Leadership 11

Part 1: Work Environment Assessment

A favorable workplace environment supports the development of employees. I selected an article by Clark on inspiring a civil workplace environment (Clark, 2015). A civil workplace environment thrives on respect for one another, proper conflict resolution mechanisms, appreciating employee's effort and innovation. According to the artifact, the management and the employees need to respect one another and their clients for a successful healthcare organization (Clark, 2015). After the article, I undertook a workplace assessment for Clair's healthcare organization. The assessment involved twenty variables, including respect at the workplace, employee job satisfaction, conflict resolution, compensation and benefits, innovation, and respect to every employee contribution towards promoting the organization. The least rating for each variable was one, while the highest rating was five. The least score of twenty variables was twenty, while the highest score was one hundred.

Description of the Work Assessment

The assessment outcomes show a moderately healthy workplace environment. After assigning a score for every parameter characterizing a friendly workplace environment, a sum of the total ratings showed a score of eighty-five. Based on the assessment criteria, such a score shows a moderately friendly healthcare organization. The workplace environment has five for job satisfaction, compensation, communication, and employee wellness.

Successful leadership establishes robust communication within organizations. Communication involves two-way information sharing between the management and the employees. Sharing information can be through mobile calls, emails, or social media apps. The leadership has the responsibility of enacting robust communication structures. In healthy organizations, communication is timely, precise, accurate, and relevant (Ginter et al., 2018). Therefore, a score of five in communication indicates that the leadership prioritizes bolstering communication within the healthcare organization.

The assessment revealed that compensation rates at the workplace satisfied the employees. Compensations include monthly or weekly wages in addition to other workplace benefits like insurance and allowances. Friendly workplace environments have proper structures for rewarding their employees appropriately (Clark, 2015). The leadership carries the responsibility of ensuring that each employee is compensated based on job specifications. Another area the organization succeeds in is job satisfaction. Job satisfaction is a result of a plethora of factors combined. It comprises the amount of work concerning compensation, workplace safety, inclusivity, civility, and equal opportunities to develop (Clark, 2015). Employees feel satisfied with jobs that provide enormous experience for their careers. The organization received a rating of five, signaling the leadership's dedication towards creating a friendly workplace environment.

For the twenty areas assessed, the least score per area was three. Among the areas with a score of three was appreciating individual contribution and the decision-making process. From assessing the workplace environment, the employees' determinations are less treasured than management's. In a healthy organization, the leadership upholds a culture where every person’s idea is respected and valued. Dissenting with individual sentiments is based on logic rather than personal difference. Likewise, a friendly workplace environment accommodates each person in the decision-making process (Clark, 2015). The employees and management have equal rights to participate in the decision-making process and add their views when deciding on crucial issues within the organization. The least score in the decision-making process implies that the organization should work hard to engage every stakeholder.

Two Surprising Things

One thing that surprised me during the assessment is that while the organization had a score of five in promoting respect at the workplace, it had the least score in involving employees in decision-making and appreciating the individual effort. I was surprised because respect is synonymous with inclusivity and valuing everyone equally. An organization that stands for equality values employees’ efforts in bettering their organizations (Miles and Scott, 2019). Consequently, the organization praises every idea working for the organization from the employees. Similarly, organizations concerning reputation involve every employee in the decision-making process. That is because; such organizations have value for every employee and appreciate their efforts in encouraging wellness within the organizations. Only disrespectful organizations do not value inclusivity in the decision-making process (Walsh & Magley, 2019). Thus, though the organization scores highly in promoting respect for every employee, it is a surprise that it does not cherish inclusivity at the workplace.

Employee compensation at the workplace was another surprising element. According to the assessment results, the employees completely agreed that they felt satisfied with the compensation. It was a surprise because most employees in healthcare organizations complain of excessive compensation. Further, it is inherent for the employees to feel not satisfied with workplace compensation. They push for an increase in salaries every day. Thus, employee contentment with the pays at the organization was surprising.

