Role Transition in the Nursing Practice
RoleTransition in the Nursing Practice
Roletransition is an indispensable component of the nursing profession.This type of change entails the process of transforming apractitioner’s professional identity (Yoder-Wise,2013).For instance, a new graduate must transition from being a studentnurse to a staff nurse. Additionally, a staff nurse, at one point inhis career, will be promoted to a nurse manager. In essence, a staffnurse`s role is to take care of his patients. Thus, this position canbe viewed as one that requires an individual to be a follower becausehe is accountable and responsible for the work that he does.Therefore, a staff nurse who is elevated to the position of a nursemanager has to find a way of fitting into the new job that requireshim to be a generalist. The staff manager position demands that anindividual should possess the ability to orchestrate different taskand ensure that every person carries out his responsibilityefficiently (Yoder-Wise,2013).As a result, this person will experience stress since he is movinginto a new domain or area of expertise (Hood,2013).The following discussion reveals the transition phase from staffnurse to a leadership position, the most effective stress managementtechniques, how one can manage time and his nursing career, and thefuture of nursing.
ThePhase of Role Transition: From a Staff Nurse to Leadership
Beforeadvancing to a leadership role, staff nurses should considerdeveloping some skills. For instance, going through a formal andmentorship training can enable nurses to smoothly transition into aleadership role. Such a preparation can help an individual to adaptto the new way routines, habits, and self-appreciation that come withthe change (AmericanNurse Today, 2017).A staff nurse can also consider adopting action learning, where heseeks the help of a friend to solve complex organization problems.The nurse manager position may be overwhelming thus, the support ofa more qualified party can help a new manager to avoid issues likethe fear of failure or being overwhelmed. A staff manager should alsoacquaint himself with knowledge of job requirements. On-the-jobtraining has been proven to prepare nurse managers for their newroles relatively effectively.
TheRole Transition Process
Thenurses that move to the administrative department advance from staffnurses to nurse managers. Such a move may require little to notraining in finance (Agencyfor Healthcare Research and Quality, 2017).However, the American Nurses Association recommends that academicqualifications should determine the level of administration that anurse can hold. Nonetheless, the nurse manager position requires oneto possess operational, financial, and data usage skills (Agencyfor Healthcare Research and Quality, 2017).These abilities will enable him to create and account for complexbudgets, gather and use facts and data develop certain positions,engage in strategic thinking, comprehend financial statements, andadvocate for staff needs.
Strategiesto Reduce Stress
Theprocess of transiting from a staff nurse to a leadership position canlead to the development of job stress. As a result, one will have tofind ways to balance work-related stress. Balancing stress connotesan individual`s capacity to care for his physical, emotional, andmental needs (Yoder-Wise,2013).By delegating work to the qualified members of staff, using plannersand schedules, managing meetings, and time management principles, anurse can manage his stress levels relatively efficiently. If aleader practices self-management techniques, he will come to therealization that he is ideally positioned to manage his stress, time,and achieve both work and personal objectives. As a result, themembers of staff will start viewing such a manager as a leaderbecause he will be in a position to support his workers in turbulenttimes and act as a role model.
Allnurse managers experience problems in time management because of aninability to set priorities, feelings of being overwhelmed, andmissing important deadlines. These issues may leave the managerfeeling pressured and burned out (DeNisco,& Barker, 2015).Various approaches can help these individuals to adapt to their newpositions. For instance, one can decide to write down the activitiesthat he deems critical or urgent (Nelson,2017).This approach will help the administrator to take care of the tasksthat require prompt attention and delegate the other tasks. Secondly,a leader must find ways of controlling interruptions. Studies(DeNisco,& Barker, 2015, p. 753) indicatethat approximately two hours per day are usually spent on tasks thathave not been planned for. By viewing one’s time log andidentifying the various interruption patterns, one can find ways ofdealing with such destructions. As a result, the implementation ofthese approaches to one’s daily routine results in effective timemanagement. Also, a manager will be ideally positioned to push someactivities aside so that he can handle the more important tasks.
Managingmy Nursing Career (Five Year Goals)
Inthe next 5 to 10 years, I believe that I will have gathered adequateknowledge to elevate to the position of an administrator in a healthinstitution. I think that this line of thinking will be inspired bymy desire to make things better. As a result, I will be ideallypositioned to handle the demands and pressure that comes with such aposition.
