Burnout among Medical Surgical Units PICOT

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Introduction
Employee burnout is perhaps one of the most common problems that healthcare organizations have to face in the course of their daily lives. The sheer amount of stress within the workplace could lead to different physical, psychological, and emotional problems that could then lead to severe repercussions in their performance CITATION Fen16 \l 1033 (Fennessey, 2016). In this article, the following PICOT Statement would be discussed: How can (T) weekly sessions of (I) education against burnout (P) in medical surgical units, (C) improve consistency/ adherence to anti- burnout strategies and (O) affect patient safety as well as job satisfaction, and job retention among its employees.
Burnout among Medical Surgical Units
Burnout is one of the most common causes of medical malpractice. In a study conducted by Chen, et al. (2013), which utilized a cross-sectional survey of Taiwanese physicians, burnouts could lead to higher risks of malpractice among medical practitioners. This is not a one way effect for malpractice suits can also lead to higher rates of burnouts among practitioners in the field of medicine. In another study conducted by Havens, Gittell, and Vasey (2018), burnout affects job satisfaction among practitioners in the field of healthcare, regardless of the rank and functions of their employment. The authors also added that a decrease in job satisfaction is almost in direct relationship with the increase in employees turnover. However, a recent study conducted by Munnangi et al (2018), showed that nurses and doctors in medical-surgical trauma centers are at a greater risks of bunrout due to the constant demand for they are “are confronted with unique social, financial, as well as resource problems that can potentially make the work environment frustrating”.
In order to reduce the risks of burnout in medical-surgical units, it is important for staffs to routinely undergo treatments and other mitigating practices against it. However, due to the intensive work demand for such employees, adherence to such practices is otherwise difficult. In a study conducted by Mbidoaka (2017), some strategies that have been proven to greatly reduce the possibilities of stress in workplaces are “(1) adequate work resources, (2) work-life balance, and (3) sound management responsibilities”. However, another study also showed that adherence to these practices becomes an issue especially as it relates to other pertient workplace problems such as lack of manpower and high turnover rates, among others CITATION Dec16 \l...