NURS 6053 Discussion: Workplace Environment Assessment

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NURS 6053 Discussion: Workplace Environment Assessment

How healthy is your workplace?

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. By Day 6 of Week 7 Respond to at least two of your colleagues on two different days by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively. Submission and Grading Information

NURS 6053 Discussion: Workplace Environment Assessment Sample Solution 1

Jan 3, Jan 3 at 1 Module 4 Discussion: Civility at my workplace My work environment assessment yielded 50%, which indicates a barely healthy work environment. I was not surprised by this result because of the turnout rate I experience at my facility. It is very difficult to retain employees because there is a constant shortage of nurses and nurse aids. The employees at my job lack trust in the administration. As rightly stated by Saleem et al (2022) “Incivility in the workplace is harmful to the performance of employees, and that trust in supervisors’ can help employees to perform well. The trust in the supervisor significantly mediates the incivility-performance relationship” As a supervisor, I have witnessed a lot of disrespect at my job site from the staff and even from my colleagues. Recently, one of my colleagues was so mad with me just because I was granted annual leave for a month, even though it is my right. She was so mad to the point that she refused to come to work on Christmas day to relieve me from work, even after explaining to her that I really wanted to spend time with my children at least half the day on Christmas. This situation was addressed by my supervisor after I called her multiple times to see if she can find anyone to come in to relieve me from work. She finally called back and asked me to ask another nurse to supervise the building while I go home. One issue I have with my Nurse Administrator is that she doesn’t respond promptly to calls or emails, especially during non-working hours. Sometimes, it is so exhaustive trying to reach your supervisor to assist in taking an emergency decision and they are not there when you need them, it’s so frustrating. People talk about each other at my workplace to the point of writing up each other for every little thing. Won & Choi (2022), nurses’ experience of workplace incivility can increase their emotional exhaustion and decrease job satisfaction. Saleem, F., Malik, M. I., Asif, I., & Qasim, A. (2022). Workplace Incivility and Employee Performance: Does Trust in Supervisors Matter? (A Dual Theory Perspective). Behavioral sciences (Basel, Switzerland), 12(12), 513. https://doi.org/10.3390/bs12120513Links to an external site. Won So Young, & Choi Heejung. (2022). Structural Equation Modeling of Nurses’ Experience of Workplace Incivility. Journal of Korean Academy of Nursing Administration, 28(4), 342–351. https://doi.org/10.11111/jkana.2022.28.4.342

LEARNING RESOURCES

Required Readings

  • Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
  • Chapter 5, “Collaborative Leadership Contexts: It Is All About Working Together (pp. 155–178)
  • Chapter 8, “Creating and Shaping the Organizational Environment and Culture to Support Practice Excellence” (pp. 237–272)
  • Chapter 7, “Building Cohesive and Effective Teams” (pp. 212–231)
Select at least ONE of the following:

NURS 6053 Discussion: Workplace Environment Assessment Sample Solution 2 Ashley Torres

Jan 8, Jan 8 at 10:23pm Manage Discussion Entry According to Lowe (2020), the average working individual usually spends more time at work than any other activity. This is particularly so for healthcare workers who take longer shifts at work. Due to this, the workplace is a key setting for enhancing the health and well-being of individuals. The workplace is essential in supporting workers’ health and well-being; therefore, enterprises are responsible for providing a safe and hazard-free working environment (Cooper et al., 2020). Maintaining a safe environment can help enterprises reduce employee absenteeism due to injuries and other stressors at work and reduce insurance costs due to fewer work-related injuries and ailments. Overall, a safe, healthy workplace fosters employee satisfaction, productivity, and retention. My workplace had a score of 84 on the Clark Healthy Workplace Inventory. This means the working environment is moderately healthy. My workplace scored high points in the areas of teamwork, employee training, and opportunities for employee advancement. However, the workplace scored lower points on employee compensation and diversity. Although the workplace is not very diverse, and I think employees should be paid more for their work, I think there is a high degree of civility.  Incivility cases are not common. For example, arguments between workers or between patients and workers are rare. Employees treat their colleagues and patients cordially and respectfully.  Employees work in inter-professional teams, which promotes collaboration; this has been essential in promoting civility as different professionals have to coordinate their efforts to reach a common goal, which is to enhance the health outcomes of patients (Efendi et al., 2019). One of the rare occasions I witnessed was when an experienced nurse verbally abused a nurse undergoing her preceptorship program.  The nurse who had been on the day shift was requested to extend her shift to help out with victims of a grisly road accident. The experienced nurse claimed that the younger nurse on preceptorship was lazy and needed to get more active to help out with the situation. Thankfully, the nurse manager was nearby and intervened before the situation got out of hand. Although the experienced nurse was stressed out after extending her shift, she was wrong in verbally abusing the new nurse who was learning how to do her duties. The nurse manager engaged the perpetrator of the abuse and had her immediately apologize to the new nurse. In addition, she was requested to take a mandatory 2-hour online refresher lesson on how to handle incivility at the workplace. This lesson is available for all nurses on the organization’s website to remind us how to handle themselves in case of disputes and other types of incivility at work. Reference Cooper, A. L., Brown, J. A., Rees, C. S., & Leslie, G. D. (2020). Nurse resilience: A concept analysis. International Journal of Mental Health Nursing, 29(4), 553–575. https://doi.org/10.1111/inm.12721 Efendi, F., Kurniati, A., Bushy, A., & Gunawan, J. (2019). Concept analysis of nurse retention. Nursing &Amp; Health Sciences, 21(4), 422–427. https://doi.org/10.1111/nhs.12629 Lowe, G. (2020). Creating healthy organizations. In Creating Healthy Organizations. University of Toronto Press.

