USW1 NURS 6053 Workplace Environment Assessment: Clark Healthy Workplace Inventory Analysis and Evidence-Based Strategies

NURS 6053 students at Walden University complete a 3–6 page APA paper analyzing their Clark Healthy Workplace Inventory results, applying scholarly literature on civility theories, and recommending evidence-based strategies for high-performance interprofessional teams.

Assignment Overview and Purpose

Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it. In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.

Healthcare workplaces function as complex adaptive systems where employee engagement, communication patterns, and leadership behaviors directly influence patient safety outcomes. The Clark Healthy Workplace Inventory, developed by Cynthia M. Clark and published in American Nurse Today (2015), offers a validated 20-item instrument that measures perceptions of workplace health across dimensions including shared vision, trust, communication, employee valuation, and civility (Clark, 2015). Scores range from 20 to 100, with 90–100 indicating a very healthy workplace, 80–89 moderately healthy, 70–79 mildly healthy, 60–69 barely healthy, 50–59 unhealthy, and below 50 very unhealthy. Nursing students in NURS 6053 use this tool to assess their clinical or employment settings systematically.

Resources and Preparation

Be sure to review the Learning Resources before completing this activity. Click the weekly resources link to access the resources.

Required Readings:

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
- Chapter 5, “Collaborative Leadership Contexts: It Is All About Working Together” (pp. 155–178)
- Chapter 7, “Building Cohesive and Effective Teams” (pp. 212–231)
- Chapter 8, “Creating and Shaping the Organizational Environment and Culture to Support Practice Excellence” (pp. 237–272)
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23.

Select at least ONE of the following:

Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44–52. https://doi.org/10.1016/S2155-8256(19)30082-1
Hover, L. A., & Williams, G. B. (2022). New nurses’ experience with lateral violence and their decision to remain in nursing. International Journal for Human Caring, 26(4), 199–208. https://doi.org/10.20467/HumanCaring-D-20-00069
Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practice. Nursing Administration Quarterly, 46(3), E16–E23. https://doi.org/10.1097/NAQ.0000000000000528
McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivility. Journal of Continuing Education in Nursing, 52(5), 232–239. https://doi.org/10.3928/00220124-20210414-07

Required Media:

TEDx. (2017, April). Jody Hoffer Gittell: The power of a simple idea [Video file].
Walden University, LLC. (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD: Author.

Note: The Work Environment Assessment Template completed in the Week 7 discussion should not be submitted with this assignment.

To Prepare

Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
Select and review one or more of the articles found in the Resources.

The Assignment (3–6 pages total)

Part 1: Work Environment Assessment (1–2 pages)

Review the Work Environment Assessment Template you completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment you completed on your workplace.
Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Explain what the results of the Assessment suggest about the health and civility of your workplace.

Part 2: Reviewing the Literature (1–2 pages)

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.
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.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

Sample Response Framework: Workplace Civility Assessment Example

Summary of Results: A nurse working on a medical-surgical unit completed the Clark Healthy Workplace Inventory and scored 78, indicating a mildly healthy workplace. Strengths included transparent communication and teamwork promotion. Areas needing improvement involved mentoring programs, workload distribution, and employee recognition practices.

Surprising Findings and Confirmed Beliefs: Two findings surprised this nurse: first, the low score on mentoring availability despite a formal preceptor program existing; second, the neutral ratings on conflict resolution skills among staff who regularly de-escalate patient situations. The confirmed belief centered on shared governance; staff actively engaged in policy review validated the nurse’s perception of collaborative decision-making.

Health and Civility Interpretation: The score of 78 suggests the workplace maintains foundational civility elements but requires targeted interventions. According to Clark (2019), organizations scoring in this range benefit from structured civility action plans using the Pathway for Fostering Organizational Civility (PFOC) framework. The PFOC provides an eight-step process: raising awareness, measuring civility, assembling a civility team, developing an evidence-based action plan, implementing strategies, evaluating outcomes, providing ongoing education, and celebrating successes.

