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Paper Sections

Comments

Part 1: Work Environment Assessment (1-2 pages)

· Review the Work Environment Assessment Template you completed for this Module’s Discussion.

· Describe the results of the Work Environment Assessment you completed in your workplace.

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

· Explain what the results of the Assessment suggest about the health and civility of your workplace.

Make sure you use a relevant and clear heading, and you support your arguments/facts with reference/s.

Part 2: Reviewing the Literature (1-2 pages)

· 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.

· 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.

Make sure use a relevant and clear heading and you cite your literature reviewed/journals.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

· Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.

· Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

Make sure you use a relevant and clear heading, and you cite all your evidence from the literature.

Summary of Results - Clark Healthy Workplace Inventory

Nurses are working hard to improve the health of the American people. However, to maintain a good quality service, they must work in a safe and satisfying environment, and employers are responsible for creating a healthy work environment for them. After reviewing the result of my work environment assessment, I was in shock; besides, I already knew that the environment was toxic, I did not realize how bad it was. The problems started before the covid 19 pandemic, but with regulation changes, the personnel shortage, and the economic issues, the problems have been growing like a snowball.

The Clark Healthy Workplace Inventory is a critical tool in assessing the health of a workplace (Clark, 2015). The result of my job assessment was 64 corresponding to a "barely healthy" work environment. The main problem is unethical management of the staff problems and communication problems. job dissatisfaction, work overload, personnel shortage, are other problems to consider too.

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

Before applying this tool, I had assumed that my workplace was a healthy environment, but it was until the assessment was completed that I realized the magnitude of the problem. Since I started working at the office, the ethical management of the staff problems has been a constant issue. Ancillary personnel are considered more important than the professional personnel creating a division before these two departments. The incidents have been more frequent after the covid 19 pandemic, worsening the situation. However, when I filled the Clark assessment section on the point where they ask about communication at all organization-level and if it is direct, transparent, and respectful I was in shock. The communication is inexistent, you never know what happened at least your ask for an answer, the meeting is done divide in professional, or assistants and the problems discussed are different, the communication is null, and when you ask for answers, manager get rude and unethical, making the situation more uncomfortable. The point asking for the level of satisfaction, engagement, and morale was important people is not motivated to work because management do not appreciate new initiatives or new strategies to solve the problems, he always complains about economic issue and your initiative get death in minutes, only the ideas that come from them are valid even when from the administrative perspectives they are a disaster. These 2 points call me for deep reflection even when I know before the assessment that communication will be the poor higher standard of the assessment.

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

A healthy workplace includes a continuously improving process in which workers and administrators collaborate to promote workers' well-being and the workplace's sustainability (ANA, n.d.). In my job, the main problems are related to unethical management of the staff security problems. The administration is centralized, and the manager and the manager assistant are bullies' attitudes that make worsen communication issues like communication and job dissatisfaction.

Beside the office’s vision is to protect the staff and to enhance a culture of grow and stability the aspect of “respect” is lacking. The manager is not direct and transparent in communication with the allergy staff and there is not a culture of celebrating collective achievements or individual achievements.

With the recent increment of covid 19 cases, one of our staff was sick, and she was sent home for recovery. Respectfully I decided to ask the manager to close a day to make office disinfection, test the rest of the coworkers and follow the CDC rules for a contact of the positive person from the perspective of Registered nurse supervisor in the allergy department. In this case, the manager was upset with my claim; she stated that measures were no longer needed. We must still work due to economic issues even when I explained the contention measures are the most important to stop the crisis. As a result, most of the ancillary personnel and three nurses, including me, got sick with covid, we brought the virus to our homes, and the family got sick too. I was very disappointed with them, but they did not listen. It is known that most of the small practices that are still open after the economic hit by covid will work without any civility because the demand is vast. The offer is insufficient, but the health care workers' health and safety must be the priority, same with the patient's safety that we put at risk every day.

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.

Structuring a civility conversation

DESC model is used to improve communication amongst team members and their superiors (Clark,2015). Effective communication and problem-solving strategies are critical for team members to improve the patient’s safety and maintain workplace civility.

D: Describe the specific situation

E: Express your concern

S: state other alternatives

C: Consequences stated.

This model can be applied to the unethical management problems present in my job setting.

Describe: The allergy staff needs a private conversation with the nurse manager. The manager needs to clarify the expectations, job safety measures, workload, and possible changes more quickly and understandably. 

Express: Team members must express safety concerns regarding safety Issus, ethical management of the office problems, and bully’s attitude direct to the office manager to avoid staff does not voice their opinions, which can lead to murmur in the background deepening the problem. 

State other alternatives. Brainstorming to get new ideas to improve job security and civility must be done in conjunction with the allergy team. The manager needs to be receptive to the team’s feedback to enhance general communication. Suggestions and views from different perspectives are valid to improve the work efficiency and the quality of the patient’s attention (Clark,2015). The manager must understand that in the covid era, safety is a concern for all, and related problems must be addressed with responsibility. They also need to know that besides overseeing administrative decisions, professional personal opinions are critical to address collective safety concerns and propone the required interventions to prevent future problems.

Consequences stated: Having a critical conversation with an uncivil superior can be daunting (Clark,2015), but sincerity and courage are necessary to end the problem. Team nurses need to be empowered to communicate effectively to address the main concerns that can affect their mental stability, like safety issues.

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.

Structuring a civility conversation

Any organizational leader must empower healthy communication and open discussions (Pattani, Ginsburg, Mascarenhas Johnson, Moore, Jassemi, & Straus, 2018). This conflict was managed ineffectively and disrespectfully. The communication process failed because the administration didn't listen to the workers' claims and put at risk the health of the whole staff, resulting in more than half of the office workers' sick.

The administration did not get the workers the opportunity to speak to address the problem in a respectful dialogue; the communication was denied.

This example shows a poor leadership style, an effort to impose a culture of silence, and the failure of prevention activities with clear poor consequences.

Nurses’ voices must be respected. Suggestion to ask for the manager personnel to be provided with leadership training to acquire a professional behavior. Providers and nursing personnel must be empowered to identify and follow the behavioral management changes to ensure future professional attitude and respect for the professional personnel. Allergy team must be empowered to do not accept any assignation that can put is risk their personal health security of jeopardize patients’ health.

General Notes/Comments

Leadership strategies are required in the work environment to make effective and civil communication between managers and staff. Managers must stimulate a culture of respect and leadership by improving mechanisms to solve the problems from the staff perspective and learning new and safer strategies to negotiate conflicts and deal with daily staff issues.