NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Walden University NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT – Step-By-Step Guide

This guide will demonstrate how to complete the Walden University NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

The introduction for the Walden University NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

After the introduction, move into the main part of the NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

While undertaking the assessment as required by the NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT instructions, there was consideration of different factors within the work environment. From the assessment, the result revealed that a barely healthy workplace. In other words, there is a score of 64 which indicates a healthy workplace. The score was based on the values directed towards the workforce, employee’s engagement, as well as the fear of unbearable workloads (Norcini, 2016).

In most cases, assessment of healthcare environment rely in different issues that affect workforce and the entire stakeholders on the organization. When it comes to the assessment of the workers, most employees feel that they are being overworked and as a result, they cannot perform the responsibilities assigned to them. Also, there is a feeling that the conditions of work are unsafe due to the difficulties found in the work processes.

The basis of the assessment was based on the necessary conditions required to ensure that there is an integrated environment where success can be realized. From the assessment, there are different conclusions that can be made. There are both weaknesses and strengths within the organization. Based on the result of the assessment, the organization needs to work on improving the employees’ work conditions to improve the overall score in the assessment. For instance, there is the need for the management to reduce workloads assigned to an the employees so at to relieve pressure that comes with too much work. 

One of the areas that surprised me from the assessment is the process of communicating issues and the employees being valued.  Also, the complaints of workloads as reported by employees was a great surprise. There is always the need for most healthcare institutions to engage in solving issues that arise from the processes of work.

Before the assessment, I believed that healthcare institutions have elaborate working environments that support the needs of workers and the entire stakeholders. The organizational leadership is constantly working to ensure an effective working environment, this suggest about health and civility of the workplace.      
 

NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT Part 2: Reviewing the Literature 

The theory presented in the article provided is grounded theory. This theory was used to evaluate the perception of nurses in the acute care settings. Grounded theory refers to the systematic methodology that is often applied in the qualitative research processes. The theory involves adherence to the methodologies that includes the incorporation of the theories as well as the hypotheses through the collection and analysis of qualitative data.

Moreover, the theory relates to the environmental assessment. The outcomes of the workplace environmental assessment is entirely supported by the grounded theory. In grounded theory, there is always the collection of facts and other forms of information that relate to the assessment processes.

The grounded theory is often applied in the assessment processes to ensure effective outcomes that reveals the true reflection of the work environment. In the above case, the grounded theory was based on the approaches applied by the healthcare institution to ensure quality treatment processes. 

The grounded theory relates to the result of the assessment that was conducted within the organization. The outcomes show a healthy working environment despite some challenges that have been experienced in terms of work load and other ineffective conditions of work. The assessment outcomes are based on the information that has been collected from different department and operational processes (Cynthia, 2019). The grounded theory is often based on the collection of data and information that is critical in showing the positive outcome of the entire processes of analysis.

Therefore, the organization can apply the grounded theory to improve healthcare outcomes or create a stronger work environment. The theory can be employed to address the perception of the entire workforce in order to enhance quality healthcare delivery and the general operational processes. For instance the theory can be applied in both qualitative and quantitative research processes to ensure effective outcomes in the treatment processes.     

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams 

There are different strategies that can be employed to create high-performance interprofessional teams. One of the strategies is the improvement in communication system within the organization. In most cases, effective communication system is essential in ensuring an integrated work environment as well as the improvement in the general performance of the organization.

From the assessment, if communication can be improved, there can be an increase in the evaluation performance. The organizational processes are often based on the communication system within the workplace. As such, when people or employees are able to communicate effectively, there can be a tremendous improvement in healthcare delivery processes and the general improvement in the operational processes (Clark, 2015). 

Another strategy is the application of evidence-based practices. The operational processes should be based on the evidence-based practices to ensure that the shortcomings within the system are addressed. From the assessment, the workplace is characterized by employees’ complaints arising as a result of workloads and lack of enough time to relax and concentrate on other issues.

With the adherence to the evidence-based practices, there can be a general improvement in the operational processes, a situation that can lead to improvement in the performance of the assessment. The assessment score was 64; however, with the incorporation of the above factors, the score can reach a maximum point. These strategies can be applied to address the weaknesses that were encountered in the assessment process. 