Prior Idea I was Sure about

The idea I was sure of before the assessment is communication. Communication is information exchange within the organization. It is the backbone of healthcare organizations. The management has to communicate to the employees about new changes in healthcare ranging from drugs, technology, and policies (Newnam & Goode, 2019). On the other hand, the employees have to communicate with the organization on the health crisis they face when dealing with patients. Communication also exists between healthcare practitioners and clients. Information sharing is on a wide range of activities. The healthcare workers maintain constant communication among them. They have to share patients' information and diagnosis to provide the best healthcare. Lastly, the organization communicates with surrounding communities to educate them on different diseases and their preventive measures. Given communication's relevance to healthcare performance, I was sure the organization prioritized communication.

Assessment Results and my Workplace Civility

Civility encompasses respect, inclusivity, openness, communication, and appreciation of everyone's effort. The assessment results show that while my workplace is embracing civility, it is yet to achieve it. Regarding respect, everyone at the organization gets respect. The organization’s management values all the employees equally when at the workplace and advances respect for all, indicating civility at the workplace.

Openness also indicates civility. Openness manifests when leaders share all the activities conducted within the organization with employees. It includes explaining contract awarding, recruitment procedure, and soliciting of drug manufacturers for the healthcare organization. Within the organization, the management informs every employee whenever any transaction happens. Further, they communicate every process and action taken in reinforcing the concept of openness. Therefore, the openness depicted by the organization indicates civility at the workplace.

Thirdly civility is manifested through cultural and racial inclusivity. At the workplace, every race is respected equally. Members from diverse racial backgrounds interact freely with one another. The composition of the employees at the workplace indicates racial inclusivity since the organization's employees are multiracial. Another form of civility manifesting at the workplace is respect for every culture. The management respects employees' diverse cultures at the workplace. Recruitment is based on qualifications and not cultural origin. These manifestations from the organization show its civility.

However, on the negative side, the organization still experiences challenges in realizing civility wholly. One of the indicators of a civilized organization is inclusivity in the decision-making process. A civilized organization allows every employee to participate in the decision-making process (McInnes et al., 2017). However, at my workplace, decision-making is restricted to the management and few employees who influence the management. The leadership makes vital decisions affecting the entire workforce without including employees in the process (Miles and Scott, 2019). Those left out in the organizations' decisions show dissatisfaction though the management is unwilling to embrace everyone when making its decisions. Therefore, failure to engage each person in the decision-making at the organization shows a lack of civility.

Moreover, a civilized organization embraces diverse opinions. At my workplace, the management is never willing to accept differing opinions at the organization. Employees dissent with decisions formulated by the top management who subject themselves to punishments, including a deduction of employee benefits. Due to the organization's approach to dissenting opinions at the workplace, it is yet to achieve civility at the workplace fully.

Conclusion

In conclusion, the workplace assessment shows that the organization provides a moderately healthy workplace environment. While promoting respect and communication at the workplace, the organization tends to assume the relevance of inclusivity in decision-making and respect for everyone's ideas. Two surprising instances during the evaluation are the organization's failure to value everyone's contribution despite embracing respect within the organization. Overall, the results show that the organization has more work before achieving civility at the workplace. The leadership must cultivate a collaborative environment during the decision-making process to satisfy every employee. The organization should further consider dissenters instead of discouraging them through punishments.

Part 2: Reviewing Literature

Theory/Concept in the Article

I read an article by Clark Cynthia published in 2015. The article discusses how organizations can inspire and promote civility in the workplace. Civility at the workplace is the main concept discussed within the article (Clark, 2015). Healthcare organizations need to incorporate respect, openness, and inclusivity. Moreover, healthcare organizations need to establish proper communication mechanisms for their employees (Mikkola, 2019). A civilized organization promotes safety for all the employees at the workplace. Collaboration and appreciation of each employee’s contribution identify civilized organizations.

