NURS 6052 Evidence-Based
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Wk9EBPAssign.Pwerpointsample.pptx
Recommending an Evidence Based
Practice Change
NURSG 6052
Nursing Burnout
1
Description of Healthcare Org.
My healthcare organization was founded in 1974
It offers health, social and advocacy services
Services offered to all regardless of insurance status, income, language,
Immigration status, or culture
Focus is on “whole patient care” thus over 50,000 patients are served in
English and more than 14 Asian languages
Medical, dental, & mental health services are offered to all ages
Organizational culture is customer centric
Great efforts are directed to customer satisfaction
External incentives prioritized for motivating nurses and other health practitioners
Effective change communication channels, fostered creativity and innovation
across departments, high employee involvement shows high readiness for change
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Current Org. Problem
Successful healthcare organizations apply various approaches for Employee
Motivation
Overdependency on external incentives to motivate nurses
contributes to the higher rate of nurse burnout
Nursing shortage amidst a growing customer base subject nurses to prolonged
Stress due to long working hours
Lack of clear career progression opportunities and underutilization of
technological solutions make nurses frustrated
My org. thus has high turnover rates due to a generally overwhelmed team
Negative employees are toxic to the organization
The organization incurs millions in lost productivity due to burnout among employees
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Scope of Issue, Stakeholders and Risks
4
Nursing burnout is evidently the issue of
concern in my organization
The change efforts will specifically aim
at enriching job characteristics for the nurses
Job characteristics in this case involves;
The contents,
the methods and
Relationship of the nursing job
Focus is ensuing the nursing job satisfies
technological, and organizational requirements
as well as social and personal requirements
of the nurses
The involved stakeholders include
Management- Provide goodwill for change
Nurses- Offer change recommendations
Patients- Assess impact of change on care
Other employees- Offer recommendations
And help assess impact on their roles
Broader Community- Supportive environment
The Associated risks
High cost of implementation
Loss of some nurses after heavily investing in
their development
Long period of time to fully realize the impact
of the change
Scope
Stakeholders
Risks
Evidence Based Change Idea(EBP Approach)
| Steps | Change Idea Development |
| Ask Question | Among burned out nurses in my organization, what are the impacts of job redesign compared with monitory incentives on eliminating nursing burnout? |
| Evidence | Achim, Simone, and Anna, (2011)- staffing is related to burnout among nurses. Job characteristics that envisages task stressors predict high burnout among nurses thus eliminating job stressors is necessary to overcome burnout Jourdain, and Chênevert, (2010)- Structuring nurses’ tasks & role reduces work overload and increases the meaning of their work. Emotional exhaustion leads to high stress levels thus nursing burnout Sekar, et al., (2020)- Job characteristics that foster intrinsic motivation foster job ownership and satisfaction thus declining burnout among nursing profession Jackson et al.,(2014)- Work redesign aligns job characteristics to organizational vision and makes the work environment more enriching and encouraging by eliminating workload and other stressors therefore achieving role optimization |
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| Critical Appraisal of Evidence | |
| Integration | My organization should; Ensure assigned nursing tasks match the skills, knowledge and the abilities of individual nurses Reduce monotony of doing similar tasks over and over through job enlargement Ensure nurses are provided with emotional support Reducing workload for nurses through task analysis Providing a clear path for career development and advancement for nurses Explore automation to make nursing work interesting Provide adequate rest time for nurses by having enough work shifts |
| Evaluation | Success will be informed by high motivation, commitment and job satisfaction, high productivity, lower turnover rates, and a generally happy workforce. |
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Elimination of
Burnout
Knowledge Transfer Plan
Knowledge Creation
Fostered;
collaboration
Interaction (team work) and
Organizational learning
Knowledge Dissemination
Use of multiple channels to
disseminate knowledge such as memos,
emails,
Clarity in communication
Top-down and bottom-up communication
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Organizational Adoption and
Implementation
Assessment of knowledge based on
organizational goals and objectives and
goals of nursing profession
Change will be adopted across departments
simultaneously
Departmental heads will be in charge of
leading implementation process
Change process will be evaluated
Periodically to assess effectiveness and make
necessary changes
Communication will be a continuous
process during the implementation process
Measurable Outcomes
90% reduction in nursing burnout
90% increase in motivation among the nurses
65% increase in productivity of the nurses
80% reduction in turnover rates
65% increase in overall organizational productivity
70% increase in organizational recruitment cost savings
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Lessons Learned
The critical appraisal of the evidence from peer reviewed articles
led to the awareness that job characteristics have a direct association with
nursing burnout. Enhancing job characteristics through job redesign eliminate
job stressors thus increasing the motivation of nurses which translates to
reduced rate of nursing burnout
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Summary of Critical Appraisal
One important take away from completing the evaluation table within
the Critical Appraisal Tool Worksheet Template was a fostered understanding
of the levels of evidence
Understanding the level of evidence a given article presents is an important
starting point for assessing the quality of evidence and its impact on
decision making process
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Critical Appraisal Tool Worksheet Template
References
Achim Elfering, Simone Grebner, & Anna Dudan. (2011). Job Characteristics in Nursing and Cognitive Failure at Work. Safety and Health at Work, 2(2), 194–200. https://doi-org.lopes.idm.oclc.org/10.5491/SHAW.2011.2.2.194
Jackson, K., White, D. E., Besner, J., & Norris, J. M. (2014). Optimizing enactment of nursing roles: redesigning care processes and structures. Journal of Healthcare Leadership, 1. https://doi-org.lopes.idm.oclc.org/10.2147/JHL.S53603
Jourdain, G., & Chênevert, D. (2010). Job demands–resources, burnout and intention to leave the nursing profession: A questionnaire survey. International Journal of Nursing Studies, 47(6), 709–722. https://doi-org.lopes.idm.oclc.org/10.1016/j.ijnurstu.2009.11.007
W.J, N., Sekar, L., Manikandan, A., K, M., T, G., Shriraam, V., Silambanan, S., & R, P. (2020). Mahamantra chanting as an effective intervention for stress reduction among nursing professionals—A randomized controlled study. Advances in Integrative Medicine. https://doi-org.lopes.idm.oclc.org/10.1016/j.aimed.2020.05.007
