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Workplace Environment Assessment

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Workplace Environment Assessment

 

 

 

 

 

Workplace Environment Assessment

 

 

 

 

The safety of the work environment remains a crucial central area that the management is required to focus on to ensure that both clients and the employees are safe and healthy. Safety measures and reporting are some of the criteria used for evaluating the organization and scoring the organization’s performance in terms of quality services and safety to employees (Badri et al., 2018). The purpose of this summary goals is to provide a summary of the outcomes of the work environment assessment earlier complete, a literature review by giving a brief explanation of the theory of concept presented in the articles selected, and evidence-based strategies that can be used to create high-performance interprofessional teams.

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Work Environment Assessment

 

            Based on the outcomes from the work environment assessment that was completed on the workplace, the overall civility score was 55, indicating that the workplace was unhealthy. The two and most surprising things about the results were that the workplace does not have a positive environment as it was previously thought. There is a considerable gap between the leadership and the rest of the workers concerning the decision-making processes. The single idea that I believed before the performance of the assessment and was confirmed is the workload of the employees, which is unfairly distributed and the majority of the workers being overworked (Clark, 2015). Therefore, based on the health and the civility of the workplace, the outcomes of the workplace assessment indicate that the workplace is unhealthy and has a lower level of civility.

Reviewing the Literature

 

The model or theory presented by the selected article is the DESC model. This model is essential in structuring the civility conversation. T is based on the Team-STEPPs, which is an evidence-based teamwork system used to improve the communication and the skills of the team (Griffin & Clark, 2014). This, in turn, leads to improved safety and healthcare quality. The model works effectively with the cognitive rehearsal to address particular incivility cases.

The selected theory is related to the results of the work environment assessment. The results from the work environment assessment show that the overall civility score was 55. This reveals the unhealthy status of the workplace, hence needs further improvement. The model plays an essential role in addressing the incivility evident in this organization. This can be achieved when the staff and the management work as a team, as supported by this model. Working as a team is an essential intervention in ensuring that both parties understand one another and share the success and the challenges encountered in dealing with organizational safety (Clark, 2015). Since the model is based on the Team-STEPPS, it makes it easier for the management and the staff to improve their skills and communication, which leads to the overall enhancement of the safety and quality of care in the organization. With effective implementation of the model, there will be an improvement in the overall civility score hence an improvement in the health and safety status of the workplace.

The DESC model can improve organizational health and stronger work teams successfully. The use of the model makes it possible to address the uncivil encounter within the organization. It promotes critical conversation with the uncivil colleague hence allowing the staff and management to move forward as a team (Clark, 2015). The model or theory is vital since it makes it possible to have a perfectly prepared team for the conversation whereby each member speaks with confidence and uses respectful expressions. This critical approach ensures an end to the silence that is considered the essential characteristic of incivility.

The encounter with incivility is made more effective by using the model. Ensuring that the staff and the management perfectly understand the tools in the DESC model makes it possible to encounter incivility as a team. The model makes it possible for each member to speak confidently and use respectful expressions (Clark, 2015). This gives the members an opportunity of describing and expresses their concerns to the management and propose alternative approaches that can be adopted to improve the safety and health of the workplace.

Evidence-Based Strategies to create High-Performance Interprofessional Teams

It is essential to ensure that the issues that affect the score of the work environment are addressed ideally. To achieve this process, it is necessary to have excellent strategies that assist both staff and management in dealing with the issue of incivility in the work environment. One of the approaches is to ensure an effective communication process within the organization (Andriani et al., 2018). This intervention is essential in providing that both parties are involved in addressing conflict in the negotiation process to ensure that the shortcomings in the work environment are dealt with accordingly (Clark, 2015). Effective communication is also helping in providing that there is an effective problem-solving process since members consult each other and arrive at an effective solution.

The other strategy is to ensure that there is a culture of collaboration amongst the members. The collaboration process is essential since it allows the members to synthesize their unique strengths brought by each member to the workplace. This approach makes it possible to create a workplace a civil one (Clark, 2015). Therefore, the staff and the management will always focus on the higher purposes, i.e., providing safe, effective patient care and engaging in respectful communication.      

It is also essential to improve the successful practices revealed in the workplace environment. Based on the assessment, there was a gap between the leadership and the employees, especially in terms of decision-making. The other issue is the staff’s workload that is unfairly distributed and some of the workers being overworked. Therefore, it is essential to ensure that all the team in the organization is involved in the decision-making process (Clark, 2015). It is also necessary to ensure that the staff is provided with feedback on the successes and the areas that need improvement in terms of the safety and health of the work environment. The other approach is for the organization to ensure an increase in the number of staff since it appears the few available employees are overworked.

Summary or Conclusion

            The personal assessment of the workplace indicates incivility based on a civility score of 55. This is a clear indication that the workplace has an unhealthy working environment characterized by the more significant gap between the leadership and the employees in decision-making processes and the workload that the workers experience. Dealing with these issues requires adopting the DESC model that supports effective communication processes that support the civility conversation between the team members (Clark & Ritter, 2018). It also supports a collaborative approach that leads to the exploitation of the unique strengths brought by the members and supports a respectful expression by the members. The model is also essential in helping conflict negotiation, and problem-solving promote the safety and health of both patients and providers.

