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Homework answers / question archive / In a 5-7 page written assessment, determine how health care technology, coordination of care, and community resources can be applied to address the patient, family, or population problem you've defined

In a 5-7 page written assessment, determine how health care technology, coordination of care, and community resources can be applied to address the patient, family, or population problem you've defined

Nursing

In a 5-7 page written assessment, determine how health care technology, coordination of care, and community resources can be applied to address the patient, family, or population problem you've defined. In addition, plan to spend approximately 2 direct practicum hours exploring these aspects of the problem with the patient, family, or group you’ve chosen to work with and, if desired, consulting with subject matter and industry experts. Document the time spent (your practicum hours) with these individuals or group in the Core Elms Volunteer Experience Form. Report on your experiences during the second 2 hours of your practicum. 

Introduction

As a baccalaureate-prepared nurse, you’ll be positioned to maximize the use of technology to achieve positive patient outcomes and improve organizational effectiveness. Providing holistic coordination of patient care across the entire health care continuum and leveraging community resource services can lead both to positive patient outcomes and to organizational improvements.

PREPARATION

In this assessment, you’ll determine how health care technology, coordination of care, and community resources can be applied to address the health problem you’ve defined. Plan to spend at least 2 direct practicum hours working with the same patient, family, or group. During this time, you may also choose to consult with subject matter and industry experts.

To prepare for the assessment:

Review the assessment instructions and scoring guide to ensure that you understand the work you will be asked to complete and how it will be assessed.

CONDUCT SUFFICIENT RESEARCH OF THE SCHOLARLY AND PROFESSIONAL LITERATURE TO INFORM YOUR ASSESSMENT AND MEET SCHOLARLY EXPECTATIONS FOR SUPPORTING EVIDENCE.

Review the Practicum Focus Sheet: Assessment 3 [PDF], which provides guidance for conducting this portion of your practicum.

Note: Remember that you can submit all, or a portion of, your draft assessment to Smarthinking for feedback, before you submit the final version. If you plan on using this free service, be mindful of the turnaround time of 24–48 hours for receiving feedback.

Instructions

Complete this assessment in two parts.

Part 1

Determine how health care technology, the coordination of care, and the use of community resources can be applied to address the patient, family, or population problem you’ve defined. Plan to spend at least 2 practicum hours exploring these aspects of the problem with the patient, family, or group. During this time, you may also consult with subject matter and industry experts of your choice. Document the time spent (your practicum hours) with these individuals or group in the Core Elms Volunteer Experience Form. Use the Practicum Focus Sheet: Assessment 3 [PDF] provided for this assessment to guide your work and interpersonal interactions.

  • Part 2

Report on your experiences during the second 2 hours of your practicum.

  • Whom did you meet with?

What did you learn from them?

  • Comment on the evidence-based practice (EBP) documents or websites you reviewed.

What did you learn from that review?

Share the process and experience of exploring the effect of the problem on the quality of care, patient safety, and costs to the system and individual.

Did your plan to address the problem change, based upon your experiences?

What surprised you, or was of particular interest to you, and why?

Requirements

The assessment requirements, outlined below, correspond to the scoring guide criteria, so be sure to address each main point. Read the performance-level descriptions for each criterion to see how your work will be assessed. In addition, note the additional requirements for document format and length and for supporting evidence.

ANALYZE THE IMPACT OF HEALTH CARE TECHNOLOGY ON THE PATIENT, FAMILY, OR POPULATION PROBLEM.

Cite evidence from the literature that addresses the advantages and disadvantages of specific technologies, including research studies that present opposing views.

Determine whether the evidence is consistent with technology use you see in your nursing practice.

Identify potential barriers and costs associated with the use of specific technologies and how those technologies are applied within the context of this problem.

Explain how care coordination and the utilization of community resources can be used to address the patient, family, or population problem.

Cite evidence from the literature that addresses the benefits of care coordination and the utilization of community resources, including research studies that present opposing views.

Determine whether the evidence is consistent with how you see care coordination and community resources used in your nursing practice.

Identify barriers to the use of care coordination and community resources in the context of this problem.