Week 7 Discussion Workplace Environment and Safety Sample Approach

A healthy nurse workplace refers to a safe, satisfying and empowering environment. Building and consistently keeping a healthy work environment is critical for patients’ safety, nurse satisfaction, workforce retention, and care quality, all of which are critical to the financial survival of healthcare organizations. The six key factors that enable employers to foster a sustainable healthy workplace culture are – true collaboration, skilled communication, effective decision-making, meaningful recognition, appropriate staffing, and authentic leadership.  True collaboration is a synergistic relationship formed when two or more entities work together to achieve something far better than the sum of their separate powers and efforts. Regarding authentic leadership, the leader models and encourages others to emulate a good work environment (Broome & Marshall, 2021). Skilled communication is an open, engaging, and productive conversation among nurses that enhances team collaboration, a faster adaptation of new nurses, and fosters civility (Clark, 2019). Meaningful recognition acknowledges personnel behavior and skill influencing the patient’s nursing care. Recognition, promotion, and incentives increase nurses’ loyalty to the job. A workplace health assessment is a process of obtaining information on the variables that support or hinder employee health at a specific company or hospital and finding potential possibilities to improve or address those problems. According to the Clark Healthy Workplace Inventory tool, personnel are not only motivated by a healthy work environment but also have a high degree of civility (Clark et al., 2011). The paper reflects on an assessment of my workplace based on Clark’s tool, a snapshot of my work environment, and encounters with incivility cases. Workplace Civility Measurement The Clark Healthy Workplace Inventory revealed that my workplace is moderately healthy after documenting a score of 80/100. Top-rated features in the assessment were transparency, team collaboration, skilled communication, wellness, and effective leadership. The attributes fall mainly under personal motivation factors and are critical for a healthy environment. Low-rated attributes were meaningful recognition and effective decision-making making. The low scores centered on traits with organizational responsibility. The scores could pose an issue with the organization’s structure and practices for employee welfare. The workplace is civil, as evidenced by high scores on “discernible level of trust,” “transparent and respectful communication,” and “fair and respectful treatment of employees.” Workplace Incivility Case Scenario Workplace incivility refers to low-intensity social behavior typically regarded as unacceptable in the workplace and can be used to harm, belittle, or undermine another person or group (Clark, 2015). An example of a case witnessed during my attachment is a fresh graduate nurse in his late thirties who shifted from a successful job in the corporate world to nursing. Years of professional expertise, valuable parental insights, and a calm attitude disposition were all assets brought to the table by this nurse. This nurse was enthusiastic about understanding the unit’s norms, highly motivated, and quick to develop tactile skills. However, he made enemies with one of the most outspoken departmental nurses who had a position in day-to-day operations. The nurse snubbed his questions and concerns. Furthermore, he was unfairly assigned responsibilities and given fewer days off despite being a family man. Being fully aware of his rights, the nurse raised awareness to a more superior leader. The work schedules were enough to measure the incivility besides the colleagues witnessing it. The Nursing Director dug into the matter and formed an interim investigative committee. Finally, the two nurses were summoned, had a conflict mediation process, and were allocated to different departments. Later the hospital developed automated shift scheduling to curb such issues. Conclusion Incivility in the nursing workplace causes physical and emotional anguish to victims and affects the quality of patient care. Interventions to improve the situation include raising awareness about workplace incivility, training on effective communication methods to combat workplace incivility, and drills to practice the newly learned communication techniques. Facilities and organizations should establish acceptable and unacceptable behavior rules and procedures for reporting and dealing with occurrences of incivility. References Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer. 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 Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563 Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. JONA: The Journal of Nursing Administration, 41(7/8), 324-330. doi: 10.1097/NNA.0b013e31822509c4

MODULE 4 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 module’s 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)
*Template completed in the Week 7 discussion should not be submitted with this assignment. The Assignment (3-6 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.

BY DAY 7 OF WEEK 9

Submit your Workplace Environment Assessment Assignment.

