Reflection Paper on Nursing Mentor

Reflection Paper on Nursing Mentor Scenario/Situation I was working with preceptor to supervise undergraduate students on their clinical rotation in different units of Aga Khan University Hospital. The students were divided into two groups; my preceptor and I supervised one group and another course faculty supervised the other group. It was the end of second week of clinical rotation, when one group of students complained to my preceptor that their assigned teacher is not visiting them for the last two weeks even not responding their e-mails and phone calls. In addition, they also stated that clinical preceptor is not facilitating them for their clinical based project because there was no direct communication between course faculty and preceptor. My preceptor kept quiet and did not respond to the students. My role in the Situation/Scenario I was surprised to hear the complaint stated by students because I wondered that how it could be possible that a teacher, who is working in a standardized institution (AKU), will not fulfill her responsibilities. I assumed that teacher must have been going to clinical but due to some reason, she might not be able to see some of the students. Based on my assumptions, I defended the teacher in front of the students by saying that â€Å"how it can be possible that she did not visit students for a single day on their clinical rotation†. In response to my verbal defense for the teacher, students showed anger by muttering to each other, â€Å"She is doing favor of the teacher and not paying attention to our concern†. Reflection Later on, I reflected on the scenario and asked a few questions to myself. Did I answer appropriately to the students? Why my preceptor kept quiet in front of students? What could be the reason that teacher is not going to supervise students on their clinical? Is it not expected from a teacher to visit students on their clinical? What are the students’ expectations from their clinical rotation? What is the role of clinical preceptor in facilitating students on their clinical? Analysis of the Situation and my Learning After analyzing the situation, I regretted for what I said to the students after knowing the fact that teacher did not supervise students for a single time. I realized that I should not respond to students as I did based on my assumptions of a standardized institute rather I should take some time to analyze the situation and then respond to students according to the scenario. If I would be given a second chance for the same kind of situation/scenario; I would say, â€Å"let me give some time to ask from the teacher that how we could solve the situation or facilitate you (students)† in order to be fair with the teacher and students as well. I thought a number of reasons for silent attitude of my preceptor in front of students. I assumed that there could be two alternatives for demonstrating silence by my preceptor; one is that she is not concerned about others what they are doing in their job. The second reason could be that she might be already aware of the situation that other teacher is not attending the clinical. I discussed this issue with my preceptor and I was surprised to know that my preceptor was already aware about the situation and she had forwarded the report to the respective director of undergraduate program. There could be a number of reasons if a teacher is not performing his/her duty to supervise students on their clinical as required. One could be personal attitude of a teacher that she/he may not be interested in supervising students on clinical; the second reason could be poor health of a teacher. Besides, there could be a possibility that teacher is overburdened due to some other assignments restricting her to perform the job. I realized that, a teacher must report it to the prospective supervisor or director whatever the reason he/she had rather than ignoring and compromising the students’ learning. I have learnt from the situation that if I would be given the responsibility of clinical supervision of students, I would perform my job as per the requirement. If there would be some reason, I would report my concerns directly to my supervisor/director. Furthermore, I would arrange some alternatives for it; for example, I can request to some other faculty for replacing my duty and facilitating students on their clinical rather than compromising students’ learning and giving a bad impression of myself to students. Role of a Teacher and a Preceptor in students’ clinical based learning I have analyzed the role of a teacher and clinical preceptor through available literature; a teacher should supervise the undergraduate students during their clinical to facilitate them for better learning outcomes (Borch, Athlin, Hov, Duppils, 2013). If a teacher is not monitoring students on clinical then it is not only difficult for a teacher to grade/mark their clinical evaluation, but also compromise students’ learning in terms of not addressing their learning needs. Furthermore, the role of preceptor is also very crucial in facilitating the students for required clinical hours and clinical based learning. A preceptor’s support and guidance facilitate students to gain confidence and ease their anxiety during clinical hours (OConnor, 2014). I learnt from the scenario that there are a number of essential aspects of effective preceptorship model. Preceptor must be informed in advance (before the commencement of students’ clinical hours) for what is expected from her/him and must be agreed to facilitate the student for his/her learning. There must be clear communication between course faculty and clinical preceptor for students’ facilitation for their clinical learning. In addition, course faculty must arrange a face-to-face meeting with clinical preceptors and students so that the expectations of students and preceptors should be communicated ahead of time. Role of Students in Clinical Based Learning The role of students is also very important in clinical based learning environment. For clinical based learning, students are expected to formulate and share learning objectives with their course faculty and clinical preceptor. Moreover, students are required to fulfill the required clinical hours and work under clinical preceptor’s supervision for completion of learning objectives. Students should discuss the issues and concerns with their preceptors and course faculty as needed. In addition, students value the presence of a teacher for their learning during clinical (Bjork, Berntsen, Brynildsen, Hestetun, 2014) as they can openly discuss their concerns and issues related to their preceptor and clinical environment. It enhances their confidence level and makes them responsible and accountable for their learning. I have learnt from the scenario that, clinical based learning is both challenging and rewarding for the students. Students may come across different types of challenges such as, development of learning objectives in relation with the course objectives, and prepare self for each clinical day. On the other hand, students learn best from their clinical based experience and gain confidence in decision making with facilitation of the preceptor. In addition, they also experience teamwork by coordination with preceptor and course faculty. To conclude, clinical based learning is significant particularly in nursing profession. For clinical based learning, students should provide the opportunity for application of theoretical concepts into practice in order to prepare them as the future nurses. For clinical education, students, course teachers, and clinical preceptors play an essential role in achieving the desired results for students’ effective learning outcomes. Course teacher must be accountable for their responsibilities towards students’ clinical learning and assessment. In addition, regardless of the reason, one must approach the suitable way to solve the issues rather than assuming or ignoring the situation. Moreover, students, course faculty, and preceptors must have clear expectations from each other about their clinical rotation and the learning objectives.

