NURA 6063 Assignment Workplace Environment
NURA 6063 Assignment Workplace Environment
NURA 6063 Assignment Workplace Environment
Assignment: Workplace Environment Assessment
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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.
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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 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.
Submission and Grading Information
To submit your completed Assignment for review and grading, do the following:
- Please save your Assignment using the naming convention “WK9Assgn+last name+first initial.(extension)” as the name.
- Click the Week 9 Assignment Rubric to review the Grading Criteria for the Assignment.
- Click the Week 9 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.
- Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK9Assgn+last name+first initial.(extension)” and click Open.
- If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
- Click on the Submit button to complete your submission.
Grading Criteria
To access your rubric:
Week 9 Assignment Rubric
Check Your Assignment Draft for Authenticity
To check your Assignment Draft for Authenticity:
Submit your Week 9 Assignment draft and review the originality report
Submit Your Assignment by Day 7 of Week 9
To participate in this Assignment:
Week 9 Assignment
Next Module
Module 4: Communication and Relationship Building (Weeks 7-9)
Laureate Education (Producer). (2018). Diagnosis: Communication Breakdown [Video file]. Baltimore, MD: Author.
Learning Objectives
Students will:
- Assess work environments for workplace civility
- Analyze strategies to address workplace incivility
- Analyze evidence-based theories for promoting organizational health
- Recommend strategies for improving workplace environments
| Due By | Assignment |
| Week 7, Days 1–2 | Read the Learning Resources. Compose your initial Discussion post. |
| Week 7, Day 3 | Post your initial Discussion post. Begin to compose your Assignment. |
| Week 7, Days 4-5 | Review peer Discussion posts. Compose your peer Discussion responses. Continue to compose your Assignment. |
| Week 7, Day 6 | Post two peer Discussion responses. |
| Week 8, Days 1-7 | Continue to compose your Assignment. |
| Week 9, Day 1-6 | Continue to compose your Assignment. |
| Week 9, Days 7 | Deadline to submit your 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:
Document: Work Environment Assessment Template (Word document)
Required Media
Laureate Education (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD: Author.
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
Grading Criteria
To access your rubric:
Week 7 Discussion Rubric
Post by Day 3 and Respond by Day 6 of Week 7
To participate in this Discussion:
Week 7 Discussion
Incivility is a reoccurring problem in the healthcare system. According to Clark (2018), uncivil work environments lead to self-doubt, weakened self-confidence, and compromised clinical judgment skills. Therefore, uncivil working environments lead to less safe conditions for patients and staff working in the environment. About 20% of workers report that they experience or witness incivility daily (Di Fabio & Duradoni, 2019). I believe it is important to feel valued and respected in the workplace. Uncivil work environments can cause a quick turnover and poor morale.
How Civil is my Work Environment?
After taking the Work Environment Assessment, I was sad to find out that my current place of work is in the “Barely Healthy” category. Following the prompts, my place of work scored 68 out of 100. My organization was missing many categories that create a healthy work environment, such as shared values, emphasis on leadership, and civility conversations (Clark, 2015). My current organization scored a few 4’s, many 3’s, and even a few 2’s when completing the survey. Something I feel my organization needs to work on is room for growth. There are often no raises and next to no opportunities for promotions and growth. Tuition is not reimbursed, and there is no support for furthering your education. Another area where my organization did not score high is that although a small organization, nurses are often left out of decision-making even when the decision directly involves floor nurses. This creates a low employee satisfaction rate and mistrust in organizational leaders.
A Time I Experienced Incivility
Unfortunately, I think we have experienced incivility more than once in our nursing career. Recently I had an experience where a coworker was rude and unhelpful. We did not have enough Certified Nursing Assistants (CNAs) on our unit for the day, and I had multiple entirely dependent patients. I asked my coworker, another RN, to assist in helping me get my patient back into bed and change their diaper. My coworker responded, “I am not a CNA; that is CNA work .”I was frustrated because I tried to go above and beyond to help out my coworkers and CNAs, and also annoyed because all CNA work falls under nursing care. However, I did not have time to argue with her, so instead, I asked another coworker who was willing to help me. When my director heard about the confrontation, I was upset because she asked me why I did not ask the CNA for help before asking the other nurse. However, the CNA was in another room, and the nurse was sitting at the nurses’ station. I felt unsupported and annoyed because I always help out my coworkers. At my organization, many nurses understand that we have to support each other because we often do not have extra support. The nurse unwilling to help me was new to the organization; the charge nurse that day heard what occurred and reeducated the new employee that CNA work is still considered nursing care and must be completed by nurses if there are not enough CNAs on the shift. I hope that in the future, she will be willing to help so that the patients do not suffer.
Conclusion
Incivility can negatively impact your work life and cause self-esteem issues in your home life (Di Fabio & Duradoni, 2019). Understanding the impact of incivility on your employees when in a leadership position and on your coworkers is essential. As nurses, we should understand how to acknowledge and address incivility to protect ourselves and our patients best. Organizations should survey their employees to determine where there is room for improvement to create a safer and happier working environment.
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.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563
Di Fabio, A., & Duradoni, M. (2019). Fighting incivility in the workplace for women and all workers: The challenge of primary prevention. Frontiers in Psychology, 10. https://doi.org/10.3389/fpsyg.2019.01805
Workplace environments such as patient care settings should be supportive to ensure that the staff has good working environments to help enhance patient outcomes. The implication is that the environment significantly affects patient and nursing outcomes. Therefore, organizations should strive to cultivate positive cultures, such as interprofessional collaboration and patient safety culture (O’Donovan et al.,2019). Respect for diversity and civil behaviors to help support a positive work environment and lower the chances of incivility. As such, the purpose of this assignment is to examine the results of the work environment assessment, review relevant literature, and present evidence-based strategies for creating high-performance interprofessional teams.
