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Finding Coping Skills to Alleviate Nursing Burnout

An Application of the Theory of Adaptation by Jennifer Kolker RN, BSN

Jennifer Kolker

on 2 May 2010

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Transcript of Finding Coping Skills to Alleviate Nursing Burnout

The Issue The Population Analyze Desired Outcomes
Strategies Who to Influence
Nursing is a demanding career! Involves:
High levels of critical thinking
Long hours and physical work
A calling to care for others
Job DISsatisfaction was found to be
four times highers for nurses than for
all US workers (Garret, 2008). One in five nurses plans to leave
thier current jobs within a year (Garret, 2008). This affects:
Nurses & Their Families
Everyone! BURNOUT=
Occurs when the physical & emotional stress
of nursing overwhelms the nurse physical & emotional symptoms professional dissatisfaction SYMPTOMS depleted energy
reserves lowered resistance
to illness increased dissatisfaction and pessimism increased absenteeism inefficiency at work Definitions Direct Care Nurses For each additional patient,
there was a 23% increase
in the odds of burnout
(Kanai-Pak et al., 2008). lapse in attention to detail
compromised problem solving
slowed reaction times
decreased energy for tasks depersonalization of patients
feelings of reduced personal acomplishment
contagious amongst nurses
Need to have meaningfulness Take the correct course of ethical action (especially critical care nurses) Meet the high levels of altruistic values and meet ideals of helping people in need. FINDING COPING SILLS TO ALLEVIATE NURSING BURNOUT AN APPLICATION OF THE THEORY OF ADAPTATION by Jennifer Kolker RN, BSN Policies:
ratios/ breaks/ adaquate staffing
mandatory overtime
recognition of staff
continuing education

California has mandated ratios for nurses to patients.
While hospital stakeholders supported 10:1 patients
to nurses, the goverment mandated 5-6:1 on medical surgical units (Garret, 2008). Variables that affect the issue:
type of nursing unit
staffing level
culture of nursing staff
Access to health care of population:
Nurses are not always the best advocates for themselves Financial Implications:
staffing is critical
turnover is costly
education/ recognition of staff Ethical Issues:
patient care is at the heart of every outcome 1. The hospital will regularly recognize staff and their performance, and attempt to increase job satisfaction by providing detailed and specific recognition of achievements and sacrifices. 2. The hospital will create an environment with team-centered values and interdependency amongst staff. Steps will be taken to build group cohesiveness through encouraged peer support, staff development, discussions and in-services. A culture of openness, asking for and accepting help will be developed. 3. The hospital will educate nurses on creating a sense of balance in work and life, and cultivating the ideals of caring and compassion. Nurses will be encouraged to keep a sense of humor. Demands on time will be avoided so that staff may balance work with love, pleasure, relaxation, and spirituality. 4. The hospital will have and maintain appropriate staffing. Nursing staff will have appropriate breaks and allowances for stress relief. Opportunities to vary professional responsibilities will be provided. 5. Nursing staff will not skip meals or breaks, or disregard their need for sleep. Nurses will take care of themselves nutritionally, and the hospital will provide adequate staffing and education on how to apply a healthy lifestyle. 6. The hospital will watch nursing staff for signs of significant stress in staff. Nursing staff will be encouraged to admit the stresses and pressures that have manifested physically, mentally, or emotionally. The hospital will offer appropriate help to provide a sense of support and validation. THANK YOU!!! Theory of Adaptation
by Sister Calista Roy As external and internal environmental changes occur, the person or group needs effective coping skills to protect their physiologic, psychic, and social integrity. Without these effective coping skills, unmanagable stress will lead to higher rates of burnout and job dissatisfaction. 5 common causes of burnout Emotional & Moral Stress Physical Stress & Fatigue Engagement of Staff Support & Praise of Staff Deterioration of Relationships Between Staff 4 modes of adaptation:
role funtion
interdependance Modes: physiologic, role function Modes: self-concept, role function modes: interdependance, self-concept, role function modes: interdependance, self-concept Mode: physiologic modes: interdependance, self-concept, role function Physical Stress & Fatigue
minimize break skipping
control voluntary overtime
safe numbers of patients Emotional & Moral Stress
create a culture of helpfulness
encourage nurses to find their "niche"
provide routes of reporting unethical behavior Engagement of Staff
team building activites
educational/networking days
instruction on work/life balance Support & Praise of Staff
regularly recognize achievements/sacrifices
vary professional duties
allow staff to direct change

Deterioration of Relationships Between Staff
instruction on communication expectations
hire physicians who value communication
create mentors/support for new staff Managment Physicians Staff Educators Financial Supervisors Aw, heck- EVERYONE! Measures:
engagement scores
nurse turnover
inservice participation/ usage
"call ins" overtime usage
patient satisfaction scores
patient mortality/morbidity Financial:
Ability to stay on budget with increased staff (nurses and educators), increased programing, and increased incentives. Morale issues can cost up to 25% in hidden productivity losses (ThomasGroup, 2010). The cost of replacing one full-time registered nurse averages $36,567 (Robert J Wood Foundation, 2009).
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