In recent years, there’s evidence to suggest that mental health nurses experience stress and burned out related to their work, Stress, as an result of stressful workplaces (Bernard et al,2000).
Burnout in nursing is a convoluted and significant matter that must be acknowledged and addressed to preserve the quality and longevity of the nursing profession. With varying definitions of the term, it becomes important to identify and understand the factors and dynamics that have bearing on the nurse’s intrapersonal beliefs, emotional well-being, and ultimately the patient care they provide. Once these components are recognized, it is just as imperative to offer potential resolutions to meet this challenge. Aside from simple, personal actions that the nurse can take, such as exercise and rest, there are certain measures that if fulfilled by the nursing leadership staff will hold substantial weight when it comes to contending with burnout.
In my medical career, I have been privileged to work alongside some of the most professional, dedicated, knowledgeable and compassionate nurses. I have seen first-hand the difference that they can make in a patient’s life and their family, during those unfortunate times when sickness and injury can be so overwhelming. The appreciation and respect that I have for nurses, as well as their indispensable contribution to the health care system, is what encourage me to pursue nursing as a profession.
Life is too short to be stressed and burned out. There are several ways to help detect and reduce stress. Leaders should be aware of key tips and ideas on stress and burnout so they can prevent it from happening to their co-workers before it becomes a major issue. Leaders can avoid stress and burnout in their department by regaining balance and reassessing priorities for each individual. They should help support and encourage employees, and keep teamwork at the top of their priorities. Leaders should be aware that stress and burnout will affect them at some point, but should always remember why they became a nurse and not give up on a career that they love.
The nursing profession is one of the most physically, emotionally, and mentally taxing career fields. Working long shifts, placing other’s needs before your own, dealing with sickness and death on a regular basis, and working in a high stress environment are all precursors to developing occupational burnout in the nursing profession. Burnout refers to physical, emotional and mental exhaustion, which can lead to an emotionally detached nurse, who feels hopeless, apathetic, and unmotivated. Burnout extends beyond the affected nurse and begins to affect the care patients receive. Researchers have found that hospitals with high burnout rates have lower patient satisfaction scores (Aiken et al 2013). There are various measures that nurses can take
Espeland, K. E. (2006). Overcoming burnout: how to revitalize your career. The Journal of Continuing Education in Nursing, 37(4), 178-184.
The nursing profession is notorious for burnout. The place of work, scheduling, compassion fatigue and lack of support all affect the nurses’ risk of becoming burnt out. Nurses and nurse managers should be well educated on the signs of burnout in order to correct it as soon as it becomes an issue. There are many ways for nurse managers to help prevent burnout amongst their staff and there are significant benefits in reducing the burnout rate. Peery (2010, pg. 53) summarized nursing as:
Although all professions are susceptible to work-related stress, researchers have determined that the nursing profession is particularly stressful (Villani, Grassi, Cognetta, Toniolo, Cipresso, & Riva, 2013). Some argue that because of increasing demands, nurses are more susceptible to exhaustion, anxiety and stress (Aarons, & Sawitzky, 20...
Burnout is termed as the exhaustion of an individual’s overall well-being. To put it simply, it is experienced when there is too much stress, generally in the work environment. This leads to emotional, mental, and physical strain, making it difficult for one to perform his or her job proficiently (Ericksen, 2015). Adriaenssens (2015) indicates, that burnout impacts emotional aspect the most. In correlation with nursing, negative effects of this ordeal include poor patient outcomes, and compromised safety for both patient and nurse. Evidently, these are precipitating factors that contribute to the deterioration of the healthcare system stemming from the direct and indirect damage that
According to Molly Billingsley, assistant vice president for operations support at Georgetown University Hospital, the reasons nurses are quitting is because of overwork, and all the demands they have placed on them when they work including extended working shifts (Harakanen, al. et., 2013). Harakanen (2013) also notes that nurses have to sacrifice their free or down time because of undesirable long shifts that lawyers, accountants and people in other professions don't have to in order to give optimal care to their patients.
The focus of every health care professional is the patient and the goal is to return the patient to optimum health where the patient can be independent. When the patient’s safety is being compromised it’s everyone’s job to fix the problem and make sure that it doesn’t happen again. However, there’s a dark side to nursing. The nurse is one of the few health care workers that have the most daily contact with the patient. The nurse plays a very important role in the patients care from teaching to simply being a listener while withholding any judgement. When the nurse to patient ratio isn’t balanced, it causes nurse burnout. Nurse burnout is when the nurse becomes “physically, emotionally, and mentally exhausted” (Michigan, S. S. (n.d.). News.
The prolonged shortage of skilled nursing personnel has been a serious concern to the healthcare industry, and this shortage has impacted the quality of care delivery. In addition, nursing turnover has also exacerbated the problem of nursing shortage. Nursing shortage has been blamed on many nurses retiring and less younger nurses joining the occupation. There is also an increase in life expectancy (baby boomers) leading an increase in both physical and mental ailment with subsequent demand in nursing care. Nurses are also leaving nursing profession because of inadequate staffing, tense work environment, negative press about the profession, and inflexible work schedules. Even though nursing is a promising career and offers job security, the
Nurses often experience heavy workloads and time constraints in the workplace due to nursing shortages and a high nurse-to-patient ratio mandated by the government. Newly graduated nurses are especially prone to burnout related to greater workloads due to the increasing workload demands and no additional resources to support the nurse (Rudman & Gustavsson, 2011, p.304). This contributes to increased burnout rates in newly graduated nurses by creating role stress and adding additional time constraints and stressors to an already overwhelmed transitioning graduate nurse.
One of the most serious issues in nursing, that can affect a nurses career is nursing burn- out. According to the article “Where have all the nurses gone”, current nurses that are practicing, report high rates of job dissatisfaction (which is part of burn out) and 1 of 5 nurses may quit nursing in the next 5 years (Dworkin, 2002). Burnout is associated with nurses not coming in to work, not feeling satisfied when doing their job, high turnover rates and a lack of commitment to the work (Katisfaraki, 2013). If a nurse becomes burned- out, they may not take care of their patients as well and could make mistakes with medication administration. A study performed in the United States by Dr. Jeannie Cimiottti, shows that hospitals with high burn-out rates among nurses have higher levels UTI’s, and surgical infections (World, 2012). Nursing burnout not only affects the nurse, but it also affects the patient, the nurses’ colleagues, and the nurses’ family; nursing burn out often leads to emotional exhaustion and depression, that can effect relations and communication between the nurse effected and the person they are communicating with. This paper will cover what burn-out is, who is susceptible to burn out, and treatment and prevent nursing burn out.
Recent literature reports that there is a nursing shortage and it is continually increasing. Data released by the American Association of Colleges of Nursing (2011) projects that the shortage, would increase to 260,000 by the year 2025. AACN (2011) also reported that 13% of newly registered nurses changed jobs and 37% were ready to change within a year. A study conducted reports that there is a correlation between higher nursing workloads and nurse burnout, retention rates, job dissatisfaction and adverse patient outcomes (Vahey & Aiken, 2004). Among the nurses surveyed in the study, over 40% stated that they were suffering from burnout while 1 in 5 nurses intended