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Workplace Environment Assessment

How healthy is your workplace?

You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.

There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.

To Prepare:

Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review and complete the Work Environment Assessment Template in the Resources.
By Day 3 of Week 7
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.

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Workplace Environment Assessment 

Workplace Environment Assessment

            Having completed my workplace environment assessment using the "Clark Healthy Workplace Inventory," my organization's overall score is 63 points out of 100. From the results obtained using guidelines provided by Clark (2015), the interpretation is that my organization has a barely healthy workplace environment. Some of the areas that contributed to the low score include employee satisfaction and morale, lack of involvement of all members in policy-review and decision-making, lack of mentoring programs for employees, insufficient resources for professional growth, and unattractive salaries, compensation, and other benefits.

            Based on the result, my workplace is fairly civilized because the assessed parameters indicate a barely healthy workplace. According to Clark (2015), a civil workplace exhibits one or a combination of the following elements; respect among colleagues, treating each other with dignity, organizational loyalty, work ethics, effective communication, and kindness. On the other hand, Clark et al. (2011) explain that skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership are the major components of a healthy environment. Since my organization lacks effective decision-making that involves all members and failure to recognize its employees on matters concerning remuneration and other benefits, it can be said that it is not civil.

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Similarly, a few employees have been treating their colleagues with disrespect and total disregard for work ethics. I personally got disrespected when my colleagues showed up late for their night shift. I was to go off shift at exactly 5 pm in the evening when my colleague showed up at 7:08 pm with no excuse at all and gave me a hard look when I asked for an explanation. He did not apologize and made remarks that "You should have just left the key to the medical inventory room on the table and go off shift." Since we could not resolve it at the time, I notified my supervisor, who followed up the next morning, and we engaged in an honest and candid discussion from where the issue was resolved. Broome & Marshall (2021) posits that one way to engage in a challenging conversation is to select a safe zone, which I felt would be provided by my supervisor's office. His presence would neutralize the high emotions we had the previous evening.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Reference

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert

Clinician to influential leader (3rd Ed.). New York, NY: Springer.

Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing

Education and practice. The Journal of Nursing Administration, 41(7/8), 324–330.

Clark, C. M (2015). Conversations to inspire and promote a more civil workplace. American        Nurse Today, 10 (11), 18-23.

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