Introduction
Workplace incivility in healthcare is a pressing issue that has the potential to affect not only the quality of care but also the physical and mental well-being of the healthcare workers involved. Incivility can manifest itself in many forms, from subtle, passive-aggressive behavior to outright bullying, and it can significantly impact the work environment and the individuals who experience it (Osler, 2021). This Workplace Environment Assessment aims to examine the current state of incivility. It will also include a section on the author’s personal experience with workplace incivility. Furthermore, relevant theories and concepts are discussed. Overall, this Workplace Environment Assessment will identify the issue of workplace incivility in healthcare and attempt to understand the strategies for creating a healthier, more civil workplace.
Work Environment Assessment
Results of the Work Environment Assessment
The Clark Healthy Workplace Inventory was the form used for the Workplace Environment Assessment. According to the results of the assessment form, the total civility score is 80, which is considered “moderately healthy” (Clark, 2015). According to Clark (2015), 80 is the lowest score to remain in a relatively healthy category. This means that while there are some opportunities for improvement, the workplace is generally civil. The results are powerful in a few areas, such as open and polite communication and recognizing and promoting one’s and the group’s accomplishments (Clark, 2015). These elements foster a more respectful and pleasant work atmosphere.
Unexpected Findings and Confirmed Beliefs
Some of the assessment’s findings can be regarded as unexpected. Firstly, the findings imply that although there is some degree of shared governance and decision-making within the business, there may be chances to incorporate employees more fully in these procedures. Secondly, it could be surprising if staff members need more opportunities to present different or opposing viewpoints and ideas. Other findings were consistent with the previous observations. Namely, the assessment’s findings supported the significance of courteous and open communication within the organization, indicating this to be a strong aspect. This idea was observed before and confirmed by the assessment results.
Implications for Workplace Health and Civility
The findings indicate that the workplace values and appreciates its employees’ accomplishments, has effective communication processes, and has a clear shared vision and objective. The organization also places a high priority on mentorship opportunities and employee wellness. The level of shared governance and decision-making, the promotion of different ideas and perspectives, and the fairness of workload distribution are some areas where the outcomes are less favorable.
It could be beneficial to design a procedure for asking for and considering all employees’ feedback to address this scenario (Broome & Marshall, 2021). This could entail developing a method for staff members to submit their suggestions and grievances and actively seek and consider other viewpoints (Broome & Marshall, 2021). In addition, leadership might work on developing connections and trust with staff members by being more open and communicative and expressing gratitude for their contributions (Broome, 2021). Investigating and employing these strategies may be worthwhile to further enhance the well-being and decorum of the workplace.
Reviewing the Literature
Overview of the Selected Theory or Concept
The negative impacts of incivility in the healthcare workplace are well-studied. For instance, the article Fostering Civility in Nursing Education and Practice: Nurse Leader Perspectives shows that incivility in the workplace is associated with lower quality of patient care, risky working conditions, and higher medical costs (Clark et al., 2011). Several elements lead to uncivil behavior, including work-related stress, poor interpersonal connections, and the normalization of uncivil behavior (Clark et al., 2011).
After examining the causes and effects of rudeness, Clark et al. (2011) investigate practical methods for promoting civility in the workplace. Namely, they involve tackling rudeness in nursing education programs, making people accountable for appropriate behavior, employing stress management techniques, and conducting institutional evaluations to gauge impoliteness (Clark et al., 2011). Any healthcare organization can apply the discussed strategies.
Connection Between the Theory and Assessment Results
The theories and ideas in the article are consistent with the evaluation’s findings. According to the assessment, the workplace is generally in reasonable health, but certain instances of uncivil behavior require attention. The article states that rude workplace behavior can harm patient care, and some of the tactics mentioned above may be useful for promoting a more civil work environment (Clark et al., 2011). The article and the evaluation results show that it is crucial to deal with incivility and implement methods to promote a more civil and respectful environment if one wants to improve the workplace’s health and civility.
Applying the Theory to Strengthen Organizational Health and Team Dynamics
I had some experiences with incivility in my workplace. One day, I was assigned to work with a colleague of mine. The colleague had a habit of failing to follow through on assigned tasks, which made it harder for the rest of the team to get our work done. During our shift, we were discussing how to handle a particular patient’s care, and the new nurse interrupted me several times when I was speaking and did not consider my suggestions. They also made rude and disrespectful comments to me in front of the patient and other team members. I felt frustrated and disrespected by this behavior, disrupting the smooth flow of the patient’s care.
