Assignment: Analysis of pertinent healthcare Issue

Assignment Analysis of pertinent healthcare Issue

Nurses work in complex healthcare environments with a high workload and an increasing demand for timely, quality care. In such environments, nurses are vulnerable to mental, physical, and emotional exhaustion, which can hamper their ability to offer competent care (Garcia et al., 2019). As a result, organizational leaders are mandated to design and implement practical and sustainable interventions. Such intervention should be problem-centered to achieve the desired outcomes. Nursing burnout is a prevalent healthcare issue in the current setting. The purpose of this paper is to describe its impacts and evaluate evidence-based strategies that leaders can apply to address the problem.

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Nursing Burnout: Description and Impact on the Organization

Nursing burnout is among the most studied healthcare problems. Sun et al. (2022) described nursing burnout as a widespread concern in healthcare settings characterized by exhaustion, low motivation, and a significant reduction in work efficacy. Its leading cause is a nursing shortage since nurses cannot cope with the high workload resulting from a high nurse-patient ratio. Similar and other outcomes are experienced in the current workplace among nurses with burnout. Common signs include constant anxiety, medical errors, lack of job satisfaction, and failure to participate in social activities. Understanding the causes, manifestations, and implications of nurse burnout on patient care is the foundation of effective response.

From a patient care dimension, nurse burnout poses a significant risk to patient safety and care quality. As Garcia et al. (2019) suggested, nurse burnout increases nurses’ vulnerability to medical errors, further exposing them to second victim syndrome. The case is the same in the current workplace since approximately 15% of medical errors are linked to nursing burnout. The other detrimental effect of nurse burnout is nurse turnover. According to Kelly et al. (2021), low motivation, fatigue, and workplace stress force many nurses to leave their current job. The current organization is not immune to such impacts since about 10% of nurse turnover cases stem from nurse burnout. Since these outcomes have severe cost implications due to the constant need for staff replacement, organizational leaders must develop sustainable nurse retention mechanisms.

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Brief Summary of the Articles Addressing Nurse Burnout

The first article relevant to this topic explores the link between nurse burnout and resilience among nurses in two selected hospitals. According to Jamebozorgi et al. (2021), highly resilient nurses are better positioned to cope with work-related psychological problems such as burnout. As a result, they can concentrate on their roles and achieve excellence. The second article explores the association between work engagement and nurse burnout. In this study conducted at a fever and chest hospital, Mohamed et al. (2022) define work engagement as commitment, vitality, and absorption characterized by passion and motivation for work.

Since work engagement enhances job satisfaction, promoting it among nurses can help to avert the damaging effects of burnout. The intervention is primarily a psychological intervention that helps nurses to perceive their job positively despite the pressure stemming from a nursing shortage and other causes of nurse burnout. From these studies, it can be deduced that other organizations implement nurse retention programs and empower them to cope with nursing burnout. The interventions are also specific to the organizational needs since they vary across organizations.

Strategies Used to Address Nursing Burnout and their Potential Impacts

Healthcare facilities need resilient nurses to cope with nurse burnout. To enhance resilience, organizations should implement resilience training programs. Nurses can improve their resilience by practicing mindfulness breathing, meditation, and self-care (Jamebozorgi et al., 2021). Continuous practice of such interventions helps nurses to reduce depression, workplace stress, and anxiety associated with nurse burnout. Positive work engagement is achieved by implementing strategies to improve job satisfaction (Mohamed et al., 2022). Such strategies include leadership support, opportunities for growth and development, and employee motivation.

Implementing these strategies in the current organization would have diverse impacts. Broadly, resilience building and work engagement promote employee retention by preventing nurse burnout (Mohamed et al., 2022; Jamebozorgi et al., 2021). As a result, they are sustainable strategies for preventing nurse turnover. However, their success requires substantial financial investment. For instance, effective resilience training programs would require external trainers. Work engagement strategies such as growth and development would require continuous employee training. Employee motivation through rewards and incentives is also costly.

Conclusion

Healthcare organizations encounter many issues that hamper patient safety and care quality. Nurse burnout is prevalent in the current workplace and has been widely studied in the current and past literature. Consequently, there is sufficient research on how organizations address nurse burnout. As discussed in this paper, implementing resilience programs and promoting work engagement are associated with positive effects as far as nurse burnout reduction is concerned. As a result, organizational leaders should consider such interventions to avert the damaging effects of nurse burnout.

