A potential practice problem is the burn
A potential practice problem is the burn out rate of nurses, especially after the pandemic or now during the staff shortage and the impact of their stress and mental health. This may impact the nurses personal life and health as well as the patient care provided and their work ethic. Relevant Evidence-based Practice : Benefits and techniques of maintaining good mental health as a nurse and keeping from burning out. Two peer-reviewed research articles were reviewed to address the identified clinical problem. The first article, by Montoya et al. sets out to analyze the factors and stress level of nephrology nurses. The author states, “the close relationships nephrology nurses have with their patients, combined with the pressures of a demanding workload, can often result in emotional and physical work-related stress.” These are some of the effects of the emotional toll a nurse must endure that will ultimately affect their mental health, physical health, interpersonal relationships between colleagues and those in their personal lives, and their patient care. The authors also explain that by using certain methods and techniques one can lower that emotional toll for example, “Planful problem solving, seeking social support, self-control, positive reappraisal, and positive interpersonal relationships with colleagues are associated with increased well-being and decreased job stress levels”. The second article by Dr. Dahri et al. analyzes the effect of despotic leadership and occupational stress on job satisfaction through burnout among public hospital nurses. The resulting strategies from the study in order to decrease dissatisfaction and stress among nurses are as follow, “arranging training programs for supervisors to develop leadership emotional skills. Likewise, practices must be devised for flexible work settings to enhance work rather stress among employees that results in burnout and job dissatisfaction.” As seen from the information provided by the studies above it is clear to see there is a direct correlation between internal and external factors and the mental health of nurses that may encourage or prevent burn out syndrome. Implementation Plan: In order to maintain a healthy mental state, one must set boundaries both professionally and personally. There needs to be a clear mode of communication between staff and leadership and a concept of understanding and empathy as not all eyes will see the same. Evaluation Plan: There should be monthly teachings or trainings for leadership and a free forum of communication to voice concerns. There should also be a mandatory vacation period of about 1 week every 6 months in order to get the decompression and reflection time needed. Plan to Sustain the Practice Change: There needs to be constant monitoring and a checks and balance system from all head of departments and facility coordinators as this will decrease the turn over rate for staff and increase nurse and patient care and satisfaction. This can be done using monthly surveys and check ups on different departments and chairman to assure compliance. References Montoya, V., Donnini, K., Gauthier-Loiselle, M., Sanon, M., Cloutier, M., Maitland, J., Guérin, A., Dutka, P., Pryor, L., Thomas-Hawkins, C., Voegel, A., Hoffmann, M., Savin, S., Kurzman, A., & Kear, T. (2021). Mental Health and Health-Related Quality of Life Among Nephrology Nurses: A Survey-Based Cross-Sectional Study. Nephrology Nursing Journal, 48(5), 447- 461. https://doi.org/10.37526/1526-744X.2021.48.5.447 Dahri, A. S., Hameed, W. U., Nawaz, M., Sami, A., & Bux Shah, S. K. (2019). Nurses’ Job Satisfaction is Burned out by their Leaders and Stress. Journal of Managerial Sciences, 13(2), 158-171.
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