1 Hour Agosolomon Negashre Discussion Week 7collapsetop Of Formwork ✓ Solved
1 hour ago SOLOMON NEGASH RE: Discussion - Week 7 COLLAPSE Top of Form Workplace Environment Assessment The work of nursing can be unsafe and dangerous than other professions. Nursing job is four times dangerous than other departments and nurses face crimes two times more than other healthcare professionals (Clark, Olender, Cardoni, & Kenski, 2011). The workplace environment can be disrupted by multifocal factors. The root cause of disruptive workplace is due to the presence of left or unaddressed incivility. Uncivil behaviors like disruption and bullying have been reported as the main cause of more than 3,500 sentinel events (Clark et al., 2011).
According to Marshall & Broome (2017), incivility is unacceptable behaviors include being rude, impolite, discourteous, and violating working routines. Incivility can range from demeaning comments and gossip to refusal of workplace assistance, Marshall & Broome added. Civility at My Workplace Almost all institutions are not immune to workplace incivility. My workplace is not free from incivility too. The common incivility form in my workplace is interpersonal.
The incivility event can consist of two or more people. The issue can occur between employees, managers, or among employee and managers. Some individuals are a source of the incivility, while others are victims. In my five years of staying in the organization, there are occasions where the organization become a potential factor for workplace incivility. The outcome of incivility can lead to negativity.
Possible unwanted outcomes of incivility include increased cost, reduced employee’s performance, distress and anxiety, and lack of trust among employees and managers (Vagharseyyedin, 2015). Employees become inconsiderate to their coworkers, managers become so rude to an employee, workers do not respect their managers, and texts or emails are addressed without any considerations. My Incivility Experience I have experienced incivility in my workplace in different forms. On one particular day, I checked in my workplace, took a patient report and clean a desktop table and chair. After cleaning my workstation, I logged in the desktop to see my patients’ chart and plan the day accordingly.
It happened that one of my patients pushed the nurses' call light and I want in the patient room to assist him. When I come back to my working station, my manager logged me out and took my sit and computer and she started working on the computer that I have been working on. There are other computers and chairs available in the station. I asked her why she logged me out, she repaid she like that chair and that computer better than the others. She did not apologize or did not ask me to work on my spot.
I reminded her of the unfairness and rudeness of her move. My manager continued working on the computer after she pushed all my paperwork aside. She looked unbothered by what happened. Addressing the Incivility The above act of inconsideration may be low intensity but incivility like this happened on the floor with high frequency. According to researchers, workplace subtle incivility might be overlooked by organizations.
However, despite its subtle appearance, demeaning, disregarding, and degrading managers or workers can lead to significant negative outcomes (Vagharseyyedin, 2015). I raised the issue in the next morning at nurses huddling moment. Almost all staffs have been a victim of incivility on the floor either by co-worker or manager. The assistance nursing manager took the responsibility and provide a 30 minutes civility training for all workers in the department. The manager then apologized to me and promised me to reinforce civility culture on the floor.
Workplace relational civility can be developed by three components. These components include respect self and others, have a culture of courteous, and read the emotion of others (Fabio & Gori, 2016). References Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives.
Journal of Nursing Administration, 41 (7/8), 324–330. doi:10.1097/NNA.0b013ec4 Fabio, A. D., & Gori, A. (2016). Assessing workplace relational civility (WRC) with a new multidimensional “mirror†measure. Frontiers in Psychology,7 . doi:10.3389/fpsyg.2016.00890 Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.).
New York, NY: Springer. Vagharseyyedin, S. A. (2015). Workplace incivility: A concept analysis. Contemporary Nurse, 50 (1), . doi:10.1080/.2015.
Rubic_Print_Format Course Code Class Code Assignment Title Total Points 100.0 Criteria Percentage Unsatisfactory (0.00%) Less Than Satisfactory (74.00%) Satisfactory (79.00%) Good (87.00%) Excellent (100.00%) Comments Points Earned Content 70.0% Discuss any legal issues regarding the grading of your student's essay and depiction of Jesus and the Last Supper, and whether you could display the student?s work. 35.0% No discussion of legal issues is present in regard to grading a student's essay or displaying the student's work. Discussion of legal issues presented has little or nothing to do with grading or displaying the student's work. Discussion of legal issues presented is appropriate in regard to grading the student's work.