Strengthening nursing leadership is one of the strategies that can be employed to bolster successful practices revealed in the work environment assessment. Another strategy is general improvement in the management system. These strategies will ensure adherence to the ethical practices and the general work processes within the healthcare institution.        

Also Read:

Module 4: Workplace Environment Assessment

CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

References 

Clark, C., (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today 10(11), 18-23. Retrieved on 10/7/2019 from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf 

Cynthia M., C. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, (2), 64. https://doi-org.ezp.waldenulibrary.org/10.1097/NNE.0000000000000563 

Norcini, J. J. (2016). Workplace assessment. Understanding Medical Education: Evidence, Theory and Practice (2nd ed.). London: John Wiley & Sons, Ltd, 279-291. Retrieved from: 10.1002/9781118472361 

Sample Answer 2 for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Post a brief description of the results of your Work Environment Assessment.  Based on the results, how civil is your workplace?  Based on my workplace assessment, my facility received a score of mildly healthy. 

Explain why your workplace is or is not civil.   As a nurse it is my responsibility to create a safe, ethical, civil workplace comprising of dignity and respect (Clark, C. M., 2015).  My past workplace is considered mildly healthy. I would consider my workplace in between civility and incivility. Based on policies, procedures, promoting safe environment. Hiring some of the best physicians and support staff, as well as continuing education requirements and support, my workplace is healthy.  However, the level of stress, patient overload, acuity and staff concerns, my workplace is not healthy. I strive daily to do what is right because it is right.  Everyone that I work with know that if you ask me, I am going to tell the truth and always treat patients with respect and dignity even though the patient may not be treating staff that way.  My manager would give me difficult patients and my co-workers knew that and some would even ask me to “swap” a patient with them.  The prevailing system of superiority and work overload was evident at my past job.  Working in surgery there are different elements to pre-operative environment.  Within the peri-operative environment, multi-faceted, are assessment nurses, lab, and chart room nurse.  There was never a clear understanding of the role of the chart-room nurse which posed many problems and challenges.  If that nurse did not want to confirm a critical lab, ekg, or issue to the surgeon, it would be brought back to the assessment nurse and at times would be reported to the supervisor.  There was a unhealthy relationship established before I began working there.  I had no idea.  According to Clark et al., (2011), “disruptive behaviors” are common and are often due to unclear roles and expectations, professional and personal value differences, as well as power struggles.  I tried to bridge this culture even though I was not in management by engaging with all sides to try to bridge the gap.  However, it was to no avail because feelings were deeper than I realized.  Our manager seem to favor the chart nurse as they were very close friends.  In lieu of this, I felt optimistic.  I attempted to come up with resolutions such as team talks but the chart room nurse did not want to engage. The foundation of good team building must be trust (Laureate Education, 20009u).  In the end, I am no longer there and from some of the nurses, these issues exist now.  It is so sad, because this could be an idea job for many nurses. Clark et al, 2011, states that these types of issues can be resolved by leaders who model role professionalism and effective communication skills.  In the end, I have learned, teams must have shared goals, shared knowledge, and mutual respect -TEDx. (2017). 

References: 

Clark, C.M., Olender, L.,Cardoni, C,C., Kenski, D. (2011). Fostering civility in nursing education and practice.  The journal of Nursing Administration, 41(7/). 324-330 

Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. https://www.americannursetoday.com/wp-content/uyploads/2015/11/ant11-CE-Civility-1023.pdf 

Laureate Education (Producer)(2009u). Working with Groups & Teams

. Baltimore, MD: Author 

TEDx. (2017, April). Jody Hoffer Gittell:  The power of a simple idea [Video file]. https://www.youtube.com/watch?v=X7hL5RC5kdE. 

Sample Response for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

The work environment assessment has been an important opportunity to conceptualize the intricate element of the workplace. It has been especially relevant for understanding the mutual connection between different categories of workers and departments that have to actualize the same objectives. Despite the differences that might exist between workers, it is worthwhile to note that the commitment to facilitate the treatment and care for patients is the driving force for enhancing productivity and passion. So far, I have considered different aspects of my workplace and arrived at a fair score on how civil the workplace is, especially in respect of the conditions of the workforce. I align with the fair score given my concern in advocating for essential improvements. Despite the limited impact, my colleagues are also involved in addressing the underlying issues and pushing for better service delivery.   

