Workplace Environment Assessment

RE: Discussion - Week 7

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Pamella  thanks for posting. The environment is made up of people, some are good people and some not so good.  How we respond to poor behavior also impacts the environment, tolerating poor behavior is like condoning it, so it continues, or it spreads.  How can you be a positive force in the environment? Think about your past 24 hours? Are you a complainer? Or do you like to figure out how to solve problems rather than just complain about them? Are you always nice to everyone, no matter? Do you overlook bad behavior or call people out who are not being nice? Do you continue to work in a place where bad behavior is tolerated or even perpetuated at the highest levels? ask yourself why. We are also part of the environment and things we do or do not do will influence it to a degree.  How might you instruct a new nurse, on how to learn to be a positive influence? Dr S

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4 days ago

Vanessa Payne 

RE: Discussion - Week 7 Response 2

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Pamella, 

It is great to hear that your your workplace has a high civility rating. Clark did create a Work Environment Inventory to "raise awareness, assess perceived health of an organization, and determine areas of strength" and need for improvement (2015). I am curious why you chose to use another of Clark's assessments to determine the civility of your workplace. Did you feel that the other one was more detailed? Was this the one you used more user friendly? Or was the determining a score for your workplace easier to determine? I am always curious when facilities look at themselves with the intent to find improvement and give credit to departments how their assessments are different from other facilities and if one is better than the other. What are your thoughts on the assessments used? There are studies out there that are determining that using "strategies that empower nurses" can assist with recruitment and retention of staff along with decreasing burnout and ultimately incivility among the workforce (Spence Laschinger et al., 2009)

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

Spence Laschinger, H. K., Leiter, M., Day, A., & Gilin, D. (2009). Workplace empowerment, incivility, and burnout: Impact on staff nurse recruitment and retention outcomes. Journal of nursing management, 17(3), 302-311.

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3 days ago

Dorothy Bassey 

RE: Discussion - Week 7 Response # 2

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Hello Pamela,

Quite an Interesting post. Compared to other work place environments, it shows your workplace is a more healthy and civil work environment.  It shows that you have leaders with great leadership that is able to instill good team characteristics. According to Laureate 2009, good teams is made up of trust, respect, conflict resolution, commitment to each other, accountability, and attention to results.  Having worked the ED for more than nine years, I feel there is more comradery among the team members because a lot of different factors with respect for one another being paramount. At the end of the day, all you have is each other. It was good to note from your post that there is zero tolerance for discrimination and the like at your workplace at all levels. The termination of the affected managers contract will serve as a deterrent to others.   This notwithstanding, all workplace environment experiences a certain level of stress. It is therefore how that stress is managed among team members that makes the difference.  Stress is a major contributor to incivility, which is why self-care and stress reduction is so important (Clark, Olender, Cardoni & Kenski (2011).  Furthermore, in order foster civility in the workplace, leaders need to implement effective codes of conduct and policies, in addition to measures to reduce the damaging effects of stress in the workplace (Clark et al, 2011).  It is my opinion that workplace culture goes much farther than the codes of conduct and policy. However, there has to be a structured method of control in order to apply disciplinary action if necessary.

                                                 References

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering Civility in Nursing Education and

Practice: Nurse Leader Perspectives. Journal of Nursing Administration, 41(7/8), 324–330. https://doi-org.ezp.waldenulibrary.org/10.1097/NNA.0b013e31822509c4

 Laureate Education (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD:

Author.

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