HCMG8500 Health Care Reform

Introduction

It is not new that in the health care departments the nurses and other staffs undergo immense stress and burnout during the duty of the hours. The role of a nurse is always stressful which leads to the development of stress and the generation of burnout.  The profession of nursing is a very demanding job and sometimes the expectations are sometimes that they work for more hours than the duration of their duty (Poghosyan et al., 2018). The aim of the discussion is to know more about the stress and burnout in the profession of nursing, the reasons behind it and the available options to solve out the issue from both the nurses and the organization. The topic is important to be addressed in a concise manner that can help the organization and the nurses to cope up with the situation of stress and burnout in the work area.

Discussion

Stress in current times is known as that phenomenon which is prevalent everywhere be it domestic, family or the workplace (Burton et al., 2017). There are reports which claims from their research that 26% of the nurses leave the job because of the stress generated in the nursing profession which they are not able to cope up and exit from the job. Burnout being one of the reasons also for their leaving. The reason is the lack of the adequate staffing in the organizations which put immense pressure on the nurses to work extra adding up to the workload of the nurses. This generates the feeling of job dissatisfaction which ultimately leads to the generation of stress in the life of nurses which ultimately compels them to take a decision with respect to the continuation of the job (White et al., 2020). Reports says that for about 50% and above nurses the European employees experience the stress in the health care department and in America the cost for the management of stress generated from the collective reasons of an individual has been calculated to 50 billion dollars in the Great Britain, the NHS guidelines for the treatment of the illness with respect to the generation of stress is the is estimated from 5% to 10% of GNP in the country (Odigie, 2016).

According to Koinis et al (2015), the job stress leads to the emergence of disturbances in the family matters of the personal life of the nurses as well. Nurses burnout is nothing but the exhaustive feeling of the nurses which they experience in their workplace and the reasons accounted for this behavior is the lack of the motivation and the development of frustration which results in the efficiency of their work. The study was done in a span of three moths that is from July 2010 to the month of October 2010 taking in consideration of 200 facilities of mental healthcare with the professionals of age 21-58 years. It was seen that there was a great deal of stress in the staffs of the department by having the questionnaires getting filled by the different levels of the staffs of the facility and a very low level of stress management practices employed by the organization to reduce the impact of stress on the staffs.

According to Mudallal et al (2017), power reflects in the ability for controlling or influencing others with respect to their behaviors as well as the attitudes. The workplace empowerment is something which is to be encouraged which will eventually enable the nurses to access al the required resources of the organization and support to do their work efficiently by having all the opportunity to gain all the required experience in their work by accomplishing the goal of the assigned duty. Burnout is one of the major problem which is a costly one for both the employee and the organizations which is  characterized by the reductions in the physical activity of the nurses which is very much required for the efficient care of the patient, can also lead to the development of insomnia, depression and fatigue in the nurses which can lead to the characteristics like absenteeism, turnover rates and finally the impact will be on the quality of care required by the patient in an health care departments.   

Impact On The Health Care Organizations

The system gets very badly affected by the stress of the nurses and the issues of burnout. The reasons, as discussed above are the major ones to get the nurses on the verge of the stresses and burnout. There are reports that says 34.6% of the nurses suffer from the emotional exhaustion or EE, 28.8% nurses are suffering from the high depersonalization or DP and 95.7% nurses are suffering from the reduced level of the personal accomplishments or PA (Wei et al., 2018). The requirement of long working hour is required in the healthcare facility due to low work forces in the organization generates the feeling of stress and burnout in the nurses. The nurses then, are not able to do the assigned duty with the utmost competency which is required in providing the holistic care to the patients (Palumbo et al., 2017). The nurses start to skip out on the work and then they gradually leave their job. This ultimately adds up to the loss of the organization and also the reputation of the facility comes at stake. Not only physically but the nurses are also affected psychologically which can be a potential reason to harm the patient when the mental status of the nurse is not stable enough to look after the patient. Due to this the organization may face some legal issues as well if the patient files any case in the name of the concerned facility and this will impact the organization in a large scale on a large platform getting the revival strategy will become more difficult.

