Workplace Environment Assessment
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Workplace Environment Assessment
To offer the most outstanding standard of care, the whole healthcare sector, including the workplace environment, must constantly evaluate the care provided. Clark(2015) shares six, including important verdict-making, genuine collaboration, appropriate staffing, honest leadership, and passionate recognition, are inculcated in an article by the American Association of Critical-Care Nurses for creating and maintaining good workplaces. To offer effective treatment in the workplace, the whole health system, including professionals, should guarantee that the specified criteria are met. This paper seeks to explain the results of the workplace environment inventory assessment I undertook of my organization. It will also evaluate the correlational literature on the factor that influence the workplace environment, as well as existing evidence strategies designed to aid in the establishment of high inter-professional concepts in the work environment.
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Part 1: Work environment assessment
I completed a working environment evaluation inventory to determine the current level of health civility in my workplace. I thoughtfully chose answers from the Clark Healthy Workplace Inventory that I thought reflected the individual’s behavioral health program. Clark (2015) said that the workplace inventory tools are used by units and parties within corporations as evidence-based techniques to increase understanding, evaluate the health organization, discover opportunities for change, and reveal the bolstered opportunities of strength. The assessment reflected both my opinion of the current level of workplace civility and the program’s ability to provide useful knowledge regarding aspects where the tool will prove inadequate and places where improvements might be made.
Work Environment Assessment Results
The degree of incivility in my organization, as well as my inability to connect it to good workplace principles, were the two most unexpected aspects of my evaluation and inventory findings.
This assessment verified one of my beliefs: colleague relationships have a detrimental effect on our workplace and our clients. Prior to taking this workplace assessment, I thought our corporation’s enthusiasm was dwindling. After three years in the company, I have seen a significant drop in my colleagues’ optimism and drive. I frequently had the impression that our team’s negativity came from our relationships with one another. Because of the complexity of our mental health program, we’ve all been conscious of how difficult our job can be at times. I think that the most difficult circumstances that have arisen have happened amongst members of our team. I was not sure whether my view of the scenario was correct. Nonetheless, the inventory evaluation enabled me to understand how our staff members and patients are affected by a poor work environment. Clark (2015) mentioned that workplace interactions may influence employees’ ability to do their tasks, their loyalty to the company, and, most importantly, the provision of secure, high-quality patient care.
Incivility, according to Marshall and Broome (2020), is characterized by low-intensity actions, including being unpleasant, disrespectful, rude, belittling, or breaching workplace standards. Additionally, workplace incivility may take the form of misinformation or the unwillingness to recognize that a colleague needs help. These types of conflicts may arise among colleagues at any level, and they can potentially go undetected and ignored.
Part 2: Reviewing the Literature
Nurses must develop efficient methods for communicating cooperatively with one another to resolve any workplace incivility. Crucial discussions are sometimes tough to have, but staff members may quickly get through them with clear instructions for good results if they use a certain theory or method (Philips et al., 2018). To offer effective patient care, we must first establish and maintain a healthy working environment. Understanding approaches that proved successful and beneficial in uncivil circumstances may be gained by consulting scientific literature.
Studying the materials in this module taught me about methods for reducing workplace incivility and improving the health of the working environment. The utilization of cognitive rehearsal amongst coworkers was one idea or approach that I found intriguing.
Cognitive rehearsal (CR), according to Clark (2019), is an evidence-based technique in which a person works with a mentor or supervisor to rehearse dealing with stressful circumstances in a non-threatening setting. It is difficult to predict how we’ll react in the face of difficult circumstances at work. Mock situations enable input and discussion among our staff, as well as a secure place away from the patient. When problems occur, employees are frequently unable to exit their work location, so they should respond properly instantly, sometimes with a patient or patients around.
