Assignment Workplace Environment Assessment
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.
- Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
- Review the Work Environment Assessment Template.
- Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
- Select and review one or more of the following articles found in the Resources:
- Clark, Olender, Cardoni, and Kenski (2011)
- Clark (2018)
- Clark (2015)
- Griffin and Clark (2014)
The Assignment (4-6 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.
NURS 6053 Work Environment Assessment Template Example
Use this document to complete the Module 4 Workplace Environment Assessment.
|Summary of Results – Clark Healthy Workplace Inventory||
Is every hospital environment a suitable place for nurses to work? Definitely no. According to Clark Healthy Workplace Inventory (Clark, 2015), my workplace scores 54 which is unhealthy. Often, characterizing an unhealthy workplace are such aspects as ineffective communication, dishonest and unprofessional behavior, and tendency to impose policies and or create uneasy relationships between the employees and employer (“How To Deal With an Unhealthy Work Environment”, 2021). The organization scored highest (5) only in two parameters, namely the members of the organization sharing a common vision and mission that hinge on such factors as trustworthiness, respect and collegiality, which in this case encompass the dedication to serve and care for the patient with the best possible care available. The second score of 5 came in parameter number four, which assesses whether the facility views employees as assets and valued partners of the hospital. In this case however, it seems the understanding comes largely from the fact that the hospital cannot run without staff. Noteworthy is that the morale, engagement and level of employee satisfaction was very low and most employees cannot recommend their work stations as great places to work to their relatives and companions. A mentorship program appears to be a dream yet to be fulfilled.
The above three variables, morale, employee engagement and employee satisfaction, had the lowest scores of 1 each. Furthermore, salaries tend to delay most of the time, compelling the best and the brightest minds to leave the organization for more greener pastures. Inadequate teamwork and resources, tense policies characterized by strong disagreement of contradicting ideas, and limited freedom of expression have been identified as the key constraining factors. Others include poor conflict resolution strategies and plans, decision making that primarily remains the task of management with los staff input, and the fact that individual and collective achievements being rarely recognized and celebrated.
Opportunities for career development and promotions are few and far between. Little trust exists between the formal leadership and other members of the workplace evident by a lot of “spies” in the organization. The worrying parameter almost at its worst is communication. While communication is key to the success of any organization (Espinel et al., 2018), for this facility, it appears that there is not enough knowledge regarding the essence of clear communication pathways. Surprisingly, I realized that some of my colleagues get access to information days or weeks before it reaches the rest of us. The employees are treated in a disrespectful manner with no emphasis on their wellness and self-care. Only one parameter was neutral, namely the assessment of the organizations culture on an ongoing basis, with a score of three.
|Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed.||
The above results left me astonished. How comes there is no mentorship program in this facility! Strong mentorship improves “employee productivity, clinical skills, medical knowledge and career preparation,” (Sayan et al., 2019). The environment in the hospital and practice of nursing requires counselling and guidance especially to the novice nurses by the experienced nurses, an aspect that is critical for competency, professional advancement and promotion of leadership. The nursing practice also requires emotional support in dealing with matters of death of clients. The organization’s failure to put in place a working and comprehensive mentorship program was unexpected due to what Nowell et al. (2017) describes as the recurring global calls for mentorship in nursing institutions. I was also amazed by the limited opportunities for promotions and career development. This perhaps explains why best minds leave the organization in search of better opportunities. The importance of employee motivation in the inform of promotions and opportunities for career development cannot be overemphasized.
Prior to taking the assessment, I already had a belief that this institution does not offer a conducive work environment. The resultant score of 54, which is low, confirms that the working environment is not ideal both for the working staff and the delivery of better patient healthcare. This kind of environment could probably be responsible for the observed increase in patient stay and consequently, the high cost of healthcare. The limited availability of resources for development, employee motivations, mentorship among others resulted in underperformance of the nursing staff, who are typically caring, kind, confident, honest, respectful and courageous.
|What do the results of the Assessment suggest about the health and civility of your workplace?||Based on the assessment findings, it is evident that my workplace is unhealthy with incivility. Within healthcare setting, incivility often results in unsafe work environment, inadequate patient care and increased costs of care to the patients (Clark et al., 2011). The lack of effective and transparent ways of passing information, disrespectful handling of staff, delayed salaries, limited promotion opportunities, lack of mentorship programs and mostly importantly, the institution’s failure to involve staff in decision making clearly indicate a poor working environment. Moreover, some of our brightest and brilliant staff leaving the organization points directly to their dissatisfactions and disappointment with the existing working conditions.|
|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.
