Workplace Environment Assessment
Workplace Environment Assessment
Assignment: Workplace Environment Assessment
Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.
In this modules Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.
To Prepare:
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
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 (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Modules 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 (12 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.
Excellent
Part 1: Work Environment Assessment
· Complete the Work Environment Assessment Template.
· 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 that you believed prior to conducting the assessment that was confirmed.
· Explain what the results of the assessment suggests about the health and civility of your workplace.
45 (45%) 50 (50%)
An accurate, detailed, and completed Work Environment Assessment Template is provided.
The responses accurately and thoroughly describe in detail the results of the Work Environment Assessment completed on a workplace.
The responses accurately and clearly identify two surprising things about the results and thoroughly describe in detail at least one idea that was believed prior to conducting the assessment that was confirmed.
The responses accurately and thoroughly explain in detail what the results of the assessment suggests about the health and civility of a workplace.
Part 2: Reviewing the Literature
· Briefly describe the theory or concept presented in the article you selected.
· Explain how the theory or concept presented in the article relates to the results of your Work Environment Assessment.
· Explain how your organization could apply the theory highlighted in your selected article to improve organizational health and/or stronger work teams. Be specific and provide examples.
14 (14%) 15 (15%)
The responses accurately and thoroughly describe the theory or concept presented in the article selected.
The responses accurately and completely explain in detail how the theory or concept presented in the article relates to the results of the Work Environment Assessment.
The responses accurately and thoroughly explain in detail how an organization could apply the theory highlighted in the selected article to improve organizational health and/or stronger work teams.
Specific and detailed examples are provided which fully support the responses.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
· 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.
18 (18%) 20 (20%)
The responses clearly and thoroughly recommend in detail at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment.
The responses clearly and thoroughly recommend in detail at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment.
Written Expression and Formatting Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focusedneither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.
5 (5%) 5 (5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity.
A clear and comprehensive purpose statement, introduction, and conclusion is provided which delineates all required criteria.
Written Expression and Formatting English writing standards:
Correct grammar, mechanics, and proper punctuation
5 (5%) 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
Written Expression and Formatting The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list. 5 (5%) 5 (5%)
Uses correct APA format with no errors.
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Solution
Workplace Environment Assessment
In the nursing profession, the demonstration of professional behaviors by nurses in communication and interaction with patients, colleagues, doctors and other stakeholders is integral to the provision of holistic, safe, and top-quality care and support (Clark et al., 2018).
Hossny and Sabra (2020) noted that civility encompasses the societal guidelines, standards and practices that must be adhered to for appropriate and effective communication and engagement with others, and hence workplace civility is aimed at creating and maintaining a favorable environment for the delivery of evidence-based and patient-centered care.
Research findings has demonstrated that the climate of civility in the workplace is essential to ensuring leveraged patient satisfaction and patient therapy as well as fostering collaboration between healthcare practitioners (Hossny & Sabra, 2020; Clark et al., 2011).
Part 1: Work Environment Assessment
In view of the results on the Clark Healthy Workplace, the work environment assessment score of my organization was 79 out of the possible 100. Precisely, this particular score revealed a mildly healthy workplace, and this may be reflected by the idea that the work environment at the organization is averagely civil.
Some of the high-rated attribute as per the results of the Work Environment Assessment included: share vision and mission, teamwork and collaboration, employee promotion and career advancement and availability of resources for professional growth and development.
On the contrary, the lowly-rated attributes in the Work assessment inventory included employee satisfaction and morale, workload, treatment of employee in a fair and respectable manner and organizational communication. Combined, the results of the Work Assessment report revealed that the organization commands a mildly healthy workplace, and hence the need for further improvement to secure a higher score in the long run.
Regarding the things that surprised me about the results, it came to my attention that employees must be considered an invaluable asset and valued partners amidst the lower score before I took the test. Whilst human capital is an integral organizational asset that is essential to offering high quality healthcare services, the assessment indicated that employees at the organization appear to be overlooked in comparison to other physical assets.
This is demonstrated by the significantly lower rating assigned to employee satisfaction and workplace morale as well as the lack of proper channels and systems to ensure all employees in the organization are treated in a respectful and fair approach. The second thing that surprised me about the result is the centrality of having a comprehensive mentoring program for all employees within the organization, and this was reflected by the quite a few questions that reported a score of 5.
Considering the myriad of work-related stress and other constraints to occupational and professional performance, the organization lacked a tailored mentoring program aimed at enabling all workers in the workplace to become motivated, committed and involved in achieving the set organizational goals and objectives (Hossny & Sabra, 2020).
Consequently, the one idea that I believed prior to conducting the assessment, and which was confirmed is the low score of employee satisfaction and morale the nursing work environment. On average, nurses experienced heavy workload that may be attributed to persistent staff shortages, inadequate supply of nurses, and the growing demand for healthcare goods and services.
With a score of 79 out of possible 100, the results of the work assessment suggested that the workplace health and civility require substantial improvement. Considered a mildly healthy workplace, the organizational climate as perceived by the employees revealed that further improvement is required in key areas where incivility and unhealthy practices existed.
For instance, the organizational culture at the facility can be considered less favorable, rigid and hierarchical based on the reduced levels of employee satisfaction, reduced worker morale and the wanting treatment of employees within the work environment. Moreover, the pursuit of relevant strategies and interventions aimed at sustained improvement of the areas with lowly-rated attributes is essential to enabling the organization alleviates the negative consequences associated with workplace incivility and unhealthy workplace practices (Sleem, 2017).
Therefore, whilst the assessment results demonstrated the critical value of having shared vision and mission, teamwork and collaboration, employee promotion and career advancement and availability of adequate organizational resources
It also highlighted the greater need for the organization to refocus its efforts on improving employee satisfaction and morale, reducing the heavy nurse workload and in creating an accommodative, dynamic and respective workplace culture and climate.
