ABSTRACT
As the number of HIV/AIDS cases is still increasing, there is always a need for trained and professional caregivers. There is a wide range of clinical challenges that caregivers have to face with the changing face of the disease. But who looks after the caregivers? Their needs are not being addressed as seriously as they need to be. Thus, Stress and Burnout issues are common among them and this is also impacting the quality of caregiving. Burnout is a process and not a sudden event and so its identification at an early stage is important. It is high time that this issue should get its due importance and care of caregivers be taken up more actively and effectively. Professionals like doctors, nurses, social workers, counselors invest
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With its high demand and extensive burn out concerns, the severity and intensity of caregiving for HIV would be overwhelming, leaving many of nurses working with HIV patients with hopelessness and despair. The extent to which the severity of life-threatening ailments of patients and their demands of fulfilling health care requirements affect the psychological well-being of nursing professionals has been a major concern. This study explores and describes the experiences, feelings, and perceptions of nurses working with HIV patients as caregivers working with HIV/AIDS. A qualitative study along with questionnaires investigating 100 caregivers involving stress factors involved in HIV/AIDS-related care, symptoms of occupational stress for caregivers. The results specify in what sense these caregivers find their work extremely …show more content…
Occupational Stress is defined as, “the psychological state that is or represents an imbalance or mismatch between people’s perceptions of the demands on them (relevant to work) and their ability to cope with those demands” (Miller 2000). It is an individual based, affect overloaded experience associated with stressors that are perceived and interpreted subjectively and uniquely by everyone. Stress in HIV/AIDS care can be caused due to a variety of factors like client overload, demands of the caregiving activities ranging from physical and personal care of the clients to around the clock monitoring and care of the severely ill, daily domestic chores of the caregiver’s own household, fear and uncertainty about HIV contagion and their own health, strong feelings of guilt, anger and helplessness etc. Insufficient compensation and encouragement are also leading factors for stress. Whereas, burnout is the exhaustion of physical or emotional strength because of prolonged stress or frustration which has been detected in a wide variety of health care providers. Burnout has, in fact, understood to be an individual stress experience that is embedded in a context of social relationships, and thus involves the person’s conception of both the self and the
4.6- It is accepted that practitioners in health and social care settings can be affected by the stressful nature of the work. (Godden 2012) When discussing challenging situations with supervisees we need to ensure they feel supported and have received the necessary training such as DMI and have completed their induction. Ensure they understand they have to adhere to the behaviour management programs and relevant risk assessments. If a specific incident has occurred reflect with them the effects of events and consequences and actions that occurred, using the records of incidents, A B Cs and tick charts for reference if needed. Help them to understand how they might have caused and influenced events and work out the most effective way to handle
Feelings of job dissatisfaction and burnout are not exclusive to social workers involved with the welfare system; in our profession, it is an issue that can be faced in any area, including clinical practice. It is easy to get stuck in feelings that one is not making progress with a certain client and feel demoralized as a result. The three concepts focused on in this article to avoid burnout when interacting with the welfare system can also be applied to clinical work. For instance, one can remind oneself that they are needed by the client. Even if the worker does not feel like s/he is being productive, the client keeps seeing him/her, which means that the client still feels s/he needs the help of the worker.
With input from all parties, a care plan can be developed. In many cases, both a home health aide and an in-home caregiver will be required to ensure the proper level of care, one that allows the senior to stay in his or her home. In the event a patient needs home health care in addition to a personal care aide, we are happy to help. We work with home health agencies to ensure our clients have the help they need at all times, regardless of what is involved.
Organizational Support Direct care staff often look to their direct supervisors or the organization itself for support to prevent burnout. The staff’s direct supervisor needs to be aware of the individuals employees stress level. This can be done my spending time with the individual while working directly with individuals and also listening and paying attention to what the staff member is saying. Many human service organizations offer very generous paid time off packages to their employees so that the employees have the opportunity to take time off for themselves or their families. While the paid time off package is nice the organizations need to look at other options as well to keep valuable employees and reduce burnout.
