Assignment Week 9 - NURS 6053
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WorkPlaceEnvironmentAssessment.docx1
WORKPLACE ENVIRONMENT ASSESSMENT 10
Workplace Environment Assessment
Ariel Cordova Lopez
Walden University
Work Environment Assessment
Work Environment Assessment Template
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Summary of Results - Clark Healthy Workplace Inventory |
The organization has tried its best in ensuring that employees feel like essential assets in the Organization but still not all employees are satisfied with their jobs.
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Identify two things that surprised you about the results. Also, identify one idea that you believed before conducting the Assessment that was confirmed. |
I was surprised to learn that not a majority of current employees would recommend their family, And friends to work in the same organization. The other thing that surprised me is that there is no reasonable level of trust between formal leadership, and other members of the organization. Before the Assessment, I believed that the environment does not foster job satisfaction.
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What do the results of the Assessment suggest about the health and civility of your workplace? |
The workplace environment is moderately healthy and civil at the same time because employees are, not fully involved in the decision-making process. Although the employees are supposed to be driven or motivated by a shared goal, they do not feel as Important assets of the organization. |
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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 your Work Environment Assessment results. |
Contingency theory states that there is no best structure for an organization. It all depends on the elements and resources that the organization has in place. This theory is related to work environment results because productivity level is determined by how well, the organization and its employees can adapt to changes that come their way.
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Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and create stronger work teams. Be specific and provide examples. |
Leaders in the organization can use the theories to try and change the organizational structure, design, and the methods they use for conflict resolution. Employees can also manipulate these theories to ensure they can separate their family issues from work-related issues for high productivity. Leaders should ensure they first try to understand why a particular behaved in the manner that they did not expect before they take any action against them. A good example is where an employee who always reports working early before the time comes late. To work. It is essential to ask the employee why they were late and listen to the reason they are They are going to provide to weigh whether they need punishment or warning. Leaders should also use these theories to comprehend those employees come from different religions, and culture, which may have an impact on performance. |
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General Notes/Comments |
Employees should be given a priority in the organization because even if the organization has all the Best resources and technology that they require to succeed, without employees to utilize the resources Maximumly it would not be very sensible. Therefore, they should be given a platform where they air their views and opinions. Research has proved that an organization that treats employees with fairness and humanity is likely to do well in terms of profit maximization. |
Introduction
An environmental assessment of the workplace is a chance to evaluate the surrounding environment and employees' settings together with other physical factors. These biological factors can either support or act as an obstacle towards achieving the organizational goals and objectives. Any organization exists in an environment, and the organization needs to understand that both the internal and external environment could impact their productivity level and profit margins. Leaders in the organization should always be ready to embrace change by identifying the need for change and communicating the nature of the transition to employees before developing strategic plans to implement the change.
Description of the results
From the Assessment of the work environment, it is clear that most employees are not satisfied in their places of work. This is because most shareholders and top management set goals and objectives that are organizational oriented and no emphasis is put on the well-being of employees. Leaders are only focused on how much profit the employees generate for the organization, and no rewards are given based on performance (Estes & Wang, 2008). It is also clear that current employees are retained, but the organization looks for experts to employ when it comes to promotion. Due to this fact, most employees would not recommend their organizations to family and friends, and most of them still look for new jobs while working for the organization. Leaders should also establish a proper chain of command to aid in the communication process from the junior employees up to the management level. Organizational culture should be structured to accommodate the diverse cultures that employees come from (Norcini, 2010).
I would say that my workplace is moderately civil. Employees do not receive proper mutual support from their leaders and managers. This has made employees fail to embrace teamwork because they feel that the working environment is not pleasant for them. The organization does not have stable productivity because employees' emotions are not considered, which causes wastage of available resources. I once experienced incivility in my previous workplace. The manager did not like me, and instead of hiding that, she was impolite to me and behaved in a manner that was not socially acceptable. I would say she lacked courteous behaviour and politeness. She talked disrespectfully about a patient. Due to the fact I reported late, the nurse manager did not give me a full report on the patient's progress and ignored the fact that this could have an impact on the patient's outcome (Oyeleye et al., 2013)
Conclusion
In conclusion, employees should be treated with respect as they play an essential role in determining whether the organization will be successful. Their well-being should also be catered for and their opinions and views incorporated in the decision-making process to avoid resistance to change implementation. Organizations should give their current employees priority when it comes to promotion opportunities instead of employing new employees. It is important to always embrace teamwork for the better results of our patients or customers in other organizations.
References
Estes, B., & Wang, J. (2008). Integrative literature review: Workplace incivility: Impacts on individual and organizational performance. Human Resource Development Review, 7(2), 218-240.
Norcini, J. J. (2010). Workplace assessment. Understanding medical education. Oxford, UK, Wiley-Blackwell.
Oyeleye, O., Hanson, P., O’Connor, N., & Dunn, D. (2013). Relationship of workplace incivility, stress, and burnout on nurses’ turnover intentions and psychological empowerment. JONA: The Journal of Nursing Administration, 43(10), 536-542.
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Workplace Environment Assessment
Arie
l C
ordova Lo
pez
Walden University
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Workplace Environment Assessment
Ariel Cordova Lopez
Walden University
