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 Assignment help – Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this 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.
To Prepare:
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 Assignment help – 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)
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324–330. doi:10.1097/NNA.0b013e31822509c4
Clark, C.M. (2015). Conversations to inspire and promote more civil workplace. American nurse, 10 (11), 18-23. Retrieved from https//www.americannursetoday.com/wp-content/upload/2015/11/ant11-CE-Civility-1023.pdf
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Module’s Assignment help – 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.
References need doi or http. I will attach my discussion with my The work environment assessment at Clark Healthy Workplace score of 92/100. I currently work for a psychiatric unit.
The second option would be to do the assignment in the 3 segments. This would require the use of Level I and Level 2 headings and would look something like this:
Part I: Work Environment Assessment
(Level 1) (This would be centered and bold)
This would be your introduction that would end with a purpose statement that is inclusive only to Part 1. The purpose of this paper is to describe the results of the Work Environment Assessment, identify unexpected and expected results, and to explain the health and civility of the environment.
Workplace Assessment Findings (Level 2-Flush left, Bold)
· Describe the results of the Work Environment Assessment you completed on your workplace.
Unexpected and Expected Results (Level 2-Flush left, Bold)
· Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Civility of the Workplace(Level 2-Flush left, bold)
· Explain what the results of the Assessment suggest about the health and civility of your workplace.
Summary (This will be the summary only of part 1. Level 2-Flush left, bold)
Part II: Reviewing the Literature
(Level 1, Centered and bold)
This would be your introduction that would end with a purpose statement that is inclusive only to Part 2. The purpose of this paper is to…
Theory or Concept (Level 2-Flush left, Bold)
· Briefly describe the theory or concept presented in the article(s) you selected.
Theory Relationship to Assessment (Level 2-Flush left, Bold)
· Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Application of Theory (Level 2-Flush left, Bold)
· 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.
Summary (This will be the summary only of Part 2. Level 2-Flush left, bold)
Part III: Evidence Based Startegies
(Level 1, centered and bold)
This would be your introduction that would end with a purpose statement that is inclusive only to Part 3. The purpose of this paper is to recommend evidence based strategies to shortcomings and identify strategies that could be used to improve practice.
Evidence Based Strategies to Address Shortcomings (Level 2-Flush left, Bold)
· Recommend at least two strategies, supported in the literature that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Evidence Based Strategies to Improve Practice (Level 2-Flush left, Bold)
· Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
Summary (This will be the summary only of Part 3, Level 2-Flush left, bold)
The first option, is to treat the paper as if it is one submission from the beginning. Therefore, you would have the following Level I headings (All centered and bold) :
Introduction
( Should be the title of your paper, ending with a comprehensive purpose statement)
( This should discuss Part 1-3) Could be something like…. The purpose of this paper is to thoroughly discuss the Work Environment Assessment, provide a literature review that focuses on a theory or concept that is relevant to the assessment, and to recommend two evidence-based strategies that could be utilized to improve practice.
Workplace Assessment Findings
· Describe the results of the Work Environment Assessment you completed on your workplace.
Unexpected and Expected Results
· Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Civility of the Workplace
· Explain what the results of the Assessment suggest about the health and civility of your workplace.
Theory or Concept
· Briefly describe the theory or concept presented in the article(s) you selected.
Theory Relationship to Assessment
· Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Application of Theory
· 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.
Evidence Based Strategies to Address Shortcomings
· Recommend at least two strategies, supported in the literature that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Evidence Based Strategies to Improve Practice
· Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
Summary or Conclusion
This would be a brief summary of all 3 sections.
Work Environment Assessment
Work environment assessment is used as a tool to measure the level of civility in an organization. It helps the management to know the relevant actions that should be taken to curb the rising cases of improper treatment against one another. In the current study, employees recorded a civility score of 92 percent. The percent is high thus showing the commitment of the employees to remain in good relations with one another. The nurses should strive to increase the civility score by reducing cases of employees who quit their jobs due to poor working relations. One of the solutions is to enhance the level of motivation using nursing or human resource management theory. The management should also strive to execute evidence-based strategies that will enhance the civility score. One of the strategies includes training nurses to strive to seek peaceful coexistence with their colleagues. The purpose of the paper is to examine work environment assessment and propose evidence-based strategies to enhance the civility score.