References

Garcia, C. D. L., Abreu, L. C. D., Ramos, J. L. S., Castro, C. F. D. D., Smiderle, F. R. N., Santos, J. A. D., & Bezerra, I. M. P. (2019). Influence of burnout on patient safety: Systematic review and meta-analysis. Medicina, 55(9), 553. https://doi.org/10.3390%2Fmedicina55090553

Jamebozorgi, M. H., Karamoozian, A., Bardsiri, T. I., & Sheikhbardsiri, H. (2021). Nurses burnout, resilience, and its association with socio-demographic factors during COVID-19 pandemic. Frontiers in Psychiatry, 12. https://doi.org/10.3389/fpsyt.2021.803506

Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008

Mohamed, S. A., Hendy, A., Ezzat Mahmoud, O., & Mohamed Mohamed, S. (2022). Mattering perception, work engagement and its relation to burnout amongst nurses during coronavirus outbreak. Nursing Open, 9(1), 377-384. https://doi.org/10.1002/nop2.1075

Sun, B., Fu, L., Yan, C., Wang, Y., & Fan, L. (2022). Quality of work life and work engagement among nurses with standardised training: the mediating role of burnout and career identity. Nurse Education in Practice, 58, 103276. https://doi.org/10.1016/j.nepr.2021.103276

Question Description

I will add an additional 10 hours to the time as an extension once I match with a tutor.

The Quadruple Aim provides broad categories of goals to pursue to maintain and improve

assignment analysis of pertinent healthcare issue — Assignment Analysis of pertinent healthcare Issue

healthcare. Within each goal are many issues that, if addressed successfully, may have a positive impact on outcomes. For example, healthcare leaders are being tasked to shift from an emphasis on disease management often provided in an acute care setting to health promotion and disease prevention delivered in primary care settings. Efforts in this area can have significant positive impacts by reducing the need for primary healthcare and by reducing the stress on the healthcare system.

Changes in the industry only serve to stress what has always been true; namely, that the healthcare field has always faced significant challenges, and that goals to improve healthcare will always involve multiple stakeholders. This should not seem surprising given the circumstances. Indeed, when a growing population needs care, there are factors involved such as the demands of providing that care and the rising costs associated with healthcare. Generally, it is not surprising that the field of healthcare is an industry facing multifaceted issues that evolve over time.

In this module’s Discussion, you reviewed some healthcare issues/stressors and selected one for further review. For this Assignment, you will consider in more detail the healthcare issue/stressor you selected. You will also review research that addresses the issue/stressor and write a white paper to your organization’s leadership that addresses the issue/stressor you selected.

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To Prepare:

Review the national healthcare issues/stressors presented in the Resources and reflect on the national healthcare issue/stressor you selected for study.
Reflect on the feedback you received from your colleagues on your Discussion post for the national healthcare issue/stressor you selected.
Identify and review two additional scholarly resources (not included in the Resources for this module) that focus on change strategies implemented by healthcare organizations to address your selected national healthcare issue/stressor.

The Assignment (3-4 Pages):

Analysis of a Pertinent Healthcare Issue

Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:

Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).
Provide a brief summary of the two articles you reviewed from outside resources on the national healthcare issue/stressor. Explain how the healthcare issue/stressor is being addressed in other organizations.
Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected. Explain how they may impact your organization both positively and negatively. Be specific and provide examples.

Looking Ahead

The paper you develop in Module 1 will be revisited and revised in Module 2. Review the Assignment instructions for Module 2 to prepare for your revised paper.

By Day 7 of Week 2

Submit your paper.

Submission and Grading Information

To submit your completed Assignment for review and grading, do the following:

Please save your Assignment using the naming convention “WK2Assgn+last name+first initial.(extension)” as the name.
Click the Week 2 Assignment Rubric to review the Grading Criteria for the Assignment.
Click the Week 2 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.
Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK2Assgn+last name+first initial.(extension)” and click Open.
If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
Click on the Submit button to complete your submission.
Due to the nature of this assignment, your instructor may require more than 7 days to provide you with quality feedback.

