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Hello, this assignment is 3 parts. each part has to be 2 pages (no less, no more). Follow the template for detailed organizing the paper. Please keep the headings as it is and just fill the parts needed from the following questions. Part 1: Work Environment Assessment (2 pages) Review your Work Environment Assessment discussion. (I provided my discussion for results reference to you, for this section use Clark, 2015) 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. Explain what the results of the Assessment suggest about the health and civility of your workplace. Part 2: Reviewing the Literature (2 pages) Briefly describe the theory or concept presented in the article(s) you selected. (Select one or more from the articles I provided at the bottom of the page EXCEPT Clark 2015) 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 (2 pages) 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. Use minimum of 2 course references (Clerk, 2015 and one more from your selection) and 4 outside references with DOI. Course References: Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdfClark, 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. https://doi.org/10.20467/HumanCaring-D-20-00069Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practice. Nursing Administration Quarterly, 46(3), E16–E23. McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivility. Journal of Continuing Education in Nursing, 52(5), 232–239.
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Clark Healthy Workplace Inventory
You can use the inventory below to help determine the health of your workplace. To complete it, carefully read the 20 statements
below. Using a scale of 1 to 5, check the response that most accurately represents your perception of your workplace. Check 5 if
the statement is completely true, 4 if it’s somewhat true, 3 if it’s neutral, 2 if it’s somewhat untrue, and 1 if it’s completely untrue.
Then total the number values of your responses to determine the overall civility score. Scores range from 20 to 100. A score of 90
to 100 indicates a very healthy workplace; 80 to 89, moderately healthy; 70 to 79, mildly healthy; 60 to 69, barely healthy; 50 to 59,
unhealthy; and less than 50, very unhealthy.
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Completely Somewhat
true (5)
true (4)
Statement
Members of the organization “live” by a shared vision
and mission based on trust, respect, and collegiality.
There is a clear and discernible level of trust
between and among formal leadership and
other members of the workplace.
Communication at all levels of the organization
is transparent, direct, and respectful.
Employees are viewed as assets and valued
partners within the organization.
Individual and collective achievements are celebrated
and publicized in an equitable manner.
There is a high level of employee satisfaction,
engagement, and morale.
The organizational culture is assessed on an ongoing
basis, and measures are taken to improve it based on
results of that assessment.
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There is a comprehensive mentoring program for
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all employees.
There is an emphasis on employee wellness and self-care. □
There are sufficient resources for professional growth
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and development.
Employees are treated in a fair and respectful manner.
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The workload is reasonable, manageable, and fairly
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distributed.
Members of the organization use effective conflict□
resolution skills and address disagreements in a
Members of the organization are actively engaged in
shared governance, joint decision-making, and policy
development, review, and revision.
Teamwork and collaboration are promoted and evident.
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The organization provides competitive salaries, benefits, □
compensations, and other rewards.
There are sufficient opportunities for promotion and
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career advancement.
The organization attracts and retains the
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“best and the brightest.”
The majority of employees would recommend the
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organization as a good or great place to work to
respectful and responsible manner.
The organization encourages free expression of diverse
and/or opposing ideas and perspectives.
their family and friends.
© 2014 Cynthia M. Clark
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American Nurse Today
Volume 10, Number 11
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Neutral
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untrue (2)
Completely
untrue (1)
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www.AmericanNurseToday.com
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Work Environment Assessment
Name
Number/Course
Date
Professor’s Name
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Work Environment Assessment
Creating a civil, respectful work environment is crucial for employee satisfaction and
retention, effective collaboration and communication, and quality patient care (Clark, 2015). The
Clark Healthy Workplace Inventory provides a useful framework for assessing the relative health
and civility of one’s workplace based on 20 evidence-based criteria. Based on my responses on
the Clark Healthy Workplace Inventory, I scored my workplace environment as 70, indicating a
mildly healthy work environment. There are some positive aspects of civility, such as generally
respectful communication and equitable treatment of employees. However, there are also
opportunities for improvement when it comes to conflict resolution skills and workload
distribution.
Work Environment Assessment
My workplace demonstrates some positive aspects of civility, like transparent and
equitable communication, and individual employee achievements are recognized (Hawn, 2020).
