Wk 4

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)

*Template completed in the Week 7 discussion should not be submitted with this assignment.

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.


Change Implementation and Management Plan


  • 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): 


(I just need the PowerPoint I will do the narrative)


Change Implementation and Management Plan

Create a 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes 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


Management of Health Information Services


Data Analysis


Principles of Health Service Management


413 Health Informatics


Facility assessment

Respond to the discussion question 


Healthy work environments are imperative to enhance recruitment and retention of health professionals including nurses and to maintain an organization’s financial viability (Wei, et.al., 2018). Wei ( 2018) also emphasized that healthy work environments that are caring and supportive to nurses within their respective health organizations are vital in achieving excellent patient outcome.

In the healthcare organization that I am presently working,  it scored 89 points, based on the Work Environment Assessment that I conducted. A score between 80 to 89 indicates that my workplace is moderately healthy. Some of the top-rated attributes of the assessment that I have scored with 5 points (completely true) include shared vision and mission, level of trust between leadership and employees, there is emphasis on employee wellness and self-care, actively engaged members in shared governance, joint decision making and policy development, review and revision, there is an ongoing assessment of the organizational culture, however I would like to emphasized that the highest attribute I value the most is that there is a clear and respectful lines of communication across all levels of our organization and employees are treated in fair and respectful manner.  In this light, I would like to say that my workplace is civil. O’Neal (2017) defines workplace civility as behaviors that help to preserve the norms for mutual respect in the workplace, civility also reflects concerns for others ( O’Neal, 2017). One of the important aspects of a healthy workplace is civility which is the formal courtesy in behavior and speech and it plays an important aspect in building relationships among employees.

Incivility is a common issue among nursing staff in health care settings. Any rude or disruptive behavior directed toward another nurse or co-worker is considered an act of incivility (Clark, 2011). Although this inappropriate behavior is not always meant to cause harm, it violates social norms and professional workplace standards (Clark, 2011). The harm caused by incivility ranges from distracting or irritable behavior to physical violence which lowers morale. O’Neal (2017) further discussed that incivility in the workplace can have an impact on productivity and commitment to the organization. Employees experiencing incivility may even perceive the workplace as hostile and look for work elsewhere. Incivility among nursing staff not only affect workplace morale but also patient safety and care outcomes. Higher burnout rates have been linked to incivility and are frequently caused by the direct effect of inappropriate behavior from patients, doctors and managers, or incivility can also result in reduced workplace commitment among nursing staff. Subsequently, the first step to fostering civility among nursing staff is to understand what triggers this behavior and the effects incivility can have on the well-being of both nurses and patients.

I take pride and very grateful that my workplace is civil. Civility and respect are essential aspects of every work environment which I very much felt in our organization. Civility and respect is present in the workplace as we treat each other respectfully and being considerate in our interactions with one another as well as our patients and their families. We show empathy, care and consideration for others, and acknowledging and appreciating each other’s contribution to our team. We have a strict zero-tolerance policy for violence and communicated well in our policy manual.  We have a reporting system for incivility cases and closely monitor those incidents. We are able to report disruptive behavior without fear of criticism or retribution from co-workers or supervisors. The reporting system address these cases as close to the time of occurrence as possible. There is an open communication between leadership and staff, there is trust from the managers that they will help support resolution of inappropriate behavior. Our leaders know how to act as role models of appropriate behavior. They imbibe a health care setting’s culture of safety; our leaders learn to demonstrate respectful conduct and positive behavior toward other leaders and members of their staff thus show that unacceptable behaviors are not tolerated in the workplace.

During the COVID -19 surge was the most evident occurrence of incivility in the healthcare setting and in my own workplace was not an exemption. As the COVID-19 pandemic brought sudden and profound changes to many healthcare settings, many of which have been identified as antecedents to workplace incivility. The unprecedented COVID-19 pandemic demands that we treat one another with greater understanding, respect, and compassion; however, the reality shows an increase in workplace incivility triggered by pandemic-induced stress due to staffing shortage. As nursing staff were heralded as essential and heroic, we still became punching bags on whom weary, stressed out, often irrational patients and our fellow employees took out their anxieties and frustrations and we forgot to treat each other with kindness and respect. During this worst time, our managers showed their support through augmenting staff by getting travel nurses. Our manager make sure that we have enough PPEs to use and we start the shift with huddle to discuss our issues and concern. We always remind each other that we are team and help and support is always on its way and the goals of care needed.

