Respond to students post by sharing ideas for how shortcomings discovered in their evaluations and their examples of incivility could have been managed more effectively

Respond to students post by sharing ideas for how shortcomings discovered in their evaluations and their examples of incivility could have been managed more effectively

Respond to students post by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.

Students Post:

I utilized the Clark Healthy Workplace Inventory to determine my perception of the healthiness of my workplace and was not surprised to know that it only scored 38 points which means that my workplace is very unhealthy. I was surprised that I was not able to select “completely true” for any statements and was only able to select “somewhat true” for one item, the organization encourages free expression of diverse and/or opposing ideas and perspectives, the problem is they do nothing with it. They are focused on the bottom line and do what they want. Nine of the twenty statements (45%) I had to select “completely untrue”., five of the twenty (25%) I selected “somewhat untrue”, the remaining five I selected “neutral”.

The United States is facing a nursing shortage. Approximately 30% to 50% of all new nurses will leave their profession sometime during their first 3 years of practice. This can be attributed to workplace incivility, at a cost of $24 billion annually (Kisner, 2018, p. 36). Incivility in health care settings can have a detrimental impact on individuals, teams, and organizations (Clark, 2019, p. 64) As I have mentioned in previous posts my facility is mid-sale and the sister company treats us like the redheaded stepchild. Turn over has been very high or employees just call in sick. This leads to work overload due to shortage of staff, unclear roles and expectations due to employees doing a job that they are not familiar with (Clark et al., 2011, p. 325).

Workplace incivility takes many forms, including verbal or nonverbal abuse, passive-aggressive behaviors, and bullying (Kisner, 2018, p. 38). I have experienced all of the above from a colleague. The facility has a zero-tolerance policy. So hypothetically, consequences should be enforced, like a verbal and written warning for each time, if it happened three times, then the employee should be terminated. What ended up happening was the nurse manager, myself and my colleague sat down and “talked”. She was given another verbal warning (I am not the first colleague she has acted this way to) basically a slap on the wrist with no real consequences. The kicker is she is still doing the same thing to me and other nurses and still they do nothing about. What I did was switch my schedule, so I do not work with her anymore. Although when she picks up shifts, she works with me and the shift is absolutely awful. She will not do the part of her job that is supposed to help with nursing notes, instead she takes breaks whenever she wants without letting me know and leaves early and yet nothing happens to her. My theory is since she and the nurse manager are tight and are often seen together at get togethers and bars nothing will ever happen to change her behaviors.

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