In this modules Discussion you applied the Clark Healthy Workplace Inventory to diagnose
Assignment: Workplace Environment Assessment
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 modules 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.
Grading Rubric
Part 1: Work Environment Assessment· Complete the Work Environment Assessment Template.· 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 that you believed prior to conducting the assessment that was confirmed.· Explain what the results of the assessment suggests about the health and civility of your workplace.–
Excellent 45 (45%) – 50 (50%)
Good 40 (40%) – 44 (44%)
Fair 35 (35%) – 39 (39%)
Poor 0 (0%) – 34 (34%)
Part 2: Reviewing the Literature· Briefly describe the theory or concept presented in the article you selected.· Explain how the theory or concept presented in the article relates to the results of your Work Environment Assessment.· Explain how your organization could apply the theory highlighted in your selected article to improve organizational health and/or stronger work teams. Be specific and provide examples.–
Excellent 14 (14%) – 15 (15%)
Good 12 (12%) – 13 (13%)
Fair 11 (11%) – 11 (11%)
Poor 0 (0%) – 10 (10%)
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams· 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.–
Excellent 18 (18%) – 20 (20%)
Good 16 (16%) – 19 (19%)
Fair 14 (14%) – 15 (15%)
Poor 0 (0%) – 13 (13%)
Written Expression and Formatting – Paragraph Development and Organization: Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.–
Excellent 5 (5%) – 5 (5%)
Good 4 (4%) – 4 (4%)
Fair 3.5 (3.5%) – 3.5 (3.5%)
Poor 0 (0%) – 3 (3%)
Written Expression and Formatting – English writing standards: Correct grammar, mechanics, and proper punctuation–
Excellent 5 (5%) – 5 (5%)
Good 4 (4%) – 4 (4%)
Fair 3.5 (3.5%) – 3.5 (3.5%)
Poor 0 (0%) – 3 (3%)
Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.–
Excellent 5 (5%) – 5 (5%)
Good 4 (4%) – 4 (4%)
Fair 3.5 (3.5%) – 3.5 (3.5%)
Poor 0 (0%) – 3 (3%)
Total Points: 100
Expert Answer and Explanation
Work Environment Assessment Template
| 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).
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| 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.
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| 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
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| 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. |
Workplace Environment Assessment
Having a conducive workplace is one of the factors that influences job satisfaction and prevents high nurse turnover. However, given that humans in their nature vary in terms of behavior, there is a high likelihood of experiencing instances of incivility in the workplace. From Clark’s workplace inventory conducted, with a rating of 81, the workplace environment was considered very healthy according to the inventory ratings (Clark, 2015).
Some of the areas that I considered to be the strengths of the organization included the aspect of teamwork, appreciation of collaborative effort, fair and respectful treatment of employees, to list a few. Some of the areas I was unsure of and affected the ratings included ongoing organizational culture change, mentorship programs for employees, resources for employee growth, to list a few.
From the results, I can consider the workplace as being quite civil. This is especially true given the high regard for fair and respectful treatment of all employees which is also entrenched in the organizational values and policies. The embrace of high-performance teams and collaboration among staff also highlights the level of civility which would have otherwise been a major cause of dysfunctional teams (Marshall & Broome, 2017).
However, like many other organizations, there are some instances of incivility that occur, and most of them are as a result of individual behavioral traits, including, poor interprofessional communication. The was an instance where some nurses abused each other and they were reprimanded for it. My organization has now embraced a new system of ensuring that such instances don’t occur.
They have come up with a system of collective responsibility where cases of incivility incur punishment to the whole group or team members, meaning that every person in the organization has a collective responsibility in creating a safe and conducive work environment.
