Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or
Assignment: Workplace Environment Assessment
Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.
In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.
To Prepare:
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
Select and review one or more of the following articles found in the Resources:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Module’s Discussion.
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 (1-2 pages)
Briefly describe the theory or concept presented in the article(s) you selected.
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 (1-2 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. CORE SKILL: diagnosing an ORGANIZATION the way you would diagnose a patient — with a validated instrument, objective data, and a differential — rather than with impressions.
THE INSTRUMENT: the Clark Healthy Workplace Inventory (or similar) yields a score you can interpret against defined bands (very healthy / moderately healthy / mildly healthy / barely healthy / unhealthy). The graded move is not the score; it is the INTERPRETATION — which specific items drove the score down, and what they imply.
THE CENTRAL CONCEPTS:
— CIVILITY vs. INCIVILITY: Clark’s work defines incivility as low-intensity deviant behavior with ambiguous intent to harm — eye-rolling, sarcasm, exclusion, withholding information, dismissive responses to questions. Its ambiguity is precisely what makes it corrosive: it is deniable.
— The CONTINUUM: incivility → bullying (repeated, targeted, with a power differential) → workplace violence. Naming this escalation continuum is a strong analytic move, because it shows that “minor” rudeness is not categorically different from the serious end; it is the same phenomenon at lower intensity, and tolerating the low end normalizes the escalation.
— “NURSES EAT THEIR YOUNG” / LATERAL OR HORIZONTAL VIOLENCE: peer-to-peer aggression. The most compelling explanatory frame is OPPRESSED GROUP BEHAVIOR THEORY (Freire, applied to nursing by Roberts) — members of a group with limited power over their own conditions direct frustration horizontally, at each other, rather than upward at the actual source of the constraint. That theory explains something the “bad apples” account cannot, and using it well is what distinguishes a strong paper.
— The CONSEQUENCES, and they are measurable, not merely unpleasant: incivility degrades communication, and communication failure is a leading root cause of sentinel events (Joint Commission data). It increases errors, absenteeism, turnover, and burnout. THE PATIENT SAFETY LINK IS THE ARGUMENT THAT MATTERS — a hostile unit is an unsafe unit. Cite it, because it converts a “soft” issue into a quality-and-safety issue that administrators must act on.
EVIDENCE-BASED INTERVENTIONS: AACN’s SIX STANDARDS FOR A HEALTHY WORK ENVIRONMENT (skilled communication, true collaboration, effective decision-making, appropriate staffing, meaningful recognition, authentic leadership) — this is the natural framework to organize your recommendations around. Also: COGNITIVE REHEARSAL (Griffin’s evidence-based technique — rehearsing scripted responses to specific uncivil behaviors in advance, so that the response is available in the moment rather than composed under stress), TeamSTEPPS, code-of-conduct policies with real enforcement, zero-tolerance policies that are actually enforced (an unenforced policy is worse than none, because it teaches staff that reporting is futile), leadership modeling, and shared governance.
STRUCTURE: complete the inventory → report and interpret the score → describe a specific incivility incident and analyze it → theory → evidence-based strategies to address it AND to bolster existing strengths → cite scholarly sources.
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