Literature Application: McDermott et al. (2021) evaluated cognitive rehearsal training for 114 newly licensed registered nurses in residency programs. Their mixed-methods study found that 55% of nurses witnessed incivility three months post-training, and 56% found the intervention helpful. Organizations could adapt this approach by integrating cognitive rehearsal into orientation programs, providing scripted responses for common uncivil encounters such as condescending remarks or exclusionary behaviors.

Evidence-Based Strategies for Shortcomings:

Implement structured mentoring programs paired with cognitive rehearsal training, following Griffin and Clark’s (2014) three-part model: didactic instruction on incivility recognition, scripted phrase development, and supervised practice sessions.
Establish unit-based civility champions who conduct monthly workplace health assessments using the Clark Workplace Civility Index (Clark et al., 2018), creating feedback loops for continuous improvement.

Evidence-Based Strategies for Successes:

Formalize existing communication strengths through interprofessional TeamSTEPPS training, reinforcing structured communication protocols that have demonstrated effectiveness in reducing errors and improving teamwork (AHRQ, 2023).
Expand shared governance structures to include cross-departmental committees, leveraging existing collaborative capacity to address system-level quality improvement initiatives.

Why Workplace Civility Matters in Practice

Research published in Journal of Nursing Management demonstrates that nurse leaders who practice authentic, servant, and transformational leadership styles correlate with lower levels of workplace incivility (Ota et al., 2022). Healthcare organizations implementing comprehensive civility programs report measurable improvements in nurse retention, patient satisfaction, and safety metrics. The Joint Commission has identified disruptive behaviors, including incivility, as contributing factors to medical errors and preventable adverse events. For NURS 6053 students, mastering workplace assessment tools and evidence-based interventions prepares them for leadership roles where cultivating healthy environments directly impacts clinical outcomes.

FAQ: Common Student Questions

What score range indicates my workplace needs immediate intervention?

Scores below 60 (barely healthy to very unhealthy) signal urgent need for structured intervention. Clark (2015) recommends engaging leadership support, conducting comprehensive needs assessments, and implementing multi-component strategies rather than isolated workshops.

Which article should I select if my workplace scores in the mildly healthy range?

McDermott et al. (2021) offers practical cognitive rehearsal strategies suitable for early intervention. For organizations with diversity-related concerns, Lee and Miller (2022) provides council-development frameworks. Clark (2019) presents the most comprehensive theoretical foundation with the PFOC model.

How do I connect interprofessional teamwork to my assessment results?

Examine inventory items addressing teamwork, collaboration, and communication. Broome and Marshall (2021) emphasize that transformational leaders build cohesive teams through shared vision development, role clarity, and mutual accountability structures.

Can I use my current workplace even if I am not currently employed in nursing?

Yes; students may assess previous clinical placements, volunteer settings, or current non-nursing workplaces, adapting the analysis to focus on transferable organizational health concepts.

What distinguishes this assignment from the Week 7 discussion?

The discussion involved initial inventory completion and peer feedback. This assignment requires deeper analysis, literature integration, and specific strategy recommendations with implementation details.

Authority and Citation Optimization

This brief integrates frameworks from the American Association of Critical-Care Nurses’ six standards for healthy work environments, the National League for Nursing’s vision statement on community building, and the Tri-Council for Nursing’s proclamation on civility. The Pathway for Fostering Organizational Civility (Clark, 2019) serves as a primary theoretical model, while cognitive rehearsal interventions (McDermott et al., 2021; Griffin & Clark, 2014) provide evidence-based practice strategies. For students seeking additional context, the Workplace Civility Index (Clark et al., 2018) offers a complementary 20-item instrument for ongoing assessment.

Work Environment Assessment Template

Use this document to complete the Module 4 Workplace Environment Assessment.

