Workplace Environment Assessment

Workplace Environment Assessment

Incivility is a milder form of uncivil behavior perpetrated to harm the target. It involves dysfunctional interpersonal relationships linked to high employee turnover and substandard patient care. Healthcare providers are responsible for creating and fostering healthy interpersonal relationships with one another. They should understand how communication and behavior or failure to act can promote incivility. The purpose of this assignment is to discuss the results of the Work Environment Assessment, analyze literature on incivility, and examine evidence-based strategies for high-performance interprofessional teams.

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Part 1: Work Environment Assessment

The workplace scored 94 out of 1000, meaning a healthy workplace. The results show that the workplace is conducive and suitable for employees. Besides, they show that the employees are happy and scored the highest rates of 5 in fourteen of the twenty areas, with the remaining six getting four ratings.

The score obtained through the assessment surprised me. While I knew the workplace was good, I did not expect a healthy score. Secondly, the employees demonstrated that the organization has sufficient professional growth and development opportunities. Imperatively, the rate by the employees surprised me because I did not expect it.  The core idea that the assessment confirmed is that many employees would not recommend the organization as a great place to work to families and friends. As such, most believe management should do more to attract talented and skilled workers to join the organization.

A score of 94 indicates that the workplace is very healthy and civil. The administration values employees by addressing their welfare concerns. The management focuses on effectively handling employees for better performance and patient safety. The results suggest that nurses and nurse leaders work collaboratively to improve the overall safety of all employees, including newly graduated nurses who join the facility (Clark et al., 2023). The assessment results show that collaboration, a shared vision and mission, improved expression of employees, and incentives are essential to developing a better workplace to achieve set goals and objectives.

Part 2: Reviewing the Literature

Clark (2019) focuses on evidence-based practice (EBP) and ways organizations can enhance and entrench a culture of civility and respect in nursing. The article advances that healthcare providers, leaders, and nurses should promote a culture of civility and respect to improve patient safety and effective care delivery. Incivility is a critical problem in nursing as it scares away newly graduated nurses from continuing their professional practice. Hover et al. (2022), lateral violence can lead to post-traumatic stress disorder (PTSD) among nurses and increase their chances of leaving the nursing profession altogether. Therefore, the two articles emphasize the importance of civility to help nurse retention and improve patient safety. The articles show that civility is essential for nursing practice settings to improve care delivery and performance while ensuring patient safety and quality care delivery.

The concept of civil culture presented in the two articles relates to the outcomes of the work environment assessment in various ways. Firstly, civility is a core aspect of practical nursing practice. Secondly, healthcare settings and nurse leaders should develop evidence-based strategies to cultivate and nurture a culture of civility in the workplace. Again, the concept illustrates that nurses can perform better in a better environment that encourages the expression of views, promotes career growth and development, and has a competitive compensation package.

The organization can use the concept to enhance areas where nurses feel they should improve based on the score. The four areas with a rate of 4 include employees getting fair and respectful treatment, involvement in decision-making and policy development, and increasing trust levels between the management and employees (Lee et al., 2022). The organization can leverage these results to develop stronger work teams and collaboration to improve patient care delivery and protect nurses from any harm, either emanating from external or internal sources.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams

The literature proposes various interventions to deal with incivility in the workplace, such as cognitive rehearsal, leadership support, and raising awareness among employees. Although our workplace is very healthy and civil, the organization can foster high-performance interprofessional teams through Cognitive rehearsal and creating awareness. Cognitive rehearsal is a behavioral strategy to prepare employees for a possible stressful or uncivil situation. The strategy can be employed at our workplace by having the employees rehearse ways to approach uncivil situations, which increases the chances of a favorable outcome. According to Clark (2019), cognitive rehearsal, evidence-based scripts, and role-playing can be used as learning interventions to improve communication during uncivil encounters. Cognitive rehearsal aims to foster effective communication and productive conflict negotiation skills. Our organization can use education, training, script development, and role play to improve communication and promote effective conflict negotiation skills among the healthcare staff.

The civility in our workplace can further be improved by creating awareness about the positive impact of civility among the staff. This can include educating the staff on how incivility can affect patient care, employees’ well-being, and the organization at large. The organization’s leaders can support employees at all levels to promote civility (Broome & Marshall, 2021). This includes the leaders creating a vision of promoting a healthy work environment, communicating with the employees, and guiding them toward achieving it.


The workplace environment assessment results indicate that the workplace is positive for employees, supports their professional progression, and better care delivery. Healthcare leaders and providers should promote a culture of civility and respect to improve patient safety and effective care delivery. The literature proposes dealing with incivility in the workplace through cognitive rehearsal, leadership support, and raising awareness among employees.




Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

Clark Healthy Workplace Inventory (2023). Workplace Assessment. file:///C:/Users/ADMIN/Downloads/245662__Clark-


Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. 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 nursing. International Journal for Human Caring, 26(4), 199–208.

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.


Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.

In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will 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*.
  • 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)

*Template completed in the Week 7 discussion should not be submitted with this assignment.

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.

Required Readings

  • 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)

Select at least ONE of the following:

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