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Assignment Week 9 – NURS 6053

Assignment: workplace environment assessment.

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 Assignment: Workplace Environment Assessment.

  Module 4 Assignment: Work Environment Assessment – NURS 6501: Interprofessional Organizational and Systems Leadership

Module 4 Assignment: Work Environment Assessment

Workplace incivility, which is described as repetitive, low-intensity unacceptable social behaviors, is a common occurrence in nursing practice (Armstrong, 2018). Uncivil conducts range from passive aggression and sexual harassment to nonverbal and verbal abuse and are predominantly intended to undermine and scare another group or an individual (Bambi et al., 2018) Assignment: Workplace Environment Assessment . In nursing settings, incivility aimed at colleagues represents a form of harassment that possibly contributes to physical and psychological anguish in victims, which, in turn, adversely influence the quality of nursing care delivered (Armstrong, 2018). The present assignment aims at analyzing the Clark Healthy Workplace Inventory results from my workplace and applying evidence from published pieces of literature in formulating interventions to address cases of uncivil behaviors discovered during the assessment. The three-part assignment entails a summary of the Work Environment Assessment , theory or concept discussed in the assignment articles, and evidence-based strategies for creating high-performance inter-professional teams.

Part 1: Work Environment Assessment

My workplace scored 83 on the Clark Health Workplace Inventory indicating that it is moderately healthy. The highest scores were recorded on members sharing a collective vision and mission that is grounded on trust, respect, and collegiality. Our nurse leaders recognize that being on the same page with all the patient’s clinical care providers is at the crux of patient-centered, evidence-based, and outcome-oriented care delivery and effective leadership (Martin et al., 2017). In my view, a shared vision reinforced by teamwork and broadening clinical scopes of nurses has led to shared care in my workplace as the collective vision has provided the path for change and inspired individuals to focus their energies on the core mission of fostering a healthy environment that guarantees patient safety (Martin et al., 2017). For instance, the shared vision provides a strong purpose and clear orientation to the nurse manager and team members of the L&D unit, which enables them to set priorities accordingly and stay on track, thereby leaving no room for uncivil behaviors. Other factors that have led to the moderate healthy workplace environment in our worksite include the use of effective communication , evident teamwork and collaboration, provision of competitive remunerations, and availability of adequate resources for professional growth and development.

Our hospital CEO and nurse manager strive to promote a healthy workplace that reflects a high degree of team involvement in decision-making as well as positive patient outcomes (Clark et al., 2016). Thus, I would rate my workplace environment as somewhat civil, since there have been seldom cases of incivility that threatened inter-professional collaboration, especially between nurses and clinicians (Shoorideh et al., 2021). From the available literature, power dynamics particularly between managers and junior staff is a primary recipe for uncivil behaviors, mainly verbal abuse including hostility, overt scolds or convert criticisms, sarcastic reactions, and impoliteness (Abdollahzadeh et al., 2017; Shoorideh et al., 2021). It was surprising, however, that the nurse leaders in our workplace were unlikely to direct incivility toward their subordinates. Covert uncivil conduct occurred among nurses with colleagues showing mutual disrespect during clinical rounds. Second, the frequency of reported cases of incivility is non-existent due to its covert nature, implying that cases remain undocumented and unaddressed. An idea I believed before the work environment assessment was that the unit and hospital leadership proactively investigated cases of incivility Assignment : Workplace Environment Assessment. However, the results indicated that while there is a perceived moderate healthy environment, interventions are needed to expose and prevent covert incidences of uncivil conduct amongst clinicians.

Part 2: Reviewing the Literature

I analyzed Clark’s (2019) and Clark’s (2015) articles highlighting the concept of cognitive rehearsal, an evidence-based technique proposed for employment in tackling discourteousness and disrespect during difficult dialogues. The technique is at the crux of Bandura’s social learning theory, whereby persons work with an experienced facilitator to deliberate and rehearse effective approaches to tackling a certain social issue or problem (Clark, 2019). It entails mentally practicing desired reactions to situations involving conducts frequently allied to workplace incivility like physical violence, verbal disrespect, subversion, gossiping, humiliation, and nonverbal allusion (Kousha et al., 2022). Cognitive rehearsal is intended to improve impulse control, increase confidence, and reduce nervousness by exercising pragmatic techniques to handle possibly nerve-wracking experiences. The covert cases of incivility at my workplace are examples of nerve-wracking social experiences that are characterized by discourteousness, disrespect, and difficult conversations, which call for the application of such psychological techniques as a cognitive rehearsal to address it.

Kousha et al. (2022) conducted a randomized controlled trial (RCT) involving 80 emergency nurses to explore the efficacy of cognitive rehearsal and educational intervention on perceived incivility among emergency nurses. The findings of the RCT showed that cognitive rehearsal enabled the emergency nurses to decode the training they acquired on effective conversation approaches into appropriate behaviors they can apply in their clinical settings to maintain mutual respect during heated discussions. In the above view, the tenets of the cognitive rehearsal technique can be applied in our hospital to promote a healthier workplace environment and prevent cases of nurse-to-nurse incivility. In line with the three-step process described by Clark (2015), the cognitive rehearsal technique will involve a nurse manager-led training presentation on incivility, modeling and demonstration of desired responses during dialogues, including the desired calm, respectful tone, and allowing the nurses to teach back to exercise the acquired behaviors to reinforce the instruction and rehearsal (Clark, 2015). The expectation is that the application of the cognitive rehearsal and role modeling technique in my clinical setup will result in a more conflict-capable staff, enhanced communication, improved nurse satisfaction, and subsequently, enhanced nursing care delivery.