LEARNING RESOURCES

Required Readings

  • Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
  • Chapter 5, “Collaborative Leadership Contexts: It Is All About Working Together (pp. 155–178)
  • Chapter 8, “Creating and Shaping the Organizational Environment and Culture to Support Practice Excellence” (pp. 237–272)
  • Chapter 7, “Building Cohesive and Effective Teams” (pp. 212–231)
Select at least ONE of the following:

Required Media

NURS_6053_Module04_Week09_Assignment_Rubric

NURS_6053_Module04_Week09_Assignment_Rubric Criteria Ratings Pts This criterion is linked to a Learning OutcomePart 1: Work Environment Assessment *Template, completed in the week 7 discussion, should not be submitted with this assignment · 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 to >40.0 pts Excellent The responses accurately and thoroughly describe the results of the Work Environment Assessment completed on a workplace. … The responses thoroughly and clearly identify two surprising things about the results and thoroughly describe 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. 40 to >35.0 pts Good The responses accurately describe the results of the Work Environment Assessment completed on a workplace. … The responses accurately identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed. … The responses accurately explain what the results of the assessment suggests about the health and civility of a workplace. 35 to >31.0 pts Fair The responses describe the results of the Work Environment Assessment completed on a workplace that is vague or inaccurate. … The responses identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed that is vague or inaccurate. … The responses explain what the results of the assessment suggests about the health and civility of a workplace that is vague or inaccurate. 31 to >0 pts Poor The responses describe the results of the Work Environment Assessment completed on a workplace that is vague and inaccurate, or is missing. … The responses identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed that is vague and inaccurate, or is missing. … The responses explain what the results of the assessment suggest about the health and civility of a workplace that is vague and inaccurate, or is missing. 45 pts This criterion is linked to a Learning OutcomePart 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. 15 to >13.0 pts Excellent The responses accurately and thoroughly describe the theory or concept presented in the article selected. … The responses accurately and completely explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment. … The responses accurately and thoroughly explain 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. 13 to >11.0 pts Good The responses accurately describe the theory or concept presented in the article selected. … The responses accurately explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment. … The responses accurately explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or stronger work teams. … Specific examples are provided which may support the responses. 11 to >10.0 pts Fair The responses describe the theory or concept presented in the article selected that is vague or inaccurate. … The responses explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment that is vague or inaccurate. … The responses explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or create stronger work teams that is vague or inaccurate. … Vague or inaccurate examples are provided which may support the responses. 10 to >0 pts Poor The responses describe the theory or concept presented in the article selected that is vague and inaccurate, or is missing. … The responses explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment that is vague and inaccurate, or is missing. … The responses explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or create stronger work teams that is vague and inaccurate, or is missing. … Specific examples are not provided to support the responses. 15 pts This criterion is linked to a Learning OutcomePart 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. 20 to >17.0 pts Excellent Using the literature, the responses clearly and thoroughly recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment. … The responses clearly and thoroughly recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment. 17 to >15.0 pts Good Using the literature, the responses accurately recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment. … The responses accurately recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment. 15 to >13.0 pts Fair Using the literature, the responses recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment that is vague or inaccurate, or only recommends one strategy. … The responses recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment that is vague or inaccurate, or only recommends one strategy. 13 to >0 pts Poor Using the literature, the responses recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment that is vague and inaccurate, only recommends one strategy, or is missing. … The responses recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment that is vague and inaccurate, only recommends one strategy, or is missing. 20 pts This criterion is linked to a Learning OutcomeResource Synthesis 5 to >4.0 pts Excellent Using proper in-text citations, the response fully integrates at least 2 outside resources and 2 or 3 course-specific resources. 4 to >3.0 pts Good Using proper in-text citations, the response fully integrates at least 2 outside resources and 1 course-specific resource. 3 to >2.0 pts Fair Using proper in-text citations, the response minimally integrates outside and course-specific resources. 2 to >0 pts Poor The response does not integrate outside and course-specific resources or no in-text citations are used. 5 pts This criterion is linked to a Learning OutcomeWritten 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 focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided, which delineates all required criteria. 5 to >4.0 pts Excellent Paragraphs and sentences follow writing standards for flow, continuity, and clarity. … A clear and comprehensive purpose statement, introduction, and conclusion are provided, which delineates all required criteria. 4 to >3.0 pts Good Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time. …Purpose, introduction, and conclusion of the assignment are stated but are brief and not descriptive. 3 to >2.0 pts Fair Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60–79% of the time. … Purpose, introduction, and conclusion of the assignment is vague or off topic. 2 to >0 pts Poor Paragraphs and sentences follow writing standards for flow, continuity, and clarity less than 60% of the time. … No purpose statement, introduction, or conclusion is provided. 5 pts This criterion is linked to a Learning OutcomeWritten Expression and Formatting—English Writing Standards: Correct grammar, mechanics, and proper punctuation. 5 to >4.0 pts Excellent Uses correct grammar, spelling, and punctuation with no errors. 4 to >3.0 pts Good Contains a few (one or two) grammar, spelling, and punctuation errors. 3 to >2.0 pts Fair Contains several (three or four) grammar, spelling, and punctuation errors. 2 to >0 pts Poor Contains many (five or more) grammar, spelling, and punctuation errors that interfere with the reader’s understanding. 5 pts This criterion is linked to a Learning OutcomeWritten Expression and Formatting: The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, running head, parenthetical/in-text citations, and reference list. 5 to >4.0 pts Excellent Uses correct APA format with no errors. 4 to >3.0 pts Good Contains a few (one or two) APA format errors. 3 to >2.0 pts Fair Contains several (three or four) APA format errors. 2 to >0 pts Poor Contains many (five or more) APA format errors. 5 pts Total Points: 100  

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