Workplace Burnout in Nursing and Quality Improvement

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Introduction

The problem of workplace burnout in nurses has been an issue for quite a while, with multiple solutions having been provided, yet very few yielding any results. With the emergence of the pandemic the problem of burnouts in nurses as the direct effect of an increased workload has only exacerbated (Slatyer et al., 2018). Although the current nursing setting has seen slight reduction in the amount of workload, nurses still suffer from severe burnouts which affect the quality of their performance and their well-being (Jin et al., 2017). By introducing a counseling and support service, one will be able to minimize the negative effects of burnouts in nurses, as well as reduce the threat of turbots occurring in the future.

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Problem Overview

The problem of workplace burnouts in nurses is far from being new. In fact, the issue of burnouts in the nursing staff has been recorded and observed long before the emergence of the coronavirus and the subsequent immense increase in the amount of work that nurses have to handle daily (Ross et al., 2017). However, with the development of the health issues mentions above, the situation has become increasingly worse, causing nurse to experience severe distress, thus, burnouts leading not only toy physical health issues, but also mental health problems, such as depression and anxiety (Pradas-Hernández et al., 2018).

For instance, the study by Pradas-Hernández et al. (2018) asserts that the burnouts in nurses are associated not only with environmental but also sociocultural, economic, and technological factors. Therefore, a complex tool is required for managing the issue of burnouts in nurses.

Initiative Rationale

The reasons for introducing the initiative in question into the nursing setting is quite self-explanatory. First, the fact that the issue at hand represents a major ethical concern, namely, the problem of nurses being actively harmed in the workplace, must be addressed. Moreover, the problem of burnouts has proven to have a direct effect on nurses’ propensity toward medical errors (0. Therefore, managing burnouts means reducing the possibility of a medical error and, thus., improving patients’ chances for quick recovery.

In turn, the emphasis on the role of personal consultations as the means of approaching the issue of workplace burnouts in nurses is justified by the fact that the application of personal communication tools will allow creating a strong rapport between nurses and experts in managing work-life balance (Slatyer et al., 2018). As a result, nurse will be more eager to listen to the recommendations of experts and introduce changes in their lives.

Previous Research

As emphasized above, the issue of workplace burnout in nurses has been studied quite thoroughly over the past decade. As a result, multiple articles on the subject matter exist, demonstrating an exceptionally good grasp on the problem at hand (Jin et al., 2017). Specifically, the current body of academic work on the topic of workplace burnouts in nurses represents a detailed and intricate assessment of the essential factors defining the development of a burnout, the major causes of the issue, the available solutions, and the effects of therapies used to adders the problem of a workplace burnout (Jin et al., 2017).

Specifically, the existing studies show that the development of a persona approach toward managing instances of workplace burnouts currently represents the most effective tool (Ross et al., 2017). Although the studies on the issue are quite numerous, there is a tangible gap in the exploration of how a nurse can take agency over the management of the disorder.

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Steps

The process of implementing the set goals will require taking several main steps. First, a team of experts that will provide nurses with consultations and the needed support will be designed. Afterward, key resources for addressing workplace burnouts in nurses will be collected and represented as a vital part of the problem. Next, tools for effective and immediate communication with the nursing staff will be integrated into the analysis. Finally, assessment tools for gauging the efficacy of the proposed measures will be introduced. Moreover, the framework will incorporate interviews as the tools for the qualitative analysis of the suggested tool. Specifically, nurses will be asked to produce feedback regarding their perceptions of performance quality after the introduction of the proposed program.

Assessment

The process of evaluating the outcomes of the described strategy toward managing nurses’ burnouts will imply comparing the levels of burnout among nurses before the introduction of the proposed solution and after the implementation of the strategy for minimizing the extent of workplace burnouts among nurses. In order to evaluate the intensity of burnouts fully, a combination of quantitative and qualitative assessment techniques will be used. Specifically, the quantitative evaluation will imply the analysis of the statistical data concerning the number and frequency of instances in which nurses have shown to perform poorly or making medical errors (Pradas-Hernández et al., 2018). In turn, the qualitative approach will suggest conducting interviews with the nursing staff in ore to find out about the effect that the proposed solution, particularly, the sue of counseling and the focus on self-directed management.