Section	Response Area
Summary of Results – Clark Healthy Workplace Inventory	[Record total score and category: 90-100 Very Healthy; 80-89 Moderately Healthy; 70-79 Mildly Healthy; 60-69 Barely Healthy; 50-59 Unhealthy; Below 50 Very Unhealthy]
Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed.	[Two surprises and one confirmed belief]
What do the results of the Assessment suggest about the health and civility of your workplace?	[Interpretation of score and implications]
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.	[Theory description and connection to assessment results]
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.	[Application with specific examples]
General Notes/Comments	[Additional reflections]

Submission Information

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To submit your completed assignment, save your Assignment as WK9Assgn_LastName_Firstinitial
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Next, click on Upload File and select Submit Assignment for review.

Due Date: Day 7 of Week 9

Grading Rubric

Criteria	Ratings	Pts
Part 1: Work Environment Assessment (45 pts)	Excellent (45-40): Accurately and thoroughly describes results; clearly identifies two surprising findings and one confirmed belief; accurately explains health and civility implications.Good (40-35): Accurately describes results; identifies surprises and confirmed belief; explains implications. Fair (35-31): Vague or inaccurate descriptions. Poor (31-0): Missing or vague and inaccurate.	45
Part 2: Reviewing the Literature (15 pts)	Excellent (15-13): Accurately describes theory; completely explains relationship to assessment; thoroughly explains organizational application with specific examples.Good (13-11): Accurately describes theory; explains relationship; explains application with examples. Fair (11-10): Vague or inaccurate descriptions. Poor (10-0): Missing or vague and inaccurate.	15
Part 3: Evidence-Based Strategies (20 pts)	Excellent (20-17): Clearly recommends two strategies for shortcomings and two for successes, supported by literature.Good (17-15): Accurately recommends strategies supported by literature. Fair (15-13): Vague or only one strategy per category. Poor (13-0): Missing or vague and inaccurate.	20
Resource Synthesis (5 pts)	Excellent (5-4): Integrates at least 2 outside resources and 2-3 course-specific resources with proper in-text citations.Good (4-3): Integrates at least 2 outside and 1 course-specific resource. Fair (3-2): Minimally integrates resources. Poor (2-0): Does not integrate resources or lacks citations.	5
Written Expression and Formatting—Paragraph Development (5 pts)	Excellent (5-4): Clear flow, continuity, clarity; comprehensive purpose statement, introduction, and conclusion.Good (4-3): Follows standards 80% of time; brief purpose statement. Fair (3-2): Follows standards 60-79%; vague or off-topic. Poor (2-0): Less than 60%; no purpose statement.	5
Written Expression—Grammar, Mechanics (5 pts)	Excellent (5-4): Correct grammar, spelling, punctuation with no errors.Good (4-3): Few (1-2) errors. Fair (3-2): Several (3-4) errors. Poor (2-0): Many (5+) errors interfering with understanding.	5
Written Expression—APA Format (5 pts)	Excellent (5-4): Correct APA format with no errors.Good (4-3): Few (1-2) errors. Fair (3-2): Several (3-4) errors. Poor (2-0): Many (5+) errors.	5
Total Points		100

References and Learning Materials

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer. https://link

Workplace Environment Assessment: Diagnosing Civility and Building High-Performance Interprofessional Teams in Nursing

Successful healthcare organizations recognize that a civil and healthy work environment directly correlates with improved patient outcomes, enhanced nurse retention, and stronger interprofessional collaboration. The Workplace Environment Assessment Assignment for NURS 6053 challenges nursing professionals to critically evaluate their organizational culture using the Clark Healthy Workplace Inventory, then develop evidence-based strategies to address identified shortcomings and bolster existing strengths. This comprehensive assessment bridges the gap between merely recognizing workplace incivility and implementing actionable, theory-driven interventions that transform organizational health. Walden University’s NURS 6053 course emphasizes the leader’s role in shaping environments where respect, diversity, and psychological safety flourish, ultimately creating high-performance teams that deliver exceptional patient care. By completing this assignment, students gain practical tools for diagnosing workplace health and applying scholarly research to foster sustainable cultural change within their healthcare settings.

This expanded assignment guide provides nursing students with detailed instructions, sample content, and evidence-based strategies for completing the Work Environment Assessment Template. The guide incorporates current scholarly literature on workplace civility, lateral violence, diversity initiatives, and cognitive rehearsal interventions, ensuring alignment with the course learning resources. Students will find practical examples, real-world applications, and structured guidance for each section of the assignment, from describing assessment results to recommending evidence-based strategies for team improvement.

