Walden’s NURS 6053: Interprofessional Organization and System Leadership
Description of the Healthcare Stressor
The escalation of workload resulting in burnout has negatively impacted healthcare organizations. Burnout stemming from heightened workloads can induce reduced morale, heightened stress, and depression among healthcare professionals, leading to diminished efficiency and compromised quality of care. Exhaustion, fatigue, and diminished focus resulting from increased workloads may contribute to medical errors and decreased patient satisfaction. White et al. (2020) noted that burnout arising from heightened workloads can result in decreased productivity, increased absenteeism, and elevated turnover rates. This paper aims to delve into the repercussions of burnout on nurses and explore effective strategies to ameliorate the situation.
Supporting Data
Organizational data underscores the substantial impact of burnout stemming from increased workloads on healthcare entities. For instance, research from the International Journal of Health Services estimates that medical errors due to burnout cost approximately $17.1 billion annually in the United States alone. Another study published in the American Journal of Health Promotion reveals an 11% reduction in productivity and a 10% increase in absenteeism within healthcare organizations due to burnout. Furthermore, a study in the American Journal of Nursing associates burnout with a 25% surge in turnover rates.
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Summary of the Articles
Christianson et al. (2022) scrutinize the influence of COVID-19 on nurses’ intentions to leave the profession. The study explores the correlation between work-related burnout, compassion fatigue, and the intention to leave the profession, emphasizing the impact of stress-induced exhaustion and emotional depletion. The findings indicate that nurses experiencing higher burnout and compassion fatigue are more likely to express intentions to leave the profession, irrespective of factors like race, gender, or experience. The study suggests interventions focusing on mitigating burnout and compassion fatigue during the pandemic.
In another study by Olaleye et al. (2022), critical care nurses’ burnout and resilience are examined through a scoping review. The authors investigate burnout prevalence and contributing factors such as work demands, working conditions, and job satisfaction. The significance of resilience in mitigating burnout is also discussed, with proposed interventions including resource provision, improved communication, and support systems. The authors conclude by advocating for further research to comprehend factors influencing burnout and resilience in critical care nurses.
How Increased Workload and Nurse Burnout Stressors Are Being Addressed
Healthcare organizations are proactively addressing the challenges of increased workload and nurse burnout through various strategies. Prioritizing nurse-patient ratios, often referred to as safe staffing, involves adding more nurses to decrease workloads and ensure quality care. Additionally, organizations focus on nurse retention by enhancing work culture, offering competitive pay and benefits, and implementing flexible work schedules. Investing in technology, such as electronic medical records, helps streamline processes and save nurses’ time. Moreover, providing additional training and education keeps nurses abreast of the latest healthcare trends and technologies, contributing to reduced burnout and improved patient care.
Walden’s NURS 6053: Interprofessional Organization and System Leadership
Summary of Strategies
Strategies to address nurse burnout stressors encompass increasing managerial support and communication, implementing stress management and self-care programs, fostering a supportive work environment, offering flexible working hours, job sharing, and shift rotation. Workload balancing and task delegation, along with providing mentorship, coaching, and education, are also integral. Further support resources, including counseling, peer support, and employee assistance programs, contribute to alleviating nurse burnout and stress.
Impact on the Organization
Implementing these strategies positively impacts organizations by enhancing job satisfaction, reducing stress and burnout, and improving patient care quality. The strategies may enhance nurses’ productivity and creativity, reduce absenteeism, and elevate organizational morale. However, improper implementation or overlooking specific organizational needs and challenges may lead to negative repercussions. For instance, strategies requiring resources an organization lacks may not effectively address nurse burnout. Considering these factors is crucial to ensuring the strategies align with the organization’s circumstances.
Developing Organizational Policies and Practices
Nurses, integral to healthcare services, face workloads surpassing their capacity, necessitating policies and regulations that safeguard their well-being. The existing framework falls short, requiring policy changes to support nurses adequately and ensure optimal care. This section explores the current state of nurse workloads, the impact of increased workloads on nurses, and identifies policy changes crucial for reducing nurse stress and enhancing patient care.
Competing Needs
The healthcare stressor of increased workload and nurse burnout introduces competing needs: patient care and nurse well-being. Balancing the delivery of quality care with preventing nurse burnout creates a complex dynamic. For instance, hiring additional nurses to ensure quality care might increase workloads and nurse burnout. Proactive measures, such as providing resources and support, are essential to strike a balance between these competing needs.
Relevant Policy in Organization
In our organization, the nurse-patient ratio policy is a relevant practice influencing the healthcare issue of increased workload and nurse burnout. This policy ensures the availability of the correct number of nurses to provide safe, effective care for the number of patients in the facility. By reducing nurse workloads and offering support, the policy contributes to quality patient care and mitigates nurse burnout.