References
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice: Nurse leader perspectives. Journal of Nursing Administration, 41(7/8), 324–330. DOI:10.1097/NNA.0b013e31822509c4
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
Lee, D. (2020). Impact of organizational culture and capabilities on employee commitment to ethical behavior in the healthcare sector. Service Business, 14(1), 47-72. https://doi.org/10.1007/s11628-019-00410-8
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer. pp. 247–278
Altrernative Expert Answer and Explanation
Name:
| Summary of Results – Clark Healthy Workplace Inventory | After filling out the healthy workplace inventory and adding up the scores, the final tally returned was 82 which indicated that my workplace is moderately healthy as per Clark’s score inventory (Clark, 2015). Some of the few areas that were considered to be the strong points within the organization include shared governance, decision-making, and teamwork. Other areas that were considered to have performed highly included organization focus on employee wellness and self-care, and openness in terms of expressing individual opinions. There were also a few areas that were considered to be lacking, for example, continuous assessment and improvement of organization culture, and lack of an elaborate mentoring program. |
| Identify two things that surprised you about the results. Also, identify one idea that you believed prior to conducting the Assessment that was confirmed. | One of the things that I found surprising about the results was that some of the elements which I considered to be obvious were not necessarily so when evaluated using the inventory tool. For example, the aspect of mentorship which got a low score against my expectation. Another aspect that I found surprising was that I initially expected that my workplace health readings would get an average score and was surprised to notice that it was moderately healthy. From the assessment, I was able to look at the organization in a new light. One of the areas I knew would score highly was teamwork, which was part of the organization’s values, and from the workplace assessment, it was proved to be true and actually featured deeply in most of the activities, including decision-making. |
| What do the results of the Assessment suggest about the health and civility of your workplace? | The results indicate that my workplace is fairly civil and healthy, however, with some few changes in the areas that scored moderately low, then the workplace civility will transform to very healthy, in turn, improving other aspects of the organization. |
| 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 article selected was an article by Clark (2015) which detailed an applicable model that could be used to improve the level of civility within the workplace. The theory highlights the aspect of organizational communication as being the main determinant of workplace civility/incivility. The author notes that by just improving organizational communication, then the inventory score will similarly improve. The author goes ahead to provide a way in which diverse opinions during conversation can be embraced within the organization, especially when dealing with situations where frank decisions or conversations need to be taken. The DESC model is an acronym denoting the following; describe (describing the situation), explain (explaining the concerns of the opposing opinions), stating (stating the available alternatives), and finally consequences (stating the consequences of actions). The effectiveness of the DESC model can also be enhanced by applying cognitive rehearsal as suggested by Griffin and Clark, (2014). These two models can prove useful in solving incivility within the workplace, especially those emanating from communication challenges. The theory selected highlights the importance of communication in enhancing workplace civility. In fact, Clark (2015) notes that with proper communication, then all other elements in the inventory are expected to have a high score. This can explain why the returned score was fairly high after conducting the workplace civility assessment. Two of the elements that scored highly in the assessment was the acceptance of diverse opinions in a civil manner respectfully solving workplace conflicts which are some of the elements that can be used to measure communication effectiveness (Akilandeswari et al., 2015) and thus resonates with what the theory indicated on the importance of communication within the workplace. |
| 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 theory notes the importance of communication in improving workplace civility (Clark, 2015). Therefore, the leadership and all the members within the organization ought to take proactive measures in improving communication and interpersonal engagement with one another. From the highlighted theory, two models were suggested to be of assistance in improving workplace communication and, in turn, the overall workplace civility; that is the DESC model and cognitive rehearsal. The two approaches provide a framework through which employees can engage with one another, share diverse views and by extension embrace workplace civility. There are some scenarios within the care setting that junior nurses fear to express their opinions against that which has been ordered by the senior nurses, for example sharing an alternative plan of care. In some instances, failure to do so may result in poor patient outcomes. However, without engaging properly with senior nurses, then the response given may be in a manner that is uncivil. That is why using the DESC model and the cognitive rehearsal model can help the junior nurses and others as well to share their divergent views, in turn, improving interpersonal engagement within the workplace. This overall, as per the theory will enhance workplace civility. |
| Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment. | The two challenges that were identified within my workplace were lack of an elaborate mentoring program and lack of continuous improvement mechanisms with regards to organizational culture. from the reviewed literature one of the strategies that can be adopted is to enhance our mentorship programs. One of the characteristics of transformational leadership, which has been hailed to be an ideal form of leadership in diverse settings (Fischer, 2016), is the empowerment of junior employees (Choi et al., 2016). By empowering junior nurses, they will be better equipped to handle different issues within the care setting with very minimal supervision. Similarly, their opinions will also be highly considered which will in turn improve interprofessional collaboration and civility within the workplace. Another strategy is to try the suggested DESC and cognitive rehearsal model when considering changes within the workplace. Using the two models, colleagues can share those aspects within the organizational culture that is not working and consider improving them without fear of having their divergent opinions being rejected without merit. |
| Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment. | From the assessment, it would be important to bolster the two areas which performed poorly. One of the strategies will be to implement a system of continuously reviewing organizational culture and considering ways to improve the areas which are found to be lacking. The organization culture plays a major role in determining the level of civility within the workplace (Marshall & Broome, 2017). Organizational culture determines different aspects such as type of leadership, employee engagement, the form of communication, to list a few, all of which are determinants of workplace civility. Therefore, improving the organizational culture through a system of continuous improvement can aid in improving civility within the workplace. The second strategy is to cultivate a culture within the workplace that embraces collective growth, especially among the junior employees. By empowering employees not only will their performance but also their motivation working for the organization will improve (Marshall & Broome, 2017). Doing so will have a positive impact on the inventory score. By implementing the two strategies, then it is expected that the overall score from the workplace assessment will be higher than it currently is. |
| General Notes/Comments | From the information gathered by this paper, there have been different revelations observed, especially from the workplace inventory assessment. Using the gathered information, a strategy can be coined to improve the level of workplace civility as indicated in the reviewed literature. |
References
Akilandeswari, V., Kumar, A. D., Pavithra, M., Mariyam, A. T., & Banu, J. N. (2015). Elements of effective communication. International Journal of Multidisciplinary Research and Modern Education (IJMRME), 1(1), 2452-6119. Retrieved from: http://www.adalyajournal.com/gallery/346.pdf
Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment. Human resources for health, 14(1), 73. https://doi.org/10.1186/s12960-016-0171-2
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
Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of advanced nursing, 72(11), 2644-2653. https://doi.org/10.1111/jan.13049
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. DOI:10.3928/00220124-20141122-02
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer. pp. 247–278
Workplace Environment Assessment
Part 1: Work Environment Assessment
Summary of Results – Clark Healthy Workplace Inventory
After filling out the healthy workplace inventory and adding up the scores, the final tally returned was 82 which indicated that my workplace is moderately healthy as per Clark’s score inventory (Clark, 2015). Some of the few areas that were considered to be the strong points within the organization include shared governance, decision-making, and teamwork.
Other areas that were considered to have performed highly included organization focus on employee wellness and self-care, and openness in terms of expressing individual opinions. There were also a few areas that were considered to be lacking, for example, continuous assessment and improvement of organization culture, and lack of an elaborate mentoring program.
Two Surprising Things
One of the things that I found surprising about the results was that some of the elements which I considered to be obvious were not necessarily so when evaluated using the inventory tool. For example, the aspect of mentorship which got a low score against my expectation. Another aspect that I found surprising was that I initially expected that my workplace health readings would get an average score and was surprised to notice that it was moderately healthy.
From the assessment, I was able to look at the organization in a new light. One of the areas I knew would score highly was teamwork, which was part of the organization’s values, and from the workplace assessment, it was proved to be true and actually featured deeply in most of the activities, including decision-making.
Health and Civility of The Workplace
The results indicate that my workplace is fairly civil and healthy, however, with some few changes in the areas that scored moderately low, then the workplace civility will transform to very healthy, in turn, improving other aspects of the organization.
Part 2: Reviewing the Literature
Description of The Theory
The article selected was an article by Clark (2015) which detailed an applicable model that could be used to improve the level of civility within the workplace. The theory highlights the aspect of organizational communication as being the main determinant of workplace civility/incivility. The author notes that by just improving organizational communication, then the inventory score will similarly improve. The author goes ahead to provide a way in which diverse opinions during conversation can be embraced within the organization, especially when dealing with situations where frank decisions or conversations need to be taken.
The DESC model is an acronym denoting the following; describe (describing the situation), explain (explaining the concerns of the opposing opinions), stating (stating the available alternatives), and finally consequences (stating the consequences of actions). The effectiveness of the DESC model can also be enhanced by applying cognitive rehearsal as suggested by Griffin and Clark, (2014). These two models can prove useful in solving incivility within the workplace, especially those emanating from communication challenges.
