Project

Findings are clearly identified.

Nurse burnout has been prevalent in the healthcare profession. This outcome has been identified through cross-sectional studies utilizing Maslach Burnout Scale (Dall’Ora et al.,2020). The results suggested increase workload, inadequate staffing, poor work climate, and low rewards were some of the indicators mentioned in the study.

With these results, nurses demonstrate a decrease in job performance, inadequate decision making skills, delivered poor quality of care to patients, medication errors, infections and reduced patient safety (Dall’Ora et al., 2020). Poor leadership and negative nurse-physician relationships are other effects associated with nurse burnout.

There are many other findings associated with nurse burnout. This condition has been recognized as a real concern for the healthcare community. Nurse burnout causes negative outcomes related to depression, emotional exhaustion, and compassion fatigue (Dall’Ora et al., 2020). It is imperative for nurses to receive the care they require psychologically, so that they are able to provide adequate care to clients.

Recommends practice change with measurable outcomes and addresses feasibility issues.

Managers must control the resources required for nurses to complete their job efficiently on a daily basis (Dall’Ora, et al., 2020).

Rewards is an incentive employers can offer to their employees on a quarterly basis (Dall’Ora, et al., 2020).

Administrators and managers must determine a workload that is practical for nurses to provide adequate care to clients within a sufficient time, usually a week prior to assess adequate staffing (Dall’Ora, et al., 2020).

Weekly staff meetings with employees to address concerns by nurses should be conducted to discuss emotional concerns leading to implications associated with nurse burnout, during this time nurses must be provided with resources to assist with emotional exhaustion.

Quarterly funding should be allocated by the organization for nurses and managers to access for psychological assistance and recreational activities for motivational support.

According to Dall’Ora et al., (2020), six dimensions that affect nurses work performance associated with nurse burnout must be addressed to improve workload, control over resources, reward, community involvement from other nurses, fairness, and values are leading causes of emotional exhaustion. The feasibility for nurses to access the resources required to provide adequate care to patients is essential, and should be readily accessible from the organizational policies and regulations which need to state beneficial information on staffing and managing requirements. Nurse burnout develops in a few ways, excessive job demands and limited resources leading to both exhaustion and disengagement with employees (Dall’Ora et al., 2020).

Suggestions for implementation.

One must raise concerns about fatigue before patient safety is endangered

Need to evaluate the decision to work if insufficiently rested

When working extended schedules, nurses are required to notify their supervisors

Have an ethical obligation to practice safely and must uphold their obligation to arrive at work well-rested and prepared to provide patient care (Dorrian et al., 2006)

Should evaluate the impact of multiple workloads and work environments on fatigue levels and limit the number of overtime hours they agree to work (Carayon, P., & Gurses, A., 2008)

Should identify and work the schedule that is most compatible with their circadian rhythm

Needs to develop support networks (Jennings, 2008)

Discuss with coworkers methods to deal with the difficulties of shift work

Assist colleagues by monitoring for symptoms of drowsiness

Apply new techniques that promote sufficient time for relaxation away from work between shifts