What was once thought of as a profession driven by compassion and the desire to help those in need has now become filled with weary burnt out nurses who have lost sight of their purpose. Stress has caused them to distance themselves from the principles nursing is built upon. Our health care system needs to be revamped to improve the quality of care being administered. Nurses can be proactive and take steps to avoid burning out but, our health care administrators have to take matters into their hands because they have the capacity to initiate change. They must realize the gravity of the situation and take an offensive position to make a stand against the crisis of nursing
A personal health inventory for spiritual and emotional assessment is important especially for health care workers to combat burnout. Overtime, caregivers especially nurses can build up anxiety, stress, and even depression due to exhaustion. Care giving work is physically, spiritually and emotionally exhausting (Grand Canyon University HLT-310V, 2015). This paper will explore the spiritual, emotional, compassion fatigue, and burnout inventory of this author. In addition, discussed will be ways to promote spiritual, and emotional growth while combating burnout.
Caused by the constant demands of work and lack of taking breaks, burnout is a challenge in itself and can get even worse if gone untreated. More and more nurses have begun to feel the effects of burnout, raising a dire concern that healthcare workers while taking care of others, must also remember to care for themselves which can, unfortunately, go neglected when the work is so heavily focused on saving the lives of
These people’s exhaustion may negatively affect the care that is given to the patients. One research study delved into the childhood of the caregivers to determine if the how the caregivers bonded as a child influenced whether or not they would become exhausted. The researchers used surveys to determine that the caregivers who were less secure in their relationships with others did become exhausted when caring for patients with dementia. They recommended that staff be educated about the effects of attachment on burnout (Kokkonen, Cheston, Dallos, & Smart, 2014). Reference Kokkonen, T.-M., Cheston, R. I., Dallos, R., & Smart, C. A. (2014).
The mind-numbing process of debilitating illnesses eventually take a toll on caregivers. Hence, as a nurse, I must be diligent to delve into a caregiver’s emotional
Visit Two The main aims the author had for the second visit with Joan was to access how the additional services that had been arranged at the first visit were working and if Joan required any additional support or advice. It is essential that nurses evaluate the effectiveness of nursing intervention to resolve a diagnosis or resolve a particular outcome (Johnson et al, 2012). On arrival the author noted that Joan appeared happier than the last visit.
There are both short and long-term caregiver relationships, and as a care recipient ages, they may require additional assistance and time (Montgomery &
Interviewing families provides the nurse with information that can help the patient and their family manage chronic illness. By asking the family questions, the nurse can gain an increased understanding and appreciation of the illness impact on the family and the family’s concerns and hopefully help soften suffering and encourage hope and healing (Wright & Leahey, 2013). Following the conclusion of the interview, the nurse can assess the success of the interview and look for opportunities to improve the next family interaction. This is the fifth installment of the family assessment of two sisters, J.A. and R.C. This final paper will discuss the personal and professional impact that this family interview process had on the interviewer and discuss any opportunities that may have been conducted differently.
Caregiver is a person who has the duty of meeting the physical and psychological needs of the reliant patient. Psychiatric
Caregivers Who are caregivers? Caregivers are either paid or unpaid individuals who work at hospitals, clinics, age-old homes, and patients ' residence to provide personal care. They perform all sorts of menial job like feeding, bathing, walking, dressing, exercising, laundry, grocery shopping, and transporting home to medial setting and vice versa besides caring. The basic aim of caregiver profession is to care for elderly and all-aged patients, and help them live a normal and healthy life.
Colton and Roberts (2007), says that burnout of social care staff is often caused by heavy workloads, poor pay and poor supervision, perceptions of work was low-status, staff feeling unsupported in work in very challenging environments. Blankertz and Robinson (1997) state social care staff need clear defined job roles, pleasant working environments, competent and cohesive co-workers and the availability for staff to provide input on decisions all contribute to low turnover of staff. Therefore it may be assumed that the challenges social work proposes create a need for the motivating of subordinating staff by the social care manager. Lalor and Share (2013), confirm that Social Care work poses various challenges as a practice, both physically