NURS 6053 Week 7 Discussion – Workplace Environment Assessment
NURS 6053 Week 7 Discussion – Workplace Environment Assessment
Module 4: Communication and Relationship Building (Weeks 7-9)
Laureate Education (Producer). (2018). Diagnosis: Communication Breakdown [Video file]. Baltimore, MD: Author.
Learning Objectives
Students will:
- Assess work environments for workplace civility
- Analyze strategies to address workplace incivility
- Analyze evidence-based theories for promoting organizational health
- Recommend strategies for improving workplace environments
| Due By | Assignment |
| Week 7, Days 1–2 | Read the Learning Resources. Compose your initial Discussion post. |
| Week 7, Day 3 | Post your initial Discussion post. Begin to compose your Assignment. |
| Week 7, Days 4-5 | Review peer Discussion posts. Compose your peer Discussion responses. Continue to compose your Assignment. |
| Week 7, Day 6 | Post two peer Discussion responses. |
| Week 8, Days 1-7 | Continue to compose your Assignment. |
| Week 9, Days 1-6 | Continue to compose your Assignment. |
| Week 9, Day 7 | Deadline to submit your Assignment. |
Photo Credit: [Steve Debenport]/[ E+]/Getty Images
Learning Resources
Note: To access this week’s required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.
Required Readings
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
- Chapter 5, “Collaborative Leadership Contexts: Networks, Communication, Decision Making, and Motivation” (pp. 121–144)
- Chapter 9, “Creating and Shaping the Organizational Environment and Culture to Support Practice Excellence” (pp. 247–278)
- Chapter 10, “Building Cohesive and Effective Teams” (pp. 279–298)
Select at least ONE of the following:
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
Note: You will access this article from the Walden Library databases.
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563
Note: You will access this article from the Walden Library databases.
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. Retrieved from /orders/www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. Journal of Continuing Education in Nursing, 45(12), 535–542. doi:10.3928/00220124-20141122-02
Note: You will access this article from the Walden Library databases.
Document: Work Environment Assessment Template (Word document)
Required Media
TEDx. (2017, April). Jody Hoffer Gittell: The power of a simple idea [Video file]. Retrieved from /orders/www.youtube.com/watch?v=X7nL5RC5kdE
Laureate Education (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD: Author.
Week 7
Discussion: Workplace Environment Assessment
How healthy is your workplace?
You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.
There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.
To Prepare:
- Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
- Review and complete the Work Environment Assessment Template in the Resources.
NURS 6053 Week 7 Discussion – Workplace Environment Assessment Sample Paper – Week 7 Discussion
NURS 6053 – Workplace Environment Assessment
|
Work Environment Assessment Template
Use this document to complete the Module 4 Workplace Environment Assessment.
| Summary of Results – Clark Healthy Workplace Inventory | The civility score for my workplace on a scale of (20-100) is 85. This score means that my work environment is moderately healthy. The workplace environment scored highly in the areas concerning how the members live by the vision and mission of the organization. There is a high level of trust among members of the workplace, as evidenced by clear and transparent communication. Employees are valued, and they are viewed as assets, while individual achievement is also collectively celebrated. On the other hand, the workplace environment got an average score on employee’s compensation and remuneration. Similarly, the workload is not equitably distributed, which makes the organization fail to retain their best talents and brightest employees. |
| Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed. | The results were surprising. Firstly, the score correctly matched the level of civility for my organization. Secondly, the results can be used as an essential tool to improve my workplace environment significantly. Before conducting the assessment, I believed that respectfully treating the employees increases the civility of an organization. The assessment confirmed my belief since my organization scored highly as a result of treating employees fairly. |
| What do the results of the Assessment suggest about the health and civility of your workplace? | My workplace civility score is 85. This score implies that my workplace is moderately healthy, and it can be improved to meet the standards of a very healthy workplace environment. |
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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. |
The article about transformational leadership explains how nurse leaders can inspire and encourage other employees to create change, which leads to the overall growth of the organization (Clark, 2015). Clark et al. (2011) describe how the leaders can cultivate the culture of civility in the workplace environment through fair treatment and respecting the employees. Similarly, Griffin and Clark (2014) highlight some of the intervention measures to curb incivility in the workplace. This article describes how violence can contribute to incivility and how to control it. The theory described in the articles relates to the results I obtained for my workplace environment. Firstly, my workplace environment scored highly due to the presence of transformational leaders who inspire and cultivate the culture of civility. Secondly, workplace violence is minimized through conflict resolution and transparent communication.
|
| 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. | My workplace environment can use the theories in the articles above to improve the health of the organization by employing transformational leadership skills and resolving conflicts amicably. For example, my organization can achieve high retention of employees through the provision of competitive remuneration packages. |
| General Notes/Comments | Workplace civility is essential for the overall health of the organization. It is essential to assess civility regularly and improve on the areas that might cause incivility. |
References
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. Am Nurs Today, 10.
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. JONA: The Journal of Nursing Administration, 41(7/8), 324-330.
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535-542.
By Day 3 of Week 7
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.
By Day 6 of Week 7
Respond to at least two of your colleagues on two different days by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.
Submission and Grading Information
Grading Criteria
To access your rubric:
Week 7 Discussion Rubric
Post by Day 3 and Respond by Day 6 of Week 7
To participate in this Discussion:
Week 7 Discussion
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.
- 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. NURS 6053 Week 7 Discussion – Workplace Environment Assessment
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- 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.
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