Assignment: Developing Organizational Policies and Practices
Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly.
Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice.
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Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.
The Assignment (1-2 pages):
Developing Organizational Policies and Practices
Add a section to the 2-3 page paper you submitted in Module 1. The new section should address the following in 1-2 pages:
Identify and describe at least two competing needs impacting your selected healthcare issue/stressor
- Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.
- Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.
- Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.
- Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.
Assignment: Developing Organizational Policies and Practices Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader,
Analysis of a Pertinent Healthcare Issue: Nursing Burnout Shannon Pierce NURS 8053N Interprofessional Organizational and Systems Leadership Dr. Gloria Beecher June 10, 2022 Analysis of a Pertinent Healthcare Issue: Nursing Burnout Introduction Nursing shortages have been linked to professional and personal factors such as unreasonable job expectations, bad working conditions, work demands that exceed available resources, poor collegial relationships, increased work dangers, and a lack of autonomy and control over practice. Workload, control, incentive, community, and fairness mismatches all contribute to the development of nursing burnout. Burnouts among nurses are associated with lower quality of life, increased performance level issues, decreased organizational engagement, and increased nurses’ intention to leave their employment. This study will look into the prevalence of nurse burnout in my workplace and offer effective burnout management measures based on research and based on what other mental healthcare organizations have implemented. National Healthcare Issue Nursing shortages have been linked to professional and personal factors such as unreasonable job expectations, bad working conditions, work demand that exceeds resources, poor collegial relationships, increasing work dangers, and a lack of autonomy and control over practice. According to Dall’Ora and Saville (2021), the high workload is connected with emotional exhaustion, whereas the nursing staffing level is associated with three burnout subscales. Nurse burnout is widespread in mental health and substance abuse centers because nurses bear a considerable interpersonal burden in caring for mental health care users (MHCUs) with compound emotional demands (Reith 2018). In MHCUs, nurses still have to balance caring for patients while exerting social control. Furthermore, mental health nurses have experience patients in MHCUs who are hostile against other patients or wish to commit suicide. The experience does provide unpredictable, unstable conduct, which causes renter mental health nursing to be demanding and stressful, resulting in burnout. Working with mentally challenged persons demands a lot of effort and time, which contributes to emotional tiredness in my workplace. For example, in my mental health environment, the hospital has a high inpatient rate of mentally challenged patients compared to the staff nurse ratio (Reith 2018). As a result, nurses are subjected to a high workload, rotational shifts that disrupt sleep patterns, significant emotional tiredness as nurses attempt to manage family time and work demands, and high public and professional expectations. Summary of Two Articles According to Tununu & Martin (2020), the mental health work environment is demanding. This is because nurses are required to maintain tight interpersonal relationships with patients. The atmosphere is complex and stressful, which may put nurses at risk for burnout. Nurses do experience emotional weariness, which occurs when they feel incapable of giving of themselves on a psychological level. However, mental health nurses may also be unhappy with their job performance. According to LópezLópez (2019), nurses are always susceptible to burnout due to prolonged exposure to work pressures. The physical and mental effects of burnout on nurses include headaches, sleeplessness, and irritability. LópezLópez (2019) identifies high commuting distance as a barrier to the nurse’s participation in professional development activities, and personalization resulting from an organizational difficulty as a cause of a work overload situation. Clinical practice can help combat nursing burnout. The clinical practice entails maintaining a safe working environment to prevent accidents and employing sufficient nursing personnel to reduce workload. In addition, nurse education and leadership support to nurses is a tactic being utilized in various mental healthcare settings. The nurses are required to participate in an in-service training program which provides them with the stress management skills essential to deal with work-related stress. To demonstrate support for a healthcare professional, it is important leaders to provide clinical supervision that facilitates the development of knowledge and competence via professional support and learning. Positive perceptions of their working conditions are diminished when there is right social support. Other organizations combat nurse burnout by providing mental health days and a debriefing session. The session will enable nurses to express their feelings with a competent counselor who can detect stress sources and provide redress. Summary of Strategies proposed in the article selected. The two articles recommend nursing education and clinical practice to reduce nurse burnout. LópezLópez, (2019) lists strategies such as professional training, hiring more nurses, leadership support, and in-services training. These measures will help nurses gain the required skills to deal with work stress if applied in my workplace. Clinical supervision and leadership support are useful in demonstrating support for healthcare professionals and making nurses feel their contributions to the facility are respected and appreciated. Increasing the number of nurses will help eliminate the workload and shift rotations that disrupt the sleep patterns of nurses. The procedures may eliminate the patient’s emotional weariness and stressors. However, increasing the nurse-to-patient ratio increases payroll costs. Conclusion Nurses are always at risk of burnout due to long-term exposure to work pressures and the emotional tiredness that comes with the job. Nurses working in mental health facilities are subjected to increased workloads due to a shortage of nurses, conflicting duties, and experiencing feelings of job dissatisfaction. The research recommended nurse education and clinical practice review as appropriate strategies for addressing nurses’ burnout. These strategies will reduce nurse workload in mental health settings and educate nurses about stress management. Nurses will feel respected and appreciated if they receive leadership and social support. Other organizations recommended debriefing sessions as nurse burnout management techniques. References Dall’Ora, C., & Saville, C. (2021). Burnout in nursing: what have we learned and what is still unknown. Nurs Times, 43-4. López‐López, I. M., Gómez‐Urquiza, J. L., Cañadas, G. R., De la Fuente, E. I., Albendín‐García, L., & Cañadas‐De la Fuente, G. A. (2019). Prevalence of burnout in mental health nurses and related factors: a systematic review and meta‐analysis. International journal of mental health nursing, 28(5), 1035-1044. Reith T. P. (2018). Burnout in United States Healthcare Professionals: A Narrative Review. Cureus, 10(12), e3681. https://doi.org/10.7759/cureus.3681 Tununu, A. F., & Martin, P. (2020). Prevalence of burnout among nurses working at a psychiatric hospital in the Western Cape. Curationis, 43(1), e1–e7. https://doi.org/10.4102/curationis.v43i1.2117