Change implementation and management plan

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Nr6053 Workplace Environment Assessment






Part 1: Work Environment Assessment

The overall civility score for the workplace assessment was 55, showing that there is an unhealthy workplace environment. The assessment revealed two significant findings: the workplace did not positive impact on the workplace atmosphere as earlier thought, and there was a significant gap in decision-making between the leadership and other workers. The only thought I had before the assessment, which was confirmed, was that employees were overburdened with work and that the workload distribution was unfair (Clark, 2015). As a result of the indicate unhealthy workplace hence low civility level.

Part 2: Reviewing the Literature

The chosen article introduces the DESC model as a critical framework for facilitating workplace civility conversations. Team-STEPPs are a teamwork system that improves communication and team skills to improve healthcare quality and safety (Griffin & Clark, 2014). Specific incidents of incivility can be effectively addressed by combining cognitive rehearsal with the DESC model. The work environment assessment results show an overall civility score of 55, indicating an unhealthy workplace that needs further improvement. The DESC model is critical in addressing organizational incivility by encouraging collaboration between staff and management. Working as a team is an important intervention for improving organizational safety and sharing the challenges and successes of this endeavor (Clark, 2015). Because the model is based on Team-STEPPS, it aids in improving skills and communication, resulting in improved safety and quality of care. The overall civility score will improve as the DESC model is successfully implemented, promoting a healthier and safer work environment.

Addressing incivility encounters makes it possible for the DESC model to be an effective tool for improving organizational health and building stronger work teams. This approach encourages critical conversations with uncivil colleagues, allowing staff and management to work together to move forward (Clark, 2015). This model is important because it prepares the team for the conversation, allowing each member to speak confidently and respectfully. Using the DESC model is an important strategy for breaking the silence that characterizes incivility. This model improves the effectiveness of incivility by ensuring that staff and management fully understand its tools and can work as a team to deal with it. Using the DESC model, each team member can confidently and respectfully express their concerns. This approach allows them to describe their experiences and propose alternative approaches to improving workplace safety and health.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams

It is critical to have effective strategies for dealing with workplace incivility to address issues affecting the work environment score. Establishing strong communication processes within the organization is one such approach. This intervention involves employees and management collaborating to resolve conflicts and find solutions to improve the workplace environment (Clark, 2015). Effective communication is also necessary for problem-solving because team members can consult with one another and come up with effective solutions.

It is critical in any organization to address issues that affect the work environment, particularly those that may hurt employee safety and health. Establishing strategies that enable employees and management to deal effectively with workplace incivility is one effective approach. The DESC model, based on the Team-STEPPs teamwork system, is a useful tool for structuring the civility conversation and dealing with specific cases of incivility. The DESC model encourages critical dialogue with uncivil colleagues and allows staff and management to work together to move forward. It is an important approach that contributes to breaking the silence, often a defining feature of incivility. The overall civility score improves due to the model’s effective implementation, leading to a better work environment.

Effective communication is critical in ensuring both parties are involved in conflict resolution during the negotiation process. This intervention is important in ensuring an effective problem-solving process because members consult with one another and reach an effective solution. Communication also helps to ensure that staff and management focus on the objectives like the delivery of the safe and effective patients. They should also engage in respectful communication. Another strategy for improving the work environment is to foster a collaborative culture among employees. Collaboration is important because it allows members to combine their unique strengths, resulting in a civil workplace. Members can address issues affecting their work environment by working together, such as unfair workload distribution and overwork of some staff members.

All employees should be involved in decision-making to ensure an improvement of practices. The evaluation revealed a chasm between leadership and employees, particularly when it comes to the process of coming up with decisions. It is also critical to provide employees feedback on successes and areas that requires enhancement with regard to safety and health. This feedback can be used to identify flaws and develop effective solutions. Organizations should consider increasing the number of employees to ensure the workload is distributed fairly. Overworking employees can lead to burnout and impact the quality of care provided. Adequate staffing levels also promote a better work environment and aid in combating incivility.

Summary or Conclusion

Following a personal evaluation of the workplace, it was discovered that the civility score was 55, indicating that the work environment is unhealthy and characterized by a significant gap in decision-making processes between the leadership and the employees, as well as an excessive workload for workers. The DESC model, which promotes effective communication among team members and facilitates civility conversations, is recommended to address these issues. Furthermore, the model promotes collaboration and the use of individual strengths, as well as respectful expression. The DESC model also facilitates conflict resolution and problem-solving processes, ultimately benefiting patients’ and providers’ safety and health.


Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. 
American Nurse Today, 10(11), 18–23.

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. 
The Journal of Continuing Education in Nursing, 45(12), 535–542. Doi:10.3928/00220124-20141122-02

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