### Introduction
A healthy and civil work environment is crucial for fostering productivity, job satisfaction, and overall well-being among employees. This paper examines the state of workplace civility through the Clark Healthy Workplace Inventory and explores literature on fostering a respectful and supportive work culture. It also discusses strategies for creating high-performance interprofessional teams, essential for improving organizational health and efficiency.
### Part 1: Work Environment Assessment
#### Review of Work Environment Assessment
The Clark Healthy Workplace Inventory was employed to assess the workplace environment. This tool evaluates various aspects of workplace civility, including communication, respect, teamwork, and employee recognition.
#### Description of Work Environment Assessment
The assessment revealed that the workplace is moderately civil and healthy. Strengths identified include strong teamwork and collaboration, which are seen as significant assets. However, areas such as communication and recognition were found to be lacking, indicating room for improvement in these critical areas.
#### Two Things that Surprised Me
Two surprising findings emerged from the assessment:
1. The discrepancy between perceived teamwork strength and the low scores in communication and recognition. Despite strong teamwork, the lack of effective communication and recognition suggests that collaboration is not as effective as it could be.
2. The moderate level of overall civility, despite some incidents of incivility, such as a senior manager publicly scolding an employee, which highlighted the ongoing need for improvements in workplace interactions.
#### Assessment and Civility in the Work Environment
The assessment suggests that while the workplace has a foundation of civility, significant improvements are necessary to enhance communication and recognition. The incident of public scolding underscores the need for better conflict resolution and communication training to maintain and improve workplace civility.
### Part 2: Reviewing the Literature
#### Description of Theory/Concept
The concept of fostering a culture of civility and respect in nursing, as discussed by Clark (2019), emphasizes the importance of creating a respectful work environment to enhance job satisfaction and patient care quality. Similarly, Hover and Williams (2022) explore the impact of lateral violence on new nurses and their decision to remain in the profession.
#### Theory as Presented in Articles
Clark (2019) discusses strategies for fostering civility, including promoting open communication, respectful behavior, and leadership support. Hover and Williams (2022) highlight the adverse effects of lateral violence and stress the need for supportive mentoring and conflict resolution mechanisms.
#### Application of the Theory
The theories presented align with the findings of the Work Environment Assessment. Implementing strategies to promote open communication and respectful behavior could address the identified shortcomings in communication and recognition. Additionally, adopting supportive mentoring programs could help mitigate issues of incivility and enhance overall workplace civility.
### Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
#### Two Strategies from the Literature
1. **Promoting Open Communication and Respectful Behavior (Clark, 2019):**
– **Implementation**: Conduct regular training sessions on effective communication and conflict resolution. Encourage open dialogues and feedback mechanisms to ensure all employees feel heard and valued.
– **Example**: Implement monthly team meetings focused on discussing communication issues and brainstorming solutions collectively.
2. **Supportive Mentoring Programs (Hover & Williams, 2022):**
– **Implementation**: Establish mentoring programs where experienced nurses support new nurses, providing guidance and addressing any instances of lateral violence or incivility.
– **Example**: Pair new hires with seasoned nurses who can provide continuous support and feedback, helping them navigate the work environment more effectively.
#### Two Strategies to Bolster Success
1. **Enhanced Recognition Programs:**
– **Implementation**: Develop formal recognition programs that celebrate individual and team achievements regularly.
– **Example**: Create a “Employee of the Month” program, with nominations and selections based on peer feedback and supervisor observations.
2. **Anonymous Reporting Systems:**
– **Implementation**: Introduce an anonymous reporting system for employees to report instances of incivility without fear of retaliation.
– **Example**: Use a digital platform where employees can submit reports anonymously, which are then reviewed by an impartial committee to ensure appropriate actions are taken.
### Conclusion
A civil and healthy workplace is essential for fostering a positive work culture, enhancing job satisfaction, and improving patient care. By addressing communication and recognition issues and implementing evidence-based strategies from the literature, organizations can create a more supportive and high-performing work environment. Regular assessments and continuous improvements are vital to maintaining workplace civility and achieving organizational excellence.
### References
– Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. *Journal of Nursing Regulation, 10*(1), 44–52.
