New Nurses and Managers: Organizational Analysis
As the nursing profession evolves and rises to meet modern demands, we are faced with growing complexities in our profession and in our workplaces. From the orientation and socialization of new nurses and managers, to the selection processes for preceptors and mentors, to continuing education, to legal and ethical issues, the modern nurse is faced with complicated situations and elaborate organizations that require his/her continuing dedication.
Organizational Analysis
Professionalism
Examining the concepts included in "professionalism": a profession is a vocation, usually involving science or a unique education; the heart of professionalism per se is twofold: a professional has a distinct type of knowledge and a self-imposed responsibility to serve the community (Donelyn, 2004, Slide 16). Applying those concepts to the Nursing Profession, professionalism is the continual pursuit of knowledge, a self-imposed sense of responsibility for human concerns, development through our unique education, accountability to our peers, professional autonomy and self-regulation, and altruism (Donelyn, 2004, Slides 21-31). In terms of work, professionalism includes: knowledge; competence; professional appearance; teamwork. In terms of the person, professionalism includes: respect for others; integrity; a positive attitude; compassion (Donelyn, 2004, Slide 36).
b. The Orientation and Socialization of New Nurses and Managers
" New nurse" orientation and socialization may take several weeks or months and usually occurs for the entire facility and the unit. Socially, orientation is when the new nurse becomes acquainted with all the new hires in his/her orientation group and with as many of his/her coworkers as possible. Educationally, Orientation is the time when the new nurse should learn all he/she can; this is important not only for practice but also for getting along with coworkers who will expect the new nurse to learn important basics during orientation. Orientation is the time to work out as many "kinks" as possible, so the new nurse should take advantage of the "nurse educator's" expertise, learn as much as possible and assume nothing: he/she should take and review notes and handouts; learn as much as possible about the facility's policies and procedures, including the facility's documentation policies; immediately ask as many questions as needed; immediately ask for additional help as needed; learn the location of the Policy & Procedural Manual and the Standard of Care Manual; learn to use any required computers and their programs; make mental notes of the location of important items and become so familiar with them that he/she can reach for them without looking; learn about the medication cart's layout and system, whether or not the new nurse is allowed to dispense medications; learn how medications are computerized, how to get newly prescribed medications and how to get STAT medications in case they are needed; learn how to obtain procedure trays and central supplies, how to charge patients for the supplies used by the new nurse, and how to obtain a new sterile tray in case the existing one is contaminated; learn any charge-off procedures, how to order lab work, x-rays and other tests, how to access the lab and test results, IV procedures and personnel, where the IV sets are kept. Finally, orientation is the time when new nurses are shown how to use certain types of equipment, how to work on clinical issues and the time when the new nurse may be checked off on procedures (Quan).
Nurse Managers are educated in leadership and communication skills during their orientation. Some orientation programs for Nurse Managers have developed a checklist that is adapted to his/her experience level of management and organization. Those checklists are organized into sections such as: general information; human resources; process improvements (Lippincott, Williams & Wilkins, 2011).
c. Selection Process for Preceptors and Their Formal Educational Program
Preceptors are teachers or tutors who get new nurses ready and trained to work by ensuring that the new nurses' skills are up to par and ensuring that new nurses get a variety of patients so they are ready for whatever may come when they are on their own. (Briddon, 2008). An excellent description of the selection process for preceptors comes from Health Disciplines.ubc.ca. Preceptors are selected by: recruiting; selection from the pool of recruits and pairing/matching protocols. During recruiting, the selection committee lists the attributes of effective preceptors and preceptees, establishes a pool of acceptable candidates, selects the desired candidates, and then matches them with preceptees (Health Disciplines.ubc.ca, 2004). Other than the formal education required licensed nursing, their formal education program normally consists of workshops for first-time preceptors and refresher courses for experienced preceptors (Edmunds & Scudder, 2010).
d. Mentoring for Managers and Staff
Mentors are trusted counselors or guides who can be anyone in the new nurse's working...
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