STRESS COMPASSION FATIGUE

BURNOUT

Health Care Stress Workshop

March 30, 2010

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Task 1

Create a consensus definition of “burnout” in health care professionals working with residents who have Alzheimer’s disease and related dementias? Work with the people around you and be prepared to present your definition to other participants in the workshop.

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Task 2

Compare the definition that you created with those of other participants and with the definition described by the workshop leader.

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Burnout

A syndrome linked to the emotional strains experienced at work. The most widely accepted conceptualization originates from the work of Maslach and Jackson (1986).

An ongoing emotional state, typically characterized by the three dimensions of emotional exhaustion, depersonalization and reduced personal accomplishment.

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FEELINGS OF BEING EMOTIONALLY OVERWHELMED AT WORK AND HAVING DEPLETED ENERGY LEVELS

Emotional Exhaustion5

A MECHANISM WHICH DEVELOPS IN ORDER TO ENABLE A PERSON TO COPE WITH THE EMOTIONAL EXHAUSTION. THUS, THE HELPING PROFESSIONAL DEVELOPS NEGATIVE AND INDIFFERENT ATTITUDES TOWARDS THOSE THEY CARE FOR.

Depersonalization6

A DECLINE IN FEELINGS OF COMPETENCE AND PERSONAL ACHIEVEMENT

Reduced Personal Accomplishment

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WHAT IS IT?

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Compassion Fatigue

Compassion Fatigue9

Caring too much can hurt. When caregivers focus on others without practicing self-care, destructive behaviors can surface. Apathy, isolation, bottled up emotions and substance abuse head a long list of symptoms associated with the secondary traumatic stress disorder now labeled: Compassion Fatigue

www.compassionfatigue.org

Task 3

List the most common situations that are associated with stress when working with residents with dementia and their families. Work with the people around you and be prepared to present your list to other participants in the workshop.

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Task 4

Compare the list that you created with those of other participants and with the list provided by the workshop leader.

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Workplace Stress

The National Institute for Occupational Safety and Health (NIOSH) defines workplace stress as "the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker."

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Job Stressors (general)

Job or task demands (work load, task control, role ambiguity)

Organizational factors (interpersonal relations, management practices)

Financial and economic factorsConflict between work and family roles and

responsibilitiesTraining and career development issues

(opportunity for growth or promotion)Organizational climate (management

commitment to core values, communication styles, etc.)

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Common Stressors for HCWs

Inadequate staffing levelsLong work hoursShift workRole ambiguity Exposure to infectious and hazardous

substances

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Studies on Nurse Stress - 1

Work overloadTime pressureLack of social support at work (especially

from supervisors, head nurses, and higher management)

Exposure to infectious diseasesNeedle stick injuries

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Studies on Nurse Stress - 2

Exposure to work-related violence or threats

Sleep deprivationRole ambiguity and conflictUnderstaffingCareer development issuesDealing with difficult or seriously ill

patients

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Task 5

List the approaches that you currently use to cope with the stresses of working with residents with dementia and their families. Work with the people around you and be prepared to present your list to other participants in the workshop.

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Task 6

Compare the list that you created with those of other participants and with the list provided by the workshop leader.

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ORGANIZATIONAL CHANGE INTERVENTIONAND

STRESS MANAGEMENT INTERVENTION

How can stress be controlled in the workplace?

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Organizational Change Intervention

Ensure that workload in line with workers’ capabilities and resources

Clearly define workers’ roles and responsibilities

Give workers opportunities to participate in decisions and actions affecting their jobs

Improve communicationReduce uncertainty about career development

and future employment prospectsProvide opportunities for social interaction

among workers

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Common Characteristics of Successful Organizational

Interventions

Involving workers at all stages of the intervention

Providing workers with the authority to develop, implement, and evaluate the intervention

Significant commitment from top management and buy-in from middle management

An organizational culture that supports stress interventions

Periodic evaluations of the stress intervention

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Worker-focused interventions may include one or more of the following:

Training in coping strategiesProgressive relaxationBiofeedbackCognitive-behavioral techniquesTime managementInterpersonal skills

Stress Management Intervention23

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Also…

Another type of intervention that has shown promise for reducing stress among health care workers is innovative coping, or the development and application by workers of strategies like changes in work methods or skill development to reduce excessive demands.

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