Part 2: Reviewing the Literature
Clark et al. (2011) explored mechanisms for fostering civility in nursing education in practice from the perspectives of the nurse leader. The primary concept covered in the article is workplace incivility, and it is described as a major problem with significant interference with the productivity, safety, efficiency and effectiveness of workplaces in the healthcare industry.
In nurse work environment, incivility encompasses a range of uncivil and disruptive behaviors including bullying, harassment, discrimination, mobbing, workplace violence, stereotyping and According to Clark et al. (2011), incivility contributes to detrimental consequences on healthcare professionals including nurses, and hence the occurrence of incivility in the workplace is a prime factor behind the rising cases of poor patient care, unsafe working conditions, growing medical costs and poor employee satisfaction and morale.
Regarding how the concept of workplace incivility relates to the results of the Work Environment Assessment, the incidence of workplace incivility at the workplace may be responsible for the ultimate rating of the work environment as mildly healthy. Clark et al. (2011) indicated that workplace incivility is a major contributing factor behind lower employee satisfaction, reduced job involvement, lower worker morale and work-related stress.
Similarly, developing and enhancing a culture of civility at the organization can become a viable means through which the nurse work environment can secure a shared vision of civility and adopt relevant best practices, policies and guidelines to ensure civility is realized and maintained at the workplace (Hossny & Sabra, 2020).
Moreover, the healthcare organization could apply the concept of workplace civility to enhance organizational health and/or build stronger work teams. Clark et al. (2011) noted that avoidance of bullying and disruptive behaviors at the workplace is integral to identifying and tackling the negative effects of incivility including job dissatisfaction, psychological and physiological stress, turnover intention and reduced performance, at the individual and collective levels.
Secondly, the promotion of workplace civility is essential to the modeling of effective communication, teambuilding and collaboration as some of the mechanisms for reducing the incidence and effects of workplace incivility.
Thirdly, enhancing the culture of civility in the workplace was identified by Clark et al. (2011) as a fundamental means through which to develop and adopt appropriate policies, practices, guidelines as well as code of ethics aimed at addressing the concerns of low employee satisfaction and morale, heavy workloads and mistreatment of employees within the work environment.
Part 3: Evidence-based strategies
Tackling the pertinent shortcomings revealed in the work assessment can be realized through the use of evidence-based strategies. The proposed strategies include conducting joint meetings with all members of the healthcare team and provision of ongoing education on workplace civility.
First, conducting joint meetings with the various stakeholders is intended at developing a shared vision and partnership as well as an entrenched culture of civility aimed at ensuring leveraged levels of employee morale and satisfaction (Clark et al., 2011). Smith et al. (2018) pointed out that promoting a culture of civility through having a collaborative vision is a meaningful starting point capable of tackling many of the issues behind heavy workloads, unfair treatment of employees and the reduced levels of employee satisfaction and moral in the workplace.
Secondly, the provision of ongoing education on workplace civility is an evidence-based strategy geared at ensuring respectful communication, supporting successful problem-solving and conflict resolution, reinforcing positive behavior and promoting practice preparedness (Abd Allah Mohamed et al., 2021).
On the other hand, two evidence-based strategies that can be adopted to bolster successful practices revealed in the Work Environment Assessment include: positive role-modeling by all the members of the healthcare team and the creation of a healthy practice environment. Clark et al. (2018) asserted that positive role modeling and mentoring must be encouraged and supported in to support a good deal of teamwork and collaboration, employee development and growth and career advancements.
Secondly, the organization must also focus on creating a healthy practice environment characterized by strong leadership, improved communication and partnership, reinforcement and rewarding of civility as the basis for sustaining workplace civility, organizational performance and staff motivation (Sleem, 2017).
Conclusion
The findings from the Clark Healthy Workplace Inventory revealed a score of 79, indicating the presence of a mildly healthy workplace. As such, further improvement is required to ensure the shortcomings are addressed amicably, and the successful practices are bolstered with the intention of establishing a culture of civility and a shared vision among all members of the healthcare team at the identified organization.
References
Abd Allah Mohamed, N. A., Yassein Hussein, N., & Mohamed, S. (2021). The relationship between workplace civility climate and workplace ostracism among staff nurses. Assiut Scientific Nursing Journal, 9(27), 10-20. https://doi.org/10.21608/asnj.2022.103552.1253
Clark, C. M., Sattler, V. P., & Barbosa-Leiker, C. (2018). Development and psychometric testing of the workplace civility index: A reliable tool for measuring civility in the workplace. The Journal of Continuing Education in Nursing, 49(9), 400-406. https://doi.org/10.3928/00220124-20180813-05
Clark, C.M., Olender, L., Cardoni, C., & Kenski, D. (2011).Fostering Civility in Nursing Education and Practice.The Journal of Nursing Administration, 41(8), 324-330. https://pubmed.ncbi.nlm.nih.gov/21799364/
Hossny, E. K., & Sabra, H. E. (2020). Effect of nurses perception to workplace civility climate on nursephysician collaboration. Nursing Open, 8(2), 620-627. https://doi.org/10.1002/nop2.666
Sleem, W. F. (2017). Role of workplace civility climate and Workgroup norms on incidence of incivility behaviour among staff nurses. International Journal of Nursing Didactics, 7(6). https://doi.org/10.15520/ijnd.2017.vol7.iss6.230.34-43
Smith, J. G., Morin, K. H., & Lake, E. T. (2018). Association of the nurse work environment with nurse incivility in hospitals. Journal of Nursing Management, 26(2), 219226. https://doi.org/10.1111/jonm.12537
