Workplace Environment Assessment

• Select and review one or more of the following articles found in the Resources:
  • Clark, Olender, Cardoni, and Kenski (2011)
  • Clark (2018)
  • Clark (2015)
  • Griffin and Clark (2014)

The Assignment (5 pages total):

Part 1: Work Environment Assessment (1-2 pages)

• 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.

Part 2: Reviewing the Literature (1-2 pages)

• 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.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

• 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.

SELECT ONE TO REVIEW

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. doi:10.1097/NNA.0b013e31822509c4
Note: You will access this article from the Walden Library databases.

Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563
Note: You will access this article from the Walden Library databases.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

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. doi:10.3928/00220124-20141122-02
Note: You will access this article from the Walden Library databases.Workplace Environment Assessment

A healthy work environment will generally appear to be competitive to job hunters; their retention rates will be high, and turnover low. Job satisfaction will be rated very high among the staff. Nurses leaders must maintain an atmosphere where the team can flourish and grow, and patient care will be enhanced. (Clark, 2015).

From the workplace assessment results, my workplace is barely healthy and therefore rated as not civil; I wasn’t surprised with the results. It ranked low on sufficient conflict resolution, benefits, mentorship, professional growth, growth opportunities, promotion, and career enhancements. There is no assessment or measures taken to improve employee morale. Satisfaction is generally low, and turnover is high. There is no emphasis on employee Wellness and self-care (Clark, 2015)

The leadership’s responsibility in the healthcare setting is to guide the advancement of an organizational culture of excellence, a culture that supports and helps grow the team. The leadership is to promote effective and efficient care for the staff and the patients, therefore creating an atmosphere that is civil and safe for the staff’s growth and well-being. (Marshall & Broome, 2017).

I have a nurse aide who is continuously late to work; I called her into my office and inquired if she was OK, and she said yes. I then proceeded to ask her what the reason is for her perpetual lateness, and she said it was personal. I tried to enquire if it was a situation that could be resolved, but she said she didn’t know and did not care to discuss it. I then explained to her how her lateness was affecting the rest of the team and the patients. She got up and walked out on me. I then called the director of nursing and relayed what had transpired. She promised to take care of it. I got a text message the next day saying that the aid has vowed to resume work early. That hasn’t changed, she still comes to work late, and patient care is delayed every day because of her. I then went to the administrator and told him I could not work in an environment where people had no repercussions for poor work ethics. I was promised that they would take care of it: I am still waiting because the said staff is continuously coming late with total disregard for leadership.

The above situation contributes to the low rating of my workplace. Leaders are supposed to set rules and stick to them. leaders in a health care organization have the responsibility to build a team that is fulfilling for both the leaders and the team members by setting goals and inspiring the team to a more significant outcome. (Munro & Hope, 2020)

References

Clark, C.M. (2015). Conversations to Inspire and Promote a More Civil Workplace. American

Nurse Today, 10(11, 18-23. Retrieved from https://www/americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.

Munro, C. L., & Hope, A. A. (2020). Healthy work environment: Resolutions for 2020. American Journal of Critical Care, 29(1), 4–6. https://doi-org.ezp.waldenu-library.org/10.4037/ajcc2020940

RESPONSE TO ROBERTO.

Hi Roberto.

I agree that assessing the health care delivery environment is paramount to the identification of issues that exist in the workplace and the fixing of these issues. Teamwork is a great asset to any organization that is committed to the growth and promotion of best outcomes, both for the patients and the staff. Teamwork increases the commitment of the staff to the organization and to the mission of the organization. (Laureate Education, 2009a)

Teamwork helps the members of the team to see to the accomplishment of the bottom line. When teams work together, and everyone is held accountable for their actions, there is less room for uncivil interactions. Every part of the team works with the mindset of contributing to the end goal and this knowledge makes less room for anyone to feel disregarded, like in the case between you and the doctor. If he respects your position in the team, then he knows that you your contribution is needed in the care of the patients and that at the end of the day, the patient gains from collaboration between nursing and medical. (Monrouxe & Rees, 2017).

References

Laureate Education (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD: Author. Retrieved from https://class.content.laureate.net/a2c37313a36d69b1218f00e78d012bfa.html#section_container_20

Monrouxe, L. V., & Rees, C. E. (2017). Healthcare professionalism: improving practice through reflections on workplace dilemmas. John Wiley & Sons.

 

Hi Roberto,

I agree that assessing the health care delivery environment is paramount to identifying issues that exist in the workplace and the fixing of these issues. Teamwork is an excellent asset to any organization committed to the growth and promotion of best outcomes, both for the patients and the staff. Partnership increases the commitment of the team to the organization and the mission of the organization. (Laureate Education, 2009a)

Teamwork helps the members of the team to see the accomplishment of the bottom line. When teams work together, and everyone is held accountable for their actions, there is less room for uncivil interactions. Every part of the team works with the mindset of contributing to the end goal, and this knowledge creates less room for anyone to feel disregarded, like in the case between you and the doctor. If he respects your position in the team, he knows that your contribution is needed in the care of the patients and that at the end of the day, the patient gains from collaboration between nursing and medical. (Monrouxe & Rees, 2017).

References

Laureate Education (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD: Author. Retrieved from https://class.content.laureate.net/a2c37313a36d69b1218f00e78d012bfa.html#section_container_20

Monrouxe, L. V., & Rees, C. E. (2017). Healthcare professionalism: improving practice through reflections on workplace dilemmas. John Wiley & Sons.

 

Response to April.

 

Hi April

I agree that the healthcare environment will retain more nurses if the organization was headed by nurse leaders who include collaboration, communication, and accountability in their mission statement. These inclusions should then be practiced in every area of health care, thereby reducing nurses’ turnover. (Clark, 2015).

My workplace has a zero-tolerance for bullying; No one should be antagonized for speaking up their minds at work. Everyone can learn from the other, so all team members should be allowed to speak up and contribute to the welfare of the patients and the working environment for the staff. Cliques should be discouraged in any workplace; they are linked to being the center of most bullying activities. Every members’ input should be sought and considered before decisions that pertain to the welfare of the staff members and patients are considered. (Clark et al., 2016).

Great leadership encourages civility in the workplace by leading with kindness, transparency, accountability, and interprofessional collaboration. Also, Policies that prosecute bullies should be implemented in all health care facilities. (Clark & Rita, 2018).

References.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23.

Clark, C. M., Sattler, V. P., & Barbosa-Leiker, C. (2016). Development and testing of the healthy work environment inventory: A reliable tool for assessing work environment health and satisfaction. Journal of Nursing Education, 55(10), 555–562. https://doi.org/10.3928/01484834-20160914-03

Clark, C. M., & Ritter, K. (2018). Policy to foster civility and support a healthy academic work environment. Journal of Nursing Education, 57(6), 325–331. https://doi.org/10.3928/01484834-20180522-02

Work Environment Assessment Template

Use this document to complete the Module 4 Workplace Environment Assessment .

Summary of Results – Clark Healthy Workplace Inventory
Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed.
What do 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.
General Notes/Comments

Work Environment Assessment

Template

 

 

© 2018 Laureate Education Inc. 4

 

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