{"id":61,"date":"2017-12-04T20:01:34","date_gmt":"2017-12-04T20:01:34","guid":{"rendered":"https:\/\/nam.edu\/clinicianwellbeing\/?page_id=61"},"modified":"2019-08-12T14:00:48","modified_gmt":"2019-08-12T14:00:48","slug":"organizational-strategies","status":"publish","type":"page","link":"https:\/\/nam.edu\/clinicianwellbeing\/solutions\/organizational-strategies\/","title":{"rendered":"Organizational Strategies"},"content":{"rendered":"<p>Responsibility for addressing burnout should not be solely placed on the individual clinician. Organizations and organizational leadership must also do their part to enact systems changes that actively promote clinician well-being.<\/p>\n<h3>Why Organizations Must Play a Role<\/h3>\n<p>Clinician burnout affects all members of the care team and has a substantial impact on the efficiency and effectiveness of the health care system. Many organizational factors play a role in clinician burnout \u2013 including bureaucracy, workload, compensation, organizational culture and mission, and diversity and inclusion, among others. Therefore, while <a href=\"https:\/\/nam.edu\/clinicianwellbeing\/solutions\/individual-strategies\/\">individual strategies<\/a> like mindfulness and self-care workshops show promise in helping clinicians and trainees improve their well-being, organizations have an obligation to systematically address the drivers of clinician burnout. Any single intervention is unlikely to be effective in addressing burnout, rather a multidimensional approach that addresses the work environment are likely to be most successful.<\/p>\n<h3>Current Research<\/h3>\n<p>Currently, there are no large randomized controlled trials that have addressed the organizational strategies to prevent or treat burnout. Existing evidence suggests that organization-driven interventions, such as reductions in workload or schedule changes, can <a href=\"https:\/\/nam.edu\/clinicianwellbeing\/resources\/controlled-interventions-to-reduce-burnout-in-physicians-a-systematic-review-and-meta-analysis\/\">lead to reductions in burnout<\/a>. One study showed that organizations <a href=\"https:\/\/nam.edu\/clinicianwellbeing\/resources\/a-cluster-randomized-trial-of-interventions-to-improve-work-conditions-and-clinician-burnout-in-primary-care-results-from-the-healthy-work-place-study\/\">may be able to improve burnout<\/a>, dissatisfaction and retention by addressing communication and workflow, and initiating quality improvement projects targeting clinician concerns. Programs that combine several elements, such as structural changes, fostering communication among members of the health care team, and cultivating a sense of teamwork and ownership could be most effective at <a href=\"https:\/\/nam.edu\/clinicianwellbeing\/resources\/physician%E2%80%90organization-collaboration-reduces-physician-burnout-and-promotes-engagement-the-mayo-clinic-experience\/\">reducing burnout and promoting engagement<\/a>. Organization-driven strategies are necessary to protect and foster the well-being of <a href=\"https:\/\/nam.edu\/clinicianwellbeing\/resources\/burnout-among-us-medical-students-residents-and-early-career-physicians-relative-to-the-general-us-population\/\">medical students, residents, and early-career individuals<\/a> as well as clinicians well-established in their careers. While current research helps shed light on promising interventions, <a href=\"https:\/\/nam.edu\/clinicianwellbeing\/resources\/burnout-among-health-care-professionals-a-call-to-explore-and-address-this-underrecognized-threat-to-safe-high-quality-care\/\">more information is needed<\/a> on effective interventions.<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone wp-image-975 size-full\" src=\"https:\/\/nam.edu\/wp-content\/uploads\/sites\/3\/2017\/12\/iStock-488959808-1.jpg\" alt=\"\" width=\"2003\" height=\"1497\" srcset=\"https:\/\/nam.edu\/clinicianwellbeing\/wp-content\/uploads\/sites\/3\/2017\/12\/iStock-488959808-1.jpg 2003w, https:\/\/nam.edu\/clinicianwellbeing\/wp-content\/uploads\/sites\/3\/2017\/12\/iStock-488959808-1-300x224.jpg 300w, https:\/\/nam.edu\/clinicianwellbeing\/wp-content\/uploads\/sites\/3\/2017\/12\/iStock-488959808-1-768x574.jpg 768w, https:\/\/nam.edu\/clinicianwellbeing\/wp-content\/uploads\/sites\/3\/2017\/12\/iStock-488959808-1-1024x765.jpg 1024w\" sizes=\"(max-width: 2003px) 100vw, 2003px\" \/><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Responsibility for addressing burnout should not be solely placed on the individual clinician. Organizations and organizational leadership must also do their part to enact systems changes that actively promote clinician well-being. Why Organizations Must Play a Role Clinician burnout affects all members of the care team and has a substantial impact on the efficiency and [&hellip;]<\/p>\n","protected":false},"author":38,"featured_media":0,"parent":15,"menu_order":1,"comment_status":"closed","ping_status":"closed","template":"page-topic.php","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-61","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/nam.edu\/clinicianwellbeing\/wp-json\/wp\/v2\/pages\/61","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/nam.edu\/clinicianwellbeing\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/nam.edu\/clinicianwellbeing\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/nam.edu\/clinicianwellbeing\/wp-json\/wp\/v2\/users\/38"}],"replies":[{"embeddable":true,"href":"https:\/\/nam.edu\/clinicianwellbeing\/wp-json\/wp\/v2\/comments?post=61"}],"version-history":[{"count":0,"href":"https:\/\/nam.edu\/clinicianwellbeing\/wp-json\/wp\/v2\/pages\/61\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/nam.edu\/clinicianwellbeing\/wp-json\/wp\/v2\/pages\/15"}],"wp:attachment":[{"href":"https:\/\/nam.edu\/clinicianwellbeing\/wp-json\/wp\/v2\/media?parent=61"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}