NURS 6053 Assignment: Work Environment Assessment

ByDaniel Rossi Updated on

NURS 6053 Assignment: Work Environment Assessment – Step-by-Step Guide

The first step before starting to write the NURS 6053 Assignment: Work Environment Assessment, it is essential to understand the requirements of the assignment. The first step is to read the assignment prompt carefully to identify the topic, the length and format requirements. You should go through the rubric provided so that you can understand what is needed to score the maximum points for each part of the assignment. 

It is also important to identify the audience of the paper and its purpose so that it can help you determine the tone and style to use throughout. You can then create a timeline to help you complete each stage of the paper, such as conducting research, writing the paper, and revising it to avoid last-minute stress before the deadline. After identifying the formatting style to be applied to the paper, such as APA, you should review its use, such as writing citations and referencing the resources used. You should also review how to format the title page and the headings in the paper.

How to Research and Prepare for NURS 6053 Assignment: Work Environment Assessment

The next step in preparing for your paper is to conduct research and identify the best sources to use to support your arguments. Identify the list of keywords from your topic using different combinations. The first step is to visit the university library and search through its database using the important keywords related to your topic. You can also find books, peer-reviewed articles, and credible sources for your topic from PubMed, JSTOR, ScienceDirect, SpringerLink, and Google Scholar. Ensure that you select the references that have been published in the last words and go through each to check for credibility. Ensure that you obtain the references in the required format, for example, in APA, so that you can save time when creating the final reference list. 

You can also group the references according to their themes that align with the outline of the paper. Go through each reference for its content and summarize the key concepts, arguments and findings for each source. You can write down your reflections on how each reference connects to the topic you are researching about. After the above steps, you can develop a strong thesis that is clear, concise and arguable. Next you should create a detailed outline of the paper so that it can help you to create headings and subheadings to be used in the paper. Ensure that you plan what point will go into each paragraph.

How to Write the Introduction for NURS 6053 Assignment: Work Environment Assessment

The introduction of the paper is the most crucial part as it helps to provide the context of your work, and will determine if the reader will be interested to read through to the end. You should start with a hook, which will help capture the reader’s attention. You should contextualize the topic by offering the reader a concise overview of the topic you are writing about so that they may understand its importance. You should state what you aim to achieve with the paper. The last part of the introduction should be your thesis statement, which provides the main argument of the paper.

How to Write the Body for NURS 6053 Assignment: Work Environment Assessment

The body of the paper helps you to present your arguments and evidence to support your claims. You can use headings and subheadings developed in the paper’s outline to guide you on how to organize the body. Start each paragraph with a topic sentence to help the reader know what point you will be discussing in that paragraph. Support your claims using the evidence conducted from the research, ensure that you cite each source properly using in-text citations. You should analyze the evidence presented and explain its significance and how it connects to the thesis statement. You should maintain a logical flow between each paragraph by using transition words and a flow of ideas.

How to Write the In-text Citations for NURS 6053 Assignment: Work Environment Assessment

In-text citations help the reader to give credit to the authors of the references they have used in their works. All ideas that have been borrowed from references, any statistics and direct quotes must be referenced properly. The name and date of publication of the paper should be included when writing an in-text citation. For example, in APA, after stating the information, you can put an in-text citation after the end of the sentence, such as (Smith, 2021). If you are quoting directly from a source, include the page number in the citation, for example (Smith, 2021, p. 15). Remember to also include a corresponding reference list at the end of your paper that provides full details of each source cited in your text. An example paragraph highlighting the use of in-text citations is as below:

The integration of technology in nursing practice has significantly transformed patient care and improved health outcomes. According to Smith (2021), the use of electronic health records (EHRs) has streamlined communication among healthcare providers, allowing for more coordinated and efficient care delivery. Furthermore, Johnson and Brown (2020) highlight that telehealth services have expanded access to care, particularly for patients in rural areas, thereby reducing barriers to treatment.

How to Write the Conclusion for NURS 6053 Assignment: Work Environment Assessment

When writing the conclusion of the paper, start by restarting your thesis, which helps remind the reader what your paper is about. Summarize the key points of the paper, by restating them. Discuss the implications of your findings and your arguments. End with a call to action that leaves a lasting impact on the reader or recommendations.

