Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Chapter 8 Socialization and Mentoring

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Socialization Socialization: enculturation; acquisition of –Technical skills –Knowledge of kinds of behavior understood, accepted –Attitudes, values making conformity with social rules personally meaningful

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Socialization (cont.) Resocialization: learning of new values, skills, attitudes, social rules –Due to changes in type of work done, scope of responsibility held, or workplace setting “Reality shock” Negative nurse socialization; emphasis coinciding with feminist movement Workplace of the 21st-century –Generation Y, Generation X, Boomers, and veterans working together –Changing dynamics

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Health Care Workplace & 21st Century Negative and positive socialization patterns –Horizontal violence (negative socialization): bullying, harassment, verbal abuse, intimidation –Positive socialization: mentoring, role modeling, preceptoring

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Health Care Workplace & 21st Century (cont.) Oppression, horizontal violence: deficient in some way –Unsupportive, disempowering, and controlling behaviors within the hierarchical nursing structure –Feelings of inferiority, powerlessness, inequality, self-doubt –Marginalization of nurses in health care workplace Diversity and equity

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Question Is the following statement true or false? Positive socialization is also called horizontal violence.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Answer False. Negative socialization is also called horizontal violence.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Socialization and Mentoring: Empowerment Mentoring: intense, positive, discreet, exclusive one-on- one relationship between experienced professional, less experienced novice –Relationship charged with emotion Serious, mutual, nonsexual, loving –Different from role model or preceptor –One of the most powerful socialization strategies

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Socialization and Mentoring: Empowerment (cont.) Positive aspects of mentor relationship –True value—the “blessing” Characteristics of mentor (see Box 8.1) Sponsor –Position to fight for a mentee –Ability to bypass hierarchy and obtain inside information –“Reflected Power” to accelerate movement of the novice up the organizational ladder.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Stages of the Mentoring Relationship 1st phase: finding, connecting with more experienced person in workplace 2nd phase: teaching, modeling, insider knowledge –Fostering a sense of competence, confidence 3rd phase: sense of change, growth 4th phase: mentor, mentee achieve different, independent relationship based on positive, collegial characteristics (see Box 8.2)

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Mentoring Opportunities: Historical Differences Before 1970s, mentoring relationships between men; “good ol’ boys” network Few instances between women –Fewer women in workplace –Lack of emphasis on girl team sports –Solitary activities more common for girls

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Mentoring Opportunities: Historical Differences (cont.) Socialization –Feminine socialization: focus on “belonging” –Masculine socialization: focus on “achieving” Opportunities for women increasing but gains slower for women from diverse backgrounds

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Mentoring in Nursing Viable research topic beginning in 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

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Question Is the following statement true or false? In a mentoring relationship, the mentee receives most of the benefits.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Answer False. A mentoring relationship benefits both the mentor and the mentee.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Increasing Opportunities for Mentoring Emphasis on more assertive, less passive approach to developing mentoring relationship Benefits to novice, mentor Before nursing shortage: research focused on strategies to assist nurses to gain promotion up, away from bedside With shortage: interest on how mentoring, role modeling, other supportive behaviors help socialize nurses, improve retention

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Value of Mentoring in Recruitment and Retention Assignment of mentors, mentees by some organizations if situation does not allow for spontaneous mentoring relationships Current organizational concerns –Aging, soon-to-retire workforce –Necessity to establish workplace attractive to younger, possibly less patient, workforce Importance of unity, respect for diversity among RNs

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins 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 as identified by Sheehy (1976), Levinson (1978)

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Mentoring and Developmental Stages (cont.) 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 trade- offs during midlife analysis Premidlife adult as protégé role Midlife analysis as recognizing the costs, gains, necessary trade-offs Postmidlife adult as mentoring role

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Mentoring and Developmental Stages (cont.) Current research –Mentoring evolved no longer consisting of a mentor somewhat older than the mentee and one or two levels higher in the organization –Mentors found in diverse settings, across gender gap, in a wide variety of ages, ethnicity, and experience

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Question Is the following statement true or false? An individual who is in the premidlife stage of adult life would be most effective in the mentoring role.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Answer False. A person in the postmidlife stage of adulthood would most likely be the most effective mentor. An individual in the premidlife stage most likely would be the protégé.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Creating a Supportive Environment for Socialization and Resocialization Workplace that values supportive behaviors Leadership: “walk the walk,” not just “talk the talk” –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

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Creating a Supportive Environment for Socialization and Resocialization (cont.) Sponsors, guides, preceptors, role models –Continuum with mentors, peer pals (clinical preceptors) as endpoints; sponsors, guides as internal points –Mentors: most intense, paternalistic –Sponsors: less powerful in affecting charges –Guides: invaluable in explaining system –Peer pal—today’s clinical preceptor: encouragement of relationship between peers to help each other succeed, progress

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins End of Presentation