Part 3: Evidence-Based Strategies for Creating High-Performance Inter-Professional Teams

One recommendation to develop high-performing inter-professional teams devoid of the convert nurse-to-nurse uncivil behaviors in our workplace is simulation-based Team Strategies and Tools to Enhance Performance and Patient Safety (TeamSTEPPS) training. TeamSTEPPS is a systematic methodology and set of instruments formulated by the Agency for Healthcare Research and Quality (AHRQ) and the Department of Defense (DoD) designed to enhance teamwork skills and communication among medical professionals with the principal goal of optimizing patient outcomes (AHRQ, n.d.). Assignment: Workplace Environment Assessment TeamSTEPPS facilitates team building and synergistic behaviors grounded on clearly defined purpose, active listening, demonstration of compassion and honesty, flexibility, and dedication to conflict resolution, all of which are necessary for fostering inter-professional collaboration and mutual respect. The second recommendation for creating high-performing inter-professional teams is the provision of effective leadership. In particular, the presence of transformational leaders facilitates shared governorship, goal alignment, creativity and innovation, team building, effective communication, and direction setting necessary for high-performing inter-professional teams (Mitchell et al., 2017).

In line with Eggenberger et al. (2019) recommendations, transformational leaders inspire members of interdisciplinary teams to partake in establishing a collaborative team culture and encourage them to nurture novices for team continuity and sustainability. Apart from cognitive rehearsal, I recommend the application of the tenets of the DESC models among nurses to communicate their beliefs, thoughts, and feelings in an open, honest way without infringing the rights of others and subsequently avoiding avoidable conflicts associated with incivility (Clark, 2019). The second strategy to bolster successful practices and desired behaviors in our clinical setting among nurses is to inculcate a culture of patient safety by actively investigating and tackling uncivil behaviors. The above will demonstrate the leadership’s commitment to tackling incivility, promoting a healthy workplace environment, and encouraging reporting of uncivil conduct.

The present assignment aimed at analyzing the Clark Healthy Workplace Inventory results from my workplace and applying evidence from published pieces of literature in formulating interventions to address cases of uncivil behaviors discovered during the assessment. The three-part assignment provided a summary of the Work Environment Assessment, showing that my workplace scored 83 on the Clark Health Workplace Inventory suggesting that it is moderately healthy. The reviewed pieces of literature highlighted the concept of cognitive rehearsal, an evidence-based technique proposed at the crux of Bandura’s social learning theory for employment in tackling discourteousness and disrespect during difficult dialogues. The concept is based on the premise that persons work with an experienced facilitator to deliberate and rehearse effective approaches to tackling a certain social issue or problem. The evidence-based strategies recommended for creating high-performance inter-professional teams include TeamSTEPPS-based training and transformational leadership.

Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to prevent workplace incivility? Nurses’ perspective. Iranian Journal of Nursing and Midwifery Research , 22 (2), 157–163. https://doi.org/10.4103/1735-9066.205966

AHRQ. (n.d.). About TeamSTEPPS® . https://www.ahrq.gov/teamstepps/index.html

Armstrong, N. (2018). Management of nursing workplace incivility in the health care settings: A systematic review. Workplace Health and Safety , 66 (8), 403–410. https://doi.org/10.1177/2165079918771106 Assignment: Workplace Environment Assessment

Bambi, S., Foà, C., De Felippis, C., Lucchini, A., Guazzini, A., & Rasero, L. (2018). Workplace incivility, lateral violence, and bullying among nurses. A review of their prevalence and related factors. Acta Biomedica , 89 (6), 51–79. https://doi.org/10.23750/abm.v89i6-S.7461

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace: Let’s end the silence that surrounds incivility. American Nurse Today , 10 (11), 18–23.

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

Eggenberger, B. T., Sherman, R. O., & Keller, K. (2019). Creating high-performance interprofessional teams leading the wa y . American Nurse Today, 9 (11), 12–14.

Kousha, S., Shahrami, A., Forouzanfar, M. M., Sanaie, N., Atashzadeh-Shoorideh, F., & Skerrett, V. (2022). Effectiveness of educational intervention and cognitive rehearsal on perceived incivility among emergency nurses: A randomized controlled trial. BMC Nursing , 21 (1), 1–9. https://doi.org/10.1186/s12912-022-00930-1

Martin, J., Mccormack, B., Fitzsimons, D., & Spirig, R. (2017). The importance of inspiring a shared vision. International Practice Development Journal , 4 (2), 1–15.

Mitchell, R., Boyle, B., Parker, V., Giles, M., Joyce, P., & Chiang, V. (2017). Transformation through tension: The moderating impact of negative affect on transformational leadership in teams. Human Relations , 67 (9), 1095–1121. https://doi.org/10.1177/0018726714521645

Shoorideh, F. A., Moosavi, S., & Balouchi, A. (2021). Incivility toward nurses: A systematic review and meta-analysis. Journal of Medical Ethics and History of Medicine , 14 (12), 123–134. https://doi.org/10.18502/jmehm.v14i15.7670 Assignment: Workplace Environment Assessment

