Change Implementation and Management Plan

Summary of Results - Clark Healthy Workplace Inventory

My total civil score of the Clark Healthy Workplace (CHW) was 92 from the assessment. The CHW inventory implies that score that fall between 90-100 indicate very healthy civility working place environments according. The reasons for the high scores of workplace environment civility include the organization level provision of safe, empowering, and satisfying working conditions from the equipment used, leadership behaviors, and satisfaction based on remuneration policies and HR best practices. Administrative and leadership best practices integrated in the organization’s culture include collegiality, effective decision-making choices, meaningful recognition, appropriate staffing, and appropriate staffing. Nevertheless, the setbacks in the organizational level relates to employee uncivil behaviors such as low cooperation in handling customer requests out of the scope of their department-specific responsibilities. Rude irresponsible and aggressive behaviors significantly impact on customer emotional and psychological safety, which reduces their customer experience and loyalty to organizations whose employees behave with incivility (Holm et al., 2015). Uncivility issues were addressed by training and modeling initiatives focusing on collegiality, cross-departmental cooperation, two-way communication structure, and prioritization of organizational goals and objectives in the work-related interactions.

Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed.

The two things that surprised me include the anomalous contrast concerning the high organizational communication and coordination at all levels, yet some employees do not adhere to the cross-cultural accommodation such as the ones. The second surprising thing is that while the growth and development opportunities exist according to the organization’s ethical values, it seems that more effort is needed in terms of employee motivation so as to make them more productive and understanding in regard to task completion. One idea I believed prior to the assessment is that employee performance significantly correlates positively with employee motivation and performance. According to Clark et al. (2011), employee motivation positively influences their productivity and cooperation. In this regard, I expected the results on employee motivation to influence the results positively owing to the high employee motivation best practices put forth by the organization.

What do the results of the Assessment suggest about the health and civility of your workplace?

The high workplace civility scores suggests that administrative and leadership best practices in the organizations effectively improve employee motivation. For instance, provision of a safe and motivational workplace environment for employees imply that the organization is more inclined to establishing employee citizenship behavior with the aim and objective of fulfilling organizational growth agendas. Additionally, the organization has dedicated resources to care for its employees in the dimension of corporate social responsibility (CSR). Nevertheless, more stringent measures are required so that employees can act more ethically appropriate when dealing with clients such as customers.

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.

The concepts that appear in the selected articles concern transformational leadership behaviors. They include inspirational motivation in which leaders enhance employee ability to work autonomously, and provide support and guidance through role-modelling activities. In this regard, nurse leaders increase employee desire and appreciation of work by enabling them pursue growth opportunities that enhances the ability to pursue personal and professional goals and objectives (Broome, 2017). Additionally, the concept of individualized consideration appears in the articles highlighted by how nurse leaders can support and encourage colleagues or followers to improve their skills and competencies. The concept concerns identification of the strengths and weaknesses of colleague and other stakeholders in ways that help them to improve on their weaknesses, and utilize their strengths so as to achieve the best out of their effort and available resources (Clark, 2015). Concept of intellectual stimulation also appears, and is related to other motivational and empowerment mediators including effective and efficient communication and coordination structures, and open communication systems.

The transformational leadership theory relates to the results in that the organization’s leadership approach is inclined towards employee motivation. Transformational leadership tenets enabled the organization to achieve its goals and objectives by focusing on employee motivation so that they can be inspired to cultivate positive attitude towards their work, which increases employee citizenship behavior and loyalty to their employers (Holm et al., 2015). In this regard, employee civility has been established through promotion of organizational best practices such as emphasis on honesty, accommodativeness, understanding, and supportiveness. These positive leadership have contributed greatly to the organization’s civil behaviors among employees. Furthermore, best practices that have been crucial components of our organization’s culture, which include promotion of free communication and coordination among employees.

The transformational leadership theory can be employed to address the organizational problem of incivility in the workplace. This theory is central to promoting organizational changes that are aimed at promoting a healthy and safe working environment. It is widely acknowledged as a leadership approach that increases the level of awareness of members of the organization on the importance of embracing a civil culture (Broome, 2017). Additionally, the model plays an integral role in helping workers to attain the collective objective. According to leading transformational theorists such as Bass, such a leadership style is defined in terms of the ability to change the environment and energies deployed by collaborators in order to bring them to be more motivated in attaining the desired outcomes and objectives (Broome, 2017). Through it, leaders can overcome barriers to the establishment of a safe and civil culture by inspiring employees and stimulating their intellectual capacity by promoting a learning culture on the importance of embracing a civil culture.

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.

There are various strategies that can be employed to address the aforementioned shortcomings in the organization’s workplace performance environment. First, the organization should launch a workplace civility training programs for all its employees, from executives to junior workers (Walsh & Magley, 2020). Training is recommended as an integral human resource management practice to prevent malpractices such as mistreatment of workers and enhancing civility. These programs can also go a long way in overcoming deviant or aggressive behaviors that destroy the spirit of team work and collaboration in the organization. Moreover, training helps to create employees’ sense of belonging to the workplace. This is especially the case with newly recruited workers, who are from different cultural or ethnic groups (Walsh & Magley, 2020). According to the belongingness theory, there is a need for managers and employers to assess direct relationships between civility climate and mistreatment experiences with training discrepancy. The individuals have a fundamental need to belong, which is characterized by a need to establish and maintain at least a minimum level of interpersonal organizational relationship. Apart from training, therefore, the organization should put in place measures that aim at ensuring that there are regular, positive interactions with others, which is an important approach towards reducing conflicts and disintegration among employees.

The organization should also introduce a health and safety culture. This effort can be implemented by putting in place policies, procedures and guidelines that encourage employees to not only embrace safety but also work harmoniously. One such effort should include encouraging workers to use safety equipment whenever they are operating the company’s equipment. This can be attained by eliminating the fatalistic notion that accidents cannot happen in an organization (Jonathan & Rosemary, 2016). This is particularly true for those who believe that adverse events in the workplace take place primarily because of bad luck. This is an erroneous notion that can be prevented by encouraging employees to embrace a safe and healthy culture. Thus, health and safety inspections should be performed on a regular basis to examine the organization’s vulnerability to problems that can potentially put its employees to harm. Finally, the organization should introduce a workplace system that promotes employee commitment and competence. This can be attained by promoting congruence, cost-effectiveness, and competence through enhancing their wellbeing (Jonathan & Rosemary, 2016). Their wellbeing, for instance, can be improved by introducing motivational programs, such as providing opportunities for career progression, boosting their performance by introducing skills training, and providing an attractive compensation and benefits packages.

General Notes/Comments

This assessment indicates that workplace civility is an important indicator of employee satisfaction. An uncivil workplace is likely to reduce employee morale and productivity. Therefore, establishing a health6y and safe working environment plays an integral role in promoting a civil culture.