The Impact of Burnout on Hospital Staffing and
Burnout is a significant issue that has an impact on the healthcare workforce, especially nurses. Burnout among nurses is a problem that not only strains already-stretched personnel but also affects patient care. Studies show that between 35 and 45 percent of professional nurses in the U.S. endure exhaustion (Dyrbye et al., 2019). Burnout is a phenomenon that results from prolonged stress at the workplace and is represented by sensations of tiredness, job-related cynicism, and impaired performance at work.
The Need for Policy Intervention to Address the Nursing Shortage
Excessive workloads, understaffed facilities, values disputes, insufficient incentives, and bad working conditions, such as a lack of independence and poor interactions with other physicians, elevate the likelihood of burnout among nurses (Shah et al., 2021). To solve the nursing shortage brought on by burnout, legislation is required. Increasing staffing levels, improved workplaces, and more mental health and well-being assistance might all be part of these measures.
Key Stakeholders in Legislation to Address Nurse Burnout
Nursing staff, nursing associations, medical employers, lawmakers, and patients are some of the key stakeholders interested in legislation that might tackle nurse burnout. In addition, resources and recommendations for addressing nurse burnout have been published by the Nurses Association (ANA) (Dickerson & Durkin, 2022). Burnout affects their balance between work and life, job fulfillment, and care of patients.
Thus, nursing organizations and nurses have an ownership stake in finding solutions (Dall’Ora et al., 2020). Policymakers must address public health concerns and allocate funds for healthcare programs. Additionally, patients reserve a right to be treated by qualified and enthusiastic nurses because they receive high-quality care.
Weaknesses/Downsides of Policy Alternatives
Increasing Nurse Staffing
Adding more nurses to the workforce can be excessive for healthcare institutions, and adequate funding may be lacking. Additionally, hiring staff alone might not completely solve the issue because the number of employees may not be the primary factor causing burnout among nurses (Harris, 2019).
Implementing Flexible Schedules for Nurses
Implementing time constraints for nurses might be difficult because it calls for collaboration and communication between numerous stakeholders (Harris, 2019). Balancing nurses’ schedules with meeting patient care demands could also be challenging.
Raising Nurse Wages
Raising nurse compensation can be costly for healthcare organizations, as there may be insufficient funding. Additionally, raising nurse salaries may not address the issues causing nurse burnout.
Maintaining the Status Quo Regarding Burnout
Neglecting to manage burnout may increase a nurse shortage and negatively impact patient care. Additionally, it can result in nurses being less satisfied with their jobs and a drop in the caliber of the nursing staff.
References
Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: A theoretical review. Human Resources for Health, 18(1), 1–17. Web.
Dickerson, P. S., & Durkin, G. J. (2022). Nursing professional development standards of practice. Journal for Nurses in Professional Development, 38(4), 1–19. Web.
Dyrbye, L. N., Shanafelt, T. D., Johnson, P. O., Johnson, L. A., Satele, D., & West, C. P. (2019). A cross-sectional study exploring the relationship between burnout, absenteeism, and job performance among American nurses. BMC Nursing, 18(57), 1–14. Web.
Harris, J. (2019). Challenges of nursing faculty retention. The Midwest Quarterly, 60(3), 1–27. Web.
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), 1–11. Web.