NURS 6053C MODULE 4 Assignment: WORKPLACE ENVIRONMENT

Step-By-Step Guide NURS 6053C Module 4 Assignment: Workplace Environment

Introduction to NURS 6053C Module Four Assignment

The NURS 6053C Module 4 Assignment: Workplace Environment focuses on diagnosing and addressing issues of workplace civility using the Clark Healthy Workplace Inventory. You will analyze your previous discussion post and colleague feedback, review relevant literature, and develop a comprehensive treatment plan to enhance workplace civility. This How-To NURS 6053C Guide aims to apply evidence-based strategies to create a healthier, more respectful work environment.

Review the Resources and examine the Clark Healthy Workplace Inventory on page 20 of Clark (2015). Review the Work Environment Assessment Template*.

Review of the Clark Healthy Workplace Inventory

To start the NURS 6053C Module 4 Assignment: Workplace Environment, we will briefly review the Clark Healthy Workplace Inventory.

• Access the Clark Healthy Workplace Inventory on page 20 of Clark (2015).
• Familiarize yourself with the inventory’s criteria and rating system.
• Summarize the key elements that the inventory assesses, such as respect, communication, and professional growth opportunities.
• Ensure you understand how to use the inventory to evaluate workplace civility.

• Obtain and review the Work Environment Assessment Template.
• Understand the structure and components of the template, including sections on civility indicators, specific examples, and overall ratings.
• Prepare to use this template to document your findings and analysis in a structured format.

Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.

Reflection on Discussion Post Output and Colleague Feedback

Here, we will reflect on the discussion post output and peer feedback.

• Revisit your discussion post about workplace civility and the feedback you received from colleagues.
• Reflect on the key points and insights shared by your peers.
• Identify any recurring themes, suggestions, or criticisms that can inform your treatment plan.
• Note specific feedback highlighting areas needing improvement or effective strategies already in place.

Example

Part One: Assessment

After completing Clark’s Healthy Workplace Inventory, the results revealed that my organization is not as healthy as I initially believed. According to the inventory, a score between 70 and 79 signifies a mildly healthy organization; my organization scored 75 (Clark, 2015). I had anticipated a score between 80 and 89 because I perceived the organization as relatively healthy despite some management and work-life balance issues. Therefore, the results were surprising to me. While the organization is somewhat healthy, there is significant room for improvement. The areas where the organization scored poorly included statements 4, 6, 8, and 14, which all pertain to how employees are valued and managed, particularly in meeting individual workforce needs.

My surprise at the organization’s score is understandable, given the context. During the onset of the COVID-19 pandemic, the organization was overwhelmed, prioritizing the capacity to provide quality care to as many patients as possible. This led to the reliance on travel nurses and assigning roles to nursing trainees. However, even as the situation stabilized, some workforce needs remained unmet. Many nurses are often asked to make sacrifices to help the organization achieve its goals, which could eventually impact employee morale. To address this, the organization should consider compensating and rewarding employees who go above and beyond, showing they are valued. Additionally, involving employees more in decision-making processes would be beneficial.

Another intriguing aspect of the assessment was the interconnection of the factors being assessed. The inventory revealed that what I had previously considered as singular attributes are, in fact, distinct aspects. For instance, the organization scored poorly on employee engagement, satisfaction, and morale while scoring highly on having a shared vision and mission based on trust, respect, and collegiality. This indicates that while the organization supports employee growth within their careers, it does not adequately address their needs. Overall, the organization is mildly civil, with several well-managed attributes that need improvement, such as involving employees more in decision-making and effectively meeting their needs.

Select and review one or more of the following articles found in the Resources:

Clark, Olender, Cardoni, and Kenski (2011), Clark (2018), Clark (2015), Griffin and Clark (2014)

Review of Selected Articles

Now, we will analyze the selected articles.

• Choose one or more of the following articles: Clark, Olender, Cardoni, and Kenski (2011); Clark (2018); Clark (2015); Griffin and Clark (2014).
• Read the selected articles thoroughly, focusing on evidence-based strategies for improving workplace civility.
• Highlight key concepts, methodologies, and recommendations relevant to your assessment.
• Use these insights to inform the development of your treatment plan.

