Decreasing Nurse Burnout In the Work Place

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Decreasing Nurse Burnout In the Work Place

• By Arthur Lee
• Betty Le
• Gurmeet Shergill
• Jenny Auxier
• Kara Hatt
• Nicolette Rivera

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Table of Contents

• Nurses
• Those at Risk
• What is Burnout
• Effects of Burnout (on RNs and Patients)
• Important Statistics
• Introduction to Appreciative Inquiry
• Plan of Action 4 Ds
• Victor Frankl
• Conclusion

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Nursing.

• Taking care of people and wanting to
• make a difference
• Care-giving nature
• Stressors staffing shortages, corporate
• rules and hospital protocols and regulations,
  lack of training/self confidence
• Draining of positive energy ? Begin to hate going
  to work
• Stressful, intense and hectic work ? Burnout ?
  Compromise

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Those at Risk?

• Nurturing - anticipate the needs of others
• Alone - need someone to fill us up
• Powerless
• Perfectionist and workaholic
• Struggling with their own power, autonomy and
  identity

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What is Burnout?

• Period of prolonged stress
• Wearing down and wearing out of energy
• Exhaustion born of excessive demands
• Feelings state accompanied by an overload of
  stress

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Stages of Stress

• The Alarm Phase
• Perceive a threat (real or imagined)
• Fight or Flight
• The Adaptive/Resistant Phase
• Coping ? depletion of energy
• The Exhaustion Phase
• Chronic stress leading to burnout
• Immediate intervention required

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Effects of Burnouts

• Registered Nurse
• Physical symptoms
• Emotional symptoms
• High stress lack of group
• cohesiveness horizontal violence
• ? absenteeism
• ? in errors in decision making
• ? of team work and group cohesiveness

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Effects of Burnouts

• On the Patients
• ? time at the hospital
• Higher morbidity rate
• ? falls, complaints, infections, pressure sores
• ? medication errors

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Statistics

• By 2016, estimated shortage of 113,000 nurses
• Caused by large numbers of nurses retiring or are
  soon to be retired
• In 2005 of the nursing population,
• 53 45 years old or older
• 10.1 of nurses were 30 years of age or younger
• Budget ? 15 since 1975 from 45 to 30
• Federal/provincial funding has ?
• 95 female

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Appreciative Inquiry

• Change model founded on the heliotropic
  principle, which notes that plants (and people)
  grow towards their source of light
• We are drawn towards positive images of the
  future and positive actions
• Seeks to identify the best in situations and
  people so that it may be understood what
  motivates others
• There are four stages to appreciative inquiry
  Discovery, Dream, Design, Destiny

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4 s
D
D

• iscovery occurs when participants
  discover what they have that gives life, and what
  is happening when they are at their best
• ream wishes for the future and
  unpacking them right in front of all of the
  participants to see and to be encouraged by
• Vision of a better world
• A powerful purpose
• Compelling statement
• esign allow the planning and structuring
  to begin on the project.
• ideal organization and social architecture
• estiny able to continue on in a change
  plan only if 'liberation' is found in and valued
  by society.
• Common purpose and goal identified

D
D
D
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Viktor Frankl

• Taught that the one thing in our control is the
  ability for individuals to choose their attitude
  about a given situation
• Nurses feel taken for granted by management, they
  can still identify what is good in a situation
  and this ability epitomizes the discovery phase.

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Plan of Action For Discovery

• Storytelling by nurses is encouraged and
  interviewing takes place at this time to
  identify
• cultures strengths
• Time when feeling least amount pf stressed at
  work place
• strengths of facility
• Create awareness
• Nurse burnout issue to the BCNU and CRNBC via
  newsletters and conferences and seminars
• Aid in nurse reflect on how the issue affects
  them, their
  colleagues, and their clients

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Plan of Action for Dream

• Government can help decrease nurse burnout by
  addressing the nursing shortage. Suggestions to
  end the shortage are
• Postponing retirement or make it an option
• Recruiting more nurses into the work force by
• ? schooling intake
• Incentive to enter and complete the profession
• ? public relations and media coverage to raise
  awareness

• ? opportunities to train international nurses to
  work in Canada
• ? immigration process
• Offer a signing bonus to attract nurses to enter
  the profession

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Plan of Action for Design

• BCNU
• present the issue of nursing burnout
• make suggestions and recommendations
• CRNBC and the government of BC
• present the issue of nursing burnout
• causes an adverse effect on the patients health
• At work
• Talk to unit managers
• Educate staff to raise awareness
• Push to have more independence in care
• Conduct research studies
• Lobby for regulations

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Plan of Action for Destiny

• Retrieve data after goals have been reached in
  some areas of the plan.
• Data can be collected by having nurses fill out
  another personal "Burnout Assessment Pamphlet"
• Hold more focus groups and spirit sessions
• During focus groups there will be people assigned
  to collect data of nurses opinions
  and personal narratives.

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Conclusion

• Burnout..prolonged stress, out of energy,
  exhaustion from excessive demands, overload
• Stats and research prove that burnout effects
  nurses and clients
• Appreciative Inquiry
• Discovery
• Dream
• Design
• Destiny
• Simple step.encouraged each other
• to practice self care

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References

• Wright, S. (2005). Nursing Standard Essential
  Guide. Harrow, Middlesex, UK RCN Publishing.
• Keller, K.L. (1999). The Management of Stress and
  Prevention of Burnout in Emergency Nurses.
  Journal Of Emergency Nursing. 26(2), 90-95.