Wk7 Discussion response 1: Civility

Wk7 Discussion response 1: Civility: There are many factors and measures that may impact organizational health. Among these is civility…

Wk7 Discussion response 1: Civility

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?

The Response for this paper is focused on…

It is sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively. I have placed the discussion piece for this paper in Additional materials box, the response to this article should state e.g that can help with work p[lace short comings 

Week 7 Discussion Response
A healthcare professional who completes the workplace environment assessments takes the first step to collecting baseline information and therefore has a guide for more specific assessment on delivery of services and evaluation. Clark (2016) created the survey to evaluate the general health and civility in a given healthcare organization workplace. The essentials of the survey comprise of to phrases that require individual scoring on a scale of 1-5 where one means the statement is completely untrue and 5 as completely true. The other scores are 2 for somewhat untrue, 3 for neutral, and 4 for partially true.
The results of the survey are significant as they give a holistic view of civility in the workplace were failing to complete the survey on a regular basis means the provider does not have the opportunity to recognize any deterioration in the workforce its deterioration becomes manifest totally. Suffice it to say that the adverse effects of an uncivil workplace environment result in decreasing quality of services provided and simultaneously leads to unnecessarily high costs in healthcare spending.
According to Schilpzand et al. (2014), the estimated cost of unproductivity in an uncivil workplace environment amounts to thousands of dollars per nurse. Upon completion of the Healthy Workplace Inventory, I found that many key areas led to an aggregate that was comparatively lower than what I would have expected. Be that as it may, it is important to note that if these areas become the focus of deliberate and sustained efforts in improving it is bound to result in a very healthy environment. With a total score of 73, it is important to acknowledge that employee wellness ranks as the poorest area necessitating the need to initiate several programs to promote the hospital staff. Considering that no effort is made by the organization to allow nursing staff to attend these meetings there is a need to change. The next area of weakness is poor workload distribution despite efforts to begin shifts to balance the workload. Needless to say, the nursing field has a working environment that is always in constant flux. As such it is important to have a reasonable assignment at the start of every shift and ensure it does not end up in an unmanageable workload in the end. The hospital management needs to improve the intra-shift interventions as a way of balancing the workloads.

Wk7 Discussion response 1: Civility

Uncivil workplace encounters include failure to implement a daily group exercise program with the goal of enhancing tam building besides encouraging fitness and health. No efforts were made to ensure the target nurses had the capacity to disengage from their daily tasks. It is also important to note that at the moment no one has adequately addressed nursing health promotion (Sawada et al., 2019). A proven measure to lower workplace incivility is cognitive rehearsal as it creates awareness in the nurse on how to recognize uncivil behavior and subsequently resolve it (Kile, 2019). There are three steps to cognitive rehearsal namely participating in didactic instruction followed by learning and eventually rehearsing context-specific phrases to use during uncivil encounters. Among nursing staff, utilization of cognitive rehearsal as a tool for creating a healthy workplace environment equips individual nurse with education on civil behavior and also inculcate a culture of genuine understanding of behaviors that negatively on a healthcare facility’s workforce.
In conclusion, the post has determined that a workplace environment assessment accords the provider an opportunity to not only take a tour of the workplace but also gain more insights into the setting the workers operate in. Direct observation of workers in their normal working environment would also help one recognize the risks linked to the job demands and therefore devise ways to employ the nursing staff to improve their own health even as they offer services to patients.
Clark, C. M., Sattler, V. P., & Barbosa-Leiker, C. (2016). 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.
Kile, D., Eaton, M., deValpine, M., & Gilbert, R. (2019). The effectiveness of education and cognitive rehearsal in managing nurse‐to‐nurse incivility: A pilot study. Journal of nursing management, 27(3), 543-552.
Sawada, U., Shimazu, A., Kawakami, N., Miyamoto, Y., Speigel, L., & Leiter, M. P. (2021). The Effects of the Civility, Respect, and Engagement in the Workplace (CREW) Program on Social Climate and Work Engagement in a Psychiatric Ward in Japan: A Pilot Study. Nursing Reports, 11(2), 320-330.
Schilpzand, P., De Pater, I. E., & Erez, A. (2016). Workplace incivility: A review of the literature and agenda for future research. Journal of Organizational behavior, 37, S57-S88.

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