Interprofessional Organizational and Systems Leadership

WORK ENVIRONMENT ASSESSMENT BY ADEBUSOLA

Upon completing the Work Environment Assessment to determine the overall civility score of my workplace, the results of my Work Environment Assessment score is 80. This indicates I work in a moderately healthy environment. With this score, I could say that my workplace maintains a largely polite and civil atmosphere. The Work Environment Assessment finding indicates that my workplace is civil in the sense that most workers have the experience of being supported, respected, and at ease in their tasks.

Civility is essential to promote a healthy workplace environment for employees. Incivility includes rude, impolite, disrespectful behaviors and other behaviors that violate norms (Marshall & Broome, 2017). Incivility in our profession can adversely affect staff, the team, and the organization (Clark, 2019). Despite that, my workplace indicates an overall healthy and civil atmosphere; some individuals often exhibit unruly behavior but save for the timely intervention of the management team. I have had a personal experience with a PCA whom I asked for assistance to help move a patient to the bedside commo. She came into the room to drop off water for this patient while I gave the patient medication. She just walked past me and went to sit down. I was in the room waiting for her to return because I had other patients to attend to. I went looking for her, and I found her listening to music on her phone, and I politely asked her again for help; she bluntly told me the patient "looked like" a one-person assistant, and I should be able to do it without her input. The management intervened and made her understand her job description.

The management encourages employees to collaborate and strive for success, resulting in a more civil workplace. As tricky as it may be, staying silent and not addressing uncivil behavior can increase stress, impact job performance, and eventually put patient care at risk. The American Nurses Association Code of Ethics states that nurses are responsible for fostering safe, ethical, and civil workplaces.

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert

clinician to the influential leader (3rd ed.). Springer.

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44, 64-68. https://doi.org/10.1097/NNE.0000000000000563 Links to an external site.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23.