Analyze state board nursing practice standards and/or organizational or governmental policies associated with health care technology, care coordination, and community resources and document the practicum hours spent with these individuals or group in the Core Elms Volunteer Experience Form.

Explain how these standards or policies will guide your actions in applying technology, care coordination, and community resources to address care quality, patient safety, and costs to the system and individual.

Describe the effects of local, state, and federal policies or legislation on your nursing scope of practice, within the context of technology, care coordination, and community resources.

Explain how nursing ethics will inform your approach to addressing the problem through the use of applied technology, care coordination, and community resources.

Document the time spent (your practicum hours) with these individuals or group in the Core Elms Volunteer Experience Form.

  • Support main points, assertions, arguments, conclusions, or recommendations with relevant and credible evidence.

Apply APA style and formatting to scholarly writing.

Additional Requirements

  • Format: Format your paper using APA style. Use the APA Style Paper Template. An APA Style Paper Tutorial is also provided to help you in writing and formatting your paper. Be sure to include:

A title page and reference page. An abstract is not required.

  • A running head on all pages.

Appropriate section headings.

Length: Your paper should be approximately 5–7 pages in length, not including the reference page.

  • Supporting evidence: Cite at least five sources of scholarly or professional evidence that support your central ideas. Resources should be no more than five years old. Provide in-text citations and references in APA format.

Proofreading: Proofread your paper, before you submit it, to minimize errors that could distract readers and make it more difficult for them to focus on its substance.

  • Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

Competency 4: Apply health information and patient care technology to improve patient and systems outcomes.

  • Analyze the impact of health care technology on a patient, family, or population problem.

Competency 5: Analyze the impact of health policy on quality and cost of care.

  • Analyze state board nursing practice standards and/or organizational or governmental policies associated with health technology, care coordination, and community resources and document the practicum hours spent with these individuals or group in the Core Elms Volunteer Experience Form.

Competency 6: Collaborate interprofessionally to improve patient and population outcomes.

