PLANNED NURSING INTERVENTIONS ON WORKPLACE HEALTH SAFETY AND WELLBEING OF NURSES

Topic Techniques Group Place Date Time Duration Medium of instruction Name of the teacher Method of teacher A V -aids General objectives

Workplace health safety and wellbeing of nurses Planned nursing interventions Staff Nurses Nandyal

English B.Suguna Latha Lecture cum discussion Flipcharts, chart, flash cards, and black board leaf-lets. 1. At the end of section staff nurses will gain knowledge regarding
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Workplace health safety and wellbeing. Specific objectives

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1. After the planned nursing interventions the staff nurses will able to

Introduce about Workplace health safety and wellbeing. Define Workplace health safety and wellbeing. Know the Purpose of workplace health safety and wellbeing.. Know the Scope of workplace health safety and wellbeing. Understand six foundational healthy environment. Know the preventions mitigation nurse fatigue in health care. List out the functions of workplace health safety for nurses. Learn levels of prevention. The group will able to summarise the workplace health safety and Wellbeing of the nurse.

OBJECTIVES

CONTENT

Teaching & Learning activities including A-V aids evaluation

The group will be able to Workplace health safety and wellbeing of nurses introduce about workplace
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health safety and wellbeing of nurses. Introduction:The health, well-being and quality of work life of registered nurses has been identified as a key issue in recruitment and retention, absenteeism, presenteeism, workplace injuries, and patient outcomes. Good mental and physical health means more than the absence of illness, injury, and disease. It also means leading a balanced life, developing ones potential, making a meaningful contribution to the organization and having a say in workplace decisions (Lowe, 2004). This guideline assists registered nurses as well as organizations to identify areas of concern related to workplace health and safety and to find strategies to decrease the stressful working conditions thereby creating a practice environment that promotes health, well-being and quality of work life for registered nurses. The group will be able to know the definition of workplace health safety and wellbeing of nurses

The researcher introduces the workplace health safety and wellbeing by using black board and encourages the group to lesson and express their views.

Definition:-

The researcher defines the workplace A healthy work environment (HWE) is a practice setting that health safety and wellbeing by using maximizes the health and wellbeing of nurses, quality patient/client black board and encourages the group to outcomes and organizational and system performance, including lesson and express their views. healthier communities.

The group will be able to learn This best practice guideline has been developed to identify and the purpose of workplace describe: health safety and wellbeing of Practices that result in preventing and mitigating fatigue for nurses and other health-care professionals; nurses System resources that support practices to prevent fatigue; Organizational culture, values and resources that support effective practices to prevent fatigue; The group will be able to learn
Personal resources that can be used to prevent or mitigate fatigue; and Anticipated outcomes when fatigue is effectively managed.

Purpose:-

The researcher make purposes of the workplace health safety and wellbeing by using black board and encourages the group to lesson and express their views.

The researcher make scope of the

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the scope of workplace health safety and wellbeing of nurses Scope This best practice guideline addresses: knowledge, competencies and behaviours that recognize, prevent and mitigate fatigue; Educational requirements and strategies; Policy changes at organizational and system levels needed to support and sustain practices that prevent and mitigate fatigue; Implementation strategies and tools;
Evaluation criteria and tools; and Future research opportunities.

workplace health safety and wellbeing by using black board and encourages the group to lesson and express their views.

The group will be able to understand the six foundational environments.

The six foundational Healthy Work Environments

1. Collaborative Practice Among Nursing Teams 2. Developing and Sustaining Effective Staffing and Workload Practices 3. Developing and Sustaining Nursing Leadership 4. Embracing Cultural Diversity in Health Care: Developing Cultural Competence 5. Professionalism in Nursing 6. Workplace Health, Safety and Well-being of the Nurse

The researcher explains the six foundational Healthy Work Environments by using flip charts and encourages the group to listen & understand.

