53/9 Assgn
STUDENT FEEDBACK
1.
Ryan,
I understand your frustrations with not getting the help that you needed at that time. It is very difficult to maintain a healthy work environment when you feel that you are not being supported. Those behaviors may ultimately result in excessive absenteeism, poor job satisfaction, and difficulty recruiting new employees (Marshall & Broome, 2017).
If you think your place scored low, my organization scored a 46 in the Clark Healthy Workplace Inventory. This translates as a “very unhealthy” environment. It makes me sad knowing this, but I based the points on personal experiences and observations. I, myself, think that it a good place to work at. I have never really had any major issues with upper management, no confrontations, no writeups or suspensions. The only issues I have had is not having enough staff and being told “make it work”. I have witnessed others having confrontations with other staff and upper management, have witnessed people getting suspended and some fired. What I can say about this company is that if you are a hard worker, and get along with administration, your job is pretty much secured. Our turnover rate is high due to them not securing good workers. We have orientations once a month, which just tells you that the people don’t last.
This company is expanding and is growing. I hope that with the new changes and buildings they are constructing, they will work on improving some of the issues. Improvements in workplace civility can lead to increased staff satisfaction, healthier workplace relationships, increased retention, and improve patient outcomes (Armstrong, 2017).
References
Armstrong, E. (2017). A quality improvement project measuring the effect of evidence-based civility training program on nursing workplace incivility in a rural hospital using quantitative methods. Online Journal of Rural Nursing & Health Care, 17(1), 100-137. http://dx.doi.org/10.14574/ojrnhc.v17i1.438
Marshall, E. & Broome, M. (2017). Transformational leadership in nursing: From expert to clinician to influential leader (2nd ed.). New York, NY: Springer
2.
Hi Ryan
It is unfortunate that you first experience as an RN was an unpleasant one. I am glad that you are better now. I recall working under a nurse consultant who was rude, disrespectful, unprofessional, and was unengaging with directors of nursing within her region. She had temper tantrums and was a poor resource. There were no clear cut policies and procedures, which was annoying. Since she was friends with the owner of the company, we did not have anyone that we trusted to address our concerns. That was very frustrating, and I became burnout with the negativity and unnecessary drama. I stayed because I loved my job and the residents. The consultant eventually accepted a position at another company, and she was replaced with a more approachable person. According to Bruise (2019), approximately 15% of all nurses experience burnout, and 41% feel unengaged. Roughly 50% of nurses who experience burnout have no intentions to leave the organization. The lack of autonomy, teamwork and collaboration, adequate resources, access to leadership, and approachability are factors that may lead to a lack of employee engagement and eventually, an uncivil workplace (Bruise, 2019).
The American Nurses Association (ANA) states that nurses are expected to create an ethical environment and facilitate a culture of civility and kindness and treat everyone with dignity and respect. Bullying, harassment, intimidation, threats of or actual violence will not be tolerated (Clark, 2015). Like you, I chose not to talk to my consultant, because I felt that it would not have made a difference. That consultant eventually accepted a position with another company. I like the fact that you would have used a positive tone and patient care related issues in your example. If I could have done things differently, I would attempted to talk to the consultant concerning our issues in a positive tone. If the consultant appeared unreceptive, I should have contacted the chain of command via telephone conversation or e-mail with proper e-mail etiquettes to address our concerns. If you are unable to make progress via conversation or e-mail, some organizations have an employee hot-line if they feel harassed or abused. Everyone deserves to be treated with respect and dignity.
References
Brusie, C. (2019). Study reveals alarming statistics on nurse burnout. Retrieved from
https://nurse.org/articles/nurse-burnout-statistics/
Clark, C. M. (2015, a.). Conversations to inspire and promote more civil workplace. American
Nurse Today, 10(11), 18-23. Retrieved from http://www.americannursetoday.com/wp-Content/uploads/2015/11/ant11-CE-Civility-1023.pdf
3.
Hi Ryan,
We have similar perceptions of our organizations being unhealthy as I had a score of 58. Incivility from your direct supervisor is extremely challenging because he or she is your first in the chain of command for issues. I have had difficult managers and the experience is truly frustrating. If this is left unchecked it can cause significant psychological stress that can hinder work performance and negatively affect patient care. The best defense for incivility is a healthy work environment that includes comprehensive education and appropriate management of behavioral issues (Alshehry, Alquwez, Almazan, Namis, & Cruz, 2019). High-functioning organizations have leadership that is proactive and responds to potential problems that can impair productivity. All levels of leadership work to solve problems and use challenges as opportunities to prove their actions are in line with facility mission. Consequently, employees are increasingly engaged in improvement and have higher satisfaction (Marshall & Broome, 2017).
References
Alshehry, A. S., Alquwez, N., Almazan, J., Namis, I. M., & Cruz, J. P. (2019). Influence of workplace incivility on the quality of nursing care. Journal of Clinical Nursing, 28(23), 4582-4594.
Marshall, E. S., & Broome, M. E. (2017). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader (2nd ed.). New York, NY: Springer..