The Role Of The Mentor

The transition from student nurse to registered nurse can be exciting, stressful and challenging and reality shock can be experienced (Kaihlanen, Lakanmaa, & Salminen, 2013). The skills knowledge and values learned during the 3 years period of the undergraduate program should be demonstrated while working as a Registered nurse. The transition from nursing student to professional nurse is complex and multifaceted experience (Clark & Springer, 2012). Therefore, it’s essential to guide the student during their learning process for their professional development. It is difficult for the student nurse to work on their own unsupervised right after completing their program. Being independent registered nurse will take lots of practice skills wise and knowledge wise. The transition from student to staff nurse ‘is a common rite of passage that marks the end of initial educational preparation in the discipline and the

The mentoring program for new grads at this facility has been very successful. The facility has found that the mentoring program builds confidence in the new grads and respect for the mentor. It makes the new grads believe they are wanted and helps them adapt to the

The qualities of the mentor are an important element of the learning environment. This includes professional and personal qualities such as professionalism, a friendly nature, understanding and patience (Beskine 2009). Added to this the learner must be made to feel welcome through staff attitudes, this will help the learner to become integrated into the clinical environment (Hutchinson, 2003). Throughout the learning experience I felt that I had a strong professional relationship and that being ‘A’ ’s mentor being approachable and friendly enabled us to maintain a trusting relationship conducive to learning. This relationship, according to ‘A‘, reduced stress and anxiety. Locken and Norberg (2005) state that anxiety in students becomes reduced when mentors are able to build a good working relationship with their student and are able to work with them for almost all of their placement. One potential barrier in creating an effective

Criminologist James Fox of Northeastern University predicts that murders committed by teens will skyrocket as the population of kids 10 and under is higher than population of 21st century teens by 20%. (Stephens) Mentoring is the act of helping out someone that isn't as knowledgeable or experienced in different areas. The goal is to make them leaders. (Patterson)

Over the course of a person's career, it is likely that there will be many people who positively impact and make a significant difference in a person's life. Sometimes, these people may even surface before a person begins their career and may appear in the form of teachers, coaches or even parents.

30% of new RNs leave practice within the first year following graduation (Bowles & Candela,

One thing I believe is a necessity in growing up is having a mentor. Having a mentor is, not only, beneficial for the mentee but also the mentor. Being a mentor is a learning experience for everyone participating, it helps people grow as a person and friendships are created when a bond if formed. Some people might think it's a waste of time for a child or that it'll never work out for a troubled delinquent but based on the research I've done, I have proven them wrong. Through-out this paper I will provide the pros and cons of mentoring and how they affect both mentor and mentee. To back up my proposal that mentoring is supporting, I will supply examples to answer the question: Is mentoring really important?

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,

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

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.

As a Registered Nurse I have had the opportunity to be a preceptor to a number of nursing students. I take this role very seriously as I am aware of the impact that my mentoring has on the students’ learning experience, competence and satisfaction

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,

It is mandatory for mentors to support and assess pre-registration students in practice Clinical placements are a vital part of education because they help students to translate theory into practice Supporting mentors in formulating a mentor portfolio builds confidence and skills 4 5 Report digital need support in both clinical practice and academic settings. Andrews and Chilton

The objective of this assignment is to critique the research article titled ‘Staff-student relationships and their impact on nursing students’ belongingness and learning’. Polit and Beck (2008) highlighted that there is expectancy on nurses to conduct research in order to base their practice on evidence which has emerged from research. Nurses are expected to use their research findings to make informed decisions and actions with patients. The ultimate goal of research is to develop and expand ones knowledge in any field. The development and use of knowledge is essential in improvement in patient care. Research enables the nurse to explain phenomena and the characteristics of certain situations that need to be considered when planning

Mentorship is very important in the workplace especially in the area of training and development. The mentor-protégé relationship is a much needed relationship that begins in the early career stage and this relationship involves the current or new employees and the supervisor or other colleagues that provide work-related guidance. The relationship itself is comprehensive and involves “educational, occupational, physical, social, and spiritual development” (Greenhaus,, Callanan, & Godshalk, 2010, p 211). One of the initial task of the early career the establishment of the career field which involves the gaining of the workplace competence, learn what is needed to excel in the organization, and to gain acceptance in the workplace to be recognized as the valued employee. There are many ways of achieving the above mentioned advantages in the workplace which one main method is through the use of the mentorship program.