Workplace Environment Assessment Assignment Paper

Workplace Environment Assessment Assignment Paper

Workplace Environment Assessment Assignment Paper

Information for Assignment:
***PROVIDE INTRODUCTION AND CONCLUSION***
PART 1: Work Environment Assessment (1 page)
• Describe the results of the Work Environment Assessment you completed on your workplace using the Clark Healthy Workplace Inventory (2015)-see attached.
• Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.

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• Explain what the results of the Assessment suggest about the health and civility of your workplace.
The result from the (Work Environment Assessment) using the Clark Healthy Workplace Inventory was a score of 36, which indicates a very unhealthy workplace. “The American Nurses Association (ANA) Code of Ethics for Nurses with Interpretive Statements clearly articulates the nurse’s obligation to foster safe, ethical, civil workplaces. It requires nurses “to create an ethical environment and culture of civility and kindness, treating colleagues, coworkers, employees, students, and others with dignity and respect” and states that “any form of bullying, harassment, intimidation, manipulation, threats, or violence will not be tolerated” (Clark, 2015).
This would be ideal in the perfect world of nursing, but we all know this is not the case. Unfortunately, in my nursing career, those who spoke up were targeted and would mysteriously be labeled as troublemaker and then soon become unemployed. I learned early on in nursing that change happens in numbers meaning when a group of nurses come together for a common goal. Some employers offered confidentiality and non-retaliation clauses to help encourage nurses to come forth to reports or discuss issues of concern. According to Mabona, et al., 2022, there are four key elements to help provide a nurturing environment for nurses to flourish. Thus, (1) the need for effective nursing leadership, (2) effective communication as central to the enhancement of a healthy environment, (3) effective teamwork as an integral part of a health environment, and (4) the need for professional autonomy. The lack thereof of these four elements would be an environment of incivility for the nurses.
“It has the potential to cause emotional and physical distress in victims and potentially affects the quality of care provided” (Armstrong, 2018). An example of incivility in my workplace would be when the Director of Nursing (DON) during a monthly nursing meeting advertised individual nurse’s performance. The DON went through each nurse’s productivity and performance and then compared them to a seasoned nurse who had been with the company for five-plus years. Meanwhile, the nursing staff consists of mainly newly hired nurses and travelers. She embarrassed all the nurses present during the meeting and stated that if things did not improve the nurses would no longer be salaried and be on a pay-per-visit rate. The pay-per-visit rate is not good because the nurse will not have a stable income that will vary from part-time to full-time pay. She then asked if anyone had any questions, which no one did not.
Shortly after the meeting, one nurse was crying, another nurse was giving in her two-week notice, and one of the travel nurses said she was calling her recruiter to get another assignment. I on the other hand decided to look for another job. We all concluded that we had our backs against the wall and no one to call to report this behavior in confidence and it will only get worse. Unfortunately, you can get fired “at will” when working in a non-union state. Also, DON can reign freely without recourse and just hire temporary staff to fill the permanent staff roles. We decided as a group that we would make a formal complaint and send it anonymously to the next chain of command this way the behavior is reported. Many nurses left in fear of retaliation even though it was anonymous. The one thing I learned from this experience is to always check out the employee satisfaction rating and turnover rate of an employer prior to interviewing.
References
Armstrong N. (2018). Management of Nursing Workplace Incivility in the Health Care Settings: A Systematic Review. Workplace Health & Safety, 66(8), 403–410. https://doi.org/10.1177/2165079918771106Links to an external site.Links to an external site.
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-1023Links to an external site..
Mabona JF, van Rooyen D, Ten Ham-Baloyi W. Best practice recommendations for healthy work environments for nurses: An integrative literature review. Health SA. 2022 Apr 25;27:1788. doi: 10.4102/hsag.v27i0.1788. PMID: 35548062; PMCID: PMC9082217.

Strategy Suggestions From Peer:
Thanks for sharing a good post on your Workplace Environment Assessment (WEA) results. Kisner (2018) reported a specific strategy developed by Hutchinson and Jackson in 2013 which involves the following steps:
1. providing individual support, education, and mediation between the perpetrator and the target
2. taking corrective action that disciplines the perpetrator and provides education for the target to deal with aggression.
3. enforcing policies and penalties to deal with bullying.
4. facilitating social interaction and interventions that encourage collective responsibility in creating a safe and supportive culture (p. 39).
Do you think this would be a good approach for a nurse manager to take? Why or why not?

