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Workplace Civility

Workplace Civility

Sample Answer 

Workplace Civility

In the past few years, workplace incivility and negative workplace behaviors have emerged as some of the hot topics in the field of organizational behavior. In particular, hundreds to thousands of researchers have focused on identifying the ways different types of incivility and toxic work behaviors and environments can impact individual-level, group-level, or organization-level outcomes (Schilpzand, De Pater, & Erez, 2016). Initially, studies primarily concentrated on incivility features, such as workplace deviance, aggression, abusive supervision, bullying, and dictatorial leadership, analyzing their effects on staff attitudes and behaviors, including motivation, input, teamwork, work completion, turnover, and well-being. In particular, the outcomes of these studies have revealed that most of these negative workplace behaviors can heighten stress and anxiety, increase turnover intentions, lower organizational citizenship attitudes and behaviors, kill the desire to engage in teamwork, and reduce employee performance (Clark, 2011). Based on this background, this research paper primarily aims to conduct a workplace environment assessment of my organization by evaluating the presence and impacts of incivility, dictatorial leadership, and toxic work environments, as well as explore the available literature on the subject and provide evidence-based strategies to develop high-performance interprofessional teams.

Workplace Environment Assessment

Clark Health Workplace Inventory Findings

Based on the Clark Healthy Workplace Inventory outcomes, my workplace scored a mere 46 points, which is extremely low and alarming. This true reflection of my workplace implies that it is unhealthy and lacks civility. One of the reasons is that my immediate former unit manager was dictatorial, autocratic, unbending, and frequently used threats to order staff to do as she requested. This dictatorial and domineering leadership style created a toxic work environment for lowly-ranked employees, meaning that all the requests made by the high-ranking managers were executed negatively. An excellent example is the manager’s order that workers have personal connections by 08:00 AM, without exceptions or room for negotiation. More so, a full-time charge nurse opts to micro-manage some staff members.

Two Surprising Findings and One Finding Confirmed

The two things that surprised me about the results were that my workplace is very unhealthy, and a few statements in the workplace inventory are completely true. For example, the statement that “there are sufficient resources for professional growth and development” in my workplace is not completely correct. One idea that I believed prior to conducting the assessment is that my workplace is uncivil and toxic.

The Health and Civility of My Organization

I work in an extremely toxic and uncivil environment. The absence of civility is directly linked to the dictatorial or autocratic management style of the charge nurse. She constantly makes sudden changes without informing or consulting team members, a factor that often irritates staff members because they are often forced to adjust to the changes rapidly with no hesitation or negotiation. She often completely disregards the importance of communication in creating efficiency, cohesion, commitment, and teamwork. According to Schilpzand, DePater, &Erez (2016), failing to communicate effectively and properly, especially by disabling feedback channels, can demoralize the team and, in doing so, lower commitment and performance.

Literature Review

A literature review is an important part of the research that seeks to survey and evaluate scholarly sources (including theses, journal articles, and books) linked to the particular research question or topic of interest. It presents the substantive evidence, theoretical contributions, and identifies the gap in research. To identify the most appropriate scholarly sources that fit this study, two keywords (effects of incivility in nursing work environments and ‘evidence-based strategies to create high-performance interpersonal teams to solve incivility in nursing work environments) were typed and searched in Google Scholar and EBSCOhost databases. Initially, a total of 20 articles were identified based on their relevance to the topic of incivility. The list was further narrowed down to 4 articles (Clark, 2011; Milesky et al., 2015; Schilpzand, De Pater, & Erez, 2016; and Zhang et al., 2018) based on the relevance to the nursing practice and year of publication – which was approximately ten years from now. The concept or idea of civility should be implemented in my organization by encouraging effective communication and respect for each other among staff members without considering ranks.

Theoretical Basis for Improvement

According to Schilpzand, De Pater, & Erez (2016), ‘incivility’ refers to a toxic work environment characterized by intentional negative behavioral constructs, specifically abusive and authoritative/dictatorial management, aggression, and is not clearly diagnosable. Its intent is to harm (Milesky et al., 2015). With intimidation, incivility creates an unhealthy workplace that discourages effective communication, teamwork, and collaboration, destroying motivation. According to Zhang et al. (2018), incivility in the workplace directly affects nurses’ motivation to work, creates discontent, and can encourage high turnover rates.

Application of the Theory

All the primary incivility aspects and characteristics identified above were present at my workplace, as indicated by the very low Clark Healthy Workplace Inventory score of 46. We lacked teamwork, the charge nurse was authoritatively ordering us around with no room for negotiation, we were demoralized, and our performance was poor. The dictatorial and toxic work environment was also responsible for the resignation of 12 staff members. However, to address this incivility, my organization should implement a reward and punishment system and strive to create a healthy working relationship whereby top managers indulge staff members in decision-making. This means the charge nurse should stop being dictatorial and be more accommodating and understanding.

