Workplace Environment Assessment Based on Clark Healthy Workplace Inventory
Assignment: Workplace Environment Assessment - Please references should be between 5 or more, Thank you.
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, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
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.
Workplace Environment Assessment
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Workplace Environment Assessment
The workplace environment is a critical and broad concept that influences an organization's well-being and progress. The workplace environment needs assessment to diagnose challenges and positives that affect social well-being and organizational growth and development. Workplace diagnoses allow the implementation of actions and protocols geared towards resolving identified health issues. Nurses are increasingly working in challenging health environments featuring limited resources and inadequate support. Despite existing challenges, nurses are expected to deliver quality care to patients. The quality and safety of care given are based on the nurses' ability to cope with stress effectively, collaborate with others, manage emotions, and communicate effectively. In addition, nurses carry the obligation of fostering safety, ethics, and civility in workplaces by embracing dignity, kindness, and respect for colleagues and patients. This paper workplace reviews the workplace environment based on Clark Healthy Workplace Inventory and associated resources reviews workplace literature and evidence-based strategies geared towards optimizing performance amongst interprofessional teams in healthcare.
Part One: Work Environment Assessment
From the workplace assessment using Clark Healthy Workplace Inventory, critical aspects involving workplace conditions can be identified and analyzed. Clark Healthy Workplace Inventory helps in determining the health of a given workplace. The inventory comprises 20 ratable statements that assessors fill to determine the overall civility score. Each statement is the rate in a score of one to five. Thus, scores range from 20-100, where a score of 90-100 a very healthy workplace, 80 to 89 (moderately healthy), 70 to 79 (mildly healthy), 60 to 69 (barely healthy), 50 to 59, unhealthy and less than 50 (very unhealthy).
In our organizational assessment, mixed results were observed after receiving feedback from the colleagues while using the Clark Workplace Inventory template. However, the overall summative score based on Clark Healthy Workplace Inventory was 86, which indicates a moderately healthy workplace. Our organization ranked so due to the increased sense of civility existing between units of the hospital. Its tenets underpin this score as a constellation of highly interconnected principles, norms, and practices involving effective communication practices, trust, respect, practical collaboration, and evident efforts towards improving staff welfare.
The organizational members had a satisfactory level of a shared vision, mission, and communication based on trust, respect, and collegiality. Success in an organization arises from optimizing people's skills, knowledge, and expertise, which can be supported by developing a vital mission and vision and reinforcing strategies that would potentiate human resource capacity. In addition, the staff satisfactorily agree on the level of trust between and among formal leadership.
They also felt satisfied with the level of communication that existed in the organization. Teamwork, partnerships, and collaboration were evident in the organization. The feedback regarding the presence of cooperation and high levels of employees' satisfaction is critical in influencing the achievement of our organizational objects. The staff felt well mentored, valued, motivated, treated with fairness and respect, and represented in organizational governance and decision making.
Individuals and group achievements are well recognized and celebrated. For instance, the hospital would annually celebrate and reward best-performing departments in quality healthcare delivery. The organizational culture is undergoing monitoring continuously to identify areas that need improvement. Due to concerted efforts to promote staff well-being, there are increasing opportunities for professional growth and satisfactory staff retention.
Employee wellness and self-care based on Clark Healthy Workplace Inventory was excellent. Issues involving disagreements and conflict were amicably resolved. Our organization has a practical blueprint for preventing and resolving emerging disputes. For instance, open communication challenges allow timely escalation of issues and ensuring resolution. However, employees significantly reported heavy workloads and average wages, remuneration, benefits, or compensations. I was surprised at the level of teamwork and motivation despite average salaries and high workload, which I believed could be significantly counterproductive. However, despite existing challenges, many employees recommend this organization to others as a good working place. According to Clark Healthy Workplace Inventory, most staff would recommend the hospital as an excellent place to work based on our hospital workplace assessment feedback.
The assessment findings in our workplace showed a high level of civility. The concept of civility in the workplace encompasses all behavioral patterns that involve effective communication, practical and trustable leadership, mutual respect, and concerns for others in the workplace—civility in workplaces by embracing dignity, kindness, and respect for colleagues, patient. The overall civility in our workplace is a culmination of feedback from twenty statements encapsulated in the Clark Healthy Workplace Inventory. The organization's performance has been optimized due to a positive relationship between civility and organizational performance, where its moderate health workplace undergirds a favorable environment for the staff.
Part Two: Reviewing the Literature
Much of the literature involving assessment feedback using the Clark Healthy Workplace Inventory revolves around the concept of civility. Civility is a phenomenal concept that underpins organizational success. Lack of civility is incivility. Workplace incivility refers to low-intensity social behaviors classified as unacceptable in the workplace due to their potential to cause harm (Armstrong, 2018). Others defined incivility as a constellation of repetitive behaviors that intimidate and undermine other people or individuals (Armstrong, 2018).
Civility in the workplace determines the health status of the workplace by creating a suitable environment that allows staff to deliver quality care. The various factors that contribute to civility do no single exist and operate. Instead, they are highly interconnected and synergistically interreact. Civility is not about sophisticated practices. Instead, it relates to universal and straightforward practical norms such as respect, open communication, dignity. Clark (2015) extensively illustrated the concept of civility. According to Clark (2015), the healthcare environment is pretty stressful, making nurses fail to communicate with respect and dignity. However, nurses must cope with such stress effectively, control their emotions, and communicate respectfully. Clark (2015) considers employees interaction as factors that can affect nurses' ability to do their jobs, their loyalty to the organization, and, more importantly, the delivery of safe, high-quality patient care. The role of nurses in establishing civility within organizations is captured in the American Nurses Association (ANA) Code of Ethics for Nurses. According to the ANA Code of Ethics, nurses are obliged to foster safe, ethical, civil workplaces by requiring nurses to demonstrate kindness, dignity, respect, and civility with interacting with ...