Interprofessional Organizational and Systems Leadership

Discussion: Workplace Environment Assessment
How healthy is your workplace?
You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.
There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.
To Prepare:
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review and complete the Work Environment Assessment Template in the Resources.
By Day 3 of Week 7
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.

Interprofessional Organizational and Systems Leadership
From the result of the Clark Healthy Workplace Inventory, there is a shared vision between members of the organization. There is also a clear and discernable level of trust between the members and the leaders. Besides, communication is quite effective with employees being viewed as an asset (Clark, 2015). The employees express a high level of satisfaction, the organization culture seeking to ensure everyone is included. There is a high level of collaboration with the leader’s emphasis on the wellness and self-care of every individual (Phillips MacKusick & Whichello, 2018). From the analysis of these results, I can say that the level of civility is quite high. The organization has focused on developing a cohesive team that is working towards a shared goal.
My workplace is civil because of several aspects. The first thing is that there is a focus on the development of employees. Personal and collective development increases employee’s satisfaction (Clark 2015). Besides, there is a focus on ensuring that employees use practical conflict resolutions approaches. Moreover, the top leaders are focused on understanding the employees and offering a work environment that is positive and supportive.
However, at one point, there was a case of incivility. In this case, one of the top managers came to the office and was yelling at one of the employees of failing to deliver a report. I felt that this was not civil because, one should not be confronted in such a way (Margolis Rosenberg, & Umble, 2015). The situation was resolved by the top management calling a meeting and trying to address the issues of communication between the junior and senior management. The leadership of the firm made it clear that the conflict resolution set in the company should be followed. Such an approach includes the handling of every employee with dignity.

References
Margolis, L., Rosenberg, A., & Umble, K. (2015). The relationship between interprofessional leadership education and interprofessional practice: How intensive personal leadership education makes a difference. Health and Interprofessional Practice, 2(3), 1.
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. Am Nurs Today, 10.
Clark, C. M. (2016). Fostering Healthy Work Environments: Powered by Civility, Collegiality, and Teamwork.
Phillips, G. S., MacKusick, C. I., & Whichello, R. (2018). Workplace incivility in nursing: A literature review through the lens of ethics and spirituality. Journal of christian nursing, 35(1), E7-E12.