WORKPLACE ENVIRONMENT ASSESSMENT Walden University
WORKPLACE ENVIRONMENT ASSESSMENT Walden University
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
- Review the Work Environment Assessment Template you completed for this Module’s Discussion.
- Describe the results of the Work Environment Assessment you completed on your workplace.
- Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
- Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
- 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.
- 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.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
- 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.
Workplace Environment Assessment Walden University
Workplace Environment Assessment
The Clark Healthy Workplace Inventory is an assessment and evaluation tool that is used to determine an organization’s health. Further, this tool encompasses of 20 statements that are rated on a scale of 1 to 5, founded on people’s perception or viewpoint of their workplace.
Part 1: Work Environment Assessment
Results Description
With a score of 78, my healthcare organization is mildly healthy. This assessment score draws upon real-time, daily encounters and an all-inclusive outlook of the hospital’s allocation and management of critical resources. Further, the score suggests that even though my organization has various positive facets, there is room for enhancement to reach a higher or amplified level of workplace health. Some of the negative aspects have been highlighted by the staff members within the organization and they remain positive that the administration and management of the institution will bring the much-needed changes before another review is conducted. These transformations can help the institution amplify worker productivity, retain staff, and improve the safety and care of healthcare services.
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Remarkably, some areas that the institution might want to improve comprise trust, respect, transparency, and some areas related to communication. Communication is key and some areas need changes. Also, if the organization offers growth opportunities to all employees, this score is likely to rise. People want to grow and move up the career ladder, and if this does not happen, they are likely to leave increasing turnover. Also, without standard conflict resolution protocols, conflicts and disputes are part of the problems facing the institution. However, the institution has many positives like teamwork, collaboration, and shared governance that have contributed to the score of 78.
Two Things that Surprised Me
I was surprised that my organization continues to encounter communication hurdles in some areas. I have always had an excellent relationship with most of my close colleagues and I must have thought this is the case for everyone else. Nevertheless, after the assessment, I discerned that there is a substantial number of employees who believe that communication is not respectful and transparent at all levels, primarily management. These staff members contend that they are looked down upon by some management team members and their input is not considered. Another surprise was the scores related to organizational culture. Even though I joined the institution a few years back, this culture has not been evaluated to reflect some of the changes that have been made and do not align with the adopted culture.
Despite the few shortcomings facing the institution, before the review, I believed that most of my colleagues and I would recommend the institution and after the assessment, this was discovered to be true.
What the Results Suggest
This score suggests that my organization is mildly healthy and needs a bit of polishing in some areas to become an ideal workplace. Communication, trust, respect, and transparency are integral in any organization and are core to its civility. If these aspects fail, the organization is likely to fail soon. Notably, my organization cannot be denoted as uncivil even though some degree of incivility is experienced in some instances when communication or respect fails. In addition, when there is a lack of trust and transparency, workers may fear reporting because of retaliation and the creation of distrust among colleagues. Also, there is a need for management to involve employees at all levels when making different organizational changes or when making critical decisions. However, a substantial number of workers in my organization feel uninvolved and uninformed about certain vital decisions, which contributes to their resentment. Lastly, even though not very rampant, since there are no adopted standards, conflict emerges sometimes, meaning the organization must set such guidelines.
Part 2: Literature Review
Description of Theory/Concept and How it is Presented in the Article
In their article New Nurses’ Experience with Lateral Violence and Their Decision to Remain in Nursing, Hover & Williams. (2022) assessed the reasons new nurses did not leave their careers despite lateral violence within their organizations. The main idea within this article is that bullying or lateral violence is a vital challenge that adversely affects new nurses physically and emotionally, but still choose to remain in these organizations why the bullying happens. Violence in any form is a critical issue that influences nurses’ retention, well-being, and quality and safety of care. There is no explicit theory presented by the authors even though they adopt Watson’s Theory of Human Caring (Watson & Woodward, 2020). It has been embraced by Hover & Williams to understand the antithesis of caring that portrays lateral violence. The art and science of care are promoted through ten Caritas processes which permit nursing professionals to create a caring and healing organization for patients, colleagues, and themselves (Wei & Watson, 2019).
This hypothesis is linked to the score of 78 since it can assist my workplace in promoting a caring organization that eradicates disrespect and distrust in the organization. Maintaining and creating intentional relationships of assistance, trust, and care is one Carita that can be employed within my organization. Lastly, in this theory, Watson explains workplace surroundings that include social, cultural, and spiritual effects that are likely to impact patients and nurses in the future.
Application
Watson’s Theory focuses on the humanistic facets of nursing amalgamated with scientific understanding. It entails caring associations and the belief that colleagues and patients should be treated with empathy, respect, and dignity. This hypothesis could be employed to enhance my organization by fostering a caring culture, which encourages employees to support each other professionally and emotionally to develop a positive work setting that is respectful. Also, it can be used to enhance teamwork and collaboration which are core for each organization. For instance, frequent meeting sessions that emphasize on staff well-being and their tasks can promote a more positive environment.
