Introduction
Incivility is one of the most common issues in healthcare. It impacts nurses’ productivity and can lead to poor-quality patient care and increased staff turnover. Assessing the work environment to identify existing issues and develop strategies to address them is critical to maintaining an effective organization. Therefore, this paper presents a comprehensive analysis of the work environment and develops solutions to address shortcomings and strengthen positive aspects.
Work Environment Assessment
The findings of the workplace assessment at the organization give a broad picture of several emotional health and civility issues. To quantify the direction of change, the Clark Healthy Workplace Inventory was frequently used to assess twenty indicators, ranging from organizational vision to employee satisfaction and conflict resolution. The assessment returned a majority of feedback indicating a generally good and peaceful working environment.
It was interesting to see that communication has remained a strength for the organization. The key factors are transparency, integrity, and respect. Moreover, there was a positive correlation among employee satisfaction, engagement, and morale, indicating that employees feel highly valued and supported. Working in teams, collaborating with individuals, and collectively praising achievements fostered a feeling of belonging and goodwill among the company’s employees.
At the same time, the assessment pinpointed areas that needed improvement. The organizational capability to attract and retain talent was only partly strong, as suggested by the average scores for retaining “the best and brightest” and providing enough opportunities for advancement. Moreover, trust in formal management was evident but less prominent than the other traits, suggesting an area for improvement in the management-employee relationship.
The evaluation results revealed two unexpected points. First, despite a general sense of strength and communication among the organization’s members, management failed to motivate and retain top employees or to support their career development. It was surprising because it contrasted with the healthy and supportive environment identified in the assessment. Second, my manager’s resignation shortly after my promotion suggested that the leadership structure may have issues that needed to be explored and addressed.
Before the evaluation, I thought that conflict resolution and problem-solving that did not involve disrespect were the foundation of a healthy workplace. However, the assessment did not show that the company’s employees handled disagreements respectfully and responsibly, as they did not apply effective conflict-resolution methods. My perception that the interaction between employees and the conflict-resolution process needs to be meaningful and positive to create an exemplary work environment was confirmed.
The evaluation results suggest that my workplace is a favorable, civil environment. Nevertheless, some areas need improvement and further attention. Organizational failure to retain top talent and provide sufficient career opportunities could, in the long run, hinder the company’s competitive edge. Furthermore, my manager’s unexpected departure highlighted the importance of effective leadership and sound strategies for organizations to stay on top of things.
Moreover, this evaluation demonstrated the need for continuous assessment and for measures to address unannounced shortcomings and continually strengthen strengths. By tackling problems related to employee retention and job opportunities, an organization can thus maintain satisfaction, involvement, and greater overall well-being. In addition, developing strong manager-employee relationships, promoting open communication, and providing employee training might help build a sense of collectivity and trust in the workplace.
Reviewing the Literature
The literature review presented evidence from many papers on the effects of the work environment on nurses and offered a range of strategies to address these issues. Clark (2019) notes that a hostile work environment leads to poor patient care and group dynamics. Additionally, in their discourse, the researchers Hover and Williams (2022) comment on the destructive consequences of bullying in nursing for new nurses. Adopting a resolution to such situations may be the key to preventing lateral violence.
Moreover, studies highlight advanced techniques to enhance the working environment for nurses. It chalks up these critical strategies, such as creating a shared vision, enhancing literacy, fostering accountability, and providing the support needed to develop a civic culture in the workplace (Ota et al., 2022). In addition, what can be the solution to bring about civil culture is systems thinking. Stalter et al. (2020) claim that this approach will help control unwanted behavior and can contribute to effectively training all nurses.
The studies considered reinforce the recommendations of workplace assessment. For example, lateral violence, as revealed by Hover and Williams (2022), illustrates the deficiencies in management-employee relationships and talent retention identified by the assessment. Moreover, implementing those approaches may be helpful to the organization or in other fields. It includes measures such as developing vision, delivering education, strengthening accountability, and expanding the scope of support. It may enhance organizational health, facilitate the formation of more functionally diverse teams, and foster a culture that promotes employee satisfaction and patient safety.
Evidence-Based Strategies to Create High-Performance Interprofessional Teams
To overcome the barriers detected, the organization can use several basic strategies. First, it may look at civility training programs for healthcare workers and develop and implement them (Clark, 2019). These programs include teaching employees about the harmful consequences of insubordination on patient safety, organizational issues, and skills, as well as methods to encourage respect and respectful behavior. By boosting awareness and fostering a culture of civility, the organization can mitigate the drawbacks of interpersonal conflict and build a more civilized working environment.
Second, the organization can develop a formal support system for nurses reporting lateral violence or bullying (Hover & Williams, 2022). It can take the form of one-on-one confidential counseling, peer support groups, or counselors with skills in conflict resolution and emotional support. By creating an environment where survivors can access support and alternative coping mechanisms, the organization can mitigate lateral violence among nurses, thereby improving retention rates among new nurses.
At the same time, it is essential not only to implement solutions to the identified issues but also to use strategies to maintain the positive aspects identified in the Work Environment Assessment. The organization could facilitate interdisciplinary collaboration by allowing shared decision-making and problem-solving within healthcare teams (Ota et al., 2022). It means bringing people together for regular interdepartmental meetings, ensuring smooth interaction, and fostering cooperation and mutual understanding among team members.
Furthermore, systems thinking methodologies can help improve inter-professional team civility and performance. It can include principles of systems thinking and encourage a holistic approach to organizational dynamics, promoting proactivity in problem-solving and innovation (Stalter et al., 2020). Through a systems-based approach, the organization can identify the root causes of workplace uncivil behavior and create a more system-oriented, flexible working environment.
Conclusion
The Work Environment Assessment identified key strengths and weaknesses in work organization that can impact employee performance. While the organization promotes transparent communication, collaboration, and employee wellness, some aspects, such as shared vision, trust, and ability to attract talent, require improvement. Implementing comprehensive strategies to address issues and strengthen capabilities could positively impact organizational performance, employee well-being, and patient outcomes.
References
Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44–52.
Hover, L. A., & Williams, G. B. (2022). New nurses’ experience with lateral violence and their decision to remain in nursing. International Journal for Human Caring, 26(4), 199–208.
Ota, M., Lam, L., Gilbert, J., & Hills, D. (2022). Nurse leadership in promoting and supporting civility in health care settings: A scoping review. Journal of Nursing Management, 30(8), 4221-4233.
Stalter, A. M., Phillips, J. M., Goldschmidt, K. A., Brodhead, J., Ruggiero, J. S., Scardaville, D. L., McKay, M., Bonnett, P. L., & Merriam, D. (2020). Promoting civility in nursing practice using systems thinking: Evidence‐based teaching strategies for nurse educators. Nursing Forum, 55(4), 754-762.