Three 4

Mainpost.docx

Meires (2018) describes civility as being courteous, respectful, or professional standards of behavior. In contrast, she describes incivility as being rude, bullying, violent, or hostile. Clark and Olender (2011) note that workplace incivility can lead to increased medical costs, poor patient care, and unsafe working conditions. Unfortunately, these behaviors have been seen in both academic and clinical settings. According to Clark (2015), in the American Nurses Association’s code of ethics, it is stated that it is the “nurse’s obligation to foster safe, ethical, civil workplaces.” Clark (2015) developed the Clark Healthy Workplace Inventory. It is a 20-question tool that uses perception as a tool that helps to determine the health of the workplace. My results showed that I answered completely true to question 12. I answered somewhat untrue for question 17. Questions1-2, 5-11, 14-16, and 20 were scored somewhat true. The remainder of the questions were scored neutral. Based on the point value system, my score of 74 reflects a moderately healthy workplace. One incivility event I can remember was an incident two years ago when there was a confrontation between the charge nurse and the staff nurse about patient transfer and admission. The staff nurse had to transfer a patient to another unit and a pending admission. The charge nurse had the impression that the staff nurse was delaying the transfer so he can delay the admission. However, it was found out that the room where the patient would be transferred to needed to be sterilized and will be available in an hour. The case was resolved with the charge nurse and staff nurse having a private conversation. Both of them emailed the unit the director and the unit director arranged to meet them to discuss the issue for a second time. They settled and became friends again.

It is essential to be civil at work and achieve a healthy work environment. According to Clark et al., (2018), fostering a healthy work environment that enhances job satisfaction and reflects high levels of employee engagement and productivity is imperative for all organizations The healthy work

environment significantly and fundamentally correlated with job satisfaction and retention of nurses (Wei et al., 2018). I believe that these issues were resolved because they were addressed at the moment and the decision was based on providing exceptional patient care and promoted equity among staff.

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. doi:10.1097/NNA.0b013e31822509c4.

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

Clark, C.M., Sattler, V. & Barbosa-Leiker, C. (2018). Development and testing of the healthy work environment inventory: A reliable tool for assessing work environment health and satisfaction. Journal of Nursing Education. 55 (10): 555-562. doi: 10.3928/01484834-20160914-03

Meires, Jan. 2018. “Workplace Incivility. The Essentials: Here’s What You Need to

Know about Bullying In Nursing.” Urologic Nursing 38 (2): 95–98. doi:10.7257/1053-

816X.2018.38.2.95.

Wei, H., Sewell, K., Woody, G., & Rose, M. (2018).The state of the science of nurse work environments in the United States: A systematic review. International

Journal of Nursing Sciences. 5(3); 287-300. doi.org/10.1016/j.ijnss.2018.04.010