HLT 302 Week 8 Assignments 1 and 2

HLT 302 Week 8 Assignments 1 and 2

HLT 302 Week 8 Assignment (Benchmark): Spiritual Needs Assessment

This assignment requires you to interview one person and requires an analysis of your interview experience.

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Part I: Interview

Select a patient, a family member, or a friend to interview. Be sure to focus on the interviewee’s experience as a patient, regardless of whom you choose to interview.

Review The Joint Commission resource which provides some guidelines for creating spiritual assessment tools for evaluating the spiritual needs of patients. Using this resource and any other guidelines/examples that you can find, create your own tool for assessing the spiritual needs of patients.

Create a survey to assess the subject’s spiritual need during the interview. The spiritual needs assessment survey needs a minimum of five questions that can be answered during the interview. During the interview, document the interviewee’s responses.

Submit the transcript of the interview. The transcript should include the questions asked and the answers provided. Be sure record the responses during the interview by taking detailed notes. Omit specific names and other personal information from the interview.

Part II: Analysis

Write a 500-750 word analysis of your interview experience. Be sure to exclude specific names and other personal information from the interview. Instead provide demographics such as sex, age, ethnicity, and religion. Include the following in your response:

1. What went well?
2. What would you do differently in the future?
3. Were there any barriers or challenges that inhibited your ability to complete the assessment tool? How would you address these in the future or change your assessment to better address these challenges?
4. Describe the spiritual experience you had with your patient, family member, or friend using this tool. How does this tool allow you to better meet the needs of your patient?
5. Did you discover that illness and stress amplified the spiritual concern and needs of your interviewee? Explain your answer with examples.

Submit both the transcript of the interview and the analysis of your results.

HLT 302 Week 8 Assignment: Combating Compassion Fatigue

Using the Internet and/or the GCU eLibrary, research the topic of compassion fatigue, caregiver burnout, and related issues. Evaluate your sources to make sure they are academically sound and useful to your study. Compile concepts and resources to share with people who are facing burnout as they care for patients.

Write a training guide to assist people in combating compassion fatigue. Determine whether your audience is a group of professional healthcare workers or individuals caring for loved ones needing ongoing medical care. Present your training guide as a pamphlet, a PowerPoint presentation with lecture notes, or some other visual aid with notes.

1. Present the nature of the problem and its causes.
2. Explain the physical, emotional, and spiritual needs of the caregiver.
3. Finally, give examples of coping strategies and resources for help and hope for the caregiver.

ADDITIONAL INFORMATION;

Discuss a training guide to assist people in combating compassion fatigue.

Introduction

Many people who work in healthcare or other fields that involve providing care for others are at risk of experiencing compassion fatigue. Compassion fatigue is a psychological condition that occurs when someone is overworked, stressed out and understaffed. It can lead to low morale among employees and even affect the quality of their work. Compassion fatigue may also cause an increase in turnover intentions among caregivers because they feel like they have nothing left to give after working so hard all day long and they’re right!

Many work environments are heavily focused on the physical wellbeing of others, from home care to inpatient nursing.

Many work environments are heavily focused on the physical wellbeing of others, from home care to inpatient nursing. While it may seem obvious that caregivers and other workers who provide services to others are at risk for compassion fatigue, this is not always true. In fact, there are many types of organizations where compassion fatigue could occur:

• Hospitals

• Long-term care centers

• Nursing homes/assisted living facilities

• Military personnel assigned overseas

For those who dedicate their time to caring and helping others, they are at risk of what’s known as compassion fatigue.

Compassion fatigue is a result of caring for others, and it can happen to anyone who works with people in need. It’s not a sign of weakness or failure; it’s simply the result of being too busy helping others. The good news is that compassion fatigue is preventable through self-care practices such as taking breaks between shifts and getting enough sleep each night.

In addition to providing support for coworkers who may be experiencing compassion fatigue, employers should also provide training on how to recognize the symptoms so they can intervene when necessary.

If a caregiver is burnt out, it can cause a decline in service quality and increase the number of people exiting the industry.

If a caregiver is burnt out, it can cause a decline in service quality and increase the number of people exiting the industry.

Burnout is defined as “a state of physical, mental or emotional exhaustion caused by overwork, excessive stress or anxiety or some other factor” (Merriam-Webster). It’s also known as compassion fatigue or caregiving–related stress disorders (CRSDs).

There are several ways that caregivers become burned out:

Research has suggested that in addition to compassion fatigue being related to burnout, it also predicts turnover intentions.

Research has suggested that in addition to compassion fatigue being related to burnout, it also predicts turnover intentions. In other words, when a nurse feels over-extended and overwhelmed by their work environment, they may feel like quitting. This can cause both mental and physical health problems for nurses because they must deal with these emotions while working.

As a result of this stress on staff members and patients, there is an increased risk of poor patient care outcomes such as misdiagnosis or delayed treatment due to lack of time spent learning about each patient’s condition during visits with family members or friends who visit them regularly outside the hospital setting (Hodgkinson et al., 2014).

Patients may suffer as well if their caregiver is experiencing compassion fatigue and no longer has the same level of empathy for them.

Patients may suffer if their caregiver is not giving them the same level of empathy. In this case, the patient may feel like he or she is being treated as a number and not as a person.

Patients also may suffer if their caregiver does not care about them anymore or if they feel like their needs are unimportant to someone who used to care about them before going into compassion fatigue mode.

Ultimately, organizations will also experience an economic loss if they’re losing their most valuable employees faster than they can replace them due to medical staff turnover.

Ultimately, organizations will also experience an economic loss if they’re losing their most valuable employees faster than they can replace them due to medical staff turnover. Employers need to provide adequate training and support programs to help caregivers better handle their mental health and improve patient care. If you are experiencing compassion fatigue, it is important that you seek help from someone who understands your situation and can help guide your recovery process.

Employers can assist by providing adequate training and support programs to help caregivers better handle their mental health and improve patient care.

Employers can assist by providing adequate training and support programs to help caregivers better handle their mental health and improve patient care.

• Provide training for caregivers. Training should be available to all employees who interact with patients, including those who provide direct clinical services, as well as administrative and support staff. This includes teaching them how to recognize signs of compassion fatigue in themselves or others, how it affects performance at work, and how they can best respond when it occurs.

• Provide support for caregivers by providing a safe environment for discussing the impact of compassion fatigue on their personal lives outside work hours (e.g., during lunch breaks).

Conclusion

There are many programs out there for employers to help caregivers better handle their mental health and improve patient care. In addition, caregivers themselves should be aware of the signs of compassion fatigue so they can recognize when it’s happening and take steps to address it as soon as possible. If left unattended, compassion fatigue can make a person unable to continue providing high-quality services.