Essay on The Transition From Student to Practicing R.N.

McKenna, L., & Newton, J. M. (2009). After the graduate year: a phenomenological exploration of how new nurses develop their knowledge and skill over the first 18 months following graduation. Australian Journal of Advanced Nursing, 25. Retrieved from http://web.a.ebscohost.com.proxymu.wrlc.org/ehost/pdfviewer/pdfviewer?sid=57a243af-c0d3-4f81-addf-041456493db3%40sessionmgr4005&vid=1&hid=4206

According to Suzanne Gordon “ whether young or old, nurses are disillusioned because they believe that health care systems guided by bottom-line concerns simply don’t recognize the specificity of their work” (234). Nursing is more demanding than many other professions or occupations, due to the combination of difficult patients, exhausting schedules and arduous physical work (Gordon 235). It can take a significant emotional toll on many, hence the higher levels of burnout. Job dissatisfaction as a result of increased workloads and unreasonable demands, such as inappropriate nurse staffing levels, was cited as the number one reason that drives many experienced nurses to leave the profession (Sanford 38+). Studies have shown that such working conditions also affected the retention of new graduate nurses by leaving their first hospital jobs within two years of graduating (Sanford 38+).

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

Healthcare systems and the way safe, quality health care is delivered are continually changing to better serve patients and communities. Professional nursing practice is a large component in the healthcare system today. Back in the 1960s, professional nursing leaders tried to adopt the bachelor degree programs as the only educational track to become a registered nurse (Creasia & Friberg, 2011). Due to nursing shortages and demands this motive did not hold fast. Individuals entering the nursing profession today must first decide which educational pathway to take to become a Registered Nurse (RN).

The new graduate nurses (NGN) are faced with various issues and challenges especially in their first year of nursing practice. The period of transition from a student to a graduate nurse is a demanding period that is filled with new experiences and there are several concerns and factors that can affect the transition process. The research into the issues has recommended some strategies that can be utilised to ease the transition process from being a student to a professional practicing nurse. Exhaustion, reality shock and time management are some of the factors and issues that the new graduate might encounter during their first year in their career.

Transitioning from nursing school to working in a hospital setting can be a challenging time for a new graduate. Due to the nursing shortage, new graduate nurses are being hired with little to no experience. This is overwhelming for new nurses, especially when they are not getting adequate support or training from the hospital. The amount of stress, pressure, and lack of training is leading to a high turnover rate for new graduate nurses. With patient acuity on the rise, new graduate nurses that are filling these vacancies in the hospitals, need to be competent nurses to provide proper and safe care to the patients.

With an ever-increasing body of knowledge in the field of nursing, more education is being required to enter the field of nursing. Many healthcare institutions are raising the educational requirements in order to become employed or maintain employment in their facilities. Healthcare organizations are transitioning to hiring registered nurses (RN) who have a higher level of education, such as, a graduate from a Baccalaureate Degree Nursing (BSN) program. The goal of these institutions is to have nurses with a broader array of skills that can meet the growing demands of our patient population. BSN prepared nurses are recognized for their well-rounded skills in critical thinking, management, case management and health promotion versus Associate Degree nurses (ADN)/Diploma nurses that focus on direct patient care.

As of 2008, there were about 753,600 Licensed Practical Nurses and 2,618,700 Registered Nurses in the United States (U.S. Department of Labor, 2010-11). In the year 2018, the LPN employment percentage is expected to rise 21% while the RN rate should be approximately 22% (U.S. Department of Labor, 2010-11). This may not seem that high, but it is, when one considers that the expected employment rate for a Dentist is only expected to be 16% (U.S Department of Labor, 2010-11). Nursing is a highly respected and sought after career because every person that enters this profession is able to make a difference and is needed by the general population for his/her skills and contributions to the medical field. When a person is contemplating entering

Across the United States, hospitals are experiencing a nursing shortage. Yet, according to the American Association of Colleges of Nursing, 63,857 students graduated from nursing school in 2015 alone and enrollment is increasing. It seems like a lot of new nurses to fill those vacancies, does it not? Studies show, however, that within a year, about thirty percent of those new graduates have voluntarily left their job (Hillman). Further studies have attributed the high turnover rate to new nurses’ lack of competency to handle conflict, make critical decisions, and function autonomously (Bratt). Many of the new graduates are disappointed with the hospital’s orientation, or lack thereof. Lack of knowledgeable preceptors and lack of nursing staffing in general has led to new nurses being thrown into autonomous function more quickly. Without proper training, these nurses must make sound clinical judgements and provide competent care to patients, which anyone can imagine is stressful. Today, Nurse Residency Programs (NRPs) are being instituted in numerous hospitals as a way to improve new graduate nursing skill, but research shows many other benefits to these programs. NRPs also reduce hospital spending costs, increase patient safety, and most importantly increase new nurse retention rates.

and facilities utilized for BSN programs. The program would be piloted in one state to

The shortage of nurses has gradually increased throughout the years. This shortage has taken a toll on patients, prospective nursing students, and faculty members. According to the American Association of Colleges of Nursing, “In 2012, United States nursing schools turned away 79,659 qualified applicants from baccalaureate and graduate nursing programs” (American Association of Colleges of Nursing [AACN], 2014, para. 5). Unfortunately, even though there is a high number of students wanting to enter the nursing field there are not enough instructors to educate and train the students properly due to the low pay incentive for nursing professors. According to Brown (2015), “Clinical settings offer higher salaries than

I once heard someone say, “Find something you love to do and you’ll always be successful.” If you want to be in a field where you are continually learning, nursing would be the top pick. This paper will reflect the journey I have taken from Registered Nurse (RN) to Bachelor of Science in Nursing (BSN) with the incorporation of my learning objectives from my clinical course.

The general problem I am researching is that job discontent, burnout and workplace unfairness lead to high turnover among nurses globally. High turnover results in nursing shortage and lower productivity than in turn compromise patients’ perceptions of the quality of care they receive, and nurses’ job satisfaction, performance, and organizational commitment.

The nursing profession will continue to experience a workforce shortage estimated at a vacancy between 300,000 - 500,000 RNs by 2025 (UHC/AACN, 2009). This shortage is mostly due to the large population of baby boomer nurses approaching retirement, currently the largest demographic of nurses are those between the ages of 50 and 60 (UHC/AACN, 2009), as well as the increasing rates of nurse turnover. Of specific concern on this front is that many new graduate nurses (NGNs) are not only leaving jobs within the first 1-2 years but may leave the profession altogether (Griffin, 2005). At a rate of 30% the

Many people believe mandatory residency programs for newly licensed nurses are long overdue. The knowledge needed to practice nursing has grown to include health policy, ethics, public health, research, healthcare delivery improvements, as well as leadership skills. Nurses are part of the multi-disciplinary team and must work together with healthcare providers who possess masters or doctoral degrees. Nursing school prepares nurses with the basic information they need to know in order to practice safe nursing. However, modern nurses are faced with ever increasing demands. New nurses must know how to collaborate with the healthcare team, manage their priorities, stay organized and recognize life-threatening situations. Many new grads are overwhelmed with the demands of nursing, which can lead to compromised patient care and safety. Formalized, supervised guidance will improve patient care and retain nurses. The study also recommended doubling the amount of nurses with a masters or doctoral degree by 2020 in order to provide an adequate supply of nurses who are able to assume nurse faculty, primary care providers, and researcher positions.