Nurse Burnout Final Project Outline

Nurse Burnout Final Project Outline ORDER NOW FOR CUSTOMIZED AND ORIGINAL ESSAY PAPERS ON Nurse Burnout Final Project Outline Create a professional presentation of your evidence-based intervention and change proposal to be disseminated to an interprofessional audience of leaders and stakeholders. Include the intervention, evidence-based literature, objectives, resources needed, anticipated measurable outcomes, and how the intervention would be evaluated. Nurse Burnout Final Project Outline SUBJECT: NURSE BURNOUT attachment_1 attachment_2 Capstone Project Change Proposal Michelle Kolibas Grand Canyon University-NRS-493 July 12, 2020 Capstone Project Change Proposal Background Positive patient outcomes are dependent on the care extended by practitioners and, most notably, nurses. Nurses who experience exhaustion may fail to reach the necessary care, which affects the final patient outcomes. In the United States, 35-45 percent of nurses in 2019, reported having suffered from professional burnout (Drybye et al., 2019). Another report from the department of professional employees indicates that a third of the total number of nurses in the country report suffering from emotional exhaustion. This often leads to disengagement from the patient and the loss of work morale. The final product of these behaviors is that there is a gap in the provision of care, adversely affecting the patient. Clinical Problem Statement Nurses are required to have a sharp memory and attention to detail. This ensures that they provide the necessary medication and track the patient progress and needs accordingly. However, for the nurses suffering from burnout, this may not be the case. They usually disengage from work and the patients due to emotional exhaustion. This leads to a wide range of mistakes from simple ones such as forgetting the patient’s requests to more complex ones that may include messing up patient medication and ignoring patient safety protocol. When such scenarios occur, it is not only the facility’s and the nurse’s reputation at stake but also the patient’s life, which is the most critical element under consideration here. Other effects may be an increased length of stay due to avoidable medical errors. Nurse burnout may also lead to high staff turnover and cases of depression among the practitioners, which affects the quality of delivery of healthcare. This is because nurse replacement may take quite some time within which there may be a shortage or a decreased patient-nurse ration affecting the quality of care. Purpose of the Change Proposal Concerning Providing Patient Care in the Changing Health Care System This change proposal aims to reduce avoidable medical errors in the course of nursing care service delivery. These medical errors usually extend the patient to stay in the hospitals and, in some cases, may be fatal, which may bring about legal consequences for the hospitals. Since medical errors occur as a result of nurse burnout, the other purpose of this change proposal is to develop strategies that may reduce burnout among nurses in the facility. For the nurses who may be already suffering from exhaustion, the aim is to ensure that there are adequate management strategies of the same to ensure that they feel revamped and re-energized to take on their roles appropriately. PICOT Question The PICOT question lies in preventing avoidable medical errors by putting in place relevant nurse burnout prevention mechanisms. The problem, in this case, is nurse burnout affecting both the nurse and patient populations. Several interventions would be considered to help in the reduction of nurse burnout. One of the strategies under consideration here is to ensure that there are stress management strategies in the workplace. These may include the introduction of stress-relieving and relaxation spaces within the facility. It can also involve having professional mental health specialists to help the nurses cope with the burnout. The last intervention is the reduction of the current nurse-patient ratio and the adoption of the right working hours for nurses to avoid working overtime. The comparison strategy for reducing nurse burnout would be the introduction of coping mechanisms without eliminating the causative factors of burnout. Here, the coping strategies will only be useful in the short term, While this change proposal aims to have a plan that can work in the long run. The target outcome is to have reduced medical errors and increased quality of care due to the elimination or reduction of nurse burnout cases in the facility. This change proposal is meant to be a permanent element of the organization. Therefore, there is no time frame allocated to it as it is a continuous plan. Literature Search Strategy Employed This change proposal was sorted from different medical databases, including CINAHL, EMBASE, and Medline. Here, there were helpful nursing researches, and literature reviews, necessitating the use of keywords. The keywords used were nurse burnout, medical errors, and quality of care. For the articles to be included in the study, they had to be published in the last five years and be available in full, not only an abstract. The exclusion criteria were articles that did not discuss the quality of care from the perspective of nurse burnout. Nurse Burnout Final Project Outline Evaluation of the Literature One of the emergent themes from the literature review was that nurse burnout affected the quality of care. Poghosyan et al. (2017), note