Afterelevating to the administrator`s position, I intend to adopt aninclusive approach to dealing with the problems that the staffmembers will be facing. I will work together with my colleagues todevelop solutions that favor the health institution, patients, andthe members of staff. To ensure that this objective is realized, Iwill work with both the staff nurses and other managers thisapproach will help me to come up with sensible solutions to theissues at hand.
Inaddition to the above, I will commit myself to gaining insights intothe various problems that affect nurses. I will realize this goal byattending conferences, conducting research, and obtainingcertifications in various nursing courses. This knowledge will expandmy thinking and help me to find different ways of resolving thedilemmas that nurses experience as they work. Also, as I endeavor tofind solutions to the various nursing problems, I will pursue abachelor`s degree in Nursing.
TheSign Posts that Determine the Future of Nursing
Thechanges in technological advances, care delivery, the role of nursesas professional caregivers, and increased patient expectations areevolving the traditional approach to Nursing. Ideally, changes areexpected in realms like where nurses will work in the future and howthey will deliver services (Hussung,2017).For instance, studies reveal that nurses will soon play a criticalrole in determining the quality of care that hospitals will give andthe associated patient outcomes (NationalAcademy of Sciences, 2017).Advances in technology will also require nurses to equip themselveswith an adequate understanding of the new equipment and systems ofhealthcare. Additionally, knowledge of the manner in whichhospital-wide paging communication devices and text apps function iscritical to enabling nurses to respond to the needs of patientspromptly. Finally, nurses will have more jobs outside the hospitalsetting since facilities like retail clinics and surgery centers arebeing opened every day. As a result, nurses will be positioned to usetheir knowledge in new ways.
Ifa staff nurse decides to accept a management position,hemust be ready to be a follower, a leader, and a manager. Thesepositions require a unique personality because the nurse manager mustshift his approach depending on the environment that he finds himselfin (Yoder-Wise,2013).For instance, a nurse manager can be considered a follower since heis accountable for the issues that arise in his department.Additionally, the manager is a leader since his staff looks up to himin times of crisis for guidance. Finally, the administrator is amanager because he ensures that all the rules are followed.
RoleTransition Process and Role Theory
Variousresources conceptualize role transition as a change from a specifiedset of behaviors to a new approach of doing things. Morespecifically, role transition can be viewed as an individual’sdesire to acquire new knowledge and change his social status andinteractions with other members of society (AmericanAssociation of Colleges of Nursing, 2017).Such a change may result in the development of uncertainty andinstability because role change and self-identity occursimultaneously as individuals advance from the position of a noviceto master in a field that is newly defined. In the same vein, roletheory affirms that people find ways of adapting to the various rolesthat society advances to them and the rules that the communityimposes on a given duty (AmericanAssociation of Colleges of Nursing, 2017).Thus, the responsibilities that people are accorded evolve intobehaviors.
Asmanagers, nurses keep regular contact with financial executives. Thisrelationship is usually directed by issues concerning the alignmentof costs and the provision of high-quality services (Agencyfor Healthcare Research and Quality, 2017).For instance, nurse managers may explain why the purchase ofspecialized equipment will result in better service provision(Dunham-Taylor,& Pinczuk, 2014).Managers also have to find ways of networking with the other staffmembers. By building coalitions with the trusted members of staff,nurse managers can influence the process of resource allocationwithin their affiliate organizations (Joseph,2015).Consequently, they will be positioned to make the changes that theydesire. Finally, nurse managers must also seek ways of offeringincentives to their workers. Such incentives may be in the form orincreased pay, better working conditions, or bonuses. These types ofmotivation encourage the employees to work harder toward theorganization’s mission and vision objectives.
Ina recap of the above discussion, the transition process from staffnurse of nurse manager can be overwhelming for some people. However,this type of pressure can be managed by using various stress copingstrategies. Nurse managers, unlike staff nurses, carry out generaltasks. For instance, these individuals may look for ways ofmotivating other staff members, influencing resource allocation, anddeveloping and defending budgets. The position of an administrator ina health institution can be done more efficiently by a nurse becausethese individuals understand the deep-seated problems of theirorganization, as discussed above.
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