...Patient Services/Intensive Care Nurses/Compassion Fatigue Intervention/BESt 173 Best Evidence Statement (BESt) Date: July 17, 2013 Title: Decreasing Compassion Fatigue* among Pediatric Intensive Care Nurses Using Self-Care Skills* and Compassion Fatigue Training* Clinical Question: P (Population/Problem) I (Intervention) C (Comparison) O (Outcome) Among pediatric intensive care nurses does functional knowledge of compassion fatigue and the practice of self-care skills, compared to not, demonstrate less compassion fatigue? Definitions for terms marked with * may be found in the Supporting Information section. Target Population for the Recommendation: Nurses working in pediatric intensive care settings who provide direct patient care Recommendation: It is recommended that nurses working in pediatric intensive care settings receive training that includes compassion fatigue awareness, coping strategies, stress management, relaxation techniques and self-care interventions to decrease the level of compassion fatigue experienced in the work environment (Marine, Ruotsalainen, Serra, & Verbeek (2009) [1a]; Gunusen, & Ustun (2010) [2a]; Kravits, McAllister-Black, Grant, & Kirk (2010) [4a]; Meadors & Lamson (2008) [4a]). Discussion/Synthesis of Evidence related to the recommendation: The evidence referred to a variety of concepts related to the manifestation of compassion fatigue, including burnout, emotional exhaustion, and workplace stress. The concepts...
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...Countering Compassion Fatigue: A Requisite Nursing Agenda Deborah A. Boyle, MSN, RN, AOCNS®, FAAN Abstract Nurses have a longstanding history of witnessing the tragedy experienced by patients and families; however, their own reactions to profound loss and premature death have not been systematically addressed. There is a paucity of research describing interventions to prevent or minimize the ramifications of repeated exposure to traumatic events in the clinical workplace. Compassion fatigue is a contemporary label affixed to the concept of personal vicarious exposure to trauma on a regular basis. Yet this phenomenon of compassion fatigue lacks clarity. In this article, the author begins by describing compassion fatigue and distinguishing compassion fatigue from burnout. Next she discusses risk factors for, and the assessment of compassion fatigue. The need to support nurses who witness tragedy and workplace interventions to confront compassion fatigue are described. Citation: Boyle, D., (Jan 31, 2011) "Countering Compassion Fatigue: A Requisite Nursing Agenda" OJIN: The Online Journal of Issues in Nursing Vol. 16, No. 1, Manuscript 2. DOI: 10.3912/OJIN.Vol16No01Man02 Key words: Compassion fatigue, nurse stress, work setting improvements, communication skills Nurses care for ill, wounded, traumatized, and vulnerable patients in their charge. This exposes them to considerable pain, trauma, and suffering on a routine basis (Coetzee & Klopper, 2010; Hooper, Craig, Janvrin, Wetzel...
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...Burnout: A Human Service Nightmare Kaplan University Edie Oliver A phone call will not change anything; there is no way of combating the problem, no easy way out. A child is in a home where she is beaten, malnourished, possibly sexually abused, and made to feel that she is an outcast. She is only six years old. The human services caseworker goes to the home and wants to grab her up and run, but she knows, legally, there is nothing she can do. Human service professionals face the daunting task of making the hard decisions like this on a daily basis, leaving some with cases of burnout they never overcome, leading to a life dependent on the same system that lead to their own disability brought on by guilt, depression and chronic fatigue. Imagine 14,894 child abuse and neglect assessments with only 155 caseworkers to handle them. The Nebraska Department of Health and Human Services conducted a study in 2011 that showed an increase of 1.61% from 2009 in cases handled with a 6.86% decrease in staff (Pgs. 1-5). That would mean each caseworker would have a caseload of 96 individuals. The high emotional demands and guilt play a large role in the stress that leads to burnout in many of these professionals. Smith, Segal & Segal (2013) describes burnout as “a state of emotional, mental and physical exhaustion caused by excessive and prolonged stress” (Par. 2). Feelings of helplessness, seeing life as bleak or unyielding, unhappiness and a profound detachment for life are just...