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: · Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues. (See below) · · Select and review one or more of the following articles found in the Resources: (See attached PDF documents and citations below) · Clark, Olender, Cardoni, and Kenski (2011) · Clark (2018) · Clark (2015) · Griffin and Clark (2014) IMPORTANT     The Assignment – Instructions **At least 5 references including the Article(s) from Resources**   Part 1: Work Environment Assessment (2 pages) · Review the Work Environment Assessment Template you completed – See attached document · Describe the results of the Work Environment Assessment you completed on your workplace. (See attachment) · 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 (2 pages) · Briefly describe the theory or concept presented in the article(s) you selected – From the Resources – PDF attached documents. · 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 (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.   CITATIONS FOR RESOURCES   Clark, C. , Olender, L. , Cardoni, C. , Kenski, D. & (2011). Fostering Civility in Nursing Education and Practice.  JONA: The Journal of Nursing Administration, 41  (7/8), 324-330. doi: 10.1097/NNA.0b013e31822509c4.   Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility.  Nurse Educator, 44  (2), 64-68. doi: 10.1097/NNE.0000000000000563.   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. doi:http://dx.doi.org.ezp.waldenulibrary.org/10.3928/00220124-20141122-02     Response post Discussion Post Hi Ariel, Thanks for your contribution to the week’s discussion. I agree with you that it is not a good experience working in an environment where people do not work as a team. It is more disappointing in situations where the approach of the leader causes the lack of team spirit. In many situations, it is the work of the leader to build the team. In others, the leader must learn to work with existing personnel who are members of a team. The concept of team in healthcare is essential in acute care hospital environments as well as ambulatory and community care settings. Healthcare organizations’ very complexity and pace demands team approach to problem-solving and leaders who understand and promote team achievement. An effective team magnifies the power of a leader, and the leader who empowers team members expands the capacity of the whole organization at all levels. (Broome & Marshal, 2021). Teamwork benefits the organization, individuals who work in the organization, and the patient population. It makes team members willing to commit to each other and the team. It makes people feel accountable for themselves and hold each other responsible while paying attention to the set goals of the group. To achieve the goals of every organization, there is a need for teamwork. This is because to tackle any issue, problem, project, people from multiple backgrounds and multiple perspectives are needed to apply their knowledge as team members. Teamwork makes people claim common ownership of the end goal. (Laureate Education, 2009).   References Broome, M., & Marshall, E. S. (2021).  Transformational leadership in nursing from expert clinician to influential leader . Springer Publishing Company. Laureate Education. (2009).  Working with Groups and Teams  [Video file]. Baltimore, MD: Author. Bottom of Form  

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NURS 6053 Week 9 Assignment – Workplace Environment Assessment

February 1, 2022 Walden Carly

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.
• 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.

Sample Paper – Week 9  Assignment

Nurs 6053 – workplace environment assessment, workplace environment assessment.

Name of Student

Walden University

Interprofessional Organization & System Leadership

Dr. Elvira G. Phelps

Incivility is a well-recognized and common issue in clinical practice as well as nursing education. As a contrast to civility, which involves considerate and respectful participation, incivility is referred to as low-intensity behavior characterized by various behaviors like being rude, impolite, or discourteous. It can be bidirectional and take many forms. It can occur between nurses, subordinates, and those in positions of leadership as well as from leaders to nurses in lower-ranking positions. Incivility in the healthcare workplace can involve repeated disrespectful, offensive, or discouraging behavior, unfair punishments, and misuse of power that can discourage and distress receivers. It ultimately creates strain and decreases the satisfaction and confidence of employees (Raheem & Cosby, 2016). This paper aims to describe the results of the Work Environment Assessment completed for my workplace and explain what they suggest about the civility and health of the workplace. It will also reveal a theory relating to the results and how the organization can apply it to create stronger work teams and improve organizational health. Strategies from the literature that can be implemented to bolster successful practices and address shortcomings revealed in the assessment will also be recommended.

Work Environment Assessment

The overall civility score of the workplace was 56, which falls in the unhealthy score range from 50 to 59 (Clark, 2015). Two surprising things were the statements; “communication at all levels of the organization is transparent, direct, and respectful.” and “teamwork and collaboration are promoted and evident,” which had deficient scores. It can be the cause of the exceptionally high turnover, especially among registered nurses within the department, as well as decreased job satisfaction scores and retention rates. An unhealthy and uncivil work environment can negatively influence staff commitment to the organization as well as their productivity. While working on the floor, there have been experiences of miscommunication, especially in changes in shifts. One scenario that portrays the issue involved hurrying up to get patient reports and stabilize another one as an intensive care unit (ICU) patient was waiting to transfer to the floor. My work phone was frequently ringing as the ICU nurse tried to give me a report. She eventually rolled the new patient to my level and expected a report right away as she had to go home. She was uncivil as I tried to apologize, and she responded, saying, “whatever, I don’t have time for this. I want to go home.” I respectfully acknowledged her incontinence that I might have caused, but my patient’s safety was my priority. Additionally, I explained to her that she needed to address me respectfully as we are both professionals, and the wellbeing of our patients comes first. One prior belief that was confirmed by the results is that the only thing helping the organization retain staff is the benefits and competitive salaries. The statement “the organization provides competitive salaries, benefits, compensations…” had the highest score in the assessment.

The results of the assessment suggest that the workplace is unhealthy and uncivil. Communication is lacking, and this impacts the health of the organization while the lack of teamwork harms the work environment. Broome and Marshall (2017) point out that communication and teamwork are among the critically essential core values for successful collaboration that shapes the quality of care for patients and families. Effective collaboration is not only personally and professionally satisfying to those involved, but also contributes to a unified and holistic approach to patients and clients, facilitates faster internal decision making, reduces cost through shared resources and promotes innovation. Healthcare professionals are socialized and educated in discipline-specific frameworks. They must move out of such habits for them to work together, and this requires sensitivity to other theoretical foundations as well as ways of thinking and knowing.

Review of Literature

Many studies have been conducted to establish the best evidence that can guide practice to decrease and address incivility in the workplace. One of the articles reviewed was titled “Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later” by Martha Griffin, and Cynthia Clark (2014).  The authors had the aim of conducting a literature update on cognitive rehearsal, and they undertook reviews on the utilization of cognitive rehearsal as a strategy that is based on evidence for addressing bullying behaviors as well as incivility in nursing. Griffin and Clark (2014) point out that different kinds of negative interactions and behaviors occur between and among nurses and other care providers, including workplace mobbing, bullying, lateral violence, and incivility. Those in a higher power and authoritarian positions, including experienced nurses, managers, and physicians often present such behaviors. Many times the receiver’s or those impacted by incivility fail to address the offenders and often wish they could.

