DQ: Leadership strategies can improve nurse

DQ: Leadership strategies can improve nurse

DQ: Leadership strategies can improve nurse

Several resources will be vital for implementing the change project plan on how effective organizational leadership strategies can improve nurse retention related to burnout. After discussing with my preceptor, I came up with the following four resources to help implement the change proposal plan. The four resources essential for use include the availability of monetary funds, a human resource such as employing more nurses, leadership involvement and support programs.

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The first resource is the availability of monetary funds in an organization. Funds play a significant role in the reduction of nurses’ burnout and increasing nursing retention. For instance, the organization can allocate a small section of the funds to train leaders to recognize and address burnout (de Oliveira et al., 2019). During nursing training, leaders are taught about warning signs of burnout in nurses. Therefore, when leaders recognize these signs, they will be able to support their staff appropriately.

Secondly, human resource availability can be achieved by employing more nurses in an organization (Dall’Ora, Ball, Reinius & Griffiths, 2020). Nurse burnout can be attributed to high nurse-to-patient ratios. Having more nurses in an organization will help in improving nurse to patient ratio. As such, the act of reducing the nurse-to-patient ratio will need additional more nurses in an organization. This will lessen the stress that comes with heavy workloads which leads to burnout.

Leadership involvement is another resource. Healthcare administrators must acknowledge burnout as a systemic problem and promote a culture of self-care among their employees, starting from the top down. To help accomplish this, positions like chief wellness officer. If leadership is inadequate, however, organizations must be willing to make changes. (Reith, 2018).

Support programs will be another resource needed. Nursing is an intrinsically stressful field, and the organization can help the nurses cope with any form of stress emanating from work-related activities (Jones, 2019).


de Oliveira, S. M., de Alcantara Sousa, L. V., Vieira Gadelha, M., & do Nascimento, V. B. (2019). Prevention actions of burnout syndrome in nurses: An integrating literature review. Clinical Practice and Epidemiology in Mental Health : CP & EMH, 15, 64–73. https://doi.org/10.2174/1745017901915010064

Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: a theoretical review. Human resources for health, 18(1), 41. https://doi.org/10.1186/s12960-020-00469-9

Reith T. P. (2018). Burnout in United States healthcare professionals: A narrative review. Cureus, 10(12), e3681. https://doi.org/10.7759/cureus.3681

Jones B. (2019). Fifteen minutes may decrease nursing burnout: A discussion paper. International journal of nursing sciences, 7(1), 121–123. https://doi.org/10.1016/j.ijnss.2019.11.004

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