Course Title: The Foundation of Nursing Education

Topic: 4. SOCIALIZATION AND CAREER DEVELOPMENT

 DALTON’S LONGITUDINAL MODEL

 BENNER’S NOVICE TO EXPERT MODEL

5. PROFESSIONAL ASSOCIATIONS

Prepared by: PEARL GRACE B. ROMEO,R.N

Objectives:

In this lesson, you will learn:

1. The importance of Socialization and Career Development

2. The stages of career
3. Reasons to join a Professional Association

WHAT IS SOCIALIZATION?

It is a process by which a person learns the ways of a group or society in order to become a
functioning participant. It is a social interaction which you acquire self-identity, physical and
social skill and knowledge.

IMPORTANCE OF SOCIALIZATION
Socialization is critical to nursing because it allows nurses to develop the necessary skills and
knowledge to perform their duties effectively.

WHAT IS CAREER DEVELOPMENT?

It is the process of learning and improving skills so that you can do your job better and progress
to better jobs.

IMPORTANCE OF CAREER DEVELOPMENT

 Higher productivity

Career development motivates individuals to use the skills acquired by them to become
more efficient in the industry and this leads to higher productivity of a company.
 More growth opportunities

Career development produces visible and noticeable growth in an individual, be it the

skills or the personality

Career development provides growth opportunities for those always available and eager
to learn and develop themselves.

 Increase employee skills

Career development makes it possible for employees to work on their weaknesses.

 Improves the organization altogether

Through career development, employees gain a better understanding of the firm’s

different operations. As a result, information is properly passed within the organization
and there emerges better work ethics.

 IT innovations

Career development has made it possible for individuals to embrace the changes in the
globe and also mold themselves in response to the changes.

 Healthy work environment

A work environment where employees are confident enough to contribute their ideas
while working passionately to meet targets and goals gives rise to a successful firm.

Hence, career development fosters a healthy environment where the employees know
the importance of communicating effectively and relating well with one another.

 Reduces attritions of employees

Career development programs help to improve employee satisfaction and as a result,

reduce the number of individuals who plan to leave the organization.

 Builds cost reduction strategies in organizations

 Employees constantly update themselves on how to effectively reduce costs in the
organization. Through career development employees can learn effective strategies on
how to cut unnecessary costs in the organization.

Dalton and Thompson found a variety of technical professionals from diverse

organizations experienced distinct functions through a standard of career stages.

DALTON’S FOUR-STAGE OF PROFESSIONAL CAREER DEVELOPMENT

APPRENTICE Learns, helps and follow direction

COLLEAGUE The person on a “career journey”
MENTOR Manager, developer of people, networker
SPONSOR Shapes the organization direction

APPRENTICE

As an apprentice, the individual’s responsibility is to watch, learn and contribute on

mostly routine often detailed work under careful supervision. It is the learning stage where you
develop your skills and knowledge to perform your role in the organization.

COLLEAGUE

The person on a career journey. This are sufficiently experienced and confident to be
able to take responsibility and contribute consistently with a good quality and often
collaborative work with only minimal direction.

THE MENTOR
 Someone who contributes beyond themselves and their direct responsibilities. This can
extend to include individuals at a more senior head.

SPONSOR
Someone who has a voice and has an authority to decide. Someone who gets
opportunities for you that you din have any access.

Benner described five levels of nursing capability and capacity and she asserted that
nursing skills increased and developed over time depending on experience and education.

BENNER’S NOVICE TO EXPERT MODEL

NOVICE ( <6 months) Lack of knowledge and experience

ADVANCED BEGINNER ( 6 months – 1 year) Can formulate principles that dictate action
COMPETENT (2-3years) Can analyze problems and prioritize
PROFICIENT (3-5years) Grasp the situation contextually as a whole
EXPERT (5-10years) Has intuitive grasp of each situation

NOVICE
The person has no background experience of the situation in which he or she is involved.
ADVANCED BEGINNER
Benner (1982) describes the advanced beginner as an individual who has been involved in
enough real-world situations that the recurrent component is easily identified. Advanced
beginner needs assistance and support in the clinical area by setting priorities to ensure that
important patient needs do not go unattended (Benner, 1982)

COMPETENT
 The competent nurse or nurse manager is able to prioritize tasks at hand by utilizing past
experiences. The competent individual is able to work in an efficient and organized manner 

PROFICIENT
The proficient nurse or administrator has a holistic understanding of the situation at hand,
which allows for a more improved decision-making process

EXPERT
The expert individual has an extensive knowledge of situations that allows for confidence and
an intuitive grasp of complex patient situations.
Rules, guidelines, and maxims are no longer relied upon during the expert stage because the
individual is able to grasp the situation and understand what needs to be accomplished at this
point (Benner, 1982).

