Workplace Environment Assessment

Home>Homework Answsers>Nursing homework helphttps://waldenu.instructure.com/courses/129774/files/9890074/download?download_frd=110 months ago12.10.202415Report issuefiles (3)WorkplaceEnvironmentAssessmentDiscussion.docxClark-Healthy-Workplace-Inventory.pdfWorkplaceEnvironmentAssessment.docxWorkplaceEnvironmentAssessmentDiscussion.docxCivility in the workplace is essential to promote a healthy workplace environment for employees along with those they serve. According to the American Association of Critical care. Nurses, there are six standards for establishing a healthy work environment, including skilled communication, effective decision making, appropriate staffing levels, effective collaboration, authentic leadership, and meaningful recognition (Broome & Marshall, 2021). The American Nurses Association Code of Ethics clearly highlights that nurses have the responsibility of fostering safe, ethical, and civil workplaces.Completing the Work Environment Assessment to determine the overall civility score of my workplace yielded a score of 53. Based on this score my work environment is considered to be very unhealthy. My assessment was dominated by somewhat untrue statements, three somewhat true statements and one completely untrue statement. Incivility can include rude, impolite, disrespectful behaviors and other behaviors that violate norms (Marshall & Broome, 2017). I believe what makes my work environment so uncivil is the inability of all staff to trust leadership and the lack of accountability.The current nursing leader in place came friends and family of that leader as employees, which has created an unhealthy environment. I have experienced incivility because of this, mental health technicians have disrespected me and patients and when I approached leadership, I was told it would be addressed. After that incident I felt that I could not approach leadership because the conversation had been shared with others, getting back to the staff member involved which then caused conflict. The staff member was never directly addressed, the MHT continues to talk inappropriately to staff and patients and I believe it is because the 
MHT is a close friend of the director of nursing.Incivility in our profession can have negative effects on staff, the team, and the organization (Clark, 2019). According to Clark (2015), staying silent and not addressing uncivil behavior as difficult as it may can increase stress, impact job performance, and eventually put patient care at risk. Learning about an evidence-based technique like cognitive rehearsal to address incivility will be helpful to me in the future. Cognitive rehearsal is designed to decrease anxiety and increase confidence through practice of this technique to effectively address a stressful environment. To address the problems nurses should understand the significance of effective communication. Clark (2015) states that engaging in clear courteous communication promotes a 
civil work environment, enhances teamwork and collaboration, and ultimately improves patient care outcomes. According to Griffin and Clark (2014), one of the ways of fostering healthy work environments includes performing institutional assessments to assess incivility, organizational culture to facilitate the implementation of targeted interventions.References
 Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert 
       clinician to influential leader (3rd ed.). SpringerClark, 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.0000000000000563Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American 
   Nurse Today, 10(11), 18–23. https://pubmed.ncbi.nlm.nih.gov/29792131/Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert 
     clinician to influential leader (2nd ed.). Springer.Clark-Healthy-Workplace-Inventory.pdf20 American Nurse Today Volume 10, Number 11 www.AmericanNurseToday.comYou can use the inventory below to help determine the health of your workplace. To complete it, carefully read the 20 statements
below. Using a scale of 1 to 5, check the response that most accurately represents your perception of your workplace. Check 5 if
the statement is completely true, 4 if it’s somewhat true, 3 if it’s neutral, 2 if it’s somewhat untrue, and 1 if it’s completely untrue.