How to Format the Reference List for NURS 6053 Assignment: Work Environment Assessment

The reference helps provide the reader with the complete details of the sources you cited in the paper. The reference list should start with the title “References” on a new page. It should be aligned center and bolded. The references should be organized in an ascending order alphabetically and each should have a hanging indent. If a source has no author, it should be alphabetized by the title of the work, ignoring any initial articles such as “A,” “An,” or “The.” If you have multiple works by the same author, list them in chronological order, starting with the earliest publication. 

Each reference entry should include specific elements depending on the type of source. For books, include the author’s last name, first initial, publication year in parentheses, the title of the book in italics, the edition (if applicable), and the publisher’s name. For journal articles, include the author’s last name, first initial, publication year in parentheses, the title of the article (not italicized), the title of the journal in italics, the volume number in italics, the issue number in parentheses (if applicable), and the page range of the article. For online sources, include the DOI (Digital Object Identifier) or the URL at the end of the reference. An example reference list is as follows:

References

Johnson, L. M., & Brown, R. T. (2020). The role of telehealth in improving patient outcomes. Journal of Nursing Care Quality, 35(2), 123-130. https://doi.org/10.1097/NCQ.0000000000000456

Smith, J. A. (2021). The impact of technology on nursing practice. Health Press.

NURS 6053 Assignment: Work Environment Assessment Example

A sustainable business environment is a critical factor in the management of business organizations. The health of an organization is measured by the level of civility. Civility is gauged by parameters such as teamwork, the level of employee engagement, communication, and other best management practices (Clark et al., 2011). Organizations must from time to time assess the work environment to measure the level of civility.

Theory or concept presented in the article selected.

Hofstede’s theory of management is based on certain dimensions upon which cultural values can be evaluated or analyzed to gauge how civil an organization is. Hofstede’s original theory was based on four parameters such as individualism and collectivity, avoidance and uncertainty, masculinity and femininity, and power distance (Prabowo et al., 2018). There have been some amendments to Hofstede’s original theory, however; his work remains one of the most important models for studying cross-cultural management in organizations. Critical parameters that Hofstede talks about in his model to cross-cultural management are the importance of international communication especially in organizations such as apple which have many employees from different cultural backgrounds.

Hofstede asserts that communication is usually one of the most challenging factors in an organization and that the issue is further compounded in organizations that have many employees from different backgrounds. According to Hofstede, the challenge in communication in a cross-cultural organization lies in the fact that an organization must take into consideration cross-cultural differences (Silva et al., 2018).

Just like in communication, cross-cultural organizations also experience problems when it comes to management because cross-culture impacts decision-making. For example, Apple which has for some time made China its second home must consider the country’s customs and values when making decisions (Xian, 2020). Even in the United States where Apple is headquartered, the company has many employees from different backgrounds culturally which it has to be careful within many ways so that all employees are considered at the organization.

Clark Healthy Workplace Inventory

Clark Healthy Workplace Inventory is a critical assessment tool of the workplace. This tool measures critical parameters such as whether the members of an organization share their organizations, mission, vision, trust, and respect based on a collective effort (Rosen et al., 2018). This tool also measures whether there is a good level of trust between employees of all cadres-from top management to the lowest level. Communication is also an important parameter in evaluating the level of an organization’s civility level. Broken communication means that an organization is facing challenges whereas positive communication means that there is a good level of trust, transparency, and respect.

Things that Surprised Me

One of the things I found surprising from the results is that many healthcare facilities put more emphasis on profitability instead of their worker’s welfare. Poor employee engagement directly affects patient outcomes. I work for a private healthcare facility that cares mostly about how many patients are treated daily, the more the better because of profitability. This system means that nurses work overtime and work under a lot of pressure to meet the demands of all patients. This factor has strained the working relationship between the nurses and the management leading to incivility.

How My Organization Can Apply the Theory in the Selected Article

To promote civility, my organization must adopt the approach of balancing its needs with the needs of the workers. Just like profits is important to the organization, so is personal growth and fair treatment is to employees. Fair treatment and a conducive work environment boost the level of civility in organizations (Clark, 2015). Motivation is essential in getting quality work from employees, increasing employee productivity, and enhancing their speed of productivity. Effective leadership works hand in hand with motivation.

