Purpose

The prolonged stress experienced by nurses due to burnout can result in emotional and physical exhaustion. It is a common issue in the healthcare industry that negatively affects the well-being of nurses and their patients. The harms of nursing burnout include reduced job satisfaction, decreased patient care quality, increased rates of medical errors, and high turnover rates. Nursing burnout is commonly caused by gaps like long working hours, inadequate staffing, lack of support, and exposure to traumatic events.

NURS FPX 8030 Assessment 5 Creation of Policy or Procedure

Un-treated burnout should be carefully investigated since it can reduce nurses’ efficiency and lead to mistakes, affecting the health quality and patient care outcomes (Galischa & Sutrimo, 2022). Many studies show the requirement for a strategic policy for the treatment of burnout and suggest different interventions for it. It is crucial for healthcare organizations to implement strategies to prevent and manage nursing burnout to promote the well-being of nurses and provide high-quality care to patients. 

Revised PICO(T): Among qualified nurses of a hospital (P), does the execution of a stress-releasing program (I), compared to zero treatments or stress control (C), reduce nursing burnout, and increase job satisfaction (O) within six months (T)?

A proper healthcare plan based on credible, recent, and evidence-based information is necessary for designing a policy for the intervention of nursing burnout and improving patient care outcomes. This will help to solve issues regarding staffing, nursing leadership, and nurses’ job satisfaction. That is why there was a need to take action on this issue.

Population Affected by the Policy

The target population for an intervention to address nursing burnout includes registered nurses (RNs) working in acute care hospital settings, specifically those who work in high-stress environments such as critical care units, emergency departments, and medical-surgical units. Because Intensive Care Units can have a more stressful environment for nurses because of high death rates, the severity of disease, and ethical concerns (Ramírez-Elvira et al., 2021). The intervention also targets RNs who work long hours, have high patient-to-nurse ratios, and experience inadequate support and recognition from their superiors.

This population excludes certain groups such as nursing assistants or licensed practical nurses who have different roles and responsibilities within the healthcare system. The scope of the intervention would be focused on providing strategies and support to this specific group of RNs to mitigate the risk of nursing burnout and improve their well-being and quality of patient care.

Definitions Section

It is necessary to give a brief explanation of the difficult terminologies in this project because it can help non-industry workers to understand them effectively. Here are the definitions of some related terms used in the project of nursing burnout prevention guidelines:

Registered Nurse (RN): A healthcare professional who has completed a nursing program and passed the National Council Licensure Examination (NCLEX) to become licensed to practice nursing.

1. Burnout: Burnout is a condition of physical, emotional, and psychological fatigue because of continuous and severe anxiety. It happens when you are overburdened, emotionally exhausted, and unable to achieve goals (Smith et al., 2023). When referring to the nurses, it can be a result of inadequate nursing staff and workload.
2. Interprofessional Collaboration: Interprofessional collaboration refers to the practice of working together with other healthcare professionals, such as physicians, social workers, and pharmacists, to provide comprehensive and coordinated care to patients (Peltonen et al., 2019).
3. Maslach Burnout Inventory (MBI): The Maslach Burnout Inventory a tool that helps in measuring burnout rate among healthcare professionals. Three dimensions of burnout are measured through it: emotional exhaustion (level of getting exhauste), depersonalization, and personal accomplishment (Williamson et al., 2018).
4. The Nursing Stress Scale (NSS) is a psychological assessment tool designed to measure stress levels among nurses. It is widely used in research to study the impact of nursing-related stress on nurses’ physical and mental health, job satisfaction, and causes of nursing stress (Bautista et al., 2019).
5. Job Satisfaction refers to an individual’s overall positive or negative feelings towards their job or occupation. It is a subjective assessment of the extent to which an employee feels that their job meets their expectations, needs, and desires (BasuMallick, 2021).

Policy Statement

This quality improvement plan or policy will be implemented for reducing burnout in the nurses in a medical center. All the staff nurses should follow the guidelines and evidence-based practices mentioned in the policy. The administration of the medical center must provide the necessary resources to achieve the outcomes of the plan. The policy will have strategic procedures for reducing stress, counseling, compassion, and mentorship for nurses.

