Summary of Results for Clark Healthy Workplace Inventory
Summary of Results – Clark Healthy Workplace Inventory
Please respond to the student post below in the order description section by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.
My workplace inventory score is 38 which means “Very unhealthy” (Clark, 2015). A score of 38 makes the health and civility of my workplace very unhealthy which is also my personal experience. Some staff do not respect their RNs in charge at evening and night shifts because the nurse managers and other superiors are not on duty to represent effective use of power (Laureate Education (Producer). For example, I asked a tech to return a shower sign up paper to where patients could see it to sign up for shower. She asked, “Why can’t you take it?” I asked what she said three times, she responded three times. This is an unhealthy situation. I was stunned and it would have been unsafe for patients and staff to witness any form of arguments or altercations between staff. So, I took the paper out myself. I addressed the situation by calling the staff for a one to one conversation afterward using the DESC model for addressing incivility (Clark, 2015). I reeducated her that as RN in charge of the unit, my goal was optimal care of patients through team work. I believed she took to the correction and verbalized understanding that she just did not think of how her actions affect other people.
Incivility at my job goes with Oppression Theory (Griffin & Clark, 2014). Oppression theory is said to be “Bullying type behaviors that members of the oppressed group manifest toward each other as a result of being members of a powerless group” (Griffin & Clark, 2014). This bullying can manifest as a lateral or horizontal type of bullying i.e., one staff bullying another staff with a similar job title (Yoder-Wise P. S., 2018, pp. 137). For example, when I did not receive support when I started this job, I was made to feel incompetent and inferior to other nurses. Whether the action of my co-workers was intentional or not, it is still bullying because “Any form of harassment whether intentional or not” is bullying (Yoder-Wise P. S., 2018, pp. 137)!
Conclusion
Incivility is a common experience in workplace across America especially in healthcare (Clark, 2015). This is why organizations need to clearly define the kinds of behaviors that are acceptable to them. Using skilled communication, collaborative team relationships, and effective use of power will help to accomplish the health of an organization (Laureate Education (Producer), 2018). Those who feel bullied on the job should be encouraged to articulate how they feel using the four elements of DESC model of describing the specific situation, expressing their concerns, stating other alternatives, and consequences because some of these bullies may not know how their action constitute bullying or how it affects other people (Anusiewicz et al., 2019).
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