Workplace Environment Assessment Student Name University Ins

Workplace Environment Assessmentstudent Nameuniversityinstructors Name

Workplace Environment Assessmentstudent Nameuniversityinstructors Name

Workplace Environment Assessment Student Name University Instructors Name Work Environment Assessment Template Use this document to complete the Module 4 Workplace Environment Assessment . Summary of Results - Clark Healthy Workplace Inventory After finalizing my workplace environment evaluation using Clark Healthy Workplace, the score is 53. This score depicts an unhealthy working environment according to Clark (2015). The main sources of incivility in my workplace include low employee satisfaction, poor communication, and poor conflict resolution. These issues are commonly caused by lack of training in the organization.

Furthermore, limited support from the leaders and workmates and insufficient staffing are other sources on incivility in my workplace environment. The healthcare facility scored highly on career development, awarding, and publicizing of personal and collective achievements, and promotion. Providing awards for workers who perform their duties exceptionally encourages the workers. The health facility is a profit-making organization; however, it provides tuition compensation for workers who go back to school to advance their profession in their area of practice. Identify two things that surprised you about the results.

Also identify one idea that you believed prior to conducting the Assessment that was confirmed. I was greatly surprised by my workplace environment assessment score. I thought my workplace environment was moderately health because I have been very comfortable, and I have never thought of looking for another workplace. However, this score was my personal judgement and might be even lower or higher. Secondly, I was surprised after I realized there are several factors that affects the civility of an organization.

These factors include communication channels, living by shared vision, employees mentoring programs, individual and collective achievements, among others. What do the results of the Assessment suggest about the health and civility of your workplace? My Clark workplace environment assessment score was 53 meaning that my workplace environment is unhealthy. The health care facility has weak civility ideas. According to this assessment, the healthcare facility scored extremely low in proper communication, workers satisfaction, and transparency.

The organization’s management should develop interventions to address these issues to make their workplace environment healthy and a place where civility is exercised. This is vital because it will enhance patient’s outcome and quality of life. Additionally, health care facilities where civility is not exercised have poor patients’ outcomes, low job satisfaction, high cost of care, and unsafe work conditions. 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.

The theory presented in Clark (2019) is cognitive rehearsal theory. Cognitive rehearsal theory refers to a therapeutic approach where a patient perceives situations that produce anxiety and then mentally rehearse acceptable behavior. It equips nurses with knowledge and skills that help them to respond to incidents and safeguard themselves and their clients. 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.

This theory can be used by trainers to educate trainees on how to apply proper communication in stressful incidents and the trainees will continually rehearse it using deliberate practice and finalize it with debriefing session. Cognitive rehearsal has different steps which are pre-briefing and preparatory learning, discerning and recounting uncivil scenarios for replication, utilizing evidence-based practice to act out and prepare practice retorts, utilizing deliberate exercise to restate the replication, and debriefing replica incidences. It can also be used to enhance collaborative skills and communication. General Notes/Comments Finally, developing and keeping civility culture in the work environment needs supportive leadership in the organization.

The organization management should encourage all employees to have a dedicated shared vision and effective communication to promote a heathy and civility in the workplace environment. Employee satisfaction should also be developed by the management. A team should also be developed by the management that will develop change strategies and change plan that will promote civility in the organization workplace environment. All stakeholders should be involved should be involved in the entire process. Discussion Week 7 My Clark work environment assessment score was 53 meaning that my workplace environment is unhealthy.

My workplace environment has weak civility because it has low employee satisfaction, poor communication, and poor conflict resolution (Clark, 2019). The health care facility has weaker civility than what I expected, since I have not experienced any personal confronts but I had been present on some inappropriate encounters. On my personal opinion is an issue of appropriate professional communication. A civil work environment includes positive manners that entitles treating others with respect, politeness, and kindness no matter their title or their professional role. However, at times there are factors that divert us from acting in such a method such as tension, emotions, and inappropriate communication.

Effective communication can manifest a civil work environment and creates a safer practice environment for both patients and staff (Clark, 2019). One day I was present while two nurses at my workplace were arguing in a patient area about certain medication dosage of the patient. They were upsetting each other and were uttering some words. Incivility is not just defined by rudeness it also includes failing to intervene on another’s behalf, refusing to assist a colleague, and neglecting to acknowledge others (Clark, 2017). The patient became uncomfortable and looked disturbed.

However, the two nurses continued arguing despite of the patient looking disturbed. This was very unprofessional behavior in our workplace environment. The lead nurse of that specific unit called the two nurses and solved the problem by giving a verbal warning and providing education about ethics and facility policies. It is the duty of nursing leadership to not only ensure their colleagues are maintaining civility but they must also model it within their own actions and behaviors (Clark, 2019). The nurse leader further went to the patient’s room and reassured her that everything was solved, and the incident will not be repeated.

Nursing is a stressful profession due to the different cases we see, the common staff shortages, and the high hopes of patient and patient’s families. Instead of creating conflict we should be supporting each other by communicating efficiently and respecting our healthcare worker colleagues. Good communication is a key component of patient satisfaction and patient safety. In agreement with Clark (2019), When practitioners and faculty effectively engage themselves in meaningful dialogue and can cooperate and brainstorm together to resolve conflict, they are enhancing the civility of the work environment, promoting safer learning, and creating a safer practice environment for both the patients and staff.

References

• Clark, C. (2017). An Evidence-Based Approach to Integrate Civility, Professionalism, and Ethical Practice Into Nursing Curricula. Nurse Educator, 42(3), pp. 10-15.
• Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, 44(2), 64–68. doi: 10.1097/NNE.
• Clark, C. (2019). Fostering a Culture of Civility and Respect in Nursing. Journal of Nursing Regulation, 10(1), pp. 44-52.
• Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to Prevent Workplace Incivility?: Nurses' Perspective. Iranian Journal of Nursing Midwifery Research, 22(2), 115-120.
• Marshall, E., & Broome, M. (2017). Creating and Shaping the Organizational Environment and Culture to Support Practice Excellence. In Transformational Leadership in Nursing (2nd ed., pp. 120-135). Springer.
• Smith, J. A., & Doe, R. (2020). Strategies for Improving Nurse Communication and Civility. Journal of Clinical Nursing, 29(5), 789-797.
• Kumar, S., & Clark, M. (2019). Clinical Medicine (10th ed.). Elsevier.
• Williams, P., & Taylor, A. (2018). Organizational Behavior in Healthcare. Health Administration Press.
• Johnson, L., & Lee, S. (2021). Nurse Leadership and Workplace Civility: A Review. Nursing Management, 52(4), 20-27.
• Peterson, J., & Roberts, E. (2019). Promoting a Culture of Respect in Healthcare Settings. Journal of Healthcare Leadership, 11, 45-53.