Quadruple Aim Nurse Burnout Assignment: Analysis of a Pertinent Healthcare Issue

Analysis of Nurse Burnout in Healthcare

Introduction

Nurses play a vital role in healthcare delivery; nursing education includes a broad scope of practice, which places them as an essential part of the healthcare team with many tasks and responsibilities, including direct patient care. However, this broad scope of education comes with even greater responsibility, including decision-making (Nursing.org, 2020). Although rewarding, nursing comes with lots of stress, and when that stress is not addressed, excessive, continuous, or ignored, it may lead to burnout. Nurse burnout is prevalent in the U.S such that a 2017 study by RN’SRN’S network pustulated that about half the population of nurses working in the U.S. have considered leaving the profession, due to feelings of lack of job satisfaction and being overworked (Nursing.org, 2020). The purpose of this paper is to describe burnout, its impact in my organization, and strategies to address burnout. It will also include a summary of two articles that discusses burnout and strategies that are being used in other organizations to address burnout.

Nurse Burnout

Nurse burnout is a state of decreased physiological and psychological energy related to lack of job satisfaction due to being overworked and understaffed. In addition to lack of support, it is often evident by emotional exhaustion, feeling frustrated and poor motivation (Mudallal et al., 2017). Burnout can also be due to increased workloads and demands, long hours, and a lack of flexible schedule (Nursinglicensure.org, 2020). Nursing is a profession at high risk for burnout. It is due to the complex duty to ensure patient safety, the emotional burden in caring for patients, and the demanding and stressful work environment in which they must perform these duties. In addition, the shortage of healthcare workers and increasing demand to increase patient satisfaction scores increased the pressure and rate of burnout amongst nurses. According to Reith (2018), burnout is a major problem in the U.S. healthcare sector. It harms the healthcare delivery system and contributes to the shortage of healthcare workers.

Impact of Burnout in the Organization

The effect of nurse burnout has the capability to impact organizations, including the one where I work negatively. Nurse burnout has the potential to impact patient safety and patient outcomes negatively, it is one of the leading causes of patient safety and quality concerns in the U.S. healthcare system (Nurse.org, 2020). Burnout has generally been found to lead to a high turnover rate and increased absenteeism for nurses. The organization is evidently impacted by nurse burnout. Nurses at this organization have increasingly shown signs of burnout. This is evidenced by frequent absenteeism, refusal to work any days other than assigned shifts, and a high turnover rate, which the constant hiring does not solve due to the repeated cycle. As a relief charge nurse, a meeting was recently held with the Human resources manager and unit managers who wanted to understand the reason why the turnover rate for nurses and nursing aides were that high for a new hospital branch less than one year. The organization also does quality measurement by tracking the number of falls, incident reports, and errors. An upward trend has now been noted over time, which is associated with understaffing and overworked staff.

Summary of Articles Related to Burnout and its Prevention Strategies

Article 1: 

This article titled occupational stress management and burnout interventions in nursing and their implications for healthy work environments is a literature review of articles aimed at analyzing workplace interventions associated with providing a healthy work environment and improving the quality of work-life for nurses. The study by Nowrouzi et al. (2015), examined occupational stress and burnout for nurses, they also suggested strategies on how to prevent burnout. A survey aimed at understanding the reasons behind nurses leave their nursing job in a rural area in Canada highlighted reasons such as higher level of self-reported occupational stress, decreased job satisfaction, and little control over their work schedule, being on call and making clinical decisions (Nowrouzi, 2015). Understanding the reasons and feedback from nurses can help organizations make better plans and strategies to improve the work environment for nurses and decrease burnout (Nowrouzi et al., 2015).

Some of the articles reviewed in this study suggested strategies such as mindfulness-based stress reduction and psychosocial intervention training. Participants showed a significant decrease in perceived stress and burnout (Nowrouzi et al., 2015). One article indicated that more psychiatric nurses in a rural environment reported an increased job satisfaction level associated with management support and their ability to be involved in their unit’s decision-making (Nowrouzi et al., 2015). Furthermore, the authors suggested that organizations adopt policy and practice changes that will address issues such as staffing and workload for nurses as well as strategies to decrease stress and improve the recruitment and retention of nurses (Nowrouzi et al., 2015).

Article 2: 

The second article titled burnout, and resiliency in peri anesthesia nurses is a study that aimed at analyzing a national pool of nurses who are members of the American Society of peri anesthesia nurses. This study’s objective was to determine the prevalence and factors affecting nurses’ burnout, examining the effects of external activities such as hobbies and mindfulness practice on personal feelings of lack of job satisfaction (Card et al., 2019). The study also aimed to understand the effect of burnout on physical and mental wellbeing, as well as develop strategies that organizations and management can implement to create a healthy work environment and decrease burnout (Card et al., 2019). Findings from the study indicated that burnout is related to fatigue as well as poor physical and mental health, which leads to absenteeism, lack of job satisfaction, and increased call-ins, which negatively affects the team left to work shorthanded (Card et al., 2019).

