Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper

Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper ORDER NOW FOR CUSTOMIZED AND ORIGINAL ESSAY PAPERS ON Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper Attached is a copy of my PIP (so it can be fixed like you did the other PIP one). I have also attached her copy so you can see how it flows and how mine needs to look. I have also attached additional resources and copies of PIPs from other universities to try and help and make mine look better. Please let me know if there are any questions so we can work on this project together. PLEASE! Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper attachment_1 attachment_2 attachment_3 Why Nurse Burnout is a Real Issue in Healthcare and What Organizations Can Do about It Jesus G Rebolledo The University of Texas at Rio Grande Valley NURS 7302 LET Dr. Lilia A. Fuentes 07/24/2019 Introduction Nursing is a field that allows no margin for error. For nurses to provide services that guarantee high-quality and patient safety, it is essential that they are at their best physical, psychological, and physiological state. Unfortunately, nurses are susceptible to physical, mental, and emotional strain that arises from working for long hours and their inability to handle these pressures. This results in nurse burnout, which is defined as the physical, emotional, and psychological stress or strain that affects nurses, and which leads to dulled emotions, detachment, and low levels of motivation in one’s work (Van Bogaert, Peremans. Van Heusden, Verspuy … Franck, 2017). This is a problem that affects both nurses and patients. In nursing practice, the relationship and interaction between nurses and patients are vital as it has a major influence on the quality and relevance of services that these nurses offer. In this regard, research has shown that nurse burnout negatively affects the satisfaction of both the nurses and the patient often leads to poor health outcomes and high chances of errors (Hall, Johnson, Watt, Tsipa & O’Connor, 2016). Thus, it is important that every healthcare facility strives to resolve any cases of nurse burnout as a way of raising its quality of services and improving the welfare of the patient. Nurses encounter many risks of burnout than most other professions. Watching the patients suffer, striving to ensure the recovery of all patients, having busy schedules, putting others ahead of oneself, and having to work for extended hours, among others, not only expose nurses to physical strain and stress, but they also expose them to high risks of emotional and mental stress (Ribeiro, Filho, Valenti, Ferreira, de Abreu … Ferreira, 2016). In the past, many healthcare organizations did not clearly understand the concept, diagnosis, effects, and measures to address the problem of nurse burnout. Despite increased research and awareness of the problem, Van Bogaert et al. (2016) reports that many facilities still fail to mitigate the problem. In return, this negatively affects service delivery and the welfare of the patients and the nurses alike. However, ongoing research and increased attention in this field present healthcare providers with a solution and an opportunity to design projects or programs that can address this problem. The purpose of this practice intervention project (PIP) is to help healthcare organizations understand nursing burnout, explore the significance, its characteristics, and identify this condition to help prevent this phenomenon. With the use of Maslach Burnout Inventory (MBI) self-assessment survey healthcare organizations can implement this tool to increase awareness of who is at risk. The application of this survey will not only empower organizations to learn to recognize and become aware but also rethink its structure and examine recommendations to lessen employee exhaustion, depersonalization, and aid in personal achievement development. Significance of the ProblemPatient safety and quality of care have always been guiding factors in nursing practice and other healthcare fields. Unfortunately, these values have been ignored in the past, and they have never been accorded the attention that they deserve. In 1999, a study report by the Institute of Medicine (IOM) that was corroborated by many other studies showed that the healthcare industry lacked the necessary measures to address the problem of patient safety. In its report, IOM attributed between 44,000 and 98,000 annual deaths to preventable medical errors (Makary & Daniel, 2016). Surprisingly, this number exceeded many of the leading causes of death at the time despite medical errors not being recognized as a major cause of death or an inhibitor of patient safety and quality care. As such, healthcare providers were tasked with formulating measures that could uphold these two values in their practice through the prevention of unnecessary medical errors. Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper Nurse burnout is one of the key inhibitors of quality services and patient safety as it directly inhibits the attachment between nurses and the patients while also raising the chances of errors. As Ribeiro et al. (2016), the emotional health of nurses is important as it enhances communication among themselves and between themselves, physicians, and patients. In this case, detachment results in poor relations that may negatively affect the welfare of the patients. This is more so the case in vital sections of healthcare, such as primary care that requires personal engagement and interaction between nurses and patients. Burnouts impair communication and collaboration among healthcare providers. In this regard, nursing practice is a field that demands critical concentration and collaboration among different parties. Any breakdown in communication can lead to errors that could be costly for a healthcare provider. Studies have shown that, besides the close to 98,000 patients who die due to preventable medical errors, between $73.5 and $98 billion are directly associated with these errors each year (Makary & Daniel, 2016). The relevance of nurse burnout in medical errors is too high as it is ranked as a key cause of these errors. For instance, a recent study reported that addressing nursing and physician burnouts could reduce medical errors by 50% (Panagiotis, Geraghty, Zhou, Hodkinson … Riley, 2019). Addressing burnout among nurses and other healthcare professionals should thus be prioritized in all healthcare settings as it could be a key solution to the reduction of healthcare costs and medical errors as well as improvement of patient safety, quality of care, healthcare outcomes, patient experiences, and satisfaction of the nurses and other professionals. Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper Burnout is one of the most prevalent problems among nurses and other healthcare professionals. As reported earlier, there are numerous risks that nurses encounter in their profession that exposes them to burnout. As such, many of them may experience this problem at any one time if healthcare professionals do not adequately monitor their practices and implement sufficient controls. A recent study showed extremely high Maslach Burnout Inventory (MBI) scores of nurse burnout among 10.1% of the nurses in Sao Paulo and a high propensity among 55.4% of all the nurses (Ribeiro, Filho, Valenti, Ferreira … Ferreira, 2014). The same study also cited this problem as one of the reasons that most of the nurses in these regions are childless women past 35 years. While presenting their solutions to the problems, the authors insisted that the prevention of nurse burnout should be prioritized as it is more effective than other forms of management. These assertions are consistent with a report by Hall et al. (2016) that termed nurse burnout as one that can easily turn into a permanent problem if inadequately unaddressed. With the emergence of reliable tools to test nurse burnout rates and potential solutions, healthcare organizations should work collaboratively with the nurses as one of the ways to address nurse burnout and create an improvement at both personal and organizational level. There are several studies that have broken down this topic into the distinct forms of burnout. In this case, emotional exhaustion has been found to vary from 28% to 31% depersonalization at 15% to 21% and low personal accomplishment at from 31% to 39% (Monsalve-Reyes, San Luis-Costas, Gómez-Urquiza, Albendín-García … Cañadas-De la Fuente, 2018; Pradas-Hernández, Ariza, Gómez-Urquiza, Albendín-García, De la Fuente & Cañadas-De la Fuente, 2018). From these two studies, it is clear that nurse burnout has an effect on both patient experience and the ability of nurses. This is in the sense that a nurse will have poor performance while the patients will experience poor quality health that is also of low safety standards. As such, addressing nurse burnouts could serve as a key solution to both personal and professional problems in nursing practice, which could eventually improve the healthcare sector from all areas. Nurse burnout is a significant issue among nurses because it leads to detachments and dulled emotions among nurses. Also, organizations must take nurse burnout with seriousness because it undermines motivation among the nurses, leading to a sense of hopelessness among the nurse staff. Burnout cascades to the patients and thus healthcare organizations must prioritize the quality of healthcare provided to the patients (Jennings, 2016). A high rate of burnout among nurses will thus lead to negative reviewed and feedback from patients to the low patient satisfaction with the quality of healthcare they receive. Therefore, nursing burnout is an issue that must worry about all stakeholders in the healthcare sector. Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper Quality Measures Every program should have a set of measures that should help in evaluating its effectiveness. In this practice intervention project, the focus is on early peer education as a solution for nurse burnout. As has been identified in the section above, this is a problem of great significance in nursing practice, and that should be prioritized by all healthcare providers aiming at improving the satisfaction of their staff, improving the quality of their services, enhancing patient safety, and improving the general outcomes of care. However, every program that an organization implements should be closely monitored against a set of goals and objectives to ensure that it yields the desired results. The performance and quality measures should provide a clear view of the improvements that have been achieved and its impact on various elements of patient care. One of the most important quality measures is the National Academy of Medicine (NAM). This is a non-profit agency that was widely known as the Institute of Medicine (IOM) before it was renamed to NAM. This agency is an important source of data regarding nurse burnout programs and particularly in relation to patient safety and the occurrence of preventable medical errors. As mentioned earlier, research has shown that when addressing the physical, emotional, and mental exhaustion known as burnout, this could reduce medical errors by 50%. “To Err is Human,” which is a popular report published by IOM attributed a maximum of 98,000 annual deaths to preventable medical errors (Makary & Daniel, 2016). Data from the agency regarding the prevalence of medical errors could thus be an important quality measure for peer education as a solution for nurse burnout. Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper The project will be guided by three critical quality measures of the MBI tool alongside other measures like the prevalence of preventable errors, patient satisfaction, absenteeism, productivity, and changes in the cost of care, among others. The three core MBI measures are emotional exhaustion, personal accomplishment, and depersonalization. As explained by Loera, Converso and Viotti (2014), emotional exhaustion is measured through a series of nine items from the MBI scale that test the emotional outcomes from one’s work. The peer education program’s outcomes will be measured in the changes in the MBI scores of a nurse before and after its implementation. On the other hand, depersonalization will be measured through a series of items along the MBI scale that tests the impersonal response of a nurse towards the patients. The scores of the nurses are expected to decline if the program is successful. Regarding the third measure, the personal accomplishment of a nurse is important as it measures how competent nurses consider themselves. According to Heeb and Haberey-Knuessi (2014), this is particularly important as it also helps to understand the perception that nurses have on their job, which could then be used to improve their experience and satisfaction in their work. This measure will thus be used for improvement in areas outside the burnout boundaries. Nurse burnout is the mental physical and emotional state that nurses experience after chronic overwork and a sustained lack of support and job fulfillment at their workplace. The symptoms of nurse burnout include emotional and physical exhaustion having a low sense of personal accomplishment at work, and cynic related to their work. Untreated burnout may advance into clinical depression manifesting itself as unaddressed symptoms. The Center for Medicare and Medicaid Services (CMS), the Center for Disease Control and Prevention (CDC), and the American Nurses Association (ANA) would also be important quality measures. These agencies track health outcomes and clinicians’ welfare data. They also fund several research studies related to nurse burnout and its impact on health outcomes. Data from these sources could be used together with results from the evaluation of nurse burnout through the MBI scale. Evaluation results that show nurse burnout rate that is higher than that recorded by the above agencies would be an indication that an intervention program has failed. Additionally, related outcomes including the prevalence of preventable health outcomes will also be analyzed against data provided by these agencies. They are thus some of the most important quality measures in the sector. Among the major ways through which nurse burnout may be addressed by first of all studying and understanding the stressors that cause the burnout. Depending on whether the cause of the nurse burnout is emotional, physical, or environmental stress, the burnout should be addressed by solving the exhaustion among the nurses (Cañadas-De la Fuente, Vargas, San, 2015). Once these symptoms of exhaustion are identified and addressed before the nurse becomes overwhelmed, the nurse should be advised to take remedial and break form the nurse activities to relieve self from such stressors. Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper Recognizing the warning signs would thus enable various agencies to initiate necessary intervention measures to prevent the situation by facilitating the evaluation of nurse burnout through the MBI scale (Jennings, 2016). Prioritizing authentic leadership will help in measuring the strain of burnout, thus identifying the areas of stress that need attention. Giving the nurses a positive wellness program will help the nurses to confide in professionals who can help them overcome the burnout (Erickson & Grove, 2007). Nurses should also give priority to their health and pay attention to control their health. Managing stressful emotion and protecting one’s passion would also help nurses overcome burnout. Resilience, self-care, recognizing triggers and stressors, as well as creating a strong relationship with co-workers also help overcome burnout. Most nurses experience nurse burnout due to work-related issues going by the findings of the Center for Medicare and Medicaid Services (CMS). Regularly, nurses work in an environment where they deal with life and death, thereby facing an emotional strain of losing their patients. CMS (nd) also notes that the nurses may experience burnout as a result of the emotional distress of helping the grieving family members to overcome the pain of losing their loved one. Also, CMS (nd) notes that nurses in the emergency and critical care department are the most affected group because they get overwhelmed with the stressful environment which makes them susceptible to these burnout symptoms. The Center for Disease Control and Prevention (CDC) argue that nurses may suffer burnout as a result of the long shifts that last for more than 12 hours leading to stress and exhaustion. While these causes of nurse burnout are work-related, CDC (nd) also notes that the individual personality of the nurses may also be a major contributing factor to burnout. The collaborative work environment of nurses makes nurses lack independence when it comes to clinical decision-making (Erickson & Grove, 2007). Also, the nurses are always under constant pressure to meet the expectation of the patients and their families, thus making them susceptible to mental exhaustion. If a nurse gets into the professional with a sole aim of providing help to patients and their families, the chances of experiencing nurse burnout are very high because they tend to get personal with their success or failure at work. The American Nurses Association (ANA) argues that nurse burnout may arise out of the relationship that nurses such as those in the oncology department form with patients. The time that nurses spend with patients as they battle chronic conditions leads to an emotional attachment which makes the nurses develop an acute feeling of loss in case the patients pass away (Holdren Paul, David & Coustasse, 215). The greater sense of urgency with which nurses in the emergency departments are required to attend to the patients also exposes the nurses to more risks of experiencing burnout. The nurses also experience burnout as a result of the pressure they face regularly and the exceptionally large volume of patients that these nurses, especially those in the emergency department handle (Rushton, Batcheller, Schroeder & Donohue, 2015). Also, the shortage of nurses in the market has contributed to the overwhelming of nurses as they attend to patients, thereby leading to stressful situations that develop into burnout. Description of the ProgramThe planned resolution is to implement education and awareness on the pediatric floor within a nursing organization to detect and obtain information on the prevalence of nurse burnout. Nurse burnout is a global phenomenon that has led to turnover, job dissatisfaction, poor quality of work and essentially decreased patient outcomes. A survey conducted in 2017 by Kronos, Inc uncovered that 93 percent of nurses reported feeling mentally and or physically tired at the end of the workday, 90 percent had considered leaving the hospital they worked at to find something more balanced, 37 percent of nurses reported that they worried about how their fatigue could increase the chance of making mistakes and 11 percent actually admitted to making mistakes as well as 28 percent who admitted to calling in sick just to get some time to rest. Understanding these statistics represents the dire need of an education program to be implemented in the United States as well as in different countries within organizations to identify employees who are potentially at risk for burnout, and employees who are indeed burned out. Early identification of burn out can help the nurse individually as well as organizationally. Individually because the nurse is able to seek and obtain help and organizationally because of the cost of an organization losing nurses to burnout. Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper With the implementation of a strong education and awareness program the need for an appropriate scale to measure and analyze is required. The MIB is a tool that will be administered to nurses to self-assess and provide information as to whether they may be at risk for burn out, which is essential in this education program. The Maslach Burnout Inventory (MBI) is a vital tool in covering three major components which include exhaustion, depersonalization and personal achievement and should be placed in organizations where ever nurses work. Using the Maslach Burnout Inventory (MBI) self-assessment survey, healthcare organization increase awareness of the nurses who are at risk of experiencing burnout. However, the healthcare organizations must, first of all, identify the nurses in the departments with a high probability of experiencing disengagement due to work overload and longer working hours such as the emergency department, the critical care, and chronic care nurses (Rushton, Batcheller, Schroede, & Donohue, 2015). Healthcare organization can rely on this tool to encourage the nurses to conduct a self-assessment survey, thereby identifying the risk factors that make the nurses susceptible to burnout. From the outcome of the survey of each nurse (Maslach, 2017). A healthcare organization will come up with appropriate intervention measures that address the unique risk factors identified by each nurse to achieve an effective outcome. The Maslach Burnout Inventory (MBI) self-assessment survey also enables healthcare organization to recognize and become aware of the specific issues of concern among nurses which require immediate attention. Also, the outcome of the self-assessment survey enables healthcare organization to rethink about their structure and examine recommendations that may promote a reduction in disengagement, exhaustion, and depersonalization (Bocéréan, Dupret & Feltrin, 2019). Above all, the survey tool provided a clue on the issues that the organization may address to motivate the nurses to focus on personal achievement development as opposed to caring for others during their professional engagement with patients. There is a current gap in knowledge present on the topic of nurse burnout and any tools and or resources to minimize this occurrence. There are no resources in place that provide nurses with primary intervention techniques to stress and or education on the effects of nurse burn out. Stress is present in the everyday functions of nurses and effective ways of managing this stress is not addressed. Negative effects of stress on nurses there for leads to poor quality of care provided, dissatisfaction within the nurse and the patient and increase in potential medical errors. If organizations implement the use of the MIB, information on nurse burnout risk can help to guide organizations to what areas are more effected and begin to use this education program to make improvements and changes. Having a solid team who is thoroughly educated on this nurse burn out education program will help to increase the movement and awareness of the issue. If there are different stakeholders involved in this program it can create a more positive outcome not only on the pediatric floor, but within the organization as a whole. The stakeholders involved in this program include registered nurses, licensed practical nurses, nurse practitioners and nurse managers. In order to decrease stress during the day the nurses will be given 15 minute sessions on ways to decrease stress such as…..encourage work life balance, encourage peer support, furnish resources for self care and mental health, ( The section in blue is something that I wrote and had a thought in mind but was not sure in regards to how to help the nurses and the organization resolve the issue of burnout. I believe there has to be something else that I do besides the actual education program and tool such as like interventions and such) Burnout among nurses has become a major concern for many healthcare organizations, given that it also affects the efficiency of healthcare service delivery to the patients. Patients are also adversely affected by the nurse burnouts because nurses fail to offer quality healthcare that leads to quality patient outcome. However, the Maslach Burnout Inventory (MBI) self-assessment survey enables healthcare organizations to detect signs and symptoms of nurse burnout early enough and then implement the appropriate intervention measures to mitigate the adverse effects of the nurse burnout. Coincidentally, new ideas may not be easily introduced for this tool as a way of lessening nursing burnout. This practice intervention project (PIP) evaluates how health care organizations can implement the tool to prevent burnout. Theoretical Framework There are several nursing theories that can help in improving one’s understanding of nurse burnout and peer education program as a solution of the problem. One of these is the theory of Nursing as Caring was developed by Anne Boykin and Savina Schoenhofer. This theory is founded on the framework that every human is naturally caring and that they have the potential to support other people in a caring way (Alligood, 2014). From this theory, one can consider nurses as people whose services are aimed at achieving beneficence. This theory is important in understanding the various forms of nurse burnout, and particularly the concept of detachment, and their impact on the welfare of a nurse. According to Salvagioni, Melanda, Mesas, González, Gabani and Andrade (2017), nurses have to be attached to their patients to understand their problems better and to work with them collaboratively towards developing a more appropriate intervention. When a nurse is physically or mentally detached from the patient and other healthcare professionals, the element of caring may become lost, and this could impair the quality of services and patient safety as well. Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper This practice intervention project has suggested nurse burnout education and particularly with a focus on peer education. This theory is supported by several theories, including the theories of social learning, reasoned action, diffusion of innovation, participatory education, and differential association theory, among others. In social learning theory, Abdi and Simbar (2013) argue that human behavior and social situations can elicit behavioral change and particularly if an individual develops the right interpretation of the system and the values. This theory promotes social learning, learning in groups, or learning with a high level of flexibility as a way of enhancing the values that a nurse develops from the training process. As such, organizations should encourage peer education as much as possible as this theory supports their success over other instruction-based learning. Nurses are likely to have people whom they look up to for guidance and mentorship. This is a concept that is supported by the theory of reasoned action. According to Hackman and Knowlden (2014), this theory asserts that nurses can easily learn from influential people they trust, and whose ideologies and values have been proven to succeed. When designing peer education programs, healthcare organizations need to allow nurses to