The group will be able to describe the prevention

Preventing and Mitigating Nurse Fatigue

The researcher describes prevention mitigation nurse fatigue

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mitigation nurse fatigue recommendations and discussion of the evidence

in Health Care: Recommendations and Discussion of the Evidence External/System Recommendations

The following recommendations reflect physical/structural, cognitive, psychological, social, cultural, professional and occupational components of preventing and mitigating fatigue in the workplace that must be addressed at the external/ system level to ensure best practice. The external systems factors contained in the recommendations include: Physical/Structural components: Health-care delivery models. Funding. Legislation/Policy. Cognitive/Psychological/Social/Cultural components: Consumer expectations (e.g. understanding the consequences of fatigue and the need for rest breaks). Changing roles of family (e.g. the need for overtime income). Diversity of population and health-care providers. Professional/Occupational components: Policies and regulations at the provincial/territorial, national and international levels that influence how organizations and individuals behave with respect to mitigating and preventing nurse fatigue in the workplace. Competencies and standards of practice that influence the behaviour/culture of team members. Governments at both national and provincial levels promote the management of fatigue in health-care work environments by:

recommendations and discussion of the evidence the to the group. The group discussed and expresses their views.

a) Providing sufficient economic and human resources within the work environment to prevent and mitigate fatigue. b) Providing funding to support mandatory education for practicing nurses, nurse managers, nursing students and nurse educators about the causes of fatigue and its negative impacts on patients and nurses. c) Providing funding to ensure that adequate physical infrastructure is available to support areas for nurses to rest during scheduled breaks. This means including designated space for rest in all new building designs and providing funding to renovate existing facilities. d) Increasing nursing school enrolment and funding to so that there will be sufficient numbers of graduates in the future to ensure appropriate nurse to patient ratios in health-care settings. e) Providing financial support to nursing faculties to manage increased enrolment in graduate nursing programs.

Discussion of Evidence
There is overwhelming evidence that long work hours, heavy workloads and staff shortages contribute to, and have an adverse impact on, patient/client safety. Governments have a responsibility to ensure safe patient care through the provision of sufficient economic and human resources within the work environment to assist in the reduction of long hours and heavy workloads. It is crucial that the economic and human resource provisions be supported by investment in the development of nursing leaders to influence the required changes to the work environment that result in balanced workloads and decreased overtime. Supplementary funding for programs that address wellness education, technology and physical space should be made available to health-care organizations. The particular stress and fatigue associated with nursing mean that dedicated areas for staff breaks during the work period that promote rest and relaxation will be beneficial to nurses and patients
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alike. Unfortunately, in many current nursing work environments, staff rooms if they exist at all are multipurpose in nature, serving as space for shift change reporting, discussing client and family situations, or having lunch breaks. They are not conducive to quiet rest or relaxation. Strategies to provide physical space for rest must be accompanied by strategies to reduce long working hours for nurses and other health-care practitioners, to support the delivery of safe patient care. The European Union Work Directive, which was developed in 1993 and revised in 2009, addressed the working hours of industries that operate on a 24-hour basis. The directive defined working time as: Any period during which the worker is working at the employers disposal and carrying out his or her activity or duties, in accordance with national laws and/or practice. In October 2000, the European Court defined on-call as work and in 2004 mandated rest and break requirements, outlined as follows:

A minimum daily consecutive rest period of 11 hours. A minimum rest break of 20 minutes, when the working day
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exceeds six hours. A minimum rest period of 24 hours in each seven-day period. A minimum of four weeks paid annual leave. A maximum of eight hours of work in any 24-hour period for night workers in stressful jobs.

Organization Recommendations
The following recommendations are organized using the Healthy Work Environments framework, and reflect the physical/ structural, cognitive, psychological, social, cultural, professional and occupational components of preventing and mitigating fatigue in the workplace that must be addressed at the external/system level to ensure best practice. External systems factors identified in the various components include: Physical/Structural components: physical characteristics and environment of the organization (e.g. sleep rooms for all staff); Organizational structures and processes created to respond to the physical demands of work (e.g. decision-making process regarding overtime and scheduling); Leadership support; Staffing practices; and Occupational health and safety policies. Cognitive/Psychological/Social/Cultural components: Organizational climate, culture and values; Cultural norms, especially those that foster support, trust, respect and safety; Communication practices; Labour /management relations; and Culture of continuous learning and support. Professional/Occupational components:
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The group will able to list out the functions of workplace health safety and wellbeing of nurse

Characteristics of the nature and role of nursing within the The researcher list out the organization, including organizational policies that functions of workplace health influence scope of practice, level of autonomy and control over safety and wellbeing of nurses practice; and Nurse intra- and inter professional relationships within the organization.

