The thought of entering the medical profession is a prospect greatly cherished by new graduate nurses (NGNs) soon after completion of their undergraduate programs. These candidates usually show great excitement in anticipation of the challenges and opportunities that await them in the medical field. However, for some of these graduate nurses, their stint in the profession usually lasts a little less than one year, as they find their new roles overwhelming owing to several factors. This essay discusses the reasons behind the high turnover rates among graduate nurses like lack of leadership, understaffing, unsatisfactory reward schemes and the management style, which drives them to quit their jobs within the first year.
Lack of Mentorship/Leadership …show more content…
According to a research published by the American Nurses Association official trade journal, up to 90% of nurse executives working in health establishments believe fresh nursing graduates lack the requisite practical skills to perform their duties effectively (Twibell et al., 2012). These findings are confirmed by 57% of the graduate nurses, who agree with the observation from the nursing executives. According to these graduate nurses, they lack confidence in their skills especially during their first year in practice. For this reason, they often find themselves pressured by what they view as complex responsibilities placed on their shoulders by their respective supervisors, which prompts them to quit. As a counter measure, experts propose a mentorship program for the new entrants where experienced practitioners mentor the graduate nurses for a specified period in order to refine their skills and boost their confidence before they are dispatched to work independently (Twibell et al., …show more content…
However, Human Resource experts believe this satisfaction can either be intrinsic or extrinsic depending on the practitioner’s expectations (Wicker, 2011). For example, some people get into the practice because they derive satisfaction from the humanitarian aspect of the job, while others get in because of the financial rewards, and other benefits associated with nursing. When the graduate nurse whose motivations are intrinsic no longer finds satisfaction in their job, they are compelled to move on to other fields. For instance one may be passionate about caring for the sick, but may have difficulties watching patients die when they begin practicing. Similarly, there are those who may get into the field because they are attracted by the wages or reputation of being a health practitioner, but soon realize that they are still struggling financially regardless of the pay. In both instances, each individual is then forced to re-examine their current jobs and weigh their expectations against it, which then compels them to resign from their positions in search of satisfaction in other areas (Wicker,
Lack of Mentorship/Leadership …show more content…
According to a research published by the American Nurses Association official trade journal, up to 90% of nurse executives working in health establishments believe fresh nursing graduates lack the requisite practical skills to perform their duties effectively (Twibell et al., 2012). These findings are confirmed by 57% of the graduate nurses, who agree with the observation from the nursing executives. According to these graduate nurses, they lack confidence in their skills especially during their first year in practice. For this reason, they often find themselves pressured by what they view as complex responsibilities placed on their shoulders by their respective supervisors, which prompts them to quit. As a counter measure, experts propose a mentorship program for the new entrants where experienced practitioners mentor the graduate nurses for a specified period in order to refine their skills and boost their confidence before they are dispatched to work independently (Twibell et al., …show more content…
However, Human Resource experts believe this satisfaction can either be intrinsic or extrinsic depending on the practitioner’s expectations (Wicker, 2011). For example, some people get into the practice because they derive satisfaction from the humanitarian aspect of the job, while others get in because of the financial rewards, and other benefits associated with nursing. When the graduate nurse whose motivations are intrinsic no longer finds satisfaction in their job, they are compelled to move on to other fields. For instance one may be passionate about caring for the sick, but may have difficulties watching patients die when they begin practicing. Similarly, there are those who may get into the field because they are attracted by the wages or reputation of being a health practitioner, but soon realize that they are still struggling financially regardless of the pay. In both instances, each individual is then forced to re-examine their current jobs and weigh their expectations against it, which then compels them to resign from their positions in search of satisfaction in other areas (Wicker,