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.

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.

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 (4-5 pages):

Developing Organizational Policies and Practices

Add a section to the paper you submitted in Module 1. The new section should address the following:

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.

You must proofread your paper. But do not strictly rely on your computer’s spell-checker and grammar-checker; failure to do so indicates a lack of effort on your part and you can expect your grade to suffer accordingly. Papers with numerous misspelled words and grammatical mistakes will be penalized. Read over your paper – in silence and then aloud – before handing it in and make corrections as necessary. Often it is advantageous to have a friend proofread your paper for obvious errors. Handwritten corrections are preferable to uncorrected mistakes.

Use a standard 10 to 12 point (10 to 12 characters per inch) typeface. Smaller or compressed type and papers with small margins or single-spacing are hard to read. It is better to let your essay run over the recommended number of pages than to try to compress it into fewer pages.

Likewise, large type, large margins, large indentations, triple-spacing, increased leading (space between lines), increased kerning (space between letters), and any other such attempts at “padding” to increase the length of a paper are unacceptable, wasteful of trees, and will not fool your professor.

The paper must be neatly formatted, double-spaced with a one-inch margin on the top, bottom, and sides of each page. When submitting hard copy, be sure to use white paper and print out using dark ink. If it is hard to read your essay, it will also be hard to follow your argument.

RE: Discussion – Week 1

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Nurse burnout is such a huge topic. I notice it more and more as I go in my career. “Nurse burnout is a physical, mental, and emotional state caused by chronic overwork and a sustained lack of job fulfillment and support. Common burnout symptoms may include physical or emotional exhaustion, job-related cynicism, and a low sense of personal accomplishment” (Ventures, 2017)

As a nurse I have noticed that the need for nurses has risen. Allowing nurses to pick up multiple extra shifts. We have nurses working five 12 hour shifts each week. They are burned out, exhausted and sitting in the corner instead of properly caring for patients. I know that this is not just at my hospital. Research shows that nurse burnout is a widespread phenomenon characterized by a reduction in nurses’ energy that manifests in emotional exhaustion, lack of motivation, and feelings of frustration. (Mudallal & Othman, 2017) The reduction of nurses has caused our scheduler to beg us to work extra every week. While nurses come in, they are exhausted stressed and frustrated. This does not benefit anyone.

Its unfortunate that as a nurse we have to work in situations where we are understaffed. And being a nurse we all will try to do what is best for our patients. We work in situations that many others would say no and walk away from. We can’t do that in our careers. We need to care for our nurses, praise them for the work they do. We need to find a way to help programs get nurses the accurate training that the need and develop strong nurses. As a nurse we need to welcome our new nurses. Help eliminate our burnout.

References

Mudallal, R., & Othman, W. (2017). Nurses’ Burnout: The Influence of Leader Empowering Behaviors, Work Conditions, and Demographic Traits. Retrieved from NCBI: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5798741/

Ventures, R. (2017). Nurse Burnout. Retrieved from Nursing.org: https://www.nursing.org/resources/nurse-burnout/#:~:text=What%20is%20Nurse%20Burnout%3F,low%20sense%20of%20personal%20accomplishment.

RE: Discussion – Week 1

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Week 1 initial post

An health care issue/stressor

When I was looking for a particular health stressor/issue at this current face off of Covid-19 worldwide, especially in my hospital, I realize the issue of Burnout and general workload of health

workers, especially we the nurses. Also observe how much this affect the quality of care given and patients’ positive outcome which is the primary goal of an entity. As health care workers face a

wide range of psychosocial stressors, they are at a high risk of developing burnout syndrome, which in turn may affect hospital outcomes such as the quality and safety of provided care.Stress in

the workplace is globally considered a risk factor for workers’ health and safety. More specifically, the health care sector is a constantly changing environment, and the working conditions in

hospitals are increasingly becoming demanding and stressful. According to the World Health Organization (WHO), “a healthy workplace is one in which workers and managers collaborate to use a

continual improvement process to protect and promote the health, safety and well-being of all workers and the sustainability of workplace.Despite WHO’s aim to promote and foster healthy work

environments, approximately 2 million work-related deaths occurred in 2000. Several studies focusing on the health care sector have shown that health care professionals are exposed to a variety

of severe occupational stressors, such as time pressure, low social support at work, a high workload, uncertainty concerning patient treatment, and predisposition to emotional responses due to

exposure to suffering and dying patients. In this sense, health care workers are at a high risk of experiencing severe distress, burnout, and both mental and physical illness. Most of these happen to

me nearly on a weekly basis during the peak of covid-19, lots calls in sick,leading to short staff and eventually adding more patients to all other nurses.