The authors describe the cognitive rehearsal concept as productive communication activities that can be utilized by individuals in addressing lateral violence and incivility by delivering the message that it is not okay to act in an uncivil or violent manner. Examples of disrespectful behavior are provided in the study as well as the cognitive rehearsal responses that can be utilized by healthcare professionals like nurses to practice rehearsing. They argue that even though the technique can be challenging to practice, it can effectively eliminate or reduce lateral violence and incivility. According to the authors, when incivility victims implement strategies from cognitive rehearsal, such behaviors can be removed.  Clark (2015) supports this view by noting that the most effective way of addressing incivility is through speaking up when it happens. The author also advocates for the use of cognitive rehearsal in challenging conversations that aim to address incivility through three process steps. They include interactive and didactic instruction and learning, repetition of particular phrases to utilize in uncivil encounters, and sessions of practice for reinforcing instructions and rehearsal.

The concept of cognitive rehearsal relates to the results of the workplace assessment as it addresses the issues of communication and teamwork. The workplace scored very low on these domains, meaning it is unhealthy and uncivil. Clark (2015) points out that utilization of cognitive rehearsal can enable improved communications, greater nurse satisfaction, and a workforce that is more conflict-capable as well as improved patient care. One model proposed to address incivility under this concept is the DESC model. It stands for Describe, Express, State, and Consequences. The organization can apply it to create a healthier organization as well as stronger working teams. The model is part of an evidence-based teamwork system for improving communication and teamwork skills, which in turn improves on the quality of care and safety. The model will help professionally address uncivil behavior to help relieve stress and conflict within the work environment. That means, respectfully confronting and having a conversation with the uncivil coworker.

An example can include the uncivil ICU nurse in a hurry to get home during shift changing. Describing can involve explaining that you understand she is in a hurry and apologizing for delaying, although you feel she is not giving enough information. Explaining can involve telling her she is disrespectful to a colleague. Stating can include providing an alternative like giving more information or talking with respect and decency. At the same time, consequences can involve explaining how her behavior can result in information breakdown that can harm the patient’s safety.

Evidence-Based Strategies to Create High-Performance Inter-professional Teams

Strategies to address shortcomings.

Strategies that can be applied in addressing the shortcomings of poor communication and teamwork involve reflection, probing, and commitment. Clark (2015) points out that reflection on our workplace cultures, as well as the interactions and relationships we have with others is a vital step toward the improvement of team, individual, and organization success. Fundamental questions have to be asked when one is faced with the prospect of having a challenging conversation. They include inquiring about what would happen if one engages in a difficult conversation as well as what would happen if they did not. It also includes asking oneself what would happen to the patient if they stayed silent. Not speaking up during disrespectful situations has been identified as a severe breakdown of communication among care providers, and it has been asserted that such failures can have severe consequences for patient care. Creating commitment to a practice of speaking up can involve multifaceted organization approaches which foster a culture where individuals can effectively speak up when they have concerns.

Various sources of influence, as well as recommendations, can be utilized, such as improving the ability of everyone to speak and hold their colleagues accountable to safe practices. Such skills can be acquired through training and education, development of scripts, role-playing, as well as the increased practice of communication skills in situations involving high stakes. Also, the DESC framework can be applied in uncivil scenarios to structure conversations that are based on civility. Clark (2015) notes that utilizing the cognitive rehearsal strategies in combination with the DESC model is an effective means of addressing particular incidents of incivility.

Strategies to Bolster Successful Practices

The workplace assessment revealed one successful practice where the organization provides competitive compensations, benefits and salaries. It can be boosted further through the involvement of all stakeholders in the decision making processes of the organization. It involves incorporating team members from all care levels in creating and sharing the goals, values, and mission of the organization. Happy employees have been described as those whose personal values or visions align with those of the organization (Black and Venture, 2017). The goal, value, and mission of respect and civility should be embraced and shared by everyone in the organization to ensure its success. Employees at all levels need to be part of what the organization seeks to achieve so they can align their behavior towards the shared objectives. The second strategy involves effectively clarifying expectations about the clinical practice to enhance workplace autonomy. Such an approach can enable nurses to organize their work and communicate more effectively to promote sound clinical decisions (Griffin & Clark, 2014). Effective communication is necessary to ensure clarity, especially between leaders and subordinates. Every employee needs to know what they are expected to achieve or do and how they can accomplish it, and this includes the type of behavior that should be practiced in the organization.

Workplace incivility negatively influences employees as well as the health of the organization with communication and inter-professional teamwork being greatly affected. Literature points to various evidence-based strategies for reducing and eliminating incivility including reflection on our workplace cultures, as well as the interactions and relationships. It also points to the involvement of all stakeholders in the decision making processes of the organization to bolster successful practices.

Black, J., & Venture, K. L. (2017). The human factor to profitability: People-centered cultures as meaningful organizations.  Journal of Organizational Psychology ,  17 (2), 24-34.

Broome, M. E., & Marshall, E. S. (2017). Collaborative Leadership Contexts: Networks, Communication, Decision Making, and Motivation.  Transformational Leadership in Nursing: From Expert Clinician to Influential Leader , 86.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace.  American Nurse Today ,  10 (11), 18-23.

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.

Rahim, A. and Cosby, D. (2016), “A model of workplace incivility, job burnout, turnover intentions, and job performance”, Journal of Management Development, Vol. 35 No. 10, pp. 1255-1265. https://doi.org/10.1108/JMD-09-2015-0138

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NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

Assignment: Workplace Environment Assessment Clearly, diagnosis is a critical aspect of healthcare.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment. 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.

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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. NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.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.

