Week 3 Assignment – Reflexive Paper
Overview
We all have different experiences going through life.Those experiences shape how we view the world and how we behave in it. In this assignment you are going to look at your own experiences of the world and culture we live inby being reflexive. As you have learned over the past few weeks, reflexivity is disciplined self-reflection meant to build deeper understanding, not just of ourselves, but of the larger world. The goal of reflexivity is to understand others so that we can understand ourselves and grow. To be disciplined, the reflection needs to be purposeful and directed, meaning we need to look at something specific in the world and then compare it to our own personal experiences and decide if this new knowledge changes how we think and feel.
This assignment provides an opportunity for you to delve deeper into your own thoughts, feelings, and experiences, and gain a better understanding of your own personal lens. By being reflexive, you will better understand how social and cultural norms, assumptions, biases, environment, and background shape your worldview.
Requirements
Find an article published within the last 18 months that discusses issues related to one of the following topics:

Economic inequity.
Racial inequity.
Global inequity.
Health care inequity.
Gender and sexuality.

Then in a 23 page paper, discuss the following:

Summarize the issue presented.
Describe your overall impression of the issue as presented in the article:

Do you agree or disagree with the author? Why?
What in your personal experience may have influenced your thinking about this issue? Consider social/cultural norms, religious beliefs, environment, and background.

Cite your source to support your writing. Choose a source that is credible, relevant, and appropriate. Cite the source listed at least one time within your assignment. For help with research, writing, and citation, access the library or review library guides.

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response

respond to two peers in apa format and 2 references

Respond to peers in apa format and at least two refereneces and a good lengthy paragraph

Peer 1

The results of my workplace environment assessment showed that my workplace is mildly healthy with a score of 71. This score is lower
than I thought it would be. To be honest I feel that I work in a wonderful setting and am very happy there. I believe that the problems lie with the
staff that are unhappy who in turn bring others down. It only takes one person to affect others mood and then the complaining starts. Once that
person plants a negative seed with others, bad attitudes come about. To engage in a conversation with someone in the work environment it is
best to choose the time and place carefully, this will create a safe space (Clark, 2015).
In my work assessment, the areas that received a lower score all had to do with management. There is a lack of communication with the
management as far as decision-making and policies. The assessment also highlighted the lack of trust among the leaders in the workplace.
Another area that was a lower number was conflict resolution skills and addressing disagreements in a responsible manner. The overall
assessment highlighted that teamwork was a positive factor. The knowledge that the assessment showed great teamwork means so much to me
in the place that I work.
I feel that my workplace is civil. I believe that we all work well together and that we have good management. The only problem with our
management is that they are not clinical. The management we have, while they have years of management experience, they have no medical
knowledge. Not having medical knowledge makes it difficult in certain situations to get problems addressed. To have a great leader, you must
have an effective team and a leader who empowers the team, therefore improving the organization’s goals (Broome & Marshall, 2021). The
kindness and respect are there, but their lack of medical knowledge can cause frustration among staff.My workplace civil for the most part,
however some peoples personalities do not get along with others and that can cause frustration.
An example of incivility is when a nurse that I work with cancelled a surgery for a patient who called do to having a death in the family. The
problem was that this nurse never spoke to the patient, she overheard a phone conversation and took it from there. She cancelled thepatients
surgery, notified the operating room, and discontinued all the orders. This caused extreme chaos and the patients surgery wasgoing to be
postponed. She was notified from our boss that what she did was wrong, and her attitude escalated from that point. She would never own up to
the fact that she did not actually speak with the patient. The patient then was called, explanation was given, and placed back on the surgery
schedule. There were no repercussions for her actions. This incident caused a great deal of frustration amongst the staff, but our boss never
reprimanded her for this incident. This same nurse does not pull her weight and do what is expected of her. This causes turmoil amongst the rest
of the staff because everyone else must do her work for her.
For a unit to work together as a team there must be accountability and someone to hold everyone accountable (Walden University, 2009a).
Unfortunately, in my workplace the accountability is not there when it needs to be. The example I discussed above is a perfect example of that.
There are no repercussions for peoples actions. A variance is written about the specific incident which is just a slap on the wrist and a way to
learn from mistakes. The problem is that the patient is the one who suffers when people are not held accountable, and I sure hope that changes
sooner then later.

Peer 2

Apparently, my workplace is unhealthy on the healthy workplace scale with a total of 44/100 (Clark, 2015). It is possible that we should score lower, but I could not answer the question regarding how often the organizational culture is assessed and the one regarding communication at all levels of the organization is transparent, direct, and respectful, so I answered neutral (4 pts each). I am not in management, so I would not have any idea whether they are assessing the culture and how often. In addition, if they were not communicating to all levels transparently, it is highly unlikely that any of us would know because, of course, they are not communicating. I mean, you would not know what someone is not telling you because they are not telling you. It is broken logic, so only someone in management could answer that question with certainty. Overall, I scored 8 questions untrue and 5 questions somewhat untrue. The main issue at my workplace has to do with the separation between management and the staff. There is an adversarial relationship where there should be cooperation. The nurses’ union and the CNA union are fighting for better working conditions and better pay, but the hospital management is denying these requests when negotiating the new contracts. The fact that management keeps renewing so many agency contracts at 2 times the pay rate staff nurses receive, but still refuse an extra $1 per hour raise to staff nurses, causes resentment to build. I completely understand why the staff feels unappreciated. On a positive note, the nurses and CNAs work together well. There is very little confrontation between personnel and what does arise is resolved quickly. We train new staff for weeks before they are working on their own and we still provide support to the newbies even afterwards. Our nurse educator is excellent at providing new materials for us to learn and grow.
With regards to incivility, our organization has had plenty of incidents. Clark (2015) states, a civil environment means any form of bullying, harassment, intimidation, manipulation, threats, or violence will not be tolerated. Any nurse who has ever worked nights has experienced the wonderful interaction with a private attending physician who does not like getting calls for orders in the middle of the night. So, the physician put himself on as the attending. The physician did not place adequate orders for the patient for prn blood pressure medication, pain medication, blood sugar control, etc. The patient has an immediate or emergent need during the night, so we, as nurses, must call the attending physician for orders. On occasion, the physician is less than amiable and lashes out at the nurse usually in an aggressive way. These incidents are textbook examples of lateral violence in the workplace (Vidal-Alves, 2021). We, as nurses, remain professional, but even though complaints have been filed against numerous physicians, nothing changes, and these incidents still occur. My personal perspective is if you dont want to get calls in the middle of the night, place appropriate prn orders before you leave for the day or dont put yourself on as the attending physician. Private physicians continue to put themselves on as the attending because they get paid more than if the patient has a house physician.