The work environment in healthcare settings affects patient care and representative satisfaction and performance. This environment’s dynamics should be assessed and understood to find opportunities for improvement and successful methods that advance a healthy and normal workplace. In this assignment, I will concentrate on a healthcare Work Environment Assessment’s startling revelations and confirmations and bind them to applicable theoretical frameworks. In order to improve organizational health and the proficiency of work teams, strategies will be recommended to determine distinguished weaknesses and support favorable practices.
My workplace scored 89 on the Clark Healthy Workplace Inventory Work Environment Assessment. This score indicates a somewhat healthy work environment with qualities and weaknesses. According to the assessment, our work environment had great regard and several professional advancement chances. Our organization has a supportive and improvement-centered culture. The assessment also tracked down significant shortcomings in workload management and conflict resolution. Regardless of the basis of a healthy work environment, these findings infer that crucial areas anticipate that attention ought to improve workplace health and civility.
The assessment findings astonished me in two ways. First, the high colleague regard score startled me. Notwithstanding everyday loads and obstacles, we safeguard mutual regard and professional manners. Great work environments where representatives feel valued and supported require reciprocal regard (Rasool et al., 2021). Second, the astounding professional advancement score astonished me. This shows that our company invests in staff advancement, giving them the tools and chances to enhance their careers, which helps representative happiness and maintenance.
The idea of workload management is one that I trusted before the assessment, and the findings confirmed it. I know, as a matter of fact, that work overpowers many colleagues, including me. This area’s poor score confirmed my conclusion that past crazy workloads are a significant concern. This affirms the prerequisite for better workload management strategies to minimize burnout and improve staff proficiency.
To increase its health and civility, my workplace has to improve its somewhat healthy environment, according to the assessment. Conscious coworkers and professional improvement indicate a deferential workplace. These traits are necessary for a pleasant, inspiring workplace. Low workload management and conflict resolution ratings propose underlying issues that could detract from this positive atmosphere. Time and workload management and the ability to deal with conflicts decrease pressure and burnout (Jing et al., 2020). Paying attention to workplace civility is necessary, yet solving these issues is necessary for creating a healthy environment in the company.
In the article I have picked, Jean Watson talks about the theory of human caring. (King et al., 2021). This theory supports healing and a healthy workplace via loving relationships. According to Watson’s theory, healthcare suppliers require empathy, compassion, and honest professional bonds. According to this theory, caring involves more than simply tasks and is crucial to nursing practice. All-encompassing patient care addresses physical, emotional, and spiritual necessities. Watson’s theory also emphasizes building a caring and supportive work environment where healthcare workers may encourage meaningful relationships with their colleagues, leading to more extraordinary patient encounters and occupation satisfaction scores.
I found Jean Watson’s Theory of Human Caring unequivocally related to my Work Environment Assessment results. Watson’s theory that a loving and supportive atmosphere encourages professional development and mutual regard is confirmed by high colleague regard and career improvement.
Watson’s empathy and compassion supplement colleagues’ regard, demonstrating that caring relationships are vital to our workplace culture (King et al., 2021). Watson’s theory may improve workplace well-being, yet workload management and conflict resolution scored poorly. Making the workplace more loving and supportive can fix these issues and incre
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