NURS 6053 Discussion: Workplace Environment Assessment

/in /by

NURS 6053 Discussion: Workplace Environment Assessment

NURS 6053 Discussion: Workplace Environment Assessment

How healthy is your workplace?

You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.

There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility. NURS 6053 Discussion: Workplace Environment Assessment

ORDER  A PLAGIARISM FREE PAPER  NOW

To Prepare:

  • Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
  • Review and complete the Work Environment Assessment Template in the Resources.

 

By Day 3 of Week 7

Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.

By Day 6 of Week 7

Respond to at least two of your colleagues on two different days by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.

Submission and Grading Information

Grading Criteria

 

To access your rubric:

Week 7 Discussion Rubric

 

Post by Day 3 and Respond by Day 6 of Week 7

 

To participate in this Discussion:

 

Week 7 Discussion

RE: Discussion – Week 7
Collapse

Hi Torie,

Thank you for your discussion post. I am sorry for the way the nurse brought a personal or family matter to work to the extent of threatening you. That is unprofessional and uncivil behavior. Having a healthy work environment has many benefits, ranging from greater job satisfaction to increased productivity among staff members and reduced employee turnover rate. A healthy work environment enables nurses to deliver high-quality patient care (American Association of Critical-Care Nurses, 2020). A healthy work environment includes better nurse staffing and retention, reduced workplace violence, reduced morale, and physical distress.

A healthy work environment can be created and sustained through honest and open communication among staff members and management. Expected behaviors must be communicated to everyone, and the consequences of uncivilized behaviors must also be communicated to the rest of the team members. According to Griffin and Clark (2014), incivility has no place in organizational development, for it is harmful to the work environment. Incivility at the workplace must be addressed to prevent reoccurrence.

Staff members should be encouraged to utilize the Clark Healthy Workplace Inventory to conduct workplace assessments. Clark Healthy Workplace Inventory is used to conduct a workplace assessment and determine how healthy a workplace is (Clark, 2015). The results of this assessment should be communicated to the management level for immediate intervention

 

References

American Association of Critical-Care Nurses (2020). Healthy work environments.

https://www.aacn.org/nursing-excellence/healthy-work-environments

Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American

            Nurse Today, 10(11): 18-23.

https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against

incivility and lateral violence in nursing: 10 years later. Journal of Continuing Education in Nursing, 45(12), 535–542. doi:10.3928/00220124-20141122-02

NURS_6053_Module04_Week07_Discussion_Rubric

Excellent Good Fair Poor
Main Posting
Points Range: 45 (45%) – 50 (50%)

Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources.

Supported by at least three current, credible sources.

Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.
Points Range: 40 (40%) – 44 (44%)

Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module.

At least 75% of post has exceptional depth and breadth.

Supported by at least three credible sources.

Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.
Points Range: 35 (35%) – 39 (39%)

Responds to some of the discussion question(s).

One or two criteria are not addressed or are superficially addressed.

Is somewhat lacking reflection and critical analysis and synthesis.

Somewhat represents knowledge gained from the course readings for the module.

Post is cited with two credible sources.

Written somewhat concisely; may contain more than two spelling or grammatical errors.

Contains some APA formatting errors.
Points Range: 0 (0%) – 34 (34%)

Does not respond to the discussion question(s) adequately.

Lacks depth or superficially addresses criteria.

Lacks reflection and critical analysis and synthesis.

Does not represent knowledge gained from the course readings for the module.

Contains only one or no credible sources.

Not written clearly or concisely.

Contains more than two spelling or grammatical errors.

Does not adhere to current APA manual writing rules and style.
Main Post: Timeliness
Points Range: 10 (10%) – 10 (10%)
Posts main post by day 3.
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Does not post by day 3.
First Response
Points Range: 17 (17%) – 18 (18%)

Response exhibits synthesis, critical thinking, and application to practice settings.

Responds fully to questions posed by faculty.

Provides clear, concise opinions and ideas that are supported by at least two scholarly sources.

Demonstrates synthesis and understanding of learning objectives.

Communication is professional and respectful to colleagues.

Responses to faculty questions are fully answered, if posed.

Response is effectively written in standard, edited English. NURS 6053 Discussion: Workplace Environment Assessment
Points Range: 15 (15%) – 16 (16%)

Response exhibits critical thinking and application to practice settings.

Communication is professional and respectful to colleagues.

Responses to faculty questions are answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.
Points Range: 13 (13%) – 14 (14%)

Response is on topic and may have some depth.

Responses posted in the discussion may lack effective professional communication.

Responses to faculty questions are somewhat answered, if posed.

Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.
Points Range: 0 (0%) – 12 (12%)

Response may not be on topic and lacks depth.

Responses posted in the discussion lack effective professional communication.

Responses to faculty questions are missing.

No credible sources are cited.
Second Response
Points Range: 16 (16%) – 17 (17%)

Response exhibits synthesis, critical thinking, and application to practice settings.

Responds fully to questions posed by faculty.

Provides clear, concise opinions and ideas that are supported by at least two scholarly sources.

Demonstrates synthesis and understanding of learning objectives.

Communication is professional and respectful to colleagues.

Responses to faculty questions are fully answered, if posed.

