ASSIGNMENT WORK ENVIRONMENT ASSESSMENT PAPER

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Work Environment Assessment

Patricia Virgil

Walden University

NURS 6053

7/3/2020

Dr. E. Townsley

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Work Environment Assessment

Civility at the workplace refers to the behavior which assists in the preservation of mutual

respect in the workplace. Incivility which is the lack of mutual respect at the workplace can have

negative effects such as low productivity and little commitment to the organization (Clark,

2015). This paper will focus on the results of the Work Environment Assessment that was NO

FIRST PERSON.

Work Environment Assessment

The results of the Work Environment Assessment conducted NO FIRST PERSON –

CONDUCTED ON BEHALF OF NAME OF ORGANIZATIN indicated that the workplace

environment is unhealthy (Clark, 2015). The score was 51 out of 100 which the maximum score

was. According to the results, the workplace scored low points on the level of trust, collaboration

among the employees at the organization, and respect and fairness in the manner in which

employees are treated. The organization performed good in attracting and retaining employees.

The first thing that surprised me about the Work Environment Assessment results is the

lack of trust in the organization. This was unexpected because all the employees work cohesively

and there has never been an indication that people do not trust each at the organization (Bangwal

& Tiwari, 2019).

The second thing that shocked me was the lack of active engagement of employees in the

organization. This was shocking because the organization performed well on employee

attraction and retention. The lack of active engagement of employees in the organization

indicates that most employees are not satisfied by the work environment and they are afraid to

speak (Bangwal & Tiwari, 2019).

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Before conducting the assessment, it was clear that respect and fairness was lacking in

the organization. The poor performance of the organization in this area was expected because

there have been many incidences where employees have been disrespected and treated unfairly

(Walsh & Magley, 2018).

The results indicate that there is no civility at the workplace. There is a lack of mutual

respect among the employees. The results also indicate that the organization is not performing at

its full potential (Walsh & Magley, 2018).

Reviewing Literature

The theory in the article WHAT IS THE NAME OF THE ARTICLE? is Lewin’s change

theory. This theory suggests that in order to create change, it is necessary to first acknowledge

that there is need for change, then overcome the restraining forces that hinder change, and finally

make the change to be accepted as the new culture (Manchester et al., 2014).

Lewin’s change theory states that individuals are influenced by both restraining and

positive forces which shift the equilibrium towards or against change. In his theory, Lewin

proposed three models for change. The three models of change are unfreezing, change, and

refreezing. The unfreezing stage involves shaking the status quo by creating awareness so that

people can abandon old habits which can hinder change. Change which is the second stage is

when the proposed change begins to be implemented. The third stage is the refreezing stage, this

stage is when the new change is solidified and people are encouraged to adopt the change as the

new culture in the organization (Manchester et al., 2014).

Lewin’s theory relates to the results of the Work Environment Assessment because the

results indicate that change is needed in the organization (Manchester et al., 2014). The results

showed that the work environment at the organization is unhealthy because of incivility.

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The organization can use Lewin’s theory to bring positive change in the work place.

Lewin’s theory can be used to bring change by using the three models of change. The first step

should be to change the employees’ mindset and to encourage them to open up and point out any

issues they have. The next step should be to implement the change i.e. improve trust levels,

promote collaboration, respect, and fairness at the work place. The final step should be to

solidify the change by ensuring that trust, collaboration, respect, and fairness is practiced every

day at the work place (Manchester et al., 2014).

Evidence Based Strategies

Encouraging dialogue in the workplace is one of the strategies that can be used to address

the shortcomings identified in the Workplace Environment Assessment. Through dialogue, the

employees and the management will get a change to air their views and complains. Dialogue will

also promote collaboration among the employees and management. There should be regular

meetings to assess progress and to address any issues that might emerge (Bangwal & Tiwari,

2019).

Another strategy to address the shortcomings identified in the Workplace Environment

Assessment is to conduct weekly surveys. The surveys will be used to assess both the employee

and patient satisfaction. The surveys will help the organization’s employees to open up and

inform the management about any issues that they have. The surveys will also assist the

employees feel valued by being given the opportunity to give feedback about the workplace

environment at the organization (Bangwal & Tiwari, 2019).

The strategy that can be used to bolster successful practices in the workplace is to

introduce incentives to encourage employees to continue with the good practices. The

organization’s management can reward their employees by taking them on trips and helping

WORK 5 them financially when they have a problem or emergency. This strategy will motivate the

employees to support each other and to consider each other as family (Clark, 2015).

Another strategy to bolster successful practices in the workplace is to increase career

growth opportunities. The management can start rewarding best employees by sponsoring them

to continue their studies and gain more skills. Encouraging employees to continue their studies

will motivate to continue adopting more positive practices. More employees will also be

motivated to work hard so that they can also be rewarded (Walsh & Magley, 2018).

Conclusion

In conclusion, every organization should strive to ensure that there is civility at the work-

place. Organizations should create a workplace environment which promotes trust and

collaboration among the employees. Employees should always be treated with respect and in a

fair manner, their grievances or complains should always be given priority and be resolved as

soon as possible. NEED REFERENCES TO VALDIATE THIS INFORMATION

References

Bangwal, D., & Tiwari, P. (2019). Workplace environment, employee satisfaction, and intent to

stay. International Journal of Contemporary Hospitality Management.

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WORK 6 Clark, C. (2015). Conversations to inspire and promote a more civil workplace. American Nurse

Today 10(11), 18-23. Retrieved on 10/7/2019 from

https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-

1023.pdf

Manchester, J., Gray-Miceli, D. L., Metcalf, J. A., Paolini, C. A., Napier, A. H., Coogle, C. L., &

Owens, M. G. (2014). Facilitating Lewin's change model with collaborative evaluation in

promoting evidence based practices of health professionals. Evaluation and Program

Planning, 47, 82-90. https://doi.org/10.1016/j.evalprogplan.2014.08.007

Walsh, B. M., & Magley, V. J. (2018). Workplace civility training: Understanding drivers of

motivation to learn. The International Journal of Human Resource Management, 1-21.