Since the beginning of my nursing journey, I have heard about the nursing shortage. It seems unreal to me simply because of how competitive nursing school is and the amount of people that try to become nurses. So why do we have a nursing shortage? “The persistent nursing shortage is challenging the values and beliefs of the nursing profession and causing nurses to ask how they can fulfill their ethical responsibilities to patients when there are an insufficient number and a maldistribution of nurses” (Erlen, 2004, p. 289). As a result nurses are expressing burnout and job dissatisfaction, moral distress, and the inability to provide quality care to their patients (Erlen, 2004, p. 289). Since the profession of nursing is struggling with
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
Nurses experienced unsatisfied work environment, fatigue, burnout and increased in career change leading to the nursing
Nursing Shortage is a problem we all should be aware of. There are many factors that may lead to a nursing shortage, such as having stressful and unsafe working environments, and our nurses are being overworked. This is a problem we should be aware of because it is affecting the patient care. Nurses would not have enough time to stay with a patient if they have more patients to worry about. Nurses play a big role in our hospitals and communities, “Nurses play significant roles in hospitals, clinics and private practices.
For lack of control nurses believe that no matter what mistakes doctors make its always falls back onto the nurses and it is there responsibility. Sometimes nurses feel as if to much control is put onto them and it increases their workload which results in nurses feeling burnout as they are stressed and tired. For reward nurses felt that this was a common factor of burnout. (Freeney and Tiernan, 2009). Nurses argue that the salary is quite poor and that there are no incentives to invest deeply in work.
I thought about nursing burnout through watching the video by speaker Madelyn Blaire. Burnout is categorized as physical, mental, and emotional exhaustion. Burnout can lead to dulled emotions and detachment. I wonder why nurses are burning out.
At this stage, nurses begin to have decreased caring and competency, be alienated from colleagues and patients, and have emotional coping
According to Maslach and Jackson (1981), nurse burnout is the feeling of emotional exhaustion, depersonalization, and lack of personal accomplishment, particularly when caring for others in the line of work. Work stressors and burnout often lead to turnover, the inability for institutions to retain their staff, either due to transfer and resignation (Gray-Toft & Anderson, 1981). Unfortunately, not only does this risk patients’ quality of care and provoke costly turnover expenses for institutions, but it causes nurses to endure the brunt of its effects. The mental wellness of acute care nurses working in a hospital setting is often compromised as their duties and responsibilities have increased significantly throughout the years while patient
that 60% of those with severe burnout were contemplating leaving the nursing profession. In focus, based on the study of Moss, M. et al. (2016), 25-33% of critical care nurses manifested severe signs and symptoms of burn out syndrome specifically emotional exhaustion, lack of personal accomplishment and depersonalization leading the list. However, burnout is only one of the two factors to determine the vulnerability of health care workers in experiencing a bigger problem: compassion fatigue.
All of which reveal the same compelling evidence that in fact higher levels of burnout are correlated with nurse rated quality of care. This specific study was done through survey analysis and several countries were a part of it. The goal was to see the connections between quality of patient care and burnout. Various topics were included on the matter.
According to Dr.Rawal (2014), in the general, there are 60.7% of nurses not satisfied with nursing professions. The other 52.1% of nursing professions want to leave their career. A survey in 1998-1999 had shown that 17% up to 39% out of 43,000 nurses in five countries had planned to leave their jobs because the nursing jobs were too demanding. Moreover, based on the Journal of Nursing Scholarship (2013), the abuse report has shown more positive work attitude toward the nurses who do not have experience with verbal abuse.
The greater proportion of available research applies the Self-Care Theory to patients and not to caregivers. Nevertheless, clinicians with burnout exhibit emotional exhaustion which signifies a self-care deficit. As such, patient interventions to manage workplace-related stress may also apply to nurse practitioners with burnout syndrome. The Self-Care Deficit Theory can be used to evaluate coping or prevention mechanisms for clinicians with burnout syndrome. According to Hylton (2015), unaddressed workplace stress may result in burnout.
On the other hand, a journal article by Kravits et al (2010), Self-care strategies for nurses: A psycho-educational intervention for stress reduction and the prevention of burnout, discusses depression in the nursing profession and highlights how to prevent it. Both articles acknowledge how pressure to perform may achieve results but have an equal potential for negative effects. However, while the newspaper article mainly focuses on publicizing events that resulted from depressed individuals, it lays no scientific background to the problem and how it can comprehensively be addressed. On the other hand, the journal article details the onset of the problem and how it can be prevented from developing. By giving reference to other peer-reviewed professional articles, the journal
The article chosen for the qualitative study was, “Challenges in nursing continuing education: A qualitative study,” by Jalil Eslamian, Mahin Moeini and Marzie Soleimani. The article chosen for the quantitative study is, “Moral Distress experienced by nurses: A quantitative literature review,” by Younjae Oh and Chris Gastmans. The article chosen for the qualitative study is about continuing education in nursing. Education improves the knowledge and enables the nurse to plan and implement proper patient care. Any deviation from care plan can be catastrophic to the patient and to the nurse’s career.
Nurses required a highly, demanding skills such as teamwork in different situations, dealing with sick and dying, delivering care and be responsibility for the patients round the clock, and shift work (Meyer & Allen, 1997). Besides, high workload, nurse shortage, lack of support and conflict in values with other healthcare professions are most commonly reported and have been underscored to be one of the major factors of stressors proposed in the nursing profession which may affect nurses’ decision to quit the profession (Khamisa, Peltzer, & Oldenburg, 2013). Job stress in nursing has contribute to an “ubiquitous threat” whereby it constantly, extensively affect the physio-psychological well being of nurses and the standard of nursing care. National Center for Biotechnology Information, 2013; cited by Jennings, 2008 claimed that prolonged exposure to work-related stress is associated with burnout. Work stressors also anticipated with low job satisfaction, organisation inefficiency, excessive staff turnover and absenteeism due to staff falling sick (Borda & Norman, 1997; Clegg, 2001; Kirkcaldy & Martin, 2000).
This is significant because there is evidence of decreasing job satisfaction among nurses, which is associated with declining quality of patient care (2010, p.