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Interactive strategies: Time management, prioritization, and delegation

机译：交互式策略：时间管理，优先级和委派

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摘要

Nursing literature reveals an alarming statistic: 21% to 50% of new nurses leave the profession the first and/or second year after graduation. The cost to employers is also great as the estimated cost of orienting and precepting new graduates is approximately $82,000 per nurse. A variety of reasons are given for this rapid exodus: bullying/ lateral violence, lack of mentoring, low confidence, and unrealistic expectations when moving from academia to practice. There is no lack of initiatives aimed at decreasing turnover rates and improving retention. Prelicensure and graduate nurse competencies that include knowledge, skill, and attitude development in the targeted areas of teamwork, collaboration, and safety have been proposed. The Institute of Medicine's 2010 Future in Nursing Report-recommended programs address high turnover of new nurses and management of the transition from school to practice. The American Association of Colleges in Nursing made similar recommendations in its 2008 Baccalaureate Essentials of Nursing Education, calling for instruction in communication, collaboration, evaluation, decision-making skills, and overall professionalism. Other nursing leadership organizations, such as the American Nurses Association, American Organization of Nurse Executives, and the National League for Nursing have echoed comparable statements in support of transition skills and programs.
机译：护理文献显示令人震惊的统计数字：21％至50％的新护士在毕业后第一年和/或第二年离开该行业。雇主的费用也很高，因为培训和指导新毕业生的估计费用约为每名护士82,000美元。这种迅速外流的原因有很多：欺凌/横向暴力，缺乏指导，自信心不足以及从学术界转移到实践时的不切实际的期望。不乏旨在降低离职率和提高保留率的举措。已提出了在团队合作，协作和安全性目标领域中包括知识，技能和态度发展的资格预审和研究生护士能力。医学院推荐的《 2010年护理未来报告》计划解决了新护士离职率高以及从学校过渡到执业的管理问题。美国大学护理学院协会在其2008年护理学学士学位课程中提出了类似的建议，要求在沟通，协作，评估，决策技巧和整体专业水平方面进行指导。其他护理领导组织，例如美国护士协会，美国护士行政人员组织和国家护理联盟，也呼应了类似的声明，以支持过渡技能和计划。

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