Dr. Cynthia Clark defined workplace civility as authentic respect for others (Clark, 2015). Civility requires time, physical presence, willingness to get involved in genuine discourse and determination to achieve common ground in various factors.

Dr. Cynthia Clark defined workplace civility as authentic respect for others (Clark, 2015). Civility requires time, physical presence, willingness to get involved in genuine discourse and determination to achieve common ground in various factors. Respect for coworkers involves valuing and appreciating their worth to a personal level. This should happen irrespective of whether you like the individual in question or not. Every human being deserves respect and to treat them as your equals (Perkins, 2019). It is also crucial to take into consideration the time of the coworkers, for responding to their emails and calls on time and set aside some time to interact with them.

I scored a 42 in the Clarks Healthy Workplace Inventory assessment, according to the assessment  a score of less than 50 is very unhealthy.  My workplace is not civil based on the assessment I did poorly in areas of communications at all levels. There are several ways in which civility in a workplace could be geared up. Acknowledging others is a step in the right direction in order to achieve civility. Every worker in an organization should feel appreciated as opposed to feeling invisible (Marshall, & Broome, 2017).  One of the ways to get to this is by making eye contact with other coworkers and greeting them with a good morning. Thinking the best about other people are encouraged in a work environment. One should understand that human beings are bound to making mistakes and none of them intentionally ruin things or do any harm. Focusing on other peoples’ needs other than yours by listening and understanding to their woes is important.

A situation where I have experienced incivility in my workplace Is bullying and violence at work. Cases of incivility arise especially when there are cases of rudeness, discourteous or disrespectful nature of patients. Repeated, harmful actions that are directed to an individual that is intended to humiliate cause distress and offend are common when working in a psychiatric and mental health facility. Acts of aggression that are either verbal or physical are not acceptable in any work environment (Boyd, 2019). I witness cases of aggression at my job often either directed to patients or colleagues. Incidences have detrimental effects on the wellbeing of the professionals working in a psychiatric facility and can compromise their abilities to offer care for their patients. It should be in the interest of the administration to ensure that workers are protected from any kind of workplace conflict through policy, advocacy, and resources. Employers, nurses, and the public should work in conjunction to create a healthy and respectful work environment as it is beneficial to both patients and workers.

Teams function more effectively, and patients are healthier in a civil environment. Dr. Clark suggested that in the path to attain civility, some initiatives could be taken (Clark, 2015). In the case of the psychiatric facility, people who conduct themselves with civility could be hired. It would also help to reward and appreciate commendable behaviors among the workers. Workers and patients could undergo coaching on how to be civil and treat others with respect. Holding people accountable for their actions regardless of their position or status in the hospital could be crucial in building up a civil culture.

 

References

Boyd, R. (2019). Edward Shils on pluralism and civility. The calling of social thought, 140-153. doi:10.7228/manchester/9781526120052.003.0008

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

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.

Perkins, K. M. (2019). Internal organizational culture. Leadership and Purpose, 79-93. doi:10.4324/9780429265952-8

 

The post Dr. Cynthia Clark defined workplace civility as authentic respect for others (Clark, 2015). Civility requires time, physical presence, willingness to get involved in genuine discourse and determination to achieve common ground in various factors. appeared first on Infinite Essays.

 

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