Evaluation of Two Classmates' Discussions

Evaluation of Two Classmates' Discussions

Colleague # 1

Probing Question

Is mentoring in the field of nursing is necessary? And how it impact on the nursing profession?

Insight that Synthesizes the Information

The topic of mentorship for nursing students is quite important. A mentoring relationship is usually developed with a more experienced and knowledgeable colleague and is characterized by a significant level of intimacy and emotional attachment. According to work on mentorships, one of the key functions of the mentor role is to provide support to namely, career development and psychosocial assistance. The former includes advocacy, coaching, protection, challenging assignments, and exposure and visibility. In essence, career development support helps learn the “ropes” of corporate life and provides guidance as advance in the organization. Psychosocial support, on the other hand, consists of counseling, role modeling, acceptance and confirmation, and friendship. Mentoring embarks on the procedure of development and self-actualization.” (Greene & Puetzer, 2002).Primarily, psychosocial assistance involves nurturance and emotional support, which enhance the self-confidence, efficacy, and personal growth of a person. Drawing from mentorship theory, it has been proposed that women, because of a shortage of available female mentors, often develop relationships with male mentors. However, cross-gender mentor relationships may be more difficult to initiate than same-gender relationships and may provide fewer career development and psychosocial benefits. Logically then, one of the prevalent views held in the mentoring literature is that important determinants of the exchange of psychosocial and career assistance are the gender of and mentors and the gender composition of the relationship.

Personal Experience

Students of nursing perceive dichotomies, contradictions, between the perspective that they do nurse practice and perspective that is performed by nurses. Efficacy of mentorship is an intangible idea; partially for the reason that standpoints on whether a mentor and his/her manners are efficient and encompass a slanted constituent. An individual's self-absorbed egotist is confident visionary of one more person. Besides, the evaluation of efficacy of mentorship is a theoretically and methodologically complex procedure (Howard, 2007; London et al., 2007). Across nursing and additional professional backgrounds researchers have applied a range of descriptions, techniques, and procedures, adding up to the disorganized, conflicting, and contradictory conclusion. The estimation of efficacy of mentorship is predominantly compound in nursing given the deficiency of evidently acknowledged intents groups themselves are anticipated to accomplish. This uncertainty makes the capability to bond efficacy of leadership with outcomes or outputs of organization difficult. Even so, official mentors of nursing (e.g. supervisors) are anticipated to manipulate subsidiaries and outcomes of organization (Engel and Worden, 2003) in spite of temporal and geographic division. Official and off the cuff initiatives of mentorship development have been disparaged for putting an emphasis on abilities and skills over proficiency and highlighting behaviors of mentorship to direct state of affairs that are easy and unwavering (Bass and Riggio, 2006).

Suggestion Based on Additional Evidence

Provided that the subjective laments of the dearth of effective mentors and behaviors of mentorship in nursing, it might be assumed that development could undergo a few ...