Workplace Assessment Findings
The workplace assessment revealed the civility score was high since the employees observed the mutual norms. The civility score of 92 percent was as a result of the employees’ commitment to express courtesy, politeness and mutual respect. The assessment indicated that employees were encouraged to apologize to their colleagues when they wrong them (Clark, 2015). The high civility level promoted high productivity since the staff provided a conducive working environment. The harmonious existence of the employees was essential in realizing the organizational goals. Mutual respect was one of the highly recorded forms of civility. The reason is that the employees were committed to treating each other with love and care despite their weaknesses or strengths (Clark, Olender, Cardoni & Kenski, 2011). They also had a focus on building the bridges in case one of them wrongly was involved in poor working relations. The civility score indicated that all employees were encouraged to create a friendship with all colleagues.
Unexpected and Expected Results
The workplace assessment revealed the unexpected behavior of a junior employee who quit the job unexpectedly. The decision to quit the job was after he was involved in an argument with one of the supervisors. The employee did not wait for the decision of the top management or a probe to be initiated to reveal the truth about the incidence. The scenario was a form of incivility and it was highly expected. The reason is that the high civility score would have compelled the employee to seek justice if they had been treated unfairly (Clark, 2019). Additionally, they would have learned how to forgive and accommodate the weaknesses of other colleagues. On the other hand, it was expected that the employees would express mutual respect in the workplace. The value was expected since high production was an indicator that there is a good flow of command in the organization (Clark, 2019). It was also a sign that there is a good relationship between the top management and employees.
Civility in the Workplace
The results of the workplace assessment indicate that employees are observing civility requirements. The high level of civility shows that the organization has established a trend or tradition among all employees that they should respect one another (Clark, 2019). It also shows that top management has created a culture of developing friendship among all employees. The civility levels also suggest that there is a healthy working relationship between the management and employees. It shows that the top management listens to the needs of the employees. It also indicates that the company has worked hard to teach the new recruits about the organizational culture (Clark, 2015). The training is necessary to ensure they maintain high levels of workplace civility. It also suggests that the company is likely to experience low levels of employee turnover. The low turnover is as a result of the satisfaction of the employees. The satisfaction is also likely to translate to high productivity and thus the competitiveness of the organization.
Theory or Concept
Herzberg’s two-factor theory is a human resource theory that is applied in the nursing field to explain the satisfaction and dissatisfaction of employees at the workplace. It argues that there are factors that cause employees to remain motivated or demotivated (Holmberg, Caro, & Sobis, 2018). Motivational factors include higher salaries, friendly working policies, friendly working schedules and good relationship with other colleagues or top management. On the other hand, Herzberg’s two-factor theory states that demotivating factors include a poor relationship with colleagues, poor salaries and unfriendly working policies. In the current scenario, it applies to the high civility levels that promote the satisfaction of staff members. Nurses can feel satisfied if their basic needs for politeness, care, love, and mutual respect are fulfilled (Holmberg, Caro, & Sobis, 2018). Conversely, working places that do not promote healthy relationship among staff members record low levels of satisfaction. Therefore, it is crucial to provide a conducive working environment.
Theory Relationship to Assessment
Herzberg’s two-factor theory is related to the current state of the organization since employees are committed to upholding mutual norms. The commitment to apologize to one another in cases of conflict, apologizing and courtesy has been reflected in the productivity levels (Holmberg, Caro, & Sobis, 2018). The nurses have remained committed to their work since they are satisfied with the environment. It is also important to note that the company has recorded high productivity levels, which are related closely to the expression of mutual norms. The high civility score has also shown that the turnover is low. As a result, the company is able to retain knowledge and thus create a healthy relationship among the nurses and with patients. When patients are handled by happy nurses they also experience high patient satisfaction (Holmberg, Caro, & Sobis, 2018). On the other hand, the theory shows that when one junior employee was dissatisfied he decided to quit the job. The decision was based on the unfriendly relationships that strained the relationship with other colleagues.
