Nursing Mental Health And Burnout Discussion

Nursing Mental Health And Burnout Discussion

This is presentation I need completed but Iâ€™ll do the recording and I have a majority of the information that can be used I just donâ€™t have time to complete it.

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Business Case Topic
Problem Identification: Nursing mental health and burnout have been an ongoing issue within the health care profession, primarily in the acute and critical care settings. In recent years the Covid-19 pandemic has increased nurse workload, stress, and overall burnout rates, leading to high staff turnover and employee dissatisfaction with current work environments. This poor mental health and dissatisfaction lead to more adverse events, medical errors, poor patient outcomes, and increasing medical care costs for both patients and facilities.
Current Situation: The rate of nursing staff burnout and turnover increasing is due to the increased workload, including patient care and lack of mental health resources. Critical care nurses are among the highest population affected by burnout, â€œ54% of clinicians in the US experience burnout symptomsâ€ (Shah et al., 2021). Burnout is a very relevant topic as more nurses leave staff positions and turnover rates continue to rise (Soto-Rubio et al., 2020)Nursing Mental Health And Burnout Discussion.

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Proposed Evidenced Based Solution: Education for leadership and staff, including appropriate training to inform staff on nurse burnout and its effects on nursing staff environment, patient care, and nurse turnover. While educating, stress management techniques will be provided, and resource availability for mental health will be created. Implementing an educational program, incorporating resources in facilities like stress management strategies and safeguarding resources such as group therapy or post-care debriefings, limiting overtime hours permitted, and ensuring nurses receive their 30 min lunch break daily, promotes mental health wellbeing, staff workplace satisfaction, in return, prevents, reduces, and eliminates nurse burnout while improving quality of patient care and outcomes (Kelly et al., 2021). In addition to improved mental health, quality patient care, and outcomes, nursing retention will improve, reduce financial spending on training, educate new staff, and enhance the quality of care as nurses become more seasoned.
Impact of Policy Change: Nurse burnout costs an additional $9 billion for hospitals annually and costs the entire healthcare system $14 billion each year (Kelly et al., 2021). Through the implementation of these mental health resources, facilities could not only save billions but could improve patient care outcomes. In addition to the disruption to patient care, the loss of a nurse leaving their position is also associated with significant financial costs, estimated from $11,000 to $90,000 per nurse with up to $8.5 million in associated wider costs (Kelly et al., 2021) The reduction of nurse burnout and turnover would reduce the cost of medical care for facilities and patients as well as reducing adverse or medical errors when providing care (Kelly et al., 2021)Nursing Mental Health And Burnout Discussion.
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References
Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96â€“102. https://doi.org/10.1016/j.outlook.2020.06.008
Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and factors associated with nurse burnout in the us. JAMA Network Open, 4(2), e2036469. https://doi.org/10.1001/jamanetworkopen.2020.36469
Soto-Rubio, A., GimÃ©nez-Espert, M., & Prado-GascÃ³, V. (2020). Effect of emotional intelligence and psychosocial risks on burnout, job satisfaction, and nursesâ€™ health during the covid-19 pandemic. International Journal of Environmental Research and Public Health, 17(21), 7998. https://doi.org/10.3390/ijerph17217998

Capstone Project Change Proposal

Change is inevitable in a healthcare organization. It enables medical facilities to implement evidence-based interventions required to improve the quality, safety, of efficiency of patient care. Therefore, the proposed change is based on an existing gap or a particular clinical issue that requires to be addressed. This capstone project addresses nurse burnout, a significant clinical issue facing the selected healthcare organization. The change will involve various stages, including defining project objectives, outcomes, and the evaluation plan Nursing Mental Health And Burnout Discussion.

Problem Statement

An increase in nurse burnout is a significant clinical issue facing various healthcare organizations, especially during and after the COVID-19 pandemic. According to Shah et al. (2021), approximately 54% of critical care nurses in the US have experienced burnout symptoms. Nurse burnout is associated with work-related factors, including long shifts, high workload among nurses, lack of mental and psychological health resources, and high nurse-to-patient ratio (Soto-Rubio et al., 2020). Burnout is a major clinical concern since it is associated with adverse health outcomes, including a high rate of preventable medical errors, adverse events such as a high rate of patient falls, reduced quality of patient care, and a high turnover rate among nurses (Soto-Rubio et al., 2020)Nursing Mental Health And Burnout Discussion. According to Eltaybani et al. (2021), critical care nurses are more prone to burnout, fatigue, and work-related distress, increasing the rate of medical errors, safety issues, and patient adverse events in the emergency department. Thus, evidence-based change should be implemented in clinical units and departments with a high rate of nurse burnout to prevent potential adverse outcomes.

