Decreasing Nurse Burnout In the Work Place

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Table of Contents. NursesThose at RiskWhat is BurnoutEffects of Burnout (on RNs and Patients)Important StatisticsIntroduction to Appreciative InquiryPlan of Action: 4 D'sVictor FranklConclusion. Nursing

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Decreasing Nurse Burnout In the Work Place

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1. Decreasing Nurse Burnout In the Work Place By: Arthur Lee Betty Le Gurmeet Shergill Jenny Auxier Kara Hatt Nicolette Rivera

2. Table of Contents Nurses Those at Risk What is Burnout Effects of Burnout (on RNs and Patients) Important Statistics Introduction to Appreciative Inquiry Plan of Action: 4 D’s Victor Frankl Conclusion

3. Nursing…. “Taking care of people” and “wanting to make a difference” Care-giving nature Stressors: staffing shortages, corporate rules and hospital protocols and regulations, lack of training/self confidence Draining of positive energy ? Begin to hate going to work Stressful, intense and hectic work ? Burnout ? Compromise

4. Those at Risk? Nurturing - anticipate the needs of others Alone - need someone to fill us up Powerless Perfectionist and workaholic Struggling with their own power, autonomy and identity

5. What is Burnout? Period of prolonged stress Wearing down and wearing out of energy Exhaustion born of excessive demands Feelings state accompanied by an overload of stress

6. Stages of Stress The Alarm Phase Perceive a threat (real or imagined) Fight or Flight The Adaptive/Resistant Phase Coping ? depletion of energy The Exhaustion Phase Chronic stress leading to burnout Immediate intervention required

7. Effects of Burnouts Registered Nurse: Physical symptoms Emotional symptoms High stress + lack of group cohesiveness = horizontal violence ? absenteeism ? in errors in decision making ? of team work and group cohesiveness

8. Effects of Burnouts On the Patients: ? time at the hospital Higher morbidity rate ? falls, complaints, infections, pressure sores ? medication errors

9. Statistics By 2016, estimated shortage of 113,000 nurses Caused by large numbers of nurses retiring or are soon to be retired In 2005 of the nursing population, 53% 45 years old or older 10.1% of nurses were 30 years of age or younger Budget ? 15% since 1975 from 45% to 30% Federal/provincial funding has ? 95% female

10. Appreciative Inquiry Change model founded on the heliotropic principle, which notes that plants (and people) grow towards their source of light We are “…drawn towards positive images of the future and positive actions” Seeks to identify the best in situations and people so that it may be understood what motivates others There are four stages to appreciative inquiry: Discovery, Dream, Design, Destiny

11. 4 ’s iscovery: occurs when participants discover what they have that gives life, and what is happening when they are at their best ream : wishes for the future and unpacking them right in front of all of the participants to see and to be encouraged by Vision of a better world A powerful purpose Compelling statement esign: allow the planning and structuring to begin on the project. ideal organization and social architecture estiny: able to continue on in a change plan only if 'liberation' is found in and valued by society. Common purpose and goal identified

12. Viktor Frankl Taught that the one thing in our control is the ability for individuals to choose their attitude about a given situation Nurses feel taken for granted by management, they can still identify what is good in a situation and this ability epitomizes the discovery phase.

13. Plan of Action For Discovery Storytelling by nurses is encouraged and interviewing takes place at this time to identify: culture’s strengths Time when feeling least amount pf stressed at work place strengths of facility Create awareness: Nurse burnout issue to the BCNU and CRNBC via newsletters and conferences and seminars Aid in nurse reflect on how the issue affects them, their colleagues, and their clients

14. Plan of Action for Dream Government can help decrease nurse burnout by addressing the nursing shortage. Suggestions to end the shortage are: Postponing retirement or make it an option Recruiting more nurses into the work force by: ? schooling intake Incentive to enter and complete the profession ? public relations and media coverage to raise awareness

15. Plan of Action for Design BCNU: present the issue of nursing burnout make suggestions and recommendations CRNBC and the government of BC: present the issue of nursing burnout causes an adverse effect on the patient’s health At work: Talk to unit managers Educate staff to raise awareness Push to have more independence in care Conduct research studies Lobby for regulations

16. Plan of Action for Destiny Retrieve data after goals have been reached in some areas of the plan. Data can be collected by having nurses fill out another personal "Burnout Assessment Pamphlet" Hold more focus groups and spirit sessions During focus groups there will be people assigned to collect data of nurses opinions and personal narratives.

17. Conclusion Burnout…..prolonged stress, out of energy, exhaustion from excessive demands, overload Stats and research prove that burnout effects nurses and clients Appreciative Inquiry: Discovery Dream Design Destiny Simple step….encouraged each other to practice self care

18. References Wright, S. (2005). Nursing Standard Essential Guide. Harrow, Middlesex, UK: RCN Publishing. Keller, K.L. (1999). The Management of Stress and Prevention of Burnout in Emergency Nurses. Journal Of Emergency Nursing. 26(2), 90-95.

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