Tuesday, May 7, 2019

Mentorship program Research Paper Example | Topics and Well Written Essays - 1750 words

Mentorship program - Research Paper ExampleSalami (2010) presented both formal and informal mentorship as manifesting sufficient efficacy in reducing turnovers of nurses, where the former is created through administrative partnership, while the latter is through unstructured mutual understanding. Marginally, the paper adapts formal mentoring program as resolution to high turnovers in The capital of Mississippi Veteran Health Administration (JVHA). Several steps argon succinctly followed to determine overall confidence and appropriateness of proposed structure. General Steps in Implementation On mentorship program in JVHA, aspects on contrast satisfaction and social interaction in surgical wards are investigated. Complete project draft requires accordant approval from the Office of Policy and Planning and Office of Human Resource and Administration before exertion (United States Department of Veterans Affairs, 2010). The program is also to obtain financial and administrative sup port through this department then (Canadian Nurses Association, 2004). As the overall details of the program are smoothly planned out, the plan is ready for fell implementation. With 1-year mentor program, phases orientation, training, and evaluation are performed. The committee-in-charge prepares for mentoring tasks ahead, with 16 staff nurses as mentors for the whole three work shifts--the government issue of mentees depend on job vacancies in surgical ward (VA hospital, 2011). In orientation, the program is extensively introduced and operative expectations are mutually established. This lasts for 15-20 weeks, as initial theories and practical nursing applications are reviewed and applied. In training, mentors serve as mentees active partners and support them in clinical practice and social interactions. As training proceeds, mentors not and act as role models for mentees to emulate, trusting associations support mentees psychological status. Through months of collaborative pa rtnership, mentors gradually deprive as educational coach, and more as referred guide to practice. Periodically, communication patterns from nurses to involved administrative personnel are maintained through constant inspections and written memos. In evaluation, collected data determines whether the program fulfilled the parameters on work satisfaction. Should results meet expected outcomes, the program can proceed as formal policy in JVHA. Resource Identification Availability of resources in clinical areas is part of preparatory task. Block, Claffey, Korow, and McCaffrey (2005) emphasized mentors as rosiness indicator in a positive working environment. They are instructed on phases of a mentor relationship, how to individualise the relationship...deal with any issues the mentor/mentee pair encounters, while reviewing personal and professional attitudes (Hurst & Koplin-Baucum, 2005). Together with mentors, administrative personnel objectively monitor the progress of the program a nd existence of conducive functional environment (Al-Hussami, 2008). Resources are composed of materials during development campaigns and episodic post-tests. Written questionnaires are administered, requiring stocks of paper for reproducing copies. Sufficiently, resources for experiential learning are already available in actual settings, from medical equipments to patient charts, as well as conference halls for scheduled meetings. Aside from mentor compensation (minimum of $2/hour) and minimal educational expenditures, projected expenditure is lesser (Almada, Carafoli, Flattery, French, &

No comments:

Post a Comment

Note: Only a member of this blog may post a comment.