Practicum on Caregiver Role Strain and Nurse Burnout
Practice Issue and Evidence Summary (Corrected Milestone 1)
According to the survey-based research conducted on 1774 workers, burnout in nurses depicts itself in numerous ways. These include depersonalization, overinvestment, stress at work, and emotional exhaustion. This outcome resonated with existing findings hence a need for interventions to reduce workplace stress. Some of the interventions include cognitive behavioral therapy and stress-coping exercises proven to be effective. Counseling also plays an instrumental role in limiting job stress. Strain sets in when the players fail to meet their roles and nurses fail to offer quality services. It also affects turnover in organizations which is expensive. Thus, counseling can help identify the environmental factors associated with stress. Responding to role strain also involves co-management, where decisions are made collaboratively. The work environment should also be improved to counter burnout, reducing patients' mortality rate. However, this correlation does not translate to causality. Thus, role strain and burnout are the main problems faced by nurses.
Comprehensive Action Planning and Interdisciplinary Team Collaboration (Corrected Milestone 2)
Responding to burnout requires nurses to be part of a community network and equipped with appropriate skills to counter burnout. The second level includes interventions like better sleeping habits and integration of relaxing behavior like meditation and listening to music. Family dynamics like racialization should also be clearly understood. The benefits of such interventions are improved relationships, quality of life, and reduced stress levels hence better performance. Other support interventions include nurse motivation and enhanced collaboration. All these aims at realizing clinical goals
Summary of Implementation in the Clinical Area of Practice
The implementation involves using data derived from Oldenburg Burnout Inventory (OLBI). The tool measures exhaustions by analyzing sixteen statements. Exhaustion values are labeled using even numbers 2 to 16, and disengagement is recorded using the odd scale from 1 to 15. The implementation procedure involves three nurses and a supervisor, all operating remotely. The assessment tool is administered to the three nurses, identifying three interesting items daily for two weeks. Documentation of collaboration among peers and with leaders is recorded for four weeks. It also records teamwork collaboration for one week. Nurse education is also integrated to cover daily content for four weeks. The wellness activity of the nurse is recorded bi-weekly for four weeks. Lastly, the assessment tool is readministered. Since the process is done remotely, the data is captured during Zoom meetings.
Analysis of the Outcomes
As explained, OLBI covers two aspects. First is the exhaustion-vigor, and the second is cynicism-dedication. Disengagement items are odd values from 1 to 15, and exhaustion items are even values from 2...
…the nurses' disposal influence role strain and nurse burnout. This emanates from the leadership characteristics in the work environment and how the nurses interact with their peers. Since these factors vary from one caregiver environment to another, giving a specific OLBI score represents all nurses (Anderson et al., 2021). Nurses in environments with better access to resources have lower burnout levels than those in strained environments. All other factors held constant (Mbanga et al., 2018). Here, this environment is determined by the capability of hospitals to equip the nurses with the right tools and human resources accessible to them.Plan to Disseminate Results
The results from OLBI are used in initiating interventions and are disseminated to hospital administration to help structure the best work environment for nurses to minimize burnout. The results are also shared for academic research purposes to build on existing research on how burnout and role strain affect the quality of services offered by nurses. The results and interventions are also crucial to the nurse. It gives them a broader understanding of their working capabilities hence identifying the factors that make them experience high burnout. As a result, they can adopt a different approach to help them maximize their output.
Summary
OLBI gives a good representation of burnout level hence aiding in designing a conducive working environment for nurses. It also…
References
Anderson, N., Pio, F., Jones, P., Selak, V., Tan, E., Beck, S., Hamilton, S., Rogan, A., Yates, K., Sagarin, M., McLeay, A., MacLean, A., Fayerberg, E., Hayward, L., Chiang, A., Cadzow, A., Moran, S. & Nicholls, M. (2021). Facilitators, barriers and opportunities in workplace well-being: A national survey of emergency department staff. International Emergency Nursing, 57. https://doi.org/10.1016/j.ienj.2021.101046
Delgadillo, J., Saxon, D., & Barkham, M. (2018). Associations between therapists' occupational burnout and their patients' depression and anxiety treatment outcomes. Depression and Anxiety, 35(9), 844–850. https://doi.org/10.1002/da.22766
Demerouti, E., Demerouti, E., Bakker, A. B., Vardakou, I., & Kantas, A. (2003). The convergent validity of two burnout instruments. European Journal of Psychological Assessment, 19(1), 12–23. https://doi.org/10.1027//1015-5759.19.1.12
Mbanga, C., Makebe, H., Tim, D., Fonkou, S., Toukam, L., & Njim, T. (2018). Determinants of burnout syndrome among nurses in Cameroon. BMC Research Notes, 11(1). https://doi.org/10.1186/s13104-018-4004-3
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