NURS 6053 Mod 4 Assignment

NURS 6053 Mod 4 Assignment

NURS 6053 Mod 4 Assignment

Workplace civility is crucial to maintain a positive and productive organizational environment and inspire nurses, especially new nurses, to commit to the organization and nursing profession, as well as reduce turnover rates and prevent them from leaving the profession altogether. Workplace environment assessment allows organizations and nursing leaders to identify areas for improvement and implement interventions as well as measures aimed at resolving incivility (Rantung et al., 2026). In their study, Hover and Williams (2022) observe that new nurses experience lateral violence or bullying, leading to leaving the profession within the first three years of practice. The purpose of this assignment is to analyze the results of the workplace environment assessment of our health organization based on the Clark Healthy Workplace Inventory and review existing literature to identify a concept or theory and its application to the facility. In its last part, the paper recommends evidence-based strategies to create high-performance interprofessional collaboration teams.

Part 1: Work Environment Assessment

Based on the Clark Healthy Workplace Inventory assessment, my workplace scored 80%, implying that it is moderately healthy and civilized. The results demonstrate some improvement with job satisfaction, effective communication, teamwork, and collaboration, and inspiration from the management, getting top ratings from employees. These elements motivate the employees since they address individuals’ concerns and foster a positive culture, especially cultivating a sense of belonging. However, the results demonstrate the need for improvement in employee welfare and workplace culture, to reduce lateral violence for new nurses, the nursing department, and the overall organizational hierarchy.

Two things that surprised me about the results included the moderately high rating of the workplace environment, teamwork, and motivation from employees who expressed their commitment to the workplace despite challenges. Many employees in the workplace believe that the organization is one of the best employers and recommend it to others. According to the Clark Healthy Workplace Inventory, most staff would recommend the hospital as an excellent workplace based on the assessment feedback. The assessment findings in the workplace demonstrate a high level of civility based on behavioral patterns that entail effective communication, practical, transparent, and trustworthy leadership, increasing mutual respect, and addressing employee concerns. Consequently, the one idea I believed before conducting the assessment that was confirmed was the importance of civility in the workplace, especially its benefits on overall employee performance and sense of belonging. Civility in the workplace allows employees to embrace virtues like kindness, mutual respect for each other and patients, observe and uphold human dignity, and cultivate a culture of feedback and team collaboration. The results confirmed these aspects despite areas that require some improvements.

The workplace assessment suggests that my organization’s workplace is moderately healthy, safe, and appropriate for enhanced performance, teamwork, and collaboration. The physical space is free from any hazardous materials, while the psychological environment is favorable to employees. The assessment illustrates that while the policies and practices in the facility are favorable and adhere to regulatory requirements, there are areas for improvement. These include offering more opportunities and resources for employees, enhancing communication systems, and fostering more diversity, equity, and inclusion aspects that create a sense of belonging and community. The performance of the organization emanates from a positive interaction between civility and employee performance, underscoring the importance of leadership and an effective organizational culture.

Part Two: Reviewing the Literature

Current evidence from reviewed literature offers various strategies that can guide nursing practice to foster a culture of civility and respect while improving patient safety and quality of care. Various theories and concepts emerge through the selected articles on improving civility in the workplace. McDermott et al. (2021) observe that nurse leaders and nurses should take a stand against workplace incivility to protect novice nurses and the profession in general. The article proposes cognitive rehearsal training as an effective way for nurses to respond to incivility, as they can anticipate its occurrence and implement preventive strategies. Additionally, Lee and Miller (2022) propose that having a diversity, equity, and civility council can advance health equity for nurses in both academia and practice. The article contends that civility councils promote equity, inclusivity, and diversity grounded in social justice within the organizational culture for nurses and nursing students that can translate to improved patient care quality. Further, Clark (2019) observed that frameworks like the Pathway for Fostering Organizational Civility (PFOC) can help organizations create healthier and more civil workplaces, leading to a culture of civility and respect for individuals, including nurses and patients.