learn amongst themselves while availing role models or successful people from within or outside the organization. This theory is founded on similar analogies to the theory of diffusion learning that considers opinion leaders or influential people as ones who are capable of influencing the behavior of others by sharing values that have helped them to excel (Mohammadi, Poursaberi & Salahshoor, 2018). In this regard, peer education allows nurses to share their experiences, including their challenges, things that have worked, and those that have failed. For nurses who are known to succeed, and particularly nursing leaders or those who receive occasional promotion, it is likely to influence new nurses and those experiencing challenges in realizing their problems, potential solutions, and implementing solutions to their problems. Peer education is widely considered as an empowerment process. Rather than offering instructions and dictating things that nurses should do to improve themselves, organizations ought to allow them to share among themselves and develop one another. According to this theory, nurses who feel powerless can easily regain control through participatory learning and particularly since it allows them to accept themselves and to have a better understanding of their problems. This theory’s assertions are reinforced by communication of innovations theory that perceives nurses as capable of realizing their competence and developing more appropriate and personalized solutions to their problems. As such, organizations should only provide influential or successful people as moderators of the training programs and allow the nurses the much-needed flexibility and freedom. Such a program has better chances of success as the nurses can also learn from one another without the limitation of risks of burnout and potential solutions that can be provided by a single individual as is the case with instruction-based learning. Phoenix NURS6247 Nurse Burnout Issue in Healthcare Paper Literature ReviewNurses are expected to be at their optimum physiological, physical, emotional, and mental status during service delivery. According to Makary and Daniel (2016), nursing practice is one of the most critical professions that allow no room for error while at the same time requiring nurses to always be in their optimum status for the best outcomes. Unfortunately, nurses experience several problems that face employees in every other sector. Demotivation, stress, burnout, depression, fatigue, depression, and low levels of satisfaction are common among nurses (Iglesias & Vallejo, 2013; Vermeir, Blot, Degroote, Vandijck … Vogelaers, 2018). Unlike most other professions, however, nursing practice tends to be more demanding and particularly due to the relationship that nurses share with the patients. It is for this reason that problems related to emotions, including stress, depression, and burnout, tend to be more common among nurses than in other areas (Van Bogaert et al., 2017). Nursing burnout is defined as the physical, emotional, and psychological exhaustion that nurses experience in the course of service delivery (Van Bogaert et al., 2017). While it is common for the three forms of exhaustion to manifest themselves at the same time, it is also possible for one or two to affect the nurse. This problem also comes in the form of stress or strain and may have a considerable impact on the performance of the nurse and the relationship between the nurse and the patients or coworkers. Nursing burnout is often evaluated through the Maslach Burnout Inventory (MBI) that measures the level of emotional exhaustion in a nurse, their depersonalization or detachment from other people, and their personal accomplishment (Ribeiro et al., 2014). The problem affects both nurses and physicians. However, its prevalence among nurses has been found to be more common than in other healthcare professionals (Ribeiro et al., 2014). Nurse burnout is a common problem that requires to be addressed more frequently as a strategy for improving the quality of care and patient safety. Unfortunately, many healthcare facilities do not realize the occurrence of this problem and its impact on healthcare professionals (Hall et al. 2016). It was not until the problem became a common area of research that healthcare providers realized the need to evaluate their professionals and implement measures that could address the problem. However, Hall et al. (2016) note that, while many healthcare facilities strive to implement such measures, small and medium healthcare facilities do little to address the problem. While many healthcare providers focus on optimizing the performance of their employees, they fail to realize that the different forms of fatigue or exhaustion can significantly derail their success. Focusing on nursing practice has been shown to improve patient safety by reducing the chances of preventable errors by up to 50%, which could be an important way of raising the credibility of healthcare facilities, improving their health outcomes, lowering their costs of care, and improving compliance with healthcare regulators (Panagiotis et al., 2017). This is a clear indication that every healthcare provider should prioritize addressing this problem as it promises to address many of the issues that are associated with the industry. Nurse burnout affects a large proportion of nurses. Depending on location, assigned ro