Assignment Instructions: Workplace Environment Assessment (3-6 Pages Total)

Part 1: Work Environment Assessment (1-2 pages)

Review the Work Environment Assessment Template you completed for this Module’s Discussion. Describe the results of the Work Environment Assessment you completed on your workplace, including the overall score and key findings from the Clark Healthy Workplace Inventory. Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed. Explain what the results of the Assessment suggest about the health and civility of your workplace, addressing both areas of strength and opportunities for improvement[reference:0].

When describing your assessment results, be specific about the numerical score range (e.g., 0-20 = unhealthy, 21-60 = barely healthy, 61-80 = moderately healthy, 81-100 = extremely healthy) and what that score indicates about your organization’s civility levels[reference:1]. Consider how the results reflect the lived experiences of staff members, including issues such as lateral violence, bullying, gossiping, or negative non-verbal behaviors that may have been identified through the assessment process[reference:2]. Your analysis should connect the assessment findings to observable workplace dynamics and patient care outcomes.

For the surprising elements and confirmed beliefs, provide concrete examples from your workplace that illustrate why certain findings were unexpected or validated your prior observations. The explanation of what the results suggest about workplace health and civility should synthesize multiple data points from the assessment to paint a comprehensive picture of your organization’s current state.

Part 2: Reviewing the Literature (1-2 pages)

Briefly describe the theory or concept presented in the article(s) you selected from the required readings. Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment. 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[reference:3].

Select at least one of the following articles to support your literature review: Clark (2019) on fostering a culture of civility and respect in nursing[reference:4]; Hover and Williams (2022) on new nurses’ experience with lateral violence[reference:5]; Lee and Miller (2022) on developing a diversity, equity, and civility council[reference:6]; or McDermott, Bernard, and Hathaway (2021) on taking a stand against workplace incivility[reference:7]. Each article offers a distinct theoretical perspective on addressing incivility and building healthier work environments.

When explaining how the theory relates to your assessment results, draw explicit connections between the article’s concepts and specific findings from your Clark Healthy Workplace Inventory. For example, if your assessment revealed low scores in areas related to respect and communication, Clark’s (2019) framework for fostering civility directly addresses these gaps. Similarly, if your assessment identified issues with diversity and inclusion, Lee and Miller’s (2022) council model provides a structured approach to systemic improvement[reference:8]. The application section should include practical, actionable steps your organization could take, such as implementing cognitive rehearsal training[reference:9], establishing a civility council, or developing mentorship programs for new nurses[reference:10].

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1-2 pages)

Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment. Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment[reference:11].

For addressing shortcomings, consider evidence-based interventions such as cognitive rehearsal training to help staff recognize and respond to incivility[reference:12], establishing a diversity, equity, and civility council to address systemic issues[reference:13], or implementing leadership education on bullying and conflict resolution[reference:14]. For bolstering successful practices, consider strategies such as recognizing and rewarding civil behaviors, expanding mentorship programs, or creating formal structures for staff recognition and appreciation.

Each recommendation should be supported by specific citations from the literature and include clear implementation steps, anticipated outcomes, and mechanisms for evaluating effectiveness. Be specific about how each strategy would be operationalized within your organization, including who would be responsible for implementation, what resources would be required, and how success would be measured.

Sample Answer/Example Content

Sample Part 1: Work Environment Assessment Results

Summary of Results – Clark Healthy Workplace Inventory: Upon completing the Clark Healthy Workplace Inventory for my organization, a 350-bed acute care hospital in the southeastern United States, the total score was 62 out of 100, indicating a moderately healthy workplace with significant opportunities for improvement. The assessment revealed strengths in areas related to patient safety protocols and clinical competency development, with scores of 4 or 5 on items concerning evidence-based practice implementation and quality improvement initiatives. However, the assessment also identified concerning weaknesses in interpersonal communication, recognition of staff contributions, and management responsiveness to employee concerns, with several items scoring in the 2 to 3 range[reference:15].