 My facility attains a score of mildly healthy. The score is based on the tendency to have extremes of favorable and unfavorable conditions. My workplace has failed to have a balance in considering the interests of the workers. Nurses are indeed at the center of facilitating safety, ethics, and the dignity of the patients (Seyedfatemi et al., 2020). It has performed excellently regarding key areas such as ensuring a safe working environment. It is also noteworthy that the management has succeeded in having the best physicians in place, coupled with the support staff to ensure effective treatment and service delivery. There are further incentives for continuing education, which is often meant to align with the changing dynamics in the health profession (McCloughen & Foster, 2018). However, there are essential concerns regarding a high level of stress, patient overload, and workforce complaints. Such issues need to be addressed to arrive at the desired organizational standards. 

References 

McCloughen, A., & Foster, K. (2018). Nursing and pharmacy students’ use of emotionally intelligent behaviours to manage challenging interpersonal situations with staff during clinical placement: A qualitative study. Journal of Clinical Nursing, 27(13-14), 2699-2709. 

Seyedfatemi, N., Mohammadi, N., & Hashemi, S. (2020). Promoting patients health in intensive care units by family members and nurses: A literature review. Journal of Education and Health Promotion, 9. 

Sample Response for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

            Thank you for sharing your work experience with us. It is never easy revisiting those feelings of not being valued but taken advantage of and where high levels of unproductive favoritism exist. When individuals in higher management positions demonstrate their superiority,  it is reminiscent of the silos that are discussed in the TEDx (2017) video. Patient care involves everyone horizontally across the organizational chart. Proper, safe, and sound care, does not occur when organizations function within their individual silos. This does not create a needed productive, beneficial atmosphere and environment for staff and all units alike. Mangiofico and Tompkins (2021) express that when the supervisor of a unit is belittling or the like it disables the environment starting with psychological safety. Moreso, those who witness such abuse can be just as affected as those who are recipients of it Mangiofico and Tompkins (2021). 

            One intervention conducted at a non-profit center to alleviate incivility among staff in an organization was the implementation of a dialogical approach. This consisted of delving into each board member’s own feelings of what they meant to the team, dissecting those definitions, and working through them. Several of these definitions were negative in the sense that staff felt that their work was diminished and threatened, and several individuals felt a sense of disparagement Mangiofico and Tompkins (2021).  These staff members were then brought together into two groups and were engaged in dialogue to ameliorate any negative, unproductive feelings, expressions and use newly established co-created dialogue that benefits all Mangifico and Tompkins (2021). Here, a dialogical approach was used to get to the root of the problem, addressing assumptions and feelings, by sorting through them to stabilize the relational pattern through reasoning and being sensible Mangiofico and Tompkins (2021). 

            Workplaces and organizations are permeated with norms of interpersonal conduct. Mandatory continuing education within facilities needs to engage in civility videos as much as they do HIPPA videos. When one is aware of misbehaviors, or it is recognized by professionals when it was not priorly seen as such, they become cognizant and the catalyst to change that behavior. Saxena, Geiselman, and Zhang (2019) express that organization must show videos that contain  “Bringing norms of interpersonal respect to the forefront of one’s consciousness; Making employees aware of when civil interactions become uncivil; How to monitor one’s behavior; Engaging employees into actively understanding the negative impact of being uncivil; and In case incivility occurs, how to best handle the episode, both from the standpoint of a perpetrator and of a target” (p. 4). 

            These are both superb options, the first more or so actively getting to the root of the problem through investigating personal feelings using the dialogical approach. The second, I would think, would be much more economical and time-friendly however, it will need enforcement to keep it from occurring related to human behaviors that are not easy to fix.  

References 

Mangiofico, G. L., & Tompkins, T. C. (2021). A Framework for Disrupting Incivility in the Workplace. Organization Development Journal, 39(4), 79–90. 

