M4 assignment

Essay Instructions:

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. Resources: 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) Clark Healthy Workplace InventoryLinks to an external site.. (2015). American Nurse Today, 10(11), 20. Select at least ONE of the following: Clark, C. M. (2019). Fostering a culture of civility and respect in nursingLinks to an external site.. 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 nursingLinks to an external site.. International Journal for Human Caring, 26(4), 199–208. https://doi(dot)org/10.20467/HumanCaring-D-20-00069 Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practiceLinks to an external site.. Nursing Administration Quarterly, 46(3), E16–E23. McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivilityLinks to an external site.. Journal of Continuing Education in Nursing, 52(5), 232–239. Post from last week: The workplace achieved a moderate score of 70/100 for health and civility, indicating commendable coordination among workers but also revealing notable weaknesses in leadership communication and the responsiveness to worker concerns (Marshall & Broome, 2021). Despite this acknowledgment, leaders are actively working towards enhancing grievance resolution processes, aiming to promote an overall environment of health and courtesy. The transformative potential of nursing leadership, as highlighted by Marshall and Broome (2021), is instrumental in fostering employee motivation, thus creating a positive atmosphere conducive to exceptional patient care. Moreover, Clark (2019) underscores the significance of emphasizing respect and civil behavior in ensuring patient safety and combatting workplace incivility. It's imperative to train leaders not only in effective communication but also in empathy and problem-solving skills, as recommended by McDermott et al. (2021). Equally crucial is the education of novice nurses on how to defend against incivility (McDermott et al., 2021). The urgent implementation of these strategies is paramount for fostering a healthier workplace environment. Continuous assessment is essential to gauge the effectiveness of these implemented strategies and to monitor overall improvements. While the workplace's foundation rests upon principles of civility, adjustments in communication and responsiveness to employee concerns are vital to maintaining a culture of respect. Past incidents, such as publicly dismissing employee concerns, underscore the importance of initiatives focused on active listening and effective communication training (McDermott et al., 2021). By addressing these shortcomings and actively promoting a culture of open communication, empathy, and respect, the workplace can strive towards achieving higher levels of health and civility. Through ongoing training and assessment, coupled with leadership commitment to transformational principles, organizations can create environments that prioritize the well-being of both employees and patients alike. References Clark, C. M. (2019). Fostering a Culture of Civility and Respect in Nursing. Journal of Nursing Regulation, 10(1), 44–52. https://doi(dot)org/10.1016/s2155-8256(19)30082-1Links to an external site. Marshall, E. S., & Broome, M. (2021). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader. In Google Books. Springer Publishing Company, LLC. https://books(dot)google(dot)co(dot)ke/books/about/Transformational_Leadership_in_Nursing.html?id=CPDKygEACAAJ&redir_esc=yLinks to an external site. McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a Stand Against Workplace Incivility. The Journal of Continuing Education in Nursing, 52(5), 232–239. https://doi(dot)org/10.3928/00220124-20210414-07

Essay Sample Content Preview:

Building a Culture of Civility: A Treatment Plan for Workplace Harmony Student’s name Department: University Course: Course Code Instructor’s name Date Building a Culture of Civility: A Treatment Plan for Workplace Harmony The results of the CHWI were very specific as they provided a detailed and elaborate interpretation of our organization. Our acquisition of the 70/100 grade, meaning positive work among employees, was countered by several issues, including the lack of constructive communication between the leaders and the lack of responsiveness on the part of managers to the employees' needs (Marshall & Broome, 2021). This vast array of small drawbacks may domino effect on employee morale and productivity, negatively impacting patient care quality. This paper will present an evidence-based approach, which incorporates the methods stated above and goes beyond, remedies the issues identified in the assessment, and builds on the organization's strengths, creating an ideal and healthy work environment. The very unusual thing from CHWI was the outcome of the leadership's communication, according to the standard score. We thought we had covered all the bright spots, yet the assessment showed the gap between our claim and the reality. In the end, what seemed to be one of the weirdest pieces of the feedback survey was that there was practically no emphasis on real employee concerns. Although a grief process existed, its usage rate was not high, indicating its ineffectualness and the possibility of other channels being viewed as a safer online communication platform. We also found strong teamwork where you can tell that the support network among staff members who hope to work together more and more is very high. After all, this is a good point that can serve us well for future improvements. Marshall and Broome's (2021) theory of the transformation of the leader is in line with the mentioned gap. Leadership that inspires, motivates, and empowers team members to condition to teamwork and see it as a collective responsibility. They can bring stability to working relationships by actively listening to concerns and ensuring free communication; in this way, they give their employees the feeling that they are valued and that they are heard. The author, Clark (2019), acknowledges the relevance of nurturing civility and respect in healthcare encounters. This is what it comes to the idea of ...

Updated on July 11, 2024

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