 

 

 

 

References

Andriani, S., Kesumawati, N., & Kristiawan, M. (2018). The influence of the transformational leadership and work motivation on teachers performance. International Journal of Scientific & Technology Research, 7(7), 19-29.

Badri, A., Boudreau-Trudel, B., & Souissi, A. S. (2018). Occupational health and safety in the industry 4.0 era: A cause for major concern? Safety science, 109, 403-411.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. https://doi.org/10.3928/01484834-20180522-02

Clark, C. M., & Ritter, K. (2018). Policy to foster civility and support a healthy academic work environment. Journal of Nursing Education, 57(6), 325-331.

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. Doi:10.3928/00220124-20141122-02

 

Workplace Environment Assessment

/in /by

Workplace Environment Assessment

 

The safety of the work environment remains a crucial central area that the management is required to focus on to ensure that both clients and the employees are safe and healthy. Safety measures and reporting are some of the criteria used for evaluating the organization and scoring the organization’s performance in terms of quality services and safety to employees (Badri et al., 2018). The purpose of this summary goals is to provide a summary of the outcomes of the work environment assessment earlier complete, a literature review by giving a brief explanation of the theory of concept presented in the articles selected, and evidence-based strategies that can be used to create high-performance interprofessional teams.

ORDER A PLAGIARISM FREE PAPER NOW

Work Environment Assessment

 

Based on the outcomes from the work environment assessment that was completed on the workplace, the overall civility score was 55, indicating that the workplace was unhealthy. The two and most surprising things about the results were that the workplace does not have a positive environment as it was previously thought. There is a considerable gap between the leadership and the rest of the workers concerning the decision-making processes. The single idea that I believed before the performance of the assessment and was confirmed is the workload of the employees, which is unfairly distributed and the majority of the workers being overworked (Clark, 2015). Therefore, based on the health and the civility of the workplace, the outcomes of the workplace assessment indicate that the workplace is unhealthy and has a lower level of civility.

Reviewing the Literature

 

The model or theory presented by the selected article is the DESC model. This model is essential in structuring the civility conversation. T is based on the Team-STEPPs, which is an evidence-based teamwork system used to improve the communication and the skills of the team (Griffin & Clark, 2014). This, in turn, leads to improved safety and healthcare quality. The model works effectively with the cognitive rehearsal to address particular incivility cases.

The selected theory is related to the results of the work environment assessment. The results from the work environment assessment show that the overall civility score was 55. This reveals the unhealthy status of the workplace, hence needs further improvement. The model plays an essential role in addressing the incivility evident in this organization. This can be achieved when the staff and the management work as a team, as supported by this model. Working as a team is an essential intervention in ensuring that both parties understand one another and share the success and the challenges encountered in dealing with organizational safety (Clark, 2015). Since the model is based on the Team-STEPPS, it makes it easier for the management and the staff to improve their skills and communication, which leads to the overall enhancement of the safety and quality of care in the organization. With effective implementation of the model, there will be an improvement in the overall civility score hence an improvement in the health and safety status of the workplace.

The DESC model can improve organizational health and stronger work teams successfully. The use of the model makes it possible to address the uncivil encounter within the organization. It promotes critical conversation with the uncivil colleague hence allowing the staff and management to move forward as a team (Clark, 2015). The model or theory is vital since it makes it possible to have a perfectly prepared team for the conversation whereby each member speaks with confidence and uses respectful expressions. This critical approach ensures an end to the silence that is considered the essential characteristic of incivility.

The encounter with incivility is made more effective by using the model. Ensuring that the staff and the management perfectly understand the tools in the DESC model makes it possible to encounter incivility as a team. The model makes it possible for each member to speak confidently and use respectful expressions (Clark, 2015). This gives the members an opportunity of describing and expresses their concerns to the management and propose alternative approaches that can be adopted to improve the safety and health of the workplace.

Evidence-Based Strategies to create High-Performance Interprofessional Teams

It is essential to ensure that the issues that affect the score of the work environment are addressed ideally. To achieve this process, it is necessary to have excellent strategies that assist both staff and management in dealing with the issue of incivility in the work environment. One of the approaches is to ensure an effective communication process within the organization (Andriani et al., 2018). This intervention is essential in providing that both parties are involved in addressing conflict in the negotiation process to ensure that the shortcomings in the work environment are dealt with accordingly (Clark, 2015). Effective communication is also helping in providing that there is an effective problem-solving process since members consult each other and arrive at an effective solution.

The other strategy is to ensure that there is a culture of collaboration amongst the members. The collaboration process is essential since it allows the members to synthesize their unique strengths brought by each member to the workplace. This approach makes it possible to create a workplace a civil one (Clark, 2015). Therefore, the staff and the management will always focus on the higher purposes, i.e., providing safe, effective patient care and engaging in respectful communication.