These factors likely contribute to the mild feelings of value that employees perceive. However,
there are opportunities for better conflict resolution processes. Disagreements often become
personalized rather than resolved respectfully and objectively. The workload also feels uneven at
times, breeding resentment. Enhancing skills in conflict management and task distribution would
promote greater civility.
Experience with Incivility
I recently experienced incivility in my workplace during staff meetings headed by the
nursing manager. On several occasions when I or other nurses asked clarifying questions about
new policies and protocols, the manager would act dismissive or impatient. Once she even said,
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“If you had bothered to read the memo I sent, you would already know this.” Her words and tone
came across as rude and accusatory when nurses were simply doing due diligence to understand
impact on patient care. I felt anxious speaking up in subsequent meetings for fear of
embarrassment or backlash.
How It Was Addressed
The nursing manager’s uncivil behavior during staff meetings was addressed when
several nurses collaborated to provide anonymous feedback on her leadership style. Rather than
complaining to each other, a group of us sent a carefully worded email asking for the manager’s
support in creating a safe space for communication (Bonotti & Zech, 2021). The manager
thanked us for the feedback and held a unit meeting to have an open discussion about
expectations moving forward. With staff input, she instituted round table discussions where all
voices can be heard during meetings. While not perfect yet, these changes have promoted greater
civility by reducing hierarchical power dynamics between staff and leadership.
Conclusion
Creating a civil workplace environment requires ongoing effort at both an individual and
organizational level (Cometto et al., 2019). As illustrated in my examples, incivility can manifest
in interpersonal communication breakdowns and can permeate aspects of organizational
leadership and culture. Addressing systemic incivility requires commitment from formal
management but also collective, respectful action from employees empowered to advocate for
positive change. Achieving civility involves upholding workplace policies that establish
standards for respect while also building skills in areas like conflict resolution, diversity
competence, and mitigating unconscious bias against certain groups.
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References
Bonotti, M., & Zech, S. T. (2021). Civility as politeness during COVID-19. Recovering Civility
During COVID-19, 65–120. https://doi.org/10.1007/978-981-33-6706-7_3
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American
Nurse Today, 10(11), 18–23. https://www.americannursetoday.com/wpcontent/uploads/2015/11/ant11-CE-Civility-1023.pdf
Cometto, G., Buchan, J., & Dussault, G. (2019). Developing the health workforce for universal
health coverage. Bulletin of the World Health Organization, 98(2), 109–
116. https://doi.org/10.2471/blt.19.234138
Hawn, A. (2020). The civility cudgel: The myth of civility in communication. Howard Journal
of Communications, 31(2), 218–230. https://doi.org/10.1080/10646175.2020.1731882
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Work Environment Assessment
Student Name Here
Program Name or Degree Name, Walden University
Course Number, Section, and Title
(Example: NURS 0000 Section 01, Title of Course)
Instructor Name
Month, Day, Year
(enter the date submitted to instructor)
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Work Environment Assessment
Build this paragraph with the following elements:
1. Briefly detail what has been said or done regarding the topic.
2. Explain the problem with what has been said or done.
3. Create a purpose statement (also commonly referred to as a thesis statement) as the last
sentence of this paragraph: “The purpose of this paper is to describe…”.
Part 1: Work Environment Assessment Results
Results
Describe in this section the results- of your assessment.
Two Things Surprising, and One Idea Confirmed
Under this heading level share two surprising things about the results- and one idea your
believed before conducting the assessment that was confirmed,
What Results Suggested the Health and Civility of Your Workplace
Under this heading level explain what the assessment suggests about the health and
civility of your workplace,
Also include citations from the Clark 2015 article to support your ideas under Part 1 and
do not forget to reference that Clark 2015 also.
Part 2: Reviewing the Literature
Describe Theory/Concepts
Under this heading level describe the theory or concepts from the selected literature, from
any of the Clark articles that would be applicable to your assessment, for instance: A concept
could be Cognitive Rehearsal, etc, but cite and reference the literature.
How Theory/Concepts Relate to WEA Results
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Then under this heading level explain how the concept or theory relates to the WEA, you
will cite and reference the literature that you used to explain how it is relative to the results. Well
described and presented in an organized manner.