The Clark Healthy Workplace Inventory is a critical tool in assessing the health of a workplace (Clark, 2015). Prior to utilizing this tool, I had assumed that my workplace is one healthy environment until I looked at it through the lens of the inventory. I also learned in the course of my career that the tool enjoys the support of healthcare staff, increases the morale of employees and impacts on low employee turnover (Clark et al, 2016). I was reminded even as I filled out the information in the inventory, of the different times I had witnessed conflict but seemed to brush it off. Although the incidences were not common and were far between, they still made for a case to have the situation change. One of the inventory sections calls for reflection on communication levels within the organization as being respectful, direct, or transparent. At this point, I recalled an incident where three nurses were involved in an exchange of words following miscommunication during shift handover. Although the situation was finally resolved, it brought to question how well staff communicates during handover as well as in other aspects of patient care. I had to put a score of 3 in this parameter.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

The other queries in the inventory got between a 3 and 5 in scores. The total final score was 86 which was in my opinion, reflective of my workplace. I know the workplace can do much better than it is currently. The main issue is the lack of clear communication channels. The dominant management style is that of top-down where those in authority are charged with giving information and instructions to the subordinates to follow. As pointed out by Heyden et al., (2017) and witnessed in my workplace, often because of fear of repercussions, the lower rank staff does not voice their opinions and instead choose to murmur in the background. The organization is not conducive for feedback to be enhanced. This is a major setback as I believe that all persons in a team have ideas, suggestions, and views that they can share and which can improve work efficiency.

Although team buildings are organized once a year, I feel that more could be done. One incident that took place in the workplace made me come to this conclusion. The general attitude in the workplace was where older nurses tended to use disrespectful language to the newer staff. The former often used degrading language and openly scolded the latter for genuine mistakes they made. This kind of incivility had become an almost accepted culture in my workplace.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment. The newer staff was supposed to ‘man up’ and soldier on through the ‘boot camp’ first year of work. However, this was not only wrong but it was also a major cause of low morale and demotivation of the newer staff. It was during one such event when an older nurse called a newer staff ‘a moron’ for failing to insert an IV correctly in a patient. The patient happened to have heard the degrading remark and demanded to talk to the hospital management. Needless to say, a staff meeting was called the very next day and the management was displeased by the fact that an experienced nurse would lack the decency to restrain her tongue in the presence of a patient and worse still, degrade a qualified RN. At this point, the management demanded that nurses write down the challenges they face and these were discussed openly. Because there was anonymity when writing down the issues, nurses were able to be candid about their problems. It was resolved in the meeting that any form of incivility would be met with immediate suspension pending investigation of the offending person. In the long run, the stern action that was pronounced seemed to be effective because no more incidences of incivility were reported, The meeting was later followed by a two-week training session for all staff on workplace ethics and which highlighted the negative effects of incivility on team morale as well as on patient outcomes.

In conclusion, it is unfortunate when team members purposefully make it hard for others to work and even worse when patients have to witness discord between team members. The Clark Healthy Workplace Inventory should be utilized in healthcare facilities to ensure that the working environment is conducive to work and that patients receive the best of care from a motivated team.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

Describe the results of the Work Environment Assessment you completed on your workplace.

Although the members of the organization I work have a shared vision, they do not always live by it. The aspect of respect was lacking while collegiality and trust were not as strong as they should be. The leadership is respectful, direct and transparent in communicating with staff; the issue was communication between the elderly and millennial nurses. The organization values its staff and perceives them as assets. There is equitable publicizing and celebration of collective achievements as well as individual achievements.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment. The level of employee morale, engagement, and satisfaction is not as high as it should be. Further, although the organizational culture is assessed, it was not initially done on an ongoing basis and the measures were not taken to make improvements on the assessment results. The members of the organization actively engage in policy development as well as the revision and review of the same; joint decision making, and shared governance. There was no evidence of teamwork though it is emphasized a lot. The employee mentoring program was virtually non-existent. An emphasis is put on employee self-care and wellness. The organization provides sufficient resources for professional development and growth. The management treats employees with respect and fairness. The workload is also fairly distributed, is manageable but sometimes it is unreasonable. Conflict and disagreements were not resolved respectfully not until the action taken following the incident that I described in the earlier paper.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment. The organization did encourage the free expression of positions and diverse ideas; employees were not initially given a voice. The rewards, benefits, and salaries are competitive. There are also fairly sufficient opportunities for career advancement and promotions. The organization attempts to attract the best staff and retain the same. However, most of the nursing staff would not recommend the organization as a great place to work to friends and family because of the incivility that persisted prior to the resolution taken by the managers.

Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.

The first thing I realized is that although the management treats staff fairly and respectfully, it is the nursing staff that shows no respect for each other. The second is that although the culture of the organization is assessed on an infrequent basis that still was not sufficient to improve it based on the assessment results. I thought that the management cared for the wellbeing of the staff but in reality, as observed from the results, the one aspect the management seemed to be nonchalant about was the psychological safety of the environment (Edmondson, 2018). So while all others were looked into such as career development issues, the psychological safety was not considered and that is how incivility was able to take root in the organization. NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

Explain what the results of the Assessment suggest about the health and civility of your workplace.

The test score was 86. This suggests that the organization I work in is moderately healthy. The management works at providing the necessary tools and resources to ensure that patient service delivery is not compromised. Thus, organizational decisions are more on a corporate level rather than an individual staff level. This creates a situation where the management is detached from the psychological and emotional needs of staff facing incivility in the workplace. This detachment harms patient care as was witnessed in the incident described in the previous paper (where a patient witnessed two nurses verbally abuse each other).NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

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.

