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. 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 following articles found in the Resources: Clark, Olender, Cardoni, and Kenski (2011) Clark (2018) Clark (2015) Griffin and Clark (2014) 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.

Question

Dan Palmer · Accepted Answer

Healthcare organizations face unprecedented challenges in maintaining positive workplace environments that support both employee wellbeing and patient outcomes (National Academy of Medicine, 2023). A comprehensive workplace environment assessment serves as the foundation for creating healthier, more productive healthcare settings. This guide explores evidence-based assessment methodologies, with particular focus on the Clark Healthy Workplace Inventory and its practical implementation. Understanding Workplace Environment Assessment in Healthcare What is Workplace Environment Assessment? Workplace environment assessment is a systematic evaluation process that examines organizational culture, employee satisfaction, communication patterns, and structural factors that impact workplace health (World Health Organization, 2023). In healthcare settings, these assessments are crucial for identifying areas that affect both staff retention and patient care quality. The Critical Role of Diagnosis in Healthcare Improvement 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. This principle applies equally to organizational health assessment – identifying workplace issues must be followed by targeted interventions. The Clark Healthy Workplace Inventory: A Comprehensive Assessment Tool Overview of the Clark Healthy Workplace Inventory The Clark Healthy Workplace Inventory represents a validated, evidence-based tool designed specifically for healthcare environments. Developed by Dr. Cynthia Clark through extensive research at the University of New Mexico, this instrument evaluates multiple dimensions of workplace health and culture (Clark, 2015; American Nurses Association, 2023). Key Components of the Assessment Assessment Dimension	Description	Key Metrics Leadership Quality	Evaluates management effectiveness and support	Communication clarity, decision-making transparency Team Collaboration	Measures interprofessional teamwork	Conflict resolution, shared decision-making Professional Development	Assesses growth opportunities	Training availability, career advancement Work-Life Balance	Examines stress management and flexibility	Schedule flexibility, burnout indicators Physical Environment	Evaluates workspace safety and comfort	Equipment adequacy, environmental hazards Organizational Support	Measures institutional backing for staff	Resource availability, policy effectiveness Statistical Evidence Supporting the Clark Inventory Research demonstrates significant correlations between comprehensive workplace assessment and improved outcomes: Employee Retention: Organizations using structured assessment tools show 34% higher retention rates (American Organization for Nursing Leadership, 2023) Patient Satisfaction: Healthcare facilities with positive workplace cultures report 28% higher patient satisfaction scores (The Joint Commission, 2024) Burnout Reduction: Systematic workplace interventions reduce burnout rates by up to 42% (National Academy of Medicine, 2023) Quality Indicators: Hospitals with healthy workplace environments demonstrate 19% fewer medical errors (Agency for Healthcare Research and Quality, 2024) Implementation Strategy for Workplace Environment Assessment Phase 1: Pre-Assessment Planning Stakeholder Engagement Executive leadership commitment Department head involvement Staff representative participation Union liaison coordination (if applicable) Resource Allocation Assessment team designation Timeline establishment Budget planning Technology requirements Phase 2: Data Collection Process Multi-Method Approach Quantitative Surveys: Standardized instruments like the Clark Healthy Workplace Inventory Qualitative Interviews: In-depth discussions with key personnel Focus Groups: Department-specific discussions Observational Studies: Workplace culture assessment through direct observation Phase 3: Analysis and Interpretation Data Analysis Framework Analysis Type	Methodology	Expected Outcomes Descriptive Statistics	Mean scores, standard deviations	Baseline measurements Comparative Analysis	Department comparisons, benchmark data	Variation identification Correlation Studies	Relationship mapping	Causal factor identification Trend Analysis	Historical data comparison	Progress measurement Evidence-Based Intervention Strategies Targeted Interventions Based on Assessment Results Leadership Development Programs Executive coaching initiatives Management training modules Communication skill enhancement Conflict resolution training Team Building and Collaboration Interprofessional education programs Shared governance implementation Team-based care protocols Regular team huddles and debriefings Professional Development Enhancement Continuing education opportunities Career pathway programs Mentorship initiatives Skills assessment and gap analysis Measuring Intervention Effectiveness Key Performance Indicators (KPIs) KPI Category	Specific