Change implementation and management plan

Summary of Results –
Clark Healthy Workplace Inventory

According to the evaluation of the workplace environment, my firm scored 63 out of 100. Clark’s healthy workplace Inventory indicates a minimally healthy work environment (Clark, 2015). The evaluation was conducted using data from actual practice sessions and general organizational management and resource allocations. The outcomes are not wholly surprising to me because we regularly discuss them and keep hoping that something will change. On the other hand, assessments with great grades keep some of us employed.

Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed.

Score: I was astonished by the final score of 63. However, to the best of my knowledge, the assessment is true, but the final score startled me. Concern for my employees’ well-being and professional development is increased by the knowledge that my environment is hardly healthy.

Professional and Development: My company has few or no resources available for employees to advance their careers. It becomes much more intimidating to stay on staff there when you realize this after receiving a numbers score during the exam. Growth and development are ongoing processes in today’s society to keep up with the ever-evolving and changing technology activity. It is not indicative of a good outcome to spend a long time in a place where development and growth are not encouraged. Making sure employees regularly engage in planning, acting, and analyzing their progress is the greatest method to manage development. While looking past daily dissatisfaction, individuals will be clear about how they could enhance their performance.

The evaluation supported my belief that we frequently recognize and reward professional accomplishments. Given that the company does not support employee growth and development showing appreciation for the workforce is a good deed. Employees with outstanding knowledge and abilities should be commended for their professionalism and self-motivation.

What do the results of the Assessment suggest about the health and civility of your workplace?

According to the findings, work environments are just marginally safe and civil. The results are accurate; we frequently have call-outs and substantial employee turnover. The work does not care about me, so I’ll take care of myself first, are commonplace phrases. Instead of a transformative leadership style, a more transactional style is more prevalent (Broome & Marshall, 2021). Through incentive contingencies, such as those found in recognizing performance accomplishments, leadership develops positive associations with task performance. Their top priority is getting the job done. Because of the unhealthy and hostile work climate and the inadequate understanding and response to worker issues, there is less dedication at work and a lack of trust in leadership.

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.

According to Clark, in her essay, discusses inspiring and encouraging a more civil workplace; she discusses the necessity to successfully manage our emotions and stressful workplaces and learn to communicate concerning supporting the delivery of safe and effective patient care. The provision of secure, patient-centered care is required by nursing practice (Clark, 2015). It is crucial to pinpoint components that will improve a secure, healthy, and civil workplace atmosphere to support better patient outcomes in today’s hectic healthcare situations.

The idea of addressing workplace rudeness with evidence-based strategies like cognitive rehearsal is a terrific tool. Once more, promoting a respectful workplace is a major management duty in guaranteeing patient safety. Creating simulated training scenarios that teach non-violent handling of unruly working situations would improve workplace conditions and lessen risks to patient safety.

My workplace falls short when it comes to policies to handle workplace incivility. I once worked with a junior staff member who did not prioritise patient safety. Due to a lack of desire to perform more labour to resolve incorrect values, this staff will leave a patient during therapy sessions without documenting abnormal or fabricating vital signs. Patients did not like her as their care provider because of the staff’s unpleasant behaviour and terrible attitudes. Everyone voiced their complaints, and management is aware and appears to be doing nothing because there has been no change in conduct; eventually, additional staff threatened to depart because they could not operate in such a setting. After then, this employee was fired. Here, having a body to perform the job was more important than safety, decency, and a healthy workplace.

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.

Effective Communication: Managers must be proficient communicators with their team members, clients, and suppliers. Particularly, employees must believe that the manager is speaking the truth, is not hiding anything, and is willing to listen. If the manager successfully does this, staff members will not need to look elsewhere for information. Therefore, my company might enhance communication to create a supportive and dependable working environment. This will encourage self-respect, translating to interpersonal respect at work and making it easier to manage personal emotions and tough workdays. Communication that is polite and effective enhances patient outcomes.

Training: By providing resources for employee training, employers may ensure workplace decorum since employees will be prepared to handle uncivil situations. Training and knowledge the acquisition makes sure people are capable and prepared to deal with dangers or undesirable actions at work. It is bad for a workplace to have leaders who are solely concerned with getting things done today rather than transforming their team members to develop commitments to their jobs. Without completing clinical practice training, one of our managers was promoted from office manager to regional manager. We are still attempting to comprehend this change in leadership. However, this management lacks clinical knowledge and is unable to see the value of putting patient safety first. She is committed to finishing the task in any manner necessary. Because of this, our workplace assessment gave it a minimally healthy environment rating.

General Notes/Comments

My organization’s workplace civility and health could use some improvement, according to this assessment. Some of the actions that could support such improvements include arguing for altered leadership philosophies and enhanced communication methods. Our company is expanding, and expansion brings variety, which fosters shifts in viewpoints and regulations. Even though things don’t seem good right now, I am hanging in there because I think that we should all be looking forward and cooperating for better times to come.