NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Thank you for sharing your work experience with us. It is never easy revisiting those feelings of not being valued but taken advantage of and where high levels of unproductive favoritism exist. When individuals in higher management positions demonstrate their superiority,  it is reminiscent of the silos that are discussed in the TEDx (2017) video. Patient care involves everyone horizontally across the organizational chart. Proper, safe, and sound care, does not occur when organizations function within their individual silos. This does not create a needed productive, beneficial atmosphere and environment for staff and all units alike. Mangiofico and Tompkins (2021) express that when the supervisor of a unit is belittling or the like it disables the environment starting with psychological safety. Moreso, those who witness such abuse can be just as affected as those who are recipients of it Mangiofico and Tompkins (2021).

One intervention conducted at a non-profit center to alleviate incivility among staff in an organization was the implementation of a dialogical approach. This consisted of delving into each board member’s own feelings of what they meant to the team, dissecting those definitions, and working through them. Several of these definitions were negative in the sense that staff felt that their work was diminished and threatened, and several individuals felt a sense of disparagement Mangiofico and Tompkins (2021).  These staff members were then brought together into two groups and were engaged in dialogue to ameliorate any negative, unproductive feelings, expressions and use newly established co-created dialogue that benefits all Mangifico and Tompkins (2021). Here, a dialogical approach was used to get to the root of the problem, addressing assumptions and feelings, by sorting through them to stabilize the relational pattern through reasoning and being sensible Mangiofico and Tompkins (2021).

Workplaces and organizations are permeated with norms of interpersonal conduct. Mandatory continuing education within facilities needs to engage in civility videos as much as they do HIPPA videos. When one is aware of misbehaviors, or it is recognized by professionals when it was not priorly seen as such, they become cognizant and the catalyst to change that behavior. Saxena, Geiselman, and Zhang (2019) express that organization must show videos that contain  “Bringing norms of interpersonal respect to the forefront of one’s consciousness; Making employees aware of when civil interactions become uncivil; How to monitor one’s behavior; Engaging employees into actively understanding the negative impact of being uncivil; and In case incivility occurs, how to best handle the episode, both from the standpoint of a perpetrator and of a target” (p. 4).

These are both superb options, the first more or so actively getting to the root of the problem through investigating personal feelings using the dialogical approach. The second, I would think, would be much more economical and time-friendly however, it will need enforcement to keep it from occurring related to human behaviors that are not easy to fix.

References

Mangiofico, G. L., & Tompkins, T. C. (2021). A Framework for Disrupting Incivility in the Workplace. Organization Development Journal, 39(4), 79–90.

Saxena, M., Geiselman, T. A., & Zhang, S. (2019). Workplace incivility against women in STEM: Insights and best practices. Business Horizons, 62(5), 589–594. https://doi.org/10.1016/j.bushor.2019.05.005 

TEDx. (2017, April). Jody Hoffer Gittell. The power of a simple idea. [Video file]. Retrieved from https://www.youtube.com/watch?v=X7nL5RC5kdE