Week 7 Discussion on Healthy Workplace Inventory Solutions, Healthy Workplace Inventory Discussion, and Healthy Workplace Inventory Discussion replies examples.
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?
The Response for this paper is focused on…
It is sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.
I have placed the discussion piece for this paper in the Additional materials box, the response to this article should state e.g that can help with workplace shortcomings.
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Week 7 Discussion on Healthy Workplace Inventory
Healthcare professionals across the world acknowledge that a positive workplace environment is a requirement for good patient care. According to Maasssen et al., (2021), healthy workplace environments play a significant role in ensuring trained nurses are not only attracted to the profession but also remain within the nursing field. Registered nurses retention especially after the COVID -19 pandemic I crucial in addressing nursing shortages. Of major importance is the need to have a safe workplace for all workers since an unsafe workplace could lead to adverse events happening and result in negative consequences to the general healthcare staff. On the other hand, a positive work environment has the potential to promote effective communication, teamwork, and increased productivity through teamwork.
Many initiatives have been proposed to promote a PWE by fostering a culture of civility and respect among nurses (Clark, 2019). One tool the cited researcher developed is Clark’s Health Workplace Inventory to establish the health of one’s workplace. This tool has 20 phrases with a 5-point response that scores 5 if the statement is completely true, 4 if somewhat true, 3 if neutral, 2 if somewhat untrue, and lastly1 if the respondent feels the statement is completely untrue. Essentially the poorest score is 20 while the highest is 100 and the interpretation of scores over 90 is considered a very healthy environment. 80-89 translates to a moderately healthy environment, 70-79 mildly health, 60 to 69 barely healthy, and 50 to 59 as unhealthy. A score less than 50 indicates a very unhealthy workplace environment necessitating measures to identify workplace incivility in nursing healthcare settings by launching programs aimed at raising professional, social, and policy awareness within the context of health, safety, and enhanced quality for nurses. Upon completion of the CHWI, I got a score of 87 which falls in the moderately healthy environment meaning there is still room for improvement.
I had expected the score to be higher but the environment post- COVID -19 era has gradually declined particularly o the retention rate of newly recruited nurses. Many nurses both newly hired and those who have worked in this facility have complained about increased workload and low pay rates in comparison to other facilities. According to Armstrong (2018) incivility in the workplace consist of low-intensity social behaviors that are deemed unacceptable and have the potential to cause harm. The behaviors are purposively aimed at intimidating another person or group of persons. Recently I witnessed a confrontation between two nurses concerning the allocation of workload where one of them felt she was overburdened and loudly wondered why it is only she who is assigned to attend to three patients per shift. Luckily, the nurse manager stepped in and helped both to amicably resolve their differences (Campbell et al., 2021).
In the wake of the COVID-19 epidemic, there is a need to improve the nurse’s working environment so that the safety of every worker becomes a priority. As such, our healthcare organization administration must recognize the safety of workers and their health as envisaged in the organization’s mission. According to Maassen et al (2021), it is important to promote good communication as this is the only way to promote safe patient care.
References
Armstrong, N. (2018). Management of nursing workplace incivility in the health care settings: A systematic review. Workplace health & safety, 66(8), 403-410.
Campbell, L. A., LaFreniere, J. R., Almekdash, M. H., Perlmutter, D. D., Song, H., Kelly, P. J., … & Shannon, K. L. (2021). Assessing civility at an academic health science center: Implications for employee satisfaction and well-being. Plos one, 16(2), e0247715.
Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44-52.
Maassen, S. M., van Oostveen, C., Vermeulen, H., & Weggelaar, A. M. (2021). Defining a positive work environment for hospital healthcare professionals: A Delphi study. Plos one, 16(2), e0247530.
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Healthy Workplace Inventory Discussion
It is the desire of most organizations to have a working environment that can satisfy all their employees, as this will warrant comfortability to increase productivity. When it comes to the health field, the working environment is very important in providing effective and efficient care to our patients and as such, should be healthy for both the employee as well as the patient (Bock, 2018). My environmental assessment revealed that the institution I work for is mildly healthy based on a score of 70 (Clark, 2015). I expected the results to be a bit higher. I have been employed with this institution for six years and when I first started, I felt things were good but as the years went by, I noticed a slow decline in the retention rate of newly hired nurses as well as nurses who had been there for years. Most nurses complained about the workload and low pay rates compared to other institutions.
Members of the organization, on the other hand, share the same vision and mission in relation to trust, respect, teamwork, and providing the best care possible for a much healthier community to improve quality of life. There are conflicts that arise occasionally but are handled professionally to void interference with the care provided to our patients.
I can attest that most of the employees in my unit work very well together which makes it a civil environment. We have good comradery, and open and effective communication established with one another (Clark, 2015). Teamwork is always encouraged. We help each other because we know how daunting and tedious the workload can be and this is one of the reasons why it is hard to retain newly hired nurses at my place of work. Even though we work well as a team, there are complaints about dissatisfaction with the job at times due to low pay and unsafe nurse-to-patient ratios hence, the low score on the assessment. Stress is said to be one of the reasons for incivility in the workplace. Creating a civil atmosphere in the workplace boost morale, teamwork, productivity, and safety. Policies need to be established to manage incivility in the workplace (Wohlever, 2019).
