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Posted: March 30th, 2022
Clark Healthy Workplace
Clark Healthy Workplace
Description of the results of your Work Environment Assessment(attached-score 100%). Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.
– Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015). Review and complete the Work Environment Assessment Template in the Resources.
Clark Healthy Workplace
The workplace assessment results show that the environment has high civility levels. One of the reasons why the workplace has high civility is due to the warm welcome of junior and new employees. The workplace does provided a conducive environment for the new and junior employees to thrive. For instance, the employees are subjected to friendly shifts and off days. Junior and new employees appreciate they can balance work and family responsibilities. Another reason why the environment is friendly is that the employees have excellent communication skills. For instance, the employees apologize to one another when they make mistakes. Healthcare workers exchange positive comments that demean the personality of each other. For instance, bias-free culture is evident in healthcare settings since employees appreciate the minority groups (Abubakar et al., 2017). Making comments that demean a person due to their background or skin color is unheard of in the workplace. The approach is effective in ensuring the employees can experience a friendly relationship. The friendly treatment is effective in boosting patient outcomes since it enhances collaboration among healthcare workers.
One of the situations I experienced is when colleagues started asking how they can help me during my first days at the workplace. I was happy that they were concerned about my welfare. The approach was critical in boosting my morale. I was happy that the environment was supporting young people who are willing to learn. Unfriendly work environment can make individuals to quit or develop negative perception about their jobs. I once approached one of my colleagues who was friendly in answering my questions about the dynamics of the work. I was happy that the management was also involved in encouraging employees to nurture young talents. A poor work environment can undermine the morale of the employees. I believe in the future appropriate training is necessary to enhance the skills of the employees to embrace the junior employees. The training opportunities will be effective in preventing the rise of negative behavior. Proactive measures reduce the risk of occurrence of incivility in workplaces. Preventing incivility in healthcare settings is essential in boosting patient care. Healthcare facilities should provide the learning opportunities to eliminate negative behavior. Learning improves capacity to reform behavior and develop a friendly work environment.
The management addressed the emerging issues promptly to ensure the healthcare workers had a conducive environment. The management made efforts to train the employees to foster positive communication among the employees. The training was an eye-opener since it demonstrated the positive effects of a conducive working environment (Gabriel et al., 2018). A questionnaire was filed by all the participants of the training. According to the results, most of the employees acknowledged they did not know the value of their positive behavior. For instance, some colleagues could not believe they were responsible for high motivation at the workplace. Other participants disclosed that they were stressed by the negative behavior in the workplace. The management resolved to organize similar training sessions to address the emerging issues in the workplace. For instance, the management organized quarterly seminars for all the employees. Training enhances the communication skills and relationship with the employees (Armstrong, 2018). The management also set aside a person in the communication department to handle complaints of negative behavior. The level of incivility reduced significantly after the management accepted to address the concerns.
References
Abubakar, A. M., Namin, B. H., Harazneh, I., Arasli, H., & Tunç, T. (2017). Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: A neural network and SEM approach. Tourism Management Perspectives, 23, 129-139.
Armstrong, N. (2018). Management of nursing workplace incivility in the health care settings: A systematic review. Workplace Health & Safety, 66(8), 403-410.
Gabriel, A. S., Butts, M. M., Yuan, Z., Rosen, R. L., & Sliter, M. T. (2018). Further understanding incivility in the workplace: The effects of gender, agency, and communion. Journal of Applied Psychology, 103(4), 362.
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