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Each response should have 2 references that have DOI for the last 5 years Respond to at least two of your colleagues by – sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.
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Jonel Tarrobago
Main Post
Based on the Clark Healthy Workplace Inventory, my overall civility score was 80 to 89,
which is moderately healthy; though it is not perfect, my workplace is very civil. No
organization is perfect. There will be room for improvement to benefit the employees
and the organization. Also, improvement makes employees grow. Having respect for one
another despite all of us having our points of view. “Harm from disrespect” has been
identified as the next frontier in patient safety efforts. Disrespectful and uncivil
behaviors in healthcare settings can harm individuals, teams, organizations, and patient
safety—including life-threatening mistakes, preventable complications, or harm to a
patient. “(Clark, C. M. 2019). Also, avoiding harm and violent behavior in the workplace is
not tolerated. It has consequences as a team leader always protects the patient’s wellbeing and your team members. “The National Academy of Medicine (NAM) recently
released a bold report for the Future of Nursing 2020-2030 focused on “Charting a Path
to Achieve Health Equity.” 6 This consensus report outlines key areas for strengthening
the nursing profession by targeting the achievement of health equity.” Lee, S., & Miller,
K. 2022). Lastly, a healthy environment will help the team grow and make the
organization successful. As part of management, we should be aware of all the violence
in the workplace to make them feel safe and respect each other. “Common terminology
used to describe negative workplace behaviors includes incivility, lateral violence, and
bullying. The aggregated literature definitions clarify each.”(McDermott, C., Bernard, N.,
& Hathaway, W. 2021).
Prince Ronald Sta Ana
Work Environment Assessment
My workplace scored a total of 63 on the Clark Healthy Workplace Inventory which
indicated that it is a barely healthy workplace. After reviewing the highest scores,
communication at levels of the organization is transparent, direct, and respectful which is
essential toward the work environment. Working in one of the busiest public hospitals in
the country, that serves the vulnerable community of Los Angeles, nurses are subjected
to excessive workload, long working periods without breaks, lack of support from
managers while dealing with highly ill patients (Er & Sokmen, 2018). This intense
workload doesn’t compute with the competitive salary, benefits, compensation that
many other hospitals around the city receive, as the assessment shows it scoring low
which is a direct reflection of how low the salary is within my organization.
Workplace Civility
To be quite honest, I’ve always viewed a nurse leader as someone who has an open-door
policy, someone who is a presence amongst their staff, can communicate with everyone
respectfully, but within my unit my nurse manager is approaching 30 years and is rarely
ever seen. With that, I’d rate my workplace somewhat civil, as I’ve noted incivility with
specific nurses on the unit that has led to a human resource investigation. The lack of
presence of a nurse manager has affected the nurse leader’s reputation as an effective
manager (Green, 2019), as this incivility caused a toxic work environment for several
years.
Situational Incivility
The situation that caused this incivility is between three nurses and a clerk, there would
be many tense and awkward exchanges between them which caused the nurses to
exclude the clerk from any conversation, even if it was needed for a patient. These acts
of incivility then became eye-rolling, rude remarks, and episodes of walking away (Clark,
2019). The thought of withholding important information about a patient’s care was
enough that warranted an investigation toward their behavior. This investigation was
finally concluded and was mediated among the staff members.
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