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Workplace Empowerment and Nurses PDF

   

Added on  2020-05-16

7 Pages1271 Words89 Views
Leadership ManagementHealthcare and Research
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Running head: NURSE TURNOVER Nurse turnover Name of the StudentName of the UniversityAuthor note
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1NURSE TURNOVERPicot questionPopulation: Registered nurses working in Sinai hospital intermediate care unit (IMC).Intervention: mindfulness, self-care strategies, continue education, receiving recognition/rewards for accomplishment Comparison: Avoiding RN turnover risk factorsOutcome: when management team involved in RN retention and acknowledgement foraccomplishment, registered nurse turnover will reduce in one year.Background Being the single and largest component in the healthcare workforce and frontlineproviders in hospitals, nothing can be more impactful on nursing profession than healthcareculture and success. As per United States Human Capital Effectiveness Report 2012-2013,hospital sector has highest turnover of 28.3% nurses and more worrisome, about 22.2% newnurses are leaving profession after one year of joining (Duffield et al., 2014). Poor clinical skillsare not only the primary reason for turnover rather workload, staffing issue, workplacerelationships and no acknowledgement from management team for goal accomplishment.Therefore, nursing turnover is reaching an alarming stage in the U.S. healthcare system. Best Practice Research suggests that through developing collaborative relationships with members ofhealthcare team and co-workers help to encourage autonomous practice and development ofinter-professional relationships help and avoid interpersonal conflict (Galletta et al., 2013).Through effective communication between nurse-healthcare providers, help them to know each
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2NURSE TURNOVERother as persons and not as in occupation. Another way to reduce nursing turnover is supportingRNs to participate with doctors in on-going education programmes through co-leadershipstrategies can help RNs to attain competencies and reduce involuntary turnover due to poorclinical skills (Van den Heede et al., 2013). Another research conducted by Zeller & Levin, (2013) suggested that mindfulness is anevidence-based approach that enhances situational awareness among nurses imparting positiveresponses to cope up with stressful situations and thereby, reducing nursing burnout. Thisstrategy is inexpensive and improves the quality of work among nurses. Another study conductedby Oyeleye et al., (2013) stated that empowering nurses to participate in hospital affairs likerewarding and appraisal can aid nurses in practicing professionally and provide safe quality care,This in turn help to value their job contributions and add to their health and well-being linked tojob satisfaction. Empowerment from management team support nurses by providing them freeaccess to power and resources within organization (Happell et al., 2013). This helps them to raisetheir voices enhancing commitment and involvement within the healthcare organization. Thesefactors are related to self-care interventions and healthcare environments that aid inunderstanding the occupational stressors that nurse face and in reducing their turnover. Stressreduction initiatives also include adequate sleep, rest, nutrition and proper sleep that enhancetheir quality of life and have positive implications for nursing workforce management(Ratanasiripong et al., 2015).
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