Workplace Environment Assessment Paper

Workplace Environment Assessment Paper

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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 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)Workplace Environment Assessment Paper

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Briefly describe the theory or concept presented in the article(s) you selected. (Clark, C. M. , Olender, L. , Cardoni, C. & Kenski, D. (2011). Fostering Civility in Nursing Education and Practice. JONA: The Journal of Nursing Administration, 41 (7/8), 324-330. doi: 10.1097/NNA.0b013e31822509c4.)
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)Workplace Environment Assessment Paper

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.

The overall score for my workplace environment assessment is 85. The vision and mission of the organization are shared by both the employees and employers of the organization. Colleagues of this organization respect and trust each other. Vertical communication from leaders to juniors and employees to seniors is respectful and transparent. Similarly, colleagues express respect and transparency in their horizontal communication. The organization highly promotes teamwork and collaboration. Various health care workers such as doctors, nurses, laboratory technologists, pharmacists, support staff, and other specialists join efforts in the treatment and care of patients especially patients with complex or chronic illnesses. Although members of the organization are engaged in shared governance and decision-making, only a few leaders are actively engaged in making major decisions that have major impacts on the organization and members’ welfare. The organization values its employees as assets and partners and celebrates their achievements.

The workload in this organization is fairly distributed and therefore can be managed by almost every employee. Although the organization engages in a moderate mentoring program for all employees and emphasizes employee wellness and self-care, there are limited opportunities for promotion and career advancement. The workers in the organization freely express their ideas and perspectives including opposing ideas to both colleagues and leaders. Employees’ freedom of expression coupled with the organization’s effective conflict resolution skills has been applied to responsibly and respectfully address disagreements and conflicts between employees. The salaries, benefits, compensations, and other rewards are fairly competitive as compared to other organizations within the region. However, this is understood since those other organizations are more established than this one. Generally, there is a moderate level of employee satisfaction, engagement, and morale. Consequently, most employees reported that they would recommend the organization to their family and friends as a good workplace Workplace Environment Assessment Paper.

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One idea that I suspected and confirmed from the assessment is the humility and respectful nature of the leaders of this organization. From how the leaders communicated respectfully with us, the responses from the employees confirmed the respect and humility in speech and behavior of these leaders. One thing that surprised me is the salaries, benefits, compensations, and other rewards received by the employees. According to the U.S. Department of Labor on the minimum wages for employees, most of the employees’ salaries are within the recommended minimum wage levels. However, employees working in other similar organizations receive higher salaries and better benefits. Another thing that surprised me is the limited opportunities for promotion and career advancement. From the organization’s portfolio, it gives an impression that this organization is big and well established. However, the environment assessment results revealed that the organization is still growing and have limited opportunities for promotion and career advancement Workplace Environment Assessment Paper.

Most of the statements in the Clark Healthy Workplace Inventory had a score between four and five totaling 85. The expression of members of the organization in speech and actions reflects a healthy and civil workplace. Leaders addressed their juniors with respect and humility. Similarly, the employees addressed both their colleagues and their seniors with respect and humility. The organization has created a conducive environment where members contributed their ideas and perspectives freely. This promotes error self-reporting which consequently reduced the impact of those errors and minimizes the occurrence of such errors in the future. This culture is promoted by the teamwork and collaboration of members of the organization coupled with the fact that members of the organization share the same mission and vision. The results of the workplace environment assessment reveal that members of the organization were humble and respectful in their speech and action, therefore, reflecting a highly healthy and civil workplace.

Reviewing the Literature

The Conceptual Framework developed by Clark demonstrates the stressors that contribute to incivility in nursing practice and nursing education (Clark et al., 2011). The model also explains the mitigations to these stressors. Stressors leading to incivility in nursing practice include work overload, poor interpersonal relationships, leaders’ superiority, undefined expectations and roles, limited conflict resolution and management skills, and volatility of the organization. Mitigations to stressors that contribute to incivility include the adoption of effective communication and conflict resolution skills, professionalism, and a balance of power (Clark et al., 2011). The model shows that the culture of incivility is brought about by missed, avoided, and poorly managed remedies, encounters, and opportunities for engagement while workplace civility is fostered by seized, implemented, and well-managed remedies, encounters, and opportunities for engagement (Clark et al., 2011)Workplace Environment Assessment Paper.

The result of my workplace environment assessment indicates that civility in this organization was achieved through the possession of effective communication and conflict resolution skills, respectful relationships between leaders, juniors, and their colleagues, teamwork, collaboration, and freedom of expression. These results relate to the theory developed by Clark in that similar mitigation strategies such as the utilization of effective communication and conflict resolution skills, and professionalism are fostered in achieving civility in a workplace. My organization can apply this theory by promoting advancement in communication and conflict resolution knowledge and skills among members of the organization (Clark, 2018)Workplace Environment Assessment Paper. The organization leaders should also not express superiority but treat their juniors with respect.

Evidence-Based Strategies to Create High-Performance Interprofessional Teams

Two strategies that can be implemented to address any shortcomings revealed in my Work Environment Assessment include the provision of competitive salaries, benefits, compensations, and other rewards to employees by the organization and actively engaging employees, especially the juniors in shared governance, joint decision-making, and policy development, review, and revision. Salary, rewards, promotion, and job security have a significant influence on job performance and employee retention. The salaries, benefits, compensations, and other rewards to employees in this organization are not competitive as compared to similar organizations in the region. This was reflected in the employees’ satisfaction level in the workplace environment assessment results. This is likely to negatively affect employees’ performance although the job performance of the employees was not analyzed. According to Zafar et al. (2020)Workplace Environment Assessment Paper, providing competitive salaries, benefits, compensations, promotions, and other rewards to employees significantly increases the job performance of the employees.

Engaging junior employees in shared governance and joint decision-making promotes a sense of belonging which is associated with improved job performance and employee satisfaction. This is supported by a study whose findings indicate that shared governance which involves delegation of decision-making with regard to staff professional development, evidence-based and clinical practice, and quality improvement to the nursing staff at the unit level significantly contributed to increased nurse empowerment, self-management, engagement, and satisfaction (Cox Sullivan et al., 2017).

One strategy that can be implemented to bolster successful practices as revealed in my Work Environment Assessment includes the adoption of more training on communication skills and effective conflict resolution knowledge and skills. Possession of these skills will help leaders address disagreements in a respectful manner thus promoting civility in this organization (Clark et al., 2011). Another strategy is maintaining a fair distribution of workload that is reasonable and manageable since work overload is significantly associated with poor quality care and compromised patient safety (Tawfik et al., 2019)Workplace Environment Assessment Paper.

References

Clark, C. M. (2018). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CECivility-1023.pdf

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

Cox Sullivan, S., Norris, M. R., Brown, L. M., & Scott, K. J. (2017). Nurse manager perspective of staff participation in unit level shared governance. Journal of Nursing Management, 25(8), 624-631. https://doi.org/10.1111/jonm.12500

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Tawfik, D. S., Scheid, A., Profit, J., Shanafelt, T., Trockel, M., Adair, K. C., Sexton, J. B., & Ioannidis, J. P. (2019). Evidence relating health care provider burnout and quality of care: A systematic review and meta-analysis. Annals of Internal Medicine, 171(8), 555. https://doi.org/10.7326/m19-1152

Zafar, M., Sarwar, A., Zafar, A., & Sheeraz, A. (2020). Impact of compensation practices on employee job performance: An empirical study. Proceedings of the Fourteenth International Conference on Management Science and Engineering Management, 315-324. https://doi.org/10.1007/978-3-030-49889-4_26 Workplace Environment Assessment Paper