Sandra Recently Began Questioning Her Decision To Become A N

Sandra Recently Began Questioning Her Decision To Become A Nurse And

SandrA recently began questioning her decision to become a nurse and was considering leaving the profession after only six months of licensure. Orientation had left her in tears at least once per week, and she began questioning her ability to be a safe and competent nurse. Sandra felt belittled by her preceptor and unsupported by her co-workers, who all seemed too busy to help her. She frequently observed her preceptor roll her eyes and sigh loudly when Sandra asked a question; she observed the same thing from the preceptors of the other two new graduates.

Paper For Above instruction

Addressing Sandra’s concerns and improving the work environment requires a multi-faceted approach that focuses on reducing lateral violence, fostering a supportive culture, and empowering new nurses. As the nurse manager, implementing specific strategies can significantly impact the reduction of lateral violence and enhance the overall work environment.

Strategies to Reduce Lateral Violence

First, establishing clear policies against lateral violence is essential. These policies should clearly define unacceptable behaviors, such as belittling, eye-rolling, or dismissive attitudes, and articulate the consequences for such actions. This creates a culture of accountability and sets expectations for respectful interactions (Lachman & Swanson, 2018). Training programs about professional communication and conflict resolution should be mandatory for all staff. These programs can include workshops, role-playing scenarios, and facilitated discussions to help staff recognize and address lateral violence proactively (Laschinger et al., 2019).

Second, promoting a culture of mentorship and support helps new nurses feel valued and included. Pairing new hires with experienced mentors who model respectful behavior can foster positive relationships and reduce occurrences of lateral violence. Mentors can serve as advocates for the new nurses, providing guidance and feedback in a constructive manner (Anthony & Imam, 2018). Regular debriefing sessions and peer support groups can also help staff process their experiences and reinforce respectful communication practices.

Third, implementing a zero-tolerance policy towards lateral violence is critical. Leaders must actively monitor staff interactions and intervene when inappropriate behaviors occur. This can be achieved through anonymous reporting systems, regular staff surveys, and open forums where concerns can be voiced safely. Recognizing and rewarding respectful behaviors can further reinforce a positive work culture (Infante et al., 2019). As a manager, modeling respectful behavior yourself and addressing incidents swiftly sends a strong message that lateral violence is unacceptable.

Improving the Work Environment for New Graduates

New graduates like Sandra often feel overwhelmed and unsupported, which can undermine confidence and job satisfaction. To bolster their resilience and promote a positive work environment, several strategies should be considered. First, fostering a culture of teamwork and open communication encourages new nurses to ask questions without fear of ridicule. Regular team meetings and huddles can facilitate dialogue, clarify expectations, and promote shared problem-solving (Samra et al., 2020).

Second, establishing formal mentorship programs specifically for new graduates can facilitate their transition into the clinical setting. Mentors can provide emotional support, guidance on clinical skills, and help integrate new nurses into the team. These relationships can significantly reduce feelings of isolation and improve job satisfaction (Morris & Ward, 2022).

Third, providing ongoing professional development opportunities tailored for new nurses can bolster their competence and confidence. Simulation training, workshops, and access to evidence-based resources allow them to improve skills and handle complex patient situations effectively (Kramer & Heller, 2020). Recognizing and celebrating their achievements fosters a sense of accomplishment and belonging.

Additionally, cultivating leadership support is vital. Nurse managers should regularly check in with new nurses to address concerns, provide constructive feedback, and acknowledge their efforts. An environment that values learning and supports growth encourages retention and professional development (Duchscher, 2009).

Conclusion

Addressing lateral violence and improving the work environment require deliberate strategies rooted in respectful communication, mentorship, and supportive leadership. Implementing clear policies, promoting a culture of respect, and providing targeted support for new graduates can significantly enhance their confidence, reduce turnover, and foster a healthy workplace. As a nurse manager, fostering an environment where collaboration and mutual support are prioritized benefits not only individual nurses like Sandra but also the entire organization, ultimately leading to better patient care outcomes.

References

• Anthony, M. K., & Imam, S. (2018). Mentoring in nursing: Enhancing clinical practice and retention. Journal of Nursing Management, 26(2), 199-206.
• Duchscher, J. E. (2009). Transition shock: The initial stage of role adaptation for newly graduated RNs. Journal of Continuing Education in Nursing, 40(5), 210-222.
• Infante, T. P., de Oliveira, A. L., & de Oliveira, M. C. (2019). Zero tolerance policy and nurses' perceptions of lateral violence. Revista Brasileira de Enfermagem, 72(1), 75-82.
• Kramer, M., & Heller, A. (2020). Enhancing new nurse competence through simulation training. Nursing Education Perspectives, 41(3), 136-138.
• Lachman, V. D., & Swanson, M. S. (2018). Workplace civility: Exploring the connection between civility and lateral violence. Journal of Nursing Scholarship, 50(3), 273-280.
• Laschinger, H. K. S., Nosko, A., & Wilk, P. (2019). Promoting civility in the nursing workplace. Journal of Nursing Administration, 49(2), 78-84.
• Morris, B. A., & Ward, M. (2022). Mentoring and professional development for new graduate nurses. Nurse Leader, 20(2), 168-172.
• Samra, R., Aydin, S., & Kaplan, M. (2020). Teamwork and communication in nursing: Improving patient outcomes. Journal of Clinical Nursing, 29(7-8), 1465-1474.