Healthcare Work Environment Assessment
A sustainable business environment is a critical factor in the management of business organizations. The health of an organization is measured by the level of civility. Civility is gauged by parameters such as teamwork, the level of employee engagement, communication, and other best management practices (Clark et al., 2011). From time to time, organizations must assess the work environment to measure the level of civility.
Theory or concept presented in the article selected.
Hofstede’s management theory is based on certain dimensions upon which cultural values can be evaluated or analyzed to gauge how civil an organization is. Hofstede’s original theory was based on four parameters: individualism and collectivity, avoidance and uncertainty, masculinity and femininity, and power distance (Prabowo et al., 2018).
However, there have been some amendments to Hofstede’s original theory; his work remains one of the most important models for studying cross-cultural management in organizations. Critical parameters that Hofstede talks about in his model of cross-cultural management are the importance of international communication, especially in organizations such as Apple, which has many employees from different cultural backgrounds.
Hofstede asserts that communication is usually one of the most challenging factors in an organization. The issue is further compounded in organizations with many employees from different backgrounds. According to Hofstede, the challenge in communication in a cross-cultural organization lies in the fact that an organization must take into consideration cross-cultural differences (Silva et al., 2018).
Just like in communication, cross-cultural organizations also experience problems when it comes to management because cross-cultural impacts decision-making. For example, Apple, which has made China its second home for some time, must consider the country’s customs and values when making decisions (Xian, 2020). Even in the United States, where Apple is headquartered, the company has many employees from different cultural backgrounds, culturally which it has to be careful in many ways so that all employees are considered at the organization.
Clark Healthy Workplace Inventory
Clark Healthy Workplace Inventory is a critical assessment tool for the workplace. This tool measures critical parameters such as whether the members of an organization share their organization, mission, vision, trust, and respect based on a collective effort (Rosen et al., 2018). This tool also measures whether there is a good level of trust between employees of all cadres-from top management to the lowest level. Communication is also an important parameter in evaluating the level of an organization’s civility level. Broken communication means that an organization is facing challenges, whereas positive communication means that there is a good level of trust, transparency, and respect.
Things that Surprised Me
One of the things I found surprising from the results is that many healthcare facilities emphasize profitability more than their workers’ welfare. Poor employee engagement directly affects patient outcomes. I work for a private healthcare facility that cares mostly about how many patients are treated daily; the more, the better because of profitability. This system means that nurses work overtime and work under a lot of pressure to meet the demands of all patients. This factor has strained the working relationship between the nurses and the management, leading to incivility.
How My Organization Can Apply the Theory in the Selected Article
To promote civility, my organization must adopt the approach of balancing its needs with the needs of the workers. Just like profits are essential to the organization, so are personal growth and fair treatment for employees. Fair treatment and a conducive work environment boost the level of civility in organizations (Clark, 2015). Motivation is essential in getting quality work from employees, increasing employee productivity, and enhancing their speed of productivity.
Effective leadership works hand in hand with motivation. Where there is poor leadership, employees become confused, demotivated, and ‘directionless.’ Similarly, employees cannot give their best without proper motivation, resulting in low and reduced productivity. Effective leaders motivate their employees by creating a friendly work environment, encouraging positive communication, and promoting creativity (Prabowo, Noermijati, & Irawanto, 2018, p. 171). Based on this analogy, my organization should increase the level of employee motivation to improve workplace civility.
My organization should also promote communication between workers. Teamwork and individual behavior can make healthcare safer for patients as it improves the quality of care given to patients. As mentioned above, members of staff that are in good communication with each other are not only motivated but are also likely to avoid many errors when dealing with patients (Rosen et al., 2018, p. 433). Effective communication boosts the morale of the staff, making them highly productive.
A healthcare organization with an effective communication structure in place is likely to be more successful regarding patient outcomes and safety compared to one with poor communication structures. Moreover, effective communication promotes efficiency leading to improved outcomes both for the organization and the employees.
Civility is a critical factor in the management of health organizations. Organizations can measure civility by conducting a workplace assessment. Such assessments aim to find the level of employee engagement, satisfaction, communication, teamwork, and other practices that boost civility in the workplace.
Prabowo, T. S., Noermijati, N., & Irawanto, D. W. (2018). The influence of transformational leadership and work motivation on employee performance mediated by job satisfaction. Jurnal Aplikasi Manajemen, 16(1), 171-178. http://dx.doi.org/10.21776/ub.jam.2018.016.01.20
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
Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011). Fostering civility in nursing education and practice. The Journal of Nursing Administration, 41(7/8), 324–330.
Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, L. E., Thompson, D., Pronovost, P. J., & Weaver, S. J. (2018). Teamwork in healthcare: Key discoveries enabling safer, high-quality care. American Psychologist, 73(4), 433–450. https://doi.org/10.1037/amp0000298
Silva, S. D., & Mendis, B. A. K. M. (2017). Relationship between transformational, transaction and laissez-faire leadership styles and employee commitment. European Journal of Business and Management, 9(7), 13-21. https://www.researchgate.net/publication/334494910
Xian, J., Li, B., & Huang, H. (2020). Transformational Leadership and Employees’ Thriving at Work: The Mediating Roles of Challenge-Hindrance Stressors. Frontiers in Psychology, 11, 1400. https://doi.org/10.3389/fpsyg.2020.01400