Variables, Hypothesis Test, and Statistical Test

The key variables that the study in question will feaster will include burnout rates in nurses, as well as the frequency and consistency of counseling services provided. While the burnout rates will represent the dependent variables, the proposed intervention will serve as the independent one. In turn, the test for determining the veracity of the hypothesis will be represented by Student’s t-test framework. The specified statistical tool will help determine whether the initial hypothesis concerning the connection between the variables under analysis is true. Moreover, the application of Student’s t-test technique will allow establishing whether the variables in question represent the cause-and-effect relationships. The specified statistical test is believed to provide the outcomes that will shed light on the correlation between the use of peer support and self-management techniques and the levels of workplace burnout that nurses demonstrate in the workplace.

Thus, a solution for addressing the descried concern in the nursing setting may be produced. Furthermore, qualitative analysis, particularly, the use of the context analysis tool, will help to assess whether nurses consider the proposed technique effective, and whether they find it useful and reasonable to apply it to the healthcare context. Feedback from nurses should be seen as particularly important given the opportunity for improving patient services that the framework in question provides.

Conclusion

Incorporating an effective support system, strategies for encouraging nurses to develop resilience and coping mechanisms, and proper therapy sessions, a program aimed at reducing the instances and negative effects of workplace burnouts in nurses is likely to improve nurses’ well-being, a well as their performance quality. Specifically, the instances of medical errors are believed to be minimized once a framework for assisting nurses in developing the habits of self-care is set. Therefore, the program in question will have to be implemented on a statewide level so that nursing experts could receive an opportunity to manage their health accordingly.

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References

Jin, J. H., Ju, H. O., Kim, K. S., & Park, Y. M. (2017). Effects of nursing workplace spirituality on job satisfaction, burnout and turnover intention among general hospital nurses. Journal of Korean Clinical Nursing Research, 23(2), 142-150.

Pradas-Hernández, L., Ariza, T., Gómez-Urquiza, J. L., Albendín-García, L., De la Fuente, E. I., & Canadas-De la Fuente, G. A. (2018). Prevalence of burnout in paediatric nurses: A systematic review and meta-analysis. PloS One, 13(4), e0195039.

Ross, A., Bevans, M., Brooks, A. T., Gibbons, S., & Wallen, G. R. (2017). Nurses and health-promoting behaviors: Knowledge may not translate into self-care. AORN Journal, 105(3), 267-275.

Slatyer, S., Craigie, M., Rees, C., Davis, S., Dolan, T., & Hegney, D. (2018). Nurse experience of participation in a mindfulness-based self-care and resiliency intervention. Mindfulness, 9(2), 610-617.

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NursingBird. (2022, October 23). Workplace Burnout in Nursing and Quality Improvement. Retrieved from https://nursingbird.com/workplace-burnout-in-nursing-and-quality-improvement/

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NursingBird. (2022, October 23). Workplace Burnout in Nursing and Quality Improvement. https://nursingbird.com/workplace-burnout-in-nursing-and-quality-improvement/

Work Cited

"Workplace Burnout in Nursing and Quality Improvement." NursingBird, 23 Oct. 2022, nursingbird.com/workplace-burnout-in-nursing-and-quality-improvement/.

References

NursingBird. (2022) 'Workplace Burnout in Nursing and Quality Improvement'. 23 October.

References

NursingBird. 2022. "Workplace Burnout in Nursing and Quality Improvement." October 23, 2022. https://nursingbird.com/workplace-burnout-in-nursing-and-quality-improvement/.

1. NursingBird. "Workplace Burnout in Nursing and Quality Improvement." October 23, 2022. https://nursingbird.com/workplace-burnout-in-nursing-and-quality-improvement/.


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NursingBird. "Workplace Burnout in Nursing and Quality Improvement." October 23, 2022. https://nursingbird.com/workplace-burnout-in-nursing-and-quality-improvement/.