The labor and delivery unit at South Miami Hospital is one of the best and busiest units in Miami Dade County doing over 4,000 deliveries per year. They also have the most well-known High Risk Antepartum Unit because they offer both a Level II and a Level III Neonatal Intensive Care Unit. Because of their high risk unit they receive many patient transfers from hospitals that do not have a level III NICU. Over the last couple of years their turnover rate has increased dramatically. The problem got worst when an additional operating room was added and a new group of doctors became part of the already large physician staff that delivers their patients at South Miami Hospital. Their employee satisfaction is also not the greatest. The employees were unsatisfied as we went from being well staffed with great teamwork and communication to having nurses leave soon after their training was completed. This unit has lost money in training nurses only to have them leave after a short period of time. Because of the high volume of patients and the insufficient amount of nurses available to provide high quality safe patient care, the unit has had to hire traveler nurses to assist the unit. This is an increase of cost to the unit because they have to pay those nurses much more than a staff nurse gets paid and they are only hired for a temporary period of time. Clinical Practice Question: Would implementing the Myers Briggs Personality Test results to pair new nurses and preceptors during orientation help decrease turnover rates in the hospital setting? Population: New nurses and preceptors Intervention: Implementing the Myers Briggs Personality Test Outcome: Decrease turnover rates in hospital setting Critical Appraisal Component in CETEP Model Evidence-Based Factors: Research Most of the nurses who leave the unit are usually either new graduates or a nurse who is an expert in another area.
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The first impression and the first year on a new floor will determine whether that nurse stays for the long haul. It is of grave importance to have a mentor program established. This is a program in which the new hire is paired with an experienced nurse and this nurse will guide and mentor the new hire. When nurse managers select these mentors they should have certain things in mind such as the same educational background and personality traits. It has been found that managers who relied on the Myers-Briggs model to determine personality traits that were similar to each other worked well together and the new hire was successful (Poradzisz, Kostovich, O’Connell and Lefaver, 2012). Other necessary qualities that the manager needs to make sure the mentor has are good communication skills, trustworthy, and non-threatening. A mentoring program has been found to build skills, increase job satisfaction, and encourage nurse retention. Another research article focuses on the relationship between personality and choice of nursing specialty. In a study, an interactive literature review was done. Five electronic databases were searched using nursing and personality based keywords. In a review of the 13 articles,it was demonstrated that there is some variability in the personality characteristics of the nursing specialty groups studied. Also a relationship was identified between personality characteristics and levels of nursing stress and burnout(Kennedy, Curtis, Waters, 2014). Problems with retaining nurses in the workforce are not new or isolated to one particular field and factors contributing to this are multifactited. Poor retention has particular implications for specialty nurse where vacancies must come with experience in the area, for example intensive care (Kennedy, Curtis, Waters, 2014). A range of tools are were used in the study the most common ones being …show more content…
Intiating the use of the Myers Briggs Type Indicator in the preliminary stages of the orientation process, I believe will have an impact on the retention of our nurses. We would be able to pair new nurses with preceptors that are more similar in personality and learning styles to enhance the orientation process. If new nurses possess the personality characteristics best suited with their preceptors this will more likely help them learn and adapt to a new high stress environment like Labor and Delivery. This in turn would reduce staff turn over rates due to the orientation
The first impression and the first year on a new floor will determine whether that nurse stays for the long haul. It is of grave importance to have a mentor program established. This is a program in which the new hire is paired with an experienced nurse and this nurse will guide and mentor the new hire. When nurse managers select these mentors they should have certain things in mind such as the same educational background and personality traits. It has been found that managers who relied on the Myers-Briggs model to determine personality traits that were similar to each other worked well together and the new hire was successful (Poradzisz, Kostovich, O’Connell and Lefaver, 2012). Other necessary qualities that the manager needs to make sure the mentor has are good communication skills, trustworthy, and non-threatening. A mentoring program has been found to build skills, increase job satisfaction, and encourage nurse retention. Another research article focuses on the relationship between personality and choice of nursing specialty. In a study, an interactive literature review was done. Five electronic databases were searched using nursing and personality based keywords. In a review of the 13 articles,it was demonstrated that there is some variability in the personality characteristics of the nursing specialty groups studied. Also a relationship was identified between personality characteristics and levels of nursing stress and burnout(Kennedy, Curtis, Waters, 2014). Problems with retaining nurses in the workforce are not new or isolated to one particular field and factors contributing to this are multifactited. Poor retention has particular implications for specialty nurse where vacancies must come with experience in the area, for example intensive care (Kennedy, Curtis, Waters, 2014). A range of tools are were used in the study the most common ones being …show more content…
Intiating the use of the Myers Briggs Type Indicator in the preliminary stages of the orientation process, I believe will have an impact on the retention of our nurses. We would be able to pair new nurses with preceptors that are more similar in personality and learning styles to enhance the orientation process. If new nurses possess the personality characteristics best suited with their preceptors this will more likely help them learn and adapt to a new high stress environment like Labor and Delivery. This in turn would reduce staff turn over rates due to the orientation