S Theory Of Novice To Expert And Maslow's Hierarchy Of Needs

Studies have shown alarming statistics on nursing shortages and nursing turnovers, especially in the first year of employment which can harm the hospital 's financial integrity ( Kiel, 2012). Unfortunately, many organizations have decreased orientation period due to financial stress ( Scott, 2008). Therefore, nurse manager 's challenges are to develop an orientation program that will optimize strategies in hopes to reduce turnovers, vacancy rate and the time it takes to fill those positions ( Roussel et al., 2016). Since the above scenario is a shortened orientation length, the nurse manager 's mission is to create a well-organized, effective program; thereby, employing several strategies supported by literature.

One the most important areas

Hunt et al. ( 2012), recommended utilizing Herzberg 's two -factor theory perspective of motivation. His theory is based simply on that job satisfaction and job dissatisfaction act independently of each other ( cited by Hunt et al., 2012 in Herzberg, 1966). Also, the integration of Benner’s Theory of Novice to Expert and Maslow’s Hierarchy of Needs when developing an orientation program has been shown to be effective by increasing the number of nurses finishing orientation and enhancing retention, turnover rates, as well as the useful and beneficial knowledge gained ( Kozub et al., 2015). Benner’s theory explains the process of skill possession and role advancement as a nurse moves from novice to expert clinician ( Kozub et al., 2015). Maslow 's theory is based the original psychological thought of basic needs such as safety needs, love and belonging needs, esteem needs and self-actualization needs and of course physiological needs ( McCleod, 2014). Other methods incorporated in a successful orientation program includes the utilization of educational theories to create teaching and learning methods that will allow for fruitful and rewarding experience ( Kiel,

• Include a departmental orientation skills checklist in which the employee demonstrates the ability to do core job functions. This checklist is something concrete and allow the new employee to understand what is expected from them. The checklist must be completed and check off my their assigned preceptor/mentor and placed in their file. • Demonstrate a safe working environment ( Hunt et al., 2012). • Communicate the medical unit 's values, mission, and visions (Swihart, 2010). • New hire completes an Individual Readiness Assurance Test, which assess the learning needs of the new employee (Ouellette & Blount 2015). Thursday-Friday- Assigned to work with a staff member on the unit • Establishing a nurse residency program which creates clinical proficiency, maintains emotional support system and promotes engagement (Ouellette & Blount 2015). Review of the Individual Readiness Assurance Test. • Identify which preceptors should be of the highest level in training, maturity and experience, but also possess a willingness to train other nurses (Mercado, 2012, para