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Week 9 Assignment for Nursing in 2023
Tipo: Apuntes
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Work Environment Assessment Walden University NURS-6053N- Dr. Amber Donnelli January 26, 2025
Introduction A healthy and supportive work environment is the foundation of a thriving organization. It’s where collaboration, respect, and productivity come together to create a space where employees can grow and succeed (Broome & Marshall, 2021). The Clark Healthy Workplace Inventory Assessment employs a comprehensive template to evaluate key aspects of the workplace, including communication, collaboration, leadership, and overall employee well-being (Clark, 2015). With this exercise, I’ll connect these findings to theories and concepts from selected literature to better understand how my workplace can grow. Part 1: Work Environment Assessment Review of Work Environment Assessment The Clark Healthy Workplace Inventory Assessment is a tool that helps evaluate how healthy, supportive, and collaborative a workplace is (Clark, 2015). Which is something especially important in nursing, where teamwork and communication can directly impact patient care. In nursing, a healthy work environment isn’t just about morale, it’s about safety, quality care, and patient outcomes. A high score indicates that my workplace likely encourages teamwork, values input from all team members and addresses conflicts constructively (Clark, 2015). It’s the kind of environment where nurses feel empowered to speak up, share ideas, and advocate for their patients without fear of judgment or retaliation (Clark, 2019). After completing the assessment, I found that our workplace has many positive aspects, but there are also small areas that need attention. Communication is generally strong, and people seem to work well together, but the results highlighted a few insights.
On the other hand, my belief that teamwork and collaboration are some of our strongest points was confirmed. People value solidarity here and feel supported by their peers. These results suggest that while we have a solid foundation, we need to work on fostering a more inclusive decision-making culture and offering better growth opportunities for everyone (Clark, 2019). These changes could make our workplace even healthier and more supportive. Assessment and Civility In Work Environment A score of 92 on the Work Environment Assessment speaks volumes about the health and civility of my workplace. It suggests that my organization has successfully cultivated a culture of respect, collaboration, and support. The qualities that are essential for a positive and productive work environment. In practical terms, this means that colleagues and leaders likely communicate openly, treat one another with kindness, and work together to solve problems constructively. The high score indicates that civility is a priority here. People probably feel comfortable sharing their ideas, raising concerns, and giving feedback without fear of being dismissed or criticized. This level of trust and mutual respect fosters a sense of psychological safety, which is crucial for teamwork and innovation. It also suggests that conflicts, when they arise, are handled in a way that strengthens relationships rather than creating division. This kind of environment not only boosts morale but also helps reduce burnout, which is especially important in high- stakes fields like nursing (Broome & Marshall, 2021). Part 2: Reviewing the Literature Description of Theory/Concept My home health organization could greatly benefit from applying the theories presented by Clark (2019) and Lee and Miller (2022) to strengthen its work environment and team
dynamics. Clark’s focus on fostering civility and respect through clear communication, conflict resolution training, and leadership accountability offers practical steps for creating a positive culture. Lee and Miller’s proposal for a Diversity, Equity, and Civility Council could also have a significant impact in my work environment. Theory as Presented in Articles Home health organizations serve diverse patient populations and creating a council to address equity and inclusivity could help ensure that both staff and patients feel valued. For instance, the council could develop policies to equitably distribute challenging cases among nurses or provide resources for culturally competent care (Clark, 2019). Workshops on implicit bias and cultural humility could further empower staff to understand and meet the unique needs of their patients (Lee & Miller, 2022). By fostering a more inclusive environment, the organization would not only strengthen its teams but also improve patient outcomes (Clark, 2019). Application of the Theory For example, home health nurses often work independently in patients’ homes, which can sometimes lead to feelings of isolation or miscommunication. Regular training sessions on effective communication and conflict resolution could help team members navigate challenges respectfully, even when they’re not physically together (Lee & Miller, 2022). Additionally, leadership could implement a framework of accountability, such as monthly check-ins or anonymous feedback surveys, to ensure that everyone feels supported and heard (Clark, 2019).. These efforts would not only improve teamwork but also enhance the overall well-being of staff, which is especially important in a high-stakes field like home health care.
could further strengthen the sense of collaboration and trust among staff. These activities would provide opportunities for nurses, administrators, and support staff to connect, share ideas, and celebrate successes together (Lee & Miller, 2022). Additionally, leadership development programs could help sustain the positive culture by equipping current and emerging leaders with skills in emotional intelligence, effective communication, and mentorship (Clark, 2019). Strong leadership is likely a key factor in my workplace’s success, and investing in leadership growth would ensure that the organization’s values of civility and respect continue to thrive, even during times of change or stress (Satterstrom et al., 2023). Conclusion This assignment has been an opportunity to reflect on the strengths of my workplace and identify ways to make it even better. With a score of 92, it’s clear that my organization values respect, collaboration, and inclusivity. All these qualities make it a positive place to work, but there’s always room for improvement. By implementing strategies like conflict resolution training and establishing a Diversity, Equity, and Civility Council, we can address subtle gaps and ensure everyone feels valued (Lee & Miller, 2022). At the same time, building on our successes through team-building activities and leadership development will help sustain the positive culture we’ve worked so hard to create. It’s about creating a workplace where people feel supported, respected, and empowered to do their best work (Broome & Marshall, 2021). By continuing to prioritize civility and collaboration, we can foster an environment where both staff and patients thrive (Satterstrom et al., 2023). It’s a reminder that even small steps can make a big difference in building a healthier, stronger, and more connected team.
References Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer. Clark Healthy Workplace Inventory. (2015). American Nurse Today, 10 (11), 20. Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44–52. https://doi.org/10.1016/s2155-8256(19)30082- Lee, S., & Miller, K. (2022). Developing a Diversity, Equity, and Civility Council to advance health equity in nursing academia and practice. Nursing Administration Quarterly , 46 (3), E16–E23. https://doi.org/10.1097/naq. Satterstrom, P., Vogus, T. J., Jung, O. S., & Kerrissey, M. (2023). Voice is not enough. Health Care Management Review. https://doi.org/10.1097/hmr.