Strategies To Be Adopted By The Organizations

The nature of the management strategies for coping up with the stress in the staff of an organization is one of the main criteria to be looked upon by the hierarchical authorities of the organization. This includes certain steps to be followed which includes the strategies to be developed keeping in mind to modify the jobs so that the staffs are able to sustain there. Socializing the employees and the selection is to be done in the organization in a very organized way by giving the full description of the job requirements so that the employees get a clear head from before about the required work from their part (Udod et al., 2017). Another strategy to be employed by the organization is to manage the changing requirements of the staffs. Change is constant and is to be addressed in every situation and the approach needs to be modern enough to understand the requirement (Nahavandi et al., 2015). Getting adequate number of staff is also important. Healthcare forces needs to be reconfigured and redesigned(Rickets & Fraher 2013)

Conclusion

The study has dominantly showed that the shortage of the work force is one of the prime reasons of the generation of the stress and burnout in the staffs of the organization which needs to be looked after. The research shows that the stress impacts very negatively on the environment of the healthcare department which can result in the decrement of the quality of life, illness with respect to both physical and mental health of the nurses resulting in the overall poor outcome of the organization. Intervention is to be focused on the leadership style in the healthcare department and it needs some transformation from time to time so that the staff are able to cope with the emerging situation as well.

Reference

Burton, A., Burgess, C., Dean, S., Koutsopoulou, G. Z., & Hugh‐Jones, S. (2017). How effective are mindfulness‐based interventions for reducing stress among healthcare professionals? A systematic review and meta‐analysis. Stress and Health, 33(1), 3-13. https://doi.org/10.1002/smi.2673

Koinis, A., Giannou, V., Drantaki, V., Angelaina, S., Stratou, E., &Saridi, M. (2015). The Impact of Healthcare Workers Job Environment on Their Mental-emotional Health. Coping Strategies: The Case of a Local General Hospital. Health psychology research, 3(1), 1984. https://doi.org/10.4081/hpr.2015.1984

Mudallal, R. H., Othman, W. A. M., & Al Hassan, N. F. (2017). Nurses’ burnout: the influence of leader empowering behaviors, work conditions, and demographic traits. INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 54, 0046958017724944. doi: 10.1177/0046958017724944

Nahavandi, A., Denhardt, R. B., Denhardt, J. V., &Aristigueta, M. P. (2015). Organizational behavior. Sage Publications.

Odigie, A. (2016). STRESS MANAGEMENT FOR HEALTHCARE PROFESSIONALS. Core.ac.uk. Retrieved 3 March 2021, from https://core.ac.uk/download/pdf/45600493.pdf.

Palumbo, M. V., Rambur, B., & Hart, V. (2017). Is health care payment reform impacting nurses' work settings, roles, and education preparation? Journal of Professional Nursing, 33(6), 400-404. https://doi.org/10.1016/j.profnurs.2016.11.005

Poghosyan, L., Norful, A. A., &Laugesen, M. J. (2018). Removing restrictions on nurse practitioners' scope of practice in New York State: Physicians' and nurse practitioners' perspectives. Journal of the American Association of Nurse Practitioners, 30(6), 354-360. doi: 10.1097/JXX.0000000000000040

Ricketts, T. C., & Fraher, E. P. (2013). Reconfiguring health workforce policy so that education, training, and actual delivery of care are closely connected. Health Affairs, 32(11), 1874-1880. https://doi.org/10.1377/hlthaff.2013.0531

Udod, S., Cummings, G. G., Care, W. D., & Jenkins, M. (2017). Role stressors and coping strategies among nurse managers. Leadership in Health Services. https://doi.org/10.1108/LHS-04-2016-0015

Wei, H., Sewell, K. A., Woody, G., & Rose, M. A. (2018). The state of the science of nurse work environments in the United States: A systematic review. International Journal of Nursing Sciences, 5(3), 287-300. https://www.sciencedirect.com/science/article/pii/S2352013218300309

White, E. M., Aiken, L. H., Sloane, D. M., & McHugh, M. D. (2020). Nursing home work environment, care quality, registered nurse burnout and job dissatisfaction. Geriatric Nursing, 41(2), 158-164. https://doi.org/10.1111/jgs.16051

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