Incivility in Workplace

Initial post

Workplace Environment Assessment Results

Using the Clark Healthy Workplace inventory tool (Clark, 2015), I conducted a workplace environmental assessment and the results were very revealing. Findings indicated a score in the range of 50-59 which means that the environment is unhealthy. The healthy range being between 90-100 (Clark, 2015). Specific findings from this assessment found that in the measure of communication, and measure of team work, the organization scored very poor. This goes to validate and support why my organization has a very high turnover rate, low employee morale and decrease job satisfaction. One area that scored high was the element of salaries and benefits (Clark, 2015). It is important for healthcare institutions to establish and support a healthy work environment as that is what promotes safety, quality of care both for the staff and patients (American Nurses Association, 20150.

Incivility in My Workplace

The envrionemntal assessment only served to further validate what I already knew about my work setting. It revealed that there is incivility and unhealthy environment. This is demonstrated by the lack of teamwork, poor motivation, poor communication and high turnover that is prevalent in my work setting. There is also a lack of transparency, lack of trust, lack of accountability and follow-through as each person is only concerned with covering themselves. In the literature, workplace incivility has been linked to increase burnout, poor job productivity, high turnover rates and negative culture (Rahim & Cosby, 2016). Incivility goes against everything that we are healthcare professionals should be practicing such as collaboration, partnerships, interdisciplinary practice etc.

Brief Description of DESC Model

One of the approaches that I prefer to use to address incivility in the work setting is the DESC model which refers to describe, express, state and consequence (Clark, 2015). This model has been utilized successfully to address conflict and build better relationships. In order for this model to be effective, those involved should have an open mind (Clark, 2015). It enables each party to confront the other in a respectful and assertive manner. It also demonstrates accountability (Clark, 2015) as all too often, some people may not even be aware of the ill-effects of their actions. This model helps organizations to build an effective team and create healthy environment that is grounded on collaboration. Incivility in Workplace

Incivility Experience

A real life experience that I had with incivility was during a change of shift report between myself and another nurse. I work in the long-term care setting and we had new admissions on a daily basis. On this occasion, the outgoing nurse after finishing giving report was in a hurry to leave. I did my rounds on my patients and had a question about the weight bearing status of one of the newly admitted patients. I went to search for the nurse to ask my question before she left and when I found her, her, answer was “please go and check the chart I am going home”. This was a very sarcastic and unnecessary approach to a simple question and it is responses such as these that breed ill-will among the staff and why there is no collaboration or mutual respect among the employees. In this situation, because I was unable to verify or validate the weight bearing status of the patient, it took me twice as longer to get my work done, it costs additional time and resources that could have been devoted to other patients and ultimately could have results in injury to the patient if the wrong intervention would have been done. As Clark (2015) describes, communication is a key and arguably one of the most significant measures to safety and quality in healthcare. Incivility in Workplace

References

American Nurses Association (ANA). (n.d.). Healthy work environment. Retrieved from, https://www.nursingworld.org/practice-pol

Incivility in Workplace