Mentorship : Developing A Positive Learning Environment For Nurses Of All Backgrounds And All Different Levels Of Experience

Historically the role of the nurse has been as a patient advocate. Nurses’ have advanced from being seen as low cost labor to an autonomous practioner. Prior to Florence Nightingale the nurse was a member of a religious order or under the direction of the military. Florence Nightingale established the first nursing schools and was responsible for their own practice. In the early 1900’s nursing education was taken over by hospitals and the licensing of nurses began. In the 1990’s nurse practioners, (under the license of a physician), began prescribing

Currently my facility has a six to months mentoring program for new graduates. This program is in addition to the current preceptor program that orients the new graduates to the unit they will be assigned. Most of these new nurses are graduates from local nursing schools and have done most of their clinical nursing education at this facility. The hospital realizes that going from a classroom and clinical setting to on hands bedside patient care can be a

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.

"This example shaped me as a leader," she says, and her work with a professional career coach convinced her of the strength of her newfound career.

The following assignment will be written in first person as it is reflective in nature. Bulman and Schutz (2004) agree that to learn from an experience practitioners should go beyond description and reflect on that experience. The aim of this piece is to reflect on my role as a mentor and demonstrate my awareness of the responsibilities involved, whilst paying particular attention to the required learning outcomes 2-5 of the module. In keeping with the NMC (Nursing and Midwifery Council, 2008) Code of Conduct anonymity will be adhered to and therefore no names of people or places will be mention.

The challenge Brooks& Moriarty(2009) feel is whilst providing sufficient support and supervision for fellow colleagues and learners it is of equal importance that the needs of the patient are being adequately met. They feel the main challenge that mentors face is upholding and overseeing the student and their learning, is equally as important that the needs of the patient and that they are being sufficiently met. Nettleton&Bray(2008) suggests that the mentors knowledge , attitude and communication skills are all influential factors that can affect a student’s ability to learn. This is recognised by Cassidy(2009) who advocates that by ensuring quality mentor-student relationships a more positive learning environment for the student will be achieved. However Pearcy&Elliot(2004) argue that due to the ever changing practice environment, the clinical setting has the potential to restrict and impede on the student nurse. They feel this location can be unstructured, unpredictable and overwhelming, thus generating feelings of vulnerability and anxiety amongst students(Papp et al,2003). A further constructive aspect of this situation was the immediate apology given to Mabel. Armstrong (2009) recognises the weight of a genuine apology and feels that although this is sometimes a difficult process, it undoubtedly has huge benefits and the potential help the both the patient and the nurse.

In 1860, Florence Nightingale founded the first modern nursing school to break the stigma of previous nursing views and provide appropriate training to nurses (Finkelman & Kenner, 2016). Since then, the nursing profession has dramatically evolved over the last centuries.

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

In order to increase new RN job satisfaction and retention, a mentorship program approach is vital for the success of new registered nurses and the success of the healthcare organization. The qualitative studies presented in this chapter involve experienced nurse mentors providing guidance, assistance, and ongoing support to newly hired or newly graduated RNs/mentees throughout the 12-month mentorship programs (Fox, 2010, p. 9). According to the 2010 Institute of Medicine report, the nursing workforce can be substantially strengthened and the quality of care and patient outcomes can be dramatically improved through nurse mentorship (p. 3). The three studies introduced in this chapter demonstrate the outcomes for nurses who have participated

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).

Teaching and learning in the clinical setting is not a new concept and the teaching of clinical skill to nursing student ranks high on the current agenda of nurse education (Pfeil, 2003). Therefore, has be the duty of teachers to continue to provide ongoing guidance during teaching and learning taking place. According to While (2004), the mentor is required to feel personally and professionally confident when assessing the student’s performance. This allows the development of the students will become better and more effective.

Mentors now have to be aware of the NHS Institute for Innovation and Improvement, NHS leadership Qualities Framework, which gives mentors clear instructions about their responsibilities (Kinnell and Hughes 2010). However, meeting these requirements alone will not make a nurse a successful mentor. Mentors have to plan and provide appropriate opportunities for teaching and learning activities, with clinical experience to achieve learning outcomes and develop professional competencies (Choun and Suen 2001). This will enable them to assess students performance,

A Nursing Times survey identified that, while mentors are aware of the value of mentoring students (Gainsbury, 2010), they are challenged as to how to commit fully to the role within the constant demands of their core job. They identified that work demands had a significant impact on their ability to engage in mentor activities, such as mentoring students and attending updates and relevant courses. Mentors have also expressed concerns about accountability and supporting failing students (Duffy and Hardicre, 2007). Mentorship preparation and the ongoing development of nurse mentors www.nursingtimes.net / Vol 107 No 21 / Nursing Times 31.05.11 15 Nursing Practice Review 5 key points 1 Nurses and midwives have a responsibility to continually develop themselves for professional growth Mentors play a pivotal role in protecting the public by ensuring students are fit for purpose and practice 2 3

In 1860, Florence's dream was finally realized when the Nightingale Training School for Nurses opened. This was the first formal, fully organized training program for nurses. Graduates of the program went into the four corners of the world to teach other nurses and were highly sought by hospitals. While Florence Nightingale did not invent the profession of nursing, she was a living memorial to it and forever will have a place and influence in the history of nursing.

Florence Nightingale, a well-educated nurse, was recruited along with 38 other nurses for service in a hospital called Scutari during the Crimean War in 1854 . It was Nightingale's approaches to nursing that produced amazing results. Florence Nightingale was responsible for crucial changes in hospital protocol, a new view on the capabilities and potential of women, and the creation of a model of standards that all future nurses could aspire towards.