Two Surprising Findings: The first surprising result was the low score (2 out of 5) on the item measuring whether staff feel comfortable reporting unprofessional behavior without fear of retaliation. Given the organization’s stated commitment to transparency and patient safety, I expected higher scores in this area. The second surprise was the moderate score (3 out of 5) on questions related to interprofessional collaboration, as I had observed what appeared to be effective teamwork during daily huddles and shift handoffs. This discrepancy suggests that surface-level collaboration may mask underlying tensions or communication barriers that staff experience but do not openly discuss[reference:16].

Confirmed Belief: Prior to conducting the assessment, I believed that workload and staffing pressures significantly impacted workplace civility, and this was confirmed by the assessment results. Items related to workload management, adequate staffing, and support during high-stress periods all received scores of 2 or 3, indicating that staff perceive these factors as contributing to workplace tension and incivility. This finding aligns with research showing that high-stress healthcare environments are particularly vulnerable to incivility and lateral violence[reference:17].

Implications for Workplace Health and Civility: The assessment results suggest that while my workplace has foundational strengths in clinical excellence and patient safety, significant work remains to build a truly civil and healthy work environment. The moderate overall score of 62 indicates that staff experience both positive and negative aspects of the organizational culture, with incivility manifesting primarily through subtle behaviors such as gossiping, exclusionary practices, and dismissive communication[reference:18]. The results highlight the need for targeted interventions to improve communication, enhance managerial responsiveness, and create psychological safety for staff to report concerns without fear of reprisal. Furthermore, the findings suggest that addressing workload and staffing issues may be essential for creating sustainable improvements in workplace civility[reference:19].

Sample Part 2: Literature Review and Theory Application

Theory/Concept from Selected Article: Clark (2019) presents a comprehensive framework for fostering a culture of civility and respect in nursing, emphasizing that incivility is not merely a interpersonal issue but a systemic problem with ethical, legal, and regulatory implications[reference:20]. The article introduces the concept of “cognitive rehearsal” as an evidence-based strategy for helping nurses recognize and respond to incivility, building on earlier work by Griffin and Clark (2014) that demonstrated the effectiveness of this approach[reference:21]. Clark (2019) argues that creating a culture of civility requires commitment from all organizational levels, from frontline staff to executive leadership, and involves both preventing incivility and effectively addressing it when it occurs[reference:22].

Relationship to Assessment Results: Clark’s (2019) framework directly relates to my Work Environment Assessment results, particularly the finding that staff feel uncomfortable reporting unprofessional behavior. The article explains that incivility often goes unreported because staff fear retaliation or believe that nothing will change, which aligns with my assessment finding that management responsiveness scored poorly[reference:23]. Additionally, Clark’s emphasis on the role of leadership in modeling civil behavior and creating accountability structures connects to my assessment results showing that staff perceive a gap between organizational values and daily practices. The cognitive rehearsal concept is particularly relevant given that my assessment revealed staff uncertainty about how to effectively respond to incivility when it occurs.

Application to Improve Organizational Health: My organization could apply Clark’s (2019) framework through a multi-pronged approach. First, leadership should undergo training on recognizing and addressing incivility, as research shows that leaders often underestimate the prevalence of incivility in their organizations[reference:24]. Second, the organization should implement cognitive rehearsal training for all staff, providing them with scripted responses to common uncivil behaviors and opportunities to practice these responses in safe environments[reference:25]. Third, the organization should establish clear reporting mechanisms and ensure that reports of incivility are investigated and addressed promptly, creating accountability for civil behavior. For example, the organization could implement a monthly “civility check-in” during staff meetings where team members can discuss communication challenges and celebrate positive interactions, normalizing conversations about workplace civility[reference:26].

