Workplace civility assessment

Workplace civility assessment

Workplace civility assessment

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.

Workplace civility assessment

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Workplace civility assessment

Part 1: Work Environment Assessment

After completing the Workplace Civility Assessment using the provided template, the results showed that while there is a general atmosphere of professionalism and collaboration, there are noticeable areas of concern. Specifically, communication is often one-directional, and conflict resolution lacks consistency. Leadership engagement is rated moderately, indicating a need for stronger visibility and responsiveness.

Two surprising findings were:

  1. The frequency of passive-aggressive communication among staff.

  2. A lack of recognition for team contributions despite strong performance.

One belief that was confirmed is the perception that some team members hesitate to speak up due to fear of retaliation or being dismissed.

These results suggest that although the workplace is functional, it is not fully healthy or civil. There are significant gaps in psychological safety and leadership support that hinder high-performing, interprofessional collaboration.

Part 2: Reviewing the Literature

I reviewed the article “Creating a Culture of Civility and Respect in Nursing” by Clark (2015), which is grounded in the Concept of Civility in the Workplace. The article emphasizes that respectful communication, leadership modeling, and shared values are essential for a civil work environment.

This concept aligns with my assessment results, particularly in areas of lacking recognition and poor feedback loops. The article argues that when leadership models civility, team dynamics and trust improve — reinforcing what was observed in the assessment.

To improve organizational health, our institution could adopt civility education programs and peer accountability frameworks. For example, training managers in conflict resolution and empowering team leaders to model civil behaviors can foster a…

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