The study indicated a link between employees’ perception of the organization and burnout, an employees’ positive perception of leadership support, economic satisfaction, acknowledgment of workload, acknowledgment of work accomplishment, and opportunity for growth and advancement decreases the occurrence of burnout (Card et al., 2019). The study results identified strategies such as improving the relationship between organizations and employees, providing opportunities for career advancement, providing opportunities for and supporting employee engagement in extracurricular activities as effective strategies for decreasing nurse burnout in healthcare organizations (Card et al., 2019). The authors further suggested that organizations invest in providing a healthy work environment, uses evidence-based guidelines for staffing, and provide opportunities for social connection. Furthermore, the author also suggested that the organization also acknowledge employees’ hard work and contribution, promote shared decision making between employees and management, and set reasonable expectations and respect employees limit (Card et al., 2019). They reiterated the need for nurses to set boundaries, engage in physical activities and hobbies, and establish a personal support system (Card et al., 2019).

Strategies Used to Address the Organizational Impact of burnout

Various strategies to help decrease nurse burnout were identified in the two articles summarized above. The strategies included reflected the need for a joint effort between organizations, management, and employees to work together and find lasting solutions. Some of the strategies that could be applied to my current organization include the involvement of employees in decision-making, the use of evidence-based guidelines for staffing, and providing employees the opportunity to engage in extracurricular activities. The implementation of these strategies will improve work-life balance for employees, increase their level of job satisfaction and confidence in the organization as well as decrease burnout.

How Burnout Prevent Strategies Impact the Organization

Implementing these strategies in this organization may be difficult due to their long-standing negative attitude towards change. The management may perceive some of these strategies as counterproductive towards their goals, for example, staffing; it would be challenging to adopt evidence-based guidelines for adequate staffing and respecting employees’ limits due to the perceived financial implications. Therefore, education about the relationship between nurse burnout patient safety, medical errors, and low patient satisfaction scores is imperative (Hall et al., 2016). In addition to education, the organization needs to be open to accepting and implementing change, commit to building a better relationship between staff and management. Although not immediate, this will help them work together to decrease the rate of burnout and decrease the high turnover rate with a minimal financial burden as possible. Nurses also need to advocate for themselves by practicing self-care, identifying stressors, and utilizing coping methods such as mindfulness-based stress reduction. These are some of the ways nurses can improve physical and psychosocial wellbeing and decrease burnout (Penque, 2019).

Conclusion

Nursing is a rewarding but tough profession making it prone to burnout. Nurse burnout affects U.S. healthcare delivery and predisposes patients to preventable harm. Therefore, healthcare organizations, healthcare leaders, and nurses must collaborate to provide a safe work environment for nurses by finding lasting solutions to ensure that nurses maintain a positive outlook on their job, prevent burnout, and increase nurse retention and job satisfaction.

References

Card, E. B., Hyman, S. A., Wells, N., Shi, Y., Shotwell, M. S., & Weinger, M. B. (2019). Burnout and Resiliency in Peri anesthesia Nurses: Findings and Recommendations from a National Study of Members of the American Society of Peri anesthesia Nurses. Journal of Peri Anesthesia Nursing, 34(6), 1130–1145. https://doi-org.ezp.waldenulibrary.org/10.1016/j.jopan.2019.05.133

Gaines, K. (2020). Joint commission tackles burnout in a new report. Retrieved from https://nurse.org/articles/joint-commission-tackles-nurse-burnout/

Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O’Connor D. B. (2016). Healthcare Staff Wellbeing, Burnout, and Patient Safety: A Systematic Review. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4938539/

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

Nowrouzi, B., Lightfoot, N., Larivière, M., Carter, L., Rukholm, E., Schinke, R., & Belanger-Gardner, D. (2015). Occupational Stress Management and Burnout Interventions in Nursing and Their Implications for Healthy Work Environments: A Literature Review. Workplace Health & Safety, 63(7), 308–315. https://doi-org.ezp.waldenulibrary.org/10.1177/2165079915576931

Nursing.org. (2020). Nurse burnout. Retrieved from https://www.nursing.org/resources/nurse-burnout/

NursingLincensure.org. (2020). Nurse Burnout: Epidemic, or Mendable Malady? Retrieved from https://www.nursinglicensure.org/articles/nurse-burnout.html

Penque, S. (2019). Wellness series part 1: Open Mindfulness to promote nurses’ wellbeing. Nursing Management50(5), 38–44. https://doi-org.ezp.waldenulibrary.org/10.1097/01.NUMA.0000557621.42684.c4

Reith, T. P. (2018). Burnout in United States Healthcare Professionals: A Narrative Review. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6367114/

 

NURS 6053: INTERPROFESSIONAL ORGANIZATIONAL AND SYSTEMS LEADERSHIP – Assignment: Analysis of a Pertinent Healthcare Issue

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

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.
Excellent Good Fair Poor
Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing the 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).

