Introduction
A civil workplace is characterized by respect, collaboration, and effective communication among employees. As part of the Workplace Environment Assessment, this discussion post aims to present the results of the assessment, evaluate the level of civility in the workplace, discuss the reasons for its civility or lack thereof, and provide a personal experience of incivility in the workplace. The assessment draws insights from various resources, including Broome and Marshall’s book on transformational leadership in nursing and selected articles related to fostering civility in the workplace.
Results of the Workplace Environment Assessment
The Workplace Environment Assessment conducted in our organization revealed an overall positive environment, indicating a considerable level of civility among employees. The assessment covered various aspects such as communication, teamwork, leadership, conflict resolution, and employee satisfaction (Broome & Marshall, 2021). It was observed that most employees demonstrated respectful behavior and maintained professionalism while interacting with their colleagues.
The workplace was found to encourage open communication and collaboration, fostering a sense of unity among team members (Broome & Marshall, 2021). Transformational leadership practices, as highlighted in Broome and Marshall’s book, played a significant role in shaping a positive work environment. Leaders in the organization exhibited behaviors such as empowering employees, providing support, and setting a vision that encouraged teamwork and mutual respect (Broome & Marshall, 2021).
Reasons for the Civil Workplace
Positive Organizational Culture: One of the primary reasons for the civil workplace in our organization is the strong emphasis placed on creating and sustaining a positive organizational culture (Broome & Marshall, 2021). The organization recognizes the importance of a culture that values diversity, inclusivity, and respect for all employees. This positive culture is cultivated through various initiatives, including regular employee feedback surveys, town hall meetings, and leadership communication that fosters a sense of belonging and shared purpose among employees. The transformational leadership approach, as discussed in Chapter 8 of Broome and Marshall’s book, plays a crucial role in shaping this culture, as leaders are committed to setting an example and promoting a respectful and inclusive work environment (Broome & Marshall, 2021).
Team-Building and Collaboration: Another contributing factor to the civil workplace is the emphasis on building cohesive and effective teams (Broome & Marshall, 2021). The organization invests in team-building activities and training sessions that help employees develop strong interpersonal relationships and effective communication skills. This collaborative approach encourages employees to work together, share ideas, and appreciate the strengths and contributions of each team member. As highlighted in Chapter 7 of Broome and Marshall’s book, these collaborative efforts create a sense of unity and trust among team members, reducing the likelihood of conflicts and incivility (Broome & Marshall, 2021).
Education and Training on Civility: The organization actively integrates education and training programs on civility into its onboarding and continuous professional development (Broome & Marshall, 2021). This strategic approach is reinforced by the article by Clark et al. (2011), which emphasizes the importance of fostering civility in nursing education and practice. By offering workshops, seminars, and online modules on the value of respectful communication and behavior, the organization equips employees with the knowledge and skills needed to maintain a civil workplace. These educational initiatives create a shared understanding of the significance of civility and serve as a foundation for positive interactions and relationships among employees (Clark et al., 2011).
Transformational Leadership Practices: The transformational leadership style adopted by the organization’s leaders plays a central role in cultivating a civil workplace environment (Broome & Marshall, 2021). Transformational leaders are known for their ability to inspire and motivate employees, leading to a shared vision and commitment to organizational goals. By empowering employees and promoting a culture of trust and respect, transformational leaders create an atmosphere where incivility is less likely to occur. They lead by example, demonstrating respectful behavior towards all employees and encouraging others to do the same (Broome & Marshall, 2021).
Incentives for Civility: The organization recognizes and rewards instances of civility and respectful behavior among employees (Broome & Marshall, 2021). Acknowledgment and appreciation of civil actions are integrated into the performance evaluation process and recognized through various awards and recognition programs. By incentivizing civility, the organization reinforces the importance of respectful behavior and encourages employees to continue practicing it in their daily interactions. This positive reinforcement promotes a civil workplace and creates a culture where employees feel valued and appreciated for their professionalism and courtesy (Broome & Marshall, 2021).
Personal Experience of Incivility and Its Addressal
Incident of Incivility
During a critical team meeting, I had the unfortunate experience of witnessing incivility among team members. As we were discussing a crucial project, one team member consistently interrupted and dismissed the ideas of another colleague. The disrespectful behavior exhibited by this individual created a tense atmosphere within the group and significantly hindered the productivity of the meeting. This incident left a negative impact on the team’s dynamics and highlighted the importance of addressing incivility in the workplace promptly and effectively.
Addressal by Transformational Leadership
The situation of incivility was promptly addressed by our team leader, who exemplified transformational leadership qualities (Broome & Marshall, 2021). Instead of ignoring the incident, the leader took immediate action to facilitate an open and constructive conversation among team members. The leader created a safe space for employees to express their concerns freely and openly. This approach allowed team members to voice their feelings and perspectives, which in turn helped in understanding the root cause of the incivility.
Moreover, the leader engaged in a private conversation with the individual responsible for the incivility (Broome & Marshall, 2021). Instead of reprimanding or blaming the person, the leader used this opportunity to coach and mentor the employee on the significance of respectful communication in a team environment. The leader emphasized the importance of valuing diverse viewpoints and maintaining a respectful tone during discussions.
Reinforcement of Workplace Civility Policy
In addition to the leader’s intervention, the organization’s workplace civility policy was revisited and reinforced during subsequent team meetings (Broome & Marshall, 2021). The policy was reiterated to all team members, emphasizing the organization’s zero-tolerance approach towards incivility in the workplace. This reminder served as a clear message that disrespectful behavior would not be tolerated, and employees were expected to maintain a civil and respectful demeanor while interacting with colleagues.
Offering Communication and Conflict Resolution Training
To further support employees in managing disagreements and conflicts constructively, the organization provided a communication and conflict resolution workshop (Broome & Marshall, 2021). This workshop aimed to equip employees with essential skills to address workplace conflicts in a productive manner. It focused on active listening, assertive communication, and empathy, helping employees understand the impact of their words and actions on others.
Encouraging Feedback and Reporting Mechanisms
Furthermore, the organization encouraged the use of feedback and reporting mechanisms to address incivility effectively (Broome & Marshall, 2021). Employees were encouraged to provide anonymous feedback or report incidents of incivility without fear of retaliation. This open and transparent approach ensured that incidents were addressed promptly and appropriate actions were taken to maintain a civil work environment.
Conclusion
In conclusion, the Workplace Environment Assessment indicated a predominantly civil workplace, which can be attributed to transformational leadership practices, effective teamwork, and a culture that promotes respect and inclusivity (Broome & Marshall, 2021). While incivility is not entirely absent, the organization’s commitment to addressing such incidents and providing resources for improvement has contributed to maintaining a positive and respectful work environment. By continuously nurturing and reinforcing a civil workplace culture, our organization can foster a supportive and harmonious atmosphere that enhances employee satisfaction and productivity.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing education and practice. The Journal of Nursing Administration, 41(7/8), 324–330.
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator.
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
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. Retrieved from https://journals.lww.com/jcenjournal/pages/articleviewer.aspx?year=2014&issue=12000&article=00002&type=Fulltext