Critique of Policy
The nurse-patient ratio policy holds ethical considerations, enhancing patient safety by ensuring quality care and preventing nurse burnout. However, challenges arise in its feasibility across different healthcare settings due to financial constraints. The policy’s effectiveness may also hinge on additional resources and support provided by the organization. Potential changes in regulations and policies could impact its continued efficacy.
Recommended Policy
Implementing a nurse wellness program is proposed as a policy change to address competing needs effectively. This program would offer resources such as counseling and peer support, educational opportunities, and incentives. Flexible working hours, job sharing, and shift rotation would be integral components, promoting nurse well-being and balancing the demands of patient care and resources. Such a program aligns with ethical considerations and ensures holistic support for nurses.
Conclusion
Nurse burnout poses a significant challenge impacting both nurses and patient care. The implementation of a nurse wellness program emerges as a comprehensive solution, providing nurses with the necessary resources, support, and incentives. This program not only safeguards nurses’ well-being but also ensures the delivery of high-quality patient care. The recommended policy change reflects a commitment to ethical standards and addresses the complex interplay of competing needs in healthcare organizations.
References
Belton, S. (2018). Caring for the caregivers: Making the case for mindfulness-based wellness programming to support nurses and prevent staff turnover. Nursing economics, 36(4), 191-195. https://www.proquest.com/scholarly-journals/caring-caregivers-making-case-mindfulness-based/docview/2096472658/se-2
Christianson, J., Johnson, N., Nelson, A., & Singh, M. (2022). Work-Related Burnout, Compassion Fatigue, and Nurse Intention to Leave the Profession During COVID-19. Nurse Leader. https://doi.org/10.1016/j.mnl.2022.06.007
Jacobs, B., McGovern, J., Heinmiller, J., & Drenkard, K. (2018). Engaging employees in well-being: Moving from the triple aim to the quadruple aim. Nursing Administration Quarterly, 42(3), 231–245. https://doi.org/10.1097/NAQ.0000000000000303
Jun, J., Ojemeni, M. M., Kalamani, R., Tong, J., & Crecelius, M. L. (2021). Relationship between nurse burnout, patient and organizational outcomes: Systematic review. International Journal of Nursing Studies, 119, 103933. https://doi.org/10.1016/j.ijnurstu.2021.103933
Kelly, P., & Porr, C. (2018). Ethical nursing care versus cost containment: Considerations to enhance RN practice. Online Journal of Issues in Nursing, 23(1). https://doi.org/10.3912/OJIN.Vol23No01Man06
Milliken, A. (2018). Ethical awareness: what it is and why it matters. OJIN: The Online Journal of Issues in Nursing, 23(1). https://doi.org/10.3912/OJIN.Vol23No01Man01
Olaleye, T. T., Christianson, T. M., & Hoot, T. J. (2022). Nurse burnout and resiliency in critical care nurses: a scoping review. International Journal of Africa Nursing Sciences, 17, 100461. https://doi.org/10.1016/j.ijans.2022.100461
Raso, R. (2018). The state of nurse leader wellness: Results of the nursing management wellness survey. Nursing Management, 49(2), 24-31 https://doi.org/10.1097/01.NUMA.0000529923.20634.fa
Van der Heijden, B., Brown Mahoney, C., & Xu, Y. (2019). Impact of job demands and resources on nurses’ burnout and occupational turnover intention towards an age-moderated mediation model for the nursing profession. International Journal of Environmental Research and Public Health, 16(11), 2011. https://doi.org/10.3390/ijerph16112011
White, E. M., Aiken, L. H., Sloane, D. M., & McHugh, M. D. (2020). Nursing home work environment, care quality, registered nurse burnout and job dissatisfaction. Geriatric Nursing, 41(2), 158-164. https://doi.org/10.1016/j.gerinurse.2019.08.007
DEVELOPING ORGANIZATIONAL POLICIES AND PRACTICES
Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly.
Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice DEVELOPING ORGANIZATIONAL POLICIES AND PRACTICES NURS-6053 Assignment.
Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.
RESOURCES
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
To Prepare:
- 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.
The Assignment (1-2 pages):
Developing Organizational Policies and Practices
Add a section to the 2-3 page paper you submitted in Module 1. The new section should address the following in 1-2 pages:
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- 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.
- Due to the nature of this assignment, your instructor may require more than 7 days to provide you with quality feedback. DEVELOPING ORGANIZATIONAL POLICIES AND PRACTICES NURS-6053 Assignment