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- NURS 6053 Module 4 Assignment Workplace Environment Assessment.
Workplace Environment Assessment
The work environment in healthcare settings affects patient care and representative satisfaction and performance. This environment’s dynamics should be assessed and understood to find opportunities for improvement and successful methods that advance a healthy and normal workplace. In this assignment, I will concentrate on a healthcare Work Environment Assessment’s startling revelations and confirmations and bind them to applicable theoretical frameworks. In order to improve organizational health and the proficiency of work teams, strategies will be recommended to determine distinguished weaknesses and support favorable practices.
Part 1
Work Environment Assessment Results
My workplace scored 89 on the Clark Healthy Workplace Inventory Work Environment Assessment. This score indicates a somewhat healthy work environment with qualities and weaknesses. According to the assessment, our work environment had great regard and several professional advancement chances. Our organization has a supportive and improvement-centered culture. The assessment also tracked down significant shortcomings in workload management and conflict resolution. Regardless of the basis of a healthy work environment, these findings infer that crucial areas anticipate that attention ought to improve workplace health and civility.
Surprising Aspects
The assessment findings astonished me in two ways. First, the high colleague regard score startled me. Notwithstanding everyday loads and obstacles, we safeguard mutual regard and professional manners. Great work environments where representatives feel valued and supported require reciprocal regard (Rasool et al., 2021). Second, the astounding professional advancement score astonished me. This shows that our company invests in staff advancement, giving them the tools and chances to enhance their careers, which helps representative happiness and maintenance.
Confirmed Idea
The idea of workload management is one that I trusted before the assessment, and the findings confirmed it. I know, as a matter of fact, that work overpowers many colleagues, including me. This area’s poor score confirmed my conclusion that past crazy workloads are a significant concern. This affirms the prerequisite for better workload management strategies to minimize burnout and improve staff proficiency.
Health and Civility of the Workplace
To increase its health and civility, my workplace has to improve its somewhat healthy environment, according to the assessment. Conscious coworkers and professional improvement indicate a deferential workplace. These traits are necessary for a pleasant, inspiring workplace. Low workload management and conflict resolution ratings propose underlying issues that could detract from this positive atmosphere. Time and workload management and the ability to deal with conflicts decrease pressure and burnout (Jing et al., 2020). Paying attention to workplace civility is necessary, yet solving these issues is necessary for creating a healthy environment in the company.
Part 2
Theory in the Selected Article
In the article I have picked, Jean Watson talks about the theory of human caring. (King et al., 2021). This theory supports healing and a healthy workplace via loving relationships. According to Watson’s theory, healthcare suppliers require empathy, compassion, and honest professional bonds. According to this theory, caring involves more than simply tasks and is crucial to nursing practice. All-encompassing patient care addresses physical, emotional, and spiritual necessities. Watson’s theory also emphasizes building a caring and supportive work environment where healthcare workers may encourage meaningful relationships with their colleagues, leading to more extraordinary patient encounters and occupation satisfaction scores.
Theory and Results of Work Environment Assessment
I found Jean Watson’s Theory of Human Caring unequivocally related to my Work Environment Assessment results. Watson’s theory that a loving and supportive atmosphere encourages professional development and mutual regard is confirmed by high colleague regard and career improvement.
NURS 6053 Module 4 Assignment Workplace Environment Assessment
Watson’s empathy and compassion supplement colleagues’ regard, demonstrating that caring relationships are vital to our workplace culture (King et al., 2021). Watson’s theory may improve workplace well-being, yet workload management and conflict resolution scored poorly. Making the workplace more loving and supportive can fix these issues and increase workplace civility (Clark, 2019).
Theory Application to Improve Organizational Health and/or Stronger Work Teams
Enhanced Support Systems
Peer mentorship and regular registrations are two organized support systems that can help share workload and provide emotional support (Turpin et al., 2020). For example, matching beginner medical attendants with experienced mentors could help them overcome issues and progress professionally. Regular supervisor registrations can also identify and correct workload discrepancies before burnout.
Conflict Resolution Training
Staff can learn conflict resolution (Broome and Elaine Sorensen Marshall, 2020) and resolve conflicts. This training ought to follow Watson’s empathic communication and understanding of ideas. For example, workshops on active listening and empathy can assist staff in resolving conflicts and building relationships with colleagues.