Running Head: BURNOUT AND STRESS AMONG THE NURSES Burnout and Stress among the Nurses Erik Hovsepyan Capella University NURS-FPX4900 Professor Pantano, Susan September 15, 2021 1 BURNOUT AND STRESS AMONG THE NURSES 2 Burnout and Stress among the Nurses The Population Health Problem Although the nursing profession is one of the most rewarding careers, it has numerous shortcomings. Studies acknowledge that nurses are bound to work in shifts, often characterized by long working hours, leading to fatigue, exhaustion, work-related stress, and burnout. Therefore, burnout and stress are significant health problems encompassing the nurse population, calling for effective interventions to address the challenge. Burnout is a prevalent health challenge among healthcare workers, especially the nurses characterized by emotional, mental, and physical enervations due to prolonged exposure to stress or inability to meet specific standards. As a result, burnout and stress have devastating effects on the nurses, including disengagement from the patients, mental and general health challenges, and poor productivity at work. Alertness to burnout and stress with a lot of recognition is essential to enhancing personal and professional resilience in dealing with contemporary healthcare challenges. During this practicum exercise, the target group to work with is the nurse population, as they hold the central functioning of healthcare systems and contribute substantially to care outcomes. A vast body of evidence confirms that nurse burnout is a significant concern in the United States, causing a significant proportion to leave their job. Studies confirm that among the nurses who quit their job in 2017, 31.5% of 418 769 nurses cited burnout as the core reason (Shah et al., 2021). According to Becker's Health Review, at least 70% of nurses report exhaustion and burnout during their professional practice, which affects them cognitively, emotionally, physically, and behaviorally (Katulka, 2021). Shah et al. (2021) note that 68.6% of nurses who left their job in 2018 cited the stressful working environment as the fundamental cause, and at least 63.0% linked their options to leave to inadequate staffing. Ross (2020) notes that in July 2019, the nurses' BURNOUT AND STRESS AMONG THE NURSES 3 advisory through the joint commission confirmed that at least 15.6% of the nurses report burnout, and mostly the emergency room (ER) nurses are at greater risk. Only 5% of the nurses noted that healthcare organizations were helping staff with burnout (Ross, 2020). Nurse burnout and stress is a relevant health problem as a baccalaureate-prepared nurse. It lowers the quality of life, productivity, and commitment to the organization, leading to a turnover. As a result, a baccalaureate-prepared nurse, addressing stress and burnout is a salient approach to build resilience and develop advocacy on the nursing leadership to develop a safe environment for healthcare workers and the safety of the patients. Thus, it is a salient approach to explore practical strategies for steering job satisfaction and promoting the quality of care. Analysis of Evidence from Literature A significant body of literature provides substantial evidence confirming stress and burnout in the nursing practice, linked to various intertwined factors. Besides, a vast body of evidence is justifiable with the consistency in the results at the workplace. A cross-sectional study by Mudallal et al. (2017) to evaluate burnout among nurses notes the leader's influence impacts nurses' notion on burnout to improve their work outcomes. Mudallal et al. (2017) note that high burnout levels relate to workload, dissatisfaction, and turnover. Similarly, in the nursing practice, the results by Mudallal et al. (2017) are evident, noting that stress levels are related to more work in the workplace that leaves nurses with limited time to rest and personal development. Studies confirm that addressing nurse burnout and stress is a leadership-oriented challenge calling for leadership strategies. Mudallal et al. (2017) link a leader's empowering behavior to improved nurses' feelings regarding burnout through structural and psychological empowerment to enhance their intent to stay. In nursing practice, leaders' commitment to promoting the wellness of nurses and appreciation of their work BURNOUT AND STRESS AMONG THE NURSES 4 motivates them to work more and commit themselves more to productivity or positive outcomes. Rodrigues et al. (2017) provide consistent results on patient safety and burnout in a nursing care environment, noting that burnout results from a stressful work environment resulting from the excessive workload and lack of support from the organization that leads them to the vulnerability of unsafe care. Magtibay et al. (2017) provide reliable evidence on the efficacy of blended learning to reduce burnout and stress through the stress management program, essential to guide the nurses' actions to develop more resilience. Friganovi? and Seli? (2021) provide sufficient evidence noting that nurse burnout results from the imbalance between the work requirements and the nurses' fitness for work. The literature offers supporting evidence consistent with the nursing practice experiences that guide nurses' actions to resilience, effective stress management, and development of the support systems for empowerment. It would be possible to know the data provided is unreliable if the sources are not peer-reviewed as they provided unproved inferences. Besides, knowing the provided data is unreliable could be possible by evaluating the accuracy of the content by double-checking the information against the inferences of the already trustworthy source. Additionally, if the authors lack the authority or relevant knowledge on the medical or nursing field, the data provided would be highly disregarded. More so, evaluating the coverage of the source helps identify whether the data provided is trustworthy by noting that the source assesses the burnout issue. A substantial