Nursing Suggestion Paper

Suggestions have been broken down into three subcategories to show overall trend of what contributes to new nurses feeling unprepared after graduation. The categories with emerging themes where as follows: what the nursing programs can do, What the hiring hospital can do and what the new nurse can do to prevent emotional exhaustion with the first year and keep nurses in the profession that not only needs more nurse but soon will be in a crisis without them. What the Nursing Program can do?
All new nurses entering the work field should in their last semester receive conflict management training. (Lashinger, 2017 )This suggestion made by Laschinger hold ties to issues directly in the workplace. New nurse in other research have reported bullying,

Conflict management training also gives new nurse’s the ability to ask for help and follow the chain of command properly when needed. Giving them self confidence, something many new nurse report feeling they lack when entering into the field.This recommendation by Lashinger would help support nurse’s in future roles they hold as well and implementation would need approval from accreditation commission for education in Nursing. Once research was presented and approved that conflict management should be given to nursing student a model of nursing manager training in this area can be adjusted to fit into the nursing program. Lastly nursing programs should offer more collaboration not just with clinical sites but also with other nursing programs. Nursing educators as explained by Laschinger are a key role in the building of the future nurse.(Laschinger, 2012) By offering collaboration of different theories of thought the nursing student is able

Svercauski stated that not only longer programs, but a set design, length, content and evaluation across the entire state needs to occur. (Svercauski, 2015) Sherrod supported this statement with more information that trainers need to work the same shift, be available, and having similar background and ideas of nursing, along with ongoing assessment but unlike other authors recommendations programs length of twelve months and evaluations using casey-fink graduate nurse experience scale to also be added into programs that transition’s nurse’s. (Sherrod, 2008) Boamah furthers this topic with speaking about managers of new nurses during their transition program in that they need to give them empowerment, goals and be flexible with schedules. (Boamah, 2017) Which is also supported by Sherrod not giving shifts based off seniority because new nurse will always have the least desired shifts as a results. These changes in transition programs for new nurse would be difficult as of now, there is no set design, recommendation of guidelines on how to transition into the workforce. This change would need support from nursing associations as well as state board of nursing. There is also a cost issue for small hospitals of training a new in such an extended, extensive way. Further research of the benefits of this form of transitional programs would need to be performed to allow for funding