Analyse The Impact Of A Range Of Contextual Influences On Classroom Processes

Analyse the impact of a range of contextual influences on classroom processes. (1500 words) In examining classroom processes it is imperative that a variety of current themes in education are identified. These factors then form the foundation of contextual influences on macro level developments, ideologies and discourses affecting those on a micro level. This essay will then maintain focus on the restricted views on progressivism and learning, with the shift towards vocational education, through the influence of an authoritarian government seeking to control of the educational agenda.In reviewing the definition of education, it cannot be placed under an umbrella due to its’ purpose differentiating somewhat from person to person (Wilson, 2000). According to Thus Plato, children are educated in a training sense to become â€Å"perfect citizens in the interests of a well-ordered state† (Wilson, 2000 p. 6). With reference to this, education can be used to endorse a favourab le set of ideal values and social practices as set out by Wilson as part of his second temptation that needs special notice (Wilson, 2000).In correspondence to this, Dewey’s model of learning closely relates to this promoting educational progressivism, with the main principle categorising humans as social animals, learning best amongst real life activities, with strong emphasis on problem based learning, following his beliefs that we learn best through action rather than memorisation. (Miettinen, 2000). Progression is embedded in the National Curriculum, with the assumption that children learn in the same sequence with the only difference being the speed at which they do this at ( ).Going against the Piaget cognitivist view and his theory around assimilation and accommodation of constructs and concepts. If children worked along the same sequence then they would have to have the same experiences in order to assimilate new information to that of our existing knowledge, referrin g to the process of adding to our schemata. However when lacking in some pre-existing knowledge to form a connection to new acquired information, rather than adding to the schemata to accommodate the new information the schemata may need to be modified ( ).Having differences in ones experiences causes individuals to learn and work to different sequences. In view of the National Curriculum it often varies from country to country in order to comply with the Nations needs, as global forces are having a damaging effect upon rich humane conceptions, seeing education merely as part of a project often referred to as an investment in human capital for the foundation of success, with their primary assets being that of its’ fellow citizens skills and insights ( ).In response to this learning is seen as key to prosperity as various parties work together to make the national curriculum easier â€Å"back tracking from an overloaded national curriculum to a more manageable one by teachers † (Bottery, 2000 p. 29). In 1988 following the education reform act the National curriculum came into practice, with no pure direction as to who holds the main power towards its contents, although did consist of specific subjects associated with national assessments.Around 1995 decisions about the national curriculum were based on a compromise between the national and local government. (Gur, 2006) The curriculum itself is not as straight forward as one might assume, many professionals have tried to define such a broad concept. Kerrs (Gur, 2006 p. 40) defines curriculum as having â€Å"four interrelated components: Curriculum objectives are defined; knowledge to be taught is decided; learning experiences are selected for the pupil; this process is evaluated whether it is achieved or not†.Since the national curriculum has been brought to educational systems the government has gained power to dictate what is required in terms of ones learning, which in itself has changed s imultaneously over the years( ). â€Å"A largely unquestioned consensus proclaims that educational policy is an effective tool for delivering prosperity and increasing rates of economic growth† (Wolf, 2004). Hindering this is the rise in globalization, and large impact that market forces bring to enterprises such as education, that are changing on a daily basis (Bottery, 2000).With response to this education is being demonised as a result or progressivism with the blame of societal breakdown, creating moral panic ( ). Thus has been seen as the root cause of aspects of this breakdown creating a lax, rebellious workshy youth with presence of diminishing economic performance, due to the increase in unemployment and the lack of basic skills to those who start in the workforce upon leaving education.