The insemination of cognitive rehearsal is required to enhance the organizational health that exists within our system in order to create more vibrant collaboration. Collaboratively, we currently conduct a monthly staff meeting at which all employees are expected to participate. The cognitive rehearsal framework should be included in these meetings to help in resolving workplace incivility and to direct prospective activities (Griffin, 2004). Notwithstanding different approaches, we now conduct monthly staff meetings at which all workers are required to attend. The cognitive rehearsal approach, as pointed out by Griffin & Clarke (2014), must be included in such discussions to assist in resolving workplace incivility and offer prospective practice guidelines. Our staff could practice communicating with one another utilizing the DESC model, which would help us develop our communication and dispute resolution abilities. Clark (2015) claims that by combining the DESC model with cognitive rehearsal, it is possible to handle specified incivility situations successfully. The DESC model consists of four components that enable the handling of uncivil working circumstances. According to Clark (2015), we must indicate these circumstances by (D) detailing the specified scenario as it arises, (E) expressing the thoughts, (S) stating viable alternatives, and (C) indicating the consequences. Examining the usage of this structured response style in uncivil circumstances would enable our staff to communicate more successfully right now and enhance our workplace health.
Part 3: Evidence-Based Strategies to Create High-Performance Inter-Professional Teams
In order to enhance the degree of civility and collaboration prevailing in our organization, it will be essential to incorporate evidence-based methods into the current interventions. Choosing to focus on our organizational rules about evidence-based procedures will provide a strong foundation that all staff should adhere to (Marshall & Broome, 2020). It would be beneficial to provide strategies that seem appropriate for other contexts to enhance the aspects where our system is failing adequately; nevertheless, with continuous evaluations and assessment, new methods may boost our organizational civility while enhancing our cooperation.
There are various suggestions of at least two methods for boosting success practices disclosure in your work environment evaluation. I was able to gather and comprehend the specific area I thought our workplace strength resided with an overview of my inventory answers. I thought many approaches were practical, like the organizational support of expressing different opposing views and viewpoints, the recognition of collective and individual accomplishments, the development of partnership and coordination to sustain the successful working practices.
My most recent workplace environment inventory assessment was to determine the current degree of civility and health in my organization. Relevant literature research was completed and implemented to assess the organization’s beneficial improvements. The results of my assessment gave me an understanding of certain unfavorable workplace circumstances, and it helped determine how to start making changes. The task’s initial step resulted in the stimulation or raising of awareness. Perfect cooperation and group communication would help move information to the next level in a significant manner. In order to create a civil and healthy environment, it is necessary to handle tough circumstances within the results properly. The use of the literature-based evidence-based methods will aid in the creation of a civil working atmosphere in my organization. The implementation will benefit not just our staff but also the patients.
Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, 44(2), 64–68.
Clarke, C. M. (2015, November). Conversations to inspire and promote a more civil workplace.
American Nurse Today, 10(11), 18–23.
Griffin, M. (2004). Teaching Cognitive Rehearsal as a Shield for Lateral Violence: An Intervention for Newly Licensed Nurses. The Journal of Continuing Education in Nursing, 35(6), 257–263.
Griffin, M., & Clarke, 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), 1–8.
Marshall, E. S., & Broome, M. (2020). Transformational leadership in nursing: from expert clinician to influential leader (3rd ed.). Springer Publishing Company, LLC.
Phillips, G. S., Mackusick, C. I., & Whichello, R. (2018). Workplace Incivility in Nursing.
Journal of Christian Nursing, 35(1), 7–12.
• Review the Resources and examine the Clark Healthy Workplace Inventory, found on page
20 of Clark (2015).
• Complete the Work Environment Assessment Template.
• Important: Save this template for inclusion as a required part of the FINAL ASSIGNMENT
(details provided with the directions for that assignment).
The Assignment (3-6 pages total)
Part 1: Work Environment Assessment (1-2 pages)
• Review the completed Work Environment Assessment Template (Include the completed
assessment as an Addendum in the paper.
• Describe the results of the Work Environment Assessment you completed on your
• 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
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
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2
• 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
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