Transcript of Presentation for nursing 3
- 1. S Increasing Nursing Satisfaction in a local critical care
unit
- 2. Edith Ogletree Senior Project Nursing 452 Melody Church Lees
McRae College
- 3. Purpose Statement S The purpose of this project was to
increase nursing satisfaction in a local critical care unit using
evidence base research.
- 4. Validating the problem S Job dissatisfaction is strongly
associated with nursing turnover. S Evidence of the impact of
healthy work environments on nurses and patients. S Research shows
decrease in patient ratio can decrease mortality rate in
patients.
- 5. Why should we increase satisfaction? S In the case of this
local CCU, the manager of the Telemetry unit was assigned to manage
the critical care unit after the resignation of the current
manager. This change in management was an attempt to stretch the
budget but made communication much more challenging considering the
added responsibility of managing two units. The management styles
of the current and former managers differed greatly, and staff that
was accustomed to having their issues addressed in a timely manner,
were forced to accept delays in response times.
- 6. Why should we strive S When we strive to increasing
satisfaction for nursing we can see improvement in patient care,
improve morale, and staff will want to stay longer in their
positions held. S Burn-out and fatigue can make it impossible to
manage with their jobs. Nurses whom feel overwhelmed tend to leave
their field altogether. Burnout is a problem in all areas of
nursing. CCU nurses are noted to be more affected due to the state
of patients critical needs. Burn-out
- 7. Literature review S The literature review presented three
interventions that could be used to increase nursing satisfaction
in a local critical care unit. A literature search was conducted
using the CINAHL online database to find evidence for interventions
that could increase nursing satisfaction in a local critical care
unit. Inclusion criteria were English resources from a healthcare
discipline. S Main search terms used were burnout in CCU to
increase satisfaction in nursing. Secondary terms included
systematic reviews and random control trials and research. S The
search resulted in three articles. Publication years ranged from
2009 to 2014 including one from 2009 one 2013, and 1 2014. All of
the articles were from United States. One article was nursing
discipline and two from nursing and medicine disciplines. One
article was a random control trial single study experimental. One
discipline was from nursing and two from both medicine and nursing.
Two articles were systematic reviews randomized control trials. One
article was a mixture of quantitative and qualitative descriptive.
Hierarchies of evidence levels for these articles included two
level I, and one level IV (Melnyk & Fineout-Overhold,
2010).
- 8. Research-based intervention S Three interventions that could
be used to increase satisfaction in a local critical care unit were
found in the resources. Interventions included: 1) decreasing
burnout, 2) team work, and 3) improving work environment and job
retention.
- 9. Intervention S Survey was given to Nursing staff and
management. Data was collected over three week time period. All
information remained anonymous. Short questions were given for time
management reason ; to encourage more interaction with staff. S
Surveys were collected in a locked box. Only the person given
survey were allowed to remove and see answers.
- 10. Addition information S TeamSTEPPS- was used by the hospital
to encourage team building, communication with staff. This was a
mandatory class. S TeamSTEPPS staff and encourage to use techniques
daily. S TeamSTEPPS- definition is debriefing in an informal
session designed to improve communication and teamwork between
staff (AHRQ,2014)
- 11. Implementation S Lewins Three-Step Change Theory will be
used for this project (Kritsonis, 2004). Lewins theory focuses on
the identification of forces for and against change and using the
three-step mold to help shift the balance in the direction of
planned change(p.1).
- 12. Implementation S A force-field analysis is necessary to
determine forces that affect change. Driving forces promote change,
and restraining forces restrict or inhibit change. Driving forces
include the desire to provide the highest level of satisfaction in
nursing. Restraining forces would be increased the workload and
decrease satisfaction and burnout in nursing and staff unable to
agree with guidelines promoted by survey and committee. S The first
step is to unfreeze the current state by increasing driving forces
and decreasing the restraining forces. This can be done by building
trust and acknowledgment of the importance of change, and allowing
the group to participate in decision-making. Nursing and Nurse
Managers will receive information on techniques and have the
opportunity to provide a recommendation for decrease burnout and
increasing nursing satisfaction. The second step is movement toward
change through persuading participants that the status quo is not
beneficial and encourages them to work together. As a group, the
nurses will work toward a new way to decrease problems, and connect
with Committee views with respected leaders who support change. An
in-service on guidelines will be provided to nursing staff and
nursing management. Education on the need to decrease burnout in
nursing; while retaining staff and increasing satisfaction will be
emphasized during this study. The guidelines will emphasize why and
what is needed and how to accomplish these needs. The third step is
unfreezing to allow change to sustained long term through
reinforcement of formal and informal mechanics. The nurses will be
evaluated, and education will be provided to help promote positive
outcomes for staff.
- 13. Checklist for survey S Survey for Nurses in CCU please
circle your answer S Lets examine what survey respondents had to
say, starting with the big picture question: Overall, how do you
rate your job satisfaction in your present position? Using a 1-to-5
scale Satisfied, somewhat satisfied, neither satisfied or not
satisfied, not satisfied S 1-Looking at the big picture S
2-Professional practice environment: Do you get the respect you
deserve? S 3-Does management have your back? S 4-Staffing levels: A
key controversy S 5-Breaks and overtime (do you receive adequate
compensation)
- 14. Evaluation S In order for the survey to work in the CCU
unit, nurses were asked to give their honest opinion in the survey.
S There has been an improvement in morale in unit. Nurses are
communicating more with each other. Not sure if it has anything to
do with mandatory seminar but staff do seem happier. This is
improvement for the unit. S Management is listening more to staff
about unit needs.
- 15. Conclusion S The use of the survey has made an impact on
the unit. The tool can help increase nursing satisfaction in a
local critical care unit. The nurses were given a chance to reflect
on feedback. The cost was minimal to paper use. The combination of
the mandatory seminar from the hospital probably help with increase
of morale and teamwork. The tools are cost effective and can be
preformed by any staff member.
- 16. Recommendations S I would recommend all nursing to
incorporate some type team building tool in their practice.
Satisfaction is very important for everyone. Everything nurses do
effect patient care. If satisfaction can be improve then patient
satisfaction can be improved also.