Annotated Bibligrapy

As Finkelman (2006) stated, “Mentoring, and important career development to that can be used by nurses any type of set or specialty, can be used to develop the critical leadership skills needed by nurses. All successful leaders have had mentors are our mentors” (Finkelman,2006, p. 390).

Throughout this clinical semester, I have worked with several different registered nurses (RNs) and have been able to develop mentoring relationships with many of the staff on the unit. During our time together, I interviewed several of my nurse mentors and elicited information regarding their nursing experiences and the culture of the environment in which they work. The following conversations provide a summarization of my nurse mentors’ responses to the selected interview questions.

The national shortage of Registered Nurses (RNs) has helped generate formidable interest in the nursing profession among people entering the workforce and those pursuing a career change. According to a report issued by the U.S. Department of Health and Human Service in 2002, the national population is continuing to grow and age and medical services continue to advance, so the need for nurses will continue to increase. They report from 2000 to 2020 the predicted shortage of nurses is expected to grow to 29 percent, compared to a 6 percent shortage in 2000. With the projected supply, demand, and shortage of registered nurses and nursing salaries ever-increasing, the nursing profession can offer countless opportunities. But first one must

While the US has more nurses and physicians than ever before, upcoming retirements and a dysfunctional workplace are creating clinical shortages that can become more severe than the industry can bear (Woods, D. 2009). According to research, half of all nurses working today were born during the baby-boomer years. Therefore, the workforce is aging at a rapid rate. As such, in efforts to prevent a mass exodus from the profession, healthcare organizations leaders are exploring innovative ways to keep experienced nurses (Larson, J, 2009). The average age of registered nurses has risen from 41 in 2002 to 48 in 2006(Bolton-Burnes L. 2007). Even more troubling, in 2006, 45% of hospital-employed RNs

For this assignment I will address Morton- Cooper & Palmer (2005) enabling traits and discussed the core skill of a mentor. I will analyse and reflect on how I’ve utilised these skill with a third year student nurse in my practice area (cardiology) I will also reflect and evaluate my mentoring experience with my learner to see if there is any area of improvement or changes to be amended.

There is high job availability for nurses due to shortages and retention, and that allows nurses the ease of moving from one position to another. Knowing that there is a shortage of nurses worldwide, retention of current nurses is essential to decreasing shortage. Job satisfaction and employee engagement are identified as high predictors of intent to leave (Collini, Guidroz, and Perez, 2015). Cowen and Moorhead (2011) bring forth that a positive work environment in which nurses are able to provide quality care, allowed the ability to have input on nursing care, and given opportunities to become valued nurse experts are needed for retention of experienced and new nurses. The aging population of nurses that currently practice is a concern that organizations may be facing in relation to retention. The average age of nurses currently working is about 47 years old, and as the nurses are aging the long hours of shift work may be more difficult which might have the older nurses looking for more flexible hours in a different work place (Cowen and Moorhead, 2011). Older nurses are also looking to retire and be finished in the workforce and this is contributing to decreased retention and creating more job openings. On the other side of the spectrum is a high incident of turnover among new registered nurse graduates. Lateral violence is identified as retention concern for many new graduate

MacLellan, Levett-Jones, & Higgins (2016) found that lack of support as one the challenges new NP’s reported which is when the senior NP’s knowingly withhold information that would have been helpful and or the refusal to guide the new NP when guidance is needed. Another was a power struggle between nurses, new NP’s and senior NP’s which creates a stressful environment for the new NP who is trying to survive. New NP’s are already coming into employment feeling insecure, anxious, and overwhelmed, so any unnecessary challenges by the senior NP’s or other healthcare providers only contribute to the factors that hinder a successful transition role. As an employee retention program, many companies, schools, and healthcare organizations have established a mentoring program, and the purpose of a mentor is to provide guidance and support to a mentee such as a new NP practitioner in order to reduce the uneasy feeling of entering a new chapter of personal, professional or academic life changes (Mijares, Baxley, & Bond,

The article by Bally Jill (2007) identifies that nursing leadership can use mentoring culture to achieve professional and career development in nursing, and increase the quality of care given, especially for acute care nurses. This is because the article finds that nurses often have low morale, heavy workloads, high patient acuity, apathy towards professional collegial support, and reduced resources. The article identifies that mentoring in

A review of the relevant research specific to the question of the effectiveness of mentorship programs was conducted (see evidence summary table, Appendix A). The bulk of the published studies evaluating the implementation and effectiveness of mentoring programs for newly registered nurses demonstrated the beneficial effects mentorship has on job satisfaction and retention rates (Edwards, Hawker, Carrier & Rees, 2015; Zhang et al., 2015).

Global and multicultural education are two concepts that parallel each other based on theory. These ideas focus on the fact that society has undergone an awakening determining that education is a right and not a privilege. Education as right means it is available for all people despite income, social class, gender, and physical or mental impairments. The idea of education has also evolved beyond how it is provided, it has changed to also include how education is presented. Education is presented with the belief that all people possesses a commonality and must be able to function in a competing environment with mutual respect. Education is emphasizes the strength and humanity

The aim of the literature review was to determine if the initiation of leadership mentoring programs would improve the competence and integration of new nurse leaders to increase patient health outcomes in clinical practice settings. “Trends such as low morale, a general apathy regarding professional collegiate support, heavier workloads, reduced resources, and higher patient acuity can contribute to job dissatisfaction, poor work performance, and may be putting positive patient health outcomes at risk” (Bally, 2007).

I chose to do my assignment on Mentoring and Coaching in Nursing. I have held different positions in the field for over 10 years and I have experienced different people’s reaction to my age. I have had some nurses that have taken me under their wings and show me how to succeed. I have also had others that were intimidated by my age assuming I was there to replace them. It is unfortunate because I should not have to be penalized because I started young, which was the case most of the time. Because of those negative and positive experiences, I made sure that when I had employees below me or someone I had to train, I did so in a manner that I know I appreciated when I was in their position. “While mentoring was perceived to be ‘support’ and coaching

Though Bally and Nemcek are both concerned about high attrition rates in registered nurses and seek ways to increase retention rates and decrease the rate of turnovers, the factors which they consider critical in addressing the shortage of nurses by increasing rates of retention are vastly different. Nemcek is concerned with the internal emotional states and experiences of registered nurses and the impact that has on the nurse's experiences with respect to job satisfaction and life satisfaction-two factors which are already closely related. Bally on the other hand approaches the problem of nurse shortages by exploring the importance and consequences of environments which have strong mentoring cultures on job performance and satisfaction. Particularly, she focuses the role of nurse leaders in fostering such a mentoring environment.

The effect of mentoring on career satisfaction of registered nurses and intent to stay in the nursing profession

New nurses are learning how to perform basic skills and assessments, as well as how to be critical care nurses all at the same time. In previous years, this was not an issue. New graduate nurses were often not accepted into specialty areas within their first year of nursing. With the shortages and retirement of older generations, this has led to a massive shortage in my small community hospital. High burnout rates are often the result of being thrown into taking care of critically ill patients too quickly. According to the American Nurses Association, mentoring is identified as a key to combat the burnout that many facilities face (ANA, 2016).