Introduction Burnout syndrome is common in the healthcare field. Burnout syndrome has been research by many, many of the research has been geared towards nurses to determine how prevalent burnout syndrome is. Emergency care nurses face vast challenges related to the care that is demanded by the patient. The amount of stressors and burnout syndrome are linked, the more stressors the nurse is exposed to the higher the risk for burnout syndrome becomes. Burnout syndrome has an adverse effect on the organization, the nurse, and the patient.
However, not everybody is able to access the said services. Ayanian (2015) wrote that the key indicator of inequities in health outcomes is racial disparities. Disparities in health care matter because they limit the overall improvements in quality of care. Today, it is undeniable that many groups face risks because of being uninsured. Other than that, they lack access to care.
Often times, the bureaucracy involved in implementing a change within the hospital slows the process, increases workload of the change agent which ultimately loses council member buy-in. Thus, disallowing a project to become implemented which is one of the many challenges to maintaining a Shared Governance Council (Moore, Strachan, O'Shea, & Leitch, 2012).
This essay is to recognize the important factors with burnout in the nursing profession. The effects of burnout result in concerns with the nurses personally and professionally, the patient care that they provide, along with the consequences that have followed in the healthcare system. Nurses are most subject to developing burnout due to the nature and emotional demands of their job. The most significant consequences are the nursing shortage and a decrease in the quality of patient care. Insights of job dissatisfaction, stress, and burnout among nurses are provided.
Henderson goes on to explain “burnout as a syndrome characterized by emotional exhaustion, depersonalization, and lack of personal accomplishment.” (Henderson, 2015). Burnout may have been one of the leading cause of the staff shortage in my stressful situation, where times I did not want to work because of exhaustion both physically and mentally. Ribeiro et al. (2014) definition of “Burnout syndrome: long-term work stress resulting from the interaction between constant emotional pressure associated with intense interpersonal involvement for long periods of time and personal characteristics”. (Ribeiro et al., 2014).
Furthermore, nursing burnout has costly effects on an organization, causing poor retention rates, reduced productivity, increased absenteeism, difficulty recruiting, and high turnover rates, along with increased medical errors and reduced quality
These safety systems are designed to prevent harm to clients, healthcare professionals, and volunteers. First, the organization understands the importance of establishing a non-punitive environment where all patients can report accidents and errors made by the staff. In particular, the development of an effective communication system is fundamental towards promoting a sustainable culture of patient safety. Sharp, Palmore, and Grady (2014) inform that the risk of HAI is as high as 10% in some healthcare settings because they lack effective communication systems for patients to report their problems. The healthcare institution currently runs an anonymous reporting system where patients can share their problems on the treatment of health professionals, equipment, and facilities within the healthcare setting.
Patients’ lives are at risk and they could be out friends, family or ourselves. Are there important patient concerns? Their safety and the quality of care they receive in the poorly staffed emergency care environment. Staff concerns? Nurses risk their licenses daily when they practice in an environment with unsafe patient to nurse ratios.
(Hold LM, 2005), (Rickles D, 2007), (Bierema LL, 2003) Unfortunately, many systems lack the capacity to understand and or measure their own weaknesses and constraints, leaving policy makers (including the regional medical officer) with no ideas on what they can and should strengthen. Within this complex system, interventions ( such as primary health care services), even the simplest, fail to achieve their intended goals not because of the inherent flaw in interventions itself, but rather to unpredictable behavior of the system around it (e.g., health workers blaming the poor working conditions, the users underusing services due to inadequate or deplorable services provided by the health units and the managers/leaders being part of the system as well as steering the strengthening wheel on supply side). Another example in which one intervention may in on one situation and not another is conditional cash transfer to may increase health seeking where transport to the facilities is available and not another, or it may entrench certain unintended behaviors to maintain status quo for continued eligibility in a mother with malnourished child. (Meadows D, 2008) This case gives us a perfect example of the characteristic of a system, which is constantly changing, tightly connected,
STATEMENT OF PROBLEM Bullying and harassment at workplace is a widespread social stigma which is well recognized in the healthcare sector, both globally and in Pakistan. It can have devastating effects on the victim’s personal life, health, job satisfaction, performance and productivity. Women are the major victims of workplace harassment in Pakistan’s healthcare sector. Fear of reporting and confusion regarding how to get help has further added to the problem. The responsibility to develop and promote a healthy and safe environment for all workers has to be taken, because existing laws and policies are either ineffective or the general public lacks awareness related to their legal rights.