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...Compassion Fatigue James Stangle 2.1.2013 Compassion Fatigue This paper will discuss the problem surrounding compassion fatigue as related to health care providers and their causes. Further discussion will include ways to recognize health care provider compassion fatigue by dialoging specific warning signs that are present before compassion fatigue sets in. Concepts regarding the emotional, spiritual, and physical needs of the health care provider will be discussed including the importance of fulfilling the discussed needs. Lastly, coping strategies will be discussed including available resources that can be used by health care providers to help thwart the onset of compassion fatigue. The Problem As cited in an article titled “Program to combat ‘compassion fatigue’” published in 2010 within the Hospice Management Advisor, Coe states, “Compassion fatigue is a stress disorder that was identified in the 1950s, primarily among vocations that provide care for people in crisis” (“Program to combat”, 2010). Coe further related that, “Compassion fatigue is the gradual lessening of a person’s ability to provide compassion” (“Program to combat”, 2010). Coe was cited to say that, “Each nurse, doctor, or other caregiver only has so much compassion” (“Program to combat”, 2010). With the problem defined, discussion may be had to what this problems leads to. When compassion fatigue takes hold of a health care provider suffering becomes mutli-facet. Care provided by the health care provider...
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...Introduction A therapist is bound to encounter boredom, burnout and or therapist impairment at some point during her career. These may have a significant impact on therapist efficacy and inflict intentional or unintentional physical and or psychological harm on clients who are seeking counselling if not managed properly. Therefore, it is of great importance to recognise the signs of such problems by looking after oneself physically and psychologically, which is crucial to both the therapist’s and the client’s well-being. The author aims to explore the effects of boredom, burnout and impairment and how the author can maintain therapist efficacy through career-sustaining behaviours. Boredom The experience of boredom, also known as disenchantment or disengagement, as (Campagne, 2012; Ulberg, Amlo, Hersoug, Dahl, & Høglend, 2014) named respectively, affects humanity in a variety of ways. Kottler (2010, p. 169) defines boredom as the “loss of interest and momentum” and lack of stimulation in one’s work. Similarly, Campagne (2012, p. 76) defines boredom as a “loss of interest in and emotional demotivation for the professional activity itself” and stresses that it involves the loss of flow and professional motivation, which is prior to, but can eventually lead to burnout if the symptoms are ignored. In the therapeutic setting, boredom can manifest in different forms, such as, “repetition that is so difficult to tolerate, not only in the similarity of client complaints but in the...
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...NURS 2010 Project Janice Klein Westerns Governors University Nursing is a profession that has been influenced by nursing pioneers, scholars, government agencies and nursing organizations. Nurses need to develop a professional mission statement that defines our understanding of nursing concepts, our professional strengths and our critical thinking abilities. A. Functional Differences A regulatory agency, such as the Virginia Board of Nursing (VBON), is state government agency that exists solely to enforce the laws that regulate nursing practice. The BON protects the public’s safety and welfare by outlining the standards for safe nursing care, issuing licenses to practice nursing and monitoring compliance to state laws (McDaniel, 2013-14). The BON will investigate complaints of nurses not in compliance with the nurse practice act and will take necessary disciplinary action against nurses found in violation. In addition, BONs approve pre-licensure nursing education programs and oversee the licensure examination of nurses. All health care professionals must pay licensure fees in order to practice legally in their state. These activities assure that the public is cared for by qualified individuals (McDaniel, 2013-14). Professional nursing organizations have the same goal as BONs, to protect the public, however the method by which it is accomplished is functionally different. Nursing organizations are nurses working together to develop professional standards and practices...
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...at the within- and between-person level, and (d) in relation to long- and short-term indicators of strain. On the basis of this multi-method approach we seek to demonstrate that our results are invariant across different methodological conditions. In Study 1 (N=443), we simultaneously tested the between-person level relationships of servant leadership and job ambiguity to emotional exhaustion and depersonalization as the core symptoms of burnout. In Study 2 (N=75), we simultaneously tested the relationships of person-level servant leadership and day-level emotional dissonance to day-level ego depletion and need for recovery as outcomes. The results of both studies demonstrate that servant leadership is negatively related to strain and accounts for unique variance in short- and long-term indicators of strain over and above that explained by well-known job-stressors. Accordingly, servant leadership can be regarded as an important determinant of employees’ psychological health. Key words: servant leadership, strain, emotional dissonance, burnout, job ambiguity (JEL: J24, C83, C30, I10, O15) ___________________________________________________________________ * Leibniz...