Even if there is a positive culture of civility and respect within the organization, conflicts will arise. When people are upset, they are more likely to speak thoughtlessly and when people are on the receiving end of someone’s anger, it is more likely they will act defensively. It is important to have policies in place to manage conflicts before they arise so that leaders and human resources are prepared. It is also important for people leaders, as well as workers, to be trained on conflict management so that they have the skills and strategies to navigate difficult situations.

It is important to create a culture of civility and respect in an organization. This means modelling and enforcing appropriate communication and conduct within the organization. When problems arise such as disrespectful or uncivil behavior, these should be addressed in an effective and timely fashion. When it comes to communication, it is important that all written and verbal communication is civil and respectful includes non-discriminatory and inclusive language and respects confidentiality and personal information. A civil and respectful workplace is related to greater job satisfaction, feelings of fairness and an overall positive environment. It is also linked to improved morale and teamwork and better staff relationships. Organizations characterized by civility and respect have a positive atmosphere marked by high spirits and work satisfaction and enhanced patient satisfaction.



Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing education and practice Links to an external site.. The Journal of Nursing Administration, 41(7/8), 324–330. 

O’Neal, D. L. (2017, November 21). The importance of civility in the workplace. Small Business – Chron.com. https://smallbusiness.chron.com/importance-civility-workplace-43590.html

Wei, H., Sewell, K. A., Woody, G., & Rose, M. A. (2018). The state of the science of nurse work environments in the United States: A systematic review. International Journal of Nursing Sciences, 5(3), 287–300. https://doi.org/10.1016/j.ijnss.2018.04.010


Discussion response

Work Environment Assessment

            Healthcare literacy, cultural competency, and language barriers are all components of effective communication. If any of these are jeopardized, effective communication does not happen (Ratna, 2019). Effective communication and civility are vital within healthcare. Without it, healthcare costs rise, medical care delivery becomes ineffective, and an increase in negative patient outcomes happens (Clark et al., 2011). Based on the Clark Healthy Workplace Inventory in the article Conversations to inspire and promote a more civil workplace (2015), my current workplace scored a 69, which means it’s on the higher end of ‘barely healthy’.

            This somewhat surprised me because I enjoy my workplace and feel that it is a good place to work. However, after looking at some of the questions asked, I realize that there are some flaws within the organization that I seem to look past. The one and only question that scored ‘completely untrue’ on the assessment was “The organization provides competitive salaries, benefits, compensations, and other rewards”. I have talked to a few of my coworkers who have the same job title and do the same work, and we all make different salaries. I discussed this with my manager and her response was “Well, they asked for a higher starting salary when they applied,” but then refused to raise my pay to meet others. I did not feel that was a sufficient answer as to why we had such a big difference in pay.


Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10 Links to an external site. (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. JONA: The Journal of Nursing Administration, 41(7/8), 324–330. https://doi.org/10.1097/nna.0b013e31822509c4Links to an external site.

Ratna, H. (2019). The Importance of Effective Communication in Healthcare Practice. Harvard Public Health Review, 23, 1–6. https://www.jstor.org/stable/48546767


Discussion Jan 11

Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.

Discussion question for GALLUP

Respond to discussion 


Assessment Results Analysis

Leadership is the ability to guide others toward achieving desired outcomes or shared goals, and a leadership philosophy is a framework utilized by a leader (Broome & Marshall, 2021). The Clifton strengths finder assessment results indicated that I am talented in the learner, includer, ideation, input, and discipline themes (Rath, 2007). Therefore, I exhibit a great desire to acquire new insights and constantly seek to improve myself; I am highly aware of those who are left out and try to include them and find connections between ideas. Moreover, I constantly collect and archive information and interactions and enjoy having a routine and structure. The assessment results align with my leadership traits, such as open-mindedness, collaboration, respect, integrity, and accountability. Moreover, it aligns with my leadership philosophy that integrates visionary, ethical, and democratic leadership styles.

The two strengths that I would like to improve are the includer and discipline strengths. Being an includer involves accepting and including those who are left out and allows for a diversity of knowledge and skills that improves performance, decision-making, and problem-solving. Discipline entails having an orderly structure of behavior, which establishes inner strength and character and enables one to focus on their goals.

Improvement Plan

I plan to improve the two strengths, includer, and discipline, by identifying opportunities that would enable me to practice these behaviors deliberately and frequently practicing them. Moreover, I will develop goals and metrics to evaluate my performance in these two themes. For instance, assessing how much I procrastinate or make decisions independently without seeking the opinion of others. I will achieve my vision by leveraging my strengths, such as being talented in the leaner, includer, ideation, input, and discipline themes. Moreover, I will identify weaknesses and find ways to overcome them.



Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company.

Rath, T. (2007). Strengths Finder 2.0 w/Access Code. MBS Content.