Respond to the two the two post ATTACHED by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively. 3 REFFERENCES EACH
MY WORK ENVIRONMENT ASSESSMENT 1
MY WORK ENVIRONMENT ASSESSMENT 2
POST 1
Why workplace is or is not civil
Determining the civility of a workplace is something that I have not considered doing before this assignment. After completing the Clark healthy workplace inventory, I found that my workplace is moderately healthy, scoring 71 (Clark, 2015). While completing the assessment, I found myself thinking extremely hard on the questions. I often had to think about how the questions have affected me personally, the unit, then the organization. Based on the assessment, I will say that the workplace is both civil and not civil. Clark (2015) explained that for a workplace to be considered healthy, it must have skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership according to the American association of critical nurses (p.2). Based on this, I think my unit specifically needs to work on all of them but mainly on skilled communication.
Incivility in the workplace and how was this addressed
Since working on the unit, I have found that leadership finds it extremely hard to address issues. For example, when a nurse is late multiple times to work, they won’t address the issue, yet expect the charge nurses to address it. Although this seems to a great way of approaching the issue, it becomes hard when they feel like they are not supported. There have been multiple complaints to leadership about lateness, but this seems to be an ongoing issue because it hasn’t been addressed by the manager. Instead, act like it does not exist especially when they are friends with the individual. It is important for leaders to be transparent with staff and to treat them equally. By not addressing issues at the workplace can negatively impact employee physical and mental health, job satisfaction, productivity, and commitment to the work environment (Clark,2013).
To address this, I spoke with the manager expressing my concerns with another staff. I explained that it was unfair to hold others accountable and everyone needed to be treated equally despite the length of time you have known them personally. Although this issue was talked about with leadership, it is still present as I have observed people coming to work 15 minutes and later without any consequences. Due to the inability to approach staff and address issues, many have stopped approaching leadership whenever there is a concern due to thinking that it won’t be addressed. Since this issue is ongoing and haven’t been resolved, Griffin and Clark (2014) suggest cognitive rehearsal in addressing incivility and bullying behaviors as it has been proven to be an effective way to control the work environment.
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. (2013). Creating and sustaining civility in nursing education. (2nd ed.). Indianapolis, IN: Sigma Theta Tau International.
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.
POST 2
Pauline Kiragu
RE: Discussion – Week 7
Top of Form
Workplace Environment Assessment
The results of my work environment showed an incivility score of 54. According to Clark, 2015, this means that it’s an unhealthy organization and hence very uncivil.
I was surprised that I have not paid enough attention to some very important details about my organization. For example, the issue of workload in our organization has been a great deal of a problem, the ratio of nurses to patient has always been very high due to lack of enough nurses to work; this has been a great challenge.
Comprehensive mentoring program for all employees also lacks in our organization. The lowest score was communication at all levels of the organization. Effective communication in health care is a mainstay of patient safety and staff perception of a healthy work environment. (Jones et al., 2019). Communication in our organization is not utilized well, for example, the chain of command is not effectively followed due to disorganized problem-solving techniques. A lack of skilled communication in healthcare settings has been shown to negatively affect patient safety and quality. (Jones et al., 2019)
A healthy work environment has been described as a workplace that is positive, supportive, safe, collaborative, empowering, motivational, collegial, professional, respectful, caring, and satisfying. (Saunders et al., 2021). One idea I believed before conducting this assessment and was confirmed is the opportunities for promotion and career advancement. In our organization, chances of getting promoted are very low because of the slow progress in the growth of the organization and high turn over rate of employees. Meaningful recognition promotes job satisfaction/retention, personal psychological well-being, and less job stress, which all contribute to establishing a healthy work environment. (Saunders et al., 2021).
I experienced incivility in my workplace two weeks ago when I complained of the work overload to my supervisor. We were short two nurses in the unit and that affected the nurse to patient ratio. The supervisor only stated that she will communicate with the manager, but she did not get any help for me. I was forced to work with alot of patients which was not safe for me or the patients. I ended up contacting the manager about the issue. I am still waiting to hear the feedback.
