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Nurse burnout case study
Burnout in nursing profession
Nurse burnout consequences
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Is burnout an issue in the nursing profession? In relation to nursing, burnout can be described as a, “psychological state that is characterized by the following symptoms: emotional exhaustion, depersonalization and a decreased perception of personal accomplishment” (Stewart & Terry, 2014, p.37). Burnout can affect anyone, but it is widely prevalent among nurses. This is evident through the percentage of turnover rates in 2016 for registered nurses. According to the National Healthcare Retention and RN Staffing Report it states, “turnover for bedside RNs ranges from 8.8% to 37.0%. The national average RN turnover rate is 17.2%, a 0.8% increase from 2014, with the median being 16.9%” (Colosi, B., 2016, p.8). Burnout in the nursing profession not only affects nurses, but it also affects the …show more content…
Nurses need to be aware of symptoms of burnout to prevent job dissatisfaction and decreased quality of patient care. Nurses choose this profession because they love helping others and making a difference. By utilizing different techniques to alleviate stress and prevent burnout it can help nurses enjoy their job while providing competent patient care and increasing patient satisfaction. References Colosi, B., (March 2016). 2016 National Healthcare Retention and RN Staffing Report. NSI Nursing Solutions, Inc. Retrieved from http://www.nsinursingsolutions.com/Files/assets/library/retention-institute/NationalHealthcareRNRetentionReport2016.pdf Fearon, C., & Nicol, M. (2011). Strategies to assist prevention of burnout in nursing staff. Nursing Standard, 26(14), 35-39. Feather, R. A., Ebright, P., & Bakas, T. (2015). Nurse Manager Behaviors That RNs Perceive to Affect Their Job Satisfaction. Nursing Forum, 50(2), 125-136. doi:10.1111/nuf.12086 Stewart, W., & Terry, L. (2014). Reducing burnout in nurses and care workers in secure settings. Nursing Standard, 28(34), 37-45.
The issues of nursing burnout and compassion fatigue are an important one in part, because of the ongoing nursing shortage across the united states. Per the American colleges of nursing “the U.S. is projected to experience a shortage of Registered Nurses (RN’s) that is expected to intensify as Baby Boomers age and the need for health care grows” (American Association of Colleges of Nursing, 2017). The ACA fact sheet cites several reasons for this including; the increasing needs of an aging population, healthcare reform, decreased enrollment in nursing programs, shortages of nursing faculty, large portions of working nurses
The purpose of this paper is to discuss how Lewin’s Change theory can be used to effect a change on nurse burnout and its effect on patient safety. Burnout was defined “as a response to chronic work-related stress comprising three components or dimension. Emotional exhaustion, depersonalization, and personal accomplishment” (Maslach & Jackson, 1981, as cited by Canadas-Dela Fuente, 2015). If not addressed, compromises patient care outcome. Lewis theorized that “the forces that push the system toward change are driving forces, whereas the forces that pull the system away from change are called restraining forces” (Marquis & Huston, 2011, p. 166).
U.S. Department of Health and Human Services. (2013, April). The U.S. nursing workforce: Trends in supply and education. Retrieved March 10, 2014, from http://bhpr.hrsa.gov/healthworkforce/reports/nursingworkforce/nursingworkforcefullreport.pdf
1.Casida, J., & Parker, J. (2011). Staff nurse perceptions of nurse manager leadership styles and outcomes. Journal Of Nursing Management, 19(4), 478-486. doi:10.1111/j.1365-2834.2011.01252.x
Nurses Joe and Sarah have been working in a medical surgical unit that has been experiencing a nursing shortage, which has led to an increase in the workload. Sarah has been feeling the physical effects of the stress and feels there is a lack of management support, while Joe experiences some feelings of being overwhelmed, but tries to use it as learning experiences. Joe has developed positive methods of coping, while Sarah is quickly heading towards burnout. Implications and Conclusions The information provided in the literature has great implications for practice in many units, including the writers. It is with great hopes that the research published can be presented to the committees on the unit in hopes that some of the workloads can be decreased to help with staffing and retention rates.
Oyeleye, O., DNP,RN, Patricia, H., PhD, RN, O'Connor, N., PhD, RN, & Dunn, D., EdD, RN. (2013). Relationship of Workplace Incivility, Stress, and Burnout on Nurses' Turnover Intentions and Pschyological Empowerment. The Journal of Nursing Administration, 43(10), 536-542.