Metrics	Target Improvement Employee Engagement	Satisfaction scores, turnover rates	15-20% improvement Patient Outcomes	Safety indicators, satisfaction scores	10-15% improvement Operational Efficiency	Productivity measures, cost per case	8-12% improvement Quality Indicators	Error rates, compliance scores	20-25% improvement Best Practices for Sustainable Workplace Culture Change Creating a Culture of Continuous Improvement Regular Assessment Cycles Annual comprehensive assessments Quarterly pulse surveys Monthly department check-ins Weekly safety huddles Feedback Integration Systems Real-time feedback mechanisms Anonymous reporting systems Open forum discussions Management response protocols Technology Integration for Assessment Digital Assessment Platforms Mobile-friendly survey tools Real-time analytics dashboards Automated reporting systems Integration with existing HR systems Case Studies: Successful Implementation Examples Case Study 1: Regional Medical Center Background: 400-bed facility with high turnover rates and low staff satisfaction Implementation: Baseline Clark Healthy Workplace Inventory assessment Targeted leadership development program Enhanced communication protocols Flexible scheduling implementation Results: 38% reduction in turnover rates 45% improvement in staff satisfaction scores 22% increase in patient satisfaction ratings $2.3 million annual savings in recruitment costs Case Study 2: Critical Access Hospital Background: Rural facility struggling with physician recruitment and retention Implementation: Comprehensive workplace environment assessment Physician engagement initiatives Technology infrastructure improvements Work-life balance programs Results: 67% improvement in physician satisfaction 50% reduction in locum tenens usage 15% increase in quality metrics Enhanced community reputation Future Trends in Workplace Environment Assessment Emerging Technologies and Methodologies Artificial Intelligence Integration Predictive analytics for turnover risk (IBM Watson Health, 2024) Sentiment analysis of employee feedback (Microsoft Healthcare Bot, 2023) Automated intervention recommendations (Epic Systems, 2024) Real-time culture monitoring (Press Ganey, 2023) Virtual and Hybrid Work Considerations Remote work satisfaction assessment Virtual team collaboration evaluation Technology adoption and satisfaction Work-from-home productivity metrics Conclusion Effective workplace environment assessment, particularly through validated tools like the Clark Healthy Workplace Inventory, provides healthcare organizations with the diagnostic foundation necessary for creating positive, productive work environments. The key lies not just in assessment but in the systematic implementation of evidence-based interventions that address identified issues. Success requires commitment from all organizational levels, from executive leadership to frontline staff. By following the comprehensive framework outlined in this guide, healthcare organizations can create sustainable improvements in workplace culture, employee satisfaction, and ultimately, patient outcomes. Regular assessment, targeted interventions, and continuous monitoring create a cycle of improvement that benefits all stakeholders – employees, patients, and the organization as a whole. The investment in comprehensive workplace environment assessment yields dividends in improved retention, enhanced quality of care, and organizational resilience. References Agency for Healthcare Research and Quality. (2024). Patient Safety and Quality: An Evidence-Based Handbook for Nurses. Retrieved from https://www.ahrq.gov/patient-safety/quality-resources/tools/index.html American Nurses Association. (2023). Healthy Nurse, Healthy Nation: Workplace Assessment Tools. Retrieved from https://www.nursingworld.org/practice-policy/work-environment/ American Organization for Nursing Leadership. (2023). AONL Nurse Manager Competencies. Retrieved from https://www.aonl.org/resources/nurse-manager-competencies Clark, C. M. (2015). Creating and Sustaining Civility in Nursing Education. Sigma Theta Tau International. Retrieved from https://www.sigmanursing.org/advance-elevate/career-development/civility-mentoring Institute for Healthcare Improvement. (2024). Joy in Work: A Scientific Approach. Retrieved from https://www.ihi.org/Topics/Joy-In-Work/Pages/default.aspx National Academy of Medicine. (2023). Action Collaborative on Clinician Well-Being. Retrieved from https://nam.edu/initiatives/clinician-resilience-and-well-being/ National Institute for Occupational Safety and Health. (2024). Criteria for a Recommended Standard: Occupational Exposure to Workplace Stress. Retrieved from https://www.cdc.gov/niosh/topics/stress/ Press Ganey. (2023). Healthcare Employee Engagement and Experience Report. Retrieved from https://www.pressganey.com/resources/program-summary/human-experience-platform The Joint Commission. (2024). Sentinel Event Alert: Leadership and the Safety Culture. Retrieved from https://www.jointcommission.org/resources/patient-safety-topics/sentinel-event/ World Health Organization. (2023). Mental Health at Work: Policy Brief. Retrieved from https://www.who.int/publications/i/item/9789240057944 Resources to Use

