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.
Lateral Violence in Nursing Bridgett Byrd Central Texas College The nursing profession is no stranger to workplace violence. Violent displays of behavior can come down from those that hole managerial positions to subordinate staff through a top down hierarchy in a vertical manner. This can occur through such actions as with holding raises or promotions, unequal distribution of resources, unfair staffing assignments, among others. There is also nurse to nurse violence through interactions with peers of the same staff position. The display of lateral violence in nursing is an issue that is hurting the profession as a whole.
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.
Introduction Multi-disciplinary healthcare teams are important and critical in developing the comprehensive care and treatment for patients. Communication is indispensable for providing comprehensive services. One big challenge of communication between different parties in teams is causing the potential for conflict. Most of the organizations are inevitable encountering conflict and the clinical healthcare setting is no exception (Almost, 2006; Pavlakis et al., 2011). The term conflict is described as a dynamic process underlying a wide variety of organizational behavior occurs whenever interdependent parties pursue incompatible goals, incompatible relationships or scarce resources which develop between two or more individuals in an organization
Researchers theorize that shift work exerts adverse effects in nurse by disturbing circadian rhythms, sleep, and family and social life. Disturbances in circadian rhythms may lead to reductions in the length and quality of sleep and may increase fatigue and sleepiness, as well as gastrointestinal, psychological, and cardiovascular symptoms. In addition, working at unusual times may make it difficult to interact with family and maintain other social contacts. Similarly, long work hours may reduce the time available for sleep, leading to sleep deprivation or disturbed sleep and incomplete recovery from work. This may adversely affect nervous, cardiovascular, metabolic, and immune functioning.
A culture of bullying where nurses work are likely to experience other negative work related effects such as low job satisfaction, decreased productivity, and lower morale. With this, it may result in different counsequences that threatens nurse’s ability to provide high quality care (Lowenstein, 2013; Broome and Williams-Evans, 2011). Bullying has been defined as: Repeated inappropriate behavior, direct or indirect, whether verbal, physical or otherwise,
Thank you for your post. Working as a registered nurse can be exhausting and challenging, leading to frustration and unhappiness which can equate to burnout. The cause of burnout can occur in response to disruptive patients, beleaguered by direct and continuous contact with clients, mounting desk work, excessive workload, and shift work (Kar & Suar, 2014). Therefore, nurse burnout has been demonstrated by studies to have adverse consequences regarding patient care and safety. Burnout can affect the overall organization by increased turnover, decreasing the productivity of employees regarding increased absenteeism, and reduced quality of service (Nantsupawat, Nantsupawat, Kunaviktikul, Turale, & Poghosyan 2016).
Referencing to Jones, Hamilton, Murry (2015), lack of prioritization can lead to unfinished nursing care, and missed care. “Prioritization strategies of nurses leave patients vulnerable to unmet educational, emotional, and psychological needs” (Jones, 2016). This paper summarizes and reflects on how the lack of prioritization leads to unfinished care and how that is associated with negative nurse, patient, and organizational outcomes (Jones, 2015). Prioritization is highly involved in the clinical setting, prevalence of unfinished care due to lack of prioritization is high among nursing staff, and the staffing and work environments are a stronger influence on unfinished care (Jones, 2015). Work prioritization in the clinical setting has a
Many women are too embarrassed to talk about it, some believe it to be untreatable and many women think that it is a natural process of ageing. Reluctance to express, embarrassment, culture, dependant on husband and families for treatment, poor economic background, fear of surgery and pain are reasons for non- consultation (Singh
1999). A high nursing turnover impacts serious challenges at all levels in healthcare delivery. The commonest negative influence of turnover in the context of the work environment is the inability of a health facility or organization to meet the patients’ needs and less time devoted to provide quality care to patients (Tai et al., 1998, Shields and Ward, 2001, Spilsbury et al., 2011). Increased turnover is also known to have a direct effect on patients’ safety resulting in medical errors, administration mistakes, and increased infection rates in patients (source). Shortage of nursing staff, resulting from turnover may have significant consequences on patients, even leading to patient injuries and deaths (Stolberg,
CF affects the physical, behavioral, emotional and spiritual aspects of a nurse 's life (Aycock & Boyle, 2009). The nurse experiencing CF may complain of physical symptoms such as frequent headaches or generalized aches and pains. The nurse may also show behavioral symptoms such as detachment, frequent call outs, and transfers to other departments or other hospitals; emotional symptoms may include irritability, moodiness, and anger, and show spiritual self-doubt and doubt in beliefs (Bush, 2009). Other symptoms may include medication errors, or performing skills incorrectly, which can harm the patient and/or themselves (Braunschneider,