Part 3: Evidence-Based Strategies to Create High-Performance Inter-professional Teams Strategies to Address Shortcomings

Part 3: Evidence-Based Strategies to Create High-Performance Inter-professional Teams

Strategies to Address Shortcomings

The assessment uncovered several shortcomings within the organization that require effective interventions, especially through evidence-based strategies to develop high-performance teams. The assessment uncovered ineffective communication, poor compensation, lack of recognition and reward system, and low levels of employee satisfaction, engagement, and morale. As such, addressing these issues is essential to attain high-performance inter-professional teams within the healthcare settings. The first evidence-based strategy is to develop a diversity, equity, and civility council as suggested by Lee et al. (2022). Such a council will develop effective measures to enhance civility, diversity, and equity among nurses and the management.

Secondly, leaders within the organization should implement a transformational approach that does not encourage workplace incivility. In their article, McDermott et al. (2021) observe that leaders should take a stand against incivility and ensure that employees feel included and part of the organizational activities and processes to attain set goals and objectives. Broome and Marshall (2021) observe that transformational leaders create and shape the organizational environment and culture to support excellence in practice. Transformational leaders also build cohesive and effective teams through collaboration and working together in teams, especially inter-professional teams. Therefore, these strategies are essential in overcoming the identified shortcomings from the assessment of the workplace since they encourage transformational leadership and collaboration.

Strategies to Bolster Successful Practices

The organization can bolster successful practices in the workplace through a transformational leadership approach and increasing recognition and rewards. Currently, the results show that while employees have a shared vision, they do not feel there is sufficient and effective communication within the organization. Transformational leadership will enhance communication, build a team approach to attain results and outcomes and enhance collaboration among employees at different levels and in various cadres. As observed by Broome et al. (2022), transformational leaders enhance collaboration and a shared approach to organizational issues. Recognizing and rewarding employees and improving their compensation will enhance successful behaviors and practices to develop a positive and productive workplace environment. The current practices require more interventions to bolster their outcomes aimed at developing an effective workplace environment with high civility levels.

Conclusion

Workplace assessment is an important aspect of understanding the critical issues that affect employees and helps organizations develop evidence-based strategies to overcome the uncovered problems. The assessment of the workplace demonstrates that it is barely healthy and requires more interventions to address the issues and make it civil to all employees. Existing literature evidence shows that through frameworks like Pathway for Fostering Organizational Civility (PFOC), transformational leadership approach, creating diversity and civility council, and taking a position against incivility, workplace leaders and managers can address the identified challenges emanating from the workplace assessment.

References

Alsadaan, N., Ramadan, O. M. E., & Alqahtani, M. (2024). From incivility to outcomes: tracing