Many newly graduated nurses have experienced transition shock in the workplace during the process of professional role adaptation and development (Duchscher 2009). A large amount of literature also reported that new graduate nurses often have experienced poor working environment or poor relationships with colleagues (Kim & Oh 2016; Malena King-Jones MS 2011; Parker et al. 2014). These factors could result in high turnover rates at approximately 35-60% in the first 12 months of graduation (Beecroft, Dorey & Wenten 2008). Assimilating into the nursing culture in this context may refer to the inclusion and acceptation by the experienced nurses in the workplace, which is challenging in the first to six months employment (Kelly & Ahern 2009). As …show more content…
It refers to a decentralised structure that the decision-making is based on the principles of partnership, equity, accountability and ownership (Swihart 2006). The framework of shared governance indicates a collaborative relationship. Shared governance grants clinical governance that is a systematic approach to improve quality and safety of care (Wilkinson, Rushmer & Davies 2004) and self-governance in daily practice for nurses. Individual learning is essential to shared governance, clinical governance and self-governance. Benner (1984) described that there are five stages of clinical competence. As a future RN, I need to understand my roles, my responsibilities and continue to develop competence to maintain the capacity for practice (Nursing and Midwifery Board of Australia 2016a) and to meet the expectations of the organisation and colleagues. In addition, I need to develop shared values with other staff members in the organisations through professional socialisation. Values guide our professional performance and behaviours. The commitment to corporate values of the organisation contributes to the relational partnership and nursing shared governance (Joseph & Bogue …show more content…
Assimilating into a work environment has individual and systematic barriers. As a CALD new graduate, it is particularly challenging to work in an Australian cultural context of nursing. An Australian study suggested that support from both individual and structural empowerment is crucial for newly graduated nurses to successfully integrate into a new working culture and healthcare system (Johnstone, Kanitsaki & Currie 2008). Many organisations offer the transition to practice programs, which provides a structured orientation, rotation, preceptor support and additional learning opportunities for the initial 12 months. Peer factors have a significant influence on professional behaviours and nurses’ socialisation (Price 2009). During orientation, I will have the opportunities to form a network of my peers and support each other. Moreover, assigning experienced nurses as preceptors to the new graduates can reduce cultural shock, reduce ethnocentric attitudes and cultural stereotyping from both CALD nurses and Australian nurses (Jeon & Chenoweth 2007; Marks-Maran et al. 2013). New graduates’ professional practice and behaviours are more influenced by senior nurses (Hinds & Harley 2001).Therefore, feedback from senior nurses can help me to recognise my weakness and improve clinical practice, which will assist me to understand and extend my professional role. Furthermore, preceptorship program may provide
Reflecting upon this term brings about feelings of joy, excitement, and sadness that this term is soon coming to a close. Throughout this paper I summarize my personal learning throughout the semester, clarify two nursing roles I have assumed throughout the same timeframe, reflect upon my experiences throughout the semester, and will bring about experiences that reflect my personal learning and development in becoming a professional registered nurse.
The skills acquisition concept poses a backwards movement in progress. The competent nurse in this case steps backward down the ladder to the novice level as an NP. Moreover, learning new skills, knowledge, and methods of treatment may technically be a step forward in a person’s career, but it is a step backwards in confidence and experience. The transition theory suggests transition as a never-ending process. The success of this course depends on a person’s support system and methods for coping. The transition theory has three stages: moving in, moving through and moving out. The moving in stage would be entering graduate education. Moving through is the process of completing classes and clinical time. The final stage, moving out, is beginning the first position as an NP. Successfully transitioning through these stages is heavily reliant on support, self-awareness and coping mechanisms. For instance, failure to begin the transition phase in graduate school is a prediction of the inability to properly shift into the role of NP (Poronsky,
Transitioning from academic nursing student to Registered Nurse/New Graduate Nurse (NGN) within the healthcare environment is a challenging task for many NGNs. They may encounter a number of challenges, such as the following: transition shock, professional isolation, lack of clinical experience, stress, lack of a support network and cultural incompetence. At the end, this essay will discuss the rationale for developing my two most important goals for the next twelve months.
As new nursing graduates begin the process of transition into the nursing practice. There are many challenges and issues which are associated throughout the transition. New graduates may embark their journey through a graduate program or seek employment solo. The transition period may consist of challenges, that students will encounter during their journey. This essay will identify, discuss and critically reflect nursing key challenges that student nurses may face, throughout the process of the transition phase. The nursing key challenges chosen for this essay include professionalism, preparation, personal factors, competency factors, patient- centered care and job satisfaction. These nursing challenges will be thoroughly discussed and supported by current evidenced based research and nursing literature.
