Workplace Environment Assessment

Introduction

Workplace environment and organizational culture, especially in the healthcare setting,
are essential in the holistic healthcare goals of improving patient care, addressing providers’
needs, and improving the healthcare system. Healthcare leaders are responsible for the
modeling and conservation of the excellence culture in their organizations, which includes
knowledge, values, and beliefs of the patients and providers (Marshall & Broome, 2017). Upon
completing the Clark Healthy Workplace Inventory, my organization scored 47, which implies
the workplace is very unhealthy for the employees (Clark, 2018). The incivility of the
workplace has led to reduced employee morale, poor patient care, poor wellbeing of the
healthcare providers. This paper will discuss workplace incivility or my organization while
providing an example of a situation and how it was solved.
Workplace Environment

The results of the assessment indicate that my workplace is very uncivil. The leaders of
the hospital are responsible for the formation of an enabling environment for healthcare
providers to speak and be heard, especially concerning patient safety (Clark, 2018). According
to Clark 2015, the six standards of critical care include true collaboration, skilled
communication, appropriate staffing, effective decision-making, authentic leadership, and
meaningful recognition. My organization fails to merit on these standards. Healthcare providers
are not usually involved in decision-making processes based on policies and procedures. Staff
members are not based on acuity, especially in the intensive care unit.

Workplace Incivility

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Workplace incivility has far-reaching effects on patient care, working conditions, and
increased medical costs (Clark, Olender, Cardoni, & Kenski, 2011). One of the assistant nurse
managers in the ICU department is a known bully within the organization. The nurse was one
time verbally aggressive with junior staff, and previous complaints to the administration had
been ignored. When the junior reported her to the management, she received reprimands and
almost lost her job. The nurse had to be relocated to another department. In the new department,
the nurse works with a supportive team. However, management is only concerned with making
profits and overlook employees’ satisfaction.
Conclusion

The leadership in the healthcare system are responsible for fostering civil work
environments to enforce a collaborative culture to improve employee wellbeing and patient
care. Addressing uncivil behaviors in the organization is important in conflict resolution,
practicing effective communication, and improving the quality of care. However, even in
stressful working environments, healthcare professionals should focus on providing efficient,
safe, and quality care to patients while maintaining teamwork.

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References

Clark, C. M. (2018). 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: Nurse leader perspectives. Journal of Nursing Administration,
41(7/8), 324-330. Doi: 10.1097/NNA.0b013e31822509c4
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert
clinician to influential leader (2nd ed.). New York, NY: Springer