The positive results of authentic leadership are optimism, trust, work satisfaction, engagement, low turnover, and creativity. (Saunders et al., 2021). I hope to implement this lesson to my organization if at all I ever get a chance to.
References
Jones, L., Cline, G. J., Battick, K., Burger, K. J., & Amankwah, E. K. (2019). Communication Under Pressure: A Quasi-Experimental Study to Assess the Impact of a Structured Curriculum on Skilled Communication to Promote a Healthy Work Environment. Journal for Nurses in Professional Development, 35(5), 248–254.
Saunders, J., Sridaromont, K., & Gallegos, B. (2021). Steps to Establish a Healthy Work Environment in an Academic Nursing Setting. Nurse Educator, 46(1), 2–4.
M.Clark, C. (2015). Conversations to inspire and promote a more civil workplace . Retrieved from https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Bottom of Form
Running head: MY WORK ENVIRONMENT ASSESSMENT
1
P
O
S
T
1
Why
workplace
is
or
is
not
civi
l
Determining
the
civility
of
a
workplace
is
something
that
I
have
not
considered
doing
before
this
assignment.
After
completing
the
Clark
healthy
workplace
inventory,
I
found
that
my
workplace
is
moderately
healthy,
scoring
7
1
(Clark,
2015).
While
completi
ng
the
assessment,
I
found
myself
thinking
extremely
hard
on
the
questions.
I
often
had
to
think
about
how
the
questions
have
affected
me
personally,
the
unit,
then
the
organization.
Based
on
the
assessment,
I
will
say
that
the
workplace
is
both
civil
and
not
civil.
Clark
(2015)
explained
that
for
a
workplace
to
be
considered
healthy,
it
must
have
skilled
communication,
true
collaboration,
effective
decision
making,
appropriate
staffing,
meaningful
recognition,
and
authentic
leadership
according
to
the
Amer
ican
association
of
critical
nurse
s
(p.2).
Based
on
this,
I
think
my
unit
specifically
needs
to
work
on
all
of
them
but
mainly
on
skilled
communication
.
Incivility
in
the
workplace
and
how
was
this
addresse
d
Since
working
on
the
unit,
I
have
found
that
le
adership
finds
it
extremely
hard
to
address
issues.
For
example,
when
a
nurse
is
late
multiple
times
to
work,
they
won’t
address
the
issue,
yet
expect
the
charge
nurses
to
address
it.
Although
this
seems
to
a
great
way
of
approaching
the
issue,
it
becomes
hard
when
they
feel
like
they
are
not
supported.
There
have
been
multiple
complaints
to
leadership
about
lateness,
but
this
seems
to
be
an
ongoing
issue
because
it
hasn’t
been
addressed
by
the
manager.
Instead,
act
like
it
does
not
exist
especially
when
th
ey
are
friends
with
the
individual.
It
is
important
for
leaders
to
be
transparent
with
staff
and
to
treat
them
equally.
By
not
addressing
issues
at
the
workplace
can
negatively
impact
employee
physical
and
mental
health,
job
satisfaction,
productivity,
and
commitment
to
the
work
environment
(
Clark,2013)
.
To
address
this,
I
spoke
with
the
manager
expressing
my
concerns
with
another
staff.
I
explained
that
it
was
unfair
to
hold
others
accountable
and
everyone
needed
to
be
treated
equally
despite
the
length
of
time
you
have
known
them
personally.
Although
this
issue
was
talked
about
with
leadership,
it
is
still
present
as
I
have
observed
people
coming
to
work
15
minutes
and
later
without
any
consequences.
Due
to
the
inability
to
approach
staff
and
address
issue
s,
many
have
stopped
approaching
leadership
whenever
there
is
a
concern
due
to
thinking
that
it
won’t
be
addressed.
Since
this
issue
is
ongoing
and
haven’t
been
resolved,
Griffin
and
Clark
(2014)
suggest
cognitive
rehearsal
in
addressing
incivility
and
bul
lying
behaviors
as
it
has
been
proven
to
be
an
effective
way
to
control
the
work
environment
.
Reference
s
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