Work Environment Assessment And Strategies To Improve Civil

Work Environment Assessment and Strategies to Improve Civil

The assignment focuses on analyzing a workplace civility assessment, reviewing relevant literature on organizational health and civility, and proposing evidence-based strategies to enhance team dynamics and workplace environment. It involves describing the results of a civility assessment, linking findings to scholarly concepts, and recommending actionable strategies supported by literature.

Paper For Above instruction

Effective healthcare delivery depends not only on clinical skills but also on a healthy, respectful, and cooperative work environment. Analyzing the civility within a healthcare organization provides insights into the organizational culture, teamwork, and potential areas for improvement. This paper examines the results of a civility assessment conducted in my workplace, explores relevant literature on creating a positive work environment, and proposes evidence-based strategies to promote civility and team effectiveness.

Part 1: Work Environment Assessment

The civility assessment conducted in my workplace yielded an overall score of 80, indicating a moderately healthy work environment with a generally civil atmosphere. This score suggests that most staff exhibit respectful behaviors, feel supported, and experience respect in their daily tasks. I was surprised to find that although the environment is largely civil, some individuals occasionally exhibit unruly behavior that requires management intervention. For example, I experienced a situation where a patient care assistant (PCA) refused assistance, citing her perception that my request was unreasonable. Management responded promptly, clarifying her responsibilities and reinforcing organizational standards of civility.

Prior to the assessment, I believed that our workplace was more civil than it actually is, based on shared perceptions and informal observations. The results confirmed that while most interactions are respectful, certain behaviors undermine the overall civility. These findings suggest that our organization maintains a generally positive environment but requires targeted interventions to address occasional incivility to preserve staff well-being and patient safety.

The assessment highlights strengths in organizational support for collaboration yet reveals areas needing improvement, particularly in managing unprofessional behaviors. A civil environment fosters teamwork, reduces conflict, and enhances patient care. Conversely, incivility can lead to increased stress, reduced job satisfaction, and compromised patient safety (Clark, 2019). Therefore, ongoing efforts to reinforce civility policies and promote respectful behaviors are essential for organizational health.

Part 2: Reviewing the Literature

The article by Clark et al. (2011) discusses strategies for fostering civility in nursing practice and education by emphasizing the importance of intentional behaviors and organizational culture. The core concept involves creating an environment where respectful interactions are the norm, achieved through leadership, training, and consistent reinforcement of civility standards. Clark (2018) expands on this by proposing cognitive rehearsal, simulation, and scripted dialogues as effective methods to address and prevent incivility, emphasizing proactive skill development and behavioral change.

The theory presented in these articles relates closely to the findings of my civility assessment. While most staff behave respectfully, occasional lapses highlight the need for interventions targeting uncivil behaviors. Applying Clark’s (2018) strategies, such as cognitive rehearsal, can help staff develop better responses to incivility, fostering a more respectful climate. For example, role-playing scenarios can prepare staff to handle difficult interactions constructively, thereby reducing the frequency and impact of incivility.

In my organization, application of these concepts could involve implementing regular civility workshops that include simulation-based training and scripted dialogues. Such initiatives could reinforce positive behaviors, define clear expectations, and equip staff with skills to address breaches respectfully. This proactive approach aligns with organizational goals of promoting a safe, ethical, and civil work environment, ultimately improving team cohesion and patient outcomes (Marshall & Broome, 2021).

Part 3: Evidence-Based Strategies

To address shortcomings revealed by the civility assessment, I recommend implementing two key strategies supported by the literature. First, establishing a comprehensive civility and conflict resolution training program aimed at increasing awareness and providing practical tools for managing disagreements. Clark (2015) emphasizes that open conversations and ongoing education are vital in fostering a respectful workplace. Regular training sessions that include role-playing exercises and real-time feedback can enhance staff ability to recognize and address uncivil behaviors early, reducing the escalation of conflicts.

Second, creating a peer accountability system where staff members are empowered to support civility by recognizing and addressing incivility among colleagues. Evidence suggests that peer influence can be a powerful motivator for respectful behavior (Griffin & Clark, 2014). Such systems can include peer recognition programs, civility committees, or mentoring initiatives that promote accountability and reinforce positive interactions. Implementing these strategies can help sustain a culture of civility, with ongoing reinforcement and collective responsibility.

To strengthen successful practices identified in my workplace, I advocate for leadership development programs that focus on transformational leadership qualities. Leaders who model respectful behaviors, recognize staff efforts, and foster participative decision-making contribute significantly to organizational civility (Broome & Marshall, 2021). Regular feedback mechanisms and anonymous reporting channels can also support transparency and accountability, encouraging staff to uphold civility standards consistently.

References

• Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.
• Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23.
• Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice. The Journal of Nursing Administration, 41(7/8), 324–330.
• Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator.
• Griffin, M., & Clark, C. (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.
• Marshall, M., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader. Springer.