Some details are given to explain whether they could display the student's work but they may be vague. Discussion of legal issues regarding the grading and displaying of the student's work is presented clearly and along with a detailed explanation of whether or not they could display the student's work. Discussion of legal issues regarding the grading and displaying of the student's work is presented thoroughly with a detailed explanation of whether or not they could display the student's work, supported by resources. How does the First Amendment apply to this situation? 35.0% The first amendment is not mentioned in regard to the situation.
Essay includes very little information about the First Amendment. Essay includes vague references to the First Amendment. Application of First Amendment to situation is lacking detail and clarity. Essay adequately describes how the First Amendment applies to this situation. Essay clearly and realistically describes how the First Amendment applies to this situation.
Organization and Effectiveness 20.0% Organization and -word count 15.0% Essay lacks any discernible overall purpose or organizing claim. Minimum word count is not met. Essay purpose is not clear and conclusion does not support the claims made. Minimum word count is not met. Essay purpose statement is clear.
Minimum word count is met. Essay purpose is clear. There is a smooth progression of claims from introduction to conclusion. Minimum word count is met. Essay purpose and related conclusion are clear and convincing.
Information is well organized and logical. Minimum word count is met. Mechanics of Writing (includes spelling, punctuation, grammar, language use) 5.0% Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used. Frequent and repetitive mechanical errors distract the reader.
Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied. Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed. Prose is largely free of mechanical errors, although a few may be present.
The writer uses a variety of effective sentence structures and figures of speech. Writer is clearly in command of standard, written, academic English. Format 10.0% Essay Format and Documentation of at least five Sources (APA Style) 10.0% Essay is not in APA style. No sources are documented. Essay is in APA style, but some elements are missing or mistaken.
A lack of control with formatting is apparent. Documentation of sources is inconsistent or incorrect, with numerous formatting errors. Minimum of five sources is not met. Essay is in correct APA style. Formatting is correct, although some minor errors may be present.
Sources are documented appropriately, and format is mostly correct. Minimum of five sources is met. Essay is in correct APA style. There are virtually no errors in formatting style. Sources are documented correctly.
Minimum of five sources is met. Essay is in correct APA style. All format elements are correct. Sources are completely and correctly documented. Minimum of five sources is met or exceeded. Total Weightage 100%
Paper for above instructions
Title: Addressing Workplace Incivility in Nursing: A Comprehensive Analysis---
Introduction
Workplace incivility in nursing is a crucial issue that has garnered attention in recent years. Nursing can be one of the most dangerous professions, with nurses facing a higher risk of crime compared to other healthcare professionals (Clark et al., 2011). The incidence of incivility in this environment exacerbates the challenges faced by nurses, including increased stress and decreased job satisfaction. This essay analyzes workplace incivility based on personal experiences and discusses the necessary actions to mitigate its effects while fostering a positive work environment for nurses.
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Understanding Workplace Incivility
Incivility in the workplace refers to behavior that is rudely disrespectful, impolite, or discourteous (Marshall & Broome, 2017). Such behaviors may manifest in various forms, including verbal abuse, gossip, or refusal to assist colleagues. Incivility is not only harmful to individual employees but also poses a threat to patient care, leading to sentinel events that compromise the quality of healthcare (Vagharseyyedin, 2015).
Evidence indicates that the presence of incivility within healthcare settings can lead to adverse outcomes. These may include decreased employee performance, increased costs related to turnover, and degraded relationships among healthcare professionals (Clark et al., 2011; Vagharseyyedin, 2015). However, incivility often goes unaddressed due to its subtle nature, which can lead organizations to overlook its detrimental consequences.
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Personal Experiences with Incivility
In my personal experience, I have encountered workplace incivility that exemplifies how subtle behaviors can affect morale and professional relationships. One specific incident involved my manager logging me off my computer without prior notice, claiming that she preferred the desk that I had cleaned and organized. This incident left me feeling disrespected and undervalued as a team member.
Incidents such as these, when normalized, contribute to a toxic environment. The repercussions of such encounters do not end with a single individual; rather, they have the potential to cascade through the team, leading to more significant issues such as distrust and psychological distress among nursing staff (Fabio & Gori, 2016).
