Running head ANALYSIS 1ANALYSIS6Pertinent Healthcar.docx

Running head: ANALYSIS
1
ANALYSIS
6
Pertinent Healthcare Issue
Student Name
University Name
August 27, 2019
Analysis of a Pertinent Healthcare Issue
This document discusses the critical care burnout for nurses and
the correlation between them and bad patient care. A debate will
be held on the burnout levels and rationale for nurses at the
University of New Mexico Hospital (UNMH). The writer will
show how self-care outside your workplace can decrease work
tiredness and having adequate stress management organizations
in the workplace. Two study papers related to the suggested
modifications to reduce the burnout in infants will be analyzed.
(Harkin, 2014).
Purpose of the change proposal
Increased workplace stress, lengthy hours and traumatic
exposure in patient care are strong in acute care. This kind of
setting may lead to enhanced work exhaustion and greater
burnout levels on nurses. Employment fatigue is shown in
patient care reduced and general compassion decreased (Cocker
& Joss, 2016). With a healthy working and household with good
self-care and good stress management, work fatigue can be

avoided and high quality care is maintained in acute care
environments. (Chilcoat, 2016).
University of New Mexico Hospital burnout rates
Care burnout remains one of the leading causes of UNMH
turnover levels. In the last five years, the elevated burnout
levels at UNMH studied reveal increased burnout. Research has
demonstrated that burnout is immediately linked to the absence
of social support, inadequacy in controlling schedules or tasks,
a messy working situation and a work-life imbalance. UNMH is
creating opportunities and programs aimed at reducing burnout
prices. (University of New Mexico, 2016).
Nursing intervention
Educating nurses about the significance of beneficial self-care
practices in acute care, for example meditation, treatment,
physical exercise and spending time on working outdoors in
order to enjoy life. In the workplace, the workforce can also
interact, discussing severe stressors and communicating
therapeutically to one another in order to decrease effective
stress on the environment. (Wolf, Perhats, Delao, & Clark,
2017) — Working to offer worker self-programming, prevent
compulsory overtime, monitor worker overtime, and create
mentorship programs (University of New Mexico, 2016).
Evaluation of the literature
A study of comparative studies (2003) involves three-fold
layout research involving quantity and qualitative techniques.
This study will address the burnout among nursing workers in
accidents and emergency and acute medicine. The aim of this
research was to create stress and burnout variables, to determine
the behaviors of the impacted nurses and to stress impacts on

the care of the patient. Also to determine whether stress and
burnout affect people outside of the clinical environment. The
findings indicated that networks, interpersonal relationships and
teamwork need to be made more effective as robuster means of
moral increase and stress reduction. It can help with exhaustion
and burnout by offering greater education and resources
(Gillespie & Melby, 2003).
The next article on the prevalence of burnout syndrome in
emergency healthcare providers is a metabolism (2017). In this
paper, burnout is recognized as one of the most significant
occupational health issues in different occupations involving
working with others. This paper details how this relates to
emergency nurses and offers an overview of interventions and
mediation to help people deal with burnout. They found that
stronger working circumstances and training of skilled peers in
which nurses can convey their feelings and emotions can lessen
the burnout event in these practitioners (Gómez-Urquiza,
Fuente-Solana, Albendín-García, Vargas-Pecino, Ortega-
Campos, & Fuente, 2017).
Including the techniques discovered in the two study papers
given, UNMH can change the rising burnout prices. The
application of peer-support organizations and self-programming
can help nurses to get less burnout in the beneficial direction. In
a adverse light, dispute arises with any shift. The request should
be made in order to reduce work fatigue and burnout in public.
If nurses can see the purpose of change, they are more willing
to change their working conditions. (University of New Mexico,
2016).
Conclusion
Pflege personnel should be trained and provided with work and
burnout prevention instruments. Interventions should include
the equilibrium between job and family lives with the