23 (23%) – 25 (25%)

The response accurately and thoroughly describes in detail the national healthcare issue/stressor selected and its impact on an organization.

The response includes accurate, clear, and detailed data to quantify the impact of the national healthcare issue/stressor selected.

20 (20%) – 22 (22%)

The response describes the national healthcare issue/stressor selected and its impact on an organization.

The response includes accurate data to quantify the impact of the national healthcare issue/stressor selected.

18 (18%) – 19 (19%)

The response describes the national healthcare issue/stressor selected and its impact on an organization that is vague or inaccurate.

The response includes vague or inaccurate data to quantify the impact of the national healthcare issue/stressor selected.

(0%) – 17 (17%)

The response describes the national healthcare issue/stressor selected and its impact on an organization that is vague and inaccurate, or is missing.

The response includes vague and inaccurate data to quantify the impact of the national healthcare issue/stressor selected, or is missing.

·   Provide a brief summary of the two articles you reviewed from outside resources, on the national healthcare issue/stressor and explain how the healthcare issue/stressor is being addressed in other organizations.
27 (27%) – 30 (30%)

A complete, detailed, and specific synthesis of two outside resources reviewed on the national healthcare issue/stressor selected is provided. The response fully integrates at least 2 outside resources and 2 or 3 course-specific resources that fully support the summary provided.

The response accurately and thoroughly explains in detail how the healthcare issue/stressor is being addressed in other organizations.

24 (24%) – 26 (26%)

An accurate synthesis of at least one outside resource reviewed on the national healthcare issue/stressor selected is provided. The response integrates at least 1 outside resource and 2 or 3 course-specific resources that may support the summary provided.

The response explains how the healthcare issue/stressor is being addressed in other organizations.

21 (21%) – 23 (23%)

A vague or inaccurate summary of outside resources reviewed on the national healthcare issue/stressor selected is provided. The response minimally integrates resources that may support the summary provided.

The response explains how the healthcare issue/stressor is being addressed in other organizations that is vague or inaccurate.

(0%) – 20 (20%)

A vague and inaccurate summary of no outside resources reviewed on the national healthcare issue/stressor selected is provided, or is missing.

The response fails to integrate any resources to support the summary provided.

·   Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected and explain how they may impact your organization both positively and negatively. Be specific and provide examples.
27 (27%) – 30 (30%)

A complete, detailed, and accurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided.

The response accurately and thoroughly explains in detail how the strategies may impact an organization both positively and negatively, with specific and accurate examples.

24 (24%) – 26 (26%)

An accurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided.

The response explains how the strategies may impact an organization both positively and negatively. May include some specific examples.

21 (21%) – 23 (23%)

A vague or inaccurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided.

The response explains how the strategies may impact an organization both positively and negatively that is vague or inaccurate. May include some vague or inaccurate examples.

(0%) – 20 (20%)

A vague and inaccurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided, or is missing.

The response explains how the strategies may impact an organization both positively and negatively that is vague and inaccurate, or is missing. Does not include any examples.

Written Expression and Formatting – Paragraph Development and Organization:

Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.

(5%) – 5 (5%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity.

A clear and comprehensive purpose statement, introduction, and conclusion is provided which delineates all required criteria.

(4%) – 4 (4%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time.

Purpose, introduction, and conclusion of the assignment is stated, yet is brief and not descriptive.

3.5 (3.5%) – 3.5 (3.5%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60%–79% of the time.

Purpose, introduction, and conclusion of the assignment is vague or off topic.

(0%) – 3 (3%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity < 60% of the time.

No purpose statement, introduction, or conclusion was provided.

Written Expression and Formatting – English writing standards:

Correct grammar, mechanics, and proper punctuation

(5%) – 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
(4%) – 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation errors.
3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) grammar, spelling, and punctuation errors.
(0%) – 3 (3%)
Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.
(5%) – 5 (5%)
Uses correct APA format with no errors.
(4%) – 4 (4%)
Contains a few (1 or 2) APA format errors.
3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) APA format errors.
(0%) – 3 (3%)
Contains many (≥ 5) APA format errors.
Total Points: 100
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