Example

Part Two: Review

The theory/concept I selected from the articles is the DESC Model, particularly when combined with Cognitive Rehearsal (CR) (Clark, 2018). I chose this model because of its relevance to my organization. DESC stands for Description of the specific situation, Expressing concern, and Stating other alternatives and Consequences, and it is linked to an evidence-based teamwork system called TeamSTEPPS (Clark, 2018). This system aims to enhance efficiency by linking the competencies of care providers. As mentioned, my organization excels in having a shared vision and mission based on trust, respect, and collegiality. Additionally, it has practical communication skills and channels (Smith et al., 2018). However, leadership within teams remains a concern. Frictions often arise regarding who is more suitable to lead or manage certain aspects of care, which is challenging since each team member plays a crucial role in patient care quality (Smith et al., 2018). Achieving desired outcomes in quality service delivery and positive patient results requires all members to be aligned. The DESC-CR model can help ensure organizational civility and achieve these goals.

Clark (2015) noted that the DESC model can foster civility, while CR can maintain it by creating environments where desired behaviors are established and sustained. In my organization, the DESC model identifies issues, such as leadership in teamwork, and helps find solutions. Thus, the DESC-CR combination can establish effective, lasting solutions to barriers to civility, particularly in work settings. For instance, in our organization, where employees feel undervalued in their service delivery, the DESC-CR model can propose solutions like appointing qualified care providers as initiators in each unit or department. These individuals, skilled in communication and conflict resolution, would ensure that all team members understand their roles and that issues or stressful situations are reported and addressed promptly. This would enhance the effectiveness of units, departments, and teams.

Development of Proposed Treatment Plan

For this section of Assignment Module Four, we will provide a treatment plan based on the assessment results.

• Identify the main issues impacting workplace civility based on your assessment and literature review.
• Outline specific, actionable steps to address these issues. Consider interventions such as training programs, policy changes, and communication strategies.
• Ensure your proposed treatments are realistic, measurable, and supported by evidence from your selected articles.
• Provide examples of implementing these interventions and the expected outcomes.

Example

Part Three: Strategies 

The shortcomings identified from the Work Environment Assessment include that employees do not feel valued, as their needs are not prioritized. Additionally, there is a perception that leadership does not consider their opinions or positions when making or implementing decisions. These factors can significantly lower employee morale over time.

I recommend adopting the DESC model combined with Cognitive Rehearsal (CR), or DESC-CR, to address these issues. This model would help leadership and management identify why employees feel undervalued and develop lasting solutions. Through the DESC-CR model, management would become aware that many employees, including myself, do not feel appreciated or valued, even during challenging times like the COVID-19 pandemic. The model would also highlight issues within multidisciplinary teams, particularly concerning authority dynamics.

A practical approach would be to have an initiator or moderator present in all departments and units. These individuals would ensure that teams work seamlessly and that employee concerns are addressed promptly. This is crucial because, in a previous discussion post, I described an incident where a supervisor used their authority to influence juniors to withhold information from a patient, an act of incivility.

Another effective strategy is implementing the Root Cause Analysis (RCA) model. The RCA model helps identify underlying issues and determine ideal solutions. Once the organization recognizes a decline in employee morale or feelings of undervaluation, the RCA model can explore the reasons behind these sentiments and implement appropriate solutions (Allison & Peters, 2022). This dual approach of DESC-CR and RCA can significantly improve workplace civility and employee satisfaction.

Closing

The NURS 6053C Module 4 Assignment: Workplace Environment has guided you through assessing and addressing workplace civility using structured tools and scholarly research. You have developed a comprehensive treatment plan by reflecting on your findings and integrating feedback. Implementing these strategies will enhance your work environment, promoting a culture of respect and collaboration. This How-To Owlisdom Guide underscores the value of diagnostic tools and evidence-based interventions in creating a healthier workplace.

References

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf. 

Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to  address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563  

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice. The Journal of Nursing Administration, 41(7/8), 324–330. 

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.   doi:http://dx.doi.org.ezp.waldenulibrary.org/10.3928/00220124- 

Smith, J. G., Morin, K. H., & Lake, E. T. (2018). Association of the nurse work environment with nurse incivility in hospitals. Journal of Nursing Management (John et al., Inc.),  26(2), 219–226. https://doi-org.ezp.waldenulibrary.org/10.1111/jonm.12537. 

Allison D. B. & Peters H. (2022). Root Cause Analysis (RCA) improves healthcare systems and patient safety (First). CRC Press is an imprint of Taylor & Francis Group LLC.  https://doi.org/10.1201/9781003188162.