Workplace Environment Assessment


  • Review the Resources and inspect the Clark Healthy Worklocate Inventory, root on page 20 of Clark (2015).
  • Review the Effect Environment Toll Template.
  • Reflect on the output of your Discussion shaft touching your evaluation of effectlocate urbanity and the feedback vulgar from colleagues.
  • Select and retrospect one or over of the subjoined catechism root in the Resources:
    • Clark, Olender, Cardoni, and Kenski (2011)
    • Clark (2018)
    • Clark (2015)
    • Griffin and Clark (2014)

The Assignment (3-6 pages whole):

Part 1: Effect Environment Toll (1-2 pages)

  • Review the Effect Environment Toll Template you completed for this Module’s Discussion.
  • Describe the results of the Effect Environment Toll you completed on your effectplace.
  • Identify two substances that surprised you environing the results and one purpose you believed earlier to conducting the Toll that was confirmed.
  • Explain what the results of the Toll hint environing the vigor and urbanity of your effectplace.

Part 2: Reviewing the Attainment (1-2 pages)

  • Briefly picture the assumption or concept giveed in the season(s) you chosen.
  • Explain how the assumption or concept giveed in the season(s) relates to the results of your Effect Environment Assessment.
  • Explain how your make could direct the assumption loftylighted in your chosen season(s) to emend makeal vigor and/or shape haleer effect teams. Be favoring and furnish examples.

Part 3: Evidence-Based Strategies to Shape High-Performance Interadministrative Teams (1–2 pages)

  • Recommend at smallest two strategies, cheered in the attainment, that can be implemented to harangue any incomprehensivecomings animated in your Effect Environment Assessment.
  • Recommend at smallest two strategies that can be implemented to support fortunate customs animated in your Effect Environment Assessment.


Inurbanity at the effectlocate is vulgar in nursing direction and clinical custom (Clark, Olender, Cardoni, & Kenski, 2011). Worklocate inurbanity can be defined as usual unsavory, disrespectful, or serious conduct, perversion of force, or dishonest punishments that shape the receiver afflicted and move shamed; creating strain; and decreasing the employee’s self-assertion (Warner, Sommers, Zappa, & Thornlow, 2016). Uncomplaisant conducts can answer in irrelative makes and may principle proroot goods on their recipients.

The effect environment toll of my effectlocate resulted in a account 35. According to Clark (2015), a account under 50 in the Clark Healthy Worklocate Inventory indicates a very infirm effect environment. It is astounding that two statements where the make accountd the loftyest were those that customary singles and political achievements are renowned and publicized ; and that use of effectual conflicts separation skills, (Clark, 2015). The notoriety and commemoration of single and political achievements is a new substance that has righteous been indoctrinated and we are going hale delay it. The staffs are vastly acquaintanceeffectual on conflicts separations. The make is negative on despatch, buttress by shared expectation and employee are treated in unspotted and reverential fashion.  Somewhat fallacious environing despatch.  The make accountd low in all other exhibition of the toll.

 Going by this account make Worklocate toll, I conquer say the make is a very infirm locate. We examine this closely perfect day delay other staff in my portion.  Unhealthy locate is not certain for twain staff and flush endurings Despatch is very inconsiderable. Nobody has the purpose of when firmnesss are made which resources staffs are embracing from firmness making. The staff moves that Patient’s acuity is not put into importance precedently staffing is made which made the effectload voluminous and shapes the environment lubricated. Staff from other portions delay no basic acquaintance of opportunity stoppage interference are been thrown to the psychiatry units.  The staff doesn’t move cheered by the administration. The make is not effectual to restrain staff beprinciple the hire is not competitive plenty and are not gentleman to their articulation in stipulations of benefits, so there is very lofty turnover of staff. Only few staff has stayed for over than 2 years. Most new staff leaves betwixt 2 weeks and 6 months.

 One imagine of inurbanity that I accept accustomed was when the overseer spoke to me in a disreverential fashion beprinciple one unidentified individual designated from ER and asked if we had an extra hyperphysical vigor effecter and I responded no. She said I was substance dishonest and there is a deduce suitableness they designated for a succor. I requested to say to her in the staff ground delay one other staff that was delay me when the allure came in .  She apologized behind I had explicit myself beprinciple we were never staff delay an extra staff.  I couldn’t accept sent any staff to ER beprinciple I accept an influence staff effecting delay me who does distinguish these endurings. I could accept shaped an uncertain locate for enduring and the staffs  when we were already incomprehensive staff and an influence staff?.

To shape a lofty-performance team, implementation of strategies to emend effect environment certainty is indispensable . To shape an flush haleer effect team, it is paramount that establishing justifiable despatch betwixt employees be give in the make. Respect and administrative despatch in a vigorcare make produces emendd outcomes for endurings and over complaisant employees (Griffin & Clark, 2014).


Clark, C. M. (2015). Conversations to animate and further a over complaisant effectplace. American Nurse Today10(11), 18-23. Retrieved from

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering urbanity in nursing direction and custom: Nurse leaders perspective. The Journal of Nursing Administration41(7/8), 324-330. doi:10.1097/NNA.0b013e31822509c4

Griffin, M., & Clark, C. M. (2014). Revisiting sensitive repetition as an interference opposite inurbanity and secondary rape in nursing: 10 years later. Journal of Continuing Direction in Nursing45(12), 535-542. doi:10.3928/00220124-20141122-02

Warrner, J., Sommers, K., Zappa, M., & Thornlow, D. (2016). Decreasing effectlocate ill-manners. Nursing Management47(1), 22-30. doi: 10.1097/01.NUMA.0000475622.91398.c3