401021 Being A Professional Nurse Or Midwife 2

Introduction

It is very interesting to observe and perceive the transition stages and processes from being a graduate student to the “working as a team”. There are challenges and steps involved in this transition period for the graduate. Subsequently, the main aim is to present a critical analysis of the given case study on the professional development of the nursing staff in the hospitals. Apart from this, there is a discussion on the relationship between the theoretical construct of “being a professional” and working as a team. The two main areas of focus will be on the presentation of the critical analysis of the relationship between “being a professional” and “working as a team” and a discussion on the various theories and views on being a professional nurse or midwife and working in a team. In the end, one will perceive the importance of the case study, various theories and views supporting it and the remarks for becoming competent, a professional nurse or midwife and importance of working in a team

Critical Analysis

It is observed that there are great expectations from the new graduate nurses and midwives while they are working in teams to be highly professional. There are many reasons associated with it. If they are working in teams, then it is a sign that they are aware of the team rules, team players and work in the team spirit. Furthermore it helps to achieve their own targets and acquire the necessary skills. On the whole, one may perceive the benefits for the patients, the health care industries and organizations, hospitals and clinics and themselves also. With respect to the patients, it is a good sign for the patients to observe the nurses and midwives working in teams due to the fact they understand the values of sharing, helping others, being emphatic and collaborating with each other in order to accomplish a task or a work in hand. This gives rise to a healthy and positive environment in the clinics and hospitals. They will be more than willing to refer their names and help them to climb up the career ladder also.

Apart from this, it is observed that the patients are able to perceive the atmosphere of working in teams in the hospitals and create a professional trust in the nurses and midwives. This trust helps in recovering from the health issues (Jognn, 2016). On account of the quick recovery and trust, there is a rapport building between the nursing and mid wifery staff and the patients. This is really a significant point to be noted for the benefit of working in teams together and help the patients refer the name of the hospitals. In certain times, there is good reputation created for the hospitals and clinics in the markets. This really triggers the other patients also to take the benefits of the services from the side of the nurses and midwives (Laskowski-Jones, 2018). Thus, there is a contribution in gaining the good reputation and calling in for the competition for other similar health care centers. This is the major factor for the team members to work in the team and achieve the goals, mission and vision of the hospital also (Stephan, 2017).

On the other hand, there are benefits for the health organization also. There is a positive and strong team present in the working areas and this helps in working in good team spirit. The health organization is able to achieve its major goals and satisfy the top management. This contributes in the development of more projects in the future times. The organization is able to create its own place in the community and serve the needs of the individuals with the help off their services and care. This may contribute to make them visible in the eyes of the government and policy makers and there will be major research areas created and recommendations will be present for the staff as well as the organization (Khandan, Eyni, & Koohpaei, 2017)

With respect to the effective management, working in teams is the best sign for the organization. This helps in the reduction of the employee exit from the organization. The retention of the employees helps the organization to gain the confidence and trust of the patients which is the main source of the income for the organization (Parandeh, Khaghanizade, Mohammadi, & Mokhtari-Nouri, 2016). This gives rise to build effective and responsive interpersonal relationships between the staff members. This contributes towards the effectiveness of the communication between the patients, the nurses, midwives and other expert staff members of the organization.Beacuse of this, one may observe a strong team building up in the working places. There is further the development of the knowledge of understanding the financial aspects of the business. It is sure sign of creating a positive environment to work and grow (Peterson-Graziose & Bryer, 2017).

Discussion

The Benner’s five stages help in understanding of the development of the nurses and midwives from being novice, advanced beginner, competent, being proficient and reach out to the expert levels. However in the Model of Dreyfus, more differentiations are observed in terms of the skill acquisition in a professional. He differentiates between a person being a proficient and an expert. Moreover this model introduces wide variety of choices available for the nurses and midwives as they are working in teams. Due to their exposure to different experts, they may switch over their jobs from time to time (Thomas & Kellgren, 2017). They may even run their own entrepreneurial set ups in the markets and get the recommendations from their experts and references also. Thus, in the long run, these nurses and midwives are able to recognize the importance of working in teams. The transitional model of Duchscher helps one to recognize the importance of presence of the feelings and emotions in nurses and midwives. It highlights the transitions in the development with the help of the presence of the crisis, feelings and sharing. This is important for the rapport building in the working of the teams in hospitals and clinics and with the patients also (Jones-Berry, 2018).

