Part 1: Work Environment Assessment
My score for the Work Environment inventory assessment was 65. From the inventory, it means that the working environment for my organization is barely healthy. The score was contributed to by scoring averagely on the scale. It is an indication that the working environment neglects the essential elements of a healthy work environment.
The results were surprising. First, I expected the organization environment to rank better in the inventory. The truth is I only saw and appreciated only a few elements that I thought were great in the organization. I realized that only the management engages in governance, decision making, and policy development and review while the other employees follow. The second surprising thing is that some elements that employees ignore are so determinant in the working environment. Most employee-only consider remuneration, while many factors affect the working environment.
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A score of 35 indicates that the working environment is not healthy, and the level of civility is not encouraging. It is an indication that various factors that make up a healthy working environment are not followed or shared by the key parties. It is an indication that the decision-making process is not sufficient, there is no skilled communication strategy, leadership is not authentic, and employees lack meaningful recognition. Organization civility must have been neglected, which creates weaknesses in the relationship in the organization. Incivility affects how parties in an organization relate and impact the overall productivity and results of an organization. A consequence of 65 is an indication of a barely healthy organizational environment that can be described using the above aspects.
Part 2: Reviewing the Literature
Scholars have carried out different studies about the work environment assessment. Among the key focus of these studies is to understand the various aspects that influence and affect the working environment for nurses. Theoretical approaches support these studies.
Oppression theory was applied as a theoretical background for the research on revisiting Cognitive Rehearsal. Oppression theory contends that nurses do not have control or power in the working environment because hospitals are controlled by physicians. Thus the theory holds nurses as an oppressed group. The approach, therefore, aims at studying the behaviours of nurses like other oppressed groups based on the similarity of the interrelationship behaviours that are associated with how they treat each other. A different study uses the concept of "Nurses eating they're young". The review uses the idea to evaluate how organizational culture can be used to normalize disruptive and incivility in nursing organizations.
The theory of oppression shows that nurses are likely to treat each other irrationally when they work in a controlled environment. It results in an unconducive working environment. The concept of nurse eating the young shows that an organization indicates that if an organization does not have a positive organizational culture, it can result in a poor working environment.
The organization can use the theory of oppression to understand how abuse affects workplace relationships and applying the theory to improve the situation, for example, in the organization reducing the cruelty of the lower-level employees.
The concept of nurses eating their young ones can be applied to help by creating a positive culture. For example, if the organizational culture shows that those at the lower level should do all the hard and challenging work and are not allowed to talk back to their supervisors, then the culture should be changed.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
Different strategies can be used to address the above-identified shortcomings at the place of work. Cognitive rehearsal has been identified as a strategy that can be used to address incivility and bullying behaviours in the working environment for nurses. Cognitive rehearsal has been identified from the literature as a shield for nurses against lateral violence and incivility. Cognitive rehearsal proposes that nurses should be well prepared, showing confidence while speaking and addressing incivility by using respectful expression (Griffin, & Clark, 2014). The strategy has been identified to improve communication for nurses in care settings and ensuring a safer environment for themselves and the patients.
The creation of a positive organizational culture has been identified as a successful strategy to address incivility and other disruptive behaviours that are experienced in both the learning and working environment for nurses (Clark et al., 2011). Positive organizational culture has been identified as a promoter of ethical responsibility which results in continued concern and care for all parties.
Nurses experience different challenges in the working environment. For example, nurses may experience oppression and incivility. Different strategies can be recommended for implementation in an organization to bolster successful practices. For example, simple organizational strategies such as employee engagement through successful communication strategies. Employee involvement is a strategy of creating a sense of belonging, which makes workers more assets than liabilities. Research indicates that employees who are engaged show for work with energy and are more productive. A different strategy that can encourage successful practice is training and employee appreciation. Nurses, for example, work in a dynamic environment which requires the team well trained to handle the different circumstance in the environment. Employee appreciation for their efforts is key. Emotional intelligence indicates that employees are likely motivated by the appreciation of their efforts. The training and appreciation is a way of encouraging the employee to improve their skills and give their best in a working environment.
References
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324–330. doi:10.1097/NNA.0b013e31822509c4
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. Journal of Continuing Education in Nursing, 45(12), 535–542. doi:10.3928/00220124-20141122-02
