The Interconnection Between Team Building and Job Burnout

Instructions
Students will use knowledge acquired in this course to compare and contrast 4 peer-reviewed research articles. Using the PICOT question developed in Assignment 2, the student will be required to evaluate the evidence found in the articles, identifying similarities, differences and overall implications for clinical practice. Students will use the APUS library to search relevant databases to find at least 4 research articles from peer-reviewed sources, no older than 7 years, unless it is a landmark study. Two of these articles must be authored by at least one nurse. Students will then evaluate the evidence found in the articles, identifying similarities, differences, and overall implications for clinical practice. The paper will consist of the following sections:
- Introduction to the problem or issue
-The PICOT question being asked, both in a sentence format and broken down into each element
-A brief discussion of the databases searched, including key words, limiters used, and total number of articles retrieved
-A brief summary of each of the articles and the Level of Evidence rating for each, including the evidence rating scale used (i.e. Level I, Johns Hopkins Nursing Evidence Based Practice Scale)
-In-depth discussion of major findings from the literature (EBP summary). This can be organized by article or major themes
-Specific recommendations for clinical practice
Reference page
The paper will be in APA format, written in third person, and should be 7-10 pages, not including the title and reference pages. An abstract is NOT required.
Please use the following rubric to guide you. This paper will then be used to create a presentation, which can be either a PowerPoint type presentation or a Poster (template attached in week 8 assignment).
Example of a Literature Review (note: you do NOT need the tables and charts in yours)
This was the assignment 2 . To help guide you better .
PICOT Question: Do nurses who work in non-team building hospitals experience more job burnout than those who work in team-building hospitals for one month.
P-Population and Problem: The population of interest for this study are nurses who work in non-team building and team-building hospitals. The problem of focus is job burnout.
I-Intervention: The project intervention is the effectiveness of team building in reducing job burnout among nurses.
C-Comparison: Non-team building accounts for a significant percentage of job burnout among nurses.
O-Outcome: Nurses working in non-team building hospitals recorded more job burnout, whereas those in team-building hospitals reported less job burnout.
Time: The study was conducted for three weeks. It embraced the qualitative design of stud; hence work performance of the two groups of nurses was recorded weekly for one month, and the effects of team-building and non-team building interventions were recorded.
Job burnout among nurses has been a great menace in the United States and worldwide. Consequently, this calls for the necessity to conduct research and determine the primary cause of job burnout among the nurses, resulting in poor work performance. Several studies have revealed that a lack of multidisciplinary collaboration and teamwork among nurses significantly contributes to job burnout and ultimate job turnover (Goh et al., 2020). Job burnout has a negative impact on nurses' health and work performance of nurses; hence should be addressed comprehensively to help improve patients’ outcomes.
The central area of interest for this presentation is job burnout among nurses. Job burnout has a detrimental impact on nurses, patients, and the hospital; hence should be eliminated in the healthcare system. Job burnout is significantly caused by lack of collaboration, poor working conditions, and shortage of nurses, which generally lead to work overload. increased workload subjects nurses to psychological and physical torture hence increasing cases of medical errors and reduced patients’ safety (Mijakoski et al., 2018). Achieving maximum teamwork within the healthcare system has remained a great challenge for decades. Some healthcare professionals perceive themselves as superior to the nurses, resulting in poor communication and poor performance at the workplace (Sonoda et al., 2018). Job burnout is a major global problem hence requires the development and establishment of practical strategies to help in reducing job burnout while improving the general performance of the nurses.
The issue of job burnout is a vital problem in the nursing practice that needs a deeper understanding of the predominant cause of job burnout among nurses, such as lack of collaboration, shortage of nurses, work overload, and autonomy among nurses and other healthcare providers (Rezaei et al., 2018). As a result, it is essential to implement suitable interventions to help in maximizing quality of care and hospital sustainability. Moreover, solving the problem of job burnout by creating a teamwork culture within the hospital will help improve the quality of health among the nurses while motivating them to share knowledge and work together to achieve high-quality, evidence-based care for all patients (Rezaei et al., 2018). The research will enhance insight among nurses and nurse leaders to make appropriate adjustments and adopt teamwork to eliminate further job burnout and job turnover in the nursing practice.
Job burnout imposes a significant burden on nurses, patients, and hospitals. Notable, job burnout leads to deterioration of the overall health of the nurses, including mental health problems such as major depressive disorder. Moreover, it leads to job dissatisfaction and demoralization, resulting in poor work performance. Consequently, job burnout contributes to extensive rates of job turnover and absenteeism, leading to patients' poor health outcomes. Job burnout is a significant problem among nurses who work in non-team building hospitals; hence hospitals leaders should create a diverse workforce that appreciates teamwork to help in reducing job burnout while maximizing health outcomes.
References
Goh, P. Q. L., Ser, T. F., Cooper, S., Cheng, L. J., & Liaw, S. Y. (2020). Nursing teamwork in general ward settings: A mixed‐methods exploratory study among enrolled and registered nurses. Journal of clinical nursing, 29(19-20), 3802-3811.
Mijakoski, D., Karadzhinska-Bislimovska, J., Stoleski, S., Minov, J., Atanasovska, A., & Bihorac, E. (2018). Job demands, burnout, and teamwork in healthcare professionals working in a general hospital were analyzed at two points in time. Open access Macedonian journal of medical sciences, 6(4), 723.
Rezaei, O., Habibi, K., Ghahestany, D. A., Sayadnasiri, M., Armoon, B., Khan, V., & Moghadam, L. F. (2018). Factors related to job burnout among nurses in the Razi Psychiatric Hospital, Iran. International journal of adolescent medicine and health.
Sonoda, Y., Onozuka, D., & Hagihara, A. (2018). Factors related to teamwork performance and stress of operating room nurses. Journal of nursing management, 26(1), 66-73.