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Please write a peer response to the below discussion post:
Justina Nwakamma
RE: Discussion – Week 7
Week 7 Main Discussion Post- Justina Nwakamma
Workplace Environment Assessment
From Laureate video teamwork is for optimum performance and being accountable to one another makes for a great teamwork (Laureate video, 2018). My workplace assessment is 59 which is poor workplace environmental assessment. I was wondering why most nurses were leaving the hospital until I found out that bullying and incivility have a significant impact on nurses’ intent to leave the profession (Blackstock et al., 2015). In a random sampling of 300 nurses, (Sauer & McCoy, 2018) found nurses who experienced bullying expressed their intent to leave the profession at higher rates than other nurses. The problem I found is that you can’t say anything or if you do no one takes initiative to stop the issue. People quit, no one cares to know why they leave. The problem continues to exist. Most reason why nurses quit include staffing shortage, staff concerns and the management cares less on addressing such concerns and the ways nurses are being treated despite working hard even during this time of COVID – 19 pandemic.
A large study by Rehder et al. (2020) examined disruptive behaviors in the health care among healthcare professional even among nurses and doctors.
A situation where I experienced incivility
The way I experience incivility is one kind. It was during my first year in the hospital, I was new and I did not know that people click together and if you are new, they will gossip and talk negatively even Infront of you. Right away I was not welcomed on that particular unit. Second time I was asking a co worker if I can use the computer to enter my notes, I traveled out of my office but have to use a computer for quick notes. I was refused the use of computer to enter notes because I am not from the unit. But we all work in the same hospital. The problem is that most organization leadership knows about the incivility and choose to ignore, and this continue to cause disruptions. Clark (2013a, 2013b) defines incivility as rude or disruptive behaviors that often result in psychological or physiological distress for the people involved (including targets, offenders, bystanders, peers, stakeholders, and organizations), and if left unaddressed, these behaviors may progress into threatening situations or even result in temporary or permanent illness or injury. This is an ongoing problem even in my organization. New hires don’t know what they are getting into. There is no support from hospital leadership. Matter of fact, the leadership will threaten staff when they do come out boldly to report issues of incivility, and therefore individuals have grown wings on their unit as no one will reprimand their actions and behavior. Some leadership or organization do condone incivility practices and so some employees think they can get away with some behaviors especially if you know who the CEO or manager is .Another way I experienced incivility is when I was mandated to work the extra shift and the manager using her position to enforce the mandatory workload on nurses.
How the incivility was addressed
Reporting to the unit manager was effective because on subsequent occasion this person was more civil in her behaviors, someone must have discussed with her the implications that may result from the incivility. Productive communication is key to a civil culture, and interventions must be developed to improve nurse communication. Practicing communication strategies before experiencing uncomfortable situations has been effective in improving nurse communication. An example is the issue of computer use by any employee was addressed by management. A memo was sent out to all employees at all departments to monitor the situation.
All of us must strive to create and sustain civil, healthy work environments where we communicate clearly and effectively and manage conflict in a respectful, responsible way. The alternative— incivility—can have serious and lasting repercussions. An organization’s culture is linked closely with employee recruitment, retention, and job satisfaction. Engaging in clear, courteous communication fosters a civil work environment, improves teamwork, and ultimately enhances patient care. In many cases, addressing incivility by speaking up when it happens can be the most effective way to stop it. Of course, meaningful dialogue and effective communication require practice. Like bowel sound auscultation and nasogastric tube insertion, communication skills can’t be mastered overnight. Gaining competence in civil communication takes time, training, experience, practice, and when an uncivil encounter occurs, we may need to address it by having a critical conversation with the uncivil colleague. We need to be well-prepared for this conversation, speak with confidence, and use respectful expressions. In this way, we can end the silence that surrounds incivility.
Please note:
Please use APA 7 format.
Citations must be no older than 5 years ***)
A minimum of 2 references
Please see the attached rubric,


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