New Graduate Orientation
The transition from a nursing school environment to work place reality can prove to be a very intimidating and overwhelming experience for many nurses. The comfort and confidence that were acquired during school can be replaced with distress and self-doubt if not placed with a positive mentor during orientation. A supportive atmosphere, trained preceptor, and sufficient orientation period is crucial for a successful outcome to be attained by new a graduate (Rush, Adamack, Gordon, Lilly, & Janke, 2012). I believe these factors should be formatted into the policy for new graduate orientation at my present place of employment. I will discuss the different driving and restraining forces that would be involved if this change were proposed. I will also review the strategies that would be implemented to reduce and enhance these forces. Furthermore, I will reveal the leadership skills that should be applied to make this proposal a success.
The majority of the nursing staff at my place of employment would accept these changes as a positive challenge. It would be looked upon as way to promote the secure future of nursing. Employers that place new graduates in a positive atmosphere with a trained mentor for at least nine months have a decreased employee turnover rate (Rush et al., 2012). Realizing that change could lead to self-growth and improved relationships among team members would have positive outcomes among employees and the care that is delivered to their patients (Blais & Hayes, 2011). A nurturing environment will allow a new graduate to become confident and excel in knowledge and skills. These positive driving forces could be enhanced by allowing employees to actively take part in the development of peer groups for new graduates and volunteer for mentor classes. A simple verbal or written acknowledgement of appreciation can maintain the continuation of an individual’s involvement.
The implementation of change within the workplace can sometimes be challenged with negative attitudes from current employees. Unfortunately, some nurses have a tendency to view new graduates as a threat to their existing position. They may also feel that they do not possess the time or energy that is required for orienting new nurses (Blais & Hayes, 2011). Negative peer support and lack of experience are recognized as substantial barriers to the skill development of new graduates (Purling & King, 2012). These counter-productive viewpoints can prevent the individuals from acknowledging the overall positive outcomes that can be achieved from the change. The above mentioned restraining forces can be reduced by communicating with those who oppose the change and emphasizing the benefits than can be obtained from a successful transformation. Allowing those who...