ANSWER
Workplace Civ: Work Environment Assessment Outcomes
My workplace received a score of 72 on the Clark Healthy Workplace Inventory (Clark, 2015), which places it in the “Moderately Healthy” category. In terms of creating a polite, cooperative, and encouraging atmosphere in the intensive care unit (ICU), this score represents a combination of strengths and shortcomings. While some elements of the job contribute to great experiences, others need to be addressed right away to avoid burnout and long-term discontent.
Strengths: Teamwork is frequently successful in emergency situations, and ICU nurses have a strong sense of purpose and goal. Professionalism is valued by the majority of employees, which promotes general civility.
Weaknesses Found: There is room for more open and regular communication between management and employees. Additionally, team dynamics can occasionally be disrupted by unresolved interpersonal problems.
These results highlight the necessity of improving leadership engagement with frontline nurses, fortifying communication channels, and establishing more precise procedures for handling disagreements at work.
Workplace Civility
The level of civility at work is generally modest. Colleagues and leaders generally engage in polite conversations, and team members make an effort to help one another throughout demanding intensive care unit shifts. However, this civility is undermined by specific behaviors and structural issues. For instance:
Staff members may feel ignored if leadership does not swiftly address their issues.
Tension during crucial decision-making or contemptuous remarks are examples of unprofessional behavior that can occasionally be made worse by stress levels in the intensive care unit.
Increasing staff emotional intelligence, encouraging leadership to provide a consistent example of appropriate behavior, and encouraging open communication are all ways to increase civility.
Experience with Impoliteness
A senior nurse’s dismissal of a younger team member’s input during a patient handoff constituted an instance of incivility. The newer nurse was embarrassed and uneasy as a result of the older nurse’s public criticism of the report. This conduct hampered open communication and teamwork, both of which are critical in an intensive care unit.
How It Was Handled: At first, the handoff did not directly address the situation, which caused friction within the team. Later on, though, the impacted nurse informed the charge nurse about the problem. The charge nurse responded by helping the two parties have a private conversation to settle the dispute and stressing the value of polite communication in future handoffs. Although this method lessened the immediate problem, it made clear that incivility must be addressed and prevented in a more organized manner.
Suggestions for Enhancement
Leadership Training: To better handle rudeness and assist employees in high-stress situations, give leaders instruction in conflict resolution and effective communication techniques (Clark et al., 2022).
Conduct frequent workshops for ICU staff on civility that emphasize teamwork, emotional intelligence, and polite communication. Research indicates that civility training boosts morale and eases workplace conflict (Lasater et al., 2021).
Mechanisms for Anonymous Feedback: Provide a secure, private channel for employees to report instances of rudeness. Without worrying about reprisals, this can assist leaders in recognizing and resolving persistent problems (Hunt et al., 2020).
Programs for Peer Support: Create peer-to-peer support groups to help employees cope with stress and provide them a forum to talk about problems in a productive way. In high-stress units, these programs have been demonstrated to increase resilience and team cohesion (Siedlecki & Hixson, 2021).
In conclusion
I understand the need of promoting civility in the workplace to improve teamwork and patient care outcomes as an intensive care unit (ICU) nurse making the transition to a family nurse practitioner (FNP). A somewhat healthy workplace with potential for improvement, especially in communication and conflict resolution, is revealed by the Clark Healthy Workplace Inventory scores. By implementing focused measures to address these issues, workplace culture will be improved, nurse well-being will be supported, and patient care quality will eventually increase.
Citations
C. M. Clark (2015). discussions aimed at encouraging and advancing a more polite workplace. 18–23 in American Nurse Today, 10(11). The Clark-Healthy-Workplace-Inventory.pdf file was retrieved from https://www.myamericannurse.com/wp-content/uploads/2015/11/
Olender, L., Cardoni, C., Clark, C. M., & Kenski, D. (2022). Perspectives of nurse leaders on promoting civility in nursing practice and education. 329–335 in Nursing Outlook, 70(3). 1016/j.outlook.2021.12.002 https://doi.org
Hunt, C., Heidorn, T., & Denker, A. L. (2020). Strategies for nurse leaders to foster a culture of civility in the workplace. 20–27 in Nursing Management, 51(2). 10.1097/01.NUMA.0000657356.53584.c4 | https://doi.org
Mood, L., Lasater, K., Dieckmann, N., & Buchwach, D. (2021). The outcomes of a three-part educational intervention on reducing workplace rudeness. 144–150 in The Journal of Nursing Administration, 51(3). 10.1097/NNA.0000000000000986 https://doi.org
Hixson, E., and Siedlecki, S. (2021). Physician-nurse relationships are important. 51(2), 93-99, Journal of Nursing Administration. 10.1097/NNA.0000000000000983 https://doi.org
QUESTION
Please use scholarly references within 5 years. please do not copy student work and other universities.
Attached is the assignment and the rubric
Thank you!
Background ICU Nurse working towards nurse practitioner DNP to FNP (Family Nurse Practitioner)