I analyzed the article by Mao et al., (2019) on incivility in the workplace and the impact it has on employee performance, their citizenship as well as their counterproductive behaviors. The authors used the transactional model of stress in examining how in work incivility, employee behavior responses are moderated within the social context. The authors observed a three-way cross-level interaction. These were between incivility experienced by an individual, differentiation of group incivility, and group silence that predicted supervisor-rated counterproductive behaviors, citizenship, and performance of employees.NURS 6053 Week 9 Assignment.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment. Topic: Assignment: Workplace Environment Assessment. The results of the study indicated that when an employee faced individual incivility it likely resulted in lower citizenship behavior and performance. When a group faced incivility, it resulted in high counter-productivity and group members chose to keep quiet when incivility experiences were high in intensity. This implies that a work group’s contextual characteristics impact the way appraisal and response from employees unfolds toward workplace incivility.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

Concerning my workplace, the transactional model of stress would most likely produce similar results as it did in this study. When individual staff faces incivility, they tend to be less productive and even less likely to exhibit any citizenship behavior. The Millennials as a group also chose to keep quiet when they were harassed by the elderly staff which led to counter-productivity in the workplace.

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

This model can be used in my workplace to identify the exact external stressors and from that, find solutions to the same. For example, by determining what makes the elderly perceive the Millennials as incompetent or why the Millennials believe that the elderly are inefficient in insisting on using outdated methods of patient care, the model cancer in on the target problem areas. Once these areas are positively identified, the next step is to come up with a solution, in this case, setting up a training session for the elderly nurses on keeping up-to-date with the latest patient care methods (such as use of mobile tablet devices). NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.Another solution as proposed by Sharma & Sharma (2016) would be to start a mentoring program in the healthcare facility; a buddy system where each Millennial nurse would be paired with an elderly nurse. Each partner would be required to teach the other in their areas of weakness. This way, each partner will gain skills and knowledge in their perceived areas of weakness. Additionally, a mentorship program will help in fostering teamwork at the buddy level and consequently at the entire staff level.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

Recommend at least two strategies, supported in the literature that can be implemented to address any shortcomings revealed in your Work Environment Assessment.

One of the strategies that can be implemented and was shown to be successful following the incident I mentioned in the other paper was team building. Although the management has had an annual outdoor, 2-day event, team building sessions held, this proved to be ineffective. That said, Lacaster et al., (2015) in their study provide a basis for having team building activities done more frequently and in-doors, as this will be an effective way of fostering teamwork. For example, management can arrange at the departmental unit level, to have monthly in-door team building activities and offer rewards to the best performing teams. When groups are encouraged to work together to create solutions and get rewarded for it, it will increase participation, enhance individual problem-solving skills, and create healthy relationships between team members.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

The second strategy would be to offer frequent training sessions for staff based on individual needs (Warner et al., 2016). HR will need to create a needs-based sheet where individual staff will be required to fill in the areas they deem to be a challenge in performing their duties. Once an individual fills in their areas of weakness, HR should come up with online and/or face-to-face training sessions that will meet the needs of the staff. This will encourage a culture of self-improvement and will go a long way in helping both Millennials and the elderly staff to work in cohesion.NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

One of the successful practices in my workplace is the open communication between staff and the management. The problem with communication was between staff members. In case of any future incivility, staff should be encouraged to speak-out without fear of repercussions. The management should consider establishing an anonymous reporting channel where a harassed nurse can safely report and the offending nurse will be summoned upon completion of proper investigation of the allegation (Abdollahzadeh et al., 2017).NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

Another strength is that the management of the organization actively engages in policy development as well as the revision and review of the same. Blake (2016) proposes that this can be improved to include staff input on policymaking. When the management wants to make or revise policies, it should involve the staff that will be affected by the said policies. Getting feedback from the staff will help in creating or revising relevant policies that the staff can relate and adhere to; this will reduce any incidences of insubordination, non-compliance, rule-breaking and incivility. NURS 6053 Week 9 Assignment. Topic: Assignment: Workplace Environment Assessment.

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[ANSWERED] NURS 6053 Week 9 Assignment – Workplace Environment

Last Updated on February 16, 2023 by Admin

NURS 6053 Week 9 Assignment – Workplace Environment

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.
• 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.

Rubric Detail

Name:  NURS_6053_Module04_Week09_Assignment_Rubric

Expert Answer and Explanation

Part 1: Work Environment Assessment

A score of 80 to 89 indicates that a particular workplace is moderately health (Clark, 2015). Thus, I can say that my work environment is moderately healthy because the assessment produced a score of 87. Some of the elements that were ranked high in the assessment include “shared mission, vision, and values” among the staff, communication, employee satisfaction, employee self-care and wellness, and collaboration and teamwork among the workers.

On the other hand, the results showed that the organization does not have a mechanism to retain the bright and the best workers. Also, conflict resolution in the organization was among the elements poorly ranked. Lastly, mentoring programs are also lowly ranked in the assessment. The majority of the items got 4 scores (somewhat true), and this means that the firm has not yet attained a 100% healthy working environment.

From the assessment, two things surprised me about my organization. First, before undertaking the inventory assessment, I was of the opinion that the firm I work for is one of the best organizations and provides health working environment. I did not know that a healthy workplace is determined based on several elements.

However, after engaging the inventory, I realized that my organization was not that healthy in terms of the workplace environment. The management needs to put more efforts so that the firm can reach the desired outcomes as designed by Clark’s inventory. The second thing that surprised me is that I had overlooked several key elements that are considered vital in creating a healthy workplace environment. Initially, I did not know that workload was key to a healthy environment.

However, the inventory showed me that in a healthy workplace, workers have a favorable and fair workload based on their credentials and qualifications. Lastly, I had also overlooked the element of free speech and expression of ideas.

The results of the inventory indicate that my work environment is moderately healthy. The assessment showed that the firm promotes a shared vision and mission based on collegiality, respect, and trust. This is evident through the firm’s mission, vision, and value statements. The firm has, on many occasions, urged its staff members to always work towards achieving the firm’s vision and mission.

The assessment identified the organization’s effort to ensure that its employees are safe and well. For instance, the firm has ensured that all its workers are insured. Also, the results show that civility can be experienced mutual respect if one another within the firm. However, it also indicated that the firm should increase its efforts to improve the health of its workplace. For instance, the management should improve its conflict resolution strategies.

