University of Maryland Workplace Flow and Civility Discussion Please response to this discussion posting Hello Class. Hope you all are enjoying this cours

University of Maryland Workplace Flow and Civility Discussion Please response to this discussion posting

Hello Class. Hope you all are enjoying this course as much as I am. Workplace flow and civility is a major contributor to how staff and managers get along and have an effect on patient outcomes as well. A healthy work environment can include good communication, teamwork, well-educated decision making, rewards and acknowledgments, and a good leader and leadership staff. For the Clark Healthy Workplace Inventory assessment, the score for my personal workplace is 85, which states I am part of a moderately healthy workplace (Clark, 2015). I was happy with this considering I do feel my workplace, compared to other healthcare organizations, is more staff and patient oriented. There is a good amount of focus on staff morale with the use of massage days, and sale items at discount prices. Also, during the major surge of the COVID pandemic in New Jersey, managerial staff went around and offered free items from ice cream and other food products, to masks and sanitizers for our families, and scrub caps and things we could utilize during the pandemic. They also showed their support by playing music during our shifts, and cheering us on as we came and went from work. It truly showed the gratefulness of the entire workplace and motivated staff to want to do and be better. “And, just as important as the culture of excellence created for patient care is the culture of excellence created for supporting those who give their lives to promote health and provide care for the suffering. The environment must be as healthy for those who work as it is for those who are served” (Marshall & Broome, 2017, p. 253). In order for patients to be adequately taken care of, staff must be taken care of as well.

Incivility can occur in any work place environment. After reading about it, I found it can also be called ‘tall poppy syndrome.’ “ ‘Tall poppy’ theory suggests that particularly talented or otherwise successful individuals sometimes attract resentment from their co-workers, who attack, demean, or in some other way, attempt to ‘bring down’ that person” (Glasper, 2018). One RE: Discussion – Week 7

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Hello Class. Hope you all are enjoying this course as much as I am. Workplace flow and civility is a major contributor to how staff and managers get along and have an effect on patient outcomes as well. A healthy work environment can include good communication, teamwork, well-educated decision making, rewards and acknowledgments, and a good leader and leadership staff. For the Clark Healthy Workplace Inventory assessment, the score for my personal workplace is 85, which states I am part of a moderately healthy workplace (Clark, 2015). I was happy with this considering I do feel my workplace, compared to other healthcare organizations, is more staff and patient oriented. There is a good amount of focus on staff morale with the use of massage days, and sale items at discount prices. Also, during the major surge of the COVID pandemic in New Jersey, managerial staff went around and offered free items from ice cream and other food products, to masks and sanitizers for our families, and scrub caps and things we could utilize during the pandemic. They also showed their support by playing music during our shifts, and cheering us on as we came and went from work. It truly showed the gratefulness of the entire workplace and motivated staff to want to do and be better. “And, just as important as the culture of excellence created for patient care is the culture of excellence created for supporting those who give their lives to promote health and provide care for the suffering. The environment must be as healthy for those who work as it is for those who are served” (Marshall & Broome, 2017, p. 253). In order for patients to be adequately taken care of, staff must be taken care of as well.

Incivility can occur in any work place environment. After reading about it, I found it can also be called ‘tall poppy syndrome.’ “ ‘Tall poppy’ theory suggests that particularly talented or otherwise successful individuals sometimes attract resentment from their co-workers, who attack, demean, or in some other way, attempt to ‘bring down’ that person” (Glasper, 2018). One moment where I have seen this type of incivility in my workplace was not a personal encounter but one from a peer. At my healthcare organization, a nursing graduate program where new grads are able to work as an intern under a preceptor for 6-8 weeks for experience and a possible job offer after. One of my peers chose to go the labor and delivery route. She enjoyed her first day with her preceptor but soon after did experience some workplace bullying. She expressed that her preceptor and other staff would make comments when she was unable to do a nursing task that were not constructive nor helpful. She felt that her coworkers were ganging up on her and felt feelings of seclusion. Some other common actions when it comes to workplace bullying are not wanting to work with someone, mean facial expressions, and gossip. (Marshall & Broome, 75). She soon after left and came back to my current unit where she still resides as a RN. This act of workplace bullying is unacceptable and was mentioned to upper management. A meeting took place between the manager and staff of the unit along with the chief nursing officer (CNO) and the nurse was given a written warning that stayed in her file. Incivility is hard to grasp, in my opinion, because I cannot comprehend the reasons other nurses have to act poorly towards new nurses. I am a preceptor and enjoy helping others find their way through this field. I believe there should be more team building exercises and seminars about workplace violence in order to help prevent future situations.

References

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

Glasper, A. (2018). Protecting healthcare staff from abuse: tackling workplace incivility in

nursing. British Journal of Nursing, 27(22), 1336–1337. https://doi-org.ezp.waldenulibrary.org/10.12968/bj…

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert

clinician to influential leader (2nd ed.). New York, NY: Springer.

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2 days ago

amber morgan

RE: Discussion – Week 7