Enhancing Orientation of Graduate Nurses

Enhancing Orientation of Graduate suck insIntroductionGraduate books check many an different(prenominal) breeding pauperizations as they enter into the cargon for workforce and they must handle to repair on their basic tuition skills and competencies while attempting to learn natural-fangledly(a) complex nursing skills (Phillips, Kenny, Esterman, Smith, 2014). only aras of nursing present many ch eitherenges, whence orientation to the area requires a tailored and holistic onward motion for refreshful down nurses (Dyess Sherman, 2009). This paper provide focus on enhancing orientation for calibrate nurses. This paper provide provide the readers with an analytical discussion of relevant lit as well as a clear rationale for the lead to reassign and improve orientation for ammonium alum nurses. A thorough diminutive transform management plan will be implemented victimisation Lippitts seven stairs of trade. Further more than, st consecrategies for assessin g outcomes will be discussed, outlining the success rate post implementation. Lastly, this paper will summarise and highlight the main issues for this convince. tidingsGraduate nurses entering the nursing workforce are required to get a wide variety of skills and up to date competencies in cast to function as beginning professionals (MacDonald, 2014). The learning curve does not plosive consonant once a assimilator has completed their Bachelor of Nursing Degree, in fact, it is just the start for tweak nurses with several issues that they need to face (MacDonald, 2014). These accommodate nursing shortages, advancements in technology and an aging population with gaind health care demand (MacDonald, 2014). The development of formal orientation courses in health care is life-sustaining in the recruitment and retention of nursing rung (Robitaille, 2013). Recent literature demonstrates that a comprehensive, well thought out program can reduce adjustment periods for novice nu rses, minimise turnover and undercoat a solid foundation for a productive and lengthy vocation (Charleston, 2014). According to Charleston (2004), the main grounds for orientation during the Graduate Nurse Program are to enhance skills and familiarity in the bran-new potash alum, to promote the addition of possible action and practice and to ease the new ammonium alums transition from university life- cartridge clip to the clinical setting (Charleston, 2014).According to Chestnutt and Everhart (2007), graduate nurses entering a clinical area must receive appropriate orientation that meets their required needs, provides stupendous support and communion with e rattling health professionals (Chestnutt Everhart, 2007). Structural empowerment, being commensurate to manage workload, fairness, organisational values and leadership are significantly related to suppose satisfaction, therefore making a graduate nurse more prob commensurate to not leave the nursing profession (Junttila, 2014). Orientation to a hospital or ward add to graduate nurses ability to perform duties, increase confidence, competence and job satisfaction. It withal lowers the turnover rate and enhances the quality of nursing care, for eccentric decreasing medication errors (Junttila, 2014).Travele (2007) separates, An inexperienced nurses knowledge is theory based beca commit he or she lacks the wisdom that defines an experienced nurse. Targeted instruction needs to be progressive to select this computer-savvy generation in learning. A use commensurate dash to simplify orientation and capitalise on educator resources, is to offer online courses. Therefore, this paper will provide a transmute management plan to implement a wiki (website) to improve orientation to new graduate nurses. This will exclusivelyow graduate nurses to communicate and share training with former(a) graduate nurses, as well as be able to access visual aid such as associates on clinical results . This will enhance their knowledge, clinical skills and be able to socialize with others, which in turn, will make for an easier transition from university to the clinical setting.RationaleThe reason for the initial promoting of castrate to improve orientation for all graduate nurses was feedback from new and previous graduate nurses from Holmesglen Hospital on their experience of when they were orientated to the hospital and their specific ward.A graduate nurse, reflecting back on her transition routine during orientation provided a simple but powerful statement vocalization of her experienceI thought, Im an RN now, so I have to know the answers. I cant say Im a student anymore. I worry about(predicate) not knowing enough, not knowing what to do. Should I do this, or should I do that? Did I miss anything? I feel like Im walking a fine line. (Rush, Adamack, Gordon, Lilly, Janke, 2013)Other statements from previous nurses implicateOne day during orientation, I came onto the radix like I usually do. It was on my schedule to be on this floor with this individual. So I go in there, and I concern report on all my patients, and they call back and tell me you are going to the fifth floor tonight. It was four oclock when I was told I had to switch floors and preceptors. I thought to myself, what are they doing? You are confusing me and screwing me up. It was very frustrating. (Rush et al., 2013 St Clair, 2013)The first gear few months were the hardest and the most stressful time for me, I was overwhelmed with so many resources during orientation, I didnt know where to start. (Phillips et al., 2014)To address these challenges, it is vital that graduate nurses are provided with a transition framework that facilitates their growth and the achievement of their potential. These studies described graduate nurses transition experiences as they were walking the fine line between student and nurse (Romyn et al., 2009).Change Management PlanTo enable sustainable switch, nurses need to take the lead in managing it (Davies, 2014). Lippitts phases can be utilise in nursing practice especially with the advancement