ANGELES UNIVERSITY FOUNDATION

Angeles City
College of Nursing
First Semester, Academic Year 2023 – 2024

MODULE 6:
LEADERSHIP AND DECISION-MAKING IN NURSING
MANAGEMENT; CASE STUDY

Submitted by:

Group 6 - Subgroup B

BERGADO, Carl Ian P.

DEL ROSARIO, Catherine Joy D.
LORENZO, Nicole Dharma A.
PABUHAT, Tracy G.
ROQUE, Keila Trinity S.

Submitted to:

Mary Angelica P. Bagaoisan, RN, MAN

NCM 0119 Instructor

October 20, 2023

Scenario 4: Motivating a Burnout-Prone Nursing Team
You are a nurse manager of a busy medical surgical unit and the nursing staff is experiencing
burnout due to high patient loads and long shifts. Use your leadership and decision-making
skills to develop strategies for motivating and re-energizing the team.

INTRODUCTION

In the relentless pursuit of providing exceptional care in the medical-surgical unit, it’s
apparent that the challenges and problems are inevitable. Recognizing the signs of burnout due
to high loads of patients and long shifts, this can lead to physical, emotional, and mental
exhaustion. This state of burnout can result from the constant juggling of administrative tasks,
staffing issues and the responsibility for the well-being of both their nursing staff and patients.
As a nurse manager, it is important to be committed in fostering a supportive environment that
ignites the passion that led the team on the main objective.

By understanding the gravity of the situation, it is truly important that a collective effort is
a key to prioritize well-being. Through open communication channels, by sharing experiences,
feelings, and concerns it will guide the team in tailoring solutions to address the root causes of
burnout. Within this by implementing a structured ideas that optimizes rest periods and ensures
a healthy work-life balance. It helps in fostering an atmosphere where self-care is not just
encouraged but actively supported, we can cultivate resilience and fortitude within the team to
reach the ultimate goal for each patient. Organizing and allocating each member in special
fields is very useful to be able to arise in a better outcome.

COMMUNICATION

To address burnout among our nursing staff, First is to prioritize open and empathetic
communication through regular team meetings and anonymous feedback channels.
Recognizing and appreciating their hard work would be emphasized through a recognition
program and team-building activities. Moreover, Flexible scheduling options would also be
explored to provide relief. Additionally, investing in stress management and mental health
resources would underline our commitment to their well-being, ultimately creating a more
sustainable work environment.

CRITICAL THINKING

The first step is a comprehensive assessment, including surveys, one-on-one

interactions, and analyzing absenteeism and turnover rates to understand burnout's scope and
causes. Using critical thinking, a strategy with short-term and long-term goals, based on
evidence-based management, is developed. This includes workload redistribution, advocating
for more resources, and creating a supportive leadership environment. Training programs aid
nurses in coping with stress and building resilience. Ongoing evaluation, considering metrics
like nurse satisfaction and patient outcomes, drives adaptations. Collaboration with upper
management is sought for systemic issues. Ethical considerations are central, respecting staff
autonomy and ensuring patient safety and organizational compliance.
DELEGATION

In the fast-paced and demanding atmosphere of a medical surgical unit, nurse managers
must balance high patient loads with the well-being of their nursing team. Recognizing the
reality of burnout paves the way for a sympathetic and individualized approach to delegation.
With the use of the 5 rights of delegation namely the right task, right circumstance, right person,
right communication/direction, and right supervision, these can assist nurse managers in
navigating the complex environment of task delegation. Additionally, open communication and
discussion of the burnout issue are crucial to establishing an atmosphere where everyone feels
heard and supported. Effective delegation involves encouraging open communication as well as
task assignment. A nurse manager must define expectations, give clear directions, and
encourage her staff to raise questions or seek clarification. Ultimately, delegation is an iterative
process that necessitates constant evaluation. Establishing a system of routine check-ins will
give an opportunity for feedback and assistance These assessments look beyond task
fulfillment and consider the nursing staff's mental and physical well-being, enabling immediate
interventions and supportive actions.

CONFLICT RESOLUTION
In the dynamic and demanding world of healthcare, the critical role of nursing staff in
providing quality patient care cannot be overstated. The relentless demands of high patient
loads and extended working hours have, unfortunately, cast a shadow of burnout across our
dedicated medical surgical unit.

Effective nursing leadership and management place significant emphasis on day-off and
time-out periods as a means to maintain high-quality patient care and staff well-being, ultimately
preventing burnout. Striking a balance between personal life and work is vital for nurses,
aligning their needs with the productivity requirements of healthcare organizations.

Research highlights the positive impact of proactive staffing models on nurse retention
and reduced turnover rates, contributing to workforce stability. In nursing leadership, fostering
staff retention through incentives, including paid time off, sick leave, educational opportunities,
holiday allowances, and well-planned off-duty periods, is a key strategy for creating a positive
work environment and maintaining high staff retention rates within healthcare institutions (Kester
et al., 2020; Pettingell et al., 2022).

Through this activity, our group gained valuable insights into leadership management,
identifying challenges like effective team communication, balancing authority and
approachability, and adapting to diverse leadership styles. To overcome these challenegs, we
implemented strategies such as regular team meetings, seeking mentorship, and engaging in
self-reflection to refine our leadership approach. We also emphasized the significance of
continuous learning and staying updated on best practices in nursing leadership, equipping us
with a solid foundation for our future roles as student nurses.
References:

American Nurses Association. (2020). Addressing Nurse Burnout to Improve the Well-Being of
Nurses and Quality of Care. Retrieved from
https://www.nursingworld.org/practice-policy/work-environment/health-safety/bullying-wor
kplace-violence/nurse-fatigue-and-safety/

Barrow, J. M. (2023, July 24). Five rights of nursing delegation. StatPearls - NCBI Bookshelf.
https://www.ncbi.nlm.nih.gov/books/NBK519519/

Pettingell, S. L., Houseworth, J., Tichá, R., Kramme, J. E. D., & Hewitt, A. (2022). Incentives,
wages, and retention among Direct Support professionals: National Core Indicators Staff
Stability Survey. Intellectual and Developmental Disabilities, 60(2), 113–127.
https://doi.org/10.1352/1934-9556-60.2.113

Kester, K., Lindsay, M. P., & Granger, B. B. (2020). Development and evaluation of a
prospective staffing model to improve retention. Journal of Nursing Management, 28(2),
425–432. https://doi.org/10.1111/jonm.12945

Marquis, Bessie , and Carol Jorgensen Huston. Leadership Roles and Management Functions
in Nursing : Theory and Application. 10th ed., Philadelphia, Wolters Kluwer Health, 2021.