Then total the number values of your responses to determine the overall civility score. Scores range from 20 to 100. A score of 90to 100 indicates a very healthy workplace; 80 to 89, moderately healthy; 70 to 79, mildly healthy; 60 to 69, barely healthy; 50 to 59,
unhealthy; and less than 50, very unhealthy.Completely Somewhat Neutral Somewhat Completely
Statement true (5) true (4) (3) untrue (2) untrue (1)Members of the organization “live” by a shared vision □ □ □ □ □
and mission based on trust, respect, and collegiality.There is a clear and discernible level of trust □ □ □ □ □
between and among formal leadership and
other members of the workplace.Communication at all levels of the organization □ □ □ □ □
is transparent, direct, and respectful.Employees are viewed as assets and valued □ □ □ □ □
partners within the organization.Individual and collective achievements are celebrated □ □ □ □ □
and publicized in an equitable manner.There is a high level of employee satisfaction, □ □ □ □ □
engagement, and morale.The organizational culture is assessed on an ongoing □ □ □ □ □
basis, and measures are taken to improve it based on
results of that assessment.Members of the organization are actively engaged in □ □ □ □ □
shared governance, joint decision-making, and policy
development, review, and revision.Teamwork and collaboration are promoted and evident. □ □ □ □ □
There is a comprehensive mentoring program for □ □ □ □ □
all employees.There is an emphasis on employee wellness and self-care. □ □ □ □ □
There are sufficient resources for professional growth □ □ □ □ □
and development.Employees are treated in a fair and respectful manner. □ □ □ □ □
The workload is reasonable, manageable, and fairly □ □ □ □ □
distributed.Members of the organization use effective conflict- □ □ □ □ □
resolution skills and address disagreements in a
respectful and responsible manner.The organization encourages free expression of diverse □ □ □ □ □
and/or opposing ideas and perspectives.The organization provides competitive salaries, benefits, □ □ □ □ □
compensations, and other rewards.There are sufficient opportunities for promotion and □ □ □ □ □
career advancement.The organization attracts and retains the □ □ □ □ □
“best and the brightest.”The majority of employees would recommend the □ □ □ □ □
organization as a good or great place to work to
their family and friends.© 2014 Cynthia M. ClarkClark Healthy Workplace InventoryWorkplaceEnvironmentAssessment.docxThis file is too large to display.View in new windowWorkplaceEnvironmentAssessment.docxThis file is too large to display.View in new windowWorkplaceEnvironmentAssessmentDiscussion.docxCivility in the workplace is essential to promote a healthy workplace environment for employees along with those they serve. According to the American Association of Critical care. Nurses, there are six standards for establishing a healthy work environment, including skilled communication, effective decision making, appropriate staffing levels, effective collaboration, authentic leadership, and meaningful recognition (Broome & Marshall, 2021). The American Nurses Association Code of Ethics clearly highlights that nurses have the responsibility of fostering safe, ethical, and civil workplaces.Completing the Work Environment Assessment to determine the overall civility score of my workplace yielded a score of 53. Based on this score my work environment is considered to be very unhealthy. My assessment was dominated by somewhat untrue statements, three somewhat true statements and one completely untrue statement. Incivility can include rude, impolite, disrespectful behaviors and other behaviors that violate norms (Marshall & Broome, 2017). I believe what makes my work environment so uncivil is the inability of all staff to trust leadership and the lack of accountability.The current nursing leader in place came friends and family of that leader as employees, which has created an unhealthy environment. I have experienced incivility because of this, mental health technicians have disrespected me and patients and when I approached leadership, I was told it would be addressed. After that incident I felt that I could not approach leadership because the conversation had been shared with others, getting back to the staff member involved which then caused conflict. The staff member was never directly addressed, the MHT continues to talk inappropriately to staff and patients and I believe it is because the 
MHT is a close friend of the director of nursing.Incivility in our profession can have negative effects on staff, the team, and the organization (Clark, 2019). According to Clark (2015), staying silent and not addressing uncivil behavior as difficult as it may can increase stress, impact job performance, and eventually put patient care at risk. Learning about an evidence-based technique like cognitive rehearsal to address incivility will be helpful to me in the future. Cognitive rehearsal is designed to decrease anxiety and increase confidence through practice of this technique to effectively address a stressful environment. To address the problems nurses should understand the significance of effective communication. Clark (2015) states that engaging in clear courteous communication promotes a 
civil work environment, enhances teamwork and collaboration, and ultimately improves patient care outcomes. According to Griffin and Clark (2014), one of the ways of fostering healthy work environments includes performing institutional assessments to assess incivility, organizational culture to facilitate the implementation of targeted interventions.References
 Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert 
       clinician to influential leader (3rd ed.). SpringerClark, 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.0000000000000563Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American 
   Nurse Today, 10(11), 18–23. https://pubmed.ncbi.nlm.nih.gov/29792131/Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert 
     clinician to influential leader (2nd ed.). Springer.Clark-Healthy-Workplace-Inventory.pdf20 American Nurse Today Volume 10, Number 11 www.AmericanNurseToday.comYou can use the inventory below to help determine the health of your workplace. To complete it, carefully read the 20 statements
below. Using a scale of 1 to 5, check the response that most accurately represents your perception of your workplace. Check 5 if
the statement is completely true, 4 if it’s somewhat true, 3 if it’s neutral, 2 if it’s somewhat untrue, and 1 if it’s completely untrue.
