Work Enviroment Assessment

Work Environment Assessment Paper Student’s Name Institution Course # and Name Professor’s Name Submission Date Part 1: Work Environment Assessment Review of the Results of the Work Environment Assessment The Work Environment Assessment (WEA) Template was completed to evaluate a workplace environment's overall health and civility. The Clark Healthy Workplace Inventory was used to analyze the working environment in this health facility. A score of 54 put the employer into an unhealthy workplace category. Low scores indicate multiple underlying issues that must be promptly addressed to improve patient safety and retain healthcare professionals. Having worked in this healthcare facility for a significant period, a score of 54 is not surprising. It is a chance to face reality and point out issues that need to be addressed by the management. Historically, this hospital has been described as the best place to work and the best place to receive care. The hospital has been driven by excellence and listed as a “Magnet Recognized Organization,” as reported by Broome and Marshall (2021). However, the 2021-2022 Saint Vincent Hospital strike was the climax of workplace injustices in the facility. As of today, many nurses are embarrassed to inform their allies and colleagues about the practice due to unhealthy workplace conditions. Analysis of the Results The results detailed the root causes of an unhealthy workplace environment in this hospital. A keen look at the results presented is surprising and constitutes a confirmation of initial standpoints on burning issues. Two aspects of the WEA results were surprising. First, the number of neutral responses during the assessment indicated a deep-seated fear among staff about acknowledging the full extent of the problems (McDermott et al., 2022). Some employees preferred to hide the truth because they felt that intervention efforts would not make any long-lasting change or the fear of repercussions of voicing their concerns. The second surprising issue is the pervasive sense of overwork, underpayment, and lack of appreciation among staff. The health facility management did not view these issues as urgent, which made behaviors such as eye-rolling, refusal to listen, and verbal exchanges persist. Moreover, a confirmed belief through the assessment is the need for more education and training. Since the first day of work, it was visible that there was a lack of leaders who would champion a healthy workplace. McDermott et al. (2022) encourage nurses to remain vigilant in voicing unhealthy workplace concerns. Training hospital leaders is crucial for setting the tone for the workplace culture and improving civility. Correlation between the Results and the Health and Civility of the Workplace The WEA results suggest that the workplace is toxic and characterized by higher levels of incivility. The negative implications of the 2021-2022 Hospital strike continue to affect the psychological and physiological well-being of the staff. Healthcare facilities are tasked to provide evidence-based and client-centered care to patients. These institutions should also adhere to standards and regulations outlined by professional bodies. All stakeholders of this healthcare facility witnessed the broken levels of trust and poor communication during the strike. Professional relationships and teamwork cannot be prioritized in workplaces characterized by eye-rolling, refusal to listen, and verbal altercation behavioral tendencies (McDermott et al., 2022). These results indicate that stressed and disengaged staff lack the capacity to perform at their best, thus negatively affecting patient care outcomes. Part 2: Reviewing the Literature Concept Presented in the Article Healthcare organizations should always strive to create a healthy work environment and improve employees’ working conditions. Nurses comprise the largest workforce in the medical field; hence, their input in creating a healthy work environment is equally important. Clark (2019) designed a comprehensive framework for building healthier, civil workplaces. The article evaluated how incivility in healthcare settings impacts the patient care environment. It explored the educational, regulatory, legal, and ethical ramifications of workplace incivility and incorporated evidence-based approaches to augment a culture of respect and civility in healthcare settings. The Pathway for Fostering Organizational Civility (PFOC), suggested by Clark (2019), has eight steps for promoting a culture of respect and civility. First, organizations should raise awareness and create a leadership support system. The second step is to assemble and empower the chosen civility team. The third step is to assess the civility of the facility using empirical tools...