Part #2
The article focuses on the concept of the DESC model to structure a civility organization. It is a part of Team STEPPS, which refers to the evidence-based teamwork system applied to improve teamwork and communication skills for the improvement of quality care and safety in health care settings. According to the author, the DESC model is essential in addressing particular incivility incidents in an organization, particularly when coupled with the cognitive rehearsal (Clark, 2015). Although the author discusses other modes for learning and teaching effective communication skills and making conflict-capable, the author has emphasized solving incivility in organizations. Nevertheless, all the models discussed by the author in the article require learned, practiced, and reinforced skills until the employees learn to perceive responses.
The results of my work environment assessment displayed high levels of anxiety and low impulse control. Therefore, the DESC model's application would play an essential role in managing incivility in the organization. The acts of incivility evident in my organization, such as intimidations, blaming, gossiping, name-calling, and criticizing, can be controlled effectively through the DESC model. It is no secret that incivility in the health care setting has been so frightening and challenging to confront that most health care managers have given up (Clark, 2015). Therefore, the DESC model focuses on the assertive communication aspect of solving the issues. It provides the right practice, courage, and knowledge essential in creating a more compassionate and respectful work environment in the organization.
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The organization could apply the DESC model to improve organizational health and create stronger work teams. For instance, the organization must understand that communication serves as a mechanism for sharing knowledge and must be considered the hallmark for improving working relationships. Collaborative efforts through the DESC model can create spaces for making connections, sharing the idea, and allowing flourishing of opportunities (Kim et al., 2020). The health care delivery system in the organization will apply the desc model to improve patients' experiences, particularly those facing daunting challenges (Clark, 2015). The model directs the organization's focus on the patients' safety as one of the key reasons for creating a proper structure for communication in the health care organization. It recognizes that a lack of communication or inadequate communication has always caused in-hospital deaths and must be controlled in the organization.
Part 3
Different strategies can be implemented to address the shortcomings identified in the work environment assessment. Team spirit is an integral part of creating a communication network. The teamwork strategy principle advocates the significance of working as an effective team and establishing good morale among healthcare colleagues in the organization, including model household members and volunteers in the organization. The health care organization manager has to ensure that there is developed and maintained morale, both communally and individually. It can also be achieved by building a team spirit in the organization (Grissinger, 2017). The team spirit strategy is crucial in promoting the work environment and creating an atmosphere for mutual understanding and trust in the organization.
Besides, the organization can adopt a strategy of focusing on the results rather than the work environment's activities. The strategy must ensure that every stakeholder in the organization has a clear understanding of the organization's objectives and goals and their respective tasks towards achieving such goals (Kim et al., 2020). The strategy makes each individual within the organization understand their responsibilities and roles towards realizing the goals. It is mostly referred to as management by objective. It is an organized and systematic approach that creates enough room for the organization's management to emphasize realizing the set goals (Grissinger, 2017). Saying and deciding what needs to be accomplished in an organization is setting a target and purpose.
Interestingly, some strategies can be implemented to ensure there is boosting of the successful practices that were identified in the work environment assessment. For instance, there is a need to nurture a collaborative and civil culture in the organization. Although it may be challenging to address uncivil behavior in a healthcare organization, staying silent in an uncivil work environment can increase stress, impair job performance, and jeopardize patients' care (Grissinger, 2017). However, a civil work environment can be achieved through enough relaxation, no overworking, and well-nourishment. A busy workday in any organization can promote disrespectful behavior in the organization. Therefore, employees' ability to initiate critical conversations promotes a civil work environment that is quite productive. A collaborative and civil culture in an organization eliminates the silence that incorporates incivility.
Openness in an organization can be used to promote effective and consistent communication in a health care organization. Openness in an organization is crucial for the organization's growth and the fast accomplishment of healthcare settings. More specifically, openness in an organization as a strategy towards effective communication facilitates creativeness in the organization's communication channels (Grissinger, 2017). Interpretation and reception of the message in an open work environment play a crucial role in addressing the shortcomings of organizational management.
Conflict negotiation, effective communication, and problem-solving in a healthcare organization are critical for the organization's success in multiple ways. The safety of patients emphasizes the need for health care professionals to provide effective patient care, safe health care, and respectful communication with one another in the organization. The differences in educational experiences and socialization and the perceived power differential have always been the cause of the differences between the health care providers. Therefore, the DESC model of communication plays a crucial role in nurturing an open and collaborative work environment culture that synthesizes the unique challenges and strengths that the health care officials experience in the organization. In such a way, every management of a health care organization can create a civil work environment.
References
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Grissinger, M. (2017). Disrespectful behavior in health care: its impact, why it arises and persists, and how to address it—part 2. Pharmacy and Therapeutics, 42(2), 74.
Kim, S., Appelbaum, N. P., Baker, N., Bajwa, N. M., Chu, F., Pal, J. D., ... & Bochatay, N. (2020). Patient safety overpowers hierarchy: a scoping review of healthcare professionals' speaking-up skills training. The Journal for Healthcare Quality (JHQ), 42(5), 249-263.