Due to this situation, I felt disrespected and devalued as a team member; my colleague’s attitude and behavior affected my work. For these reasons, I decided to address this situation by bringing up the issue with my supervisor. I made sure to describe the instances of incivility, such as the colleague interrupting me and not considering my input, and how it affected my work. I also explained that this behavior directly impacted the quality of patient care on the floor. After listening to my concerns, my supervisor acknowledged my concerns and was willing to take action.
Ultimately, the situation was addressed in the following way. The supervisor met with the colleague in question, addressing the inappropriate behavior and explaining the importance of effective communication, teamwork, and respect among all the team members. As far as I know, they discussed the concerns raised and agreed on a plan to avoid future issues. After this meeting, my supervisor also had a one-on-one talk with me. He gave me useful feedback on improving my attitude, work ethic, and communication style. As a result of our mutual efforts, the colleague later expressed remorse and agreed to change their behavior. From then on, I noticed a positive change in my colleague’s behavior. Now our team works more smoothly together, with improved communication and a greater sense of respect among team members. This situation is beneficial for us as a team in the end.
Evidence-Based Strategies to Create High-Performance Interprofessional Teams for Healthcare Organizations
Evidence-Based Strategies to Address Workplace Shortcomings
From the literature, two strategies that can be implemented to overcome the shortcomings include tackling rudeness in nursing education and conducting institutional evaluations to gauge impoliteness. Tackling rudeness in nursing education programs can promote civility in the workplace by teaching future nurses appropriate behavior and communication skills. This can lead to better communication and collaboration among nurses and other healthcare professionals and can help create a more positive work environment.
Making people accountable for their behavior can also promote civility by ensuring that all staff members are held to the same standards of behavior. Future nurses will be better equipped to handle difficult situations and interactions by addressing rudeness and promoting appropriate behavior in nursing education. It can also help create a workplace culture of respect and professionalism. This can lead to better teamwork, improved patient care, and lower staff turnover.
Conducting institutional evaluations to gauge impoliteness can help promote workplace civility by identifying areas where incivility is prevalent. This information can then create policies and procedures to address these issues. For example, if evaluations reveal that impoliteness is a problem in certain departments or among certain staff members, targeted training or coaching programs can be implemented to help improve communication and collaboration in those areas. Additionally, conducting evaluations can help to create a culture of accountability, where staff members are aware that their behavior is being monitored and that there are consequences for engaging in impolite or uncivil behavior. This fosters a workplace culture of positivity and respect, enhancing teamwork, elevating patient care, and reducing staff turnover.
Recommended Strategies to Strengthen Existing Positive Practices
My organization can encourage open communication and dialogue among employees and offer regular training and education to bolster successful practices in promoting civility in healthcare workplaces. Regular team meetings, employee surveys, and suggestion boxes can enable open communication and dialogue. These mechanisms allow employees to share their perspectives and concerns, which can help identify and address incivility issues promptly. Additionally, it allows individuals to share their thoughts and feelings, which can help to create a sense of belonging and community, thus building trust and understanding.
Besides, open communication promotes collaboration and teamwork among employees. Hence, by working together to address issues and find solutions, employees can learn to rely on one another, leading to a more cohesive and respectful workplace. Finally, by providing employees with opportunities to share their perspectives and concerns, issues related to incivility can be identified and addressed promptly. This can help to prevent small issues from escalating into larger problems.
In addition, the organization can provide regular training and education on the importance of civility and how to promote it in the workplace. This can include workshops, seminars, and online resources that help employees understand the negative impact of incivility on the workplace, as well as strategies for promoting a more positive and respectful culture. Moreover, leaders in the organization should model and promote civil behavior in their interactions with others.
Conclusion
In conclusion, conflicts may arise even in a healthy workplace. My personal experience taught me to remember that addressing incivility early on, directly and through appropriate channels, can prevent it from escalating. Clear communication, supervision, and team-building activities can effectively address the situation and create a more positive work environment for all team members. Theoretical concepts and strategies to prevent and reduce workplace incivility are instrumental in ensuring the workplace remains a supportive environment for all its workers.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to 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. Web.
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice. JONA: The Journal of Nursing Administration, 41(7/8), 324–330. Web.
Osler, C. (2021). Workplace bullying: nature, consequences, and recommended policies. Journal of Organizational Psychology, 21(2). Web.