Saxena, M., Geiselman, T. A., & Zhang, S. (2019). Workplace incivility against women in STEM: Insights and best practices. Business Horizons, 62(5), 589–594. https://doi.org/10.1016/j.bushor.2019.05.005 

TEDx. (2017, April). Jody Hoffer Gittell. The power of a simple idea. [Video file]. Retrieved from https://www.youtube.com/watch?v=X7nL5RC5kdE 

Sample Answer for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

  When I did the work environment assessment from Clark (2015) and evaluated my place of work, my facility scored 80 out of 100. One of the reasons my facility received an 80 out of 100 is that the satisfaction and morale of the employees are low sometimes because there are not enough staff members working in the operating room. When there are not enough staff working there, it causes the staff members to view themselves as employees and not an asset to the organization. Fairley et al. (2019) discussed how extensive research has been carried out on patient and staff scheduling to improve operating room performance.

           My workplace facility is a civil place to work. However, when an employee is mad at another employee, they talk behind each other’s back rather than addressing the issue with that employee. Because of this, the retention rate of employees in the operating room is lower. As an operating room nurse, I need to focus on my patients and the care I am providing. Eriksson et al. (2020) described how the operating room nurses’ responsibility is to ensure good nursing care before, during, and after surgery. Broome and Marshall (2021, p.155) brought out an interesting point about how, as an APRN, the world awaits our ideas, skills, and unique contributions that we will make to our workplaces.

           There have been many times that there has been incivility in the operating room at my facility. One example of incivility/disrespect in the operating room where I work was when an orthopedic doctor wanted to do a direct anterior hip arthroplasty. I scheduled the procedure, and when the lead surgical technologist found out I scheduled it without her permission, she called the doctor and swore at the doctor and I for not calling her first. Her uncivil attitude was all about her. She was on vacation and believed that the doctor could not do this case without her. In reality, we could do the case, and the other surgical technologists there had done many direct anterior hips with this doctor and other orthopedic doctors. Whitebrook (2021) talked about how enabling change within our practice begins with education, initially by learning to identify which types of behaviors constitute incivility.

           The doctor contacted the operating room manager to discuss this surgical technologist’s attitude toward him. The result of this interaction was that the manager took the surgical technologist into her office and explained that her job was to assist the doctor in his cases and not to swear at him and tell him when he could schedule the cases. This surgical tech was given two days off with no pay to think about her attitude and how she is supposed to interact with other medical professionals in our operating room.

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10Links to an external site.(11), 18–23. https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdfLinks to an external site.

Eriksson, J., Lindgren, B., & Lindahl, E. (2020). Newly trained operating room nurses’ experiences of nursing care in the operating room. Scandinavian Journal of Caring Sciences, 34(4), 1074–1082. https://doi.org/10.1111/scs.12817Links to an external site.

Fairley, M., Scheinker, D., & Brandeau, M. L. (2019). Improving the efficiency of the operating room environment with an optimization and machine learning model. Health Care Management Science, 22(4), 756–767. https://doi.org/10.1007/s10729-018-9457-3Links to an external site.

Whitebrook, A. L. (2021). How can Civility in the Operating Theatre be Improved to Enhance Patient Safety? (Part Two). Operating Theatre Journal, 368, 20–22.

Sample Answer for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

The role of a nurse’s job is to establish and maintain a safe environment for patients and health care workers. Civility is defined as being polite and kind in disposition and speech. Civility comes from the Latin word civils, meaning “relating to public life, befitting a citizen.” Civil behavior refers to polite behavior toward others and ensuring that their dignity is maintained (Clark et al, 2010). However, studies have indicated that negative behaviors such as incivility are often more common in the nursing profession. Uncivil behaviors include verbal abuse, nonverbal abuse, sexual harassment, and passive aggressive behavior (Atashzadeh et al, 2021). In this discussion, I will explain my Work Environment Assessment results, and what I experienced incivility at my workplace, and how it was addressed.

Work Environment Assessment Results

In my workplace environment assessment, Clark Healthy Inventory scored 58. According to Clark (2015), the score indicates that my workplace is unhealthy. Clark Healthy Inventory assessment results about my workplace’s environment assessment shows a lot of work needs to be changed. My organization needs hiring more health care worker, social worker, nurse and improve communications between supervisors and employees.