As defined by Leiter and Maslach and Maslach, burnout is a cumulative negative reaction to constant occupational stressors relating to the misfit between workers and their designated jobs. In

this sense, burnout is a psychological syndrome of chronic exhaustion, cynicism, and inefficacy, and is experienced as a prolonged response to chronic stressors in the workplace. Exhaustion is

mainly related to an individual’s experience of stress, which is, in turn, related to a decline in emotional and physical resources. Any time we’re short staffed, it always lead to one complain or the

other either from the staff or from the patients for not attending to their call lights for any kind of assistance or for pain medications. This eventually lead to poor patient’s outcome which will affect

the hospital income and every worker not getting a raise or supplies. In general, Job burnout has been associated with a multiplicity of health problems, such as hypertension, gastrointestinal

disorders, and sleeplessness. It has also been associated with performance-related issues, demonstrating its direct impact on workplace effectiveness. If I should go on and on, I will no finish

because the effects of burnout and excessive workload bare endless.

Burnout among health care workers is associated with high turnover rates and absenteeism due to sickness, relative ineffectiveness in the workplace, as well as low job

satisfaction. In view of this, it is important to identify organizational stressors that are related to job burnout in order to promote and facilitate strategies aimed at its prevention and reduction.To

reduce the risk of burnout, intervention programs should be aimed at reducing worker’s experience of stressors and, subsequently, should be directed toward both individuals and organizations.

Following Leiter and Maslach’s approach, in controlling the risk of burnout, health care managers should devise strategies aimed at reducing workers’ workload and increasing their sense of

control. First, reducing workers’ workload when job resources are limited can pose major challenges to health care managers. However, in instances where it is difficult to hire new employees due

to economic and regulatory constraints, managers can provisionally reduce the workload by providing employees with a flexible schedule, such as a floating workforce (primarily applicable to

nurses). Health care managers may improve workers’ sense of control by promoting their autonomy in the workplace. In fact, job autonomy is considered an important coping strategy in decreasing

job strain.

At my hospital, especially on my medsurg floor, my manager is collaborating with other leaders, such as the unit charge nurses, house supervisors in the nurse administration to at least alleviate

the workload on the floor. Nurses are floated to various units and also making use of agency staffing. Equipments and supplies are available especially PPEs during the pandemic.

References

Burton J. World Health Organization; 2010. World Health Organization healthy workplace framework and model: background and supporting literature and practices; p. 3.

McVicar A. Workplace stress in nursing: a literature review. J Adv Nurs. 2003;44:633–642.

Nieuwenhuijsen K., Bruinvels D., FringsDresen M. Psychosocial work environment and stress related disorders, a systematic review. Occup Med (Lond) 2010;60:277–286.

Pertinent Healthcare Issue

The impact of the healthcare issue on my organization

Patient experience has become a national health issue in the health sector. Patient experience is how the patient interacts with the healthcare systems, the doctors, caregivers, the nursing staff, and their general experience with treatment in the hospitals (Wolf, 2019). However, the patient experience is a great healthcare issue in my organization as patients are not receiving quality healthcare. This healthcare issue has led to an immense impact on the organization. First, the healthcare issue makes it hard for the caregivers to have a good relationship with the patients. The healthcare organization patients are not corporative due to the lack of effective patient experience in the care provided to them. The issue is also scaring away patients from the organization. This is causing the organization to incur losses as the income is significantly going down. Low patient experience also negatively impacts the organization in terms of patient satisfaction. The nursing staff in the organization has a tough time increasing patient outcomes and satisfaction. Patient satisfaction, however, remains very low, and patients are having

Assignment: Analysis of pertinent healthcare Issue

Assignment: Analysis of pertinent healthcare Issue

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