NURS FPX 8030 Assessment 5 Creation of Policy or Procedure

The organization expects the target population to have significantly reduced stress after the implication of the policy. The policy aims to reduce the stress and burnout in nurses by reducing their workload and adequate staffing levels to enhance nurses’ job satisfaction and improve patients’ healthcare. To maintain the overall quality of healthcare and the success of the policy, it is necessary to implement the plan at the proper time. Because quality improvements take extensive time invested in the planning phase, development, and operational phase to be successful and sustainable (O’Donoghue et al., 2021).

Instructions for Policy Implementation – Step-by-Step

Following are the step-wise instructions for the implementation of policy (within 6 months) regarding the intervention for nursing burnout among registered nurses in a healthcare setting:

1. Identify the factors significantly affecting burnout: The target population of nurses will be involved in this examination. Maslach Burnout Inventory (MBI) tool will be used for the evaluation of its three parameters mentioned earlier.
2. Recording the Stress Level of Each Nurse in the Population: For this purpose, a mobile-based electronic survey form will get filled out by nurses using the Nursing Stress Scale tool (Hendy et al., 2020). Nurses will be asked to be 100% honest with their answers regardless of any organizational pressure.
3. Maintenance of Staffing Level and Workload: New nursing personnel will be employed to maintain patient-nurse levels. This will ultimately reduce the workload of nurses and treat their burnout, stress, and dissatisfaction with the job (Opoku et al., 2022).
4. Follow-up Counseling: After the nurses deal with any aggressive patient, their response should be recorded after follow-up counseling, this will aid in reducing their burnout rapidly (Vincent-Höper et al., 2020). Additional personnel may be required for these counseling sessions.
5. Mentorship: Mentoring and training are critical for the development of both fresh and experienced nurses. More nurses should be hired for leadership purposes. Because mentoring will raise faculty’s understanding of their duties and responsibilities, reduce uncertainty, and encourage the retention of trained nurse professors (Ephraim, 2021). In this way, it will help to reduce burnout among nurses.
6. Compassion: Nurses must receive empathy and compassion from the organization because it will have mediating effects on their stress (Ren et al., 2020). Nurses will perform much better when they will feel valued and hence the patient outcomes can be enhanced.

 Conclusion

The issue of burnout and stress among nurses in healthcare settings is prevalent in today’s life due to many factors. Factors like staffing levels, workload, and resources should be identified to solve the present issue. Various appraisal tools are validated through research for the assessment of intervention for nursing burnout. A proper policy or plan should be implemented for an extended time to sustain its positive outcomes.

References

BasuMallick, C. (2021, March 11). What is job satisfaction? Definition, factors, importance, statistics, and examples. Spiceworks. https://www.spiceworks.com/hr/engagement-retention/articles/what-is-job-satisfaction/ 

Bautista, J. R., Lauria, P. A. S., Contreras, M. C. S., Maranion, M. M. G., Villanueva, H. H., Sumaguingsing, R. C., & Abeleda, R. D. (2019). Specific stressors relate to nurses’ job satisfaction, perceived quality of care, and turnover intention. International Journal of Nursing Practice, 26(1). https://doi.org/10.1111/ijn.12774 

Ephraim, N. (2021). Mentoring in nursing education: An essential element in the retention of new nurse faculty. Journal of Professional Nursing, 37(2), 306–319. https://doi.org/10.1016/j.profnurs.2020.12.001 

Galischa, S., & Sutrimo, A. (2022). FACTORS ASSOCIATED WITH BURNOUT AMONG NURSES DURING COVID-19 PANDEMIC: A SCOPING REVIEW. Jurnal Keperawatan Respati Yogyakarta, 9(1), 33. http://dx.doi.org/10.35842/jkry.v9i1.640 

Hendy, A., Abozeid, A., Sallam, G., Abboud Abdel Fattah, H., & Ahmed Abdelkader Reshia, F. (2020). Predictive factors affecting stress among nurses providing care at COVID‐19 isolation hospitals at Egypt. Nursing Open. https://doi.org/10.1002/nop2.652 

O’Donoghue, S. C., DiLibero, J., & Altman, M. (2021). Leading sustainable quality improvement. Nursing Management, 52(2), 42–50. https://doi.org/10.1097/01.numa.0000724940.43792.86 

