Chapter 8 Flashcards
socialization
enculturation; acquisition of 1. technical skills 2. knowledge of kinds of behavior understood, accepted 3. attitudes, values making conformity with social rules personally meaningful
resocialization
learning of new values, skills, attitudes, social rule
resocialization is due to
changes in type of work done, scope of responsibility held, or workplace setting
resocialization can be a “_________”
reality shock; negative nurse socialization; emphasis coinciding with feminist movement
example of resocialization
a nurse would have to be resocialized if moved from beside to home health
negative socialization patterns
horizontal violence: bullying, harassment, verbal abuse, intimidation
positive socialization patterns
supportive behaviors, mentoring, role modeling, coaching, guiding
anger, hostility patterns
turning inward or toward peers instead of supervisors or others
health care workplace & 21st century
- targeting of entry level/ vulnerable staff by other nurses
- oppression, horizontal violence
1. feelings of inferiority, powerlessness, inequality, selfdoubt
2. marginalization of nurses in health care workplace
3. oppression early in educational programs
T or F: Positive socialization is also called horizontal violence
False; horizontal violence is negative socialization
mentoring:
intense, positive, discreet, exclusive one-on-one relationship between experienced professional, less experienced novice
mentoring is a relationship
charged with emotion; serious, mutual, nonsexual, loving
mentoring is different from
role model or preceptor
positive aspects of mentor relationship
true value - the blessing
characteristics of mentor
open, flexible, perceptive, believes, vision, positive, motivates, willing, unobtrusive, protects
stages of mentoring relationship
- finding and connecting 2. learning and listening 3. changing and shifting 4. mentoring others
1st phase of mentoring relationship
finding, connecting with more experienced person in workplace
2nd phase of mentoring relationship
teaching,, modeling, insider knowledge; (fostering sense of competence, confidence)
3rd phase of mentoring relationship
sense of change, growth
4th phase of mentoring relationship
mentor, mentee achieve different independent relationship based on positive collegial characteristics
before 1970s mentoring relationships between men:
good ol’ boys” network
few instances between women
lack of emphasis on girl team sports, solitary activity
what female and male socialization focus on
female: belogning male: achieving
opportunities for women are
increasing
mentoring in nursing research 1970s
- previous emphasis on access to male dominated professions
- little emphasis on predominantly female service oriented professions
mentoring:
effective strategy for personal professional development of nurses in workplace; benefits, positive outcomes
T or F: In mentoring relationship the mentee receives most of the benefits
False; mentoring relationship benefits both the mentor and the mentee
emphasis on what for mentoring relationships
on more assertive, less passive approach to developing mentoring relationship
benefits of mentoring to
noive and mentor
before nursing shortage
research focused on strategies to assist nurses to gain promotion up, away from bedside
with nursing shortage
interest on how mentoring, role modeling, and other supportive behaviors help socialize nurses, and improve retention
assignment of mentors/mentees by some organizations if
situation does not allow for spontaneous mentoring relationships
current organizational concerns
- aging, soon-to-be retire workforce
- necessity to establish workplace attractive to younger possibly less patient workforce
importance of unity, respect for diversity among RNs
fosters recruitment, rentention
mentoring and developmental stages
- linkage of adult developmental issues and life transitions related to wellness and illness with mentoring, workplace socialization
- emphasis on people continuing to change throughout adult life
- clear life stages marked by internal changes not directly related to external changes (interconnectedness of changes, growth or lack of at different stages
- emphasis on recognizing costs, gains, necessary tradeoff during midlife analysis
- premidlife adult as protege role (postmidlife adult as mentoring role)
T or F: an individual who is in the premidlife stage of adult life would be most effect in the mentoring care
False; a person in the post midlife stage of adulthood would most likely be the most effective mentor; an individual in teh premidlife stage most likely would be protege
creating a supportive environment for socialization and resocialization
- workplace that values supportive behaviors
- leadership: “walk the walk” not just “talk the talk”
- sponsors, guides, preceptors, role models
leadership:
- proactive nurses find ways to facilitate professional individual growth-producing workplace strategies
- workplace culture with evidence of mutual respect
- use of language to create positive, supportive work environment
- ongoing education,training for all employees
traits fo work cultures that promote positive socialization
- mutual respect is evident in all written and verbal communications
- there is appropriate acknowledgment of the ideas and work of others
- superior performance is sought and recognized publicly
- roadblocks to goal achievement or unnecessary bureaucracy in the workplace are identified and addressed promptly
- expectations are clear
- critcism is constructive and given in public
sponsors, guides, preceptors, role models
-continuum with mentors, peer pals, (clinical preceptors) as endpoints; sponsors, guides as internal points
mentors
most intense, patemalistic
sponsors
less powerful in affecting changes
guides
invaluable in explaining system
peer pal
encouragement of relationship between peers to help each other succeed, progress