Where there is poor leadership, employees become confused, demotivated, and ‘directionless.’ Similarly, without proper motivation, employees cannot give their best, resulting in low and reduced productivity. Effective leaders motivate their employees by creating a friendly work environment, encouraging positive communication, and promoting creativity (Prabowo, Noermijati, & Irawanto, 2018, p. 171). Based on this analogy, my organization should increase the level of employee motivation to improve workplace civility.

My organization should also promote communication between workers. Teamwork and individual behavior can make healthcare safer for patients as it improves the quality of care given to patients. As mentioned above, members of staff that are in good communication with each other are not only motivated but are also likely to avoid many errors when dealing with patients (Rosen, et al., 2018, p. 433).

Effective communication boosts the morale of the staff making them highly productive. A healthcare organization that has an effective communication structure in place is likely to be more successful with regards to patient outcomes and safety compared to one with poor communication structures. Moreover, effective communication promotes efficiency leading to improved outcomes both for the organization and the employees.

Conclusion

Civility is a critical factor in the management of health organizations. Organizations can measure civility by conducting a workplace assessment. Such assessments are aimed at finding the level of employee engagement, employee satisfaction, communication, teamwork, and other practices that boost civility in the workplace.

References

  • Prabowo, T. S., Noermijati, N., & Irawanto, D. W. (2018). The influence of transformational leadership and work motivation on employee performance mediated by job satisfaction. Jurnal Aplikasi Manajemen, 16(1), 171-178. http://dx.doi.org/10.21776/ub.jam.2018.016.01.20
  • Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
  • Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing education and practice. The Journal of Nursing Administration, 41(7/8), 324–330.
  • Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, L. E., Thompson, D., Pronovost, P. J., & Weaver, S. J. (2018). Teamwork in healthcare: Key discoveries enabling safer, high-quality care. American Psychologist, 73(4), 433-450. https://doi.org/10.1037/amp0000298
  • Silva, S. D., & Mendis, B. A. K. M. (2017). Relationship between transformational, transaction and laissez-faire leadership styles and employee commitment. European Journal of Business and Management, 9(7), 13-21. https://www.researchgate.net/publication/334494910
  • Xian, J., Li, B., & Huang, H. (2020). Transformational Leadership and Employees’ Thriving at Work: The Mediating Roles of Challenge-Hindrance Stressors. Frontiers in Psychology, 11, 1400. https://doi.org/10.3389/fpsyg.2020.01400

NURS 6053 Assignment: Work Environment Assessment Instructions

Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it. Have a look at NURS 6053 Assignment: Change Implementation and Management Plan

In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.

To Prepare:

  • Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
  • Review the Work Environment Assessment Template.
  • Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
  • Select and review one or more of the following articles found in the Resources:
    • Clark, Olender, Cardoni, and Kenski (2011)
    • Clark (2018)
    • Clark (2015)
    • Griffin and Clark (2014)

The Assignment (3-6 pages total):

Part 1: Work Environment Assessment (1-2 pages)

  • Review the Work Environment Assessment Template you completed for this Module’s Discussion.
  • Describe the results of the Work Environment Assessment you completed on your workplace.
  • Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
  • Explain what the results of the Assessment suggest about the health and civility of your workplace.

Part 2: Reviewing the Literature (1-2 pages)

  • Briefly describe the theory or concept presented in the article(s) you selected.
  • Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
  • Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

  • Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
  • Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

NURS 6053 Assignment: Work Environment Assessment Example 2

Workplace Environment Assessment

The assessment of workplace civility is critical in improving patient care quality and the healthcare environment. This paper explores the results of a comprehensive Work Environment Assessment using the Clark Healthy Workplace Inventory and the enlightening comments from coworkers. Building on this framework, this discussion explores theories and concepts related to interprofessional cooperation and workplace civility through a critical assessment of a selection of literature, with a focus on the work of Clark. A second analysis examines the connections between these discoveries and how they might be used practically. Through integrating assessment results with evidence-based tactics, this essay aims to provide insight into developing high-performing interprofessional teams and fostering an environment that values excellence and respect.

