Leadership-responses 7: Please Respond to the two of your colleagues’ posts below by sharing ideas for how shortcomings…
Leadership-responses 7
Please Respond to the two of your colleagues’ posts below by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively. Please ensure that each response has 3 APA citations
Main Post
Workplace civility has effects on an organization’s ability to be productive, meet common goals and provide safe environments for employees and patients (Bock, 2018). To evaluate the long-term acute care hospital that I currently work per diem in, the Clark Healthy Workplace Inventory was utilized to perform a Work Environment Assessment. term acute care hospital After completion of the assessment, a score of 43 was discerned.
According to Clark’s assessment scale, a score of 43 places the organization in a very unhealthy category (2015). Some of the categories that the organization scored very low in were communication and transparency, employee satisfaction and morale, retention of good employees, and a well-distributed workload that is fair. A culture of excellence is essential for promoting a healthy environment for those that care for the sick (Broome & Marshall, 2021).
The assessment provided insight into the health of the organization. Many times organizational health is related to communication or breakdown, leading to incivility ( Laureate Education, 2018). After reviewing the assessment and score, this student reviewed answers to re-evaluate bias and concluded that the score was accurate.
Although I have not been a recipient of incivility, there have been numerous times that incivility was witnessed. As this organization employs many licensed practical nurses (LPNs), there have been multiple times in which incivility was noted in the way they are treated. For example, this student witnessed another registered nurse and supervisor, belittle an LPN in front of a patient and their family member during a rapid response, making them feel inadequate and unimportant.
This caused the LPN to leave the room, upset and crying. This is an employee who had been with the organization for more than ten years which resulted in her giving her notice later in the shift and leaving. To report this incident of incivility, this student filed an incident report, which is the process to report any issues within the organization. Although the incident was reported, no changes were noted within the culture of the organization, and it is unclear if leadership reprimanded those involved.
References
Bock, E. (2018). Workplace civility increases productivity. NIH Record, LXX(16).
https://nihrecord.nih.gov/2018/08/10/workplace-civility-increases-productivity.
Broome, M., & Marshall, E., S. (2021). Transformational leadership in nursing: From expert
Clinician to an influential leader (3rd ed). Springer.
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American
Nurse Today, 10(11), 18–23.
Laureate Education (Producer). (2018). Diagnosis: Communication breakdown [Video file].
2nd post
eek 7 Discussion- Main post
The health of the workplace is essential to the care it provides to patients and staff. Assessing each workplace environment for health is vital to take inventory of what can be improved. This lack of awareness can create even greater challenges for leaders as they attempt to make cultural changes (Marshall & Broome, 2020). Civility is an important aspect because it maintains an enjoyable environment while maintaining a productive workplace.
Description of the results of the Work Environment Assessment
Research from Clark (2015) developed a workplace inventory that individuals and groups within organizations can use as an evidence-based tool to raise awareness, assess the perceived health of an organization, and determine strengths and areas for improvement. The Clark Healthy Workplace Inventory result was 64, which equates to a civility score of barely healthy. Most of half of the answers were in the neutral category, and most of the other half were in the somewhat true category. These answers are leading to a workplace that, without change, is leading to an unhealthy level.
How civil is your workplace with an explanation
My in opinion, my workplace has many incivility problems. Clark defines incivility as rude or disruptive behaviors that often result in psychological or physiological distress for the people involved (including targets, offenders, bystanders, peers, stakeholders, and organizations), and if left unaddressed, these behaviors may progress into threatening situations or even result in temporary or permanent illness or injury (Griffin & Clark, 2014). My workplace is not civil because it excludes and marginalizes others. Specific nurses in the “click” seem always to be listened to by management, and then nurses who are not as popular even with longer tenure are not heard for ideas and advice. “Incivility in health care settings can have a detrimental impact on individuals, teams, and organizations. In the patient care environment, uncivil encounters can provoke uncertainty and self-doubt, weaken self-confidence, and compromise critical thinking and clinical judgment skills” (C. M. Clark, 2019).
Situations of experienced incivility in the workplace
One situation where I have experienced incivility in the workplace is behind-the-back talking by management. It was addressed by the union stewards behind closed doors and was handled by the specific manager moving around to a different position in the department. Another situation that I have seen is bullying of new nurses by the older, more tenure nurses. The charge nurse would assign more difficult and more frequent patients to the new nurses on purpose. This was uncovered by upper management, and the charge nurse was made to step down their position, which made ratios back to normal for the new nurses.
References
Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, 44(2), 64–68. https://doi.org/10.1097/nne.0000000000000563
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Griffin, M., & Clark, C. M. (2014). Revisiting Cognitive Rehearsal as an Intervention Against Incivility and Lateral Violence in Nursing: 10 Years Later. The Journal of Continuing Education in Nursing, 45(12), 535–542. https://doi.org/10.3928/00220124-20141122-02
Marshall, E. S., & Broome, M. (2020). Transformational Leadership in Nursing (Third ed.). Springer Publishing.
