The document describes an assignment to assess the work environment of one's organization using Clark's Healthy Workplace Inventory. It then discusses the results of completing this assessment which revealed a very unhealthy work environment with low scores in most areas. This was surprising given some high scores in celebrating achievements and conflict resolution. The document recommends implementing strategies from the literature to improve communication, respect, and safety in order to create a higher performing team.

1. Review the Resources and examine the Clark Healthy
Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your
evaluation of workplace civility and the feedback received from
colleagues.
Select and review one or more of the following articles found in
the Resources:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you
completed for this Module’s Discussion.

2. Describe the results of the Work Environment Assessment you
completed on your workplace.
Identify two things that surprised you about the results and one
idea you believed prior to conducting the Assessment that was
confirmed.
Explain what the results of the Assessment suggest about the
health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
Briefly describe the theory or concept presented in the article(s)
you selected.
Explain how the theory or concept presented in the article(s)
relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory
highlighted in your selected article(s) to improve organizational
health and/or create stronger work teams. Be specific and
provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance
Interprofessional Teams (1–2 pages)
Recommend at least two strategies, supported in the literature,
that can be implemented to address any shortcomings revealed
in your Work Environment Assessment.
Recommend at least two strategies that can be implemented to
bolster successful practices revealed in your Work Environment

3. Assessment.
Incivility at the workplace is common in nursing education and
clinical practice (Clark, Olender, Cardoni, & Kenski, 2011).
Workplace incivility can be defined as repeated offensive,
disrespectful, or discouraging behavior, misuse of power, or
unfair punishments that make the receiver distressed and feel
shamed; creating strain; and decreasing the employee’s self-
confidence (Warner, Sommers, Zappa, & Thornlow, 2016).
Uncivil behaviors can appear in different forms and may cause
profound effects on their recipients.
The work environment assessment of my workplace resulted in
a score 35. According to Clark (2015), a score below 50 in the
Clark Healthy Workplace Inventory indicates a very unhealthy
work environment. It is surprising that two statements where the
organization scored the highest were those that stated
individuals and collective achievements are celebrated and
publicized ; and that use of effective conflicts resolution skills,
(Clark, 2015). The publicity and celebration of individual and
collective achievements is a new thing that has just been
initiated and we are going strong with it. The staffs are vastly
knowledgeable on conflicts resolutions. The organization is
neutral on communication, living by shared vision and
employee are treated in fair and respectful manner. Somewhat
untrue about communication. The organization scored low in
all other aspect of the assessment.
Going by this score form Workplace assessment, I will say the
organization is a very unhealthy place. We discuss this almost
every day with other staff in my department. Unhealthy place is
not safe for both staff and even patients Communication is very

4. poor. Nobody has the idea of when decisions are made which
means staffs are excluded from decision making. The staff feels
that Patient’s acuity is not put into consideration before staffing
is made which made the workload voluminous and makes the
environment unsafe. Staff from other departments with no basic
knowledge of crisis prevention intervention are been thrown to
the psychiatry units. The staff doesn’t feel supported by the
management. The organization is not able to retain staff because
the salary is not competitive enough and are not true to their
words in terms of benefits, so there is very high turnover of
staff. Only few staff has stayed for more than 2 years. Most new
staff leaves between 2 weeks and 6 months.
One occasion of incivility that I have experienced was when
the supervisor spoke to me in a disrespectful manner because
one unidentified person called from ER and asked if we had an
extra mental health worker and I responded no. She said I was
being unfair and there is a reason while they called for a help. I
requested to speak to her in the staff room with one other staff
that was with me when the call came in . She apologized after I
had expressed myself because we were never staff with an extra
staff. I couldn’t have sent any staff to ER because I have an
agency staff working with me who does know these patients. I
could have created an unsafe place for patient and the staffs
when we were already short staff and an agency staff?.
To create a high-performance team, implementation of
strategies to improve work environment safety is necessary . To
create an even stronger work team, it is vital that establishing
excellent communication between employees be present in the
organization. Respect and professional communication in a
healthcare organization produces improved outcomes for
patients and more civil employees (Griffin & Clark, 2014).
References

5. 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
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011).
Fostering civility in nursing education and practice: Nurse
leaders perspective.
The Journal of Nursing Administration
,
41
(7/8), 324-330. doi:10.1097/NNA.0b013e31822509c4
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive
rehearsal as an intervention against incivility and lateral
violence in nursing: 10 years later.
Journal of Continuing Education in Nursing
,
45
(12), 535-542. doi:10.3928/00220124-20141122-02
Warrner, J., Sommers, K., Zappa, M., & Thornlow, D. (2016).
Decreasing workplace incivility.
Nursing Management
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47
(1), 22-30. doi: 10.1097/01.NUMA.0000475622.91398.c3