CAMPAIGN NURSING BURNOUT

OBJECTIVES OF COMPAIGN ▪ Making awareness about what is NURSING BURNOUT. ▪ How to recognize burnout.▪ Educating strategies for prevention of burnout to nursing staff ▪ Providing some resources to peers who are going to work

as newly practical nursing graduates.

WHAT IS NURSING BURNOUT ? ▪ “Syndrome of feelings of emotional

exhaustion, depersonalization and reduced personal accomplishment” (Maslach & Schaufeli 1993 as citied in Demerouti, Nachreiner & Schaufeli).

▪ Burnout has been described as a specific kind of occupational stress-reaction among human service professionals, as a result of the demanding and emotionally charged relationships between caregivers and their recipients (Maslach & Schaufeli 1993 as citied in Demerouti, Nachreiner & Schaufeli)

BACKGROUND▪ A national survey done on all sectors of health care with 7,000 Nurses revealed that present health care system contributes to burnout.

▪ The main reasons behind that are increased workload, understaffing, increasing expectations from patients and families and sensory overload (Canadian Nurses Association & Registered Nurses’ Association of Ontario, 2010).

BACKGROUND CONTINUE ▪ A model of burnout and life satisfaction amongst nurses

Journal of Advanced NursingVolume 32, Issue 2, pages 454-464, 25 DEC 2001 DOI: 10.1046/j.1365-2648.2000.01496.xhttp://onlinelibrary.wiley.com/doi/10.1046/j.1365-2648.2000.01496.x/full#f1

WHY NURSING BURNOUT IS PROBLEM ? ▪ Decreased skillful anticipation

▪ Reduced patient safety

▪ Plummeted judgement

▪ Absenteeism (sick leaves)

▪ Lack of concentration (less patient centered care)

▪ Clinical errors

▪ Decreased quality of care provision

THE CAMPAIGN WILL MITIGATE AND MANAGE BURNOUT BY WORKING OUT AT THREE LEVELS

INDIVIDUAL LEVEL

Organizational level

HealthCare

system

ROLES PLAYED BY CAMPAIGN AT SYSTEM –LEVEL ▪ Raising awareness by addressing the

issue of the burnout and its causal factors. (CNA 2010).

For example : what are its consequences on patient safety, work satisfaction and recruitment with all levels of government, the public and the nursing community.

▪ Collaborating with nursing unions in order to develop agendas/ policies to create and sustain healthy work environments.

ORGANIZATION WIDE EFFORTS ▪ Educating administration about need of developing policies that provide time and

space for the rest periods, meals, initiatives for sleep hygiene.

▪ Creating awareness about working condition of nurses to reflect issues of workload per day, per week, including on call and overtime requirements. And how this affects patient safety.

▪ Educating nursing staff and, management in recognizing and managing fatigue to include importance of self-care, the risks associated with burnout.

DIRECTLY SUPPORTING NURSES BY : ▪ Teaching nurses about signs and symptoms of burnout.

▪ Provision of free counselling

▪ Holding sessions on stress and time management

▪ Gatherings of staff after regular periods of time to promote health and wellness.

EVALUATIONS ▪ See chart

CONNECTING TO NEW GRADUATES

REFERENCES ▪ Demerouti, E., Bakker, A. B., Nachreiner, F., &

Schaufeli, W. B. (2000). A model of burnout and life satisfaction amongst nurses. Journal Of Advanced Nursing, 32(2), 454-464. DOI: 10.1046/j.1365-2648.2000.01496.x

 

▪ Canadian Nurses Association, (2010). Taking action on nurse Fatigue. Position statement. (Ontario, CA) Retrieved on February 7, 2017 from https://www.cna-aiic.ca