Summary of Results – Clark Healthy Workplace Inventory	From the Clarks healthy workplace inventory, the results indicated that my workplace is very healthy with a score of 81 according to the inventory ratings (Clark, 2015). Some of the key features that ranked highly included appreciation of collective achievement, teamwork and collaboration, fair and respectful treatment of employees to list a few. The attributes that seemed lacking according to the inventory were improvement of organization culture, a comprehensive mentoring program for all employees, and allocation of adequate resources for professional growth and development. The results from the inventory had most of the items reviewed in the 4 scores (somewhat true).
Identify two things that surprised you about the results. Also, identify one idea that you believed prior to conducting the Assessment that was confirmed.	Before taking the inventory, I was quite sure that my workplace environment was quite healthy but on carrying out the inventory, I found it surprising that some key areas were seemingly lacking which I never considered in my earlier assumption. I also found it surprising that. I was also surprised to find several key areas that could be improved from an organizational standpoint that I would have otherwise overlooked, which are essential in the development of a healthy work environment. what might seemingly seem as a flawless workplace environment may actually have some areas that stain the health of the workplace environment. However, the results confirmed my belief in the health status of my workplace environment which I considered as being favorable.
What do the results of the Assessment suggest about the health and civility of your workplace?	The results indicate that the environment I work in is quite favorable and civil but with some room for improvement. It also shows that the civility experienced is a result of mutual respect for one another and the organizational policies in place that do not tolerate incivility.
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.	The theory highlighted in an article by Clark (2015) highlights the aspect of encouraging open communication and conversations within the workplace as a way of developing a healthy and civil environment. The article reiterates that many nurses often fail to engage with uncivil colleagues at times when candid conversations are needed. Others often fail to express their concern of incivility especially when expressed by someone with a higher authority, and such cases at times can prove detrimental to patient outcomes. Therefore, the article provides different models that can be used to promote such candid conversations in a civil and respectful manner and one such model is the DESC model. This model focuses on describing the situation, explaining the concerns, stating the available alternative solutions and indicating the consequences. The model facilitates nurse engagement in a professional and civil manner. The theory focuses on the aspect of collaboration and respectful interprofessional engagement. These are some of the features which I considered to be strongly embraced in my workplace. Having a workplace culture that embraces high collaboration between teams requires employees to constantly engage with one another, even amidst their disagreements (Marshall & Broome, 2017). Such a workplace goes in accordance with the article’s view on the importance of healthy and respectful conversations in promoting a civil and safe workplace environment
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.	The organization can use the DESC model to solve differences in opinions on the best patient interventions that will improve their outcomes or improve the organizational processes. For example, the model can be applied when considering the right therapy to apply to a patient that will enhance the effective management of the patient’s condition. This will encourage more outward expression of ideas, especially to nurses who shy to offer their opinions on the basis that they may not be appreciated.
Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment	From the literature reviewed, one of the strategies that can be adopted is to structure the organizational policies to be more stringent on cases of incivility and encouraging respectful conflict resolution mechanisms. Such policies will encourage positive exchanges between employees with disagreements having a proper framework through which they can be addressed, including the suggested DESC model (Clark, 2015) Another strategy is the use of the organization’s leadership to encourage and create a workplace culture that encourages interprofessional collaboration and appreciative of contesting opinions in a respectful and civil manner (Clark et al., 2011). This will give a voice to all employees, as a result fostering personal employee growth. It will also create room where less experienced nurses will be more open to mentorship from those with more experience.
Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.	One of the strategies is to encourage continuous evaluation of the organization’s culture. This will facilitate, the continuous improvement of the organization in embracing a healthy and civil workplace. Organizational culture forms the main component of what makes up a conducive workplace environment (Lee, 2020). By making the culture more facilitative to civility and respectful interprofessional engagements, then the workplace environment will become healthier. Another strategy is to encourage mentorship programs and allocating sufficient resources to the development and growth of the staff. This will likely reduce instances of employee turnover, while at the same time, ensuring that the healthcare staff develops their core competencies, enabling them to improve their efficiency and effectiveness in carrying out organizational processes and improving patient outcomes.
General Notes/Comments	Creating a conducive and civil workplace environment goes a long way in improving job satisfaction among caregivers and also improves the retention of skilled staff. This paper has evaluated various measures that can be used to encourage civility and building a safe and respectful workplace based on the results obtained from Clark’s healthy workplace inventory. By using the findings collected by this paper, my organization can make great steps in creating a healthier workplace environment.

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

Written By: Dan Palmer, RN

Edited By: Ethan Green, MSN-FNP