Purpose of Change Proposal

This change proposal aims to educate acute care nurses on stress management practices and advocate for increased accessibility to mental health resources and mental health safeguards among critical care nurses. Critical care nurses are subjected to an increased number of severely ill or injured patient populations, requiring extensive labor and mental fatigue, making them the highest population of nurses predisposed to burnout (Aryankhesal et al., 2019). As little to no resources are available, nurses experience nurse burnout, including emotional and physical fatigue, exhaustion, depersonalization, feelings of failure, reduction in coping mechanisms, negative attitude towards the job, and low self-efficacy” (Aryankhesal et al., 2019). These symptoms have been shown to lead to high turnover and long-term depression and have been considered a form of Post-Traumatic Stress Disorder (PTSD) (Aryankhesal et al., 2019)Nursing Mental Health And Burnout Discussion. The lack of proper education to staff on nurse burnout and its effects and resources and strategies to prevent, reduce, and eliminate it is not readily available or available at all. Implementing a small change can reduce or eliminate nurse burnout, leading to many positive impacts in the healthcare facility.

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PICOT

The PICOT question statement for this capstone project change proposal is as follows:

Population: Nurses that work in the acute care setting.

Intervention: Practising stress management practices and having mental health resources and safeguards in place.

Comparison: Compared to nurses who do not practice stress management practices and have mental health resources and safeguards in place.

Outcomes: Influence nurse burnout rates, nurse retention rates, quality of care, and patient outcomes.

Time: Eliminate or reduce nurse burnout rates over 30 days of implementing these resources, education, and strategies.

Therefore, the PICOT question statement is, Nurses that work in the acute care setting (P), who practice stress management practices and have mental health resources safeguards in place (I) compared to nurses that do not practice stress management practices and have mental health resources and mental health safeguards in place (C) influence nurse burnout rates, nurse retention rates, quality of care, and patient outcomes (O) over 30 days of implementing these resources, education, and strategies (T)Nursing Mental Health And Burnout Discussion.

Literature Search Strategy Employed

Peer-reviewed scholarly articles dated between the years 2019 to 2021 were utilized to support this capstone change project. The search engines included PubMed, EBSCOhost, and Grand Canyon University Library. Keywords used to find the correct articles included nurse burnout, nurse turnover, nursing errors, critical care nurse turnover, nurse job satisfaction, and quality of care. The sample population utilized in these studies entailed critical nurses who work in various intensive care units across the United States and one study in Iran. The studies were performed before and during the Covid-19 pandemic due to increased nurse burnout and correlating nurse turnover rates. One study categorized nurses receiving appropriate mental health resources compared to one without and found that the survey outcome was nurse retention, staff satisfaction, improved patient care and outcomes, and reduced length of hospital admission (Kelly et al., 2021)Nursing Mental Health And Burnout Discussion. Hospital and nursing attribute selections were randomized from a pool of higher-level acute care units to determine the effect of continued exposure to severely ill and injured patient populations.

Applicable Change or Nursing Theory Utilized

The evidence-based practice provides the most pronounced evidenced research supported by experts in the field (Abu-Baker et al., 2021). The evidence-based practice provides ideal informed health care interventions and intelligent decisions and is critiqued thoroughly and screened for inaccuracies (Abu-Baker et al., 2021). Evidence-based practice is designed to improve the quality of care and patient safety to improve overall health and outcomes, employing best-researched treatments and healthcare interventions that also intend to enhance nursing quality and clinical practice (Abu-Baker et al., 2021)Nursing Mental Health And Burnout Discussion. A significant problem in health care facilities is the lack of education and resources to support nursing staff’s mental health. To begin the evidence-based project, utilizing evidence research and implementing it in critical care units and potentially expanding outward throughout other departments is a principal objective.

