NURS 6053: Interprofessional Organization and System Leadership

NURS 6053: Interprofessional Organization and System Leadership

Work Environment Assessment

Introduction

The presence of civility in the workplace is paramount for maintaining a positive and productive work environment. Workplace incivility is a grave concern that directly impacts operations and performance, underscoring the necessity of measuring and assessing it (Griffin & Clark, 2014). One effective approach for doing so is the Work Environment Assessment, a tool employed to evaluate the degree of civility within an organization. This paper delves into the analysis of my assessment, which yielded a score of 88. It elucidates the strategies that the organization could employ to foster civility by capitalizing on identified strengths and addressing areas of weakness.

Part 1: Work Environment Assessment

My Work Environment Assessment score of 88 signifies that my workplace exhibits numerous positive aspects, but there may be room for improvement. This score suggests that the workplace is moderately healthy (Clark, 2015). According to the assessment results, there are three areas in which additional efforts may be required as they scored below average. These specific areas encompass communication among employees, employee engagement, and workload and stress management. Engaging in regular work environment assessments proved enlightening as it underscored the importance of organizations conducting these assessments routinely. This practice enables organizations to monitor the evolution of the work environment and make necessary adjustments.

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Two noteworthy surprises arising from the results were that the workplace’s physical environment received high ratings, and the workplace’s psychological aspects were also favorable. One preconceived idea validated before conducting the assessment was that the organization’s policies and procedures effectively promote a healthy and safe work environment. The work environment assessment subsequently affirmed this notion about the organization’s policies and procedures. The assessment indicated that the organization’s policies and procedures are effectively implemented to create a healthy and safe work environment for employees.

The work environment assessment suggests that the workplace is generally safe, healthy, and conducive to productivity. The physical space is devoid of hazardous materials, and the psychological environment is conducive. Additionally, the organization’s policies and procedures effectively safeguard employees against discrimination or unfair treatment. These findings collectively indicate a predominantly positive work environment. However, there may be opportunities for improvement in areas such as providing more resources for employees, enhancing communication systems, and fostering a sense of community among staff to further enhance the workplace.

Part 2: Reviewing the Literature

Clark (2015) highlights essential concepts for fostering effective workplace communication. The first concept pertains to engaging in constructively challenging conversations, which involves asking questions, actively listening, and reflecting on the conversation. The second concept revolves around committing to the conversation and seeking resolution by expressing empathy and understanding while maintaining respect for the other person. The third concept emphasizes preparing for the conversation by comprehending its purpose and gathering relevant facts and information. Finally, the fourth concept involves utilizing contemporary communication models like the DESC model, which entails describing the situation, expressing feelings, stating consequences and desired outcomes, and seeking resolution.

These theories and concepts elucidated by Clark (2015) serve to encourage and promote meaningful workplace conversations. Newnam and Goode (2019) argue that by engaging in challenging conversations, reflecting, probing, committing to the conversation, and applying contemporary communication models, employees can build relationships, trust, and respect with one another. Ultimately, this leads to improved morale and better communication, consequently enhancing workplace civility.

By encouraging employees to reflect on conversations, probe for more information, and commit to finding resolutions, organizations can enhance communication and understanding among team members. Newnam and Goode (2019) propose that organizations can achieve more effective collaboration and problem-solving models by implementing these practices. For example, when a team faces a challenging project, the team leader could facilitate a conversation where team members reflect on their challenges, probe for more information about each other’s perspectives, and commit to finding a solution together. Such a process would foster trust and cohesion among team members, resulting in better project outcomes (Lake et al., 2020). The utilization of the DESC model would be beneficial for organizations as it provides effective feedback and enhances communication among team members. For instance, when a team member falls short of meeting expectations, a manager could employ the DESC model to provide feedback. Utilizing this model, the manager would precisely describe the specific behavior causing concern, express its impact on the team, specify the desired behavior, and articulate the potential consequences of not making the necessary changes.

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

One strategy to enhance communication among employees is to establish regular team meetings or check-ins. This would be an effective way to promote open and transparent communication, ensuring that everyone is on the same page (Clark, 2015). Cultivating a culture of open communication and encouraging employees to voice their concerns or ideas can also prove beneficial. Another strategy, this time focusing on improving employee engagement, involves providing opportunities for professional development and growth. This entails offering training and development programs, mentoring opportunities, and cross-functional projects. Furthermore, involving employees in decision-making processes and granting them a sense of ownership in their work can boost engagement.

