WORKPLACE ENVIRONMENT ASSESSMENT

In this module's Discussion, applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility in the organization. In this Portfolio Assignment, continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.

To Prepare:

• Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
• Review the Work Environment Assessment Template*.
• review the following articles selected
  • Clark (2019)
  • McDermott, Bernard, and Hathaway (2021)

Part 2: Reviewing the Literature

• Briefly describe the theory or concept presented in the article(s) selected.
• Explain how the theory or concept presented in the article(s) relates to the results of the Work Environment Assessment.
• Explain how the organization could apply the theory highlighted in the selected article(s) to improve organizational health and/or c r e ate stronger work teams. Be specific and provide examples by using scholarly articles for support

Part 3: Evidence-Based Strategies to C r e a t e High-Performance Interprofessional Teams

• Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
• Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

RESOURCES

• Broome, M., & Marshall, E. S. (2021).Transformational leadership in nursing: From expert clinician to influential leader(3rd ed.). New York, NY: Springer.
• • Chapter 5, "Collaborative Leadership Contexts: It Is All About Working Together (pp. 155-178)
  • Chapter 8, "Creating and Shaping the Organizational Environment and Culture to Support Practice Excellence" (pp. 237-272)
  • Chapter 7, "Building Cohesive and Effective Teams" (pp. 212-231)
• Clark Healthy Workplace InventoryLinks to an external site.. (2015).American Nurse Today, 10(11), 20.

Select at least ONE of the following:

• Clark, C. M. (2019).Fostering a culture of civility and respect in nursingLinks to an external site..Journal of Nursing Regulation,10(1), 44-52.
• Hover, L. A., & Williams, G. B. (2022).New nurses' experience with lateral violence and their decision to remain in nursingLinks to an external site..International Journal for Human Caring,26(4), 199-208. https://doi.org/10.20467/HumanCaring-D-20-00069
• Lee, S., & Miller, K. (2022).Developing a diversity, equity, and civility council to advance health equity in nursing academia and practiceLinks to an external site..Nursing Administration Quarterly,46(3), E16-E23.
• McDermott, C., Bernard, N., & Hathaway, W. (2021).Taking a stand against workplace incivilityLinks to an external site..Journal of Continuing Education in Nursing,52(5), 232-239.
• Document:Work Environment Assessment Template (Word document)

Clark Healthy Workplace Inventory ( results for organization)

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. 2

There is a clear and discernible level of trust between and among formal leadership and other members of the workplace. 2

Communication at all levels of the organization is transparent, direct, and respectful. 1

Employees are viewed as assets and valued partners within the organization. 1

Individual and collective achievements are celebrated and publicized in an equitable manner. 3

There is a high level of employee satisfaction, engagement, and morale. 3

The organizational culture is assessed on an ongoing basis, and measures are taken to improve it based on the results of that assessment. 3

Members of the organization are actively engaged in shared governance, joint decision-making, and policy development, review, and revision. 1

Teamwork and collaboration are promoted and evident. 1

There is a comprehensive mentoring program for all employees. 1

There is an emphasis on employee wellness and self-care. 1

There are sufficient resources for professional growth and development. 5

Employees are treated in a fair and respectful manner. 2

The workload is reasonable, manageable, and fairly distributed. 1

Members of the organization use effective conflict- resolution skills and address disagreements in a respectful and responsible manner. 5

The organization encourages free expression of diverse and/or opposing ideas and perspectives. 3

The organization provides competitive salaries, benefits, compensations, and other rewards. 1

There are sufficient opportunities for promotion and career advancement. 3

The organization attracts and retains the "best and the brightest. 3

The majority of employees would recommend the organization as a good or great place to work to their family and friends. 2

Score is 44 value point = less than 50, very unhealthy

Workplace Environment Assessment.

Summary of Results - Clark Healthy Workplace Inventory	Based on the Clark Healthy Workplace Inventory, the workplace appears very unhealthy, scoring 44. This score indicates significant areas of concern regarding the health and functionality of the workplace environment. Some critical issues highlighted by the inventory include low levels of trust, ineffective communication, lack of employee satisfaction and engagement, insufficient resources for professional growth, and challenges in conflict resolution. Addressing these issues will be critical to improving the overall health and well-being of the workplace and fostering a more positive and productive organizational culture.
Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed.	Two surprising aspects of the results are the low levels of trust within the organization and the lack of emphasis on employee wellness and self-care. These are critical factors in fostering a healthy workplace environment, and their absence suggests significant areas for improvement. One idea that was confirmed by the assessment is the importance of practical conflict resolution skills. The high score indicates that the organization is proficient in addressing disagreements respectfully and responsibly. This underscores the significance of promoting healthy communication practices to navigate conflicts constructively.
What do the results of the Assessment suggest about the health and civility of your workplace?	The assessment results suggest that the workplace's health and civility are concerning. A score of 44 indicates a very unhealthy workplace, and several areas require attention and improvement. The low scores in trust among leadership and communication transparency indicate potential issues with organizational culture and leadership effectiveness. Additionally, the need for more emphasis on employee wellness, fair treatment, and opportunities for professional growth highlights potential challenges in employee satisfaction and engagement. Overall, the assessment results indicate a need for significant interventions to address these issues and foster a healthier and more civil workplace environment.
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 the results of your Work Environment Assessment.	The article "Taking a Stand Against Workplace Incivility" by McDermott et al. (2021) discusses the prevalence and impact of workplace incivility, defined as rude or disrespectful behavior that violates workplace norms of respect. The article explores strategies for addressing and mitigating workplace incivility, emphasizing the importance of promoting a culture of respect and accountability. This concept of workplace incivility relates directly to the results of the Work Environment Assessment, which indicated a very unhealthy workplace with low scores in areas such as trust, communication, and employee satisfaction. Workplace incivility can manifest in various forms, including a lack of confidence among colleagues or between leadership and employees, poor communication practices, and unfair treatment of employees. The assessment results align with the negative consequences associated with workplace incivility, such as decreased morale, engagement, and overall organizational effectiveness. Addressing workplace incivility requires proactive measures to promote respect, open communication, and accountability. Strategies outlined in the article, such as establishing clear policies against incivility, providing training on respectful communication, and fostering a culture of support and collaboration, can help improve the health and civility of the workplace environment, as indicated by the assessment results. Organizations can create a more positive and productive work environment for all employees by addressing the underlying issues contributing to workplace incivility.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.	My work organization could implement several strategies to apply the theory highlighted in the selected article "Taking a Stand against Workplace Incivility" to improve organizational health and create stronger work teams. Firstly, we would establish clear policies and procedures outlining expected behaviors and consequences for workplace incivility, drawing on research demonstrating the effectiveness of such policies in reducing incivility (Porath & Pearson, 2013). Secondly, we would provide training programs for employees and managers to raise awareness about workplace incivility and equip them with respectful communication and conflict resolution skills, supported by evidence showing the importance of training in building resilience and mitigating workplace stressors (Leiter & Maslach, 2017). Thirdly, we would promote open communication and feedback channels to facilitate dialogue and support, leveraging research indicating that open communication correlates with lower levels of perceived incivility (Holm et al., 2015). Lastly, we emphasize leadership modeling of respectful behavior and intervention in incidents of incivility, recognizing the significant influence of leadership behavior on organizational culture and employee perceptions (Lim & Lee, 2011). We aim to foster a culture of respect, communication, and accountability through these measures, leading to improved organizational health and stronger work teams.