Civility in the workplace environment, especially in nursing, is a critical aspect of attaining performance and productivity for employees. Nurses who work in civil and positive workplace environments are motivated and focus on quality care delivery as opposed to those who encounter incivility which entails repetitive, low-intensity unacceptable social behavior. Alsadaan et al. (2023) observe that nursing incivility seriously affects nurses’ well-being, patient engagement, and health outcomes. The purpose of this paper is to discuss the results of the workplace environment assessment using the Clark Workplace Inventory of my current practice setting and apply published research in developing a proposed intervention to address the issues discovered during the evaluation.
The results of the work environment assessment show a score of 66 out of 100 meaning that it is barely healthy and requires more interventions. For instance, employees expressed high satisfaction levels in only two areas with a score of five. These included living by a shared vision and mission based on trust, respect, and collegiality and emphasis on employee wellness and self-care. The results show low scores in communication, recognition, and celebration of achievements, and low levels of satisfaction, engagement, and morale. Further, the results show shallow scores on competitive salaries, benefits, and compensation as well as the inability to attract and retain the best and brightest talent. The two things that surprised me about the results are the very low scores in critical areas like communication and compensation. Further, while I knew that the workplace would not score highly, I was shocked at the overall score. Before the assessment, I believed communication would get a low score because of the numerous complaints that nurses made concerning organizational processes and other critical aspects of care delivery. The results showed that the management should implement best practices to improve employee motivation, engagement, and overall performance.
The selected article by Clark (2019) explores how nursing and healthcare organizations can foster a culture of civility and respect. The article asserts that harm from disrespect impacts patient safety efforts with disrespectful and uncivil behaviors leading to detrimental effects on persons, teams, and organizations. Therefore, the core concept that emerges from the article is the impact of incivility on the patient care environment. The article also discusses the implications of workplace incivility and offers evidence-based strategies to promote a culture of civility and respect.
The concept of fostering civility and respect as presented in the article by Clark (2019) relates to the outcomes of the work environment assessment since the setting is uncivil with low motivation and barely healthy for employees to perform and be productive. For instance, the article identifies evidence-based strategies that the facility can use to prevent and address the issue of incivility. Clark (2019) observes that modeling professionalism and ethical practice, setting the tone for civility as a shared value in the organization, and incremental changes through a transformational leadership approach can reverse poor workplace evaluation outcomes. The results of the assessment demonstrate that the organization is uncivil and requires interventions to improve satisfaction levels and overall performance among nurses and other employees.
The organization can apply the concepts highlighted in the article to improve the workplace in various ways. Firstly, the article observes that a positive workplace culture depends on a variety of factors including the level of job satisfaction, employee commitment, and turnover rates. These factors have a direct impact on employees and their ability to work, their loyalty to the organization, and the level of support they experience from the management and leaders. Therefore, the organization can evaluate the implications of these factors and create a workplace environment that encourages employees and improves their retention rates. The results from the inventory show that the organization does not attract and retain the best talent. Further, the outcome indicates very low scores on competitive salaries, benefits, compensation, and other rewards. Consequently, the organization can use the concepts advanced in the article like implementing the suggested framework for fostering civility. Clark (2019) opines that the Pathway
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