Discussion 1: Fostering a Positive Work Environment: Assessing and Appreciating the Healthy Workplace

1st discussion (2 references needed)

Work Environment Assessment

The Work Environment Assessment of my place of work shows the score of 94, which is a very positive and healthy work setting. The high marks in many areas show a strong sense of community, respect, and teamwork. Key strengths include respectful and effective communication, trust between staff and leadership, and a shared commitment to the organization’s goals and vision. A healthy and respectful work culture also includes seeing workers as valuable assets and giving everyone an equal chance to be recognized for their work. All these things point to a civil workplace where workers feel appreciated, heard, and respected.

Situation where I have experienced incivility in the workplace

My organization has a commendable emphasis on understanding and accommodating employees’ family obligations and the importance of work-life balance. According to Boamah (2017), transformational leadership in nursing is characterized by leaders who inspire, motivate, and stimulate their followers intellectually. This understanding is exemplified by the ease with which employees can obtain approval for days off, provided they give advance notice. Such policies are applied equitably across all staff, fostering a sense of fairness and mutual support. Consequently, when there is a staff shortage, many team members willingly fill the gap, demonstrating a solid camaraderie and collective responsibility.

Moreover, the diversity within my department, encompassing various cultures, ethnicities, and LGBTQ+ identities, sometimes presents challenges in reaching consensus. Even though much work has been put into it, the healthcare system still has health disparities (Douglas et al., 2019). Nevertheless, the organization proactively addresses these challenges by educating all employees on cultural understanding and effective communication. This education is critical in ensuring respectful and effective interactions among a diverse workforce.

Incorporating the concept of servant leadership, as characterized by humility in leaders (Ahmed et al., 2022), my department’s leadership description can be further nuanced. The leadership’s proficiency in conflict mediation is a demonstration of skill and an embodiment of servant leadership qualities. Their approach to handling disagreements and conflicts, which encourages employees to discuss and address negative issues without fear openly, can be seen as a reflection of their humility. By admitting their limitations and acknowledging they are imperfect, these leaders create an environment of mutual trust and respect. This humility allows for a more open, trusting, and collaborative work environment, as employees feel supported and valued by leaders who are approachable and understanding of their perspectives.

2nd discussion (2 references needed)

After completing the Clark Healthy Workplace Inventory, it was identified that the student’s healthcare organization maintains a mildly healthy civility score of 62. According to this assessment, mildly healthy ranges from 60 to 69. Although these results are low, it leaves room for much improvement. The results suggest that this workplace environment is mildly healthy regarding civility. This score suggests there is much room for improvement. When employees are forced to work in such environments, they often seek employment elsewhere with a higher civility score. Having a higher civility score makes the environment much more enjoyable for employees, increasing the likelihood of longevity with the employee. A happy employee translates into direct patient care and optimal results.

The civility climate in the workplace is defined as the employees’ perception of how to manage practices, procedures, policies, and rules to keep the workplace civil (Hossny & Sabra, 2021). It is often said that civility increases productivity. When employed by an organization with low civility, employees often focus on potential future incidents rather than on the task at hand. Some companies estimate that negative behavior costs millions of dollars in lost productivity (Bock, 2018)

Unfortunately, I have witnessed much incivility in my work environment. The student believes the incivility identified is due to stress and workload. In my current healthcare organization, employees are often tasked with multiple individual’ workloads. One instance I witnessed was an argument between colleagues. Evidently, there was a lack of communication between these individuals, leading to a lack of scheduling for the patient, and ultimately, the patient was not seen. In a home health setting, not scheduling patients for visits can ultimately be detrimental to their health, which is the opposite of what home health is intended for. This lack of communication caused a visible argument among the office staff; voices were raised, and tempers flared. This was later handled by management by providing coaching to these individuals separately. Coaching is highly personalized and is often used to help educate and encourage employees to improve their work habits, adapt to a changing workplace environment, or prepare for a new role (Marquette University, 2022). Situations like these happen way too often in my current healthcare organization. There are much bigger issues at hand that need to be addressed to prevent these issues from happening in the future. As previously stated, the workload is overwhelming and inflicts additional stress on the employees, which increases the likelihood that mistakes will happen and tempers will flare.

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