Work Setting Associated with Burnout
I have encountered numerous problems as a caregiver. Our health institution provides a wide range of medical services to many patients. The number of physicians and nurses in this organization is very small. This gap explains why the caregivers cannot support the health needs of the targeted patients. Most of the nurses have been unhappy with their working conditions (Vahey, Aiken, Sloane, Clarke, & Vargas, 2004). The practitioners are required to work for more hours. The work-life balance concept is not embraced in this healthcare organization. The leaders in the institution do not address the major issues raised by their employees.
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The healthcare facility does not motivate its workers. The organizational culture experienced in the institution does not promote certain practices such as teamwork. The caregivers have also been quarreling with one another. Some weaknesses are usually left unsolved. Most of the patients are no longer getting acceptable services from the facility. The level of absenteeism has increased significantly. Many patients are left unattended for several hours. The institution does not have a proper work schedule for its nurses. Some nurses have decided to quit their positions. This problem continues to affect the quality of health services availed to different patients (Vahey et al., 2004).
Description of the Problem
Nurses face numerous challenges whenever supporting the health needs of their patients. One of these problems is burnout. The “major causes of work burnout in a nursing environment include poor management practices, work design issues, and strenuous inpatient settings” (Laschinger & Leiter, 2006, p. 259). Similar challenges are common in our working environment. The organizational culture fails to support the career objectives of many caregivers. This problem has resulted in burnout. The leaders in the healthcare facility do not empower their nurses. This fact explains why proper nursing leadership is critical in every healthcare setting (Laschinger & Leiter, 2006).
The issue of nurse shortage has burdened many practitioners (Laschinger & Leiter, 2006). The affected nurses can no longer deliver quality care to their clients. Stress and burnout are the major challenges affecting our health institution. The major sources of stress include “poor decision-making processes, improper organizational changes, increased responsibilities, and inappropriate patient care practices” (Laschinger & Leiter, 2006, p. 259). This situation explains why many individuals “define nursing as a profession characterized by suffering, burnout, poor interpersonal relationships, and extended working hours” (Jennings, 2012, p. 1).
Impact of the Problem
As mentioned earlier, a stressed nurse will not address the health needs of his or her patients (Laschinger & Leiter, 2006). The increasing level of burnout in our health facility continues to affect the performance of every practitioner. To begin with, the majority of the caregivers do not offer the most appropriate care to the targeted patients. Such workers are supposed to take care of many patients. The number of workers has also decreased within the past year. The negative impacts of burnout have also affected the culture of this organization. The nurses do not use evidence-based ideas whenever treating their patients. Such nurses do not work as teams. The caregivers do not interact with their patients. This malpractice continues to affect the quality of care availed to the targeted patients (Vahey et al., 2004).
This institution does not provide appropriate administrative support to its employees. This fact explains why most of the practitioners have strained relationships. The workers have been unable to provide evidence-based care to different patients. The level of patient satisfaction has decreased significantly. The majority of the practitioners do not use the most appropriate resources to support their clients (Laschinger & Leiter, 2006). Such nurses are planning to quit their jobs. These problems will continue to affect the quality of services availed to different patients.
The gravity of the Problem
This discussion reflects the problems encountered by many caregivers today. Jennings (2012) believes that “higher nurse workloads will result in job dissatisfaction and burnout” (p. 3). The absence of a proper organizational culture affects the effectiveness of every caregiver. More nurses will quit their jobs in the future. Organizational stressors affect the contributions of many caregivers. This problem encourages Nurse Leaders (NL) to embrace powerful strategies to achieve the best outcomes. The government should also support the needs of every nurse. Such approaches will eventually make nursing one of the most promising professions.
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A positive working environment is needed to restore the confidence of the affected stakeholders. Nurse Administrators (NAs) should develop appropriate strategies that can empower the targeted nurses (Jennings, 2012). The institution should “ensure every nurse practices by the best standards” (Vahey et al., 2004, p. 64). A positive organizational culture will improve the level of work satisfaction. The institution should hire more practitioners to offer quality medical services. The facility should encourage its nurses to be part of every decision-making process (Vahey et al., 2004). The concept of work-life balance can also be embraced in this institution. These proposals will eventually deliver safe and quality care to more patients.
Jennings, B. (2012). Work Stress and Burnout among Nurses: Role of the Work Environment and Working Conditions. Web.
Laschinger, H., & Leiter, M. (2006). The Impact of Nursing Work Environments on Patient Safety Outcomes. The Journal of Nursing Administration, 36(2), 259-267.
Vahey, D., Aiken, L., Sloane, D., Clarke, S., & Vargas, D. (2004). Nurse Burnout and Patient Satisfaction. Medical Care, 42(2), 57-66.