Then total the number values of your responses to determine the overall civility score. Scores range from 20 to 100. A score of 90to 100 indicates a very healthy workplace; 80 to 89, moderately healthy; 70 to 79, mildly healthy; 60 to 69, barely healthy; 50 to 59,
unhealthy; and less than 50, very unhealthy.Completely Somewhat Neutral Somewhat Completely
Statement true (5) true (4) (3) untrue (2) untrue (1)Members of the organization “live” by a shared vision □ □ □ □ □
and mission based on trust, respect, and collegiality.There is a clear and discernible level of trust □ □ □ □ □
between and among formal leadership and
other members of the workplace.Communication at all levels of the organization □ □ □ □ □
is transparent, direct, and respectful.Employees are viewed as assets and valued □ □ □ □ □
partners within the organization.Individual and collective achievements are celebrated □ □ □ □ □
and publicized in an equitable manner.There is a high level of employee satisfaction, □ □ □ □ □
engagement, and morale.The organizational culture is assessed on an ongoing □ □ □ □ □
basis, and measures are taken to improve it based on
results of that assessment.Members of the organization are actively engaged in □ □ □ □ □
shared governance, joint decision-making, and policy
development, review, and revision.Teamwork and collaboration are promoted and evident. □ □ □ □ □
There is a comprehensive mentoring program for □ □ □ □ □
all employees.There is an emphasis on employee wellness and self-care. □ □ □ □ □
There are sufficient resources for professional growth □ □ □ □ □
and development.Employees are treated in a fair and respectful manner. □ □ □ □ □
The workload is reasonable, manageable, and fairly □ □ □ □ □
distributed.Members of the organization use effective conflict- □ □ □ □ □
resolution skills and address disagreements in a
respectful and responsible manner.The organization encourages free expression of diverse □ □ □ □ □
and/or opposing ideas and perspectives.The organization provides competitive salaries, benefits, □ □ □ □ □
compensations, and other rewards.There are sufficient opportunities for promotion and □ □ □ □ □
career advancement.The organization attracts and retains the □ □ □ □ □
“best and the brightest.”The majority of employees would recommend the □ □ □ □ □
organization as a good or great place to work to
their family and friends.© 2014 Cynthia M. ClarkClark Healthy Workplace InventoryWorkplaceEnvironmentAssessment.docxThis file is too large to display.View in new windowWorkplaceEnvironmentAssessmentDiscussion.docxCivility in the workplace is essential to promote a healthy workplace environment for employees along with those they serve. According to the American Association of Critical care. Nurses, there are six standards for establishing a healthy work environment, including skilled communication, effective decision making, appropriate staffing levels, effective collaboration, authentic leadership, and meaningful recognition (Broome & Marshall, 2021). The American Nurses Association Code of Ethics clearly highlights that nurses have the responsibility of fostering safe, ethical, and civil workplaces.Completing the Work Environment Assessment to determine the overall civility score of my workplace yielded a score of 53. Based on this score my work environment is considered to be very unhealthy. My assessment was dominated by somewhat untrue statements, three somewhat true statements and one completely untrue statement. Incivility can include rude, impolite, disrespectful behaviors and other behaviors that violate norms (Marshall & Broome, 2017). I believe what makes my work environment so uncivil is the inability of all staff to trust leadership and the lack of accountability.The current nursing leader in place came friends and family of that leader as employees, which has created an unhealthy environment. I have experienced incivility because of this, mental health technicians have disrespected me and patients and when I approached leadership, I was told it would be addressed. After that incident I felt that I could not approach leadership because the conversation had been shared with others, getting back to the staff member involved which then caused conflict. The staff member was never directly addressed, the MHT continues to talk inappropriately to staff and patients and I believe it is because the 
MHT is a close friend of the director of nursing.Incivility in our profession can have negative effects on staff, the team, and the organization (Clark, 2019). According to Clark (2015), staying silent and not addressing uncivil behavior as difficult as it may can increase stress, impact job performance, and eventually put patient care at risk. Learning about an evidence-based technique like cognitive rehearsal to address incivility will be helpful to me in the future. Cognitive rehearsal is designed to decrease anxiety and increase confidence through practice of this technique to effectively address a stressful environment. To address the problems nurses should understand the significance of effective communication. Clark (2015) states that engaging in clear courteous communication promotes a 
civil work environment, enhances teamwork and collaboration, and ultimately improves patient care outcomes. According to Griffin and Clark (2014), one of the ways of fostering healthy work environments includes performing institutional assessments to assess incivility, organizational culture to facilitate the implementation of targeted interventions.References
 Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert 
       clinician to influential leader (3rd ed.). SpringerClark, 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.0000000000000563Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American 
   Nurse Today, 10(11), 18–23. https://pubmed.ncbi.nlm.nih.gov/29792131/Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert 
     clinician to influential leader (2nd ed.). Springer.Clark-Healthy-Workplace-Inventory.pdf20 American Nurse Today Volume 10, Number 11 www.AmericanNurseToday.comYou can use the inventory below to help determine the health of your workplace. To complete it, carefully read the 20 statements
below. Using a scale of 1 to 5, check the response that most accurately represents your perception of your workplace. Check 5 if
the statement is completely true, 4 if it’s somewhat true, 3 if it’s neutral, 2 if it’s somewhat untrue, and 1 if it’s completely untrue.