Incivility Experience

Uncivil behaviors include verbal abuse, nonverbal abuse, sexual harassment, and passive aggressive behavior. A study by Duncan reported the rate of incivility to nurses to be higher than 46% and one-third of nurses had been exposed to physical violence. This study reported that 100% of ER nurses had been exposed to verbal violence and more than 80% to physical violence (Duncan et al, 2000). I experienced incivility in my workplace very often and mostly came from patients I am taking care of. Since I work with children and young adults with behavioral and mental disorders it is very often the patients presented with verbal abuse or aggressive behaviors to us. The hospital has different codes for emergency situations and a high-level security system with cameras everywhere in the hospital. During orientation all new employee has 10weeks training on self-protection for patient’s aggressive behaviors and patient restriction for uncontrol patients.  

Conclusion

A civil workplace environment allows nurses to focus and improve patient care. Non-civil behavior in the workplace leads to negative outcomes such as low productivity, conflict, reduced job satisfaction and less organizational commitment (Lu et al., 2019). Incivility not only creates a hostile workplace for nurses, but also forms a dangerous environment for patients, leading to diminished patient satisfaction and poor patient recovery. Therefore, awareness of this problem can help with the assessment of the current situation as well as effective and realistic planning to prevent and also follow up on the consequences.

References

Clark, C. M., & Springer, P. J. (2010). Academic nurse leaders’ role in fostering a culture of civility in nursing education. The Journal of nursing education, 49(6), 319–325. 

Atashzadeh Shoorideh, F., Moosavi, S., & Balouchi, A. (2021). Incivility toward nurses: a systematic review and meta-analysis. Journal of medical ethics and history of medicine, 14, 15.

Duncan, S., Estabrooks, C. A., & Reimer, M. (2000). Violence against nurses. Alberta RN, 56(2), 13–14.

Lu, L., Lok, K. I., Zhang, L., Hu, A., Ungvari, G. S., Bressington, D. T., Cheung, T., An, F. R., & Xiang, Y. T. (2019). Prevalence of verbal and physical workplace violence against nurses in psychiatric hospitals in China. Archives of psychiatric nursing, 33(5), 68–72. 

Sample Answer for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Civility in the workplace environment, especially in nursing, is a critical aspect of attaining performance and productivity for employees. Nurses who work in civil and positive workplace environments are motivated and focus on quality care delivery as opposed to those who encounter incivility which entails repetitive, low-intensity unacceptable social behavior. Alsadaan et al. (2023) observe that nursing incivility seriously affects nurses’ well-being, patient engagement, and health outcomes. The purpose of this paper is to discuss the results of the workplace environment assessment using the Clark Workplace Inventory of my current practice setting and apply published research in developing a proposed intervention to address the issues discovered during the evaluation.

Part 1: Work Environment Assessment

The results of the work environment assessment show a score of 66 out of 100 meaning that it is barely healthy and requires more interventions. For instance, employees expressed high satisfaction levels in only two areas with a score of five. These included living by a shared vision and mission based on trust, respect, and collegiality and emphasis on employee wellness and self-care. The results show low scores in communication, recognition, and celebration of achievements, and low levels of satisfaction, engagement, and morale. Further, the results show shallow scores on competitive salaries, benefits, and compensation as well as the inability to attract and retain the best and brightest talent. The two things that surprised me about the results are the very low scores in critical areas like communication and compensation. Further, while I knew that the workplace would not score highly, I was shocked at the overall score. Before the assessment, I believed communication would get a low score because of the numerous complaints that nurses made concerning organizational processes and other critical aspects of care delivery. The results showed that the management should implement best practices to improve employee motivation, engagement, and overall performance.

Part 2: Reviewing the Literature

Theory or Concept in the Article

The selected article by Clark (2019) explores how nursing and healthcare organizations can foster a culture of civility and respect. The article asserts that harm from disrespect impacts patient safety efforts with disrespectful and uncivil behaviors leading to detrimental effects on persons, teams, and organizations. Therefore, the core concept that emerges from the article is the impact of incivility on the patient care environment. The article also discusses the implications of workplace incivility and offers evidence-based strategies to promote a culture of civility and respect.

Relationship of the Article to Results of Work Environment Assessment

The concept of fostering civility and respect as presented in the article by Clark (2019) relates to the outcomes of the work environment assessment since the setting is uncivil with low motivation and barely healthy for employees to perform and be productive. For instance, the article identifies evidence-based strategies that the facility can use to prevent and address the issue of incivility. Clark (2019) observes that modeling professionalism and ethical practice, setting the tone for civility as a shared value in the organization, and incremental changes through a transformational leadership approach can reverse poor workplace evaluation outcomes. The results of the assessment demonstrate that the organization is uncivil and requires interventions to improve satisfaction levels and overall performance among nurses and other employees.

