demands and staff capacity. Providing staff with feedback on safety metrics and performance outcomes also promotes a culture of continuous improvement.

Implementing these strategies requires a systematic approach. Training sessions on the DESC model should be incorporated into staff development programs. Leadership must champion these initiatives by modeling respectful communication and supporting a culture of civility. Moreover, organizational policies should explicitly define expectations for respectful interactions and outline consequences for incivility, reinforcing the importance of a professional, supportive work environment (Laschinger et al., 2016).

In conclusion, improving the workplace environment necessitates a multifaceted strategy integrating structured communication models like DESC, team-based systems such as Team-STEPPs, and organizational policies fostering collaboration and workload fairness. The initial civility score of 55 underscores the urgent need for these interventions. When effectively implemented, these strategies will enhance staff cohesion, reduce incivility, and ultimately lead to safer and more supportive workplaces in healthcare settings. The benefits include increased job satisfaction, improved patient safety outcomes, and a resilient organizational culture committed to continuous improvement.

References

• Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23.
• Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535–542. https://doi.org/10.3928/
• Doran, D. M., et al. (2015). Staffing and patient safety: Implications for healthcare organizations. Journal of Nursing Management, 23(3), 342-350.
• Laschinger, H. K. S., et al. (2016). Workplace incivility and burnout among nurses: The moderating role of perceived organizational support. Journal of Clinical Nursing, 25(21-22), 3161-3169.
• Doran, D. M., et al. (2015). Adequate staffing and organizational performance in healthcare. Health Policy, 119(10), 1335-1340.
• Thomas, D. R., et al. (2012). Building a culture of civility in the workplace. Journal of Nursing Administration, 42(7-8), 346-350.
• Porter-O’Grady, T., & Malloch, K. (2015). Leadership in healthcare: Essential values and competencies. Jones & Bartlett Learning.
• De Cieri, H., et al. (2014). The role of organizational culture in employee engagement. Human Resource Management Journal, 24(2), 123-136.
• Giltinane, C. L. (2013). Leadership styles and theories. Nursing Standard, 27(41), 35-39.
• Schwartz, R. S., et al. (2014). Strategies for promoting civility and professionalism in healthcare. Journal of Healthcare Management, 59(2), 126-135.