Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages) Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment. Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.

Part 2: Reviewing the Literature

In the pursuit of civility at the workplace, Clark’s Healthy Workplace Inventory proves to be a critical tool. Civility is depicted in specific behaviours. These include honesty and politeness during communication, respect for other employees, courtesy, professional appropriateness in all communications, and trustworthiness. Civility is intended to achieve two objectives. First, it should create a work environment that encourages the engagement of all employees. Secondly, it enables the provision of better customer service due to a high level of engagement and teamwork. These actions match the definition of civility, which is ‘claiming and caring for one’s identity, needs and beliefs without degrading someone else’s in the process’ (Reed, Whitten, & Jeremiah, 2019, p.168). The definition emphasizes fostering respect for other people’s respect and for oneself as well.

Unfortunately, uncivil behaviour is rampant in organizations in various sectors. These uncivil behaviours are demonstrated through the provision of negative feedback in public, lack of greetings, exclusion of other staff members in activities that require their input, offensive comments, and disrespectful actions. These actions seem normal in human interactions in the workplace. However, the victims tend to translate these behaviours into the process of service delivery. Their commitment to the organization diminishes significantly, which leads to high turnover. Therefore, it is important to ensure that civility is incorporated into the workplace for lower turnover, increased employee satisfaction, and better delivery of services (Porath & Pearson, 2013).

Incivility is categorized as a highly communicable trend. This means that victims of incivility tend to treat others in the same way, creating a negative culture. To change the culture of incivility to a positive aspect, it is advised that language is reviewed. Hospitals should create a zero-tolerance policy for any bullying, harassment, or intimidation. The idea is that small changes are critical in changing the landscape of healthcare to a positive aspect. The most important aspect of civility or its absence in a healthcare setting is the effect it has on patient safety. Uncivil behaviours can result in life-threatening mistakes and complications that are avoidable, which harm the patient (Reed, Whitten, & Jeremiah, 2019). To ensure that patients are safe in the healthcare facilities, it is necessary to cultivate civility in the workplace.

My organization could apply various strategies to ensure that civility is a fully blown aspect of its culture. This can be done by creating open communication among all members regardless of their rank. This promotes collaboration, which is beneficial for quality care. In addition, it is necessary to create a policy that ensures harassment, rudeness, lack of respect, and intimidation are not tolerated. Most importantly, training all employees on civility, the organization’s efforts on developing the same, and its benefits to all stakeholders. During the training process, employees can be encouraged to share experiences of incivility at the facility. This may generate empathy from perpetrators and help others understand the importance of being civil. In the future, the healthcare facility should continually assess the culture to ensure that the aspects that characterize civility are maintained. Leaders should assume a pioneering role in the process of establishing civility at the organization. This ensures that the employees have a clear direction of the actions they need to take to demonstrate civility.

For instance, all employees should be encouraged to greet one another at the facility as the start of the journey towards civility. Supervisors should be expected to provide negative feedback to employees politely and privately without any intimidation. In addition, staff members at all ranks should be polite while seeking assistance or collaboration with others or offering the same. Most importantly, employees should be grateful to their colleagues and use courteous words such as please and thank you. These examples may seem insignificant, but they hold the potential to transform the workplace significantly.

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 consi