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Reference
Kisner, T. (2018). Workplace incivility. Nursing, 48 (6), 36-40. https://doi.org/10.1097/01.NURSE.0000532746.88129.e9.
Link to article: https://oce.ovid.com/article/00152193-201806000-00011/HTML

My Response to Strategy Suggestions:
Thanks for your feedback. I do agree this would be a good approach to address the issues with the Director of Nursing (DON). However, I do not foresee this happening since first she must realize that she has a problem with effective leadership. The strategy suggested is good for a leader who accepts they have a problem and is willing to correct it. This DON has been with the company for many years and has a reputation for poor leadership. I reached out to a nurse who worked with this DON, and she did not have anything nice to say and suggested that I find other employment. It was disheartening since I really enjoyed the job but did not like working for the DON.
It is unfortunate that “eighty-five percent of nurses report incivility in healthcare. Promoting a culture of civility—from nursing school to the workplace—is vital to ensuring healthy learning and work environments and ultimately safe patient care” (Kroning and Annunziato, 2023).
The number of nurses who report incivility in the workplace is excessive. To combat this number there needs to be something in place to help nurses going through this to address the problem. The board of nursing should implement an authority that is able to investigate and hold those accountable. The nursing shortage has gotten worse since COVID-19, and this issue needs to be addressed on a national level. “Occupational health nurses, nursing leaders, and staff nurses need to work to restore relations that were fractured by incivility during the pandemic. In the future, improved preparedness, including establishing clear channels of communication, may lessen incivility by decreasing role stress and organizational chaos” (El Ghaziri et al., 2021). Communication between nurses and their superiors should be the focus when trying to combat incivility in the workplace and the strategy indicated developed by Hutchinson and Jackson in 2013 is a great place to start.

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References
El Ghaziri M, Johnson S, Purpora C, Simons S, Taylor R. Registered Nurses’ Experiences With Incivility During the Early Phase of COVID-19 Pandemic: Results of a Multi-State Survey. Workplace Health & Safety. 2022;70(3):148-160. doi:10.1177/21650799211024867
Kroning, Maureen EdD, RN; Annunziato, Sara MSN, RN. New strategies to combat workplace incivility and promote joy. Nursing 53(1): p 45-50, January 2023. | DOI: 10.1097/01.NURSE.0000891960.69075.73
Response to peer with a good work environment
Thanks for your post. It is great to see that there are workplaces for nurses to thrive in and promote a healthy work environment. It’s unfortunate that you experienced the exact opposite at another workplace. The silver lining is that you have to experience both and know what it takes to have a positive work environment. “Individuals who experience incivility as targets or witnesses may suffer numerous negative behavioral, psychological, and somatic effects. In addition, threatening and disruptive actions can also lead to medical errors, reduce patient satisfaction, and increase the cost of care” (Abdollahzadeh, et al., 2017). What you experienced in the uncivil workplace may have caused you to unfortunately go through this.
Working in a hostile work environment is like incivility in the workplace. The events you mentioned that you experienced can very much be considered either hostile or uncivil. To overcome this requires a village since combating this on your own can be challenging and you can be singled out as a troublemaker or insubordinate. To overcome this requires persistence and courage. The goal is “creating a culture that values workplace safety is well worth the effort. A culture where people feel safe improves retention and perceptions of quality of care by healthcare teams—which, in turn, improve safety outcomes” ( Assi, 2023). This approach and the current environment you work in is the goal for nurses to thrive in and be successful.
References
Abdollahzadeh F, Asghari E, Ebrahimi H, Rahmani A, Vahidi M. How to Prevent Workplace Incivility?: Nurses’ Perspective. Iran J Nurs Midwifery Res. 2017 Mar-Apr;22(2):157-163. doi: 10.4103/1735-9066.205966. PMID: 28584555; PMCID: PMC5442998.
Assi, M. (2023, June 14). Calling out bullying and incivility in healthcare. Retrieved October 15, 2023, from https://info.pressganey.com/press-ganey-blog-healthcare-experience-insights/calling-out-bullying-and-incivility-in-healthcare

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PART 2
Select at least ONE of the following:
• Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing education and practiceLinks to an external site.. The Journal of Nursing Administration, 41(7/8), 324–330.
• Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse EducatorLinks to an external site..
• Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10Links to an external site.(11), 18–23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
• Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years laterLinks to an external site.. Journal of Continuing Education in Nursing, 45(12), 535–542.
Reviewing the Literature (1-2 pages)
• Briefly describe the theory or concept presented in the ABOVE 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 page)
• 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.

To Prepare:

Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015) (see attached)

Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.(see attached)

*Provide Introduction and Conclusion***

Part 1: Work Environment Assessment (1 page)

Describe the results of the Work Environment Assessment using the Clark Health Workplace Inventory, 2015 you completed in your workplace. (see attached)

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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 page)

Briefly describe the theory or concept presented in the article(s) you selected.

Select at least ONE of the following:

Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing education and practiceLinks to an external site.. The Journal of Nursing Administration, 41(7/8), 324–330.

Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse EducatorLinks to an external site..

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

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years laterLinks to an external site.. Journal of Continuing Education in Nursing, 45(12), 535–542.

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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 page)

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

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