– Hover, L. A., & Williams, G. B. (2022). New nurses’ experience with lateral violence and their decision to remain in nursing. *International Journal for Human Caring, 26*(4), 199–208. https://doi.org/10.20467/HumanCaring-D-20-00069
– Alam, M., Fozia, G. U. L., & Imran, M. (2021). The impact of ethical leadership & Civility on organizational commitment: The mediating role of work engagement. *Journal of Arts & Social Sciences, 8*(1), 173-188.
– Peng, X. (2023). Advancing Workplace Civility: a systematic review and meta-analysis of definitions, measurements, and associated factors. *Frontiers in Psychology, 14*, 1277188.
– Sugiarti, E. (2022). The influence of training, work environment and career development on work motivation that has an impact on employee performance at PT. Suryamas Elsindo Primatama in West Jakarta. *International Journal of Artificial Intelligence Research, 6*(1), 1-11.
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*..
· Select and review one or more of the following articles found in the Resources:
· Clark (2019)
· Hover and Williams (2022)
· Lee and Miller (2022)
· McDermott, Bernard, and Hathaway (2021)
Select at least ONE of the following:
· Clark, C. M. (2019). Fostering a culture of civility and respect in nursing Links to an external site. . Journal of Nursing Regulation, 10(1), 44–52.
· Hover, L. A., & Williams, G. B. (2022). New nurses’ experience with lateral violence and their decision to remain in nursing Links to an external site. . International Journal for Human Caring, 26(4), 199–208. https://doi.org/10.20467/HumanCaring-D-20-00069
· Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practice Links to an external site. . Nursing Administration Quarterly, 46(3), E16–E23.
· McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivility Links to an external site. . Journal of Continuing Education in Nursing, 52(5), 232–239.
The Assignment (3-6 pages total): APA format
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.
Professor addon( READ)
Assignment should be 3-6 pages and no more!
Your headings for week 9 should look like this:
Introduction
This is 4-5 sentences that introduce the topic. (consider adding a source of support to show more evidence)
Part1: Work Environment Assessment (1-2 pages)
Review of Work Environment Assessment
Description Of Work Environment Assessment
Two things that Surprised me
Assessment and Civility In Work Environment
Part 2: Reviewing the Literature (1-2 pages)
Description of Theory/Concept
Theory as Presented in Articles
Application of the Theory
Part 3: Evidence-Based Strategies to Create High-Performance Teams (1-2 pages)
Two Strategies from the Literature (remember to include citations for the literature you just did review from part 2)
Two Strategies that can be used to Bolster Success (I recommend that you include support)
Discussion post
Work Environment Assessment
The scores obtained from the Clark Healthy Workplace Inventory points towards a moderately civil and healthy workplace. Employees also feel that more teams and collaboration are a definite strength (Alam, et al., 2021). However, the results relating to communication and recognition are less than the expected level, which indicates that there is still room for enhancing these factors. It is rather mid-range, yet in turn, communication and recognition can be contradictory, making the staff feel unappreciated and frustrated. An example of incivility happened at the workplace during a team meeting when the employee’s team received a senior manager’s scorn for failing to meet a deadline. Not only did this embarrass the particular employee, but it also put tension on the particular team. This was handled by HR in that the case was brought for mediation between the manager and the employee, where effective and humane communication was stressed. The manager also begged pardon and promised to give the critiques to the learner in an offline and encouraging manner (Peng, 2023). They also went through leadership training in the provision of positive feedback only. This intervention made enhancements to the situation and also proved that there is still more work to be done so as to address the issue of civility (Peng, 2023). We incorporated new training sessions on communication and conflict-solving into the daily schedule, and integrated an anonymous reporting system to allow employees to report any instances of incivility without fear of negative consequences. These are the steps needed for sustaining and increasing civil conduct in the workplace.
References
Alam, M., Fozia, G. U. L., & Imran, M. (2021). The impact of ethical leadership & Civility on organizational commitment: The mediating role of work engagement. Journal of Arts & Social Sciences, 8(1), 173-188.
Peng, X. (2023). Advancing Workplace Civility: a systematic review and meta-analysis of definitions, measurements, and associated factors. Frontiers in Psychology, 14, 1277188.
Sugiarti, E. (2022). The influence of training, work environment and career development on work motivation that has an impact on employee performance at PT. Suryamas Elsindo Primatama in West Jakarta. International Journal of Artificial Intelligence Research, 6(1), 1-11.
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