presentation

November 25, 2019

SECTION D: HEALTHCARE BURN OUT SOLUTION 1

Healthcare Burnout Solution

In this study, I will employ Roger’s Diffusion of Innovation theory in the implementation of the change people would like to see in the healthcare system. Healthcare burnout is a thorn in the flesh of many medical practitioners who should be the key people giving hope to those they care for within the system. The theory will give insights into how ideas in the technological aspect can help in bringing change in any setting. This is because the rate can show how change can be brought through technological ideas.

Stages in Implementation

Employment of the given steps in making burnout in the healthcare sector will be an important venture. The steps outlined here will help the theory have a more meaningful influence on the problem in question. The theory makes use of major steps that are crucial in the determination of results (Font, 2016). It starts with the main innovation needed to sort the problem. The channels of communication that will be used by the responsible parties follow this. Time is needed to make sure that a comprehensive analysis is given to the issue at hand. Lastly, a social system is employed that allows the session to be as interactive as possible.

To start, the issue of healthcare burnout has been a threat to the medical community since professionals first started realizing the pressures and stress associated with the profession and the need to find a way to relieve those stresses. The innovation in this case will be the use of an electronic healthcare system that will help in a tremendous way. This system will help in the reduction of stress and the time drain that is experienced by health officers (Todaro-Franceschi, 2019). The traditional manual ways have proven to be tedious and time consuming, thus adding to the stress of the healthcare worker through the tedium of the process.

The changing perspective from using the traditional system to electronic healthcare systems makes work easier and reduces the time taken to memorize the patients records (Todaro-Franceschi, 2019). The emotional exhaustion that brings burnout ends up being eliminated because time will be used in a more efficient and impactful way. This is done through the creation of patient portals that help them have an individual recording with the needed credentials. Scheduling and creating appointment reminders becomes easier as well.

The channels of communication must start from the administrative level. Management must have an idea that the professional performance in this field is based on how mentally and emotionally healthy the healthcare worker is. This calls for immediate implementation of the electronic health recording (EHR) system to make work easier for the healthcare worker. The communication system should be accomplished in an online set up or format where all healthcare professionals involved in a patient’s care would have an opportunity to embrace and appreciate the change (Olsson, Skovdahl & Engström, 2016). Cooperation from management makes the healthcare worker feel like their welfare is of concern to management.

The issue of time in the implementation strategy will allow management to look for necessary resource capacities to affect the change. This is because the system implemented to eradicate the issue of burnout needs a financial investment. The funding mechanism needed in the field may not be immediate since resource allocation needs to reexamine where funds are disbursed. This causes staff to become concerned with a way to actualize a quality strategy that will allow the process to be implemented professionally (Fong, 2016). The timeline needed in this case also needs to be communicated to all concerned parties to allow them time to psychologically process the change.

Finally, the social system employed in the change implementation needs to be user-and interface friendly with other healthcare needs and processes. As far as the welfare of the healthcare professional is concerned, the system need to take into account the needs of patients. They should take the time to discuss with patients and/or their advocates, and society the need to embrace the change (Lien & Jiang, 2017). The communication channels need to be open and non-hostile to create and maintain the right attitude between all the stakeholders.

Conclusion

This model will be useful in the general performance of healthcare workers who need the best environment to execute their duties. It will be important for them to have a feeling of concern and care from all involved parties. It will also allow for better quality and efficient patient care. This implies that the change theory will be impactful in the social angle as well in the end.

References

Fong, C.M. (2016). Role overload, social support, and burnout among nursing educators. Journal of Nursing Education, 29(3), 102-108.

Lien, A.S., & Jiang, Y.D. (2017). Integration of diffusion of innovation theory into diabetes care. Journal of Diabetes Investigation, 8(3), 259.

Olsson, A., Skovdahl, K. & Engström, M. (2016). Using diffusion of innovation theory to describe perceptions of a passive positioning alarm among persons with mild dementia: a repeated interview study. BMC Geriatrics, 16(1), 3.