W7 Resp see attachment

Make a follow-up of a student's weekly discussion and respond with your opinion regarding to her post

------You don't have to post this in APA format necessarily, it's just giving feedback to the student .

Betty Ann Johns

Dr. Thomas and class,

There was one witnessed incivility that I had experienced in the workplace. I had witnessed on several occasions where the agency CNA was given the worst assignment. This assignment consisted of people with behaviors and total care. This was the agency CNA first time working in the facility. She was unaware where things were at and has not work with this type of patients before. Even though she only had 6 patients, but it took her all morning to get things together. I could look at her and tell that she was frustrated and felt out of place. I had asked some of the other CNAs to help her out since they were more familiar with the patients. This makes me feel like the other CNAs had push all of the hard work on her because they didn't want to do it. I had a meeting with everyone and asked them for their input on how this could have been prevented. I felt like some of the other CNAs could have offer some help and let her know how to handle these patients. This could negatively affect the work environment by no agency CNAs won't to come back to work at the facility due to the heavy workload and no teamwork. This situation will also cause the CNAs to be short of staff.  I felt like this could have been prevented by changing up the assignments and allowing the CNA to work with a different group that didn't have such a heavy workload. Incivility in the workplace can decrease job performance and people working together. Workplace incivility can also lead to negative work outcomes (Qian et al.2019). Some of the strategies that would support a healthy environment are establishing communication, offering support and services and implementing work and personal boundaries. Employees who perceive that they are ostracized by uncivil behaviors believe that their efforts will not be recognized or responded to and that the resources they have invested will not be returned ( Schipzand & Huang, 2018).

References:

Qian J., Yang F., Wang B., Hauang C., Song B. (2019). When workplace ostracism leads to burnout: The roles of job self-determination and future time orientation.  The International Journal of Human Resource Management, 30, 2465 - 2481.  https://doi.org/10.1080/09585192.2017.1326395Links to an external site.

Schilpzand P., Haung L. (2018). When and how experienced incivility dissuades proactive performance: An integration of sociometer and self - identity orientation perspectives.  Journal of Applied Psychology, 103(8), 828 - 841.  https://doi.org/10.1136/bmjopen-2017-020461Links to an external site.