Posted: October 27th, 2022

Continue 5

To Prepare:

· Review the Resources and identify one change that you believe is called for in your organization/workplace.

· This may be a change necessary to effectively address one or more of the issues you addressed in the Workplace Environment Assessment you submitted in Module 4. It may also be a change in response to something not addressed in your previous efforts. It may be beneficial to discuss your ideas with your organizational leadership and/or colleagues to help identify and vet these ideas.

· Reflect on how you might implement this change and how you might communicate this change to organizational leadership.

The Assignment (5-6-minute narrated PowerPoint presentation):

Change Implementation and Management Plan

Create a narrated PowerPoint presentation of 5 or 6 slides with video that presents a comprehensive plan to implement the change you propose.

Your narrated presentation should be 5–6 minutes in length.

Your Change Implementation and Management Plan should include the following:

· An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)

· A description of the change being proposed

· Justifications for the change, including why addressing it will have a positive impact on your organization/workplace

· Details about the type and scope of the proposed change

· Identification of the stakeholders impacted by the change

· Identification of a change management team (by title/role)

· A plan for communicating the change you propose

· A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose

Running head: CIVILITY 2

CIVILITY 2

Civility in the Workplace

Student’s name

Professor

Course title

Date

Work Environment Assessment

The results of the Clark Healthy Workplace Inventory showed that there was a moderate score. The 20 questions were used to show the perception as the tool which assists in determining the health which is there in the workplace. The answers that I answered completely true was question number 12. For the question 17, I answered that it is somewhat untrue. Questions1-2, 5-11, 14-16, and 20 were scored somewhat true. The answers to the rest of these questions were that it was a neutral score. When using the point value system, the score was 74 which showed that it was a moderately healthy workplace, this shows that there is some bit of incivility which is there in the workplace which must be addressed so that it is more conducive. The failure to address these things can lead to impairing of performance, increased stress, and jeopardizing of customer care. The difficult conversations are necessary so that incivility is dealt with.

There are several things which surprised me about the results of the assessment. The first one is that I expected the organization to have a higher score which is above 90. The results show that there is still so much more that needs to be done. The second ting which surprised me about the results of the assessment is that there are some behaviors in the workplace which we believe are acceptable but they are a form of incivility. These behaviors need to be addressed in the long run to make the workplace better.

One of those ideas which I believed before conducting the assessment which was affirmed is that there was some incivility in my organization. I believed that there was some incivility and this was confirmed by the assessment. There are some incidences which made it evident that some forms of incivility existed.

The results of the civility show that the workplace I live in is moderately healthy. The moderate health also showed that there is some moderate civility in my organization. The organization needs to work towards having a place that is healthy and civil to all of the employees.

Reviewing the Literature

The concept which is presented in the article which I looked at is that of incivility. Incivility is common that happens in several organizations. The majority of nurses are left hesitant and have the fear of being controversial when they call out the incivility. The majority of nurses want to avoid conflicts and do not want to seem as constant complainants (Marshall and Broome, 2017). There are several contexts where the incivility is present in the nursing education. There are nurses who experience it in their education and end up becoming uncivil in their organizations (Clark et al., 2011). There is incivility which leads to increase in the medical costs, poor patient care, as well as unsafe working conditions. The incivility present costs the organization in terms of cognitive distraction and delay of projects. There is also the cost to the employees in terms of civility. The employees such as nurses can end up being frustrated to the customers. The environment in healthcare can end up being stressful and the majority of nurses will fail to communicate in a manner which is considerate. The care provided to the patient depends on the ability of the nurse to deal with various sources of stress and communicate in a manner which is respectful. It is also important to manage one’s emotions. The incivility affects the ability of the nurse to concentrate in their duties and work. The nurse leaders need to be at the frontline in addressing the various instances of incivility that might arise at the workplace. It is important for nurses to be taught how to deal with the stresses and become better when carrying out their various tasks.

Incivility in the nursing organizations is related to the work environment assessment which I carried out. There is an impact on the employees when there are some high levels of incivility. Incivility leads to the creation of an unhealthy work environment which makes it harder for the nurses and other employees to carry out their duties effectively. The assessment shows the need to work to make sure the employees are satisfied and that there is sufficient team work. The failure for the organization to deal with cases of incivility leads to the increase in the stressful factors for the employees.

The education of nurses is important in dealing with the incidences of incivility in the organization. The nurses need to be educated on the importance of being civil in the creation of a healthy workplace. The organization that I work for needs to work towards training of nurses on civility and educate them so that all of the nurses are empowered. When the nurses are trained, there will be establishment of civility and teamwork for all of the nurses. It is important for the organization to understand that not everyone knows the importance of being civil among the nurses (Clark et al., 2011). The nurses need to be educated on how to practice things such as cultural humility. The issue of civility needs to be handled properly at the forefront before anything else. The training will make sure that everyone understands the importance of understanding these behaviors. There should also be consequences for those nurses who are not civil such as being on suspension. There should be such consequences so that everyone adheres and treats on another with respect.

Evidence-based Strategies

There are several strategies which are highlighted that can assist in dealing with the issue of incivility in the workplace. The first step that can be taken is having civility training for nurses when they are going through education. Civility can be maintained when it is entrenched in the training of these nurses. At the same time, there should be continuous training on civility in the workplace for all of the nurses. It is critical to have continuous reminder and updating on civility. There should be encouragement for nurses to be more civil.

It is also critical to look at various ways of handling cases of incivility. One of the things that can be done is having fines and such measures to deal with cases where an individual is uncivil. It is important to teach them the right way and how to behave both in the short run and long run. Everyone should treat the other in the best way possible and ensure that there is proper service to the patients. A healthy working environment will arise when everyone is together and having the right amount of respect when handling various issues (Clark et al., 2011)

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

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd Ed.). New York, NY: Springer.