participation of self-care and stress management instruments in
the workforce. If nurses can take care of themselves, they will
be able to care for others exceptionally. Patients can receive
personal attention to acute care by stopping nursing burnout in
emergency medicine (Gillespie & Melby, 2003).
References
Chilcoat, M. (2016). Comment on “It’s a burden you carry”:
Describing moral distress in
emergency nursing. Journal of Emergency Nursing,42(3), 198.
doi:10.1016/j.jen.2016.02.022
Cocker, F. & Joss, N. (2016). Compassion fatigue among
healthcare, emergency and
community service workers: A systematic review. International
Journal of
Environmental Public Health. doi:10.1037/e510112017-001
Gillespie, M. & Melby, V. (2003). Burnout among nursing staff
in accident and emergency and
acute medicine: a comparative study. Journal of Clinical
Nursing,12: 842–851.
doi:10.1046/j.1365-2702.2003.00802.x
Gómez-Urquiza, J. L., Fuente-Solana, E. I., Albendín-García,
L., Vargas-Pecino, C., Ortega-
Campos, E. M., & Fuente, G. A. (2017). Prevalence of burnout
syndrome in emergency
nurses: A meta-analysis. Critical Care Nurse,37(5).
doi:10.4037/ccn2017508
Harkin, M. & Melby, V. (2014). Comparing burnout in
emergency nurses and medical nurses.
Clinical Nursing Studies, 2(3). doi:10.5430/cns.v2n3p152

University of New Mexico. (2016). The high cost of nurse
turnover. Retrieved from
https://rnbsnonline.unm.edu/articles/high-cost-of-nurse-
turnover.aspx
Wolf, L. A., Perhats, C., Delao, A. M., & Clark, P. R. (2017).
Workplace aggression as cause
and effect: Emergency nurses’ experiences of working fatigued.
International Emergency
Nursing,33, 48-52. doi:10.1016/j.ienj.20
Running head: SHORTAGE OF NURSES
SHORTAGE OF NURSES
2
Shortage of Nurses

Shortage of Nurses
Shortage of nurses in different health care centers and hospitals
has been a burning issue over years. Different hospitals cannot
make the required number of nurses at any given time
depending on different factors. Nursing profession has not been
selected as a profession of choice by a number of students
which has led to massive shortage of the professionals over in
the health facilities. Nursing is one of the paramount medical
practitioners’ cadres which take some of the noble activities for
the hospital. Every hospital has been working hard to cover the
gap left by the shortage of nurses. Some of the hospitals in the
country have opted to employ from international market from
countries which have surplus nurses. In the same case, the
government has been trying to cover the shortage in different
ways. According to WHO, there was a least 33 million nursing
professionals and midwives in the whole world in 2017. From
this number 3.9millions were operating in the USA (AACN,
2019). With the increase in population there has been a need to
for more than one millions nurses before 2020 (AACN, 2019).
From the records of American Nurses Association (ANA), there
is a projection that more nurses will be required by 2022
compared to any other professionals. The USA Bureau of Labor
Statistics has projected that 1.1million nurses are required in
order to avoid more shortage. More nursing opportunities are
presumed to increase at a higher rate with a projected rate of
15% in comparison to other professions between 2016 and 2026
(AACN, 2019). The nursing professionals continue to face
shortage from inadequate nursing instructors, high rate of
turnover and inequalities in jobs distribution. The paper seeks
to expand on the shortage of nurses which has affected the
country and narrowing it down to the Northwest hospital a case
study.
Northwest hospital has been faced by nursing professionals’

shortages in North West hospitals. The hospital has not had
enough nurses’ overtime which has acted as a source of
headaches for the hospital professionals. Anytime is a nurse
turn over time for the hospital leading to constant shortages.
The shortage in the hospital has been triggered by the national
and regional shortage where nurses are needed in the hospitals
but are not available at their time or need. From this shortage
nurses have been forced to work overtime and for long hours.
Nurses in the hospital have been working under stress condition
which has led to workforce dissatisfaction and turnover that the
extreme end. The remaining nurses are forced to work under
unfriendly work environments which are prone to medical and
nursing errors. There are 1510 employees in the hospitals with
300 of those been nurses. The hospital needs more than 500
nurses at a time. There is not time the hospital has had enough
nursing professionals in its employees list. As the hospital
develops, the need for more nurses is created.
From the Americans Association of Colleges of Nursing (2018),
the USA is expected to get a blow by the shortage of registered
nurses which is expected to increase as baby boomers
generation and the demand for medical care continues to grow.
Nursing schools in the country have been trying to expend their
capacities with the theme of raising the market demand.
According to NCBI (2019), there will be an increase in demand
for registered nurses jobs which will be availed to 2022
compare to other professionals. The USA will be one of the
countries which will suffer high from the nurses shortage due to
its large number required. From this fact the American
Association of College of Nursing has been trying hard to work
in conjunction with other policy developers, organization in
charge of nurses, and nursing school to control the situation
(AACN, 2019). To try and have this done they have leveraged
resources, identified strategies, and formed collaboration in the
theme addressing the issue of nursing shortage (AACN, 2019).
AACN in collaboration with other stakeholders in the country
have been trying to develop strategies to curb the roaming

