Sunteți pe pagina 1din 11

Dana Hughes

Spalding University
 Civility is defined as “An authentic respect for
others requiring time, presence, a willingness
to engage in genuine discourse, and an
intention to seek common ground” (Clark,
2013).
 P. M. Forni (2002) describes civility as a form of
goodness that includes a benevolent and
thoughtful attitude in regards to other
individuals.
 Incivility is described by Merriam-Webster
(214) simply as “a rude or discourteous act or
behavior.”
 The North Carolina Board of Nursing (2011)
describes it as “any action that is offensive,
intimidating or hostile that interferes with the
learning or practice environment.”
 Uncivil behavior is often excused or
unrecognized. Most individuals do not see his
or her behavior as uncivil.
 Examples of uncivil behavior (Harris, 2011)
 The joint commission believes that
incivility is a safety issue.
 Intimidating and disruptive
behaviors contribute to med
errors, poor patient satisfaction,
adverse outcomes, increased cost
of care, and loss of qualified
personnel.
 Safety and quality of care depend
on collaboration of the healthcare
team.
 Behaviors that threaten
performance need to be addressed
(The Joint Commission, 2008).
 Joint Commission (2008) has recommended
actions to promote civil behavior and handle
incivility in the workplace.
 A civility assessment was conducted on my unit
using 10 individuals present at a recent staff
meeting. The individuals included 2 clinical
assistants, 2 unit secretaries and 4 nurses.
 The method of education was a handout and
discussion of civility.
 Each individual agreed to take the Civility
Quotient Assessment to rate the organization and
his/her self.
 The lowest rating for each question was 1 and the
highest was 10.
 Lowest possible score – 22
 Highest possible score – 220
 Some questions were skipped either due to
irrelevance or misunderstanding.
 Skipped questions - Do you honestly assess the
relative strengths and weaknesses of your staff
and operation and then act upon those
findings?
 Do you allow your staff to be vulnerable and
human while supporting their growth and
development?
 The questions were designed to be a self
assessment for each individual.
 All individuals rated themselves high on the
civility questionnaire, but verbally discussed
that they have seen acts of incivility in the
workplace.
 This questionnaire could have been adapted to
assess the workplace civility rather than just
individual incivility.
 Civility Quotient Assessment
http://devsite.billpturner.com/wp-
content/uploads/2014/05/Civility-Quotient-
Assessment.pdf
 Clark, C. (2013). Civility Matters. Retrieved from
http://hs.boisestate.edu/civilitymatters/index.htm
 Forni, P. M. (2002). Choosing Civility. New York: St. Martin’s
Press.
 Harris, C. T. (2011). Incivility in Nursing. NC Nursing Bulletin.
Fall 2011. Retrieved
fromhttp://www.ncbon.com/myfiles/downloads/course-
bulletin-offerings-articles/bulletin-article-fall-2011-incivility-in-
nursing.pdf
 The Joint Commission. (2008). Behaviors that undermine a culture
of safety. The Sentinel Event. Issue 40. Retrieved from
http://www.jointcommission.org/assets/1/18/SEA_40.pdf
 Ranson, A. Civility Quotient Assessment. Retrieved from
http://devsite.billpturner.com/wp-
content/uploads/2014/05/Civility-Quotient-Assessment.pdf

S-ar putea să vă placă și