Improving Organizational Health/Creating Stronger Teams, Examples
Under this heading level, you will 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. Use literature to support here as well.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Strategies
Teams
Strategies for Addressing Shortcomings
Under this heading level, you will suggest a minimum of two strategies that are supported
in the literature that can be implemented to address any shortcomings revealed in your Work
Environment assessment. You will need to support each strategy as Part 3 is EB Strategies
Strategies for Bolstering Successful Practices
Under this heading level, you will recommend a minimum of two strategies that could be
implemented in your organization or unit to bolster successful practices, You will need to use
evidence-based literature from peer-reviewed articles for the strategies, Each strategy must have
evidence-based literature supporting them.
Conclusion
The conclusion section should recap the major points of your paper. Do not introduce
new ideas in this paragraph; the conclusion should interpret what you have written and what it
means in the bigger picture.
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References
Please note that the following references are intended as examples only. List your own
references in alphabetical order. Also, these illustrate different types of references; you are
responsible for any citations not included in this list. In your paper, be sure every reference entry
matches a citation, and every citation refers to an item in the reference list.
Journal Article; Two Authors; DOI
Leplante, J. P. & Nolin, C. (2014). Consultas and socially responsible investing in Guatemala: A
case study examining Maya perspectives on the Indigenous right to free, prior, and
informed consent. Society & Natural Resources, 27(4), 231–248.
https://doi.org/10.1080/08941920.2013.861554
Journal Article, Two Authors; URL
Eaton, T. V., & Akers, M. D. (20007). Whistleblowing and good governance. CPA Journal,
77(6), 66–71. http://archives.cpajournal.com/2007/607/essentials/p58.htm
Journal Article, More Than Twenty Authors; DOI
Wiskunde, B., Arslan, M., Fischer, P., Nowak, L., Van den Berg, O., Coetzee, L., Juárez, U.,
Riyaziyyat, E., Wang, C., Zhang, I., Li, P., Yang, R., Kumar, B., Xu, A., Martinez, R.,
McIntosh, V., Ibáñez, L. M., Mäkinen, G., Virtanen, E., . . . Kovács, A. (2019). Indie pop
rocks mathematics: Twenty One Pilots, Nicolas Bourbaki, and the empty set. Journal of
Improbable Mathematics, 27(1), 1935–1968. https://doi.org/xxx/xxxxxx
Book; One Author
Weinstein, J. A. (2019). Social change (3rd ed.). Rowman & Littlefield.
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Book; Chapter in an Edited Book
Christensen, L. (2020). For my people: Celebrating community through poetry. In B. Bigelow,
B. Harvey, S. Karp, & L. Miller (Eds.), Rethinking our classrooms: Teaching for equity
and justice (Vol. 2; pp. 16–17). Rethinking Schools.
Professional Organization Web page
Centers for Disease Control and Prevention. (2018). Back to school.
https://www.cdc.gov/features/teens-back-to-school/index.html
Professional Organization Book
American Nurses Association. (2010). Nursing: Scope and standards of practice (2nd ed.).
Two or more works by same author in the same year
Wall, S. (2018a). Effects of friendship on children’s behavior. Journal of Social Psychology,
4(1), 101–105.
Wall, S. (2018b). Trials of parenting adolescents with deviant behaviors. Journal of Child
Psychology, 4(12), 161–167.
Government Article
National Institute of Mental Health. (1990). Clinical training in serious mental illness (DHHS
Publication No. ADM 90-1679). U.S. Government Printing Office.
Lecture Notes
Health effects of exposure to forest fires [Lecture notes]. (2019). Walden University Blackboard.
https://class.waldenu.edu
Personal Communication (Only Goes in Body of Paper and not in References)
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Video
Walden University. (2009). Title of video here [Video]. Walden University Blackboard.
https://class.waldenu.edu
Television (Audio)
Important, I. M. (Producer). (1990, November 1). The nightly news hour [TV series episode].
Central Broadcasting Service.
APA Resources
You have other several options to assist you in the formulation of your reference page.
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Your American Psychological Association (APA) Manual is your best reference
resource. Use the current edition with a copyright date of 2020.
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The Walden Writing Center also a great place for referencing advice at
https://academicguides.waldenu.edu/writingcenter/apa/references.
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Citation and reference examples are provided in the ‘BSN TOP Ten References and
Citations” handout found in the Writing Resources tab of the course. This document
covers the 10 most commonly used reference and citation formats. You are responsible
for looking up any that are not included on this list.
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