Disillusionment In Nursing

Newly graduated nurses lack clinical skills necessary to evolve professionally and carefully from academics to bedside practice (Kim, Lee, Eudey, Lounsbury & Wede, 2015). How scary is that not only for the patient but also for the new nurse himself or herself? While being faced with new challenges, an increasing amount of newly graduated RNs felt overcome and unqualified. Twibell and Pierre explain how new nurses express “disillusionment” about practice, scheduling, and being rewarded. Frustration and anger between employees play a huge part in NGNs resigning because of the lack of experience and knowledge of what to do in high stress situations (2012). Nursing residency programs have proven to directly improve patient care, develop critical

Twibell and Pierre both state “new nurses start to feel at home and committed to stay in an organization when they are empowered in practice, have a sense of belonging in a work group, and perceive that resources balance job stress. Before long, NGNs who commit to stay become the peer group for the next wave of new nurses, smoothing out wrinkles in the welcome mat and opening wide the door to a successful professional transition” (2012). Residency programs can set the framework for a great team of care providers and can continue to set the bar high for patient care standards when they are trained the right way. Twibell and Pierre explain why mentoring residency programs play a huge role in employee retention rates. Mentors rather than preceptors are investing in new grad nurses for longer than just a few months. NGNs are receiving constructive criticism from their mentors and serve as mediators between workplace issues. High levels of anxiety are reported in the first few weeks of employment, but with mentors there to have a caring attitude, the levels of anxiety can be greatly decreased and learning can be much easier facilitated (2012). Nurse residency programs affect first year experiences of newly