One may also observe other models of the development and learning in the professional lives like

1. Figueroa’s Framework
2. Equity-Lathardus Goggins Model
3. Framework for diversity, Equity and Inclusion (from Ontario Trillium Foundation)
4. The Laser Model
5. Miller’s Pyramid

There is another model introduced from the side of the NMBI. It focuses on the vision of the integration and collaboration. The argument emphasis on the client care that depends upon the educated, competent and registered nurse or the midwife. Maslow’s Hierarchy of Needs and Spiritual model of five stages works on step by step development based upon the physiological needs of food, water, warmth and rest; safety needs like security and safety; belongingness and emotional needs like intimacy, friends, relatives and family members; esteem needs like prestige, and feeling of accomplishments and self-actualization needs of achieving one’s aims and wishes, recognition of full potentialities and creative activities (B.J. & McArthur, 2018).

With the presence of Bloom’s Taxonomy, there is differentiation between the cognitive domain (knowledge based), the affective domain (emotion based) and the psychomotor domain (action based).It is in the affective and psychomotor domains that the further development of working in the teams is identified and recognized and this is important for the development of the nurses and midwives (Massimi, et al., 2017).

With the introduction of the model called 2st Century Skills, there is another view called P21 which is based upon 7C Skills like critical thinking and problem solving, creativity and innovation, multi-culturalism, computing and ICT learning, the 4 Cs and the participatory skills. This model is necessary for the contemporary times as it really develops the individuals on all levels and helps them to learn, collaborate, share, connect and circulate amongst the working teams throughout their development processes and stages.

Finally one may even like to introduce “The talent Mobility Formula” wherein the focus is to bring in the talent system together and the model recognizes the integration between the organizational needs and individuals needs or desires. As a result, there is an intersection between them and is called “Individual Development Plan”. Thus, one may observe that there are strategies and strategic competencies in the organization, organizational plans and analytics based upon the succession of the management, development planning of the employees and career development programmes for the employees. In other words, the model gives emphasis to the needs of the organization and the individual needs. They need to work together as a team. Therefore, there is the importance of the working in a team model for the nurses and midwives.   

Conclusion

In the end, one may observe that in the given case study, there is a picture or an idea that depicts the overall development of the graduate in the clinical set up and the journey from a graduate to “working in a team”. There were various academic research papers that supported the overall development stages, different phases that were required to become a competent and registered nurse or the midwife and supported with the help of various theories and views on the professional development. Thus, one may conclude that working in teams has its own place in the development of the nurses and midwives.

References

B.J., S., & McArthur, E. (2018). Professional nursing values: A concept analysis. Nursing Forum, 53(1), 69-75.

Jognn. (2016). Midwifery. Journal of Obstetric, Gynecologic & Neonatal Nursing,, 45(3), 454 – 457.

Jones-Berry, S. (2018). What Does High Turnover in Nurse Director Posts Really Mean for the Profession? Nursing Standard, 33(8), 19-21.

Khandan, M., Eyni, Z., & Koohpaei, A. (2017). Relationship between Spiritual Intelligence and Job Performance: A Case Study of Nurses and Nursing Aids in the Main University Hospital of Qom, Iran. Health, Spirituality and Medical Ethics, 4(3), 8-13.

Laskowski-Jones, L. (2018). Reconnecting with the “Why. Nursing, 48(4), 6.

Massimi, A., Marzuillo, C., Muzio, M., Vacchio, M., D’Andrea, E., Villari, P., & De Vito, C. (2017). Quality and Relevance of Master Degree Education for the Professional Development of Nurses and Midwives. Nurse Education Today , 53, 54-60.

Parandeh, A., Khaghanizade, M., Mohammadi, E., & Mokhtari-Nouri, J. (2016). Nurses’ human dignity in education and practice: An integrated literature review. . Iranian journal of nursing and midwifery research, 21(1), 1–8.

Peterson-Graziose, V., & Bryer, j. (2017). Assessing Student Perceptions of Quality and Safety Education for Nurses Competencies in a Baccalaureate Curriculum. The Journal of Nursing Education, 56(7), 435-438.

Stephan, F. (2017, April 9). Kaizenko. Retrieved October 19, 2019, from Kaizenko: https://www.kaizenko.com/the-dreyfus-model-of-skills-acquisition/

Thomas, C. M., & Kellgren, M. (2017). Benner’s Novice to Expert Model: An Application for Simulation Facilitators. Nursing Science Quarterly, 30(3), 227-34.