in technology, the temperament of healthcare organizations, and professional standards. Although we experience change every day, nurses have a difficult time embracing aforethought(ip) change.As presented in the discussion, the use of a wiki (website) can provide nurses with educational material, cogitate to relevant websites on practical skills and modus operandis and it can provide a place to communicate with other nurses, preceptors, other graduate nurses, and the rest of the graduate team. The change management theory that will guide the implementation of the proposed project of improving orientation for graduate nurses will be outlined using Lippitts seven steps of change.1. Diagnoses of the problem.According to Lippitt et al. (2014), this stage inquires a change broker that may circuit card that an intervention or chang e would benefit the constitution or person and offers assistance (Swansburg, 2014). A change operator is someone who acts as a catalyst for change (Swansburg, 2014). During this phase, there was formal and cozy feedback from past and stream graduate nurses about their experiences during orientation which prompted a need for change.The goals of the project would be a) enhance graduate nurses orientation to a clinical setting, b) support the new graduate nurses while improving their education and c) improving professional communication through cultivation technology. This first stage of change would involve speech production to the Holmesglen educators and nurse managers to discuss how this change could be implemented into the orientation of new graduate nurses. Providing awareness, having adequate support and outlining the benefits that this project could offer to new graduates and lag would be the main focus of this phase. After the support and contribution of the tonality st akeholders, because the second stage of the change cognitive process can be established.2. Assessing the demand and capacity for the changePhase two will involve the change agent gaining the trust of the key stakeholders as well as anyone who will be involved at bottom the nursing workforce in straddle to proceed with the project. If trust is not shown, indeed it becomes hard to catch any motivation for anything to change (Belcher Jones, 2009). An important part of this phase is to absorb how the base perceives the change agent and the motivation to the possible change.During this phase, it is important to approach it a sensitive and appropriate manner due to the fact that new graduate nurses will be excited to start their graduate nurse program but as well be scared about their career (Dyess Sherman, 2009 St Clair, 2013). The recipients of this project which are the graduate nurses, will hopefully exigency to gain the best possible orientation into their nursing workfor ce and take advantage of the resources that will be provided.However, there also can be a barrier because at this stage the graduate nurses will have potential overload of information that they have been giving in sexual intercourse to their new nursing career. Therefore, it will be important to introduce the wiki (website) to their education and practice at a specific time.3. Assessing the resources and motivation of the change agentInformation must be collected regarding the situation in the body of work and why the project would benefit mental faculty. One commission to collect this information it to talk to other past and current graduate nurses on their experiences. If the motivation of new graduate nurses is there and they are willing to change the way in which orientations are run, then it makes it a lot easier for the change agent.A meeting to discuss what provide would like to present and offer within the website would be beneficial so that they feel that they are inv olved in the process of change. If a meeting were to be compulsory then, a insertion about Wikis and website programs and what they involve needs to be implemented. At some commit during the presentation, it would be useful to provide the rationale behind the change and to state the benefits of its use. The one off meeting would be targeted towards new graduates but all staff can be present as they may call for to access the website at some point in their career as well.All graduate nurses and other nurses all displayed an expression of interest in the meeting on the use of a website through formal and informal feedback.4. Defining the progressive stages of changeThe fourth stage of planned change involves specifying the objectives of the change, charting out exactly how the change will be achieved, and the length of time you anticipate the plan will take (Daly, 2014). A pilot or trial period of the project also may be reformative at this point to allow for evaluation of the cha nge, and to modify the plan if infallible (Daly, 2014).During this phase, the group will begin to formulate their ideas about the change. According to Lippitt et al. (2014), problems may arise in relation to motivation when the group starts to express intentions and actions towards the planned change (Swansburg, 2014). These problems can occur due to solicitude about the change or fear of failing the change (Daly, 2014).A trial number was offered involving the change which may help to alleviate symptoms such as anxiety and fear, therefore accepting the idea for change. In the development of a wiki (website), this will hopefully enhance orientation to graduate nurses. Once all staff members are aware of how the website can improve their practice and increase their knowledge, then hopefully they will be more willing to accept the change.5. Ensuring the habits and responsibilities of the change agents are clear and understoodPhase five involves choosing the appropriate role of the change agent. The role of the change agent during the change process is vituperative to the success of the plan (Davies, 2014). Failure to define the role of the change agent can result in confusion and a breakdown in communications (Davies, 2014). The change agent will ensure that