danger. Among the strategies used is to lower the qualifications
for entry level nurses. With Northwest hospital will also need to
adhere to the qualification of nurses who will qualify from
colleges and universities (AACN, 2019). Legislation will be set
to favor the increase in nurses professionals will need to be
adjusted from every hospital including our hospital. Forming
collaboration with other hospitals and nursing centers has been
used as one of the solutions to the issue. Northwest hospital will
need this collaboration more than any other hospital. It will be
upon the management to form collaborations with other
hospitals to ensure nurses can work on part time bases and on
their holidays for the Northwest hospital. Creating enticements
for nurses to come to the hospital will be needed to increase the
number of nurses working in different hospital sessions. For
example it will be possible for nurses to work in a neighboring
hospital at night and work for a few hours for Northwest
hospital during the day. In another example it will be possible
for a nurse to be employed on part time basis coming to work
for the hospital only where they are on work leaves and during
their work holidays.
In conclusion, nurses’ shortage in the country has not gone so
well with the current workforce. The already employed nursed
are overworking and working for long hours to cover the nurses
shortage. Northwest hospital has not been spared by such.
Nurses in the hospital have been shifting and turning over their
jobs over time. To curb this, the national and county
governments have tried to come up with different solutions.
Among the solutions provided are developing strategies to
control the mess, lowering entry level qualification for nurses
and creating job shifts for the available nurses.
References
AACN (2019). Nursing Shortage. Retrieved from:
https://www.aacnnursing.org/News-Information/Fact-
Sheets/Nursing-Shortage. Accessed on 9th June 2019.
NCBI, (2018). Nursing Shortage. Retrieved from:

https://www.ncbi.nlm.nih.gov/books/NBK493175/. Accessed on
9th june 2019.
Rubric Detail
Select Grid View or List View to change the rubric's layout.
Excellent
Good
Fair
Poor
Develop a 3- to 4-page paper, written to your organization's
leadership team, addressing the selected national healthcare
issue/stressor and how it is impacting your work setting. Be
sure to address the following:
· Describe the national healthcare issue/stressor you selected
and its impact on your organization. Use organizational data to
quantify the impact (if necessary, seek assistance from
leadership or appropriate stakeholders in your organization).
23 (23%) - 25 (25%)
The response accurately and thoroughly describes in detail the
national healthcare issue/stressor selected and its impact on an
organization.
The response includes accurate, clear, and detailed data to
quantify the impact of the national healthcare issue/stressor
selected.
20 (20%) - 22 (22%)
The response describes the national healthcare issue/stressor
selected and its impact on an organization.

The response includes accurate data to quantify the impact of
the national healthcare issue/stressor selected.
18 (18%) - 19 (19%)
selected and its impact on an organization that is vague or
inaccurate.
The response includes vague or inaccurate data to quantify the
impact of the national healthcare issue/stressor selected.
0 (0%) - 17 (17%)
selected and its impact on an organization that is vague and
inaccurate, or is missing.
The response includes vague and inaccurate data to quantify the
impact of the national healthcare issue/stressor selected, or is
missing.
· Provide a brief summary of the two articles you reviewed
from outside resources, on the national healthcare issue/stressor
and explain how the healthcare issue/stressor is being addressed
in other organizations.
27 (27%) - 30 (30%)
A complete, detailed, and specific synthesis of two outside
resources reviewed on the national healthcare issue/stressor
selected is provided. The response fully integrates at least 2
outside resources and 2 or 3 course-specific resources that fully
support the summary provided.
The response accurately and thoroughly explains in detail how
the healthcare issue/stressor is being addressed in other
organizations.
24 (24%) - 26 (26%)
An accurate synthesis of at least one outside resource reviewed
on the national healthcare issue/stressor selected is provided.
The response integrates at least 1 outside resource and 2 or 3
course-specific resources that may support the summary