Then total the number values of your responses to determine the overall civility score. Scores range from 20 to 100. A score of 90to 100 indicates a very healthy workplace; 80 to 89, moderately healthy; 70 to 79, mildly healthy; 60 to 69, barely healthy; 50 to 59,
unhealthy; and less than 50, very unhealthy.Completely Somewhat Neutral Somewhat Completely
Statement true (5) true (4) (3) untrue (2) untrue (1)Members of the organization “live” by a shared vision □ □ □ □ □
and mission based on trust, respect, and collegiality.There is a clear and discernible level of trust □ □ □ □ □
between and among formal leadership and
other members of the workplace.Communication at all levels of the organization □ □ □ □ □
is transparent, direct, and respectful.Employees are viewed as assets and valued □ □ □ □ □
partners within the organization.Individual and collective achievements are celebrated □ □ □ □ □
and publicized in an equitable manner.There is a high level of employee satisfaction, □ □ □ □ □
engagement, and morale.The organizational culture is assessed on an ongoing □ □ □ □ □
basis, and measures are taken to improve it based on
results of that assessment.Members of the organization are actively engaged in □ □ □ □ □
shared governance, joint decision-making, and policy
development, review, and revision.Teamwork and collaboration are promoted and evident. □ □ □ □ □
There is a comprehensive mentoring program for □ □ □ □ □
all employees.There is an emphasis on employee wellness and self-care. □ □ □ □ □
There are sufficient resources for professional growth □ □ □ □ □
and development.Employees are treated in a fair and respectful manner. □ □ □ □ □
The workload is reasonable, manageable, and fairly □ □ □ □ □
distributed.Members of the organization use effective conflict- □ □ □ □ □
resolution skills and address disagreements in a
respectful and responsible manner.The organization encourages free expression of diverse □ □ □ □ □
and/or opposing ideas and perspectives.The organization provides competitive salaries, benefits, □ □ □ □ □
compensations, and other rewards.There are sufficient opportunities for promotion and □ □ □ □ □
career advancement.The organization attracts and retains the □ □ □ □ □
“best and the brightest.”The majority of employees would recommend the □ □ □ □ □
organization as a good or great place to work to
their family and friends.© 2014 Cynthia M. ClarkClark Healthy Workplace InventoryWorkplaceEnvironmentAssessment.docxThis file is too large to display.View in new window123Bids(55)Dr. Ellen RMDr. Aylin JMProf Double REmily ClareDr. Sarah Blakefirstclass tutorDr. Freya WalkerMUSYOKIONES A+Dr CloverDiscount AssignSheryl Hoganpacesetters2121ProWritingGuruDr. Everleigh_JKIsabella HarvardBrilliant GeekTutor Cyrus KenWIZARD_KIMPROF_ALISTERAshley EllieShow All Bidsother Questions(10)A lead shot is projected from the ground level with a velocity U, at an angle O, to the horizontal….Philosophy Discussion 1THIS IS NOT HWECOLOGY ASSIGNMENT 1(-6-40i) -(-8+28i)assignmentPhysical GeologyassignmentLooking for someone who is good at FORECASTING: Using the University of Phoenix Material: Summer Historical Inventory Generate a frequency…Repetition statement (intro to programming)

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