Are Leadership Mentoring Programs Beneficial? Increasing Patient Care Outcomes?

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Literature Review:
Are Leadership Mentoring Programs Beneficial in Increasing Patient Care Outcomes?
Kenyata Patterson
Auburn University Montgomery

Literature Review:
Are Leadership Mentoring Programs Beneficial in Increasing Patient Care Outcomes?
Aim
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).
Background/Key Issues
The Canadian Nurses Association (2004) defines mentoring as, “a voluntary, mutually beneficial and usually long-term professional relationship. In this relationship, one person is an experienced and knowledgeable leader who supports the maturation of a less-experienced person with leadership potential” (CNA, 2004). Horizontal violence in the workplace has been identified as a key issue faced by many nurses in the acute care setting. Horizontal violence is defined by behaviors such as, “gossiping, criticism, innuendo, scapegoating, undermining, intimidation, passive aggression, withholding information, insubordination, bullying, and verbal and physical
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