Work Environment Assessment
Question
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.


Solution
Work
Environment Assessment
Workplace environmental assessment is an
evaluation process of an organization’s health and civility in respect to Clark
Healthy Workplace Inventory (Clark,
2019). This concept is an
elementary exercise because the findings will stipulate areas required for
adjustment to boost workplace civility. My organization barely exhibits a healthy work
environment according to the healthy workplace inventory by Clark, as it gets
63/100 from workplace atmosphere assessment results (Clark, 2019). However, I
am not completely astonished by the results as we discuss these concerns and
problems every day. Even
though the incidents were rare and isolated, they made a compelling case for
change.
The scores for the remaining inventory
questions ranged from 3 to 5. The final score was 63, which I believe is
representative of my workplace. I believe that there is a better chance for the
workplace to improve that the current position. The main problem is that there
aren't any clear channels of communication. Top-down management is the most
prevalent management style, in which those in positions of authority are
responsible for providing information and instructions to other members in the
organization. Lower-rank employees often do not express their grievances often because
they fear the accompanying consequences (Heyden et al., 2017). The environment
in which feedback is enhanced is not conducive. This is a great obstacle
because I trust that everyone in a team has ideas, suggestions, and points of
view that can be shared and improve work effectiveness.
Although team building events are held
once per year, I believe there could be more. This conclusion was reached due
to an event that occurred at work. The general sentiment in the place of work
was that older nurses spoke to the newer nurses disrespectfully. The former
frequently used derogatory language and publicly chastised the latter for
legitimate errors. In my workplace, this level of rudeness had almost become
standard. As a result, the newer employees were expected to endure through
their first year of work, dubbed "boot camp." This was, however, not
only incorrect but also a major source of demotivation and demoralization among
the newer employees. During one such incident, an older nurse referred to a
newer member of staff as a "moron" for failing to insert an IV into a
patient correctly. The patient, who had overheard the degrading remark,
demanded to speak with the hospital's administration.
Nonetheless, a personnel meeting was
scheduled the next day. Nurses were required to write down their problems,
which the management discussed openly. Nurses have been open and honest about
their problems because the issues were written down anonymously. The meeting
decided that any act of incivility would result in immediate suspension while
the offender was investigated. In the long haul, the firm action taken appeared
to be effective, as there were no further incidents of incivility reported. The
meeting preceded a two-week workplace ethics training program for all staff, outlining
the incivility’s harmful repercussions on the morale of the team and patient delivery.Therefore,
the Clark Healthy Workplace Merchandise should be used in medical institutions
to make the work environment pleasant so that patients get the best possible
care from a dedicated team.
Results
The assessment results suggest
that my workplace is hardly healthy and hardly civil. I strongly agree with the
results as the organization faces high employee turnover and call-outs on any
particular workday (Gemeda & Lee, 2020). Although the organization members I work with share a
common goal, they often do not follow it. Respect was inadequate, and
collaboration and trustworthiness were missing. When interacting with
employees, the leadership is polite, direct, and open; the challenge was
communication between senior and millennial nurses. The company recognizes and
considers its employees to be valuable assets. However, morale, engagement, and
contentment among employees are not as high as they should be.
Furthermore, while the organizational
culture was examined, it was not done regularly at first, and no steps were
taken to enhance the assessment findings. Organization members participate
actively in policy formulation, modification, review, and collaborative
decision-making. The organization provides adequate resources for development
professionally. The management treats the employee with dignity and fairness.
The task is also adequately distributed and doable; however, it may be
excessive. Conflicts and disputes were not handled amicably until after the
occurrence detailed in the previous piece. At first, employees were not given a
voice, but the organization encouraged the open expression of opinions and
various perspectives. The pay, benefits, and bonuses are all competitive. There
are also a good number of prospects for professional improvement and
advancement. The company makes an effort to recruit and retain the top employees.
However, due to the incivility that lasted before the managers' resolve, the
majority of the nursing professionals would not advocate the organization to
family members and friends as a fantastic place to work.
Surprising things about
the results
I first saw that while management treats
employees fairly and politely, the nursing staff does not demonstrate respect
for one another. The second point is that, although the organization's culture
is seldom examined, the evaluation results were insufficient to enhance it.
Finally, I had assumed that management was concerned about the well-being of
the employees. Still, as evidenced by the findings, the one component of the
environment's psychological safety that management appeared unconcerned with
was the emotional security of the workers (Edmondson, 2018). So, although all
of the other concerns, such as career growth, were looked at, psychological
safety was not, and belligerence was able to establish root in the business. Therefore,
workplace Environment Assessment is the topic of this assignment.
Suggestions of the
assessment results regarding my workplace's health and civility
On a scale of 100, I can rank the
organization's test score to 63. This indicates that the company where I work
is relatively in a good place. The management strives to provide the tools and
resources necessary to guarantee that care delivery is not jeopardized. As a result,
corporate decisions are made rather than ones made by individual employees. As
a result, management becomes unconcerned with the psychosocial requirements of
employees who are subjected to workplace incivility. As seen in the situation
detailed in the initial study, this alienation is harmful to patient care
(where a client witnessed two healthcare professionals verbally insult each
other).
Review of the Literature
Theories Presented
I looked at Mao et al. (2019), who studied
workplace incivility and how it affects the performance and behavior of the
employees. According to the authors, employee behavior reactions to workplace
incivility are controlled within the social environment, which applies the
transactional theory of stress. The researchers noticed a three-way cross-level
relationship. These were the differences between individual incivility, group
incivility variation, and silence, all associated with supervisor-rated
detrimental behaviors, morality, and job performance. According to the
findings, when employees are confronted with individual incivility, their civic
conduct and productivity are likely to suffer. On the other hand, when a group
was confronted with belligerence, it increased counter-productivity, and group
members decided to remain silent when incivility was intense. This means that
the setting in which a workgroup operates influences how employees evaluate and
respond to workplace incivility.
