Wk7 responses 6053 | NURS 6053 – Interprofessional Organizational and Systems Leadership | Walden University

jennifer hay RE: Discussion – Week 7COLLAPSE

Work Environment Assessment

                Nurses and other healthcare staff may not always communicate respectfully or be able to manage their emotions due to the stressful environment they work in. Cynthia Clark created a healthy workplace inventory that can assess how healthy a workplace is. The score for the work environment in the workplace inventory was 70 (Clark, 2015). This score equals out to a mildly healthy work environment.

Why the Workplace is or is Not Civil

Unsafe working conditions can arise from an uncivil working environment (Clark et al., 2011). Prior to the pandemic, the score would have been higher. With census remaining so high, and there being a higher census of higher acuity and critical patients the workload is not disbursed manageably. The morale of the work environment is also not ideal. We are required to work mandatory overtime and are often short staffed. This is leading to wearing down of the employees and increased nurse burnout.

Incivility in the Workplace

In this week’s media it explains that working in a team each person must hold themselves accountable to show up for the team (Producer, 2009). Incivility has been experienced by the same employees frequently calling in. When people are assigned to be in staffing and then call in for their shift it changes the workflow to have in scramble to find someone to come in and work or shift patients onto a different team. It has been addressed by having call shifts to help ease the staffing if there is a call in. However, the same staff will call in for their call shifts. It can be very frustrating when there is no accountability and people do not feel accountable to their teammates for what kind of situation it may put them in.

References

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324–330. doi:10.1097/NNA.0b013e31822509c4

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today10(11), 18-23.

Laureate Education (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD: Author.

Jocelyne Clement RE: Discussion – Week 7COLLAPSE

Examine the Clack Healthy Workplace Inventory 

     Any healthcare organization is considered to be a social unit of people. That is structured and managed to meet the need of people or pursuing collective goals.  The smooth operating or running of any healthcare organization has direct relationship with its organizational structure which in turn, has direct bearing with the company or organization style. The Clark assessment brings awareness to certain unhealthy behaviors which sometimes are not noticed in the aforementioned student workplace. This clear and precise assessment of my workplace scores 67% which is classified as barely healthy. Clark et al. (2015). It is shocking, disbelief and true results. I have always believed my workplace is a fine and friendly place to work. But my eyes are open to some subconscious truth from the Clark inventory assessment.

 How Civil is my Workplace

      The inventory and real truth from the Clack assessment results concluded my workplace is not civil nor a friendly environment. Realizing the damage and the implication of the potential misconduct between nurses against nurses. Embree et al. (2013). it is imperative that leaders and management are made aware of the relationship between the activities of its members in the organization. It is obvious, the upper management are focusing more on better patient outcomes versus nursing staff that are being oppressed by some of their peers who believe to hold the upper hand of power. delivered the care.

Some Examples of Incivility In the workplace

 This event dated more than 15yrs ago, being a new nurse at the well known local hospital in y city. There was a group of nurses who were had refused to give a report to the nurses who communicate with an accent dependent on areas the foreign nurses were from.  This type of behavior was insane and had driven a sadness in my heart. But I was a brand new nurse. i could not understand this situation. I was afraid to speak out although some of them were my former classmate from the same university. Finally, within the years of watching these peers bullying others. On my yearly evaluation, i was able to confide to my nurse manager what was ongoing Clark et al (2014).

Addressing The Issues

The Nurse manager within a week had a meeting with the unit staff addressing the subject of incivility , and quickly involved an implemented a policy within the organization on zero tolerance policy on incivility toward any staff member regarding of their race, age, color, sex and origin. During the meeting, nurses were able to speak out without the fear  retaliation from their oppressers or any other persons who think of having more power. The subject of intimidation, bullying had gone viral throughout the hospital and become the part of employee hand book throughout the hospital. All the disciplines, I have strongly encouraged the student and the new nurses along with the new hires to speak out on the importance of being a whisle blower on negative or unhealthy treatment from peers or any form antagonistic method.

References

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324–330. https://doi.org/10.1097/NNA.0b013e31822509c4

Clark, C.M.(2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10 (11), 18-23. Retrieved on October 14, 2020 from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf.

Embree, J.L.,& Bruner, D. A., & White, A.(2013). Raising the level of awareness of nurses-to-nurse lateral violence in a critical access hospital. Nursing Research and Practice, 2013, 1-7.10.1155/2013/207306

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