Moreover, the hypothesis can foster open dialogue at all levels of the organization by developing safe spaces for workers to express concerns and concepts, leading to excellent problem-solving and cohesion. Further, when the organization’s management shows caring attitudes and behaviors, it may create trust among the team. Lastly, recognizing and identifying every individual’s unique contribution to the growth of the institution can develop a more inclusive work setting
General Comments
My organization is mildly healthy with a score of 78. This implies there is so much room for improvement in certain areas. Communication, trust, transparency, and trust are crucial in any institution. For instance, some staff members within my organization believe that communication, primarily with top management is non-existent. This means they do not trust management because decisions are not made transparently. Communication is vital in healthcare and frequent communication guarantees data is shared understandably and transparently among staff members. Further, honest and open communication without fear contributes to mutual trust. This promotes teamwork and sharing of best practices, benefitting the whole organization. Without respect, conflict is highly likely within any organization. When communication is lucid at all levels, data and resolutions are shared openly, fostering innovation and collaboration.
Conflict resolution guidelines and protocols are vital in this organization for various reasons. Firstly, they assist in averting the upsurge of conflicts which can contribute to severe consequences. Also, the protocols promote a favorable and productive work setting where workers feel empowered and valued. Lastly, these protocols teach invaluable skills like open communication, patience, and active listening.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
Strategies Supported in the Literature
Lateral violence in nursing is a harmful and intentional behavior portrayed in the workplace by one staff member to another. It may encompass covert or overt endeavors of aggression and could be non-verbal or verbal. Notably, this type of violence can develop a toxic work setting that impacts staff morale and hampers the success and efficacy of healthcare organizations. This violence is committed by people who see themselves as superior to others, such as top management, and may go unreported (Vidal-Alves et al., 2021). One fundamental strategy recognized by Hover & Williams. (2022) is nursing education. Nursing professionals can be trained and educated to recognize and deal with disputes within their work setting. The creation of a caring organization begins with educating all staff members. Caring behavior should be modified by preceptive and clinical educators. Moreover, to curb negative behavior, stern policies must be implemented and should also explain and define private reporting. Novice nurses should be taught the importance of openly talking about incivility within safe groups in the organization to reduce disputes.
Another strategy is designing trusting and caring relationships with colleagues and patients. An institution that needs to improve on respect and trust needs this strategy because it can assist in shifting the organization from mildly healthy to moderately or very healthy. An institution where trust is encouraged at all levels contributes to better staff satisfaction, increased productivity, and improved patient outcomes.
Strategies to Strengthen Successful Practices
One fundamental strategy is the adoption of transparent and open communication (Li et al., 2021). Lucid communication is the core of collaboration, trust, and thriving workplace culture. It acts as the bridge that links staff members, promotes understanding, and empowers people to make well-informed decisions. Transparent communication is vital in an organization like mine to bolster effective practices. Firstly, it creates mutual trust since the channels create a meaningful and real link with team members. Also, they create an innovation space and creative concepts since people can express themselves openly and freely. In addition, when the organization’s management freely shares data, staff members will be eager about their work. Lastly, when communication is transparent, feedback is encouraged and everyone’s input is considered during decision-making
Workplace Environment Assessment Walden University
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Another strategy is professional development which will emphasize long-lasting learning, skill improvement, and career growth. This continuous professional development is vital in fields like nursing to foster continuous and enhanced patient care. When organizations strengthen professional development programs, organizational practices are enhanced. Notably, the strategy is vital for empowering staff members and improving clinical proficiency. Nurses become updated with excellent and best practices and adapt to changes frequently seen in the health sector.
References
Hover, L. A., & Williams, G. B. (2022). New Nurses’ Experience with Lateral Violence and Their Decision to Remain in Nursing. International Journal for Human Caring, 26(4), 199-208.
Li, J. Y., Sun, R., Tao, W., & Lee, Y. (2021). Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication. Public relations review, 47(1), 101984.
Vidal-Alves, M. J., Pina, D., Puente-López, E., Luna-Maldonado, A., Luna Ruiz-Cabello, A., Magalhães, T., … & Jarreta, B. M. (2021). Tough love lessons: lateral violence among hospital nurses. International journal of environmental research and public health, 18(17), 9183.
Watson, J., & Woodward, T. (2020). Jean Watson’s theory of human caring. London, UK: SAGE Publications Limited.
Wei, H., & Watson, J. (2019). Healthcare interprofessional team members’ perspectives on human caring: A directed content analysis study. International journal of nursing sciences, 6(1), 17-23 Workplace Environment Assessment Walden University