Part 1: Work Environment Assessment

The Clark Healthy Workplace Inventory yielded a score of 36, indicating a significantly unhealthy workplace. The ethical principles of the American Nurses Association prioritize establishing a peaceful and courteous atmosphere devoid of bullying, harassment, and violence (Clark, 2015).

Surprising Findings

There were two specific parts of the assessment results that were very unexpected. First, the widespread culture of apprehension and reprisal within the workplace was deeply concerning. Nurses who had the courage to express their concerns were often stigmatized as troublemakers and later terminated, fostering an atmosphere where speaking out was seen as risky. Furthermore, the absence of professional autonomy and proficient nursing leadership, as defined by Mabona et al. (2022), was particularly noticeable. The workplace lacked essential elements for promoting nurse well-being and a healthy environment, significantly contributing to its poor health.

Confirmed Belief

Before performing the assessment, there was a preexisting belief regarding the presence of incivility and unhealthy practices in the workplace. This opinion was substantiated, particularly following an unsettling occurrence during a nursing meeting where the Director of Nursing (DON) openly embarrassed and threatened the nursing staff based on their individual performance. This incident confirmed the presence of a hostile work environment.

Implications for Workplace Health and Civility

The evaluation emphasizes how urgently workplace health and civility issues need to be addressed. Essentially, incivility could jeopardize the quality of patient treatment, which has the ability to physically and emotionally hurt workers (Lewis, 2023). Building strong nursing leadership, promoting open communication, fostering teamwork, and allowing professional autonomy is imperative to foster a healthy work environment. The lack of these components encourages rudeness and has a detrimental effect on nurses’ well-being. The quality of patient care is in danger, employee satisfaction is low, and turnover is significant. Ensuring workplace health and civility requires addressing these challenges and fostering a culture of respect and cooperation. To avoid such experiences, job seekers should also take employee satisfaction and turnover rates into account while considering potential workplaces.

Part 2: Reviewing the Literature

Theory/Concept in the Selected Article

The chosen article highlights how crucial it is to promote a respectful and courteous work environment, especially in healthcare settings. It recognizes the demanding nature of the healthcare industry and emphasizes the need for polite interactions, good communication, and emotional control in maintaining patient safety and providing high-standard treatment. The American Nurses Association’s (ANA) Code of Ethics is cited in the article. It outlines the duty of nurses to foster a culture of civility and condemns bullying, harassment, intimidation, manipulation, threats, and violence. Nurses are also expected to treat students, coworkers, employees, and other individuals with dignity and respect.

Relationship to Work Environment Assessment

The perspective outlined in this article is consistent with the findings of the Work Environment Assessment, which showed that the workplace was extremely unhealthy and characterized by dread and hostility. The essay emphasizes how essential it is to deal with rudeness and promote open communication, highlighting the need for change in workplaces where incivility thrives. It supports the idea that unhealthful work conditions can have a detrimental effect on both staff satisfaction and the standard of patient treatment.

Application to Improve Organizational Health and Work Teams

To improve the overall well-being of the organization and foster more cohesive work groups, it is crucial to properly implement the thoughts described in the chosen article. First, there should be an increased commitment by the leadership. Organizational leaders should fully and sincerely dedicate themselves to cultivating a workplace culture of civility and respect.   To effectively guide others, it is imperative for them to demonstrate the desired conduct, serve as a role model, and actively encourage the exchange of ideas. Through exemplifying their commitment to fostering a respectful work environment, they inspire workers to do the same. Moreover, applying conflict resolution models would be beneficial. Utilizing organized conflict resolution approaches, such as the DESC model (Describe, Express, State, Consequence), offers a systematic approach to dealing with rudeness and effectively resolving disagreements. These models provide staff with guidance on navigating difficult conversations, emphasizing the need to retain respect and find a resolution.

Additionally, enabling healthcare workers to assert themselves, particularly with regard to matters of patient safety, is of utmost necessity. Leaders should ensure that employees experience a sense of security and receive assistance when expressing concerns or reporting instances of rudeness or hostility. Fostering a culture of empowerment aids in mitigating the escalation of issues and enhancing openness. Lastly, promoting clear communication is critical. Inculcate transparent, polite, and considerate communication among team members. The leaders should highlight the significance of engaging in active listening and articulating issues in a constructive fashion. The organization may greatly enhance collaboration and promote a more respectful workplace environment by cultivating a conducive atmosphere that encourages employees to express their thoughts and tackle problems.