|In their article titled “Fostering Civility in Nursing Education and Practice,” Clark et al. (2011) examines incivility and its related effects in the creation of unsafe working conditions, poor patient outcomes and increased cost of hospitalization. Incivility can range from mild acts of aggression that if not taken care of can lead to emotional and physiologic stress to grossly rude and unrespectful behaviors towards others. Furthermore, incivility interferes with the recruitment of new nurses, retention of existing ones and the practice teamwork. In “Conversations to inspire and promote a more civil workplace” by Clark (2015), stressful healthcare workplace can cause nurses to communicate in unrespectful and unprofessional manner. The author also urges heads of organizations to work towards creating an environment that empowers nurse employees speak up regarding issues of concern, and in which they can leverage the theory of cognitive rehearsal as a way of dealing with challenging conversations. The article by Clark et al. (2011) addresses incivility, which is a topic that directly correlates with unhealthy work environment. An organization characterized by unethical behaviors tends to treat staff poorly, find it difficult to recruit and retain talent and often deliver subpar quality of care to clients. Evidence of poor working conditions at this facility include the fact that few employees find it worthy to recommend it to friends and relatives. Similarly, Clark (2015) condemns uncivil behavior and tasks the managers with the responsibility of creating a civil workplace. Given the circumstances that define my current organization, I believe that the leaders have failed to deliver on their responsibilities as evidenced by poor renumeration of staff, limited staff involvement in decision-making, inadequate and inefficient channels of communication as well as the lack of a mentorship program for new nurses. All these factors have coalesced to impact patient outcome, especially in terms of increased hospital stay and increased cost of healthcare.|
|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.||To improve my workplace, my organization can adopt the DESC model and cognitive rehearsal to manage incivility by improving conversation at all organizational levels. The organization should endeavor to employ the DESC-CR model in training its leaders on how to leverage the model in promoting civility among the staff. Further, the organization’s leadership should seek to have regular discussions surrounding how to implement the DESC-CR model, as well as on dissemination strategies to ensure the intended goals are achieved. The communication should reach all employees in a timely manner. There should be formal gatherings to discuss ways of encouraging a healthy work environment. It should allow for opposing ideas and freedom of expression among the employees to eliminate isolation and promote teamwork, aspects that are integral to organization’s success. The organization can also adopt cognitive rehearsal to deal with conflicts in a responsible and respectful manner. For example, the nurses can practice by simulating various situations and clinical scenarios, including one with an agitated patient, so that in the case a client presents to casualty very agitated, the attending nurse can comfortably apply the experience and the skills to accurately handle the patient. My organization can also implement strategic means of dealing with the pervading incivility to create a healthy work environment. Further, I believe that under proper leadership, the facility can come up with a mentorship program so that experienced nurses can train and develop the newly recruited ones. The organization can also come up with creative ways of recognizing excellence and motivating employees, such through gifts, promotions, and career development opportunities.
|General Notes/Comments||A healthy work environment is a function of all the staff in the organization including the management. Unhealthy workplaces jeopardize patient outcomes by resulting in increased medical costs and decreased quality of care offered to patients. For any organization, there is need for the leadership and staff members to have a shared vision, a plan for transformation and a determination to continually assess the organization civility scores to identify emergent strengths and weaknesses.
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., 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. https://doi.org/10.1097/nna.0b013e31822509c4
Espinel, B., Espinosa-Perez, A., Monterrosa-Castro, I., & Ospino-Pinedo, M. (2018). Strategic communication: key success factor for health companies in Cartagena, Colombia. Contemporary Engineering Sciences, 11(60), 2957-2965. https://doi.org/10.12988/ces.2018.85239
How To Deal With an Unhealthy Work Environment. Indeed.com. (2021). Retrieved 20 April 2021, from https://www.indeed.com/career-advice/career-development/unhealthy-working-environment#:~:text=An%20unhealthy%20working%20environment%20is%20one%20that%20is%20characterized%20by,between%20employees%20and%20office%20leadership.
Nowell, L., Norris, J., Mrklas, K., & White, D. (2017). A literature review of mentorship programs in academic nursing. Journal Of Professional Nursing, 33(5), 334-344. https://doi.org/10.1016/j.profnurs.2017.02.007
Sayan, M., Ohri, N., Lee, A., Abou Yehia, Z., Gupta, A., & Byun, J. et al. (2019). The Impact of Formal Mentorship Programs on Mentorship Experience Among Radiation Oncology Residents From the Northeast. Frontiers In Oncology, 9. https://doi.org/10.3389/fonc.2019.01369