Applying the Concept to the Workplace

The organization can apply the concepts highlighted in the article to improve the workplace in various ways. Firstly, the article observes that a positive workplace culture depends on a variety of factors including the level of job satisfaction, employee commitment, and turnover rates. These factors have a direct impact on employees and their ability to work, their loyalty to the organization, and the level of support they experience from the management and leaders. Therefore, the organization can evaluate the implications of these factors and create a workplace environment that encourages employees and improves their retention rates. The results from the inventory show that the organization does not attract and retain the best talent. Further, the outcome indicates very low scores on competitive salaries, benefits, compensation, and other rewards. Consequently, the organization can use the concepts advanced in the article like implementing the suggested framework for fostering civility. Clark (2019) opines that the Pathway for Fostering Organizational Civility (PFOC) is an evidence-based intervention that can create a healthier and more civil workplace. The framework offers a progressive step-wise approach to promoting a culture of civility and respect. The organization can implement this framework to help improve the environment instill a sense of belonging and motivate employees.  Additionally, Lee et al. (2022) assert that healthcare organizations can develop diversity, equity, and civility councils to enhance health equity in a nursing environment. Developing the council instills a positive culture where nurses feel included, and promotes diversity and social justice among all stakeholders.

Part 3: Evidence-Based Strategies to Create High-Performance Inter-professional Teams

Strategies to Address Shortcomings

The assessment uncovered several shortcomings within the organization that require effective interventions, especially through evidence-based strategies to develop high-performance teams. The assessment uncovered ineffective communication, poor compensation, lack of recognition and reward system, and low levels of employee satisfaction, engagement, and morale. As such, addressing these issues is essential to attain high-performance inter-professional teams within the healthcare settings. The first evidence-based strategy is to develop a diversity, equity, and civility council as suggested by Lee et al. (2022). Such a council will develop effective measures to enhance civility, diversity, and equity among nurses and the management.

Secondly, leaders within the organization should implement a transformational approach that does not encourage workplace incivility. In their article, McDermott et al. (2021) observe that leaders should take a stand against incivility and ensure that employees feel included and part of the organizational activities and processes to attain set goals and objectives. Broome and Marshall (2021) observe that transformational leaders create and shape the organizational environment and culture to support excellence in practice. Transformational leaders also build cohesive and effective teams through collaboration and working together in teams, especially inter-professional teams. Therefore, these strategies are essential in overcoming the identified shortcomings from the assessment of the workplace since they encourage transformational leadership and collaboration.

Strategies to Bolster Successful Practices

The organization can bolster successful practices in the workplace through a transformational leadership approach and increasing recognition and rewards. Currently, the results show that while employees have a shared vision, they do not feel there is sufficient and effective communication within the organization. Transformational leadership will enhance communication, build a team approach to attain results and outcomes and enhance collaboration among employees at different levels and in various cadres. As observed by Broome et al. (2022), transformational leaders enhance collaboration and a shared approach to organizational issues. Recognizing and rewarding employees and improving their compensation will enhance successful behaviors and practices to develop a positive and productive workplace environment. The current practices require more interventions to bolster their outcomes aimed at developing an effective workplace environment with high civility levels.

Conclusion

Workplace assessment is an important aspect of understanding the critical issues that affect employees and helps organizations develop evidence-based strategies to overcome the uncovered problems. The assessment of the workplace demonstrates that it is barely healthy and requires more interventions to address the issues and make it civil to all employees. Existing literature evidence shows that through frameworks like Pathway for Fostering Organizational Civility (PFOC), transformational leadership approach, creating diversity and civility council, and taking a position against incivility, workplace leaders and managers can address the identified challenges emanating from the workplace assessment.

References

Alsadaan, N., Ramadan, O. M. E., & Alqahtani, M. (2024). From incivility to outcomes: tracing

the effects of nursing incivility on nurse well-being, patient engagement, and health outcomes. BMC Nursing, 23(1), 325. DOI: https://doi.org/10.1186/s12912-024-01996-9

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