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...Motivation and Stress: A Discussion of Management Recommendations for a Local Hospital The following report was written by a private consultant hired to examine the issues being experienced by Delmar General Hospital with their nursing staff. The report begins with a discussion of nursing, moves on to an overview of motivational theories, as well as stress and its effects on motivation. The issues occurring within this hospital with their nursing staff will be reviewed and interpreted by the private consultant. The private consultant will then conclude with a discussion of her final recommendations in terms of what can be done by Delmar General and their management staff to increase motivation and decrease stress levels, with examples from supporting research. No matter what ones goal may be, motivation always plays a big role in achievement. In the workplace, individuals must be motivated to perform their best however, frequent conflicts can often hinder ones motivation levels by causing stress. Managers within the workplace can attempt to achieve maximum productivity while maintaining a positive employee affect through the use of various kinds of motivational plans. The nursing profession is one of many within healthcare that deal with a lot of stress and motivational issues. Currently nursing is facing a series of issues that makes understanding stress and motivation very important for healthcare managers. It was estimated by the US Department...
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...Edward Island would reduce the stress she had experienced as a nurse in Ontario for 17 years. Instead, she discovered that Stewart Memorial Hospital nurses in Tyne Valley also experience unacceptable stress levels due to budget cuts and staff shortages. “There can be a lot of demands made on you,” says Noreen. “The workload can get quite strenuous at times.” With no vacations during her first year at Stewart, Noreen’s scheduled days off were precious time to recharge her batteries. Unfortunately, those moments were fewer than she had hoped. “We’re faced with being called back on our days off,” Noreen says. “It is trying at times.” Canadian nurses and other health care workers are feeling some of the highest levels of stress and burnout of any occupation across the country. With Montreal-area emergency rooms filled to 167 percent, nurses at St. Luc Hospital in Montreal recently walked out twice briefly to protest the work overload. “There is exhaustion and the inability of five to do the work of eight, or 12 to do the work of 20,” said Jennie Skene, president of the Quebec nurses’ union. The problem isn’t just overwork, say some nurses; it’s the inability to achieve the minimum standards of professional care that nurses set for themselves. “Most people went...
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...Stress (biology) From Wikipedia, the free encyclopedia This article is about biological stress. For stress in physics and mechanics, see Stress (mechanics). |[pic] |This article needs attention from an expert on the subject. See the talk page for details. | | |The following WikiProjects or Portals may be able to help recruit one: | | |• WikiProject Biology· Biology Portal • WikiProject Medicine· Medicine Portal •WikiProject | | |Neuroscience· Neuroscience Portal | | |If another appropriate WikiProject or portal exists, please adjust this template accordingly. | Stress is defined as an organism's total response to an environmental condition or stimulus, also known as a stressor. Stress typically describes a negative condition that can have an impact on an organism's mental and physical well-being. |Contents | | [hide] | |1 Ambiguity of the word | |1.1 Biological background | |2 Neuroanatomy | |2.1 Brain ...
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...staffs from a selected private hospital Were included in the study after exposure of blood and/or human body fluid. After completion of the study, it was found that the exposed staff's experience had two main categories. Firstly, they were grieving for the loss of the concept of being healthy and invincible, blessed with nursing sldlls and definite goals in life. The bereavement process included phases of denial, anger, anxiety and fear, with recurring thoughts regarding the adverse events, as well as acceptance which developed with time. The bereavement process and shock of the exposure had wider consequences to the family, as well as an impact on the working environment. Most participants reported that they experienced genuine support and compassion from colleagues, at home and in the community. The second category of experience was the physical side effects which participant's developments developed due to the prophylactic antiretroviral therapy. Some participants experienced severe difficulties due to the treatment,...
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...the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without prior written permission of the publisher. This McGraw-Hill Create text may include materials submitted to McGraw-Hill for publication by the instructor of this course. The instructor is solely responsible for the editorial content of such materials. Instructors retain copyright of these additional materials. ISBN-10: 1121789048 ISBN-13: 9781121789043 McGraw-Hill Create™ Review Copy for Instructor Espinoza. Not for distribution. Contents 1. Preface 1 2. Methods, Standards, and Work Design: Introduction 7 Problem-Solving Tools 27 3. Tex 29 4. Operation Analysis 79 5. Manual Work Design 133 6. Workplace, Equipment, and Tool Design 185 7. Work Environment Design 239 8. Design of Cognitive Work 281 9. Workplace and Systems Safety 327 10. Proposed Method Implementation 379 11. Time Study 413 12. Performance Rating and Allowances 447 13. Standard Data and Formulas 485 14. Predetermined Time Systems 507 15. Work Sampling 553 16. Indirect and Expense Labor Standards 585 17. Standards Follow-Up and Uses 611 18. Wage Payment 631 19. Training and Other Management Practices 655 20. Appendix 1: Glossary 685 21. Appendix 2: Helpful Formulas 704 22. Appendix 3: Special Tables 706 23. Index 719 iii McGraw-Hill Create™ Review Copy for Instructor Espinoza. Not for distribution. Credits 1. Preface:...