provided.
The response explains how the healthcare issue/stressor is being
addressed in other organizations.
21 (21%) - 23 (23%)
A vague or inaccurate summary of outside resources reviewed
on the national healthcare issue/stressor selected is provided.
The response minimally integrates resources that may support
the summary provided.
The response explains how the healthcare issue/stressor is being
addressed in other organizations that is vague or inaccurate.
0 (0%) - 20 (20%)
A vague and inaccurate summary of no outside resources
reviewed on the national healthcare issue/stressor selected is
provided, or is missing.
The response fails to integrate any resources to support the
summary provided.
· Summarize the strategies used to address the organizational
impact of national healthcare issues/stressors presented in the
scholarly resources you selected and explain how they may
impact your organization both positively and negatively. Be
specific and provide examples.
27 (27%) - 30 (30%)
A complete, detailed, and accurate summary of the strategies
used to address the organizational impact of the national
healthcare issue/stressor is provided.
The response accurately and thoroughly explains in detail how
the strategies may impact an organization both positively and
negatively, with specific and accurate examples.
24 (24%) - 26 (26%)
An accurate summary of the strategies used to address the
organizational impact of the national healthcare issue/stressor is
provided.

The response explains how the strategies may impact an
organization both positively and negatively. May include some
specific examples.
21 (21%) - 23 (23%)
A vague or inaccurate summary of the strategies used to address
the organizational impact of the national healthcare
issue/stressor is provided.
organization both positively and negatively that is vague or
inaccurate. May include some vague or inaccurate examples.
0 (0%) - 20 (20%)
A vague and inaccurate summary of the strategies used to
address the organizational impact of the national healthcare
issue/stressor is provided, or is missing.
organization both positively and negatively that is vague and
inaccurate, or is missing. Does not include any examples.
Written Expression and Formatting - Paragraph Development
and Organization:
Paragraphs make clear points that support well-developed ideas,
flow logically, and demonstrate continuity of ideas. Sentences
are carefully focused—neither long and rambling nor short and
lacking substance. A clear and comprehensive purpose
statement and introduction is provided which delineates all
required criteria.
5 (5%) - 5 (5%)
Paragraphs and sentences follow writing standards for flow,
continuity, and clarity.
A clear and comprehensive purpose statement, introduction, and
conclusion is provided which delineates all required criteria.
4 (4%) - 4 (4%)

continuity, and clarity 80% of the time.
Purpose, introduction, and conclusion of the assignment is
stated, yet is brief and not descriptive.
3.5 (3.5%) - 3.5 (3.5%)
continuity, and clarity 60%–79% of the time.
Purpose, introduction, and conclusion of the assignment is
vague or off topic.
0 (0%) - 3 (3%)
continuity, and clarity < 60% of the time.
No purpose statement, introduction, or conclusion was provided.
Written Expression and Formatting - English writing standards:
Correct grammar, mechanics, and proper punctuation
5 (5%) - 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
4 (4%) - 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation
errors.
3.5 (3.5%) - 3.5 (3.5%)
Contains several (3 or 4) grammar, spelling, and punctuation
errors.
0 (0%) - 3 (3%)
Contains many (≥ 5) grammar, spelling, and punctuation errors
that interfere with the reader’s understanding.
Written Expression and Formatting - The paper follows correct
APA format for title page, headings, font, spacing, margins,
indentations, page numbers, parenthetical/in-text citations, and
reference list.
5 (5%) - 5 (5%)
Uses correct APA format with no errors.

4 (4%) - 4 (4%)
Contains a few (1 or 2) APA format errors.
3.5 (3.5%) - 3.5 (3.5%)
Contains several (3 or 4) APA format errors.
0 (0%) - 3 (3%)
Contains many (≥ 5) APA format errors.
Total Points: 100

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