Summary of Results – Clark Healthy Workplace Inventory
The summary of the results shows that the workplace still experiences moderate incivility levels. One of the indicators of incivility involved spreading false rumors about the organization. Some sections of employees were spreading information that the company was about to close down. Therefore, they spent their time also bullying new employees. The results also indicate that the workplace experienced high civility levels. One of the areas they experience civility is by allowing all employees to give their opinion. The management and other employees respect the opinion of other people. Summary of the results shows the there is a need for various actions to reduce incivility levels.
Identify two things that surprised you about the results. Also, identify one idea that you believed before conducting the Assessment that was confirmed.
One of the things that surprised me was that the organization was still experiencing moderate incivility levels despite the frequent training of the employees. Another issue was that the top officials did not demonstrate good leadership in ending the incivility. For example, some managers were involved in bullying junior employees. The incivility levels are thus likely to increase in the future if the management does not proactive measures (Chisholm, 2019). One idea that I believed about the employee is that a section of employees was committed to ending incivility by upholding ethical standards at the workplace.
What do the results of the Assessment suggest about the health and civility of your workplace
The results indicate that the employees are not aware of the benefits of upholding civility and the negative effects of incivility. For example, the health of the organization can affect its productivity. It also suggests that employees do not understand that actions such as bullying undermine production due to lack of creativity (Griffin & Clark, 2014). New employees are afraid to give new suggestions for fear of intimidation. Notably, the results suggest a need for further training for both employees and the management team. The management should understand how to enforce and maintain health and civility in the workplace to foster high production and good relations.
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.
The article describes a theory called Herzberg’s two-factor theory. The purpose of the theory is to demonstrate that there are factors that cause satisfaction or dissatisfaction in an organization. Notably, the theory is essential in the organization since it alerts the management that some issues can cause employee dissatisfaction (Clark, 2019). Therefore, they should take care of and avoid issues that will dissatisfy the employees. For example, the management should tackle recurrent bullying, which is a major issue identified in the health assessment. Senior officials should focus on encouraging employees to avoid behavior that can undermine the satisfaction of other staff.
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.
The organization can apply the theory to resolve a crisis among the workers. For example, it is essential in creating strong teams, eliminate cases of bullying, and develop better working policies (Clark, 2015). For example, the theory shows some activities can increase job satisfaction. The management will thus focus on such issues including promoting healthy relations. It will also focus on issues that can undermine dissatisfaction. For example, the theory will be essential to eliminate bullying which is a common issue among the workers.
A workplace assessment is an essential task for organizations. It helps them to overcome issues that affect employees such as bullying. Organizations should carry out the assessment regularly to identify issues that negatively affect their outcome (Clark, 2015). For example, bullying affects employees by disrupting teamwork and innovation. The management should also be proactive in ensuring all the recommendations are implemented.
Chisholm, J. (2019). Addressing workplace incivility: facilitating nursing students’ transition to the health-care setting. Creative Nursing, 25(4), 311-315.
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23.
Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse educator, 44(2), 64-68.
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing Research Paper Writing, 45(12), 535-542.