Building Skills Beyond Education Research Paper

Building Skills beyond Education

Continuing to build on clinical skills of new graduate nurses throughout the first year of employment is essential for increasing nurse empowerment, improving teamwork, and developing critical thinking skills. Likewise, building on clinical skills it leads to a best outcome for patients and ensuring nurse retention. In January 2014, a "National Healthcare Retention Survey" was completed by Nursing Solutions, Incorporated. The survey consisted of 75,281 registered nurses employed at 113 hospitals in 28 states. The study found that the turnover rate for nurses has jump from 13.1% in 2012 to 14.2% in 2014. In addition, the study determined that registered nurse turnover in the first year is 25.7% and that the highest rate of turnover occurs on medical/surgical units. (Nursing Solutions, Incorporated, 2014).
However, nursing turnover was expected to continue to rise. As a result, this suggests further research needs to be done in an effort to determine the cause of the problem. Nevertheless, new strategies to retain new graduate nurses on medical, surgical units were developed. For the purpose of this study, two crucial aspects were addressed. One is to find a way to increase nurse empowerment in new graduate nurses. In addition to that, conceivably it will increase their confidence levels by giving them access to information on other units to further develop knowledge and skills. The other aspect is to find a way to improve teamwork, conceivably by fostering relationships and building trust among colleagues in other units. The following study will address these problems and the purpose of examining the effects related to nurse empowerment and teamwork of new graduate nurses from a medical, surgical unit.Research problem
Within the organization, there is a need to provide additional skills for the novice nurse in an effort to build confidence and improve communication proficiency amongst colleagues in other units. Those additional skills will enable the nurses to gain more knowledge. Thus, they can provide quality services at all times. However, most of the organization does not recognize the benefit of enhancing the additional skills, as well as has not invested methods to accomplish clinical skills.
It takes two years for a new graduate nurse to become a fully functional team member to health care service provider (Hoffart, Waddell & Young, 2011). The success or failure of these new graduate nurses will be directly affected by how much they are supported by other nursing staff. Slimily, the organization administration policies may affect the input and output of the new nurses' services within the workplace.
For the purpose of this study, two crucial gaps in knowledge will be explored. First, given that previous research has senior colleagues emotionally test found new nurses. There was a vital need to research evidence-based approaches to empower new nurses (Parker, Giles, Lantry & McMillan, 2012). Secondly, despite overwhelming evidence on the importance of teamwork, previous studies have only focused on this problem within particular departments (Kalisch & Hee Lee, 2011). The problem is that, it is not known whether increasing new graduate nurse empowerment and improving teamwork amongst these individual and the units will be effective. In addition, they are a dilemma on what are the best strategies that will be used to empower the new nurse skills. Purpose
The overall objective of this casual comparative quasi-experimental study is to examine the effect of new graduate nurse empowerment (independent variable) to unit-to-unit teamwork (dependent variable). Giving new graduate nurses (population) the opportunity to float from a medical/surgical unit to the O.R. setting for observation (configuration of research).