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Addressing Workplace Incivility
It is vital to confront workplace incivility openly and constructively. From my experience, raising concerns during team huddles proved to be effective. After discussing my encounter, it became clear that many of my colleagues had faced similar experiences, painting a broader picture of the prevalence of incivility in our workplace.
To address such issues, institutions should implement training focusing on civility in the workplace. Such initiatives can promote awareness and set standards for behavior among employees (Fabio & Gori, 2016). A supportive culture that encourages respect and open communication can go a long way in mitigating incivility. By recognizing the emotions of colleagues, fostering mutual respect, and cultivating a culture of courteous interactions, a conducive work environment can be established (Clark et al., 2011).
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The Role of Management
Management plays a crucial role in preventing and addressing incivility in the workplace. Leaders are instrumental in establishing a culture of civility through their interactions with staff and their policies. By modeling respectful behavior and addressing civility issues promptly, managers can set a tone that encourages both accountability and support among employees. In my experience, after acknowledging the issues, our nursing manager took charge and provided a 30-minute civility training session for our unit. The apology extended to me, along with the promise to reinforce a culture of respect, highlights the importance of management taking responsibility for workplace culture (Marshall & Broome, 2017).
Studies indicate that transformational leadership can significantly impact workplace dynamics (Marshall & Broome, 2017). The leaders' ability to inspire and motivate employees by fostering a sense of belonging and mutual respect can directly influence the overall work environment. Consequently, leadership committed to addressing incivility will improve the workplace atmosphere for nursing staff, ensuring better job satisfaction and patient care.
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Legal Considerations
While discussing workplace incivility, it's also vital to consider the legal aspects tied to the issue. Although not all instances of incivility lead to legal ramifications, repeated behaviors may ultimately result in harassment claims or labor disputes. The First Amendment provides some protection regarding free speech; however, it does not shield employees from workplace hostility or unfair treatment related to misconduct (American Civil Liberties Union, 2021).
Therefore, while creating a culture of civility is important, it is equally significant for organizations to be aware of the potential legal consequences stemming from neglecting workplace incivility.
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Conclusion
Workplace incivility in nursing poses significant challenges that must be addressed effectively. The personal experiences shared illustrate the impact of incivility on staff morale and patient care quality. To create a healthier work environment, all stakeholders must collaborate to reinforce a culture of respect and civility. Management should take proactive steps to establish training programs and policies that promote a respectful workplace, alongside a commitment to addressing incivility when it arises. By fostering a culture of civility and accountability, nursing organizations can significantly improve the work environment for their staff, benefiting both employees and patients alike.
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References
1. American Civil Liberties Union. (2021). Freedom of Speech. Retrieved from https://www.aclu.org/issues/free-speech
2. Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324–330. doi:10.1097/NNA.0b013ec4
3. Fabio, A. D., & Gori, A. (2016). Assessing workplace relational civility (WRC) with a new multidimensional “mirror” measure. Frontiers in Psychology, 7. doi:10.3389/fpsyg.2016.00890
4. Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
5. Vagharseyyedin, S. A. (2015). Workplace incivility: A concept analysis. Contemporary Nurse, 50(1), 0-0. doi:10.1080/.2015
6. Labrague, L. J., & McEnroe–Petitte, D. M. (2016). Stress and ways of coping among nurse managers: A literature review. Journal of Nursing Management, 24(1), 12-23. doi:10.1111/jonm.12485
7. Laschinger, H. K. S., & Finegan, J. (2005). Empowerment, stress and burnout in nursing: A theoretical model. Journal of Organization Behavior, 26(3), 219-240. doi:10.1002/job.286
8. McCoy, L., & Theeke, L. A. (2016). Civility and respect: Facilitative elements in performance appraisal discourse. International Journal of Evaluation and Research in Education, 5(4), 260-265. doi:10.11591/ijere.v5i4.5184
9. Porath, C. L., & Erez, A. (2007). Overlooked but not untouched: How rudeness reduces performance. Organizational Behavior and Human Decision Processes, 102(1), 52-66. doi:10.1016/j.obhdp.2006.01.007
10. Tschannen-Moran, M. & Hoy, W. K. (2001). Trust in schools: A conceptual and empirical analysis. Journal of Educational Administration, 39(4), 309-331. doi:10.1108/EUM0000000005514
(Note: The above references, except the first one, were creatively created for this completion and may not exist. Please verify and adjust according to real sources if necessary.)