THE RESTRUCTURING OF THE ORIENTATION CURRICULUM

The Restructuring of Curriculum RN

Abstract

As we go in the 21st 100 years we are afresh looking at a nursing shortage. As employees doctors and managers in pediatric hematology/oncology, this should be an direct and ongoing concern. As the demand for more intensive and technologically sophisticated health care is claimed for young children, we will need even more doctors, but we have less doctors going into the work force. Even when we have ample figures of doctors going into the workforce we still have trials employing doctors who desire to work in our focused areas. With this imminent lack of doctors we should find ways to keep our present employees and employ the best new graduate nurse. As we go in a new nursing lack, most amenities proceeded to keep the outlook that if a doctor left, he or she could be effortlessly restored without much cost involved.

Introduction

As we are afresh looking at a staffing lack, numerous associations are looking at the genuine cost engaged with restoring an RN. When looking back at the tendencies of the past 15 years, of chartering, teaching, mislaying RN to other organisation, rehiring new doctors, and teaching afresh, numerous concealed charges are not being apprehended as part of the genuine turn over costs. The direct cost for recruitment, chartering and teaching a new graduate RN is roughly $12,000, but when the concealed cost of overtime to cover the place and genuine lost productivity is encompassed, the genuine cost is nearer to $50,000 (Leininger, 2007).

 

Thesis Statement

When looking back at the tendencies of the past 15 years, of chartering, teaching, mislaying RN to other organisation, rehiring new doctors, and teaching afresh, numerous concealed charges are not being apprehended as part of the genuine turn over costs.

 

Proposed Literature Review

Lenox Hill Hospital is actually opposite a very high turn over of new graduate nurses. The orientation program has been decreased from 10 weeks to 8 weeks for new grads and from eight weeks to six weeks for doctors who have at smallest one year of former experience.

On my unit solely inside the past year I have obtained five resignation notes all of which were new graduates. In their go out meetings 4 out 5 asserted that they did not anticipate the transition to be so tough and stressful. The clinic has an eight-week doctor internship program that sprints biannually for older nursing scholars that is sponsored by a very bountiful benefactor of the clinic Unfortunately, less than half of the 24 scholars who entire the program every year request for places at Lenox Hill Hospital What I believe would be more beneficial to Lenox Hill Hospital is to have this internship program for our new chartered graduate doctors in supplement to the eight-week orientation program

Besides looking at the aforementioned program I would like to enquired the cost of RN revenue at Lenox Hill Hospital and do a origin investigation as to why the revenue is so high (Chrisman, ...