Opoku, D. A., Ayisi‐Boateng, N. K., Mohammed, A., Sulemana, A., Gyamfi, A. O., Owusu, D. K., Yeboah, D., Spangenberg, K., Ofosu, H. M., & Edusei, A. K. (2022). Determinants of burnout among nurses and midwives at a tertiary hospital in Ghana: A cross‐sectional study. Nursing Open, 10(2). https://doi.org/10.1002/nop2.1355 

Peltonen, J., Leino-Kilpi, H., Heikkilä, H., Rautava, P., Tuomela, K., Siekkinen, M., Sulosaari, V., & Stolt, M. (2019). Instruments measuring interprofessional collaboration in healthcare – A scoping review. Journal of Interprofessional Care, 34(2), 1–15. https://doi.org/10.1080/13561820.2019.1637336 

Ramírez-Elvira, S., Romero-Béjar, J. L., Suleiman-Martos, N., Gómez-Urquiza, J. L., Monsalve-Reyes, C., Cañadas-De la Fuente, G. A., & Albendín-García, L. (2021). Prevalence, risk factors, and burnout levels in Intensive Care Unit nurses: A systematic review and meta-analysis. International Journal of Environmental Research and Public Health, 18(21), 11432. https://doi.org/10.3390/ijerph182111432 

NURS FPX 8030 Assessment 5 Creation of Policy or Procedure

Ren, Y., Song, H., Li, S., & Xiao, F. (2020). Mediating effects of nursing organizational climate on the relationships between empathy and burnout among clinical nurses. Journal of Advanced Nursing, 76(11). https://doi.org/10.1111/jan.14525 

Smith, M., Segal, J., & Robinson, L. (2023, January 16). Burnout Prevention and Treatment. Https://Www.helpguide.org; Help Guide. https://www.helpguide.org/articles/stress/burnout-prevention-and-recovery.htm#:~:text=Burnout%20is%20a%20state%20of 

Vincent-Höper, S., Stein, M., Nienhaus, A., & Schablon, A. (2020). Workplace aggression and burnout in nursing—The moderating role of follow-up counseling. International Journal of Environmental Research and Public Health, 17(9), 3152. https://doi.org/10.3390/ijerph17093152 

Williamson, K., Lank, P. M., Cheema, N., Hartman, N., & Lovell, E. O. (2018). Comparing the maslach burnout inventory to other well-being instruments in emergency medicine residents. Journal of Graduate Medical Education, 10(5), 532–536. https://doi.org/10.4300/jgme-d-18-00155.1 

ADDITIONAL INSTRUCTIONS FOR THE CLASS

SCORE A+ WITH HELP FROM OUR PROFESSIONAL WRITERS – 

We will process your orders through multiple stages and checks to ensure that what we are delivering to you, in the end, is something that is precise as you envisioned it. All of our essay writing service products are 100% original, ensuring that there is no plagiarism in them. The sources are well-researched and cited so it is interesting. Our goal is to help as many students as possible with their assignments, i.e. our prices are affordable and services premium.

• Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, including a minimum of one scholarly source, and be at least 250 words. Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source. One or two-sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words. I encourage you to incorporate the readings from the week (as applicable) into your responses.

• Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately. In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies. Participation posts do not require a scholarly source/citation (unless you cite someone else’s work). Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

• APA Format and Writing Quality

Familiarize yourself with the APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition.

• Use of Direct Quotes

I discourage over-utilization of direct quotes in DQs and assignments at the Master’s level and deduct points accordingly. As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content. It is best to paraphrase content and cite your source.

• LopesWrite Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me. Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes. Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own? Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for tips on improving your paper and SI score.

• Late Policy

The university’s policy on late assignments is a 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

• Communication

Communication is so very important. There are multiple ways to communicate with me: Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class. Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

• Guarantee

• Zero Plagiarism
• On-time delivery
• A-Grade Papers
• Free Revision
• 24/7 Support
• 100% Confidentiality
• Professional Writers

• Services Offered

• Custom paper writing
• Question and answers
• Essay paper writing
• Editing and proofreading
• Plagiarism removal services
• Multiple answer questions

We will process your orders through multiple stages and checks to ensure that what we are delivering to you, in the end, is something that is precise as you envisioned it. All of our essay writing service products are 100% original, ensuring that there is no plagiarism in them. The sources are well-researched and cited so it is interesting. Our goal is to help as many students as possible with their assignments, i.e. our prices are affordable and services premium.

Looking for a Similar Assignment? Order a custom-written, affordable, plagiarism-free paper