body of evidence provides facts regarding the barriers to effective implementation of evidence-based interventions or practices to resolve the nurse burnout challenges. Stimpfel et al. (2017) note that longer work shifts of 12 hours or more inhibit nurses' well-being and satisfaction. Besides, longer working hours increase the turnover ratio BURNOUT AND STRESS AMONG THE NURSES 5 in hospitals, making problem-solving on workload a challenge for healthcare leaders. There are numerous policies and standards advocated in diverse literature sources in addressing nurse burnout. In a study on nurses in hospitals, the findings reveal that leaders empowering behaviors (LEBs), which include structural and psychological forms, significantly reduce burnout by creating a positive working environment and enabling the workforce to participate in decision making (Mudallal et al., 2017). On the literature addressing the role of nurses in addressing burnout, Shah et al. (2021) confirm that work-related stress is steered by the poor communication between the physicians and nurses, and ineffective organizational leadership, calling for nurses' role in steering representation in their decision-making. Strong evidence links the Conservation of Resources Theory to nurse burnout, stating that "nurse burnout results loss of the four resources, which include objects, conditions, personal characteristics and energy" (Prapanjaroensin et al., 2017). Thus, this literature accounts for the need to reinforce these resources to ensure performance and quality care. Organizational Policies on the Population Problem There are significant organizational policies established in practice to address nurse burnout and stress challenges. A critical organizational approach is to limit the number of working hours per shift to 8 hours per day divided into three shifts. This organizational policy has had a significant influence on the nurse burnout outcomes by ensuring nurses have adequate time for self-development, rest, and emotional stability. Additionally, the organization holds policies such as mandatory attendance of cognitive–behavior training, enrollment to stress management training, being a member of teams for support, and the need for mindfulness-based programs that constitute a coping mechanism. Lee et al. (2016) confirm that effective coping strategies effectively help resolve burnout by ensuring personal accomplishment and emphasizing the need for emotional health. BURNOUT AND STRESS AMONG THE NURSES 6 Salmond and Echevarria (2017) note that nurses are essential in improving health outcomes by adopting a transformative role to be members of the interprofessional team for team-based strategies and patient-centered care in continuum providing affordable, quality, and seamless care. Therefore, for involvement in policymaking, the nurses are required to be members of the interprofessional groups to steer the plan on transforming the healthcare environment. Additionally, the Registered Nurse (RN) Safe Staffing Act of 2015 is influential legislation requiring an appropriate number of RNs to provide direct care in every unit and shift at the hospital through correct staff levels. Nurses are an integral part of staffing as members of a knowledge-based profession provide relevant information on where the nursepatient ratio is not adhered to avoid workload or become overwhelmed with excessive tasks for nurse satisfaction and improved patient outcomes. Leadership Strategies to Improve Outcomes Leaders have a significant role in enhancing the health care environment through effective advocacy, engagement programs, etc. Therefore, addressing nurse burnout is a strategic requirement for the nurse leaders to improve the safety of the patients and satisfaction among the nurses. Mudallal et al. (2017) confirm that leaders have a significant role in empowering nurses structurally and psychologically by enhancing their access to resources, providing practical support, enhancing the working environment, and providing autonomy. Magtibay et al. (2017) note that integration of blended learning, which constitutes a salient resilience mechanism such as stress management training, provides essential coping skills for nurses to counter stressful working environments. Therefore, to address the nurse burnout and stress health problem, it is anticipated that leadership must provide practical learning tools or programs for nurses to enhance their resilience and stress management ability. Besides, establishing team-based frameworks are salient approaches to empower the nurses and provide social support or empowerment BURNOUT AND STRESS AMONG THE NURSES 7 opportunities to promote collaboration in managing the work environment. Additionally, the leadership is bound to establish salient personnel management policies by ensuring adequate staffing, monitoring, and restricting the number of working hours per shift to ensure that nurses are not overwhelmed by the workload. Importantly, by establishing an interprofessional framework, the nurses and other health care practitioners at different levels will have a platform to share work-related challenges and advocate for improvement. Implementing support programs is a critical change management strategy to ensure effective solutions to nurse burnout by prioritizing the nurses' welfare. Besides, minimizing the non-clinical tasks and collaborating with the nurses in scheduling are essential approaches to ensure effective change. At least 31/2 hours were spent with the nurses as the group to work within the practicum. They provided sufficient moments for an interpersonal relationship to address burnout and stress as a fundamental health challenge affecting the overall outcomes of care at all levels. Therefore, addressing nurse burnout and stress requires evidence-based strategies to promote the quality and sustainability of the measures. BURNOUT AND STRESS AMONG THE NURSES 8 References Friganovi?, A., & Seli?, P. (2021). Where to look for a remedy? Burnout syndrome and its associations with coping and job satisfaction in critical care nurses—A cross-sectional study. International Journal of Environmental Research and Public Health, 18(8), 4390. Healthcare transformation and changing roles for nursing. Orthopaedic Nursing, 36(1), 1225. Prevalence of and factors associated with nurse burnout in the US. JAMA Network Open, 4(2), e2036469.. The longer the shifts for hospital nurses, the higher the levels of burnout and patient dissatisfaction. Health Affairs, 31(11), 2501-2509. 