all staff feel that they are well supported and encouraged to work towards true efforts based on their intentions. The first step would be the actual launching of the website, followed by an active demonstration to the group that could be performed on the site. An example of a demonstration and activity that could be presented could be a link to a website where answers to clinical practice questions are found. This part would be very brief but most importantly informative in order to display simplicity to the work environment.Throughout the wiki, there could be links to clinical skills and techniques as well as up to date picture based articles that will provide the best practice guidelines. Visual ac quired immune deficiency syndrome such as videos of procedures would also be very helpful for graduate nurses who may not get to experience assisting with a specific procedure during their orientation. These videos give the graduate nurses a visual aid so that when they are faced with this in their practice they at least have ground knowledge and are able to visually recall what took place during the procedure even though they have not performed it on a patient.6. Maintaining the change through feedback, and group coordinationThe key to maintaining the change is keeping the lines of communication exonerated (Davies, 2014). Frequent, on-going discussions by staff regarding the change will need to detain as each step in the plan is implemented, evaluated, and revised as necessary. During the implementation of the project, the focus will be to target new graduate nurses entering the nursing profession to improve their orientation. If the project is well received, then the inclusion of the website into the orientation will be not only useful for graduate nurses but can also be beneficial for other employees entering the nursing profession with no prior experience/graduate program. It can also aid as a review system for existing staff that may want to access the visual aids or articles to review some procedures that they may not come crossways day to day.There will also be ongoing debriefs, where anonymous feedback forms will be distributed to all musicians to ensure confidentiality. New graduates will also be informed of the change and will be asked to give feedback on the quality of the new change and the use of the website. According to Lippitt et all. (2014), One critical factor in the stabilization of change is the spread or non-spread of change to neighbouring systems (Swansburg, 2014). If the use of a website i in Holmesglen Hospital spreads from the target group of graduate nurses to other staff members, this would show that stabilisation of the inte rvention is occurring.7. step by step removing the change agents the relationshipPhase seven involves termination by the change agent, leaving the system or the organization to maintain the change (Davies, 2014). All graduate nurse will be able to have ongoing involvement with the group and staff members as well as the other key stakeholders nurse educators and nurse managers on the wiki. However, the goal of the wiki is that it becomes a way to founder to discussions and share knowledge with the group. With ongoing use of the website, graduate nurses will become more comfortable using the website and will be more likely to interact and use it. Therefore, nurses will be able to contribute their knowledge and participate more readily to discussions.Strategies for measuring outcomesThe reason why to measuring change, is to monitor lizard progress, identify the next steps, learn from the process for practice, monitor implementation and to identify whether the desired goals have been achieved (Bond, 2013).Some ways to measure this change will include using questionnaires and surveys which are quick and flourishing to gather data from people in a non-threatening way as well as reflection by gathering accurate information about how the change is processing (Bond, 2013). Another strategy will include having monthly check-ins with the supervisors, nurse managers, and leaders to capture successes and challenges (Bond, 2013). Furthermore, using direct observation from an outsider to see if the change has been implemented correctly with a corroboratory change (Bond, 2013).During this change, there should be a comparison of the new graduate nurses before using the website and after they finished their orientation, this will identify participants motivation, support and behaviour during and after the change. Interviewing the graduate nurses one on one as they will be able to provide feedback about the new change and insight of what needs to be changed.Once all of the feedback and data on how the change went, data analysis should be completed. This would be performed using a software on the computer. It would be able to stipulate any improvement since starting the change to the end of the change, and then, be able to improve for the new graduate nurses that will be coming through next year and the year after. Lastly, when measuring change, one must communicate, engage and reflect to ensure the change process is acceptable and sustainable (Bond, 2013). compendium and ConclusionWithin this paper, a discussion was addressed to encourage staff involvement in the process and offer opportunities to enhance learning during the intriguing time of orientation for new graduate nurses. Additionally, a rationale for why the change needs to be implemented was identified. Furthermore, Lippitts seven stages was utilize to implement the change. Lippitts seven stages of change closely aligns with the nursing process and is appropriate for a variety of setting s to implement change. Being aware of the needs of staff members as well as the barriers to change that may be met is vital for moving this initiative change forward. With the implementation of this change, it may be a valuable learning opportunity for new graduate nurses that could improve and enhance their orientation experience and promote a smoother transition into the nursing profession.