PROFESSIONAL ASSOCIATION

They organize and direct efforts towards the profession’s development while ensuring that
members uphold its ethics. In addition, these organizations are essential part of healthcare and
policymaking.

PROFESSIONAL NURSING ORGANIZATION

One of the characteristics of a profession is the existence of a professional culture that

fosters the values and ethos of the profession among its members. This professional
culture is commonly nurtured and maintained through the actions of the profession’s
organizations (Matthews, 2012). Professional organizations are developed to collectively
advocate on behalf of their members and other constituents, publicly representing the
core values of the nursing profession to others.

Nursing’s first professional organization was founded in 1893 as the American Society of
Superintendents of Training Schools for Nurses; today this organization is known as the National
League for Nursing. Three years later, in 1896, a second nursing organization was founded, the
Associated Alumnae of Trained Nurses of the United States and Canada, which evolved into the
American Nurses Association (ANA). In 1899 these two nursing organizations were joined by a third
organization, the International Council of Nurses, the first international professional nursing
organization. Today, these historic and venerable nursing organizations remain vibrant and
influential in nursing and health care and are now joined by more than100 national professional
nursing organizations, as well as growing numbers of international nursing organizations
(Matthews, 2012). Together, these professional organizations constitute the “voice of nursing” in
a variety of professional, political, regulatory, clinical, and educational matters.

The Nature of Professional Nursing Organizations

Professional nursing organizations are an effective means by which the nursing profession
can influence healthcare policy, represent and protect the interests of nurses, provide continuing
education opportunities for nurses, and advocate for the highest quality care possible to the
public. The many professional nursing organizations provide a variety of foci to match the
 interests of nurse members For example, the ANA is the largest of all the U.S. professional
nursing organizations, representing the nursing profession and interests of 3.4 million nurses.
The ANA’s stated mission is “nurses advancing our profession to improve the health of all”
(ANA, 2016a).

In contrast, there are many specialty nursing organizations that support the interests of
nurses who practice in specific clinical environments. Examples of such specialty organizations
include the Oncology Nursing Society (ONS), the Emergency Nurses Association (ENA), and the
American Association of Critical-Care Nurses (AACN). There are also professional nursing
organizations that are focused on specific roles of nurses. Examples of these include the
American College of Nurse Midwives (ACNM), the American Association of Colleges of Nursing, the
National League for Nursing (NLN), the National Association of Clinical Nurse Specialists
(NACNS), and the American Organization of Nurse Executives (AONE).

The Mission and Impact of Professional Nursing Organizations

Each professional organization has a mission statement, which indicates the

organization’s primary purpose(s) and drives the development of the organization’s strategic
plan and priority goals for that specific organization. For example, the AACN has as part of its
mission statement, “Acute and critical care nurses rely on AACN for expert knowledge and the
influence to fulfill their promise to patients and their families. AACN drives excellence because
nothing less is acceptable” (AACN, 2016).

The National Student Nurses Association (NSNA) has as its mission “to mentor students
preparing for initial licensure as registered nurses, and to convey the standards, ethics, and skills
that students will need as responsible and accountable leaders and members of the profession”
(NSNA, 2016).

When deciding which professional organization(s) to join, each nurse must

determine whether his or her reasons for professional membership match the stated
mission of the organization.

Most of the professional nursing organization websites have abundant information

about not only the mission of the organization but also strategic direction, recent activities, and
member benefits (Greggs-McQuilkin, 2005). This information is very useful in finding the best
match to support the nurse’s own career objectives.