Proposed Implementing Plan with Measured Outcome

Education for leadership and staff, including appropriate training to inform staff on nurse burnout and its effects on the nursing staff environment, patient care, and nurse turnover. While educating, stress management techniques will be provided, and resource availability for mental health will be created. Implementing an educational program, incorporating resources in facilities like stress management strategies and safeguarding resources such as group therapy or post-care debriefings, limiting overtime hours permitted, and ensuring nurses receive their 30 min lunch break daily promotes mental health well-being wellbeing, staff workplace satisfaction, in return, prevents, reduces, and eliminates nurse burnout while improving quality of patient care and outcomes (Kelly et al., 2021)Nursing Mental Health And Burnout Discussion. In addition to improved mental health, quality patient care, and outcomes, nursing retention will improve, reduce financial spending on training, educate new staff, and enhance the quality of care as nurses become more seasoned.

Identification of Potential Barriers to Plan Implementation and a Discussion of How These Could be overcome

This change project’s primary barrier has encountered willingness to change among management and feel that current mental health practices or lack thereof are satisfactory and not contributing to nursing burnout and turnover. Even though the current staff is experiencing a significant amount of burnout, with more than 60% of staff reporting nurse burnout is contributing to workplace dissatisfaction and an increase in nurse turnover, management believes that the primary issue is staffing leading to turnover, but the root issue is nurse burnout. Some nursing staff has also had pushback as they do not believe that nurse burnout affects them, but education and strategies to improve deficient knowledge will aid in this issue. Staff leadership has changed views as the staff has decreased significantly, and staff satisfaction surveys have revealed that more than half of the staff believes burnout is rising. It is related to a lack of resources for mental health. Nursing Mental Health And Burnout Discussion

Project Objectives

Nurse burnout leads to high staff turnover and poor patient care and outcomes; education on stress management, like good communication practices and meditation, will help reduce nurse burnout and improve patient care and outcomes both from a facility and community standpoint.
The second objective of implementing education and resources on stress management is to reduce nurse burnout so that nurse turnover rates decrease, staffing improves, and quality of care improves.
The third objective in reducing nurse burnout is to provide support through resources like group therapy or post-care debriefings, as well as implementing a limit on overtime hours allowed and ensuring nurses receive their 30 min lunch break daily, improving nurse workplace satisfaction and mental health Nursing Mental Health And Burnout Discussion

Project Outcomes

Improved staffing ratios- Nursing ratios are currently anywhere from 1 to 3 patients per nurse in the acute care setting, which is not safe for patient care quality and safety for nurses (Higgins et al., 2020). Nursing staffing ratios with reduced burnout can improve as nursing retention improves, and measurable ratios are plausible (Schlak et al., 2021).
Improved quality of care- Increased nursing burnout numbers have been shown to lead to a reduced or poor quality of care and patient outcomes, improving burnout through stress management and implementing safeguards for nurses’ mental health (Schlak et al., 2021). Nursing quality and improved standards of care are measurable as safeguards are implemented, and nursing mental health improves job satisfaction (Kelly et al., 2021).
Staff retention- Nursing job satisfaction correlates with staff retention and longevity (Kelly et al., 2021). Nurses with positive mental health and work environment are more likely to maintain employment with a facility that promotes a positive work environment (Kelly et al., 2021)Nursing Mental Health And Burnout Discussion.

Project Evaluation Plan

Evaluating the outcomes and data of a change project is essential to understand its overall effectiveness and see if any modifications need to be made upon review. After discussing with my preceptor how to evaluate my change project properly, we concluded that the best way to evaluate the project would be to gather data on the turnover rate of staff over the past six months and develop a satisfaction scoring system to utilize to determine whether the changes are improving staff mental health. In order to evaluate my change project, we would record which staff members received education on nurse burnout and implement the stress management practices and compare satisfaction scores of those who utilize the change practices versus those who do not over a 6month- 1-year time frame. This is a project that will take a longer time frame to measure results as education and pregnancy take time, so it is something that will be able to know if it was a well-implemented project in about a 1-year time frame to truly see a change in nurse burnout rate and improved mental health data. The key to this project is to educate staff, follow and monitor those who utilize and practice mental health management practices, see if this implementation improved their mental health and job satisfaction, and compare turnover rates.

