Work Environment Assessment Template Use This Documen 877534

Work Environment Assessment Templateuse This Document To Complete the

Review the Work Environment Assessment Template you completed for this Module’s Discussion. Describe the results of the Work Environment Assessment you completed on your workplace. Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed. Explain what the results of the Assessment suggest about the health and civility of your workplace.

Briefly describe the theory or concept presented in the article(s) you selected. Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment. Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.

Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment. Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

Sample Paper For Above instruction

Introduction

The health of a workplace environment significantly influences employee well-being, productivity, and overall organizational success. Conducting a thorough assessment of the workplace environment can uncover underlying issues related to civility, cohesion, and organizational culture. The present analysis reflects on a comprehensive assessment of my workplace environment, integrating insights from relevant literature to suggest practical strategies for improvement.

Part 1: Workplace Environment Assessment Results

The assessment revealed promising signs of organizational cohesion but also illuminated areas needing improvement. Notably, I was surprised to find that although overall civility was maintained at a superficial level, subtler forms of incivility, such as passive-aggressive behaviors, were prevalent. Conversely, I was pleased to observe that team collaboration was strong and that leadership actively promoted open communication.

Prior to conducting the assessment, I believed that civility was uniformly high across all levels of staff. This assumption was confirmed in areas with clear communication protocols and leadership support. However, the assessment uncovered hidden tensions and informal norms that hindered genuine civility. These insights suggest that while the organizational climate promotes courtesy publicly, underlying issues threaten to undermine long-term trust and cooperation.

Part 2: Theoretical Perspectives and Their Application

The articles by Clark et al. (2011) and Clark (2018) emphasize the importance of fostering civility through intentional strategies, such as cognitive rehearsal and evidence-based scripting. These theories highlight that civility is not merely the absence of incivility but requires proactive cultivation through training and organizational culture shifts. The concept of cognitive rehearsal involves rehearsing respectful interactions to reinforce positive behaviors and counteract negative tendencies.

Applying these theories to my workplace, we can design interventions that incorporate role-playing, simulation, and scripting exercises to normalize respectful communication. For example, structured workshops could be implemented to practice responses to incivility, which would reinforce organizational norms and empower employees to uphold civility proactively. Such initiatives could address the subtle forms of incivility identified during the assessment and reinforce a culture of mutual respect.

Part 3: Strategies for Enhancing Organizational Health

To address identified shortcomings, implementing the following two strategies is recommended:

• Develop and Implement Civility Training Programs: Drawing from Clark’s (2018) work, organizations should conduct regular training sessions centered on cognitive rehearsal and evidence-based communication strategies. These programs can help employees recognize incivility, rehearse respectful responses, and internalize organizational norms promoting civility.
• Establish Clear Policies and Reporting Mechanisms: Creating transparent policies that define unacceptable behaviors and outline reporting processes encourages accountability. This aligns with Clark et al.’s (2011) framework that emphasizes leadership’s role in modeling and enforcing civility standards.

To bolster successful practices, consider the following strategies:

• Recognition of Civility and Positive Behaviors: Implementing recognition programs that reward respectful interactions reinforces positive norms. This strategy can sustain high levels of civility and motivate consistent respectful conduct.
• Leadership Engagement and Modeling: Leaders should visibly exhibit civility, demonstrating commitment through daily interactions. As Clark (2018) emphasizes, leadership modeling is vital in embedding civility into organizational culture.

Conclusion

Assessing the workplace environment provides essential insights into its health and civility, revealing strengths to be reinforced and weaknesses to be addressed. Applying evidence-based theories, such as cognitive rehearsal and civility protocols, can guide targeted interventions. Strategic implementation of training, policy development, recognition, and leadership engagement will foster a respectful and cohesive organizational culture, ultimately enhancing staff well-being and organizational effectiveness.

References

• Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324–330. https://doi.org/10.1097/NNA.0b013ec4
• Clark, C. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. https://doi.org/10.1097/NNE
• Clark, C. (2015). 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. https://doi.org/10.3928/
• Griffin, M., & Clark, C. (2014). The impact of civility on job satisfaction and organizational commitment. Journal of Nursing Management, 22(3), 345-352. https://doi.org/10.1111/jonm.12020
• Laschinger, H. K. S., & Fetter, M. (2014). Building healthy work environments in nursing. Healthcare Management Review, 39(1), 22–30. https://doi.org/10.1097/HMR.0b013e3182934d42
• Martinez, L. F., & Yang, Y. (2019). Organizational strategies for promoting civility in healthcare teams. Quality Management in Healthcare, 28(2), 89-96. https://doi.org/10.1097/QMH.0000000000000189
• Schwartz, R., & Miller, A. (2020). Leadership roles in promoting civility and respect in nursing. Journal of Nursing Leadership, 33(4), 45–56. https://doi.org/10.1111/jnl.12456
• Sinclair, S., & Salvador, L. (2017). Strategies for fostering respectful workplaces. American Journal of Nursing, 117(10), 34-41. https://doi.org/10.1097/01.NAJ.0000525217.57897.4d
• Williams, V., & Gomez, C. (2021). The role of organizational culture in promoting civility. Healthcare Leadership Review, 16(2), 12–19. https://doi.org/10.1097/HCR.0000000000000582
• Thompson, D., & Johnson, R. (2016). Building resilient work environments through civility initiatives. Journal of Organizational Behavior, 37(9), 1253-1268. https://doi.org/10.1002/job.2063