Sample Part 3: Evidence-Based Strategies

Strategies to Address Shortcomings:

Implement Cognitive Rehearsal Training: Based on the work of Clark (2019) and McDermott et al. (2021), my organization should implement cognitive rehearsal training for all nursing staff to address the identified shortcomings in communication and incivility management[reference:27]. This evidence-based intervention involves teaching staff to recognize uncivil behaviors and practice assertive, respectful responses. McDermott et al. (2021) found that 55% of nurses who received cognitive rehearsal training reported improved ability to manage incivility, and 45% reported actually responding to incivility when it occurred[reference:28]. Implementation would involve developing a structured training program delivered over several sessions, with ongoing reinforcement through simulation and role-play exercises. The organization could partner with nursing education departments to integrate this training into new employee orientation and annual competencies.
Establish a Diversity, Equity, and Civility Council: Lee and Miller (2022) provide a compelling model for developing a diversity, equity, and civility council to address systemic issues related to workplace culture[reference:29]. This council would be composed of representatives from all levels of the organization and charged with assessing workplace civility, developing interventions, and monitoring progress. The council could conduct regular climate surveys, analyze incident reports, and recommend policy changes to promote equity and inclusion. This strategy addresses the assessment finding that staff feel uncomfortable reporting concerns, as the council would create a formal structure for addressing incivility and holding leaders accountable[reference:30].

Strategies to Bolster Successful Practices:

Expand Recognition and Reward Programs: Given the assessment’s identification of strengths in clinical excellence, my organization should expand formal recognition programs that celebrate civil and collaborative behaviors. This could include a “Civility Champion” award presented monthly to staff members who exemplify respectful communication and teamwork. Research demonstrates that positive reinforcement of desired behaviors is more effective than punitive approaches alone in shaping organizational culture[reference:31]. The organization could also implement peer-to-peer recognition systems where staff can nominate colleagues for demonstrating civility, with nominations shared during staff meetings and through organizational communications.
Develop Structured Mentorship Programs: Hover and Williams (2022) found that new nurses often cite lateral violence as a determining factor in their decision to leave the profession, with approximately one-third leaving within the first three years[reference:32]. To bolster the successful aspects of my organization’s culture and retain talented staff, I recommend developing structured mentorship programs that pair experienced nurses with new graduates and provide ongoing support for professional development. This strategy builds on the assessment’s finding that clinical competency development is a strength, while addressing the need for better interpersonal support. Mentorship programs can create protective factors against incivility by providing new nurses with trusted advisors who can help them navigate challenging interpersonal situations[reference:33].

FAQ Section

What is the Clark Healthy Workplace Inventory and how is it scored?

The Clark Healthy Workplace Inventory is a 20-item assessment tool developed by Dr. Cynthia Clark to evaluate the civility and health of healthcare work environments[reference:34]. Each item is scored on a 1-to-5 scale, with total scores ranging from 20 to 100. Scores of 20-40 indicate an unhealthy workplace, 41-60 suggest a barely healthy workplace, 61-80 reflect a moderately healthy workplace, and 81-100 represent an extremely healthy workplace[reference:35]. The inventory assesses factors such as respect, communication, recognition, collaboration, and psychological safety[reference:36].

How does workplace incivility affect patient outcomes?

Research consistently demonstrates that workplace incivility negatively affects patient outcomes through multiple pathways. Incivility disrupts communication among healthcare team members, leading to medication errors, delayed treatments, and compromised patient safety[reference:37]. Nurses who experience incivility report decreased job satisfaction, increased burnout, and higher turnover rates, all of which contribute to staffing shortages and reduced quality of care[reference:38]. Additionally, incivility creates a stressful work environment that can impair clinical judgment and decision-making, further compromising patient safety[reference:39].

What are the most effective evidence-based strategies for addressing workplace incivility in nursing?

Evidence-based strategies for addressing workplace incivility include cognitive rehearsal training, which teaches staff to recognize and respond to uncivil behaviors using scripted responses[reference:40]; establishing diversity, equity, and civility councils to create systemic accountability[reference:41]; implementing leadership education on bullying and conflict resolution[reference:42]; and creating formal reporting mechanisms with clear pathways for addressing concerns[reference:43]. Research also supports the use of simulation-based interventions that allow staff to practice navigating incivility in safe environments[reference:44].

