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Please reply to this discussion by by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively. Main post Effective open communication where all team members are heard and have a voice help to create a healthy civil work environment. The main focus of health care professionals is providing the highest quality care for patients. In order to do this all team members, need to be able to work together or patient safety is compromised. Workplace incivility can negatively affect nurses, hospitals, and patients. Plentiful evidence documents that nurses working in better nurse work environments have improved job and health outcomes (Smith, Morin, & Lake, 2018). My workplace scored an 86 on the work environment assessment determining it to be a very healthy workplace according to the assessment tool. The scores where highest for communication, teamwork and professional growth resources. My workplace would be considered a civil work environment. As a nurse I feel my workplace has made it a comfortable place to collaborate with team members including physicians without being made to feel I have overstepped my bounds. Of course, not all healthcare professionals are easy to work with but in general the facility encourages team collaborate, shared governance and cross-checking others without being reprimanded. When we nurture a culture of collaboration, we can synthesize the unique strengths that health- care workers of all disciplines bring to the workplace. In this way, we can make the workplace a civil place (Clark, 2015). I have encountered incivility in the workplace by a nurse manager at a facility I previously worked. There was very poor communication between staff members and an uneven balance of perceived power. Barriers to successful interprofessional collaboration include poor communication; lack of knowledge of other professional roles, perspectives, and language; minimal understanding of when and to whom to refer specific patient problems; the need for training in successful team function; and the need for evidence of improved patient outcome (Broome, & Marshall, 2021). The nurse manager on a daily basis, would yell at and berede a particular nurse at the nurse’s station in front of staff and patients. The manager would talk about the nurse’s personal life to other staff members and say the nurse was stupid and a bad nurse. Human resources and the director of nursing were made aware, yet the nurse managers behavior continued until the nurse quit and then the nurse manager did the same thing to another nurse. When an uncivil encounter occurs, we may need to address it by having a critical conversation with the uncivil colleague. We need to be well-prepared for this conversation, speak with confidence, and use respectful expressions. In this way, we can end the silence that surrounds incivility (Clark, 2015). References Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer. 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 Smith, J. G., Morin, K. H., & Lake, E. T. (2018). Association of the nurse work environment with nurse incivility in hospitals. Journal of nursing management, 26(2), 219–226. https://doi.org/10.1111/jonm.12537