Work Environment Assessment

PART 1: Work Environment Assessment

The Healthy Workplace Inventory assessment showed that my organization had most of the scores between neutral and entirely true. Most of the scores fell on the completely true mark earning 4 points per statement. A good number fell under the somewhat true category. The organization scored low points on statements such as having all organization members involved in the decision-making process. The assessment shows that there is a culture of respect for each individual. Work is also evenly and fairly distributed throughout the organization. Most organization members would recommend the organization as an excellent workplace for their friends and their relatives (Clark, 2015).  Teamwork is always promoted, and the team spirit is embedded in the organization’s culture.

Before conducting the assessment, I believed that my organization was perfect and that all the employees were very civil. However, I was surprised to note that the level of civility when it comes to conflict resolution was very low. Most employees within the organization did not know how to use effective conflict resolution methods. As witnessed, conflicts would lead to blows and hostility between the parties involved.  The organization also scored low on free expression of diverse and opposing ideas or perspectives. It could be better if the employees were culturally competent.

The results of the organizational assessment indicate that the civility of the organization stands at moderately healthy. The organization scored an overall of 88 in the evaluation out of the possible 100 points. The workplace is civil in that it promotes a culture of mutual respect and teaches its employees to embrace responsibility. The organization also develops the employees’ ability and skills as a way of career development and employee satisfaction.  The organization is also civil in that it teaches the employees to identify their behaviors within the organization and understand how such behavior affects the organization (Clark et al., 2011).

PART 2: Reviewing Literature

The first article by Clarks (2015) discusses the importance of conversations on increasing workplace civility. The author discusses various assessments that are used to determine the level of civility within an organization. The article focuses on proper communication within the organization as the most effective strategy to increase civility within the organization.  The author dictates that critical conversations can be, at times, stressful, but they are needed when dealing with cases of uncivil behavior within the organization. Staying silent on uncivil behavior does harm and impairs the job performance of employees. This article relates to the result of my workplace assessment in that if the strategy is employed, it would be hard to have rotating conflict among the employees.

According to the assessment, the organization’s employees scored very low on the statements that involved dealing with conflict at the workplace. Most employees did not understand or know the best ways to solve conflict and often held issues in. However, communication will help the employees air any grievances they have with each other or with the management. It is a way through which the employees can lay down their expectations and understand the expectations of their bosses or the company. Through communication, the organization can make employees stronger as a team, and issues are dealt with appropriately other than lashing out or holding on to issues that will affect the overall performance.

The other article is by Clarks (2018) and discusses the ethical obligation that nurses have to foster civility within the work environments. Such civility goes a long way in ensuring patient safety and quality of care.  The author discusses evidence-based teaching strategies that will keep nurses prepared to deal with uncivil behavior in the workplace. Clarks gives an in-depth description of cognitive rehearsal to help learners know how to deal with incivility in a non-threatening environment. A skilled facilitator handles the training of the technique. Together with simulation and evidence-based scripting, the cognitive rehearsal technique could help nurse students learn how to address uncivil encounters within the organization. The article relates to the assessment in that it helps deal with uncivil behavior in the organization, which is needed to increase its civility levels. Through training and simulations, employees can know how to deal and manage conflicts within the workplace. They can also have ideas on ways to express their diverse opinions and perceptions without leading to uncivil behavior at the workplace.

PART 3: Evidence-Based Strategies to Create High-Performance Inter-professional Teams

Various strategies could be used to increase the organization’s conflict resolution abilities and increase the acceptance of diverse opinions and perceptions. The first strategy is proper communication. It includes learning the art of listening and airing out grievances one might have. Communication is a way through which employees can understand the root cause of a problem at the workplace. Proper communication increases productivity within the organization and reduces conflict caused by individuals communicating in the wrong way. The article by Clarks (2015) shows how communication goes a long way in fostering civility within the workplace. As discussed earlier, the author shows that proper communication creates safe zones where employees can air out diverse opinions that will help improve the organization’s civility. Another strategy is to use workshops, training, and simulations on the best ways to solve conflict within the organization. Such a strategy will ensure that employees have prior experience with conflict and have an idea of the best ways to solve such conflicts.

The organization should use the following strategies to bolster the already existing values within the organization. The first is to make respect and courtesy as part of the organizational culture. It will ensure that even when new members join the organization, they will fall in line with the culture. Employee empowerment and development strategies such as continuous training on competence will foster a healthy and happy workforce (Kowalski, 2018). Such will enable the organization to achieve its goals and objectives of creating high civility within the workplace. The organizational culture should also continue being accommodative and encourage employees to offer ideas and suggestions that would make the organization more civil. Such creates a culture and attitude of responsibility, and employees will understand that their actions affect the whole firm.

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