Assignment: workplace environment assessment | NURS 6053 – Interprofessional Organizational and Systems Leadership | Walden University.
Introduction: Diagnosis is a critical aspect of healthcare, but it is only the first step towards the development and application of treatments or protocols that can effectively address the health issues at hand. The Clark Healthy Workplace Inventory was utilized to diagnose potential problems with the civility of my workplace in the previous discussion post. This portfolio assignment will continue to analyze the results of the Work Environment Assessment and apply published research to develop a proposed treatment for any issues uncovered by the assessment.
Part 1: Work Environment Assessment The Work Environment Assessment conducted on my workplace revealed a few interesting findings. Firstly, employees reported a high level of stress and workload pressure, with only a few feeling that their workloads were manageable. Secondly, there were frequent complaints of bullying and harassment from senior management towards junior employees. Additionally, employees did not feel that they were given enough opportunities to give feedback or to participate in decision-making processes that affect them. Finally, there was a lack of trust and support between colleagues, which was mainly attributed to a lack of team-building activities.
One surprising result was the level of stress and workload pressure reported by employees. Although we were aware that we were working with tight deadlines and high volumes of work, we did not know that the workload was overwhelming to most employees. Another surprise was the frequency of bullying and harassment by senior management. We believed that our workplace was a safe and supportive environment, so the discovery of such behavior was disheartening. We confirmed the idea that there was a lack of trust and support between colleagues. It was previously thought that this was a problem, but the assessment confirmed that it was.
The results of the Work Environment Assessment suggest that our workplace is not as healthy or civil as it could be. The high levels of stress, bullying, and lack of trust and support could lead to lower productivity and employee morale. These issues need to be addressed to ensure that our workplace is a supportive and healthy environment for all employees.
Part 2: Reviewing the Literature The theory of Psychological Safety presented in Griffin and Clark (2014) is relevant to the results of the Work Environment Assessment. Psychological Safety refers to the shared belief that it is safe to take interpersonal risks within a group. This means that employees feel comfortable and confident to share their ideas, give feedback, and raise concerns without fear of negative consequences. The absence of psychological safety in a workplace can lead to a lack of trust, reduced collaboration, and increased stress levels.
To improve the health and civility of our workplace, we could apply the concept of Psychological Safety by creating a safe and supportive work environment. This can be done by establishing a zero-tolerance policy for bullying and harassment, improving communication, and involving employees in decision-making processes. It is also crucial to provide employees with opportunities to participate in team-building activities to foster trust and collaboration.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams Two evidence-based strategies that can be implemented to address the shortcomings revealed in the Work Environment Assessment are:
- Implementing a Zero-Tolerance Policy for Bullying and Harassment: This policy should apply to all employees, including senior management. The policy should define what constitutes bullying and harassment and outline the consequences of such behavior. It should also provide employees with multiple avenues to report bullying and harassment, such as anonymous reporting and third-party reporting.
- Providing Opportunities for Employee Feedback and Input: It is essential to involve employees in decision-making processes that affect them. This can be done by holding regular town hall meetings, providing suggestion boxes, and conducting employee surveys. The feedback received should be taken seriously and acted upon to show employees that their opinions matter.