A situation where I have witnessed incivility at my workplace is when a charge nurse scolded and chastised a nurse in front of others because there was a call out and the charge nurse had to take a report from the outgoing nurse. This generated a back-and-forth word exchange between the two nurses. I felt the whole situation could have been handled differently if she had a problem accepting the report. This was incivility to the highest degree, and a sign of ineffective communication, especially from someone who was supposed to be a model for others to follow. The two nurses were called to the unit manager’s office who served as a mediator and de-escalated the situation. Enforcing a work environment that is civil is crucial to the success of any institution (Kaslow & Watson, 2016).
References
Bock, Eric. (2018). Workplace Civility Increases Productivity. Institute of Health. Workplace Civility Increases Productivity | NIH Record
Clark, C.M. (2015). Conversations to Inspire and Promote a more Civil Workplace. American Nurse Today. Layout 1 (myamericannurse.com)
Kaslow, N.J., & Watson, N.N. (2016). Civility: A Core Component of Professionalism. (2016). American Psychological Association. Civility: a core component of professionalism? (apa.org)
Wohlever, A.S. (2019). Incivility in Healthcare: Strategies for De-escalating Troubling Encounters. American Academy of Family Physicians. Incivility in Health Care: Strategies for De-escalating Troubling Encounters — FPM (aafp.org)
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Healthy Workplace Inventory Discussion
A healthcare professional who completes the workplace environment assessments takes the first step to collecting baseline information and therefore has a guide for more specific assessment on delivery of services and evaluation. Clark (2016) created the survey to evaluate the general health and civility in a given healthcare organization workplace. The essentials of the survey comprise of to phrases that require individual scoring on a scale of 1-5 where one means the statement is completely untrue and 5 as completely true. The other scores are 2 for somewhat untrue, 3 for neutral, and 4 for partially true.
The results of the survey are significant as they give a holistic view of civility in the workplace were failing to complete the survey on a regular basis means the provider does not have the opportunity to recognize any deterioration in the workforce its deterioration becomes manifest totally. Suffice it to say that the adverse effects of an uncivil workplace environment result in decreasing quality of services provided and simultaneously leads to unnecessarily high costs in healthcare spending.
According to Schilpzand et al. (2014), the estimated cost of unproductivity in an uncivil workplace environment amounts to thousands of dollars per nurse. Upon completion of the Healthy Workplace Inventory, I found that many key areas led to an aggregate that was comparatively lower than what I would have expected. Be that as it may, it is important to note that if these areas become the focus of deliberate and sustained efforts in improving it is bound to result in a very healthy environment. With a total score of 73, it is important to acknowledge that employee wellness ranks as the poorest area necessitating the need to initiate several programs to promote the hospital staff. Considering that no effort is made by the organization to allow nursing staff to attend these meetings there is a need to change. The next area of weakness is poor workload distribution despite efforts to begin shifts to balance the workload. Needless to say, the nursing field has a working environment that is always in constant flux. As such it is important to have a reasonable assignment at the start of every shift and ensure it does not end up in an unmanageable workload in the end. The hospital management needs to improve the intra-shift interventions as a way of balancing the workloads.
Uncivil workplace encounters include failure to implement a daily group exercise program with the goal of enhancing tam building besides encouraging fitness and health. No efforts were made to ensure the target nurses had the capacity to disengage from their daily tasks. It is also important to note that at the moment no one has adequately addressed nursing health promotion (Sawada et al., 2019). A proven measure to lower workplace incivility is cognitive rehearsal as it creates awareness in the nurse on how to recognize uncivil behavior and subsequently resolve it (Kile, 2019). There are three steps to cognitive rehearsal namely participating in didactic instruction followed by learning and eventually rehearsing context-specific phrases to use during uncivil encounters. Among nursing staff, the utilization of cognitive rehearsal as a tool for creating a healthy workplace environment equips individual nurse with education on civil behavior and also inculcate a culture of genuine understanding of behaviors that negatively on a healthcare facility’s workforce.
In conclusion, the post has determined that a workplace environment assessment accords the provider an opportunity to not only take a tour of the workplace but also gain more insights into the setting the workers operate in. Direct observation of workers in their normal working environment would also help one recognize the risks linked to the job demands and therefore devise ways to employ the nursing staff to improve their own health even as they offer services to patients.
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References
Clark, C. M., Sattler, V. P., & Barbosa-Leiker, C. (2016). Development and testing of the healthy work environment inventory: a reliable tool for assessing work environment health and satisfaction. Journal of Nursing Education, 55(10), 555-562.
Kile, D., Eaton, M., deValpine, M., & Gilbert, R. (2019). The effectiveness of education and cognitive rehearsal in managing nurse‐to‐nurse incivility: A pilot study. Journal of nursing management, 27(3), 543-552.
Sawada, U., Shimazu, A., Kawakami, N., Miyamoto, Y., Speigel, L., & Leiter, M. P. (2021). The Effects of the Civility, Respect, and Engagement in the Workplace (CREW) Program on Social Climate and Work Engagement in a Psychiatric Ward in Japan: A Pilot Study. Nursing Reports, 11(2), 320-330.
Schilpzand, P., De Pater, I. E., & Erez, A. (2016). Workplace incivility: A review of the literature and agenda for future research. Journal of Organizational behavior, 37, S57-S88.
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