Programs which support and supplement wellness in work places are based on theories such as Health Belief Model (HBM). The Health Belief Model is a perfect fit because it guides the process with individuals as they work in stressful environments such as ICU. The HBM includes perceived susceptibility, perceived severity, perceived benefits, perceived barriers, cues to action and self-efficacy as theories and individual possesses toward change (Simpson, 2018). Perceived susceptibility is a belief that stress is a risk component which not only causes psychological conditions such aa anxiety and depression, but chronic conditions such as hypertension etc. Given the stressful reality of the acuity of patients in ICU and need to quickly master the
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Cues to action is an individual belief related to unique situations that will force the RN’s to act. The desire to succeed in ICU, enjoy what they do, improve critical thinking skills are considered cues to act. Lastly is the perceived self-efficacy as a belief that given the appropriate guidelines, an individual has confidence to act. To proceed with implementing the mentorship program as an intervention, both the mentors and mentees will need education and training of objectives and guidelines for the program. The training will provide an insight into the program design, highlight the anticipated benefits from the program and increase awareness towards stress as a reality faced with new RN’s in ICU. Currently, more RN’s are quitting ICU or relocating to med surge floors. As the program takes root, awareness of the mentorship program is displayed on the monthly new letter, barriers of fear will be decreased, and cues towards confidence will heighten in working in ICU because new RN’s will have a support mechanism towards …show more content…
In consideration of high turnover which exists among new RN’s, evidence suggests that improving retention of new RN’s strategically is cost effective. In 2015, the RN turnover was 25.0 % in ICU settings (2017 National Health Care Retention & RN Staffing Report, 2017). There exists a profound impact on cost of turnover on hospital operating costs. The annual turnover costs a hospital an average of $ 410,500; this represent a drain on hospital profits. The purpose of this planned intervention program is to decrease turnover, increase staff morale, limit work environment stress, and promote learning for new RN’s in critical care setting. The healthcare is expanding yet in a constant flux. The presence of chronic illnesses in out populations and the high expectation bestowed on new RN’s creates a cascade of internal imbalances detrimental to the body. To ensure quality of care and improved patient outcomes, new RN’s ought to work in a healthy environment with promotes wellness especially at
Cues to action is an individual belief related to unique situations that will force the RN’s to act. The desire to succeed in ICU, enjoy what they do, improve critical thinking skills are considered cues to act. Lastly is the perceived self-efficacy as a belief that given the appropriate guidelines, an individual has confidence to act. To proceed with implementing the mentorship program as an intervention, both the mentors and mentees will need education and training of objectives and guidelines for the program. The training will provide an insight into the program design, highlight the anticipated benefits from the program and increase awareness towards stress as a reality faced with new RN’s in ICU. Currently, more RN’s are quitting ICU or relocating to med surge floors. As the program takes root, awareness of the mentorship program is displayed on the monthly new letter, barriers of fear will be decreased, and cues towards confidence will heighten in working in ICU because new RN’s will have a support mechanism towards …show more content…
In consideration of high turnover which exists among new RN’s, evidence suggests that improving retention of new RN’s strategically is cost effective. In 2015, the RN turnover was 25.0 % in ICU settings (2017 National Health Care Retention & RN Staffing Report, 2017). There exists a profound impact on cost of turnover on hospital operating costs. The annual turnover costs a hospital an average of $ 410,500; this represent a drain on hospital profits. The purpose of this planned intervention program is to decrease turnover, increase staff morale, limit work environment stress, and promote learning for new RN’s in critical care setting. The healthcare is expanding yet in a constant flux. The presence of chronic illnesses in out populations and the high expectation bestowed on new RN’s creates a cascade of internal imbalances detrimental to the body. To ensure quality of care and improved patient outcomes, new RN’s ought to work in a healthy environment with promotes wellness especially at