Response is effectively written in standard, edited English.
Points Range: 14 (14%) – 15 (15%)

Response exhibits critical thinking and application to practice settings.

Communication is professional and respectful to colleagues.

Responses to faculty questions are answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.
Points Range: 12 (12%) – 13 (13%)

Response is on topic and may have some depth.

Responses posted in the discussion may lack effective professional communication.

Responses to faculty questions are somewhat answered, if posed.

Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.
Points Range: 0 (0%) – 11 (11%)

Response may not be on topic and lacks depth.

Responses posted in the discussion lack effective professional communication.

Responses to faculty questions are missing.

No credible sources are cited.
Participation
Points Range: 5 (5%) – 5 (5%)
Meets requirements for participation by posting on three different days.
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Does not meet requirements for participation by posting on 3 different days.
Total Points: 100

Name: NURS_6053_Module04_Week07_Discussion_Rubric

RE: Discussion – Week 7
COLLAPSE

Workplace Environment Assessment

Working in the emergency department is one of those areas; a healthy work environment is essential. The emergency department is an area with high-stress levels as nurses often experience traumatic events. Maintaining civility in the emergency department is crucial as they provide services to the community that is relied upon (Shakespeare-Finch & Daley, 2017, p. 32).  An organization not only has to promote and maintain civility but address incivility when it arises. The use of the cellphone at the workplace is a distraction and interrupts

Work Environment Assessment

Upon completing the Workplace Environment Assessment, I work in a moderately healthy environment. In the emergency room, I work in, and there are a shared vision and mission. We respect and trust one another during high-stress situations such as traumas and code blues. We collectively communicate well with one another, promoting high-quality healthcare and addressing patient needs. When there is a communication breakdown amongst staff, we tend to go to our separate corners take time to collect thoughts, and come back to discuss the issue at hand. Overall the emergency department functions very well, but outside the realm of the emergency room, that is where things seem to fall short. Several neutrals stemmed from shared governance, conflict resolution skills, salaries, benefits, and career advancement. When there are physician-related issues such as not rounding on patients promptly, being unable to get a hold of physicians, or trying to physicians to comply with standards of care such as the Sepsis bundle, the blame tends to fall back on nursing. This puts nurses and physicians pitted against each other rather than a collaborative effort (Clark, 2015, p. 21). Another hospital in our area gives additional compensation for obtaining certifications such as Certified Emergency Nurse (CEN), but the hospital I work in does not. There is little career advancement as leaders tend to hold positions such as clinical supervisors or directors for many years. Low key points stemmed from a lack of mentorship programs and limited resources for professional growth. NURS 6053 Discussion: Workplace Environment Assessment

ORDER  A PLAGIARISM FREE PAPER  NOW

Incivility Incident in the Workplace

Several years ago, I had a patient that had gone across to Mexico to get an abdominoplasty or “tummy tuck.” She had normal vital signs, but her abdominal wall incisions were dehisced, and she had white drainage that was oozing from the wounds. She had computerized tomography of the abdomen and pelvis, labs with blood cultures, urine all exams were within normal limits, so the emergency room physician planned to discharge her. I remember when it was time to release her, she looked uncomfortable and still had drainage from the wounds. I spoke with my charge nurse because I felt she was an unsafe discharge. She told me that it was the doctor’s decision and if he thought she could go home, she could be discharged. For the next hour, I argued with the physician that she needed to be admitted to the hospital, but as I questioned his decision, he started to become upset since I was questioning his judgment. The charge nurse also was getting annoyed that I was delaying the discharge, but I stood my ground.  At that point, I asked him if he had consulted the surgeon on-call he said “NO” he did not. When I suggested this, he told me you know since she had her procedure done in Mexico, no surgeon will be willing to operate on her since her procedure was done somewhere else. I told him that I was ready to discharge her home without hesitation if he consulted the surgeon. Also, I pointed out to him that if the patient did get discharged and returned to the emergency department, the decision would not be on him but the surgeon on call. In the end, the surgeon was paged, and he accepted her under his services. Several days later, I ran into the surgeon, and he told me when he took the patient to the Operating Room, he had to lavage large amounts of drainage, and without surgical intervention, her condition would have been far worse.

Conclusion

Working in the high-stress area incivility will happen, the key is to remain calm, address the situation in a respectful manner. In the example given, a conversation between the physician and me led to a solution that both were content with. Working in the emergency department can be challenging regarding teamwork and communication (Weigl & Schneider, 2017, p. 21).  When engaging in a challenging conversation, choose a safe zone and not in the presence of family and patient (Clark, 2015, p. 19).

References

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

Shakespeare-Finch, J., & Daley, E. (2017). Workplace Belongingness, Distress, and Resilience in EmergencyService Workers. Psychological Trauma: Theory, Research, Practice & Policy, 9, 32-35. http://dx.doi.org/ doi:10.1037/tra0000108

Weigl, M., & Schneider, A. (2017, January). Associations of work characteristics, employee strain and self-perceived quality of care in Emergency Departments: A cross-sectional study. International Emergency Nursing, 30, 20-24. http://dx.doi.org/https://doi.org/10.1016/j.ienj.2016.07.002. NURS 6053 Discussion: Workplace Environment Assessment