References

Abu-Baker, N. N., AbuAlrub, S., Obeidat, R. F., & Assmairan, K. (2021). Evidence-based practice beliefs and implementations: A cross-sectional study among undergraduate nursing students. BMC Nursing, 20(1). https://doi.org/10.1186/s12912-020-00522-x

Aryankhesal, A., Mohammadibakhsh, R., Hamidi, Y., Alidoost, S., Behzadifar, M., Sohrabi, R., & Farhadi, Z. (2019). Interventions on reducing burnout in physicians and nurses: A systematic review. Medical Journal of the Islamic Republic of Iran. https://doi.org/10.47176/mjiri.33.77

Higgins, J. T., Okoli, C., Otachi, J., Lawrence, J., Bryant, E. D., Lykins, A., & Seng, S. (2020). Factors associated with burnout in trauma nurses. Journal of Trauma Nursing, 27(6), 319–326. https://doi.org/10.1097/jtn.0000000000000538

Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008

Melnyk, B. (2020). Burnout, depression, and suicide in nurses/clinicians and learners: An urgent call for action to enhance professional well-being wellbeing and healthcare safety. Worldviews on Evidence-Based Nursing, 17(1), 2–5. https://doi.org/10.1111/wvn.12416

Schlak, A. E., Aiken, L. H., Chittams, J., Poghosyan, L., & McHugh, M. (2021). Leveraging the work environment to minimize the negative impact of nurse burnout on patient outcomes. International Journal of Environmental Research and Public Health, 18(2), 610. Nursing Mental Health And Burnout Discussion https://doi.org/10.3390/ijerph18020610

Soto-Rubio, A., Giménez-Espert, M., & Prado-Gascó, V. (2020). Effect of emotional intelligence and psychosocial risks on burnout, job satisfaction, and nurses’ health during the covid-19 pandemic. International Journal of Environmental Research and Public Health, 17(21), 7998. https://doi.org/10.3390/ijerph17217998

Wei, H., Kifner, H., Dawes, M. E., Wei, T. L., & Boyd, J. M. (2020). Self-care strategies to combat burnout among pediatric critical care nurses and physicians. Critical Care Nurse, 40(2), 44–53. https://doi.org/10.4037/ccn2020621

Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008

Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and factors associated with nurse burnout in the US. JAMA Network Open, 4(2), e2036469. https://doi.org/10.1001/jamanetworkopen.2020.36469.

Eltaybani, S., Yamamoto-Mitani, N., Ninomiya, A., & Igarashi, A. (2021). The association between nurses’ burnout and objective care quality indicators: A cross-sectional survey in long-term care wards. BMC Nursing, 20(1)Nursing Mental Health And Burnout Discussion. https://doi.org/10.1186/s12912-021-00552-z.

Capstone Change Project Outcomes

Change Topic: Promoting to provide higher quality, safe, and efficient patient care, healthcare facilities should be aware of the effects of nurse burnout and help implement safeguards in the critical care setting to ensure their nurses’ mental health is supported and that resources are offered and available to aid in reducing nurse burnout.

Improved staffing ratios– Nursing ratios are currently anywhere from 1 to 3 patients per nurse in the acute care setting, which is not safe for patient care quality and safety for nurses (Higgins et al., 2020). Nursing staffing ratios with reduced burnout can improve as nursing retention improves and measurable ratios are plausible (Schlak et al., 2021).
Improved quality of care– Increased nursing burnout numbers have been shown to lead to a reduced or poor quality of care and patient outcomes, improving burnout through stress management and implementing safeguards for nurse’s mental health (Schlak et al., 2021). Nursing quality and improved standards of care are measurable as safeguards are implemented, and nursing mental health improves job satisfaction improves (Kelly et al., 2021)Nursing Mental Health And Burnout Discussion.
Staff retention– Nursing job satisfaction correlates with staffing retention and longevity of staff (Kelly et al., 2021). Nurses who have positive mental health and work environment are more likely to maintain employment with a facility that promotes a positive work environment (Kelly et al., 2021).

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References

Higgins, J. T., Okoli, C., Otachi, J., Lawrence, J., Bryant, E. D., Lykins, A., & Seng, S. (2020). Factors associated with burnout in trauma nurses. Journal of Trauma Nursing, 27(6), 319–326. https://doi.org/10.1097/jtn.0000000000000538

Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008

Schlak, A. E., Aiken, L. H., Chittams, J., Poghosyan, L., & McHugh, M. (2021). Leveraging the work environment to minimize the negative impact of nurse burnout on patient outcomes. International Journal of Environmental Research and Public Health, 18(2), 610. https://doi.org/10.3390/ijerph18020610 Nursing Mental Health And Burnout Discussion

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