The transactional theory of stress would
almost certainly produce similar results in my workplace as it did in this
study. Individual employees are less productive and less inclined to engage in
citizenship activity when exposed to incivility. When harassed by senior
employees, Millennials as a class decided to remain silent, resulting in
workplace inefficiency.
Application
of the theory in improving organizational Health
This methodology may be utilized at my
workplace to pinpoint certain external pressures and, as a result, develop
remedies. Singh et
al. (2016) recommends starting a mentorship
initiative in the health system, a buddy system in which each Millennial nurse
is linked with a senior nurse. Each partner would have to educate each other in
their respective areas of weakness. Each partner will learn experience and
competencies in their identified shortcomings as a result of this method. In
addition, a mentoring program will aid in the development of collaboration
among buddies and, as a result, throughout the whole workforce.
Evidence-Based Approaches to Develop High-Performance
Interprofessional
Recommendation of
strategies to address the shortcomings
Team building is one of the tactics that
may be adopted and has been proven effective in the aftermath of the
occurrence. Clarke et
al. (2015) suggest that team-building exercises
should be done more regularly and inside since establishing collaboration is an
effective means. For example, executives can organize monthly in-house team-building
events at the individual department's unit level and recognize the top-performing
teams. When people are inspired to work together and are rewarded for it,
participation rises, individual problem-solving abilities improve, and team
members form healthy bonds.
The second option is to provide regular
training for staff that is tailored to their specific requirements (Swarbrick et al., 2016). Human resource is required
to develop a needs-based sheet whereby employees are expected to include their
job parts believed to be difficult to fulfill. This will promote a self-improvement
mentality and would go a long way toward assisting both Millennials and elder
personnel in collaborating harmoniously.
Recommended strategies
to bolster successful practices
Open communication between management and
employees is one of the most successful strategies in my workplace. The issue
was a lack of communication among the employees. Employees must be empowered to
talk without fear of penalties if there is any future incivility. The administration
should consider developing a confidential reporting mechanism via which a
harassed nurse may securely report the incident. The offending staff will then
be interrogated once a thorough investigation is completed (Barlow, 2021).
Another
cogency is that the organization's management participates actively in policy
formulation, modification, and evaluation. According to Jones et al.
(2021), this might be addressed by including worker input in
policymaking. When management intends to create or update policies, the
employees impacted by the policies should be included.
References
Barlow, M. E.
(2021). Understanding Successful Strategies Human Service First-Level
Managers Utilize when Addressing Workplace Incivility (Doctoral
dissertation, Walden University).
Clark, C. M.
(2019). Combining cognitive rehearsal, simulation, and evidence-based scripting
to address incivility. Nurse Educator, 44(2), 64-68.
10.1097/NNE.0000000000000563
Clark, C. M.
(2019). Fostering a culture of civility and respect in nursing. Journal of
Nursing Regulation, 10(1), 44-52. Clark, C. M. (2019). Fostering a culture
of civility and respect in nursing. Journal of Nursing
Regulation, 10(1), 44-52. https://doi.org/10.1016/S2155-8256(19)30082-1
Clarke, S.,
Taylor, G., Lancaster, J., & Remington, B. (2015). Acceptance and
commitment therapy-based self-management versus psychoeducation training for
staff caring for clients with a personality disorder: A randomized controlled
trial. Journal of personality disorders, 29(2), 163-176.
Edmondson, A. C.
(2018). The fearless organization: Creating psychological safety in the
workplace for learning, innovation, and growth. John Wiley & Sons.
Gemeda, H. K.,
& Lee, J. (2020). Leadership styles, work engagement and outcomes among
information and communications technology professionals: A cross-national
study. Heliyon, 6(4), e03699. https://doi.org/10.1016/j.heliyon.2020.e03699
Gemeda, H. K.,
& Lee, J. (2020). Leadership styles, work engagement and outcomes among
information and communications technology professionals: A cross-national
study. Heliyon, 6(4), e03699.
Heyden, M. L.,
Fourné, S. P., Koene, B. A., Werkman, R., & Ansari, S. (2017). Rethinking 'top-down’
and 'bottom-up’ roles of top and middle managers in organizational change:
Implications for employee support. Journal of management studies, 54(7),
961-985.
Jones, A., Blake,
J., Adams, M., Kelly, D., Mannion, R., & Maben, J. (2021). Interventions
promoting employee "speaking-up" within healthcare workplaces: A
systematic narrative review of the international literature. Health
policy, 125(3), 375-384.
Mao, C., Chang,
C. H., Johnson, R. E., & Sun, J. (2019). Incivility and employee
performance, citizenship, and counterproductive behaviors: Implications of the
social context. Journal of occupational health psychology, 24(2),
213.
Singh, S., Goel,
P., Mathur, K., Sharma, N., Bothra, V., & Mairembam, D. S. (2016). THE
ON-SITE NURSE MENTORING PROGRAMME: A NEEDS-BASED NURSING INNOVATION IN BIHAR,
INDIA.
Swarbrick, M.,
Tunner, T. P., Miller, D. W., Werner, P., & Tiegreen, W. W. (2016).
Promoting health and wellness through peer-delivered services: Three innovative
state examples. Psychiatric rehabilitation journal, 39(3), 204.



About Author
Tough Essay Due? Hire Tough Essay Writers!
We have subject matter experts ready 24/7 to tackle your specific tasks and deliver them ON TIME, ready to hand in. Our writers have advanced degrees, and they know exactly what’s required to get you the best possible grade.
Find the right expert among 500+
We hire Gradewriters writers from different fields, thoroughly check their credentials, and put them through trials.
View all writers