How can nurse leaders create a culture of civility in their organizations?

Nurse leaders can create a culture of civility by modeling respectful behavior, establishing clear expectations for civil conduct, and holding all staff accountable for their behavior[reference:45]. Leaders should provide regular training on communication and conflict resolution, create psychological safety for staff to report concerns, and recognize and reward civil behaviors[reference:46]. Additionally, leaders should conduct regular assessments of workplace civility using validated tools like the Clark Healthy Workplace Inventory, and use the results to guide improvement initiatives. Research by Clark (2019) emphasizes that creating a culture of civility requires commitment from all organizational levels and cannot be achieved through policies alone[reference:47].

Why is interprofessional collaboration important for workplace health and patient safety?

Interprofessional collaboration is essential for workplace health and patient safety because it enables effective communication, coordinated care, and shared decision-making among healthcare team members. Research shows that strong interprofessional teams experience lower rates of medical errors, improved patient outcomes, and higher staff satisfaction[reference:48]. Conversely, poor interprofessional collaboration contributes to workplace incivility, staff burnout, and compromised patient safety[reference:49]. Building cohesive and effective teams requires intentional effort to develop trust, establish clear roles and responsibilities, and create structures for regular communication and feedback[reference:50].

Why This Matters in Practice

Understanding and addressing workplace civility is not merely an academic exercise but a critical component of safe, effective patient care. The Joint Commission has identified workplace incivility and bullying as threats to patient safety, and the American Nurses Association has called for zero tolerance of disruptive behaviors in healthcare settings. By completing the Workplace Environment Assessment, nursing professionals develop the skills to diagnose organizational health, implement evidence-based interventions, and create environments where both staff and patients thrive. This assignment prepares nurses to lead cultural change in their organizations, ultimately improving nurse retention, staff satisfaction, and patient outcomes[reference:51].

References

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44–52. https://doi.org/10.1016/S2155-8256(19)30082-1[reference:52]

Hover, L. A., & Williams, G. B. (2022). New nurses’ experience with lateral violence and their decision to remain in nursing. International Journal for Human Caring, 26(4), 199–208. https://doi.org/10.20467/HumanCaring-D-20-00069[reference:53]

Lee, S., & Miller, K. (2022). Developing a diversity, equity, and civility council to advance health equity in nursing academia and practice. Nursing Administration Quarterly, 46(3), E16–E23. https://journals.lww.com/naqjournal/abstract/2022/07000/developing_a_diversity,_equity,_and_civility.12.aspx[reference:54]

McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a stand against workplace incivility. Journal of Continuing Education in Nursing, 52(5), 232–239. https://doi.org/10.3928/00220124-20210414-07[reference:55]

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.

Complete the NURS 6053 Workplace Environment Assessment Assignment with this comprehensive 3-6 page guide featuring sample answers, evidence-based strategies, and detailed instructions for the Clark Healthy Workplace Inventory.

Complete NURS 6053 Workplace Environment Assessment: Clark Inventory Template and Evidence-Based Strategies
Workplace Civility Assessment Guide for Nursing Leaders
NURS 6053: Diagnosing and Treating Workplace Incivility in Healthcare Organizations
Clark Healthy Workplace Inventory: A Comprehensive Assessment Guide for Nursing Students
Building High-Performance Interprofessional Teams Through Workplace Civility Assessment

Next Assignment (Week 10 or Module 5)

NURS 6053 – Module 5: Leadership and Organizational Culture Transformation

In this upcoming assignment, students will develop a comprehensive organizational change proposal based on the findings from their Workplace Environment Assessment. The proposal will include a detailed implementation plan for addressing identified civility issues, a communication strategy for engaging stakeholders, and a framework for evaluating the effectiveness of interventions. Students will apply transformational leadership theories to guide their proposed changes and demonstrate how nurse leaders can drive cultural transformation in healthcare organizations. The assignment requires integration of at least five scholarly sources and a 5-7 page paper with specific, actionable recommendations for organizational improvement.