Organizational Strategies to Manage Nurse Burnout and their effect on my Organization. i) Leader empowering behaviours.

Organizational Strategies to Manage Nurse Burnout and their effect on my Organization. i) Leader empowering behaviours.

Leader empowering behaviours refer to a type of leadership and behaviour by the
management of the unit and the hospital at large that is accommodative and considerate of the
nurse`s welfare, continuously motivating them to do their best whilst also listening and
addressing their issues. An example of a leadership empowering behaviour would be
management that holds bi-weekly meetings to hear on the problems that affect the nurses, and
collaboratively come up with solutions together. This reduces the notion that the nurses are
mere employees who are required to only follow orders and work like machines, regardless
of their emotions.

ii) Training Leaders to recognize and address Nurse Burnout early.
Nurse leaders are usually the component of the organization`s management that is in
contact with the nurses. The respective nurse team leaders and managers should be trained

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and equipped with skills that will enable them to identify nurse burnout at an initial stage and
hence consequently employ mitigatory mechanisms (Prapanjaroensin et al., 2017). They
should be taught short- and long-term solutions to nursing burnout to apply them in the event
they notice nurse burnout.

iii) Including nurses in policy decisions.

Policies made by hospital management are bound to affect the work environment of
the nurse. This leads to nurses feeling that they have lost their autonomy and have limited
control over their work (Guo et al., 2018). As such, getting nurses on the decision table,
involving them in making decisions that will affect them goes a long way in reducing nurse
burnout.

Application in my Organization.

Introduction of Leadership Empowering behaviours will be instrumental in
motivating and empowering the nurses in the unit. As mentioned earlier, the relationship
between the nurses and the nurse manager wasn't that good, hence leading to nursing burnout.
With the introduction of leadership empowering behaviours, this situation might just change.
Probably a negative of the same would be that in the event the current nurse leaders in the
organization are not willing to adopt these behaviours, then they may have to be demoted to
allow space for those who are able. Training of the leaders is also in line with inculcating
Leadership empowering behaviours in the nurse leaders.
In regards to involvement in policymaking, the idea will be productive since the
nurses will feel more involved in making the decisions that affect them. Issues regarding staff
shortage can be addressed effectively, with the management getting the feeling from the

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nurses themselves who are on the ground and feel the weight of the staff shortage. A
downside of this is that decisions may take longer and that conflict of interests may also arise.

Conclusion.

Nurse burnout is an imminent threat to healthcare systems considering the acute nurse
shortage as of now. The nurse shortages have led to nurses being overworked with
unmanageable nurse: patient ratios. Lack of motivation, low recognition, low consultation by
the management when making decisions and long shifts have been implicated as some of the
major reasons leading to nursing burnout. Nonetheless, nursing leadership can be used as an
effective tool in addressing these issues.