NURS 6053 Week 7 Assignment

NURS 6053 Week 7 Assignment Work Environment Assessment

NURS 6053 Week 7 Assignment Work Environment Assessment

To prepare:

• Review the Peer Evaluation Form for important information on how this assignment is graded.
• Identify a group facilitator.
• Within your group, select a topic relevant to inter-professional leadership and the health care field on which to focus your group paper. The following are some potential topics for your group to consider:
  • “Just” culture
  •  
  • When your group has selected a topic, the group facilitator will submit the topic to the Instructor for approval on the Discussion Board in the Week 5 Group Project Topic Forum.
  • Conduct research on your topic using the Walden Library and other credible sources.
• To complete:
  

  By Day 7 of Week 7

  As a group, write a 3- to 5 (page count does not include title and reference page) page paper that includes the following:

  • Section 1: Introduction
  • Section 2: Significance of the topic (based on literature that speaks to the relevancy of the concept selected in terms of inter-professional leadership)
  • Section 3: Review of the literature related to the concept that the group selects (current best practices, positive or negative impact on leadership or health care organizations, etc.)
  • Section 4: Application to nursing (e.g., implications or consequences for nursing leaders)
  • Section 5: Conclusion

NURS 6053 Week 7 Assignment Work Environment Assessment

A sustainable business environment is a critical factor in the management of business organizations. The health of an organization is measured by the level of civility. Civility is gauged by parameters such as teamwork, the level of employee engagement, communication, and other best management practices (Clark et al., 2011). Organizations must from time to time assess the work environment to measure the level of civility.

Theory or concept presented in the article selected.

Hofstede’s theory of management is based on certain dimensions upon which cultural values can be evaluated or analyzed to gauge how civil an organization is. Hofstede’s original theory was based on four parameters such as individualism and collectivity, avoidance and uncertainty, masculinity and femininity, and power distance (Prabowo et al., 2018) There have been some amendments to Hofstede’s original theory, however; his work remains one of the most important models for studying cross-cultural management in organizations. Critical parameters that Hofstede talks about in his model to cross-cultural management are the importance of international communication especially in organizations such as apple which have many employees from different cultural backgrounds.

Hofstede asserts that communication is usually one of the most challenging factors in an organization and that the issue is further compounded in organizations that have many employees from different backgrounds. According to Hofstede, the challenge in communication in a cross-cultural organization lies in the fact that an organization must take into consideration cross-cultural differences (Silva et al., 2018). Just like in communication, cross-cultural organizations also experience problems when it comes to management because cross-culture impacts decision-making. For example, Apple which has for some time made China its second home must consider the country’s customs and values when making decisions (Xian, 2020). Even in the United States where Apple is headquartered, the company has many employees from different backgrounds culturally which it has to be careful within many ways so that all employees are considered at the organization.

Clark Healthy Workplace Inventory for NURS 6053 Week 7 Workplace Environment Assessment

Clark Healthy Workplace Inventory is a critical assessment tool of the workplace. This tool measures critical parameters such as whether the members of an organization share their organizations, mission, vision, trust, and respect based on a collective effort (Rosen et al., 2018). This tool also measures whether there is a good level of trust between employees of all cadres-from top management to the lowest level. Communication is also an important parameter in evaluating the level of an organization’s civility level. Broken communication means that an organization is facing challenges whereas positive communication means that there is a good level of trust, transparency, and respect.

Things that Surprised Me

One of the things I found surprising from the results is that many healthcare facilities put more emphasis on profitability instead of their worker’s welfare. Poor employee engagement directly affects patient outcomes. I work for a private healthcare facility that cares mostly about how many patients are treated daily, the more the better because of profitability. This system means that nurses work overtime and work under a lot of pressure to meet the demands of all patients. This factor has strained the working relationship between the nurses and the management leading to incivility.

How My Organization Can Apply the Theory in the Selected Article

To promote civility, my organization must adopt the approach of balancing its needs with the needs of the workers. Just like profits is important to the organization, so is personal growth and fair treatment is to employees. Fair treatment and a conducive work environment boost the level of civility in organizations (Clark, 2015). Motivation is essential in getting quality work from employees, increasing employee productivity, and enhancing their speed of productivity. Effective leadership works hand in hand with motivation. Where there is poor leadership, employees become confused, demotivated, and ‘directionless.’ Similarly, without proper motivation, employees cannot give their best, resulting in low and reduced productivity. Effective leaders motivate their employees by creating a friendly work environment, encouraging positive communication, and promoting creativity (Prabowo, Noermijati, & Irawanto, 2018, p. 171). Based on this analogy, my organization should increase the level of employee motivation to improve workplace civility.

My organization should also promote communication between workers. Teamwork and individual behavior can make healthcare safer for patients as it improves the quality of care given to patients. As mentioned above, members of staff that are in good communication with each other are not only motivated but are also likely to avoid many errors when dealing with patients (Rosen, et al., 2018, p. 433). Effective communication boosts the morale of the staff making them highly productive. A healthcare organization that has an effective communication structure in place is likely to be more successful with regards to patient outcomes and safety compared to one with poor communication structures. Moreover, effective communication promotes efficiency leading to improved outcomes both for the organization and the employees.

Conclusion

Civility is a critical factor in the management of health organizations. Organizations can measure civility by conducting a workplace assessment. Such assessments are aimed at finding the level of employee engagement, employee satisfaction, communication, teamwork, and other practices that boost civility in the workplace.

References

Prabowo, T. S., Noermijati, N., & Irawanto, D. W. (2018). The influence of transformational leadership and work motivation on employee performance mediated by job satisfaction. Jurnal Aplikasi Manajemen, 16(1), 171-178. http://dx.doi.org/10.21776/ub.jam.2018.016.01.20

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

Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing education and practice. The Journal of Nursing Administration, 41(7/8), 324–330.

Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, L. E., Thompson, D., Pronovost, P. J., & Weaver, S. J. (2018). Teamwork in healthcare: Key discoveries enabling safer, high-quality care. American Psychologist, 73(4), 433-450. https://doi.org/10.1037/amp0000298

Silva, S. D., & Mendis, B. A. K. M. (2017). Relationship between transformational, transaction and laissez-faire leadership styles and employee commitment. European Journal of Business and Management, 9(7), 13-21. https://www.researchgate.net/publication/334494910

Xian, J., Li, B., & Huang, H. (2020). Transformational Leadership and Employees’ Thriving at Work: The Mediating Roles of Challenge-Hindrance Stressors. Frontiers in Psychology, 11, 1400. https://doi.org/10.3389/fpsyg.2020.01400

ADDITIONAL INSTRUCTIONS FOR THE CLASS

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• Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, including a minimum of one scholarly source, and be at least 250 words. Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source. One or two-sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words. I encourage you to incorporate the readings from the week (as applicable) into your responses.

• Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately. In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies. Participation posts do not require a scholarly source/citation (unless you cite someone else’s work). Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week. NURS 6053 Week 7 Assignment Work Environment Assessment

• APA Format and Writing Quality

Familiarize yourself with the APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition.

• Use of Direct Quotes

I discourage over-utilization of direct quotes in DQs and assignments at the Master’s level and deduct points accordingly. As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content. It is best to paraphrase content and cite your source.

• LopesWrite Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me. Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes. Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own? Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for tips on improving your paper and SI score.

• Late Policy

The university’s policy on late assignments is a 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

• Communication

Communication is so very important. There are multiple ways to communicate with me: Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class. Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

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