Part 2: Reviewing the Literature

The article selected for this part was published by Clark in 2015. Clark developed a theory that open communication and conversations within a working environment is among the strategies that can be used to create a healthy environment. The article mentions that many nurses in the healthcare setting often fail to communicate with rude colleagues at the moment when proper communication is required.

The author asserts that lack of amicable and proper communication between workers in the organization can reduce the quality of healthcare services or intervention, especially if it involves senior and junior nurses. To make his theory a success, Clark recommends that DESC model should be used to guide all conversations that occur in a workplace setting.

The model, according to the article, can promote civil and candid conversations within organizational settings. The model is more focused on identifying and describing the ongoing situation, explaining both parties’ concerns, and highlighting the solutions and consequences for each of them.

The article argues that proper conversations are key to a healthy working environment. Proper conversations are among the elements of quality communication between people in the workplace. Candid and civil conversation between employees can be possible when there are policies that guide how they can communicate.

The results have shown that candid conversation can be achieved in an environment where communication at all levels is done in a respectful, direct, and transparent manner. Another relation between the theory and the results is that both are championing for professionalism in workplace settings. Unprofessional communication is seen when people are not listening to each other’s assertions and shutting each other when communicating (Eliasson et al., 2017).

Both the article and the assessment results report that professionalism within a workplace environment can be achieved through civil and candid conversations.

The article champions for open communication and candid conversation within working environments. The institution can include this concept in a move to improve communication between the staff and the management. The workers can be urged to often speak their minds freely without fear or favor. For instance, when they feel that their superiors have made the wrong decisions, they can challenge them professionally by providing evidence to show that the senior worker was not right.

Open communication and candid conversations can improve professionalism and allow freedom of speech and expression of ideas (Murè et al., 2017). Apart from the concept, the organization can use the DESC model to solve any conflicts arising in the organization. Through the model, people in conflict can identify causes of the conflict, strategies to solve it, and their consequences.

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

The first strategy that has been supported in the literature is the DESC. The model can be used to improve communication within the facility and as well as solve impending conflicts. The assessment showed that the organization had poor methods of solving conflicts between workers and workers and the management. The DESC mode will help the management create conflict resolution policies.

The second strategy is developing open communication that will allow freedom of speech and expression of ideas. The organization will benefit a lot when it allows its workers to communicate freely. However, Eliasson et al. (2017) mention that open communication should be guided to proper policies. For instance, the firm should avail channel that can be followed by workers when they have any issue to raise.

Though the organization has a healthy workplace, the management should improve the environment so that it can be 100% healthy. The first strategy that can be used to do so is continuously encouraging organization culture evaluation. This strategy can help the institution identify whether its workers are collectively working towards achieving its mission and vision.

Evaluation of organizational culture will also help the management pinpoint the issues that hinder a healthy working environment and solve them (Clark et al., 2011). The second strategy is improving strategies that can be used in retaining the best and quality workers. For instance, the organization can retain the best staff by increasing their contract.

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., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives.  Journal of Nursing Administration, 41 (7/8), 324–330. DOI:10.1097/NNA.0b013e31822509c4

Eliasson, K., Palm, P., Nyman, T., & Forsman, M. (2017). Inter-and intra-observer reliability of risk assessment of repetitive work without an explicit method. Applied ergonomics , 62 , 1-8. https://doi.org/10.1016/j.apergo.2017.02.004

Murè, S., Comberti, L., & Demichela, M. (2017). How harsh work environments affect the occupational accident phenomenology? Risk assessment and decision making optimisation. Safety science , 95 , 159-170. https://doi.org/10.1016/j.ssci.2017.01.004

Alternative Expert Answer and Explanation

Young graduates and interns are the primary victims of uncivil work environments as they have greater likelihood of encountering bullying and workplace mobbing by other experienced nurses. It is also easy for employees to be bullies in verbal and other forms without their innate knowledge (Stalter et al., 2020). Conducting a workplace environment assessment helps to identify some of the elements of incivility and correct them using evidence-based techniques.

Workplace Environment Assessment

The review of the work environment assessment template and the results of the assessment of my workplace shows that the workplace is moderately civil, with a score of 81% in the civility rating scale (Clark, 2015). The best scored areas include cooperation and teamwork, while the least scored areas are company culture, and the ability of the company to embrace new practices. During the completion of the assessment, more employees were excited to be involved, and were positive that the assessment would be a pathway to a more civil workplace.

There are several things that surprised me about the results of the assessment, and one of them is the fact that the organization has a high score in the category of employee wellness. This statistic was surprising to me as it is common to find employee complaints during informal conversation at lunch breaks and in the social media platforms of the company (Stalter et al., 2020).

I expected a lower score as this was a survey that could help the employees to release or express all their negative feelings about some of the aspects of the organization or the management. Similarly, it was surprising for me to find that the organization had good performance in the career growth opportunities scores. My informal assessment before the survey showed me that the organization barely had the platforms that would allow people to grow their careers in the best way.

I was certain about the scores of collaboration even before the assessment as most of the nurse leaders and department managers always emphasize on the need for collaboration to achieve the best practice results. In one of the recent organizational end of year picnic, the department managers conducted several activities that would help us to appreciate the value of teamwork and collaboration in the workplace. Also, it is common to find people in the workplace having a collaborative spirit when completing the daily activities.

Reviewing the Literature

In her article Conversations to Inspire and Promote a more Civil Workplace, Cynthia Clark, RN, PhD, ANEF, FAAN, discusses the concept of health and civility and perceives it as one of the key drivers of organizational growth. This concept of health and civility relates to my workplace in that some of the issues identified as the causes of incivility are directly responsible for the low scores of civility in some of the areas of the organization.

