Most people spend substantial time in their workplaces compared to their homes. As such, developing the basic workplace skills is essential. A mention of workplace skills is beyond qualifications, competence and level of education. Once an individual is selected to fill a position, certain basic workplace skills are required for him or her to succeed. Such common skills include; work ethics, empowered relationships with colleagues and resilience among other skills. These skills will not only make an employee succeed in their career but also enjoy moments at work. According to Laton (2006), every employer is concerned about having employees who possess the basic work ethics. The author defines work ethics as the expected behaviour and performance of employees within a work environment. There is no good or bad ethics since work ethics is defined by the existing culture in a certain environment. However, there exist indicators that reflect an employee’s positive work ethic, they include; professionalism, time management, respecting supervisors, seniors and fellow employees, disciplined, self-driven, team player and dependable among other indicators depending on the workplace culture.
In addition to work ethics, there are other common workplace skills that every employee should develop. Developing empowered workplace relationships is very important. Most employees enjoy their jobs but dislike the people they work with. The fact that workers spend much of their time with fellow workers is reason enough for individuals to learn the art of relating with others. According to Waldeck et. Al (2012), communication competence is essential to one’s ability to develop and sustain workplace relationships. The mastery of effectively communicating in the workplace is important since it will either get one promoted or fired, supported or avoided. In a workplace setting, every employee requires the assistance of his or her colleagues no employee is able to work in total isolation of other. For instance in a hospital working environment, employees in hospital work together when attending to a patient. To develop empowered relationships and to sustain them, workers should initiate relationships, show respect, be trustworthy, be careful what there share with colleagues, applaud and complement colleagues for good work done and be open to criticism (Waldeck, 2012).
The art of communicating bad news in the nursing career is critical. In such an environment, it is inevitable that at some point one will be a sender of bad news to a patient’s family and loved ones. Conveying bad news requires careful planning since most people find it a challenge to receive and accept bad news. Conveying bad news may lead to trauma and hence it is important to develop this basic skill. According to Kinghorn and Gaines (2007), “the sharing of bad news cannot be dependent on intuition but requires careful assessment, interpersonal competence, sensitivity and a capacity for handling a wide range of distressing emotions.” this implies that communicating bad news should be prepared prior to meeting the recipient in order to assess the right words to use.
The skills to navigate and facilitate change are also essential and hence every employer should possess them. We live in a world that is changing without any warning. Every working environment is subject to change be it a business or health environment and as such workers should be able to facilitate this change. According to Daly et al. (2004), the health care environment is unstable and hence has an impact on nurses. This implies that nurses should have the ability to adapt to the change in roles and also facilitate and manage both the certain and uncertain changes. Besides the changes taking place in the external environment, every nurse has the role of assisting patients in the changes taking place with their health and their lifestyles. This skill is essential since the nurse becomes a part of a patient’s life in case of a terminal illness and hence he or she should develop the skills to facilitate change in their lives.
Like every employment, a nurse is also prone to constraints. According to Boyd (2007), in every social environment, there exist external, internal, personal and environmental constraints. Internal constraints are as a result of an employee’s competencies, knowledge and skills. On the other hand, external constraints or limitations are caused by our physical environment that include work pressure, targets, lack of enough equipment to facilitate work among others. Personal constraints include cultural values and beliefs that contradict with the workplace culture. Despite these constraints and limitations, every employee should develop the ability to overcome limitations in order to work effectively, failure to which an individual may develop work related stress. Personal and internal constraints, for instance, may be dealt with through training and development while it is the responsibility of the employer to improve on the external factors in order to create a conducive working environment for all workers.
Boyd, M. (2007). Psychiatric nursing. Philadelphia, Pa: Lippincott Williams & Wilkins.
Daly, J., Speedy, S., & Jackson, D. (2004). Nursing Leadership. London: Elsevier Health Sciences APAC.
Kinghorn, S., Gaines, S., & Royal College of Nursing (Great Britain). (2007). Palliative nursing: Improving end of life care. London: Baillière Tindall.
Laton, D. (2006). Developing Positive Workplace Skills and Attitudes. Lulu.com
Waldeck, J., Kearney, P. and Plax, T. (2012). Business and Professional Communication in a Digital Age. Performing Arts. Cengage Learning.