Workplace Incivility Essay

Workplace Incivility

Part 1: Work Environment Assessment

A review of the workplace inventory results reveals that the organization presents an unhealthy environment with a score of 59. The organization scored very poorly in areas concerning career advancement and development, job satisfaction workload, and recommendation of the organization as a good workplace. Still, it scored fairly well in areas concerning mentoring programs, appreciation and achievements, and promotion of teamwork. It is important to note that no aspect of the workplace environment performed exceptionally well, to imply that there is much room for improvement in all aspects of the workplace environment.

There were two surprising things about the assessment results. The first surprise was that the workplace had an exceptionally low score. As a member of staff in the organization, I am aware that the workplace environment is unfavorable for personnel, but I was not aware that it was that bad. Maybe it is because I have never taken the time to understand what is wrong in the workplace. The second surprise is that no aspect of the workplace environment had exceptional good cores (none had a score of 5). This was a surprise since it would be expected that even if the workplace has a low average score, there are areas that would be expected to have good performance. But that was not the case thus indicating serious management failure. Workplace Incivility Essay

The workplace environment assessment reveals that there is significant incivility. The personnel are subjected to unfair treatments and appear not to have any avenue for redressing their concerns. This has created an environment in which personnel feel unsatisfied. In addition, this unfair and unfavorable environment has created a culture of incivility so that personnel expect this treatment. Besides that, there is no mutual respect between the different professions thus making it difficult for personnel to interaction, communicate and support each other in completing professional tasks (Clark et al., 2011).

Part 2: Reviewing the Literature

Clark (2019) presents the results of a study to identify the strategies for addressing incivility in the workplace. The author reports that nurses have a professional and ethical obligation to create and foster a civil and healthy work environment. This is important as it enables the nurses to protect the safety of their patients. Based on the awareness that nurses must first have the capacity to foster a civil work environment before being able to protect their patients, the study postulates the including civility training for nursing students ensures that they are able to create and foster a civil work environment. Towards this end, the study sought to identify the best strategies for enabling nursing students to acquire the knowledge and skills required for dealing with incivility in the workplace. In its results and conclusion, the study noted that cognitive rehearsal should be combined with debriefing, deliberate practice, evidence-based scripting and simulation as the most suitable strategies for preparing nursing students to handle incivility in the professional work environment. The concept described in the article is an evidence-based approach to educating nurses on how to practice with addressing workplace incivility cases. The education approach is presented in a non-threatening controlled environment where the students can be corrected and allowed to practice to become familiar, skilled and experienced in addressing incivility. In engaging a skilled educator/facilitator, the described education approaches would direct learning to improve outcomes (Clark, 2019). Workplace Incivility Essay

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The concept presented in Clark (2019) focuses on ensuring that nurses can be engaged in a classroom environment as students to learn about how to address incivility in the workplace. The concept is useful for creating stronger interdisciplinary teams in the workplace and improving the organization’s environment so that it is more favorable for the personnel. In fact, the concept can be applied as a civility training strategy that deliberately prepares the personnel to apply the same approaches in determining what constitutes civility and incivility, and the most appropriate strategies for addressing any emerging concerns (Clark, 2019). There are two opportunities for the concept to be applied in any organization. The first opportunity is applying the concept to the whole organization by providing personnel training and engaging the services of an expert trainer to deliver in-person training. The expert trainer comes into the organization and trains the person on site. The second opportunity is applied the concept in a virtual instructor led training. This makes use of information and communication technologies such as the computer and internet to create remote and interactive training experiences for the personnel. This is intended to enable the personnel participate in the training offsite (from any location) in real time. The two personnel training opportunities would ensure that the training is effectively delivered, led by an expert, and delivered in a manner that encourages activity, interaction and practice (Griffin & Clark, 2014). In this respect, applying the concept described in Clark (2019) would help to improve the organizational health and create stronger work teams through effectively training personnel on how to address incivility in the professional practice environment. Workplace Incivility Essay

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

The workplace environment assessment results reveal that the organization offers a poor environment with low satisfaction levels among the personnel. There are clear indications of favoritism, victimization and nepotism as established behaviors and part of the organization’s culture. Although these behaviors create an uncivil work environment, they have been accepted as normal practice at the organization. There is much incivility in the workplace with no clear measures implemented to present a civil workplace. This is particularly so for the interactions between personnel from the different professions. The different professions have differing responsibilities, but there are instances when inherent prejudices present within interdisciplinary teams cause some professions to feel undervalued and their opinions ignored while others feel that their opinions carry more weight. This is particularly the case for the interactions between nurses and physicians where nurses have been ignored and berated for doing their job with no opportunities for seeking recourse because of the existing power structures. This has resulted in low performance teams at the organization.Workplace Incivility Essay

There are five strategies that can be implemented to bolster performance and address the shortcomings revealed in the work environment assessment. The first strategy involves ensuring that each interdisciplinary team is comprised of the right mix of professions with the requisite skills and expertise to complement their knowledge, skills and abilities. This would ensure that the team has the capabilities to perform its professional functions. In addition, this strategy introduces diversity into the team and organization. The diversity would then be leveraged to improve productivity and creativity by presenting differences in perspectives that would then be valued to positively influence the organization and contribute to its performance. The second strategy is to present a clear code of conduct that outlines what constitutes good conduct and how to address cases of incivility. This would help to change the organization culture so that incivility is eliminated (Weiss, Tappen & Grimley, 2019). The third strategy is enabling the free flow of information within the organization by presenting a shared agreement for frequent and respectful interactions among the personnel. This can take the form of team building activities and communication training to enable the personnel engage in transparent communication that politely transmits what is intended (Finkelman, 2019). The fourth strategy is having a well-structured conflict resolution strategy that outlines how constructive approaches would be applied to resolve the different types of conflict. Having a strategy ensures that the conflict is depersonalized. In addition, a good conflict resolution strategy can improve thinking, learning and performance. Through managing each conflict in a clear and fair manner, the organization is able to exchange information in a manner that facilitates problem solving and decision making even as ideas are generated. The final strategy involves training the personnel on team dynamics, role expectations, conflict resolution and team communication so that they are better able to communicate and resolve conflicts (Stanley, 2017).Workplace Incivility Essay

References

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44(2), 64-68. https://doi.org/10.1097/NNE.0000000000000563

Clark, C., 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. https://doi.org/10.1097/NNA.0b013e31822509c4

Finkelman, A. (2019). Professional Nursing Concepts: Competencies for Quality Leadership (4^th ed.). Jones & Bartlett Learning, LLC.

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. https://doi.org/10.3928/00220124-20141122-02

Stanley, D. (2017). Clinical Leadership in Nursing and Healthcare: Values into Action (2^nded.). John Wiley & Sons, Ltd.

Weiss, S. A., Tappen, R. M., & Grimley, K. (2019). Essentials of Nursing Leadership & Management (7^thed.). F. A. Davis Company. Workplace Incivility Essay