REASONS FOR JOINING PROFESSIONAL ORGANIZATIONS

• Advocate for the profession

• Participate in continuing education programs
 • Lobby for changes in healthcare policy
• Pursue networking opportunities

• Stay current in clinical specialty or role

• Develop leadership skills
• Access resources to support career development

Professional Nursing Organizations with Clinical, Political, and Regulatory

Focus

Nursing provides many professional career options representing many opportunities for
individuals to specialize. Career options are widely diversified not only by these many specialty
opportunities but also by role functions. For example, there are nurse researchers, nurse
educators, nursing care providers, clinical nurse specialists, nurse practitioners, nurse
informaticists, and administrators, to name just a few.

Clinical Focus
Many nursing organizations are structured around a particular clinical specialty area and
include within their mission political, advocacy, regulatory, and professional purposes related
to the clinical area.

Political Focus

Nursing as a profession has a responsibility to society, with a specific aim to improve the
health of the nation. Professional nursing organizations fulfill the obligation of nursing to
support improved health outcomes in national and global environments in several different
ways. Many international and national organizations support work at the state level through
local chapters, sections, or some form of alliance

Regulatory Focus

Specialty organizations also have a responsibility to support regulatory efforts in the

areas of both healthcare reform and professional practice for the purposes of protecting the
public’s health and safety

Professional Organization Membership and Involvement

All nurses are expected to be leaders and the nursing profession needs to consider
strategies by which to build the leadership capacity of nurses, including new graduates
(Galuska, 2012; Scott & Miles, 2013). One strategy is to encourage membership in
professional nursing organizations. Individual nurses can assume responsibility for
developing their own leadership competencies by becoming members of professional nursing
organizations and taking advantage of volunteer opportunities to become involved in the
organization’s activities (Galuska, 2012; Ross, Fitzpatrick, Click, Krouse, & Clavelle, 2014). A
study by Catallo, Spalding, and Haghiri-Vijeh (2014) demonstrated that professional
nursing organizations can play a key role in engaging nurses in nursing and healthcare
policy issues.

The involvement of professional nursing organizations in all aspects of health care and
political forums ensures that nurses represent the interests of nurses. By being a member of a
professional organization, not only are nurses supporting the ability of professional associations
to participate in these important forums, but in some cases, the individual nurse has the
opportunity to provide specific testimony and be the voice at the table. Nurses can be called on
to provide expert information on anything related to practice and the profession.

ACTIVITY
 IDENTIFY EACH STATEMENT USING BENNER’S MODEL
1. Repeating taking blood pressure until task is mastered.
2. “They give me 6 patients, okay don’t panic, what did I do last
summer I had a patient like this, I know, I gave her oxygen last time, I
know I’ll call for help.
3. ”Everything is in order because I don’t have time to do this later. I
have IV supplies ready as well drawing up the medications.”
1. Okay sir, I am working here for five years, and I know what to do, If
you don’t settle down, we will have to restrain you, and I can
anticipate your every move.
2. “I’m directing this code and I’ve been doing this so long and it it’s a
small thing for me”

References:www.pdfdrive.com/nursing-education-for-practice-exellence-
e185170147.html;www.youtube.com/watch?
v=Kw8DyOta3wU&ab_channel=NursingEmbassy;www.slideplayer.com/slide/
9459830;www.slideshare.net/mangiribindu/career-planning-and-development-
12921078; Ashton, K. (2012). Nurse educators and the future of nursing. Journal of
Continuing Education in Nursing, 43(3), 113–116. doi: 10.3928/00220124-20120116-
02;Catallo, C., Spalding, K., & Haghiri-Vijeh, R. (2014). Nursing professional organiza-
tions: What are they doing to engage nurses in health policy? SAGE Open, 4(4). doi:
10.1177/2158244014560534;Galuska, L. (2012). Cultivating nursing leadership for our
envisioned future. Advances in Nursing Science, 35(4), 333–345. doi:
10.1097/ANS.Ob013e318271d2cd;Greggs-McQuilkin, D. (2005). Why join a professional
nursing organization? Nursing, 35, 19. ;Matthews, J. (2012). Role of professional
organizations in advocating for the nursing profession. Online Journal of Issues in Nursing,
17(1), manuscript 3. doi: 10.3912/ OJIN.Vol17No01Man03