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Workplace Environment Assessment

The work of nursing can be unsafe and dangerous than other professions. Nursing job is four times dangerous than other departments and nurses face crimes two times more than other healthcare professionals (Clark, Olender, Cardoni, & Kenski, 2011). The workplace environment can be disrupted by multifocal factors. The root cause of disruptive workplace is due to the presence of left or unaddressed incivility. Uncivil behaviors like disruption and bullying have been reported as the main cause of more than 3,500 sentinel events (Clark et al., 2011). According to Marshall & Broome (2017), incivility is unacceptable behaviors include being rude, impolite, discourteous, and violating working routines. Incivility can range from demeaning comments and gossip to refusal of workplace assistance, Marshall & Broome added.

Civility at My Workplace

Almost all institutions are not immune to workplace incivility. My workplace is not free from incivility too. The common incivility form in my workplace is interpersonal. The incivility event can consist of two or more people. The issue can occur between employees, managers, or among employee and managers. Some individuals are a source of the incivility, while others are victims. In my five years of staying in the organization, there are occasions where the organization become a potential factor for workplace incivility. The outcome of incivility can lead to negativity. Possible unwanted outcomes of incivility include increased cost, reduced employee’s performance, distress and anxiety, and lack of trust among employees and managers (Vagharseyyedin, 2015). Employees become inconsiderate to their coworkers, managers become so rude to an employee, workers do not respect their managers, and texts or emails are addressed without any considerations.

My Incivility Experience

I have experienced incivility in my workplace in different forms. On one particular day, I checked in my workplace, took a patient report and clean a desktop table and chair. After cleaning my workstation, I logged in the desktop to see my patients’ chart and plan the day accordingly. It happened that one of my patients pushed the nurses’ call light and I want in the patient room to assist him. When I come back to my working station, my manager logged me out and took my sit and computer and she started working on the computer that I have been working on. There are other computers and chairs available in the station. I asked her why she logged me out, she repaid she like that chair and that computer better than the others. She did not apologize or did not ask me to work on my spot. I reminded her of the unfairness and rudeness of her move. My manager continued working on the computer after she pushed all my paperwork aside. She looked unbothered by what happened.

Addressing the Incivility

The above act of inconsideration may be low intensity but incivility like this happened on the floor with high frequency. According to researchers, workplace subtle incivility might be overlooked by organizations. However, despite its subtle appearance, demeaning, disregarding, and degrading managers or workers can lead to significant negative outcomes (Vagharseyyedin, 2015). I raised the issue in the next morning at nurses huddling moment. Almost all staffs have been a victim of incivility on the floor either by co-worker or manager. The assistance nursing manager took the responsibility and provide a 30 minutes civility training for all workers in the department. The manager then apologized to me and promised me to reinforce civility culture on the floor. Workplace relational civility can be developed by three components. These components include respect self and others, have a culture of courteous, and read the emotion of others (Fabio & Gori, 2016).

References

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324–330. doi:10.1097/NNA.0b013e31822509c4

Fabio, A. D., & Gori, A. (2016). Assessing workplace relational civility (WRC) with a new multidimensional “mirror” measure. Frontiers in Psychology,7. doi:10.3389/fpsyg.2016.00890

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.

Vagharseyyedin, S. A. (2015). Workplace incivility: A concept analysis. Contemporary Nurse, 50(1), 115-125. doi:10.1080/10376178.2015.1010262

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