Concept of Compassion Fatigue Essay 4

1. Discuss how a healthcare organization’s culture is formed.

2. Discuss how you see the organizational culture of the institution impacting staff workers?

3. How do you see staff members impacting the organizational culture?

4. Do you think the culture of a healthcare organization can affect incivility, bullying, or compassion fatigue? Why or why not?

Instruction

Answer each question accurately with details and examples.

Cite 2 journal article sources in APA 7th edition format.

You may use the articles attached!

Understanding organisational culture for healthcare quality improvement | The BMJ

Reflecting on the Concept of Compassion Fatigue (nursingworld.org)

Prevent Compassion Fatigue and Burnout with a Magnet Culture 2019.pdf

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Compassion fatigue and burnout are 2 of the most se- rious issues facing the nursing profession today. Both can lead to emotional exhaustion and job disillusion- ment. Both contribute to lowered productivity and quality of care. Healthcare providers around the world are on the lookout for ways to prevent and mitigate these critical issues. In this month’s Magnet Perspec- tives column, we take a deep dive into the latest re- search on nurse burnout and compassion fatigue, examine contributing factors, and consider steps or- ganizations can take to make sure their nurses are not running on empty. We also explore how the fun- damentals of a MagnetW culture, especially an auton- omous practice environment, strong nursing leadership, and meaningful recognition, can keep nurses engaged and build a resilient workforce.

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It is no secret that nurses play host to a high level of compassion fatigue. In hospitals and healthcare orga- nizations around the world, nurses may struggle to function in environments that present constant chal- lenges. High patient acuity, intense work hours, safety imperatives, workplace incivility, and violence all can leave nurses feeling emotionally drained and raise their risk for disengagement. Concept of Compassion Fatigue Essay 4

Compassion fatigue manifests itself in many ways. Low job satisfaction, job-related stress, and burnout are some of the most common consequences. Stressed nurses put the entire healthcare organization at risk. They are more likely to make poor decisions that can lead to errors. They are less likely to interact with pa- tients or each other, leading to strained relationships. They are more apt to leave their jobs. Conversely, sat- isfied nurses thrive in an environment that is safe, empowering, and satisfying.1

In today’s increasingly complex healthcare sys- tem, MagnetW recognition from the American Nurses Credentialing CenterW addresses many of the elements that can lead to compassion fatigue and burnout. Pur- suing the credential helps bolster factors that create a holistic, caring, and inclusive workplace—factors such as a healthy environment; appropriate resources; strong, supportive leadership; nurse engagement and recog- nition; mutual respect; and a collaborative culture.2

Healthy Work Environments In their study of burnout syndrome in hospital nurses, Holdren et al3 found that a poor work environment and heavy workload were major contributing factors. They recommend that hospitals focus on creating an

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mailto:rebecca.graystone@ana.org
mailto:rebecca.graystone@ana.org
environment in which nurses feel supported by co- workers and management and implement lower patient-to-nurse ratios.

Similar findings emerged from the international setting. Sillero and Zabalegui4 explored the influence of organizational factors on burnout among perioper- ative nurses in Spain. The authors found that working conditions increasingly impact job satisfaction and burnout, with 3 areas in particular playing a signifi- cant role: nurse leadership style, staffing, and support. Positive, inspirational leaders who support nurses with an engaging work environment, adequate resources, and genuine recognition sustained a more resilient workforce than those who did not. The study notes that Magnet hospitals are able to provide this type of environment because of their “capacity to attract and retain professionals as they promote quality pa- tient care, safety, interdisciplinary collaboration, pos- itive communication, professional models of care practice, opportunities for professional development, and better practice environments than other hospitals.”4

Wei et al5 conducted an overview of studies on healthy nurse environments in the United States. The authors found a strong link between a positive work- place and nurse outcomes such as psychological health, emotional strain, job satisfaction, and retention. When nurses perceived higher caring behaviors in the work setting, they had significantly lower scores on compas- sion fatigue, stress, and burnout and higher scores on work relationships, job satisfaction, and compas- sion satisfaction.

Examining burnout among emergency room nurses, Abellanoza et al6 echoed the emphasis on workload as a critical factor. Leaders must get creative to solve this problem, including strategic scheduling and shift management. The authors cite workplace engagement as a critical buffer that gives nurses the energy and en- thusiasm to remain on the job, despite a high work- load. Similarly, research by Moloney et al7 found that a high workload leads to higher burnout and is the strongest predictor of a nurse’s intentions to leave.

Support and Recognition Meaningful recognition of nurses, another Magnet hallmark, can impact engagement and reduce stress. Barnes et al8 found that recognizing compassionate Concept of Compassion Fatigue Essay 4

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