NURS6053 Week 7 Discussion Template
THIS MUST BE A SCHOLARLY PAPER AND ASSESSMENT
THIS DQ IS NOT INTENDED TO BE A VEHICLE FOR VENTING
Week 7 – 9 work must be scholarly and graduate level work. This assignment should not be a vehicle for venting but to describe a real workplace issue, identify an evidence-based solution, and provide constructive strategies for improvement based on theory and evidence in the literature.
By Day 3
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.
By Day 6
Respond to at least two of your colleagues on two different days
If you’re using new terminology from the course readings
Define/Describe the terms in your own words (paraphrase) or quote the authors but use the appropriate APA citation!! Then… apply those terms to your situation.
· Define – Describe
· Analyze and Apply
· Support with Appropriate References
|Criteria||Level I Heading||Comments|
|1. Provide a brief description of the results of your Work Environment Assessment.||Workplace Assessment Summary||Support your work with course resources or published literature
|2. Based on the results from criterion 1, how civil is your workplace?||Evaluation||Explain why your workplace is or is not civil|
|3. Provide an example of a situation where you experienced incivility in the workplace and how was this situation addressed||Addressing Incivility||Provide a brief example of an act of incivility either you experienced or witnessed (NOT A RUMOR). Provide an assessment of how the leadership in your organization managed this situation. MINIMAL use of first person is acceptable for this example.
Correlate your assessment with evidence from the literature.
Below is the APA scholarly format required for ALL Discussion Questions
1. APA does not allow a Level I heading “Introduction” for your introductory paragraph
2. Use the Level I headings provided for you below
3. Remove the Criteria # from the Level I headings before you post to the classroom
Do Not Include a Level I Heading for your introduction – APA does not allow us to use “Introduction” as a Level I Heading
The next page is the required template for your Discussion Question
· Please complete your response in this template then copy/paste into the Week 1 Discussion Question link
· This is a self-reflection assignment. MINIMAL use of first person is acceptable.
· Remove the criterion # from each section – they are included for your benefit only
According to (Marquis & Huston, 2017), effective leaders are vital to the success of an organization. Leaders are individuals with a formal title and those without a title, which can be just as effective. Transformational leaders empower and motivate nurses and can cultivate evidence-based, organizational culture change (Stetler, Richie, Rycroft-Malone, & Charns, 2014). However, informal leaders can influence the organizational climate by showing co-workers how to incorporate the change (Downey, Parslow, & Smart, 2011).
Workplace Assessment Summary
According to the American Association of Critical-Care Nurses, to establish and sustain healthy work environments there are six standards skilled communication, true collaboration, effective decision-making, appropriate staffing, meaningful recognition, and authentic leadership. (Clark,2015). These standards help to provide a civil working environment. In the determination of workplace civilization and health of the environment of the workplace, the Clifton Workplace Assessment Tool was utilized.
The organization scores a 58, which determined an unhealthy work environment. The organization lacks communication, team work, compassion for employees, and burn out. If management communicated with their employees, they would see that they are overworked and underappreciated for the time they contribute to the organization.
Each department has one manager that is responsible to the Chief Executive Officer (CEO) the Chief Nursing Officer (CNO) and the Chairman of the Board of Directors. The CEO and the CNO, along with the Board of Director’s approval, make the significant organizational and financial decisions. According to Marquis and Huston (2017), in a flat design, there is an attempt at decentralizing the organization. However, our significant decisions appear to come down from upper management.
Each department leader has control of hiring, firing, and most functional decisions (within the budget) in our organization, which is an example of decentralized decision making (Marquis & Huston, 2017). For civility to thrive in any workplace, leaders at all levels must hold themselves accountable for demonstrating organizational values and making sure their staff does too. The organization’s leaders generally exhibit and discuss values but also make it clear that meeting business objectives is always more important than adhering to company values this deems the facility uncivil.
The acuity of the patients has been extremely high over the past year. Nurses and nursing aides are racking up the over-time. Our manager needed an extra nurse and aide on certain days. However, the new position control committee, comprised of the four department managers, the CEO, the CNO, the Chief Financial Officer (CFO) and the Chairman of the board must approve of any positions, declined this request. She was able to show the amount of overtime paid and pleaded for help since most of us were exhausted. Therefore, this made somewhat of an improvement that helped the staff not feel so overwhelmed.
Poor management and poor planning created a chaotic environment for the staff and our leaders. Mitchell (2013) states change usually fails because management (or the change agent) doesn’t follow a framework for change (Mitchell, 2013). Using a change framework could help improve action plans, communication, teamwork, and leadership. Proactive planning is critical for change to avoid organizational outcome failures (Marquis & Huston, 2017).
Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Downey, M., Parslow, S., & Smart, M. (2011). The hidden treasure in nursing leadership: informal leaders. Journal of Nursing Management, 19(4), 517-521. https://doi.org/10.1111/j.1365-2834.2011.01253.x
Marquis, B. L., & Huston, C. J. (2017). Organizational planning. Leadership roles and management functions in nursing: Theory and application (9th ed. (pp. 160-185). Philadelphia, PA: Lippincott, Williams & Wilkins.
Mitchell, G. (2013). Selecting the best theory to implement planned change. Nursing Management, 20(1), 32-37. Retrieved from https://web-b-ebscohost-com.ezp.waldenulibrary.org/ehost/detail/detail?vid=0&sid=240d1acb-23dc-4689-a606-bb5701c4d2fa%40sessionmgr103&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#AN=108003510&db=rzh