Leadership
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.
·
Below was my discussion post using the templates will attach also.
Based on the results of the Clark Healthy Workplace inventory, the workplace environment is mildly healthy as the score totaled to 62. This happens to lie in the range: mildly healthy; 60-69. I was surprised that despite most of the responses falling on somewhat untrue and neutral, the overall results described the workplace as a mildly healthy one. Also, the workplace has been termed as not being a very healthy workplace despite the employers terming it as not so.
One idea that I believed in prior to conducting the assessment and was confirmed was the concept of employee motivation being key to creating a healthy working environment. When the workforce is disgruntled or the work environment does not create a safe space for individual growth, the employees tend to be dissatisfied with their work and this might promote workplace incivility.
The DESC model is one of the various models available used to structure a civility conversation (Clarke, 2015). It is basically an evidence-based team-work system aimed at improving teamwork and communication skills and consequently improve work safety and quality of care delivered. Also, the cognitive rehearsal technique can be used as a shield to address uncivil and bullying behaviors in the nursing industry (Griffin, M., & Clark, 2014). One needs to be assertive and learn to control their emotions and hence respond to unprofessional behavior in a manner that is not deemed as retaliatory (Clarke, 2018). The DESC model relates to the results of the work environment assessment in that it can be used to improve patient care, workplace environment and ultimately job performance. The employees who are experiencing workplace incivility can set a meeting with their employers, describe the specific situation on why they are dissatisfied, express their concerns and state alternatives to better their environment and also state the consequences of the specific situation.
One instance of bullying that I have experienced is between a nurse manager and a junior nurse, manifested as the junior nurse always being made to work double shifts. The case was resolved using the cognitive rehearsal technique coupled with the DESC model. The junior nurse planned a meeting in an environment that felt safe physically and emotionally. She also used direct communication to inform the nurse manager of how her behavior was being perceived in a manner that both acknowledged her needs and provided an opportunity for the nurse manager to fix the situation. She did so in a relaxed tone and state, which effectively helped deescalate the situation and helped the two create a desirable work environment; one where everyone’s overall self-worth is appreciated.
Incivility and lateral violence among medical care providers can lead to work-related stress. This can tamper with patient safety and work productivity especially in an already stressful environment. Therefore, learning approaches to address such situations in the workplace such as cognitive rehearsal and using the DESC model equips one with the skills to respond adequately and appropriately and secure patient safety and work performance.
References
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563.
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. Retrieved from https://www.americannursetoday.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.
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.