Change Implementation and Management Plan

Based on the Clark Healthy Workplace Inventory, the overall score for my workplace was 84. This score indicates moderately healthy workplace health and civility (Clark, 2015).

The assessment revealed several areas of strength, including strong support for professional development and effective communication channels. However, it highlighted significant improvement areas, such as management's response to incivility and work-life balance initiatives. These mixed results suggest that while positive aspects contribute to a civil workplace, critical gaps must be addressed to foster a more consistently respectful and supportive environment (Clark, 2015).

One notable instance of incivility in the workplace involved a team member publicly criticizing another colleague's work during a meeting, using a dismissive and sarcastic tone. This incident embarrassed the targeted individual and created an uncomfortable atmosphere for the rest of the team.

The situation was initially left unaddressed by management, which led to increased tension and decreased morale among team members. Eventually, the affected colleague raised the issue with HR, leading to a mediation session. The involved parties were encouraged to discuss their perspectives and feelings during this session. The mediator facilitated a conversation to rebuild respect and improve future communication. While this intervention helped somewhat, the lack of immediate managerial response highlighted the need for more transparent policies and proactive measures to address incivility (Clark, 2019) promptly.

During the mediation, it was revealed that the criticizing team member was unaware of the impact of their comments. They apologized, and both parties agreed on guidelines for constructive feedback moving forward. The organization then implemented mandatory training on professional behavior and communication, which included role-playing exercises to handle conflicts better and give feedback respectfully. This incident underscored the importance of continuous education and strong leadership in maintaining workplace civility (Broome & Marshall, 2021).

Furthermore, the organization observed that new nurses often experience lateral violence, which can significantly affect their decision to remain in the profession. Addressing this issue is crucial for retaining talent and fostering a supportive work environment (Hover & Williams, 2022). Establishing a Diversity, Equity, and Civility Council has been an essential step towards promoting health equity in nursing academia and practice, highlighting the importance of these values in creating a respectful and inclusive workplace (Lee & Miller, 2022). Moreover, taking a firm stand against workplace incivility through continuous education and clear policies is essential for maintaining a positive and productive work culture (McDermott et al., 2021).

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.

Clark, C. M. (2015). Clark healthy workplace inventory. American Nurse Today, 10(11), 20.

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

Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practice. Nursing Administration Quarterly, 46(3), E16–E23.

McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivility. Journal of Continuing Education in Nursing, 52(5), 232–239.