It is also essential to improve the successful practices revealed in the workplace environment. Based on the assessment, there was a gap between the leadership and the employees, especially in terms of decision-making. The other issue is the staff’s workload that is unfairly distributed and some of the workers being overworked. Therefore, it is essential to ensure that all the team in the organization is involved in the decision-making process (Clark, 2015). It is also necessary to ensure that the staff is provided with feedback on the successes and the areas that need improvement in terms of the safety and health of the work environment. The other approach is for the organization to ensure an increase in the number of staff since it appears the few available employees are overworked.

Summary or Conclusion

            The personal assessment of the workplace indicates incivility based on a civility score of 55. This is a clear indication that the workplace has an unhealthy working environment characterized by the more significant gap between the leadership and the employees in decision-making processes and the workload that the workers experience. Dealing with these issues requires adopting the DESC model that supports effective communication processes that support the civility conversation between the team members (Clark & Ritter, 2018). It also supports a collaborative approach that leads to the exploitation of the unique strengths brought by the members and supports a respectful expression by the members. The model is also essential in helping conflict negotiation, and problem-solving promote the safety and health of both patients and providers.

 

 

 

 

References

Andriani, S., Kesumawati, N., & Kristiawan, M. (2018). The influence of the transformational leadership and work motivation on teachers performance. International Journal of Scientific & Technology Research, 7(7), 19-29.

Badri, A., Boudreau-Trudel, B., & Souissi, A. S. (2018). Occupational health and safety in the industry 4.0 era: A cause for major concern? Safety science, 109, 403-411.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. https://doi.org/10.3928/01484834-20180522-02

Clark, C. M., & Ritter, K. (2018). Policy to foster civility and support a healthy academic work environment. Journal of Nursing Education, 57(6), 325-331.

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. Doi:10.3928/00220124-20141122-02

 

Workplace Environment Assessment

/in /by

Workplace Environment Assessment

  • 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 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:

The Assignment (3-6 pages total): Workplace Environment Assessment

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

  • Review the Work Environment Assessment Template you completed for this Module’s 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 Workplace Environment Assessment.

 

Incivility at the workplace is common in nursing education and clinical practice (Clark, Olender, Cardoni, & Kenski, 2011). Workplace incivility can be defined as repeated offensive, disrespectful, or discouraging behavior, misuse of power, or unfair punishments that make the receiver distressed and feel shamed; creating strain; and decreasing the employee’s self-confidence (Warner, Sommers, Zappa, & Thornlow, 2016). Uncivil behaviors can appear in different forms and may cause profound effects on their recipients.

The work environment assessment of my workplace resulted in a score 35. According to Clark (2015), a score below 50 in the Clark Healthy Workplace Inventory indicates a very unhealthy work environment. It is surprising that two statements where the organization scored the highest were those that stated individuals and collective achievements are celebrated and publicized ; and that use of effective conflicts resolution skills, (Clark, 2015). The publicity and celebration of individual and collective achievements is a new thing that has just been initiated and we are going strong with it. The staffs are vastly knowledgeable on conflicts resolutions. The organization is neutral on communication, living by shared vision and employee are treated in fair and respectful manner.  Somewhat untrue about communication.  The organization scored low in all other aspect of the assessment. Workplace Environment Assessment

Going by this score form Workplace assessment, I will say the organization is a very unhealthy place. We discuss this almost every day with other staff in my department.  Unhealthy place is not safe for both staff and even patients Communication is very poor. Nobody has the idea of when decisions are made which means staffs are excluded from decision making. The staff feels that Patient’s acuity is not put into consideration before staffing is made which made the workload voluminous and makes the environment unsafe. Staff from other departments with no basic knowledge of crisis prevention intervention are been thrown to the psychiatry units.  The staff doesn’t feel supported by the management. The organization is not able to retain staff because the salary is not competitive enough and are not true to their words in terms of benefits, so there is very high turnover of staff. Only few staff has stayed for more than 2 years. Most new staff leaves between 2 weeks and 6 months.

One occasion of incivility that I have experienced was when the supervisor spoke to me in a disrespectful manner because one unidentified person called from ER and asked if we had an extra mental health worker and I responded no. She said I was being unfair and there is a reason while they called for a help. I requested to speak to her in the staff room with one other staff that was with me when the call came in .  She apologized after I had expressed myself because we were never staff with an extra staff.  I couldn’t have sent any staff to ER because I have an agency staff working with me who does know these patients. I could have created an unsafe place for patient and the staffs  when we were already short staff and an agency staff?.

To create a high-performance team, implementation of strategies to improve work environment safety is necessary . To create an even stronger work team, it is vital that establishing excellent communication between employees be present in the organization. Respect and professional communication in a healthcare organization produces improved outcomes for patients and more civil employees (Griffin & Clark, 2014)Workplace Environment Assessment.

References

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

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leaders perspective. The Journal of Nursing Administration, 41(7/8), 324-330. doi:10.1097/NNA.0b013e31822509c4

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

Warrner, J., Sommers, K., Zappa, M., & Thornlow, D. (2016). Decreasing workplace incivility. Nursing Management, 47(1), 22-30. doi: 10.1097/01.NUMA.0000475622.91398.c3 Workplace Environment Assessment