One of the most serious issues in nursing, that can affect a nurses career is nursing burn- out. According to the article “Where have all the nurses gone”, current nurses that are practicing, report high rates of job dissatisfaction (which is part of burn out) and 1 of 5 nurses may quit nursing in the next 5 years (Dworkin, 2002). Burnout is associated with nurses not coming in to work, not feeling satisfied when doing their job, high turnover rates and a lack of commitment to the work (Katisfaraki, 2013). If a nurse becomes burned- out, they may not take care of their patients as well and could make mistakes with medication administration. A study performed in the United States by Dr. Jeannie Cimiottti, shows that hospitals with high burn-out rates among nurses have higher levels UTI’s, and surgical infections (World, 2012). Nursing burnout not only affects the nurse, but it also affects the patient, the nurses’ colleagues, and the nurses’ family; nursing burn out often leads to emotional exhaustion and depression, that can effect relations and communication between the nurse effected and the person they are communicating with. This paper will cover what burn-out is, who is susceptible to burn out, and treatment and prevent nursing burn out.
A study conducted by the Centers for Disease Control and Prevention shows that “annually approximately 1.7 million hospitalized patients acquire infections while being treated for other medical conditions, and more than 98,000 of these patients will die as a result of their acquired infection” (Cimiotti et al., 2012, p. 486). It was suggested that nursing burnout has been linked to suboptimal patient care and patient dissatisfaction. Also, the study shows that if the percentage of nurses with high burnout could be reduced to 10% from an average of 30%, approximately five thousand infections would be prevented (Cimiotti et al., 2012). In summary, increasing nursing staffing and reduction burnout in RNs is a promising strategy to help control urinary and surgical infections in acute care facilities (Cimiotti et al.,
Burnout is a highly unusual type of stress disorder that is essentially characterized by emotional exhaustion, lack of empathy with patients, depersonalization, and a reduced sense of personal accomplishments. The nature of the work that healthcare practitioners perform predisposes them to emotional exhaustion. On the other hand, the lack of empathy towards patients is caused by the nurses feeling that they are underpaid and unappreciated. Numerous researches have associated burnout with the increasing rate of nurse turnover. This paper explores the causes of burnouts in nurses as well as what can be done to prevent the them.
The article examined many studies conducted to measure stress and burnout in nurses and found that the environment and conditions in the workplace have a great deal to do with the perceived stress levels. In the article, it speaks of the definition of stress as being a negative factor that is perceived to pose a threat to the perceiver. This definition goes on to state that one person may see an event as stressful, while another may view the same situation as exhilarating. The important part of this “new definition” is that we can choose, by manipulation of our attitudes, to view our lives as stress filled or an enjoyable ride. One’s perception is a big factor in workplace stress.
The nursing profession is one of the most physically, emotionally, and mentally taxing career fields. Working long shifts, placing other’s needs before your own, dealing with sickness and death on a regular basis, and working in a high stress environment are all precursors to developing occupational burnout in the nursing profession. Burnout refers to physical, emotional and mental exhaustion, which can lead to an emotionally detached nurse, who feels hopeless, apathetic, and unmotivated. Burnout extends beyond the affected nurse and begins to affect the care patients receive. Researchers have found that hospitals with high burnout rates have lower patient satisfaction scores (Aiken et al 2013). There are various measures that nurses can take
However, with the passing of several shifts displeasure soon becomes burnout which is also known as exhaustion. In fact, burnout in the Emergency Room is comprised of factors which include understaffing both professionally and ancillary, patient to nurse aggression and unappreciation from leadership (Hlaing, Olson, Roso and Stutzman 2017) which contributes highly to employee dissatisfaction. This dissatisfaction is the main contributor to the problems concerning the retention of
The purpose of this study is to help find a cure to burn out. The word cure is used here because it is an illness. Burnout like many other illness out there has symptoms, as mentioned earlier burnout can cause many issues like physiological problems, sleep disorder and overall feeling of fatigue. Finding a way to end this affliction is key to everyone in the social work field and the ones affected by social workers.
Poghosyan, Clarke, Finlayson, and Aiken (2010) in a cross-national comparative research explored the relationship between nurses’ burnout and the quality of care in 53,846 nurses from six countries. Their researched confirmed that nurses around the world experience burnout due to increase workload. Burnout was manifested as fatigue, irritability, insomnia, headaches, back pain, weight gain, high blood pressure, and depression. Burnout influenced nurses’ job performance, lowered patient satisfaction, and it was significantly associated with poor quality of care. Patient safety decreased as nurses’ job demands
In addition to concerns about the adequacy of the supply of nurses the financial impact of high turnover was startling. According to Jones (2005) Using the updated Nursing Turnover Cost Calculation Methodology, the per RN true cost of nurse turnover is calculated to be 1.2–1.3 times the RN annual salary. That estimate is derived from a retrospective, descriptive study of external RN turnover cost data at an acute care hospital with over 600 beds. The findings indicate that the three highest cost categories were vacancy, orientation and training and newly hired RN productivity. (as cited in Kooker & Kamikawa, C. 2011). For example, At the Queen’s Medical Center, the annual salary of an experienced RN is currently $91,520. Therefore, using the