In my organization, the current state of mentoring is not promising because there is no organized mentorship program that enable the employees to learn and progress and become what they want to be in life as far as career advancement is concerned. My organization does have a program whereby they repay staff tuition at the end of the semester after they turn in their grades. So this program covers 100% of the tuition for a grade of an A, 75% for a B and 50% for a C. My problem with this program is that it waits for staff to pay for their and then submit grades at end of the semester. If staff are unable to cover their tuition at the beginning of the semester then they will not be in school for that semester. My take on this is that organizations should be able to cover staff tuition 100% despite the grade made by the student and should also set up programs that will encourage student to go to school and advance their career. The program should pay for staff tuition at the beginning of the semester and continue as long as the staff is in good standing academically instead of waiting to reimburse the staff at the end of the semester. Provisions should be made to continue the benefit should unforeseen problems that might temporarily require the staff to be out school program comes up. They do have a mentorship program where new hires and new graduates are educated to transition smoothly into their new role. This has continuously created a positive culture in the organization.
Interprofessional collaboration is pretty strong in the organization where I currently work. This is because they have what is called a treatment team meeting whereby a team of psychiatrists, pharmacists, psychologists, Nurse practitioners, therapists. Social workers, dieticians, rehabs, nurses with the patient come together to collaborate treatment and have the patient participate in making decision concerning their treatment. Mental health disorders are complex and require clinical care by a multidisciplinary treatment team. Health care professionals from different backgrounds work together to help a patient get better each contributing their different expertise. There is strong professional collaboration between psychiatrists, medical team, therapists and others. This leaves no gap in patient’s care unlike where interprofessional collaboration is distant.
NSC 900: Role Transition explores the issues and challenges related to the transition to higher levels of nursing practice. The MSN degree gives you the opportunity to be a part of the change agent to improve the quality of patient care you provide, while the DNP prepares you to collaborate on a higher level inter-professionally and equips you with more confidence to be the change agent and advance the discipline. Nurses who are DNP prepared will play a key role in the development, implementation, evaluation, and sustainability of quality and safety initiatives. This is in alignment with the IOM’s vision for the Future of Nursing and with the National Quality Strategy (Dreher et al., 2017)
Maxwell (2019) in his book Leader Shift: The Eleven Essential Changes Every Leader Must Embrace, mentioned that reality, example and consistency are three common costs that all leaders should embrace to make a successful shift. Dreher et al., (2017) made an interesting remark that “Reflection, self-scrutiny, and subsequent dialogue form the basis for personal growth and mutual learning among peers,” (p. 219). “DNP preparation includes experiences aimed at developing and increasing skills in manuscript writing, oral presentations, and dissemination of ideas,” (p. 223).
Dreher, H.M. & Glasgow, M.S. (2017). DNP role development for doctoral advanced nursing
practice (2nd edition).
References Maxwell, J.C. (2019). Leader Shift: The Eleven Essential Changes Every Leader
Must Embrace. Harper Collins Leadership.
Chidume, Scholastica. APRN, MSN.Tags: Advocacy, nursing, Policy