Creating a healthy and productive work environment is crucial for an organization’s success (Havaei et al., 2020). Achieving this necessitates the implementation of strategies that support successful practices. Two such strategies that can be applied in this context are establishing a formal feedback system and enhancing recognition and reward practices. Implementing a formal feedback system is an effective means of collecting employee feedback, comprehending their perspectives, and identifying successful practices (Erum et al., 2020). This approach assists managers in creating effective communication and collaboration processes within the organization. It also aids in identifying and addressing issues that impede the organization’s success. Another vital strategy is intensifying recognition and reward practices within the organization. Acknowledging and rewarding employees for their exemplary behaviors and practices can foster a positive and productive workplace culture. According to Newnam and Goode (2019), this incentivizes employees to continue their success, thereby cultivating a work environment conducive to achieving success.

Conclusion

The Work Environment Assessment score of 88 underscores that the workplace is relatively healthy but has some areas requiring improvement. The results yielded some surprises, but the prevailing positivity among participants was striking. Areas necessitating improvement encompass communication, employee engagement, and stress management. Strategies for addressing these aspects were identified through a review of literature and insights gleaned from the assessment.

References

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

Erum, H., Abid, G., Contreras, F., & Islam, T. (2020). Role of family motivation, workplace civility and self-efficacy in developing affective commitment and organizational citizenship behavior. European Journal of Investigation in Health, Psychology and Education, 10(1), 358-374. https://doi.org/10.3390/ejihpe10010027

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

Havaei, F.,Astivia, O. L. O., & MacPhee, M. (2020). The impact of workplace violence on medical-surgical nurses’ health outcome: A moderated mediation model of work environment conditions and burnout using secondary data. International Journal of Nursing Studies, 109, 103666. https://doi.org/10.1016/j.ijnurstu.2020.103666

Lake, E. T., Sanders, J., Duan, R., Riman, K. A., Schoenauer, K. M., & Chen, Y. (2019). A meta-analysis of the associations between the nurse work environment in hospitals and 4 sets of outcomes. Medical Care, 57(5), 353. https://doi.org/10.1097/MLR.0000000000001109

Newnam, S., & Goode, N. (2019). Communication in the workplace: Defining the conversations of supervisors. Journal of Safety Research, 70, 19-23. https://doi.org/10.1016/j.jsr.2019.04.009

WORKPLACE ENVIRONMENT ASSESSMENT

Diagnosing health issues is essential in healthcare, but the ultimate goal is the development and application of effective treatments or protocols. Recognizing a health problem in isolation does little to resolve it.

In the preceding Discussion module, you applied the Clark Healthy Workplace Inventory to diagnose potential issues with civility in your organization. In this Portfolio Assignment, you will further analyze the results and propose a treatment plan for any identified issues.

RESOURCES

Please review the Learning Resources before completing this activity.

WEEKLY RESOURCES

To Prepare:

Review the Resources and examine the Clark Healthy Workplace Inventory on page 20 of Clark (2015).
Review the Work Environment Assessment Template*.
Reflect on the results of your Discussion post, which evaluated workplace civility, and consider the feedback you received from colleagues.
Choose one or more of the following articles from the Resources to review:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)

*Do not submit the Work Environment Assessment Template completed in the Week 7 discussion with this assignment.

The Assignment (3-6 pages total):

Part 1: Work Environment Assessment (1-2 pages)

Revisit the Work Environment Assessment Template you filled out during this module’s Discussion.
Discuss the results of the Work Environment Assessment conducted in your workplace.
Identify two aspects of the results that surprised you and confirm one idea you believed before conducting the Assessment.
Analyze what the Assessment results imply about your workplace’s health and civility.

Part 2: Reviewing the Literature (1-2 pages)

Briefly describe the theory or concept discussed 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.
Discuss how your organization could implement the theory outlined in your chosen article(s) to enhance organizational health and/or strengthen work teams. Provide specific examples.

Part 3: Evidence-Based Strategies to Foster High-Performance Interprofessional Teams (1–2 pages)

Recommend at least two evidence-based strategies that can be applied to address any shortcomings identified in your Work Environment Assessment.
Recommend at least two strategies that can be employed to bolster successful practices revealed in your Work Environment Assessment.