Application of Theory
The application of Herzberg’s two-factor theory is crucial in creating a healthy organization and strong work teams. One of the solutions generated from the theory is that employees should always be motivated. The organization should seek for various strategies to motivate employees (Holmberg, Caro, & Sobis, 2018). The motivation will help staff members to develop a positive attitude towards their job and management. Satisfied employees are also likely to remain committed to their teams. For example, when the staff members are satisfied they attract different professionals to improve the diversity of the team (Clark, 2015). It will attract innovative employees who will join the team thus boosting their productivity. It is also essential in creating teams that are lively and collaborative since all the employees are motivated to participate in various activities.
The creation of healthy and stronger work teams is essential for the organization since it promotes easy and open sharing. A healthy peer does not imagine that everyone has the same argument (Clark, 2015). Employees could also have different perspectives about their work and rights as their work. It is also crucial to develop the spirit of delegation since the employees are highly motivated (Clark, Olender, Cardoni & Kenski, 2011). The vision to create a healthy motivated team will thus be realized when the team members engage easily in the delegation. Employees also should always refer to their code of ethics that indicates how they should treat others to ensure they are not distracted by occurrences.
Evidence-Based Strategies to Address Shortcomings
The organization can implement the concept of fighting for justice for the employees who feel grieved by their peers in the workplace. First, the fight for fairness can be addressed using the amicable solutions such as forgiveness and love. The company should insist that despite the healthy working environment situations can arise that demand for forgiveness (Clark, Olender, Cardoni & Kenski, 2011). The concept will train the employees to forgive and apologize if they have wrong their peers. It is also crucial to introduce the concept of accepting other people’s weaknesses. Secondly, it should be clear to the employees that not all people who are perfect. Therefore, there is a need to create a room for the imperfections and still work together despite the shortcomings (Clark, 2019). Although the organization seeks to promote a healthy environment, in case an incidence occurs it should not deny employees an opportunity to work together.
Evidence-Based Strategies to Improve Practice
The first strategy to bolster practice is to create regular training for the employees. The training will focus on the issues identified in the workplace assessment. It will tackle issues of peaceful coexistence with other peers in the workplace (Holmberg, Caro, & Sobis, 2018). The training will highlight the strategies employees can utilize to solve issues. The issues will also need to be dealt with through norms such as love, fairness, mutual respect, politeness, and courtesy. The training will encourage the employees to always seek peaceful relations with their colleagues. The second strategy is to carry out the assessment to measure the civility levels and take appropriate actions. The management is required to carry out an assessment regularly to establish civility levels (Clark, 2019). The civility levels will be used to make an appropriate decision on the need for further training. It will also portray the impact of the training on the perspectives of the employees on norms. If the level of civility reduces, it will be important to assess conflicts among the employees.
Conclusion
Work environment assessment is a concept of analyzing how staff members relate to one another in the workplace. One of the areas of assessment is the civility levels regarding the adherence to mutual norms such as respect, love, fairness, politeness, and patience. The case study shows that the employees have a 92 percent civility level. The percentage indicates that there is a high adherence to the stipulated norms. However, the norms should be strengthened through training and regular assessment. The management should also take action to curb cases of employees feeling aggrieved and quitting their jobs without notice. It is also crucial to ensure the employees are always motivated to encourage them to stick to the code of ethics. The workplace assessment is crucial since it provides a clear picture of how staff members relate to one another.
References
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. Am Nurs Today, 10.
Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44(2), 64-68.
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. JONA: The Journal of Nursing Administration, 41(7/8), 324-330.
Holmberg, C., Caro, J., & Sobis, I. (2018). Job satisfaction among Swedish mental health nursing personnel: Revisiting the two‐factor theory. International Journal of Mental Health Nursing, 27(2), 581-592.