Promoting Work-Life Balance
Adaptable scheduling and appropriate staff can improve work-life balance and workload management. The organization may create a more caring and supportive environment by understanding and addressing exhaustive worker needs. For example, adaptable work hours or telecommuting can assist representatives with managing professional and personal obligations, lowering strain and occupation satisfaction.
Creating a Caring Culture
A broad caring culture improves workplace health. Regular team-building, acknowledgment, and open communication may achieve this. For example, moderate team-building occasions can improve associations among colleagues and the local area. Rewarding representatives for their work encourages everyone and emphasizes caring and supportive relationships.
Part 3
Strategies to Address Shortcomings in Work Environment Assessment
My approaches will address Work Environment Assessment, workload management, and conflict resolution issues. Establishing workload management systems that distribute workloads equally among staff members is a valuable strategy. Regular workload appraisals and needs-based modifications can do this. Task management software can assist managers with assigning positions and minimizing overwork. Hiring extra staff or deploying temporary workers during busy seasons could help manage workloads and diminish burnout.
Another strategy is to improve conflict resolution by providing intensive training and transparent protocols. The primary goals of this training ought to be active listening, empathy, and solid communication (Klimecki, 2019). For example, intermittent conflict resolution seminars can assist staff with resolving conflicts peacefully. Clear protocols for reporting and resolving disputes can also forestall team battles.
Strategies to Bolster Successful Practices Revealed in Work Environment Assessment
As for the Work Environment Assessment, I will propose two approaches to enhance the organization’s compelling practices concerning regard among individuals and career opportunities. To tackle these aspects, one strategy could be strengthening the obligation of the organization’s professional improvement activities. Some include more significant investments in training and certification programs, solid online conveyance platforms, and meeting and workshop sponsorship. For instance, an organized professional improvement plan may assist the representatives with career advancement goals and targets. Additional study financing in the form of scholarships for any representative additional audits could also encourage the workers’ professional nature.
Furthermore, another conceivable approach is to advance acknowledgment and gratitude in the workplace. Organizational reward plans could include regular staff acknowledgment awards. For instance, a month-to-month award, such as “Worker of the Month,” could motivate the staff and praise them for great performance. A healthy and supportive work environment could also be advanced by supporting companion appreciation through settings where representatives may offer their thanks.
Conclusion
In conclusion, the Work Environment Assessment zeroed in on health and civility as well as workplace strengths and weaknesses. This may assist with enhancing the settings of healthcare companies by dealing with targets, such as workload control and conflict resolution. Consequently, organizational health may have a positive impact from these theoretical frameworks, such as Jean Watson’s Theory of Human Caring, which emphasizes empathy and caring interpersonal relations.
A superior workplace will enhance and address the issues with diminished issues and enhanced strategies that will be of value to the staff and patients. The insights gained from NURS 6053 Module 4 Assignment Workplace Environment Assessment contribute to creating a healthier workplace, diminishing pressure, improving proficiency, advancing viable care of patients, and encouraging healthcare professionals’ thriving.
References
Broome, M. E., & Elaine Sorensen Marshall. (2020). Building cohesive and effective teams. Springer EBooks. https://doi.org/10.1891/9780826135056.0007
Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44–52. https://doi.org/10.1016/s2155-8256(19)30082-1
Jing, L., Ma, Z., Ma, Z., Chen, B., & Cheng, S. (2020). Nurse practitioners’ work values and their conflict management approaches in a stressful workplace: A Taiwan study. Sustainability, 12(3), 1040. https://doi.org/10.3390/su12031040
King, C., Rossetti, J., Smith, T. J., & Smyth, S. (2021). Workplace incivility and nursing staff: an analysis through the lens of jean Watson’s theory of human caring. International Journal of Care and Caring, 25(4), 283–291. ResearchGate. http://dx.doi.org/10.20467/HumanCaring-D-20-00050
Klimecki, O. M. (2019). The role of empathy and compassion in conflict resolution. Emotion Review, 11(4), 310–325. https://doi.org/10.1177/1754073919838609
Rasool, S. F., Wang, M., Tang, M., Saeed, A., & Iqbal, J. (2021). How toxic workplace environment affects the employee engagement: The mediating role of organizational support and employee well-being. International Journal of Environmental Research and Public Health, 18(5), 1–17. NCBI. https://doi.org/10.3390/ijerph18052294
Turpin, A., Shier, M. L., Nicholas, D., & Graham, J. R. (2020). Workload and workplace safety in social service organizations. Journal of Social Work, 21(3), 575–594. https://doi.org/10.1177/1468017320913541
