To Prepare:
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template*.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
Select and review one or more of the following articles found in the Resources:
Clark (2019)
Hover and Williams (2022)
Lee and Miller (2022)
McDermott, Bernard, and Hathaway (2021)
*Template completed in the Week 7 discussion should not be submitted with this assignment.
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment you completed on your workplace.
Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
Briefly describe the theory or concept presented in the article(s) you selected.
Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
Clark, C. M. (2019). Fostering a culture of civility and respect in nursingLinks to an external site.. Journal of Nursing Regulation, 10(1), 44–52.
Hover, L. A., & Williams, G. B. (2022). New nurses’ experience with lateral violence and their decision to remain in nursingLinks to an external site.. International Journal for Human Caring, 26(4), 199–208. https://doi.org/10.20467/HumanCaring-D-20-00069
Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practiceLinks to an external site.. Nursing Administration Quarterly, 46(3), E16–E23.
McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivilityLinks to an external site.. Journal of Continuing Education in Nursing, 52(5), 232–239.
My discussion post and results I wrote.
Civility in the workplace refers to respectful behavior among colleagues and superiors. It consists of treating others with dignity, kindness, and professionalism, regardless of differences in opinions, backgrounds, or roles within the organization. Maintaining a culture of civility in the workplace is essential for fostering a positive and productive environment. Recently, I completed the Work Environment Assessment, and my institute falls within the score levels of 50-59, which is a very unhealthy environment.
Various areas, such as competitive salaries and benefits, need to be worked on. If we talk about the market rates of nursing salaries, they are much higher in other companies with lesser caseloads. The problem is that we nurses have become more used to the environment, making it our comfort zone, and we prefer to stay with the same company no matter how we are treated. The other problems arise from the conflict between the staff members, such as nurses working different shifts. According to the article by Lorraine Hover and Gail Williams, nurses who have experienced violence at the workplace or are not treated with dignity and respect cannot engage with the patients and give their 100% (Hover & Williams, 2022, p.200). According to the authors, decreased nurse engagement disrupts the ability to function at the required level to provide proper professional and patient care (Hover & Williams, 2022, p.200). Various other aspects need to be addressed, such as workload, ineffective communication, insufficient opportunities for advancement and promotion, personal achievements being celebrated, and many more.
The article by Cynthia Clark mentioned the uncivil environment and how it can affect the care provided. Cynthia Clark states that Incivility in healthcare settings can harm individuals, teams, and organizations (Clark, 2019, p.44). In the patient care environment, uncivil encounters with co-workers can provoke uncertainty and self-doubt, weaken self-confidence, compromise moral courage, and jeopardize patient safety (Clark, 2019, p.44). There are a lot of personal experiences associated with where I felt like a leftover and mistreated. I was the Assistant Director of Nursing and managed a 210-bed facility with a 5-star Medicare rating. The Director of Nursing was always rude and humiliated all the managers and nurses. The fear of confronting that person was building up every day, and I started not to sit in the office to avoid that person. One day, that person called me into the office and gave me a bad yearly review. I had put a lot of hours in that building to keep it 5-star. At last, I confronted that person and told the truth that everyone was afraid to approach because of their rude and disruptive behavior. After that conversation, things changed, but I decided to move on and leave the job.
By addressing incivility proactively and systematically, organizations can create a more positive and respectful work environment conducive to productivity, collaboration, and employee well-being. According to an article by Sanchez Michelle, nurse leaders must educate themselves to be models and mentors for others and create cultures of inclusivity. When we do, innovation and success will follow (Sanchez, 2021, p.21). Author Sanchez Michelle mentions that there will always be steps forward and challenges. Still, no matter what your diversity dimensions are, we are all responsible for making this world a kinder, gentler place for all (Sanchez, 2021, p.21).
Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44–52. https://doi.org/10.1016/s2155-8256(19)30082-1Links to an external site.
Hover, L. A., & Williams, G. B. (2022). New Nurses’ Experience with Lateral Violence and Their Decision to Remain in Nursing. International Journal for Human Caring, 26(4), 199–208. https://doi.org/10.20467/HumanCaring-D-20-00069Links to an external site.
Sanchez, M. (2021). Equity, diversity, and inclusion: Intersection with quality improvement. Nursing Management, 52(5), 14–21. https://doi.org/10.1097/01.NUMA.0000743408.29021.85Links to an external site.
