QSO 321 Module Three Assignment Template Complete

Qso 321 Module Three Assignment Templatecomplete This Template By Repl

This assignment involves completing a template by replacing bracketed text with relevant information, focusing on internal and external stakeholders, their roles, responsibilities, and influence within an organization. It also includes a workplace environment assessment, discussing civility, incivility, and strategies to improve workplace health and civility, supported by scholarly references.

Paper For Above instruction

The concept of stakeholder analysis is fundamental in understanding the dynamics within an organization and how various parties influence its operations and culture. Stakeholders are individuals or groups that have an interest or stake in the organization's success and functioning. They can be internal, such as employees and management, or external, such as suppliers, customers, and regulatory bodies. Understanding their roles, responsibilities, and influence helps in aligning organizational strategies with stakeholder expectations, especially in fostering a healthy and civil workplace environment.

Internal Stakeholders: Roles, Responsibilities, and Influence

At the core of any organization lie its internal stakeholders, primarily including top management and employees. The CEO, as an internal stakeholder, provides the vision and strategic direction of the organization. They are responsible for making high-level decisions that shape the company's future and influence various organizational initiatives related to revenue, costs, and resource allocation. The CEO's influence extends internally by setting organizational values, goals, and fostering an environment conducive to employee engagement and ethical practices.

Management and staff also play crucial roles in maintaining a civil workplace. Managers are responsible for implementing policies, addressing workplace issues, and ensuring that communication remains skillful and respectful. Employees, meanwhile, contribute to the organizational culture and influence civility through daily interactions. The internal stakeholders collectively influence the organization's commitment to sustainability, social responsibility, and the Triple Bottom Line (TBL), which assesses economic, social, and environmental impacts. For example, a manager's commitment to fair treatment and transparent communication can promote a positive work environment, ultimately enhancing staff morale and productivity.

Leaders also hold significant influence over organizational change initiatives aimed at improving civility and staff well-being. They can approve policies that foster respect, collaboration, and authentic leadership, leading to a more engaged and healthy workforce. Thus, internal stakeholders are essential in shaping an organization's culture and maintaining civility through their roles and influence.

External Stakeholders: Roles, Responsibilities, and Influence

External stakeholders include customers, suppliers, regulatory agencies, community members, and others outside the organization. Their roles vary from providing resources and services to regulating and assessing organizational compliance with standards and laws. For instance, customers influence organizational reputation and demand for ethical practices, while regulatory bodies enforce compliance and social responsibility standards.

The responsibilities of external stakeholders involve ensuring that the organization adheres to legal and ethical norms. Suppliers are responsible for providing quality resources, and community members expect organizations to act responsibly and sustainably. These external parties influence the organization by setting expectations for corporate social responsibility, environmental stewardship, and stakeholder rights. For example, consumer feedback and community activism can pressure organizations to adopt more sustainable and ethical practices, thereby shaping the organization’s policies and culture.

External stakeholders influence organizational strategy and reputation significantly. Their perceptions and actions can affect market position, profitability, and social license to operate. Recognizing and engaging with external stakeholders enables organizations to align their goals with societal expectations, fostering a culture of civility and social responsibility.

Workplace Environment Assessment and Civility

Assessing workplace civility is crucial in understanding how organizational culture impacts employee well-being and performance. Based on recent assessment scores and personal observations, the workplace can be viewed both as civil and uncivil. A workplace is considered healthy when it exhibits skilled communication, collaboration, effective decision-making, meaningful recognition, and authentic leadership, as defined by Clark (2015). The assessment of my current work environment scored 71, indicating moderate health but revealing specific areas needing improvement, particularly in skilled communication.

Workplace incivility manifests when issues such as lateness or workload overload are ignored or inadequately addressed. For example, in my unit, repeated lateness by staff has not been effectively managed, often due to leadership’s reluctance to confront the issue directly or inconsistently applying consequences. This practice fosters an environment where staff feel unsupported and hesitant to report concerns, leading to a decline in organizational civility and increased stress among employees. According to Clark (2013), failure to address incivility can adversely affect employees’ mental and physical health, job satisfaction, productivity, and commitment.

To address these challenges, I initiated a conversation with the manager, expressing concerns about unfair treatment and the need for consistent enforcement of policies. However, because issues remain unresolved, many staff have become disengaged from leadership, feeling that their concerns will not be addressed. Griffin and Clark (2014) suggest using cognitive rehearsal techniques as an effective strategy for managing incivility and lateral hostility in the workplace, emphasizing the importance of proactive communication, role playing, and behavioral management to foster civility.

Similarly, in a different organizational context, workplace assessments revealed significant issues related to workload, communication, and recognition. For instance, high nurse-to-patient ratios and lack of career advancement opportunities contribute to an environment of dissatisfaction and incivility. Jones et al. (2019) highlight that effective communication is vital for patient safety and staff well-being, and its absence can exacerbate workplace stress. Building a positive environment requires intentional leadership efforts to promote authentic leadership qualities such as transparency, trust, and recognition, which are associated with higher job satisfaction, engagement, and lower turnover (Saunders et al., 2021).

Implementing structured interventions that foster open communication, consistent conflict resolution, and recognition can gradually enhance civility in the workplace. Leadership training, mentoring, and policies promoting inclusivity and civility are crucial strategies. For example, mentorship programs can motivate staff, develop skills, and create a sense of professional growth and respect, thereby transforming the organizational culture into a healthier, more civil environment.

In conclusion, workplace civility significantly impacts organizational health, staff well-being, and overall performance. Stakeholder engagement, transparent communication, and proactive management of incivility are essential components of a culture that values respect and collaboration. Addressing issues such as workload, communication gaps, and recognition deficits, supported by scholarly research and best practices, can foster a sustainable, positive organizational environment conducive to productivity and employee satisfaction.

References

• Clark, C. M. (2013). Creating and sustaining civility in nursing education. Sigma Theta Tau International.
• Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23.
• 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 Development, 35(5), 248–254.
• 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.
• Saunders, J., Sridaromont, K., & Gallegos, B. (2021). Steps to Establish a Healthy Work Environment in an Academic Nursing Setting. Nurse Educator, 46(1), 2–4.
• Jones, L., et al. (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 Development, 35(5), 248–254.