nursing burnout
TRANSCRIPT
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CAMPAIGN NURSING BURNOUT
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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.
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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)
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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).
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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
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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
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THE CAMPAIGN WILL MITIGATE AND MANAGE BURNOUT BY WORKING OUT AT THREE LEVELS
INDIVIDUAL LEVEL
Organizational level
HealthCare
system
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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.
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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.
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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.
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EVALUATIONS ▪ See chart
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CONNECTING TO NEW GRADUATES
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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