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
When nurses chose to transition from their customary role to emerging roles in health care or maybe even away from nursing to another career, they might encounter challenges that may perhaps affect the way they feel about change. Bridges and Spencer and Adams summarize the models of transition and describe the challenges and difficulties that one may encounter when going through transition.
However, upon securing a job, they find that things on the ground are not as they had expected them to be and this results in some of them deciding to leave the profession early. Research shows that turnovers within the nursing fraternity target person below the age of 30 (Erickson & Grove, 2011). The high turnover within the nursing fraternity results in a massive nurse shortage. This means that the nurses who decide to stay have to work for many hours resulting in exhaustion. A significant percent of nurses quitting their job sites exhaustion and discouragement as the reason that contributed to their decision. In one of the studies conducted on the issue of nurse turnover, 50% of the nurses leaving the profession argued that they felt saddened and discouraged by what they were unable to do for their patients (Erickson & Grove, 2011). When a nurse witness his/her patients suffering but cannot do anything because of the prevailing conditions he/she feels as if he/she is not realizing the reason that prompted him/her to join the nursing profession. The higher rate of nursing turnover is also affecting the quality of care nurses provide to
In this paper I will discuss how preceptors and educational leaders have contributed to my nursing career and many others. The mentors who have the most influence on nurses are those that stick with the nurses and help give them the motivation they need to move through obstacles. In the first few paragraphs, I will discuss my personal experience with a mentor and the characteristics they possessed that were beneficial to me. Mentors have become a great influence in my career and many others. In the last section of this paper, I will discuss some of my personal experiences in example and support why I value the characteristics by referring back to peer reviewed articles. Preceptors are essential and irreplaceable in the nursing profession and in this paper will describe how they are active in every nurse’s life and profession.
Our course, Transition to Professional Nursing, is barely two weeks old and already I am being enlightened and challenged to expand my experience of nursing. I will attempt to explain my personal journey and experience thus far including how and why I got here, my beliefs about nursing and related values, and my visions for the future.
Siviter, B. (2008) The Newly Qualified Nurses Handbook. A Survival Guide. Edinburgh: Balliere Tindall Elsevier
The transition from student to a qualified nurse can be a stressful and overwhelming ex-perience for many newly qualified nurses. This opinion is widely upheld throughout the literature with Higgins et al (2010) maintaining that many of the problems experienced are due to lack of support during this initial transition and a period of preceptorship would be invaluable.
Management spends several hundred dollars for each new nurse that it hire and train. Using Benner’s theory, and investing in nurse retention will decrease costs, as well as having resulted in better patient outcome. A savings of one and one- half to two times of a salary is estimated to have occurred in reducing nursing turnover (Friedman, Delaney, Schmidt, Quinn, & Macyk, 2013). During my first four to five years in my current post,. I noted there to be an increase in novice and advance nurses not staying very long. Upon doing exit interviews it was brought to my attention, that the orientation, he or she received was not enough to make them feel comfortable. The nurses felt that he or she had been rushed through orientation, and did not feel confident in dealing with some
The term socialization as described by Wilkinson and Treas, states that socialization is the informal education that occurs as you move into your new profession (Wilkinson & Treas, 2011). Socialization into nursing is more than just being knowledgeable of the information and skills required to perform an outlined role. It also includes learning and adapting to the behaviors, norms, values, and perceptions of individuals within the same group or role (Wilkinson & Treas, 2011). Socialization into nursing requires continuous research. Often, individuals enter the field of nursing with their own beliefs and life philosophies, however after much role modeling and reinforcement of applied behaviors and skills those beliefs and life philosophies either change or develop into theories. This paper will compare and contrast my personal beliefs and life philosophies to those of Virginia Henderson. I will give background information on Virginia Henderson and also explain the notable theory she has contributed to the world of nursing. I will then compare Henderson’s views to those of my own and clarify why I choose her as my theorist of interest.
Registered Nurse turnover is a continuous problem in the nursing profession. Turnover in this context is simply defined as “someone leaving a job” (Kovner, Brewer, Fatehi, & Jun, 2014). Some aspects of nurse turnover can be viewed as positive, however, most circumstances of turnover are seen negatively and can be referred to as functional versus dysfunctional. The difference between the two is a “functional turnover, a poorly functioning employee leaves, as opposed to a dysfunctional turnover, when well-performing employees leave” (“One in Five nurses leave First job within a year,” 2014). The nursing profession’s recommendation for improvement focuses on dysfunctional turnover of Registered Nurses. Nurses choose to leave their jobs to explore
Duchscher, J. (2009). Transition shock: the initial stage of role adaptation for newly graduated Registered Nurses. Journal Of Advanced Nursing, 65(5), 1103-1113. doi:10.1111/j.1365-2648.2008.04898.x