Evidence-Based Strategies to Create High-Performance Interprofessional Teams

Strategies to Address Organization Areas for Improvement

My organization needs to implement the following four strategies to promote civility, reduce toxicity, and foster high-performance interprofessional teams. Firstly, the organization needs to educate leaders, including the charge nurse, about diversity in thinking and personalities to assist them in understanding themselves and others better. Secondly, the organization must create an inclusive, respectful, safe, and judgment-free workplace by encouraging honest, two-way communication, accommodating employee feedback, and indulging all staff members in decision-making (Milesky et al., 2015). The organization also needs to offer teamwork and communication training. Lastly, the firm should introduce a reward-punishment framework that rewards good performance and punishes lawlessness, especially at team levels, to encourage cooperation and teamwork.

Strategies to Bolster Successful Practices

Several strategies can also be implemented to bolster successful practices present in the organization, particularly the HR manager’s willingness to listen and make changes and the existing nurse-to-nurse consultative reporting meant to reduce errors. Milesky et al. (2015) state that the HR manager’s actions can be strengthened by advocating for institution-wide behavioral and attitude change. In particular, creating a platform that all other leaders, including the charge nurse, can learn from the HR to be understanding, honest, and accommodating when communicating, can produce far-reaching organizational change. Similarly, the present nurse-to-nurse consultative reporting can be made effective if only staff members are involved in deciding whether or not and how to implement the strategy. According to Clark (2011), allowing staff members to have decision-making input can reduce discontent and boost efficiency during implementation.

Conclusion

A healthy work atmosphere is one in which staff members are free to share their opinions and operate without intimidation. On the other hand, an uncivil work environment is toxic and is characterized by intentional negative behavioral constructs, including dictatorial management, abuse, threats, aggression, lack of motivation, and poor performance. I identified all these items in my workplace environment assessment. In my organization, teamwork was absent, and the charge nurse was authoritatively ordering us around with no room for negotiation; we were demoralized, and our performance was below par. To improve these areas of weakness, the organization needs to educate leaders, including the charge nurse, about diversity in thinking and personalities to assist them in understanding themselves and others better. Also, the organization must create an inclusive, respectful, safe, and judgment-free workplace that encourages honest, two-way communication, accommodates employee feedback, and engages all staff members in decision-making. On the other hand, the firm can bolster its strengths (including existing nurse-to-nurse consultative reporting and the HR’s willingness to listen and change the system) by allowing staff members to have a say in decision-making.

References

Clark, C. M. (2011). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 8–22. Retrieved April 6, 2020, from https://doi.org/doi:10.1097/NNA.0b013e31822509c4

Milesky, J. L., et al. (2015). Promoting a culture of civility in nursing education and practice. Journal of Nursing Education and Practice, 5(8), 90-94.

Schilpzand, P., De Pater, I. E., & Erez, A. (2016). Workplace incivility: A review of the literature and agenda for future research. Journal of Organizational Behavior37, S57-S88.

Zhang, S., et al. (2018). Impact of work incivility in hospitals on the workability, career expectations and job performance of Chinese nurses: A cross-sectional survey. British Medical Journal Open, 8(12), e021874.  doi: 10.1136/bmjopen-2018-021874

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Question 


Workplace Civility

The Assignment (3-4 pages total. Include introduction and conclusion):

Part 1: Work Environment Assessment (1 page)

  • Review the Work Environment Assessment Template you completed for this Module’s Discussion.
  • Describe the results of the Work Environment Assessment you completed on your workplace.
  • Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed. (2 things that surprised me about the results were my work place is very unhealthy and there are few statement in the workplace inventory that are completely true. For example “there are sufficient resources for professional growth and development.” One idea that I believed prior to conduct the assessment is my workplace is uncivil)
  • Explain what the results of the Assessment suggest about the health and civility of your workplace. (please refer the assignment that I attached)

Part 2: Reviewing the Literature (1page)

Workplace Civility

Workplace Civility

  • 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.
  • 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.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1 page)

  • Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
  • Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

Workplace Environment Assessment

Titles are suggestions only but will help you organize this fairly big paper. Begin with the title of your work and an introductory paragraph and clear purpose statement. End with a conclusion. At this point I expect all APA formatting, grammar, and spelling to be correct.

  • (Level 1 Heading) Part 1: Work Environment Assessment
  • (Level 2 Heading) Clark Health Workplace Inventory Findings
  • (Level 2 Heading) Two Surprising Findings and One Finding Confirmed
  • (Level 2 Heading) The Health and Civility of My Organization

Part 2: Literature Review

Any literature review starts with a brief explanation of your keywords and databases used, the number of articles reviewed and identification of the ones selected for review. Here is where you will choose a theory or concept to guide your organization.

(Level 2 Heading) Theoretical Basis for Improvement

  • Start by explaining the theory you choose.

(Level 2 Heading) Application of “x” Theory

Application is key here. Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.

Workplace Civility

Workplace Civility

  • 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.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams

  • (Level 2 Heading) Strategies to Address Organizational Areas for Improvement
  • Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment. This is things that need to change to address deficiencies.
  • (Level 2 Heading) Strategies to Bolster Successful Practices
  • Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment. This is recommendation to make what is working, be even better.

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