Functions of Workplace Health safety for Nurses

Occupational health nurses provide a variety of services and functions in their practice including: Health promotion and injury/illness prevention Health surveillance for those worker who may be exposed to health hazards (i.e. audiometric testing for noise exposed workers; blood lead levels for lead exposed workers) Health monitoring for workers who have health conditions that may impact on their ability to do their jobs safely, or where workplace exposures may have a detrimental effect on their health Pre-placement health assessments to match fitness for work with bona fide occupational requirements such as job demands Primary care and case management for ill or injured workers Counselling Referral to Employee Assistance Programs The researcher explains the levels Management and administration of prevention Research Worker education The group will able to Job hazard analysis and control of hazards learn the levels of Ergonomic assessments, and A variety of other services prevention.
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Levels of prevention
1) Assessment: a) Employee and Community Demographic Data b) Health Benefits and Usage c) Workers Compensation Board and Disability Claims d) Regulations/Acts e) Environmental Exposure Workplace Assessment 2) Risk Appraisal: a) Employee and Departments at Risk for Injury/illness b) Health & Safe Work Enviroment c) Healthy, Productive Employees d) Protection from Liability Cost Management

3) Planning/Intervention:

1 Primary Prevention:
HEALTH PROMOTION a. b. c. d. e. f. Physical fitness/exercise Weight management Coping enhancement Family policy (parental leave, child care, etc.) Parenting skills (EAP) Retirement planning (EAP)

PROTECTION a. Injury prevention (safety) o Environment surveillance o Accident investigation

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b. c. d.

e.

o Safe driving & use of seat belts o Ergonomic analysis of work station o Hazard awareness education Disease Prevention Health risk appraisal Health education o Smoking cessation o Weight control o Nutrition o Stress management (EAP) Risk factor screening

Secondary Prevention
EARLY DIAGNOSTIC AND TREATMENT a) Health surveillance o Biological monitoring a) Disease detection (screening) b) Treatment of acute/chronic illness and injury d) Alcohol and drug treatment interventions e) Pre-placement, annual and termination examinations f) Triage systems g) Accident reporting

Tertiary Prevention DISABILITY MANAGEMENT AND REHABILITATION

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a) Chronic illness management o Medical case management o Disability case management b) Workers compensation management c) Early return to work o modified duty o work hardening o on-site therapy Evaluation:

The researcher summarize the workplace health safety and wellbeing among nurses

The group will able to summarize the workplace health safety and wellbeing among nurse

Measurement of value Health/Safety outcomes Cost/Savings

Summary
Introduction Definition Purpose Scope The six foundational healthy environment Prevention and mitigation nurse fatigue in healthy care Recommendations and discussion of evidences Organisation recommendations Functions of workplace health safety for nurses Levels of Prevention Primary prevention Secondary prevention Tertiary prevention
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Conclusion
By this planned nursing intervention workplace health safety and wellbeing will help the nurses to improve their knowledge on different concepts, recommendations and levels of prevention of workplace health safety and wellbeing make use to maintain healthy environment.

Bibliography :1. Donner GJ, & Wheeler MM. (2001). Career planning and development for nurses: the time has come. 2. International Nursing Review. 48(2):79-85. 3. Conger S. (2002). Fostering a career development culture. Reflections on the roles of managers, employees and supervisors. Career Developing International. 7(6):371-375. 4. Yoder LH. (1995). Staff nurses career development relationships and self-reports of professionalism, job satisfaction and intent to stay. Nurse Researcher. 44(5):290297. 5. Andrus V, Shanahan M & Assi MJ. (2006) A Research Study to enrich Professional Practice Environment for RNs. Beginnings. 26 (5):10-11. 6. Net information.

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