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NURS 8114 Framing a Practice Problem as a Critical Question With Measurable Outcomes

NURS 8114 Framing a Practice Problem as a Critical Question With Measurable Outcomes

Healthcare is a difficult line of work which weighs heavily on all those involved. Families are at their most vulnerable and healthcare works deal with things that are beyond their control. Nurses often feel the brunt of the stress as they are called to oversee all aspects of care on around the clock basis. Often physicians and other ancillary staff have contact and interactions but can remove themselves from the extreme emotions of family members. While burnout can be caused by many different types of stress including physical, emotional and mental (Lafraxo et al., 2021).

Nursing burnout has been described in many different ways and generally included caregiver exhaustion which leads to the individually stepping away from the profession either for a time or completely (Chao, 2019; Garrosa et al., 2011; Lafraxo et al., 2021). Some have offered theories of ways to prevent burnout however there is more work to be done. In healthcare, exercise is often referred to as a helpful chemical creator and healthcare professionals offer exercise as a treatment along with other modalities (Lafraxo et al., 2021). In the case of nursing burnout, Lafraxo et al. found exercise was not effective at warding off burnout in nurses. With the production of helpful hormones, exercise cannot cure burnout.

Burnout is a complex and personal issue for those who suffer. Strategies vary as does the burnout situation. Nurses differ in specialty and similarly they vary greatly in age, race, social norm, and several other factors. What causes burnout in one operating room nurse will be very different from the next nurse even within that same setting. Nurses are individuals and the stressors impact each person differently. Finding common practices that protect and encourage open sharing of stress and stress management may be the key to decreasing burnout (Rahnavard et al., 2018). One way to successfully assist in the prevention of burnout is to increase openness and selfcare among healthcare professionals (Andrews et al., 2020).

One way healthcare leaders can help retain staff and ensure wellbeing is to encourage open communication with staff members about care outside of the work setting. Opening this door and creating a safe place is essential in creating an environment that supports working in the hardest of times. It is my goal to help our organization to better serve the servers. We need to focus on our work force.

Small changes can help improve the lives of works. Flexibility when possible is one major item noted in the research as shift work, especially rotating shifts has been associated with increasing burnout (Pearson, 2020). Engagement with staff to find schedules that meet the need of the organization as well as the individuals is one way, we as a team can support the staff. Using staff to manage their schedules will likely allow for better and more positive outcomes.

NURS 8114 Framing a Practice Problem as a Critical Question With Measurable Outcomes

Overall, exercise is helpful for the body, burnout goes far beyond the physical and requires more than an exercise program to keep staff healthy (Lafraxo et al., 2021). Selfcare has proven effective in managing burnout and helps maintain quality staff who are already dedicated to care (Andrews et al., 2020). For the team, please consider increasing the budget and access to our employee assistance program with an increased focus on selfcare empowerment. Staff members can help identify the current barriers they see in the existing program and can help us establish meaningful resources to ensure staff can stay healthy and continue in the care which drew all of us to nursing in the first place.



Andrews, H., Tierney, S., & Seers, K. (2020). Needing permission: The experience of self-care and self-compassion in nursing: A constructivist grounded theory study. International Journal of Nursing Studies, 101. https://doi.org/10.1016/j.ijnurstu.2019.103436

Chao, S.-F. (2019). Does geriatric nursing staff burnout predict well-being of LTC residents? Geriatric Nursing, 40(4), 360–366. https://doi.org/10.1016/j.gerinurse.2018.12.010

Garrosa, E., Moreno-Jiménez, B., Rodríguez-Muñoz, A., & Rodríguez-Carvajal, R. (2011). Role stress and personal resources in nursing: A cross-sectional study of burnout and engagement. International Journal of Nursing Studies, 48(4), 479–489. https://doi.org/10.1016/j.ijnurstu.2010.08.004

Lafraxo, M. A., Ouadoud, M., El Madhi, Y., & Soulaymani, A. (2021). Burnout Syndrome Among Nursing Staff: Performing Data Analysis using the SPSS Statistic. International Journal of Online & Biomedical Engineering, 17(4), 145–155.

Pearson, M. M. (2020). Transformational Leadership Principles and Tactics for the Nurse Executive to Shift Nursing Culture. JONA: The Journal of Nursing Administration, 50(3), 142–151. https://doi.org/10.1097/NNA.0000000000000858

Rahnavard, F., Sadati, A. K., Hemmati, S., Ebrahimzade, N., Sarikhani, Y., Heydari, S. T., & Lankarani, K. B. (2018). The impact of environmental and demographic factors on nursing job satisfaction. Electronic Physician, 10(4), 6712–6717. https://doi.org/10.19082/6712

Throughout this course you have focused on practice problems to address in applying nursing and interdisciplinary theories, and in the application of evidence-based practice for quality improvement. This week you begin exploring the components of evidence-based practice by framing a practice problem as a critical question. You will begin a search of the literature for evidence to answer the question and inform a practice change for quality improvement.

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