The concepts presented in the article relate to the results of the work environment assessment as they support the need for a healthy workplace to foster civility and performance. For instance, cognitive rehearsal training is essential to enhance nurses’ abilities to deal with incivility as they prepare and develop strategies applicable to diverse situations. As proposed by Lee and Miller (2022), diversity councils and committees can help organizations improve their workplace environment and enhance inclusivity, leading to reduced workplace incivility. Pathways to civility by using appropriate and evidence-based frameworks, as advanced by Clark (2019), can be applied in the facility to improve interactions among nurses and nurse leaders. As such, the concepts support the outcomes of the work environment assessment as they demonstrate that implementing evidence-based practice measures will enhance civility and a healthy workplace culture.

The facility can integrate these aspects to improve organizational health and create robust work teams. As observed by the results, there is a need for improvement in certain areas to make the workplace environment more responsive to employee demands and preferences. Firstly, the organization can form a civility council, and secondly, conduct cognitive rehearsal training that equips nurses with appropriate strategies to handle incivility (Shoorideh et al., 2021). These interventions will improve work relations and culture for overall patient outcomes.

Part Three: Evidence-Based Strategies for High-Performance Interprofessional Teams

Interprofessional teams help healthcare organizations eliminate workplace incivility and enhance care delivery as staff work together to attain a shared vision. An evidence-based strategy, as presented by Lee and Miller (2022), is to create diversity councils that can train nurses and other professionals on inclusivity, equity, and diversity. The organization can integrate this training to address aspects like culturally competent care delivery and the importance of diversity for nurses as they interact with patients from different backgrounds. Secondly, cognitive rehearsal training leads to interprofessional teams since it demonstrates the importance of addressing incivility concerns as a team. These strategies will ensure that interprofessional teams work together to enhance performance and motivation among nurses.

Sustaining best practices is important to improve the workplace environment and employee satisfaction. Consequently, the organization should build cohesive and effective teamwork founded on an appropriate leadership approach, effective communication, trust, and transparency (Broome et al., 2022). Collaborative leadership approaches enhance employee participation and perception of their value and contribute to a better workplace environment. Lastly, feedback mechanisms and increased employee engagement ensure that they can identify areas of improvement and implement appropriate measures to correct any situation. Therefore, the organization can implement these measures to sustain best practices in improving the workplace environment.

Conclusion

The assessment of the workplace environment is critical to determine and identify issues that impact quality care delivery and performance of nurses, leading to the development of best approaches to address such matters. Incivility remains a concern for attaining a healthy workplace environment for nurses and other providers. As the evaluation of my workplace demonstrates, healthcare organizations can implement a raft of evidence-based practice (EBP) interventions to enhance civility and healthiness of the workplace, resulting in reduced turnover rates among nurses, particularly new nurses.

References

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. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing

            Regulation, 10(1), 44-52. DOI: https://doi.org/10.1016/S2155-8256 (19)30082-1

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. http://dx.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 Practice. Nursing Administration Quarterly, 46(3), E16-E23. DOI: 10.1097/NAQ.0000000000000528.

McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against the workplace

incivility. The Journal of Continuing Education in Nursing, 52(5), 232–239.

https://doi.org/10.3928/00220124-20210414-07

Rantung, G., & Zhong, Y. (2026). Experiences of Newly Graduate Nurses with the Workplace

Violence: A Qualitative Meta‐Synthesis. Journal of Nursing Management, 2026(1),

4496213. DOI: 10.1155/jonm/4496213

Shoorideh, F. A., Moosavi, S., & Balouchi, A. (2021). Incivility toward nurses: A systematic

review and meta-analysis. Journal of Medical Ethics and History of Medicine, 14(12),

123–134. https://doi.org/10.18502/jmehm.v14i15.7670

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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*.
• Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
• Select and review one or more of the following articles found in the Resources:
  • Clark (2019)
  • Hover and Williams (2022)
  • Lee and Miller (2022)
  • McDermott, Bernard, and Hathaway (2021)

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.