Part 3: Evidence-Based Strategies

Addressing the Shortcomings

Several strategies can be utilized to address the shortcomings identified in the evaluation. First, there should be training in conflict resolution skills. Lyons et al. (2021) suggest establishing conflict resolution training initiatives for all healthcare staff members to address the observed deficiencies in workplace civility effectively. These programs can facilitate the acquisition of the necessary skills to efficiently navigate difficult conversations, handle disputes and foster communication that is characterized by respect. Enhancing conflict resolution skills enables healthcare staff to tackle incivility problems better, resulting in a more conducive work atmosphere. 

Moreover, authorities should allocate resources toward leadership development programs to provide managers and leaders with the required abilities to establish and maintain a harmonious work environment. Efficient leadership plays a vital role in establishing the atmosphere of workplace culture (Vidman & Strömberg, 2020). Organizations can rectify deficiencies in leadership that contribute to incivility by instructing leaders in fostering open conversations, respect, and effective communication.

Bolstering Successful Practices

In the future, the organization has the opportunity to enhance and broaden the effective strategies identified in the Work Environment Assessment. Adopting team-based care approaches is a promising advancement for the future. These approaches prioritize collaboration among diverse healthcare experts, with each individual bringing their distinct skills to provide comprehensive patient care. Organizations can strengthen the good features of the work environment by actively promoting and establishing interprofessional teamwork. This not only improves patient outcomes but also guarantees a more cohesive and efficient workplace where healthcare workers flourish as high-performing teams.

Another proactive approach entails improving recognition and incentive programs.   Organizations should prioritize enhancing these initiatives to cultivate a culture characterized by gratitude and respect. Providing recognition and incentives to healthcare workers for their contributions to patient care and fostering a respectful work environment serves as a strong motivation (Martins et al., 2021). By strengthening these favorable behaviors, the organization may establish a future in which professionals feel appreciated, thereby increasing their dedication to efficient collaboration and achieving exceptional results. The strategy is bound to enhance the feeling of membership and act as a driving force for continued cooperation, resulting in a substantial influence on the quality of patient care and the overall well-being of the organization.

Conclusion

A healthy workplace has a huge impact on patient care and staff well-being. The Work Environment Assessment recommends immediate action to address workplace incivility and lack of professional autonomy. To fix these issues, leaders must prioritize civility, open communication, and conflict resolution training. Team-based care and healthcare professional recognition improve the workplace. Creating a culture of respect and cooperation is both moral and strategic, with the potential to improve patient care and corporate performance.

References

Clark., C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. Accessed 27th October 2023 from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023

Lewis, C. (2023). The impact of interprofessional incivility on medical performance, service and patient care: a systematic review. Future Healthcare Journal, 10(1). https://doi.org/10.7861/fhj.2022-0092

Lyons, O., Forbat, L., Menson, E., Chisholm, J. C., Pryde, K., Conlin, S., Felton, V., Ingle, S., McKenzie, C., Ramachandran, R., Sayer, C., Snowball, C., Strachan-Gadsby, E., Tisovszky, N., & Barclay, S. (2021). Transforming training into practice with the conflict management framework: a mixed methods study. BMJ Paediatrics Open, 5(1), e001088. https://doi.org/10.1136/bmjpo-2021-001088

Mabona, J. F., Van Rooyen, D. R. M., & Ten Ham-Baloyi, W. (2022). Best practice recommendations for healthy work environments for nurses: An integrative literature review. Health SA Gesondheid, 27(0), 1–11. https://doi.org/10.4102/hsag.v27i0.1788

Martins, C., Potra, T., Lucas, F., & Lucas, P. B. (2021). Motivational factors of nurses in a group of primary health centres in the city of Lisbon: qualitative study. Annals of Medicine, 53(sup1), S98–S98. https://doi.org/10.1080/07853890.2021.1895984

Vidman, Å., & Strömberg, A. (2020). Leadership for a healthy work environment – a question about who, what and how. Leadership in Health Services, (ahead-of-print). https://doi.org/10.1108/lhs-06-2020-0041