Background: The term Incivility comes from the Latin term incivilis which means “not of a citizen” Incivility is a lack of civil behavior that may involve actions that range from eye rolling at an individual’s comment to potential physical harm of another living being. Incivility does not remain in one aspect of life; it follows wherever there is interaction between individuals. Incivility in the workplace has become an increasing problem leading to many negative effects that often spill over into many aspects of person lives. Walderman states that the incivility that exists in society is modeled after some of the most influential leaders we have currently in place. The world of health care is not exempt from workplace incivility. According to Khadjehturian, some of the same devestating effects that result from incivility in the workplace also extend into health care. The most devastating effect of incivility in nursing is the potential interruption of communication between members of the health care team leaving patients at an increased risk for compromised care. Foreground: In the State of Utah, according to Deseret News, a staggering 96 percept of employees stated that they have experienced incivility at work. Additionally, 48 percent of employees claim that they experience incivility on a weekly basis. Unfortunately, 94 percent of employees who have experienced such actions sArlentated that they will, or intend to get even with their offenders. According to McLean, violent behavior among RNs is condoned within the profession, and, as a result, bulying is considered an under-reported phenomenon. Evidence-Based Framework: This project will be grounded on Rosswurm and Laraby’s model of change. The six steps of this model include; 1) assess need for change 2) Link problem with interventions and outcomes 3) synthesize e best evidence 4) design a change in practice, 5) implement and evaluate the practice change and 6) integrate and maintain the practice change. This project will also be based on the Lewin change model. The initial step is to unfreeze or assess the need for change, change or implementation of the practice change, and finally to freeze or to maintain the change. Findings: The objective is to provde nursing students at Roseman University of Health Sciences, College of Nursing (CON) South Jordan campus, a tool to navigate through a crucial conversation safely, and to practice the skills they have learned to resolve conflict at a civil level. The desired outcome is to first identify what civility is and to improve the nursing student’s ability to prepare and prevent and uncivil encounter on the nursing unit with a member of the health care team. This will improve overall communication with RNs and increase patient safety. Evaluation of the nursing students will involve a comparison of the civility index scores using the Civility Index from Clark. Conclusion/Recommendations: Additional interventions be identified to target incivility at a nursing student level.