Clark (2015) explains that one of the primary causes of poor communication in the healthcare organizations is the fact that it is a demanding environment, and it prompts healthcare givers to fail to act inconsiderably in some of the instances. Clark (2015) also cites the American Nurses Association, ANA, code of ethics as a scale through which nurses can articulate civil and safe workplaces.

The aspect of the failure of my organization to embrace new practices and cultures is also highlighted in the article as one of the reasons why organizations can experience incivility, and I believe it is a primary contributor to the lower scores of the organization in the assessment.

Clark, Sattler, & Barbosa-Leiker, (2016) explain some of the characteristics of the employees who are victims of bullying in the workplace. Most of these victims often lack the power to control their environment because of the settings in which they are mostly answerable to the physicians.

A clear element of this oppression could be seen in the signs of communication, where some parties could be seen simply ‘living to tolerate’ the others, while the other parties strive to show dominance of power. If there are physicians who show such attitudes towards nurses, the best ways should be to ask them to be more answerable in a formal way.

Among the ways in which my organization could apply the concept highlighted in the article to improve the health of the organization and create stronger work teams is to create even stronger work teams. While it is clear that the organization scores well in the teamwork and collaboration sections of the assessment, the theory/concept proposed suggests even other areas of improvement through which the organization can show better performance (Stalter et al., 2020).

For example, the article proposes several frameworks for handling challenging conversations, which could help in the management of some of the elements of the organization that do not support the teamwork spirit.

Evidence-Based Strategies to Create High-Performance Inter-professional Teams

Cognitive rehearsal is one of the evidence-based interventions that could help to create high performance inter professional teams. Under this technique, workers are asked to understand the different elements of the workplace that may lead to incivility and lateral violence, and to identify some of the techniques of successfully avoiding the challenges (Razzi & Bianchi, 2019).

The technique also suggests that people should solve their differences within the shortest time possible, as keeping them unsolved only makes the situation worse (Griffin & Clark, 2014). For example, if an employee is offended verbally or psychologically by other employees, they should consider reporting the case before they give it too much thoughts, which could be mentally torturing. Cognitive rehearsal also promotes the use of improved communication as a way of confronting bullying and workplace mobbing.

Another technique of enhancing high performance among inter-professional teams is understanding the individual differences of workers. It is common to find some of the elements of incivility being as a direct result of inadequacies of some of the employees (Clark et al., 2011).

For example, in a situation where graduate interns are not able to carry out some of the nursing duties appropriately, they could encounter the bullying feeling when some nurses are correcting them. In such a case, bridging the knowledge gap could be an effective technique of preventing workplace bullying.

Nurses should acknowledge the presence of cases of incivility, and adopt different organizational techniques of assessing for its presence and mitigating its effects. One of the main reasons as to why young nurses suffer from uncivil work environments is the false perception that everyone they meet is likely to treat them calmly (Razzi & Bianchi, 2019).

The shortcomings of failure to have a company culture that embraces civility and diversity in my workplace could be addressed using such assessments. The managers would be obliged to adopt more firm cultures that promote diversity in the process of working to improve on their scores.

The introduction of a proper reporting system of incivility could also help in improving my workplace scores of incivility. While it is common to find cases of incivility in any nursing environment, it is likely that some of the bullies are the people to whom the reporting should be made (Clark, Sattler, & Barbosa-Leiker, 2018). A neutral reporting system, where there are independent auditors of the issues at hand, could help to promote higher levels of incivility even from the senior workers.

Among the best professional strategies that can be used in bolstering the best practices in the workplace and improve the work environment assessment results is the presence of a good reporting system and understanding the individual differences among workers. The use of cognitive rehearsal is also an evidence-based approach of solving the cases of incivility that are encountered in the workplace.

Cognitive rehearsal builds on improving the knowledge of the workers regarding workplace incivility and reducing the reporting time as one of the techniques of reducing the chances of bullying. My workplace assessment results shows that my workplace is moderately civil, but needs improvement in the areas of embracing new practices and the company culture. The concept of health and civility is one of the key drivers of organizational growth, where lack of it thereof leads to significant backlogs in employee relations in the organization. Reducing ignorance among the nurse interns could serve as a primary way of reducing the incivility scores in most of the nursing units.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace.  American Nurse Today ,  10 (11), 18-23. https://www.researchgate.net/profile/Cynthia_Clark3/publication/302941121_Conversations_to_inspire_and_promote_a_more_civil_workplace_Let’s_end_the_silence_that_surrounds_incivility/links/580b928008ae2cb3a5da6c5e/Conversations-to-inspire-and-promote-a-more-civil-workplace-Lets-end-the-silence-that-surrounds-incivility.pdf

Clark, C. M., Sattler, V. P., & Barbosa-Leiker, C. (2016). Development and testing of the healthy work environment inventory: a reliable tool for assessing work environment health and satisfaction.  Journal of Nursing Education ,  55 (10), 555-562. https://doi.org/10.3928/01484834-20160914-03

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

Clark, C. M., Sattler, V. P., & Barbosa-Leiker, C. (2018). Development and psychometric testing of the Workplace Civility Index: A reliable tool for measuring civility in the workplace.  The Journal of Continuing Education in Nursing ,  49 (9), 400-406. https://doi.org/10.3928/00220124-20180813-05

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

Razzi, C. C., & Bianchi, A. L. (2019, October). Incivility in nursing: Implementing a quality improvement program utilizing cognitive rehearsal training. In  Nursing forum  (Vol. 54, No. 4, pp. 526-536). https://doi.org/10.1111/nuf.12366

Stalter, A. M., Phillips, J. M., Goldschmidt, K. A., Brodhead, J., Ruggiero, J. S., Scardaville, D. L., … & Merriam, D. (2020, November). Promoting civility in nursing practice using systems thinking: Evidence‐based teaching strategies for nurse educators. In  Nursing forum  (Vol. 55, No. 4, pp. 754-762). https://doi.org/10.1111/nuf.12493

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