response to this discussion post
How healthy is your workplace?
You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldnâ€™t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.
There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.
- 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.
By Day 3 of Week 7
Post a brief description of the results of your Work Environment Assessment. 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.
By Day 6 of Week 7
Respond to at least two of your colleagues on two different days by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.
Response to this post
Work Environment Assessment Result
After completing the work environment assessment, I scored my workplace 89 points which is moderately healthy. A healthy work environment enhances job satisfaction. itâ€™s easier to be civil when weâ€™re relaxed, well-nourished, well-hydrated, and not overworked. But over the course of a busy workday, stress can cause anyone to behave disrespectfully (Clark, 2015). Establishing a healthy environment for employee and organizational growth is crucial, and it can be costly if not taken seriously.
It is important to maintain a healthy work environment so that your business can prosper. If you want employees to be creative and productive, you need to take time and promote a healthy working place. It helps promote staff morale. One of the main reasons employees will quit is if the work environment is not favorable for them. If you want to make sure to retain employees, a healthy working environment is a must. Businesses should strive to keep their workplaces safe and healthy. Itâ€™s good for both the business and the employees.
Why your Workplace is or is not Civil.
I can say that I work in a civil environment and respect for culture has contributed to its success. The people working there follow and uphold the virtues that have been put in place. I believe my organization have the most divers set of employees in culture and religion. We are not culture blind, but we acknowledge them and respect them. The best way to promote that culture is by working to create a healthy workplace. It is critical, especially for healthcare providers, to improve cultural sensitivity and inclusion to all regarding race, gender, ethnicity, sexual orientation, religion, socioeconomic status, and all other ways that represent us as members of humanity (Broome, & Marshall, 2021).
Describe a situation where you have experienced incivility in the workplace
When people are not worried about being maltreated because of who they are, they tend to focus on the greater task like taking good care of their patients. In my organization, monthly meetings are held in every unit to discuss issues affecting employees and recommendations are made on how to eliminate such problems. Employees are willing to listen and follow instructions, which, in the long run, promote the culture of the organization. But culture is so much more than how people interact. Culture, in its broadest sense, takes into account things like organizational structure, values and beliefs, unspoken behavioral norms, management and leadership practices and clarity of roles. My organization routinely assess and make appropriate adjustments when necessary and no incivility has been noted so far.
While companies make efforts related to their employeesâ€™ health, each individual also has responsibility for their own health. Healthy leadership can only be successful if both employers and employees work in concert to improve employee health and create a healthy work environment (Koinig & Diehl, 2021). Numerous exposures in the healthcare work environment include excessive physical workload which is predominant in healthcare where nurses are required to pick up more patients in the event of a call out which happens often and is beyond anyoneâ€™s control. According to SHIFT (2020), employee empowerment and engagement can address a wide range of work environment, organization, and safety issues through organization-level change. One of the primary ways healthcare leaders appear to be doing this work is by building individual resiliency among the workforce through engagement and wellness initiatives to reduce stress and build resiliency
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Clark, C. M. (2015), Conversations to inspire and promote a more civil workplace. American Nurse Today. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Koinig, I., & Diehl, S. (2021). Healthy Leadership and Workplace Health Promotion as a Pre-Requisite for Organizational Health. International Journal of Environmental Research and Public Health, 18(17). https://doi-org.ezp.waldenulibrary.org/10.3390/ijerph18179260
Safety and Health through Integrated, Facilitated Teams (SHIFT): stepped-wedge protocol for prospective, mixed-methods evaluation of the Healthy Workplace Participatory Program. (2020). BMC Public Health, 20(1), 1463. https://doi-org.ezp.waldenulibrary.org/10.1186/s12889-020-09551-2