Work Stress and Burnout Among Nurses
Due to the nature of patient demands, lengthy workdays, and professional and interpersonal problems, the healthcare industry is one of the most stressful industries. It is commonly recognized that working stress can affect healthcare practitioners’ physical and mental health (Pittman & Scully- Russ, 2016). Burnout can be defined as an employee’s response to the ongoing stress that is typical in jobs involving direct contact with people. Growing patient populations, budget cuts, and technological advancements in healthcare all add to nurses’ stress levels. Work stress and burnout among nurses, as well as how it affects my workplace, is the national healthcare topic I have chosen to examine. This debate aims to provide evidence for how the working environment for healthcare professionals might impact their well-being, perceptions, and decision-making.
Burnout and work-related stress among nurses have an impact on the workplace.
In nursing, work stress and burnout are still major issues that have an impact on both the individual and the organization. I am now working in healthcare. Therefore I am all too familiar with the stress and burnout experienced by nursing personnel working in long-term care (LTC) institutions. As a nursing supervisor there, I have observed that caring for patients with dementia and behavioral concerns puts greater stress on the staff than it does in any other nursing situation. Staff members feel fatigued, pessimistic, uninterested in their work, resentful and hostile toward others, anxious, and unwell. As a result, employees frequently take time off because they are working longer hours to make up for the workforce shortage. Nurse burnout frequently affects nursing-to-patient ratios, which has an impact on the quality and timeliness of patient treatment. This frequently results in worse patient satisfaction and facility ratings, more complaints and concerns, as well as a higher chance of accidents like falls. Stress, annoyance, and physical and mental tiredness are side effects of the emotional and physical demands of the medical profession.
Study of Occupational Stress and Burnout in My Company
According to studies, nurses are more likely to experience stress-related burnout due to their professional experiences and a lack of administrative assistance. My organization’s administrators noticed a rise in staff call-outs, which had an effect on the patient-to-nurse ratio, and a rise in falls caused by staff shortages following call-outs. Given that there is thought to be a link between gender and burnout, the organization also observed higher levels of burnout and staff calls among the older staff population. Due to physical and emotional stress, burned-out staff members sometimes exhibit stubbornness and rigidity. For existing and potential employees, patients and their families, and other disciplinary personnel who depend on teamwork and communication from the nursing staff, this fosters an uncomfortable work atmosphere. Patient satisfaction suffers as a result, as do retention rates and the organization’s overall evaluation. The firm recognizes this problem and takes action by implementing fresh strategies to lessen employee stress and enhance service delivery in compliance with standards and safety regulations.
Description of the Modifications Made
The planning and delivery of high-quality patient care, as well as communication between nurses and doctors, require inter-professional teamwork because it fosters a culture of patient safety for all patients (Coombs, 2018). Because it has an impact on patient safety and healthcare delivery, this is significant. Also, it contributes to the development of an atmosphere where the patient is at the center of the treatment plan. Several levels of interventions are necessary to prevent burnout, including planning and staff development to promote individual autonomy and give emotional support (Organopoulou et al., 2016). The organization initially recognized the problem of nursing burnout and examined patient ratios, workload responsibilities, and emotional demands. The staff’s timetables were also examined by the administrators to see if the days off and days on could be switched around to provide for extra downtime in between working shifts. A lack of support from administrative employees during admissions, emergency transfers, discharges, and falls has also been linked to higher stress, according to the group. Administrators approved hiring a second Registered Nurse (RN) seven days a week as free float supporting staff to assist with nursing duties across the facility while the licensed practical nurse (LPN)/charge nurse concentrates on their medication pass to 37-39 residents per unit. The facility is a 24-hour skilled and long-term care facility that accepts new admissions of residents at any time of day, seven days a week. To prevent potential burnout, administrators plan to keep an eye on the effects of the measures they have put in place on the stress levels of their workers.
Expectations among employees will rise as the need for acute care services rises. Administrators can lessen stress and burnout by establishing a working environment where employees have access to opportunities, knowledge, resources, and support (Marshall & Broome, 2017).
Marshall, E., & Broome, M., (2017). Understanding contexts for transformational leadership: Complexity, change, and strategic planning. Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer
Pittman, P., & Scully-Russ, E. (2016) Workforce planning and development in times of delivery system information. Human Resources for Health, 14(56), 1-15. doi: 10.1186/s12960-016- 0154-3
Organopoulou, M., Tsironi, M., Malliarou, M., Alikari, V., & Zyga, S. (2016). Investigation of anxiety and burn-out in medical and nursing staff of public hospitals of Peloponnese. International Journal of Caring Sciences, 7, 799-808.
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- Review the national healthcare issue/stressor you examined in your Assignment for Module 1, and review the analysis of the healthcare issue/stressor you selected.
- Identify and review two evidence-based scholarly resources that focus on proposed policies/practices to apply to your selected healthcare issue/stressor.
- Reflect on the feedback you received from your colleagues on your Discussion post regarding competing needs.
- Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.
- Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.
- Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.
- Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.
- Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.
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