It is a well-known fact that nurses are among the most devoted and diligent people. Mandatory overtime is one way this commitment and enthusiasm are frequently used against individuals in the nursing sector. It is usual for nurses to enter the field with noble and unselfish goals. Nurses commit their lives to providing excellent patient care and functioning as valuable participants in the medical staff. Nurses frequently work extra since they do not want to leave their patients or colleagues in a stressful situation that might be hazardous to both the person receiving treatment and the nurse (Trossman, 2005).
It takes work to define mandatory overtime in simple ways. The definitions include forced, chosen, and required labor hours that go beyond a set number of hours every week or shift. This can involve paid or unpaid overtime and hours (Wheatly, 2017).
Background
The number of chronically sick patients is rising dramatically, while the healthcare industry is experiencing a staff shortage. In order to fulfill demand and comply with legislative mandates for service supply, medical facilities must thus provide their assistance to as many individuals as they can. CaringCare for the growing patient population has compelled nursing personnel to perform required overtime. Additionally, one may have to work longer hours if other coworkers who should be starting their shift later than expected arrive late. Expressing concerns about the effects of required overtime on patients and nurses is crucial.
Medical facilities will benefit from Mandatory overtime because it will allow them to see more patients; yet, the lengthy hours required of nurses may lead to burnout (&NA; 2000). The legislation in the US suggests that nurses work 12 hours a day. Added hours on those shifts will impact nurses and patients since shifts span from 0900 to 1700 hours.
Mandatory overtime raises the risk of accidents in the workplace. In a recent investigation on workplace accidents and hazards, researchers discovered that mandatory overtime and unfavorable work conditions were leading causes of workplace incidents and risks (Wu, Zheng, Liu, 2012). Scholars in South Korea discovered that overtime-working nurses reported 88% lower patient safety, 45% higher nursing care performance, and 86% higher care left undone (Eunhee et al., 2016). Medication mistakes are the most frequent workplace danger that arises from required overtime. Furthermore, a greater prevalence of falls, ulcers caused by pressure, and infections developed while receiving medical treatment was linked to over. In addition, a greater frequency of muscle injuries and stitches is associated with overtime work (Wheatly, 2017).
Relevant Perspectives
Burnout is also a result of mandatory overtime in a nursing professional. Overtime has hazards, and nurses know it might result in unfavorable working circumstances. In addition to being overworked and worn out, nurses are afraid to work in environments where they may be in danger. Nurse burnout develops rapidly due to this additional stress (Dall’Ora, 2015). Most healthcare facilities require nurses to complete 12-hour shifts. Since it reduces the time spent on handoff reports and treatment interruptions, managers believe that letting nurses work 12-hour shifts is the most efficient option for the hospital (Dall’Ora, 2015). Tragically, the likelihood of burnout and job unhappiness is considerably higher for nurses who perform shifts lasting 12 hours or more.
There is unquestionably a connection between the scarcity of nurses and obligatory overtime since it frequently results in burnout. Several healthcare institutions are concentrating on recruiting rather than trying to keep nurses. The environment and working circumstances would be necessary if retention were the primary goal. Working overtime is not a solution to the nursing shortage since working shifts longer than 12 hours results in fatigue and discontent.
Mandatory overtime must be outlawed by federal or state rules to break this cycle. Just a few states now have laws requiring overtime. Typical rules forbid working shifts longer than twelve hours, restrict nurses from working more than twelve hours daily, and permit nurses to refuse required overtime without facing reprisals (Wheatly 2017). There are also differences between working overtime between skilled care institutions and hospitals. Researchers discovered that nurses at skilled care institutions reported more overtime compared to nurses working in hospitals. This suggests that all healthcare facilities should be under government supervision (Bae & Brewer, 2010). Nursing professionals feel secure and protected because of these state restrictions. The government supports their right to speak.
Nursing Implications
The increasing instances of mandatory overtime in multiple organizations directly or indirectly impact workforce and client endorsement guidelines in the nursing industry. This issue has become more difficult for nurses working in hospitals because of the direct and indirect effects on nursing job fulfillment and quality of care for patients. 12-hour work shifts between 0900 and 1700 hours are recognized by US law. When nursing staff work more than 12 hours daily, they do not get enough sleep or relaxation. Fatigue brought on by sleep loss as a result of excessive work schedules impairs neurobehavioral functions, including attention and alertness, decision-making, and response speed. Long workdays without enough downtime have conflicted nurses and patients with nursing regulations, provisions, and standards (American Association of Critical Care Nurses, 2015).
There are violations of the American Nursing Association Policy and the Health Reform Law regarding the overtime problem. According to the American Nurses Association (2010), a standard set of necessary medical services must be given to every patient. Inadequate parental care compromises the effectiveness of this clause, directly impacting the policy. In addition, the body needs nursing services that are efficient, prompt, patient-centered, and provided to all patients equally. The required overtime compromises the American Nurses Association’s guidelines that certain hospitals impose, which impacts the nursing field.
Conclusion
The rising number of cases that show adverse outcomes for the nurse and the patient has led to a trend in current concerns, such as mandatory overtime. As a result, the problem directly impacts customer satisfaction and nurse practice. Extended work hours for hospital nurses can lead to tiredness, injuries, patient accidents, and other dangerous situations.
The US federal government has proposed regulations that forbid required overtime in the nursing profession since 2001. The issue’s ramifications impact the standard of service and customer satisfaction. This feature suggests that the nursing profession must reverse the current trend to provide high-quality healthcare. The matter pertains to healthcare regulations, including the Nursing Practice Acts and the rules of the ANA. In summary, different patient numbers that result in both overstaffing and understaffing have been linked to the occurrence of forced leave. Ensuring enough nurses are on staff is crucial to reducing the number of hospital instances that require overtime.
References
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