Relationship of The Theory with The Workplace Assessment
The theory selected highlights the importance of communication in enhancing workplace civility. In fact, Clark (2015) notes that with proper communication, then all other elements in the inventory are expected to have a high score. This can explain why the returned score was fairly high after conducting the workplace civility assessment.
Two of the elements that scored highly in the assessment was the acceptance of diverse opinions in a civil manner respectfully solving workplace conflicts which are some of the elements that can be used to measure communication effectiveness (Akilandeswari et al., 2015) and thus resonates with what the theory indicated on the importance of communication within the workplace.
Application of The Theory
The theory notes the importance of communication in improving workplace civility (Clark, 2015). Therefore, the leadership and all the members within the organization ought to take proactive measures in improving communication and interpersonal engagement with one another. From the highlighted theory, two models were suggested to be of assistance in improving workplace communication and, in turn, the overall workplace civility; that is the DESC model and cognitive rehearsal.
The two approaches provide a framework through which employees can engage with one another, share diverse views and by extension embrace workplace civility. There are some scenarios within the care setting that junior nurses fear to express their opinions against that which has been ordered by the senior nurses, for example sharing an alternative plan of care.
In some instances, failure to do so may result in poor patient outcomes. However, without engaging properly with senior nurses, then the response given may be in a manner that is uncivil. That is why using the DESC model and the cognitive rehearsal model can help the junior nurses and others as well to share their divergent views, in turn, improving interpersonal engagement within the workplace. This overall, as per the theory will enhance workplace civility.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
Two Strategies to Address Any Shortcomings
The two challenges that were identified within my workplace were lack of an elaborate mentoring program and lack of continuous improvement mechanisms with regards to organizational culture. from the reviewed literature one of the strategies that can be adopted is to enhance our mentorship programs. One of the characteristics of transformational leadership, which has been hailed to be an ideal form of leadership in diverse settings (Fischer, 2016), is the empowerment of junior employees (Choi et al., 2016).
By empowering junior nurses, they will be better equipped to handle different issues within the care setting with very minimal supervision. Similarly, their opinions will also be highly considered which will in turn improve interprofessional collaboration and civility within the workplace.
Another strategy is to try the suggested DESC and cognitive rehearsal model when considering changes within the workplace. Using the two models, colleagues can share those aspects within the organizational culture that is not working and consider improving them without fear of having their divergent opinions being rejected without merit.
Two Strategies That Can Be Implemented to Bolster Successful Practices
From the assessment, it would be important to bolster the two areas which performed poorly. One of the strategies will be to implement a system of continuously reviewing organizational culture and considering ways to improve the areas which are found to be lacking. The organization culture plays a major role in determining the level of civility within the workplace (Marshall & Broome, 2017).
Organizational culture determines different aspects such as type of leadership, employee engagement, the form of communication, to list a few, all of which are determinants of workplace civility. Therefore, improving the organizational culture through a system of continuous improvement can aid in improving civility within the workplace.
The second strategy is to cultivate a culture within the workplace that embraces collective growth, especially among the junior employees. By empowering employees not only will their performance but also their motivation working for the organization will improve (Marshall & Broome, 2017). Doing so will have a positive impact on the inventory score. By implementing the two strategies, then it is expected that the overall score from the workplace assessment will be higher than it currently is.
Conclusion
From the information gathered by this paper, there have been different revelations observed, especially from the workplace inventory assessment. Using the gathered information, a strategy can be coined to improve the level of workplace civility as indicated in the reviewed literature.
References
Akilandeswari, V., Kumar, A. D., Pavithra, M., Mariyam, A. T., & Banu, J. N. (2015). Elements of effective communication. International Journal of Multidisciplinary Research and Modern Education (IJMRME), 1(1), 2452-6119. Retrieved from: http://www.adalyajournal.com/gallery/346.pdf
Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment. Human resources for health, 14(1), 73. https://doi.org/10.1186/s12960-016-0171-2
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
Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of advanced nursing, 72(11), 2644-2653. https://doi.org/10.1111/jan.13049
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. DOI:10.3928/00220124-20141122-02
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