that nurses who suffer from burnout are more likely to be disengaged from the patient and offer substandard services. Similarly, Maslach and Leiter (2016) note that nurses’ disengagement may bring adverse effects to the entire hospital with poor relations with other practitioners affecting teamwork, which is a needed element in the course of care. White & Mc Gugh (2019) bring forth the theme of job dissatisfaction among the practitioners due to burnout. Shanafelt (2017), on a study of economic impacts of nurse burnout, note that it brings about job dissatisfaction in that they have to seek medical attention when the emotional exhaustion takes a toll and results in complex conditions such as depression. Additionally, the discontent arising from burnout may lead to adverse economic effects of the healthcare facilities as they keep incurring hiring costs due to the high rates of turnover. Applicable Change or Nursing Theory Utilized The theory that will guide this change proposal is the Lewin’s three-stage change process involving unfreezing, changing, and refreezing. Unfreezing consists of letting go of an old method of doing work that was bringing in the problem. This stage will involve changing the mentality or thought processes of the nurse leaders to accept that nurses’ overworking is a poor practice as it leads to burnout. The change stage involves the actual steps taken for the implementation of the projected change. This will include the introduction of strategies to increase the number of nurses and stress management strategies to ensure the elimination of burnout. The last stage, refreezing, will be the establishment of the new change as a habit. The hospital culture will be adapted so that nurses have stress management strategies, work for regular hours, and have an appropriate nurse-patient ratio. Nurse Burnout Final Project Outline Proposed Implementation Plan with Outcome Measures The expected outcome is the reduction of medical errors arising from nurse burnout problems and the reduction of nurse turnover. The plan is to ensure that nurses have time for stress management mechanisms and facilities within the hospital. The second stage of the project is to increase the number of nurses so that there can be a reduction in working hours. After this, there will be a measure of whether this strategy has reduced the feelings of burnout among the practitioners and the reduction in overall nursing medical errors. This will be measured through nurse surveys and hospital length of stay and medical error records since the intervention. Discussion of How Evidence-Based Practice Was Used In Creating the Intervention Plan Mudallal et al. (2017), note that leader behaviors play an essential role in the reduction of nurse burnout instances. Leaders have the responsibility to identify the causative factors of burnout and implement stress management mechanisms to ensure that there I a decrease in nurse burnout. The leader also has the role of providing a healthy work-life balance by ensuring that the nurse schedules are not overwhelming. This informed the change proposal utilized herein. Nurse Burnout Final Project Outline Plan for Evaluating the Proposed Nursing Intervention The proposed nursing intervention’s evaluation plan is to analyze the percentage decrease in the medical errors resulting from nurse errors. The expectation is that there will be a 60 percent decrease in medical errors. There will also be a measure of nurse turnover decrease levels where the hope is that this will amount to a 40 percent decrease. Identification of Potential Barriers to Plan Implementation, And a Discussion of How These Could Be Overcome One of the primary barriers to implementation is hiring new nurses so that the current ones can have reduced workload. The costs of hiring nurses may be quite expensive, especially if it is not in the hospital’s budget. The other cost challenge would also lie in implementing the facilities that would act as stress relievers in the workplaces, such as relaxation spaces. The hospital should ensure the implementation of this without a compromise on quality, which could be quite tricky. However, the solution for this would be to measure the long term returns of implementation since this is an investment, and there are no possible ways of reducing it. Nurse Burnout Final Project Outline References Dyrbye, L.N., Shanafelt, T.D., Johnson, P.O. et al. (2019). A cross-sectional study exploring the relationship between burnout, absenteeism, and job performance among American nurses. BMC Nursing. 18, 57 Maslach, C., & Leiter, M. P. (2016). Understanding the burnout experience: Recent research and its implications for psychiatry. World Psychiatry, 15(2): 103–111 Mudallal, R., Wafa’a, M. Othman., & Al Hassan, N. (2017). Nurses’ Burnout: The Influence of Leader Empowering Behaviors, Work Conditions, and Demographic Traits. The Journal of Health Care Organization, Provision, and Financing physician burnout: A systematic review and meta-analysis. The Lancet, 388(10057): 2272–2281 Poghosyan, L., Clarke, S., Finlayson, M., & Aiken, L. (2017). Nurse Burnout and Quality of Care: Cross-National Investigation in Six Countries. Research in Nursing and Health Shanafelt, T., Goh, J., & Sinsky, C. (2017). The business case for investing in physician wellbeing. JAMA Internal Medicine, 177(12): 1826–1832 White, E., & Mc Gugh, M. (2019). Registered Nurse Burnout, Job Dissatisfaction, and Missed Care in Nursing Homes. 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