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...An Introduction to Organisational Behaviour for Managers and Engineers This page intentionally left blank An Introduction to Organisational Behaviour for Managers and Engineers A Group and Multicultural Approach First Edition Duncan Kitchin AMSTERDAM BOSTON HEIDELBERG LONDON NEW YORK OXFORD PARIS SAN DIEGO SAN FRANCISCO SINGAPORE SYDNEY TOKYO Butterworth-Heinemann is an imprint of Elsevier Butterworth-Heinemann is an imprint of Elsevier 30 Corporate Drive, Suite 400, Burlington, MA 01803, USA Linacre House, Jordan Hill, Oxford OX2 8DP, UK First edition 2010 Copyright Ó 2010 Duncan Kitchin. Published by Elsevier Ltd. All rights reserved. The right of Duncan Kitchin to be identified as the author of this work has been asserted in accordance with the Copyright, Designs and Patents Act 1988. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Permissions may be sought directly from Elsevier’s Science & Technology Rights Department in Oxford, UK: phone: (þ44) 1865 843830, fax: (þ44) 1865 853333, E-mail: permissions@elsevier. com. You may also complete your request online via the Elsevier homepage (http://elsevier.com), by selecting ‘‘Support & Contact’’ then ‘‘Copyright and Permission’’ and then ‘‘Obtaining Permissions.’’ British Library Cataloguing in Publication...
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...UNDERSTANDING AND MANAGING ORGANIZATIONAL BEHAVIOR Delta Publishing Company 1 Copyright © 2006 by DELTA PUBLISHING COMPANY P.O. Box 5332, Los Alamitos, CA 90721-5332 All rights reserved. No part of this book may be reproduced in any form or by any means, without permission in writing from the publisher. 2 TABLE OF CONTENTS CHAPTER 1 An Introduction to Organizational Behavior CHAPTER 2 Managing People and Organizations CHAPTER 3 Motivation CHAPTER 4 Work-Related Attitudes CHAPTER 5 Organizational Communication and Power CHAPTER 6 Groups and Teams in Organizations CHAPTER 7 Leadership CHAPTER 8 Prosocial Behavior, Cooperation Conflict, and Stress CHAPTER 9 Making Decisions in Organizations CHAPTER 10 Culture, Creativity, and Innovation CHAPTER 11 Designing Effective Organizations CHAPTER 12 Managing Organizational Change and Development GLOSSARY 3 CHAPTER 1 AN INTRODUCTION TO ORGANIZATIONAL BEHAVIOR LEARNING OBJECTIVES After reading this chapter you will be able to: • Define organizational behavior. • Trace the historical roots of organizational behavior. • Discuss the emergence of contemporary organizational behavior, including its precursors, the Hawthorne studies, and the human relations movement. • Describe contemporary organizational behavior—its characteristics, concepts, and importance. • Identify and discuss contextual perspectives on organizational behavior. What is an organization? An organization is defined as a collection of people who...
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...UNDERSTANDING AND MANAGING ORGANIZATIONAL BEHAVIOR Delta Publishing Company 1 Copyright © 2006 by DELTA PUBLISHING COMPANY P.O. Box 5332, Los Alamitos, CA 90721-5332 All rights reserved. No part of this book may be reproduced in any form or by any means, without permission in writing from the publisher. 2 TABLE OF CONTENTS CHAPTER 1 An Introduction to Organizational Behavior CHAPTER 2 Managing People and Organizations CHAPTER 3 Motivation CHAPTER 4 Work-Related Attitudes CHAPTER 5 Organizational Communication and Power CHAPTER 6 Groups and Teams in Organizations CHAPTER 7 Leadership CHAPTER 8 Prosocial Behavior, Cooperation Conflict, and Stress CHAPTER 9 Making Decisions in Organizations CHAPTER 10 Culture, Creativity, and Innovation CHAPTER 11 Designing Effective Organizations CHAPTER 12 Managing Organizational Change and Development GLOSSARY 3 CHAPTER 1 AN INTRODUCTION TO ORGANIZATIONAL BEHAVIOR LEARNING OBJECTIVES After reading this chapter you will be able to: • Define organizational behavior. • Trace the historical roots of organizational behavior. • Discuss the emergence of contemporary organizational behavior, including its precursors, the Hawthorne studies, and the human relations movement. • Describe contemporary organizational behavior—its characteristics, concepts, and importance. • Identify and discuss contextual perspectives on organizational behavior. What is an organization? An organization is defined as a collection of people who...
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