According to Marshall and Broome (2017), barriers to successful interpersonal collaboration include poor communication, lack of knowledge of other professional roles, minimal understanding of when and to whom to refer specific patient problems, the need for training in successful team function, and the need for evidence on improved patient outcomes. The result of the healthy workplace inventory in my workplace was 80; with fifteen items perceived as completely true and five items as somewhat true. The civility in my unit can be attributed to the Magnet status of my workplace. The Magnet Recognition Program designates organizations worldwide where nursing leaders effectively align their nursing key objectives to improve the organization’s patient outcomes (ANCC, 2019). The Clark Healthy Workplace Inventory is part of the annual survey in my workplace. The daily huddles, quarterly meetings, annual retreats, and accessibility of leadership are responsible for the civility in my workplace.
Having a high satisfaction score, this writer’s current workplace can be said to be very civil and an excellent place to work. There are competitive wages, tuition reimbursement, mentoring programs, and good opportunity to grow in ones chosen career. Every unit has a practice council, with a member representing as the hospital’s practice council. This is a great resource as employees are allowed to give ideas, voice their concerns, and be a part of the decision-making process as the organization continue growing. This is about the first i worked, where everyone is treated with respect and courtesy. I have worked in a couple of facilities and organizations this writer has experienced hostile work environments, horribly managed units, and a lack of respect for employees. There have been some instances at former jobs where nurses especially the older nurses, bullied the new nurses of which this writer was a victim. This resulted into low patient and employee satisfaction. It is essential to have and sustain civil and healthy work environments where we may communicate clearly and efficiently and handle conflict in a respectful, responsible way (Clark, 2015).
Incivility can be said to be behavior of low intensity that includes behaviors like discourteous, impolite, rudeness, or violating workplace norms of behavior (Marshall & Broome, 2017). This is an act of violation of basic human norms, I remember our growing up days when we were taught to do unto others what we want them to do unto us. In the workplace, this means ensuring the environment is free of physical or psychosocial harm. In healthcare, a healthy work environment promotes the peaceful teamwork between every member of the healthcare team. Consequently, employee satisfaction and improved patient outcomes are achieved. An incivility event that I witnessed was an incident few months ago, when there was a confrontation between the charge nurse and the staff nurse about patient transfer and admission. The staff nurse was to transfer a patient to another unit and a pending admission. The charge nurse had the impression that the staff nurse was delaying the transfer so he can delay the admission. However, it was found out that the room where the patient would be transferred needed to be sterilized and will be available in a couple of hours. The case was resolved with the charge nurse and staff nurse having a private conversation. Both of them emailed the unit the director and the unit director arranged to meet them to discuss the issue for the second time. The issue was amicably resolved.
It is essential to be civil at work and achieve a healthy work environment. According to Clark et al., (2018), fostering healthy work environments that enhance job satisfaction and reflect high levels of employee engagement and productivity is imperative for all organizations. The healthy work environment significantly and fundamentally correlates with job satisfaction and retention of nurses.
American Nurses Credentialing Center (ANCC). 2019. ANCC Magnet Recognition Program. Retrieved from https://www.nursingworld.org/organizational- programs/magnet/
Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Clark, C.M., Sattler, V. & Barbosa-Leiker, C. (2018). Development and testing of the healthy work environment inventory: A reliable tool for assessing work environment health and satisfaction. Journal of Nursing Education. 55 (10): 555-562. doi: 10.3928/01484834-20160914-03
Laureate Education (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD: Author.
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
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