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 your Work Environment Assessment results. 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

The need to bring incivility to an end at the organization is inevitable. The Joint Commission, which is responsible for accrediting healthcare facilities, issued a warning in 2008 regarding the profound negative consequences of incivility. Thus, addressing the issues that encourage or sustain incivility is a requirement by the Joint Commission (Osatuke, Moore, & Ward, 2009). The process of finding solutions to incivility is complex because healthcare organizations consist of multiple departments. This section will explore some of the most promising strategies and tools that are supported by evidence in their development of civility in the workplace.

First, the adoption of the CREW (Civility, Respect, and Engagement in the Workforce) program is one of the tools that can be utilized by the organization. The Veteran’s Health Association set up the CREW program in 2005 (Osatuke, Moore, & Ward, 2009). The main objective that CREW seeks to fulfil is improving the work climate through respectful and civil interactions. The CREW program does not have a manual for implementation. This means that the structure and content of CREW vary from one facility to the next. The variations are important because each facility has different incivility issues. To implement the CREW program successfully, it is necessary that the organization identifies a coordinator who will be responsible for organizing initiatives and meetings. They will also create workgroups that consist of staff members who will take part in the meetings. CREW is ideal because it has been found to increase overall job satisfaction, heighten the desire to remain at the organization, reduce sick leave, reduce EO complaints, and better quality of care as well as patient outcomes (U.S. Department of Veterans Affairs, 2022).

Secondly, designing a training program that should complement the adoption of the CREW program is important. First, the organization should conduct an assessment to identify issues that cause significant incivility issues among staff members. They should also seek to understand the impact of these aspects. The content of the CREW meetings and training sessions should be based on the collected data. The training program should also have clear objectives and monitoring processes. This will enable the organization to review the training process and determine its effectiveness.

Conclusion

Civility is more important in the workplace today than in the past. This is due to employers’ need to comply with accreditation requirements in the health sector, create a good working environment, and provide quality care. Employees in the health sector have been exposed to incivility in the past decades, making it a normal organizational aspect that is passed down from one person to another. However, the dangers of incivility cannot be ignored anymore, which calls for aggressive action in all healthcare facilities. The adoption of tools such as the CREW program and employee training are recommended to eliminate incivility in the featured entity. In addition, it is necessary to ensure that employees understand the process and its need. They may know that the aspects of incivility are negative on a personal level. However, few employees may be aware of the organizational effects that incivility creates. In the future, organizations need to constantly, consciously, and proactively create a non-tolerance policy that discourages rudeness, intimidation, bullying, and other such behaviours that promote incivility. In addition, the healthcare organization should ensure that civility elements are incorporated within its organizational culture. The culture should also be assessed repeatedly to ensure its sustenance. Civility is an important element that needs to be nurtured in every healthcare facility for the benefit of employees, patients, and the employer as well.

References

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23.

Osatuke, K., Moore, S. C., & Ward, C. (2009). Civility, Respect, Engagement in the Workforce (CREW). The Journal of Applied Behavioural Science, 45(3), 384-410.

Porath, C., & Pearson, C. (2013). The Price of Incivility. Harvard Business Review.

Reed, L., Whitten, C., & Jeremiah, J. (2019). The Importance of Teaching Civility as a Workplace Relationship Building Competency. Developments in Business Simulation and Experiential Learning, 46, 168-174.

U.S. Department of Veterans Affairs. (2022). Civility, Respect, and Engagement in the Workplace (CREW). Retrieved from https://www.va.gov/ncod/crew.asp