9 Running Head: NURSE BURNOUT IN HEALTHCARE Nurse Burnout in HealthCare Erik Hovsepyan Capella University NURS-FPX4900 Professor Pontano, Susan September 17, 2021 1 NURSE BURNOUT IN HEALTHCARE 2 Nurse Burnout in HealthCare PART 1: Assessment of the Problem Effects of Nurse Burnout on Quality of Care, Patient Safety, and Costs A substantial body of evidence justifies that nurse burnout negatively impacts their performance, mostly extended to care outcomes. Dall'Ora et al. (2020) confirm that nurse burnout significantly relates to the nurses' intention to leave their jobs, turnover, poor job performance, and mental health issues, which adversely affect the quality of care, patient safety, overall outcomes of care, and the costs of care. Studies ascertain that nurse burnout in healthcare is a significant problem leading to poor quality of care relating to high Depersonalization and low accomplishment, which affects their commitment to care. Mudallal et al. (2017) note that burnout steers upwards turnover rates, which negatively influences the quality of care due to lost meaning of work, low confidence, reduced commitment to work, and negative behaviors that lead to detachment in care. Burnout in nurses erodes interpersonal communication with the patient due to exhaustion, which leads to adverse outcomes related to poor patient involvement in care. Dall'Ora et al. (2020) and Mudallal et al. (2017) present relevant information in practice by noting that nurse burnout hinders holistic care by impeding care coordination. Therefore, if the quality of care is comprised the patient safety is the staked aspect in healthcare. Schlak et al. (2021) provide a compelling study disclosing the effects of nurse burnout on patient safety. Schlak et al. (2021) ascertain that nurse burnout strongly links with higher mortality rates, longer stays in the hospitals, risk of infections, and failure to rescue. Notably, nurse burnout relates highly to impaired memory, attention, and executive function, which reduces attention to detail. Due to diminished cognitive function and reduced vigilance, the nurses are at higher risk of making errors, leading to poor care outcomes such as death, injury or infections, etc. Rodrigues et al. (2017) provide a consistent result of care, NURSE BURNOUT IN HEALTHCARE 3 citing that stress and burnout among the nurses steer the vulnerability of unsafe care and compromises efforts to prevent failures. A cross-sectional survey in the U.K. confirms that higher levels of burnout among the general practitioners (G.P.s) are highly associated with poor safety outcomes (Hall et al., 2019). A substantial body of evidence confirms nurse burnout relates to workplace safety issues, medication errors, poor response to adverse situations, and more readmission. Significantly, nurse burnout is both costly at the individual and system levels. For the nurses, burnout reduces personal and professional accomplishments and steers nurses' decision to leave their job, which instills a financial cost due to the lost income (Kelly et al., 2021). Studies confirm nurse burnout is a costly health problem for healthcare consumers. It causes longer stays in the facility for more care, escalates readmissions, and relates to significant errors, which upsurges the cost of accessing and attaining quality care. Besides, a higher risk of nurse turnover is a costly outcome of nurse burnout in the healthcare system, as it influences the number of patients attended and the quality of the service, which reduces the firm's income (Kelly et al., 2021). These studies present consistent results with the outcomes of the current nursing practice, pointing out fatigue as a critical cause of medication errors in the wards, infections rate, and constant nurse turnover in the facility. Influence of the Organizational Policies on Impacts of Nurse Burnout Numerous organizational policies focus on enhancing the quality of care, patient safety, and cost of care. A significant body of evidence confirms the effectiveness of various organizational policies in addressing the aforementioned metrics of care, including the quality of care, patient safety, and cost of care. A notable organizational policy to address these metrics related to nursing burnout is the need for integrating Health technology (Healthtech) in promoting quality of care, patient safety, and managing the cost of health care at the system and individual level. El-Jardali and Fadlallah (2017) confirm that investing in NURSE BURNOUT IN HEALTHCARE 4 healthcare information systems is a salient approach to enhancing care quality and patient safety by steering a seamless communication framework to reduce errors. Brewer et al. (2020) note that digital healthcare innovations in practice drive revolution on the clinical practices by accounting for the disparities in care needs and promote diversity in healthcare outcomes. As a result, as a critical policy of the organization, health technology enhances focus on care coordination by steering effective communication of care needs. As a central organizational policy, integrating health technology or healthtech at all points of care is a leading solution to addressing quality, costs, and safety issues related to burnout. Studies confirm that health technology minimizes the risk of nurse burnout by reducing workloads through automation, enhancing communication, and promoting collaboration in different organizational departments. A relevant stu...
 

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