I am examining how to prevent compassion fatigue amongst staff in mental health facilities, as well as, how to assist staff with stress management to minimize staff burnout and improve staff retention. This is because the issue of staff burnout remains as one of the notable challenges among health professionals working in mental health facilities. I will examine data associated with employee satisfaction levels and will assess the data by measuring the variations in employee satisfaction levels within different periods. The data will help in highlighting whether indeed the health facility is well positioned towards dealing with the issue of compassion fatigue, which may impact on employees’ performance.
This project will add value to improving that overall platform from which staff in the health facility are able to deal with the issue of compassion fatigue by learning how to deal with the stress arising within the health care environment. This project aligns with my professional interests and career goals by improving my understanding of some of the key challenges that health professionals encounter in their bid to ensuring that they deliver the best quality of health services to their patients. The engagement in this project will play a critical role towards building on that progressive avenue from where I would be in a position to make effective decisions on stress management.
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Statement of the Problem
The issue of reflection within this project revolves around the management of stress arising due to compassion fatigue among health professionals working within InVision Human Services. InVision Human Services has been on the forefront towards providing the best quality of health care services to people suffering from intellectual physical, neurological and other disabilities. However, it must focus on creating that positive front from which to ensure that its staff are accorded a positive environment from which to operate as part of their capacities to deliver on set objectives.
Background
According to Cetrano et al. (2017), staff burnout remains as one of the critical elements affecting the nursing profession, as it results in a situation where nurses find it hard or challenging to deliver based on their set out goals. In mental health facilities, the possibility of staff burnout is high considering that most of the staff members find themselves exposed to compassion fatigue when dealing with their patients (Wentzel & Brysiewicz, 2018). In the case of InVision Human Services, this is a key issue of concern taking into account that the facility is facing a key challenge in dealing with the high staff turnover rate. Waller, Wozencroft, & Scott (2017) suggest that dealing with staff burnout may act as one of the key elements that seeks to project that overall structure of performance reflecting on the set out goals and objectives.
Compassion fatigue arises from instance where staff members find themselves developing that close connection to the patients, thus, resulting in a situation where it becomes somewhat difficult in trying to comprehend the health conditions (Mathias & Wentzel, 2017). The staff working within InVision Human Services deal with patients suffering from intellectual physical, neurological and other disabilities. Thus, the possibility of compassion remains high among such staff members. Heeter, Lehto, Allbritton, Day, & Wiseman (2017) suggest that exposure to such environments may only be prevented through adoption of effective stress management mechanisms that would play a critical role towards ensuring that the staff learn how to manage their stress levels. Learning how to manage stress in health facilities acts as one of the critical elements of consideration that would help towards paving the way for positive performance from in their bid to providing quality health care services (Train & Butler, 2013).
Client Value Proposition
On the area of business operations, the project is expected to add value due to a general improvement in the ability for the staff members to deal with some of the underlying issues contributing to stress in their workplace environments. From a finance perspective, the project will help towards ensuring that InVision Human Services is well positioned towards reducing the costs of hiring more staff members attributed to a high turnover rate. On customer service, the project seeks to ensure that InVision Human Services will work towards building that progressive avenue from which to provide the best quality of health care services matching set patients’ needs. Lastly, on organizational learning and growth, the project will help towards ensuring that InVision Human Services advances its position with the focus being towards improving on its abilities to deliver positive outcomes.
|
Business Operations |
Finance |
Customer Service |
Organizational Learning and Growth |
|---|---|---|---|
| Improvement in the ability for the staff members to deal with some of the underlying issues contributing to stress in their workplace environments. | Reducing the costs of hiring more staff members attributed to a high turnover rate. | Providing the best quality of health care services matching set patients’ needs. |
Advance on its position with the focus being towards improving on its abilities to deliver positive outcomes. Evidence: Ability for the company to work towards building its capacity from a position on which to deliver set out expectations. |
| Goal is to increase employees’ satisfaction levels by a margin of between 25% and 40% within the next 6 months as part of improving their output | The goal is to reduce costs associated with hiring of staff at the facility by 12.5% within the next 3 months and 18% within a 6-month period | Customer service will be evaluated by the feedback received from the clients, which will be weighed to determine the satisfaction levels among patients coming into the facility | The goal in this projection is to ensure that the health facility is well positioned towards meeting its short-term goals based on its adoption of effective strategic approaches |
Expected Outcomes and Precise Performance Measures
The specific type of data that will be collected and analyzed with regard to the progress associated with InVision Human Services is human resource data focusing on staff retention within the facility. The outcome associated with the project will be measured through evaluation of how InVision Human Services has been able to boost its capacity to provide its staff members with that positive environment for positive performance. The focus will be trying to establish how the facility may be able to prevent staff burnout by adopting effective stress management approaches to deal with compassion fatigue. The main visual display that the project will use is line graph to help in the data analysis process for positive outcomes in evaluating the project outcomes.
Figure 1: Proposed Structures for Visual Display
Usage of the bar graph, as presented through the example above, will act as the most effective visual structure, as it will help in calibration of information from a structure perspective. The bar graph will play a critical role in the presentation of information with the focus being towards ensuring that readers have a clear-cut understanding of the information expected as part of the study.
Leadership Component
The main expectation in leading the efforts associated with this project will revolve around the idea of analyzing data collected from InVision Human Services as a way of determining some of the key areas for improvement. After identification of the expected improvement, the expectation will be to help in the development of a positive solution that will seek to improve on the general outcomes of the project. Lastly, the expectation will focus on execution of the change process with the focus being towards ensuring that the facility well positioned towards achievement of set out goals. In other words, InVision Human Services act as a key leader in the implementation process of the project as a way of determining the overall possibilities of success in adoption of change.
References
Cetrano, G., Tedeschi, F., Rabbi, L., Gosetti, G., Lora, A., Lamonaca, D., ... & Amaddeo, F. (2017). How are compassion fatigue, burnout, and compassion satisfaction affected by quality of working life? Findings from a survey of mental health staff in Italy. BMC health services research , 17 (1), 755-766.
Heeter, C., Lehto, R., Allbritton, M., Day, T., & Wiseman, M. (2017). Effects of a technology-assisted meditation program on healthcare providers’ interoceptive awareness, compassion fatigue, and burnout. Journal of Hospice & Palliative Nursing , 19 (4), 314-322.
Mathias, C. T., & Wentzel, D. L. (2017). Descriptive study of burnout, compassion fatigue and compassion satisfaction in undergraduate nursing students at a tertiary education institution in KwaZulu-Natal. Curationis , 40 (1), 1-6.
Train, K. J., & Butler, N. (2013). A pilot study to test psychophonetics methodology for self-care and empathy in compassion fatigue, burnout and secondary traumatic stress. African Journal of Primary Health Care and Family Medicine , 5 (1), 1-6.
Waller, S. N., Wozencroft, A. J., & Scott, J. L. (2017). Compassion fatigue among disability camp staff: an exploratory study. Annals of Leisure Research , 20 (2), 206-221.
Wentzel, D. L., & Brysiewicz, P. (2018). A survey of compassion satisfaction, burnout and compassion fatigue in nurses practicing in three oncology departments in Durban, South Africa. International Journal of Africa Nursing Sciences , 8 , 82-86.
