You May Think Your Organization Operates Seamlessly

Removedyou May Think Your Current Organization Operates Seamlessly

[removed] You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes. There are many factors and measures that may impact organizational health.

Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility. To Prepare: · Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015). · Review and complete the Work Environment Assessment Template in the Resources. By Day 3 of Week 7 Post a brief description of the results of your Work Environment Assessment.

Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples. use this link and go to page 20 and take that assessment

Paper For Above instruction

Assessing the civility within a workplace is a vital aspect of maintaining a healthy organizational environment. Civility not only influences employee morale and productivity but also impacts patient safety, team collaboration, and overall organizational effectiveness, especially in healthcare settings. Utilizing established assessment tools like the Clark Healthy Workplace Inventory allows organizations and individuals to objectively evaluate the level of civility present in their work environment and identify areas needing improvement.

In conducting my own Work Environment Assessment using the Clark Healthy Workplace Inventory, I found that my workplace exhibits a mixed level of civility. The assessment revealed that while some policies and behaviors support respectful interactions, there are persistent instances of incivility that go unaddressed. Specifically, the assessment indicated that approximately 70% of surveyed employees reported feeling comfortable expressing their opinions openly, whereas 30% experienced or witnessed behaviors such as dismissiveness, sarcasm, or rude remarks during daily interactions. These statistics suggest that while there is a foundation of civility, it is inconsistent and sometimes compromised by individual behaviors or organizational culture.

My workplace’s level of civility can therefore be characterized as moderate but requiring targeted interventions. Several factors influence this rating, including the organizational culture that emphasizes professionalism but lacks robust mechanisms for addressing uncivil behaviors when they occur. For example, during team meetings, I observed instances where a nurse was publicly criticized in a disrespectful tone for a perceived mistake. Although the supervisor later addressed the issue privately, the incident created a ripple of discomfort and distrust among team members. This situation highlights how even isolated incidents of incivility can undermine the broader culture if not managed appropriately.

Addressing incivility in my workplace involves multiple strategies. Firstly, reinforcing the importance of civility through ongoing training and leadership modeling is essential. Leaders must demonstrate respectful communication and hold team members accountable for their behavior. For example, regular team workshops emphasizing emotional intelligence and conflict resolution can foster greater awareness and self-regulation. Secondly, establishing clear policies and reporting mechanisms allows staff to report incivility without fear of reprisal, thereby promoting transparency and prompt resolution.

An illustrative case involved a peer’s dismissive comment directed at a coworker during a shift change. The comment was overheard by several team members and created a tense atmosphere. The coworker felt humiliated and disengaged afterward. The incident was addressed through a formal mediation facilitated by HR, which involved discussing the impact of the behavior and setting expectations for respectful interaction moving forward. This intervention was effective in restoring trust and demonstrating organizational commitment to civility.

In conclusion, measuring workplace civility through tools like the Clark Healthy Workplace Inventory provides valuable insights into organizational culture. While my workplace demonstrates moderate civility, ongoing efforts are necessary to strengthen respectful interactions and address incidents promptly. Cultivating a civil work environment is an ongoing process requiring commitment from leadership and staff alike, ultimately fostering a healthier, more productive, and safer workplace for all.

References

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