Role and transition Flashcards
Normal Career Stages
Shirey promise
First 10 years
Less experienced yet critical to make wise choices
Milestones to achieve:
Socialization, becoming an insider
Building knowledge, skills, abilities
Identify strengths, build confidence
-Novice
-Advanced Beginner
-Competent
-Proficient
-Expert
Benner
a) Novice
b) Advanced beginner
a) Beginner, no experience
“Tell me what I need to do and I’ll do it.”
b) Demonstrates acceptable performance
PATTERN RECOGNITION
Where you are at end of nursing school
Benner
a) Competent
b) Proficient
c) Expert
a) with 2-3 years experience
same area or in similar day-to-day situations
Increased awareness of long-term goals
Gains perspective from analytical thinking
b) More holistic understanding improves decision-making
Learns and applies from experiences& how to modify plans
c) No longer relies on principles
More background experience
Performance flexible
Normal Career Stages
Momentum (Shirley)
11-29 years of experience
expert knowledge, skills, abilities
Time of accomplishment, challenges, strong sense of purpose,become a role model
Most significant challenge: continue career progression rather than
stagnation
Normal Career Stages
Harvest (Shirley)
30-40 years of experience
Expert clinicians
Actively strive to “reinvent” to renew value to team
Knowledgeable, savvy, adaptable
a) What are the Justifications for Career Development?
b) what does it allow?
c) what is there an increase of
d) what is imporved? 2
e) what does it avoid?
f) what does it promote?
a) Reduce employee attrition
b) Equal employment opportunity
c) opportunities for employee growth
d) Improved quality of work life
Improved competitiveness of the organization
e) Avoids obsolescence and builds new skills
f) Promotes EBP
Orgs have a role in employee development, how do they provide growth?
· provide career information, post job openings
·Performance appraisal & career development
· Provide, support, encourage challenging assignments
· Provide education and training
·Encourage staff to exceed minimum level of competency
how does an org encourage nurse to exceed minimum levels of competency? 2
Mandatory Continued Education
· Professional Specialty Certification
what are the Specialty Certification benifit? 4
Feelings of accomplishment
Pay
Advancement with career ladder
IMPROVED PATIENT CARE
how to prep for an interview?
Perform a self-assessment
Identifies your level of knowledge
Learn about institution(mission etc)
Arrive 10 minutes early
a) the interview phase - what does working phase invovle?
b) how to respond?
c) what to maintain?
d) how to answer questions?
what to ask for?
what to say?
a) Highlight personal and professional accomplishments
b) calm, problem-solving fashion
c) Maintain eye contact, listen
d) Answer questions directly
Ask for more information
Say only positive things about present employer
what are appropriate questions for employer to ask? 5
· What is your contact address?
· Attendance is important. Are you able to meet this expectation?
· Do you need any special accommodations to perform the job?
· Is there anything that would prevent you from performing this work as described?
· Can you lift 40 pounds?
what are inappropriate questions for employer to ask? 9
· How old are you?
· Are you married?
· What does your husband/wife do?
· How many and how old are your children?
· Who takes care of the children?
· Do you live nearby?
· Do you have any physical disabilities?
· All questions on race, religion is prohibited
· Cannot ask sex on application
termination phase of the interview:
how does the employer close the interview?
what do prepare?
what to seek?
how to conclude?
a) Employer closes interview asking if you have questions
b) Prepare at least one question to ask
c) Seek clarification for any concerns
d) Conclude by asking when to expect to receive response
how is placement a “huge” decision that affects the potential employee and team?
what are the qualities needed for the position? 6
“Fits in well with group”
Qualities needed for position
Great communication skills
Flexible
Supportive
Positive attitude
Energetic
Team player
a) what is indoctrination?
b) what is the purpose?
Indoctrination means teaching someone to accept a set of beliefs without questioning them
a) planned, guided adjustment to the organization and work environment
b) employee attitudes towards the organization
Provide necessary information for success
Instill a feeling of belonging, acceptance
what is the induction phase?
Induction=leading
After employee selected, before performing the job
Provide general information, education about the organization
Employee handbook, serves as reference
what is the orientation phase?
what is the purpose?
who provides it?
Orient to activities specific to the position
Feel like part of the team
Provided by HR (payroll, benefits)
staff development (philosophy, mission, fire/safety, HIPPA)
individual unit (specific policies, unit schedule, staff P&P)
socialization - Unit-Specific Orientation
what are the competencies being looked at?
what skills?
who are you introduced to?
Specific competencies needed to care for typical patients assigned to the unit
Technical skills, documentation
Introduced to members of unit and to functions & roles of people who regularly interact with the unit
Staff Development with a Learning Org:
a) what must the org value?
b) what do they maintain?
c) what change do they create?
d) what is improved?
people continually expand their capacity
a) value/demonstrate lifelong learning
b) Maintain competent staff - Not just done to achieve licensure requirements
c) Create positive and needed organizational change
d) Improves retention, recruitment
Staff Development with a Learning Org: what do they assess?
how? 3
what is implemented?
Assess Staff Development Needs
1: Establish competence
2: Meet new learning needs
3: Satisfy interest of staff - survey staff for learning needs
Implement EBP
learning styles: what to self-assess?
what to develop?
what to tell you preceptor?
Assess your specific learning needs and establish learning priorities
Develop an understanding of your individual learning style - essential to analyze how you learn
Inform preceptor how you learn
Preceptor=instructor
a) what is a successful preceptor?
b) what do they match?
c) what do the provide?
d) what do they demonstrate?
a) Clinical experience, enjoy teaching, and committed to the role
b) Match teaching style to new nurse’s learning needs
c) Give specific directions, learning objectives
document achievement of the objectives
d) Demonstrate skills, be detailed with explaining skills, break tasks into components to see proper order, priority of items
what is a successful preceptor familiar w/?
what are they willing to do?
what to follow?
what to do if there is a probem?
Familiar with organization’s policies & procedures
Willingly share knowledge, display effective communication
Follow the preceptor schedule
If problems surface, immediately address
Notify educator, discuss situation, resolve quickly