The connection between the Concept and Assessment Results

A strong connection between the concept and the assessment result exists. First, the idea highlights that civilized workplace environments values respect, inclusivity, and transparency within the organizations (McInnes et al., 2017). The assessment result shows that my organization values respect for all. Each employee is respected equally within the organization regardless of their background. The article supports inclusivity (Clark, 2015). Inclusivity refers to organizations embracing all races, cultures, gender equality, and different religions. My organization embraces inclusivity. Employees from diverse races, religions, cultures, and genders have a place in the organization.

Additionally, Clark's article purports inclusive decision-making, collaboration, and equal respect to employee contribution indicates civility (Clark, 2015). My organization fails on these criteria. First, the organization does not embrace inclusive decision-making. Leadership plays the role of making decisions. Likewise, employees are less likely to cooperate at the workplace. The problem amplifies when the employees come from different departments. Regarding equal appreciation of employees' contributions, only employees with more influence receive a well-well deserved appreciation for their efforts.

Promoting Stronger Organization through Civility

The concept of civility forms a better foundation for promoting collaboration at my workplace. First, the organization needs to train the employees about civility before committing to achieving a civilized workplace environment (Clark, 2015). To create an inclusive decision-making process, the organization has to utilize Clark's concept of civility. According to Clark, a respectful organization creates an equal opportunity for every employee when formulating decisions. Therefore, the organization will become strong by turning to diverse opinions during the decision-making process. Also, achieving civility is through collaboration. According to the author's article, unity reigns in civilized organizations. Accordingly, attaining a solid team at the organization is possible through embracing cooperation.

Part 3: Evidence-Based Practices to Create High-Performance Teams

Strategies to Overcome Shortcoming in the Assessment

To end exclusivity in the decision-making process, the organization should embrace collaboration. Collaboration promotes the sense of working together to better the organization (McInnes et al., 2017). Through cooperation, the leadership gives every person at the workplace an opportunity to contribute towards decision-making in the organization (Walsh & Magley, 2019). The second recommendation to promoting a high-performing team is tackling conflicts within the organization (Miles and Scott, 2019). There is a tendency of the leadership to clash with employees due to differing opinions. Creating a high-performing group, the management needs to institute conflict resolution mechanisms.

Strategies to Bolster Successful Practices in the Organization

One strategy to bolster the practices in the organization is building trust. Trust will enhance openness among the employees and encourage each to share their ideas. Moreover, trust will create a working workplace relationship with the employees. The second strategy to promote high-performance teams is embracing communication (Newnam & Goode, 2019). The organization has to bolster communication mechanisms within its structures to encourage appropriate and timely communication in the organization (Mikkola, 2019). Though it scored highly in communication strategies, crisis communication is an area to focus on (Newnam & Goode, 2019). Healthcare organizations face numerous crises during their lifecycles, necessitating the need for a crisis communication plan.

References

Clark, C. M. (2015, November 10). Conversations to inspire and promote a more civil workplace. Retrieved from: https://www.myamericannurse.com/cne-civility/ , Date Accessed: July 13, 2021.

Ginter, P. M., Duncan, W. J., & Swayne, L. E. (2018). Strategic management of health care organizations. Wiley.

Mikkola, L. (2019). Supportive Communication in the Workplace. Workplace Communication, 149–162. https://doi.org/10.4324/9780429196881-12

McInnes, S., Peters, K., Bonney, A., & Halcomb, E. (2017). A qualitative study of collaboration in general practice: understanding the general practice nurse's role. Journal of Clinical Nursing, 26(13-14), 1960–1968. https://doi.org/10.1111/jocn.13598

Miles, J. M., & Scott, E. S. (2019). A New Leadership Development Model for Nursing Education. Journal of Professional Nursing, 35(1), 5–11. https://doi.org/10.1016/j.profnurs.2018.09.009

Newnam, S., & Goode, N. (2019). Communication in the workplace: Defining the conversations of supervisors. Journal of Safety Research, 70, 19–23. https://doi.org/10.1016/j.jsr.2019.04.009

Walsh, B. M., & Magley, V. J. (2019). Don’t forget the role of civility interventions in workplace sexual harassment. Industrial and Organizational Psychology, 12(01), 39–41. https://doi.org/10.1017/iop.2019.5