The Work Environment Assessment
From the responses, our workplace is moderately healthy, with a score of 85. There is a high level of employee satisfaction, engagement, and morale. There are sufficient resources for professional growth and development. There is an emphasis on employees’ wellness and self-care. The score, therefore, indicates that our organization is civil. Various aspects were supervised from the assessment. For example, the organization has been known to value efficient, safe, and high-quality patient care, and it has also consistently achieved a high ranking based on quality and safe patient care and patient satisfaction. However, the facility has been having complications with retaining the staff, an indication which could be a reflection that the staff is not that satisfied. As such, I expected a lower score. The next aspect which surprised me was the score obtained regarding the application of teamwork in the organization. It has been evident that nurses use teamwork when offering care to patients. They also have been using multidisciplinary teams in care assessment, planning, implementation, and monitoring. Nonetheless, the scores related to teamwork were low, which was a surprise to me.
There are also other ideas that I believed and got confirmed by the workplace assessment. For example, the organization obtained lower scores connected to conflict resolution. The organization has operated for a long time without putting in place a formal structure for conflict resolution. Hence a considerable number of conflicts remain unresolved. This was confirmed by lower scores. The assessment of the organizations showed that my workplace is moderately healthy. The high scores were obtained since the organization values the use of effective strategies that promote patient care. Therefore, there is a need to integrate strategies that would help the organization work on the areas of weakness.
Reviewing of Literature
The theory presented in the chosen article highlights how heightened levels of student stress and nursing faculty, workload, faculty superiority, and the attitudes of student entitlement all lead to incivility. Therefore, this concept is a reflection of how stressors can lead to incivility in nursing practice as well as nursing education. The article highlights various stressors, such as lack of skills and knowledge, organizational conditions, unclear expectations and roles, and work overload. According to the theory presented in the article, it is important to model effective communication to help address incivility since it has been shown that effective communication helps in lowering the incidences and impacts of civility (Clark et al.,2011).
The theory presented in this article is related to the results of the work environment assessment. For example, it is important to note that the organization has been using effective communication to help drive forward patient safety and efficiency forward, which saw the organization obtain high scores in this regard. Therefore, it helped the organization to obtain a moderately healthy status. On the other hand, a lack of effective communication has been observed in conflict resolution times, where the organization lacks a formal model of communication that can help resolve conflicts. As such, the organization had low scores in the area. The organization can apply this theory to create stronger work teams by using effective communication as part of conflict resolution (Griffin et al.,2014). This will help the workers to solve their conflicts better and create stronger teams by working together.
Evidence-Based Strategies to Created High-Performance Interprofessional Teams
The workplace assessment revealed that the organization is moderately healthy. However, various strategies can still be applied to address the shortcomings revealed in the assessment to improve the organization. One of the strategies that can be used is to enhance employee engagement in organizational issues. One aspect that was found to lead to lower retention rates is the minimal involvement of the staff in organizational issues. Therefore, their engagement on organizational issues should be enhanced. The use of staff engagement has been supported by literature (Huang & Pun, 2022). Another strategy is rewarding employees who perform well. Such a strategy will lead to motivating the staff and increasing their job satisfaction, productivity, and retention. The strategy will also likely reduce conflicts as employees will be rewarded based on their performance (Seitovirta et al.,2018). Various strategies can also be implemented to bolster successful practice. For example, the organization can use open communication, an effective reward system as well as an appropriate conflict resolution mechanism.
Conclusion
Workplace incivility negatively impacts both patient outcomes and the nursing activities performed to improve patient outcomes. Workplace assessment can be key to revealing how civil the work environment is. The workplace assessment performed revealed that the organization is moderately civil; as such, various strategies can be used to help improve the organization.
References
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. 10.1097/NNA.0b013e31822509c4
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535–542. https://doi.org/10.3928/00220124-20141122-02
Huang, Q., & Pun, J. (2022). Views of Hospital Nurses and Nursing Students on Nursing Engagement—Bridging the Gap Through Communication Courses. Frontiers in Psychology, 13, 915147. https://doi.org/10.3389/fpsyg.2022.915147
Seitovirta, J., Lehtimäki, A.-V., Vehviläinen-Julkunen, K., Mitronen, L., & Kvist, T. (2018). Registered nurses’ perceptions of rewarding and its significance. Journal of Nursing Management, 26(4), 457–466. https://doi.org/10.1111/jonm.12571
O’Donovan, R., Ward, M., De Brún, A., & McAuliffe, E. (2019). Safety culture in health care teams: A narrative review of the literature. Journal of Nursing Management, 27(5), 871–883. https://doi.org/10.1111/jonm.12740
Rubric Detail
Select Grid View or List View to change the rubric’s layout.
Content
Name: NURS_6053_Module04_Week09_Assignment_Rubric
| Excellent | Good | Fair | Poor | ||
| Part 1: Work Environment Assessment
· Complete the Work Environment Assessment Template. |
Points Range: 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. |
Points Range: 40 (40%) – 44 (44%)
An accurate and completed Work Environment Assessment Template is provided. 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. |
Points Range: 35 (35%) – 39 (39%)
A completed Work Environment Assessment Template that is vague or inaccurate is provided. 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. |
Points Range: 0 (0%) – 34 (34%)
A vague and inaccurate Work Environment Assessment Template is provided, or is missing. 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. |
|
| Part 2: Reviewing the Literature
· Briefly desc | |||||