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Nurse satisfaction related to patient to nurse ratio
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Nurse satisfaction related to patient to nurse ratio
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According to Breau and RÉAume (2014), some of the major reasons nurses are dissatisfied with their jobs is due to their salaries, work environment, and lack of educational and advancement opportunities. In fact, poor working conditions was a substantial predictor of a nurse’s intent to quit their job (p. 16). In addition, “unhealthy work environments are an important determinant of several work-related outcomes, including burnout, job dissatisfaction and turnover intent” (Breau & RÉAume, 2014, p. 17). Therefore, in order for nurses to overcome their dissatisfaction with work; nurse leaders need to create empowering environments that remove barriers to resources and information. In turn, nurses will then be able to share empowerment strategies, …show more content…
At this time, I am being proactive in regards to my nursing career. By continuing my education, upon graduation, I will be qualified to fill other positions, besides a staff nurse. This will enable me to continue to work, therefore, I will be able to contribute to my family’s livelihood, as well as, be a productive nurse again. In the future, if the Masters in Science of Nursing becomes the recommended entry level for nurses, I would have to think hard about returning to school; since I don’t think that is my end goal for my nursing career. In the same way that geese fly, nurses need to have the opportunity to fly and participate in leadership activities. In order to achieve confident nurses, leadership should work side-by-side with their nurses with a mentoring and coaching approach. “Research also suggests that mentorship facilitates learning opportunities, helping to supervise and assess staff in the practice setting” (Frankel, 2008, Introduction section). By creating an atmosphere of continual learning, based on best-practice approaches and support, leads to empowered and motivated staff. As cited by Frankel
Cronenwett et al emphasises the key competencies for nursing are not only providing patient centred care, ensuring safety, team work but also quality improvement, suggesting all nurses must embrace change. However embracing change can be difficult due to many barriers. Brown et al and Gerrish identify some of these barriers such as time constraints, communication issues and differences professional issues.
... with the change is critical for accurate job performance. I have fulfillment in knowing the new nurses I precept, the companies that I have managed, the nursing assistant classes I have taught and the countless number of peer I come in contact with, understand the importance of spreading knowledge onto others to help them benefit along their way.
The nursing shortage and turnover are an issue that continually, constantly and bedevils the nursing leaders and managers. Without sufficient numbers in nursing, patient care and safety is considerably compromised, with lapses in service delivery, overworked and overwhelmed nurses more prone to making mistakes and across board dissatisfaction. Nursing shortage leads to nurse turnover because of the ones carrying our nursing duties are finding it hard to meet the demand, and they eventually burn out. This paper critically examines the issues of the nursing shortage and turnover and how the nurse leaders and managers can tackle the situation, easing the outcomes (The Truth About Nursing, 2012).
Recent literature reports that there is a nursing shortage and it is continually increasing. Data released by the American Association of Colleges of Nursing (2011) projects that the shortage, would increase to 260,000 by the year 2025. AACN (2011) also reported that 13% of newly registered nurses changed jobs and 37% were ready to change within a year. A study conducted reports that there is a correlation between higher nursing workloads and nurse burnout, retention rates, job dissatisfaction and adverse patient outcomes (Vahey & Aiken, 2004). Among the nurses surveyed in the study, over 40% stated that they were suffering from burnout while 1 in 5 nurses intended
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.
However, upon securing a job, they find that things on the ground are not as they had expected them to be and this results in some of them deciding to leave the profession early. Research shows that turnovers within the nursing fraternity target person below the age of 30 (Erickson & Grove, 2011). The high turnover within the nursing fraternity results in a massive nurse shortage. This means that the nurses who decide to stay have to work for many hours resulting in exhaustion. A significant percent of nurses quitting their job sites exhaustion and discouragement as the reason that contributed to their decision. In one of the studies conducted on the issue of nurse turnover, 50% of the nurses leaving the profession argued that they felt saddened and discouraged by what they were unable to do for their patients (Erickson & Grove, 2011). When a nurse witness his/her patients suffering but cannot do anything because of the prevailing conditions he/she feels as if he/she is not realizing the reason that prompted him/her to join the nursing profession. The higher rate of nursing turnover is also affecting the quality of care nurses provide to
Healthcare is viewed in an unrealistic way by most individuals. Many people view a physician as the only means to find a solution to their problem. Nurses are still seen by some as simply “the person who does what the doctor says.” This is frustrating in today’s time when nurses are required to spend years on their education to help care for their patients. In many situations nurses are the only advocate that some patients’ have.
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
Empowerment theories are most commonly used in a context where victims are experiencing a form of oppression. For victims to recover and produce change in their lives, they must feel as though they have the power and resources to do so. In this paper, empowerment theory within a women’s shelter is explored and analyzed. Specific organizational changes are offered based off a study which highlighted the importance of creating a culture within the organization that will support an empowerment-based program.
...s by being role models of self-empowerment.” (Burkhardt & Nathaniel, 2014, p. 520) There are many constraints and issues which can affect the empowerment process. As nurses, we must address the “social, political, and environmental factors affecting empowerment” in order to provide the highest quality of nursing care. It is important to remember that “empowerment is an essential part of nursing care.” (Burkhardt & Nathaniel, 2014, p. 521)
Sherman, R. & Pross, E. (2010). Growing future nurse leaders to build and sustain healthy work
Empowerment is about decision-making and autonomy, personal and professionally. Nancy should have empowered her staff’s nurses with the opportunity to be involved in the organization decision-making process. When nurses can influence and control their nursing practice, their autonomy, confidence, and commitment to the organization increase (Manojlovich, 2007). Organizations that empowered nurses to act and guide their everyday challenges using their professional skills, knowledge, and own judgment, shows positives patient outcomes, and less nurse turnover, burnout, dissatisfaction, stress, and powerlessness among their staff (Rao,
Empowerment is a vital factor in creating a positive working environment. Nurses that see their work environment as empowering are more likely to provide quality health care. Positive environments are important for the future of nursing development (Ning, Zhong, Libo, and Qiujie, 2009). Nurses should not only have the ability to recognized differences but also they must have the capacity to transform and change structures within the profession in order to achieved emancipation. To achieve empowerment they must take steps to overcome oppression. They must face their fears and be able to make dialogue with their oppressors and let them know that their actions are unacceptable.
Being a registered nurse affords one the option of working in many diverse healthcare settings. In any practice setting the climate of health care change is evident. There are diverse entities involved in the implementation and recommendation of these practice changes. These are led by the Robert Wood Johnson Foundation (RWJF), the Institute of Medicine (IOM), nursing campaign for action initiatives, as well as individual state-based action coalitions. Nurses need to be prepared and cognizant of the transformations occurring in health care settings as well as the plans that put them at the forefront of the future.
Nurses that were once an invisible self-sacrificing profession needs to bloom and evolve into a noticeable and confident profession equivalent to other roles in healthcare (i.e doctors). Nurses need to collectively be proactive in showing the public that with out nurses the healthcare world would not of been as great at it is today. Nurses in one’s opinion are the heart of healthcare, through the knowledge, passion, and skill of a nurse contributes the drive the healthcare role to