( ) In agreement to this liberal democrats have underlined the long term problem with high levels of youth unemployment to which Petrook has identified that â€Å"Almost three quarter s (69%) of employers believe that failures in the education system are damaging the UK’s economic performance, with 73% believing they are contributing to a skills crisis† ( )lacking basic skills to enter the workforce upon their departure from the educational system.( ) In contrast to this the teachers role is viewed to facilitate ones learning and provide the correct pedagogy for this to take place to which the government decides whether or not the teaching is to their standards through Ofsted reports along with teacher to learner ratios with each settings employment status each academic year, following the curriculum contents. ( ) Amongst others, the government decides which schools get what funding, based on the qualifications the school can obtain and the amount of students that attend their educational syatem, which then gets presented in the league tables ( ).However due to the increase in competition between schools, not everyone gets the most out of the educati onal system as most often in schools teachers favour those who can gain results and show this amongst the schools effectiveness to gain more funding rather than on those who may not reach the schools high expectations. The schools main concerns as research shows is to concentrate on pass marks as it does not matter what is being learnt so long as learning takes place.The educational system has been reviewed by the authoritarian government and recently Miliban has pledged to introduce new vocational qualifications seen as the technical baccalaureate for 14 to 18 year olds who do not intend of entering into further education by means of university, with the condition that students study English and maths during this time ( ) this appears to be largely influenced by Alison Wolfs report (Department For Education, 2012) ‘analyses 14- 16 year olds being on courses encouraged by the league tables by which may lead children to dead-ends, as a quarter to a third of such courses do not lead onto higher education or good jobs’.This group of students are viewed as the forgotten 50 with the focus until now being on those entering University. Miliban states â€Å" we need to build a culture in our country where vocational qualifications are not seen as 2nd class certificates but for what they can be – a real route on and up to quality apprenticeships and jobs† ( ). As vocational education has been seen as not good enough, to the point that the overall vocational qualifications have been downgraded, some such as an engineering diploma has gone from the equivalent to five GCSE’s to just one, despite the work ethic being that of five subjects, and the basic skills lying in more academic subjects such as maths and English are still failing two years later (Harrison, 2011 and Burns, 2012).This in itself should be more favourable than the vocational education that was originally introduced during the 1980/90’s, with the conservative govern ment acting with its employers to reduce the training costs and replacing the original dual system in place to which appentices attended college once a week for training, with competence based vocational qualifications. When this took place much criticism with â€Å"question on wisdom of allowing apprentices procedural know-how with understanding of theoretical principles on which it is based† (QUOTE). 1998 this was then announced as a failure as â€Å"national skills taskforce should not be allowed to conceal its significance for future vocational education and training in the UK†. (QUOTE) In conclusion

The Role of a Trainer / Assessor

The role of a Trainer / Assessor In my opinion, the role of a trainer / assessor is:- * Liaise with clients / learners and the sponsoring organisation. * Completing Individual learning plans with learners. * Preparing session plans / Scheme of work. * Conducting inductions where appropriate. * Delivering of training sessions. * Carry out one to one sessions. * Conduct assessments and tests. * Marking learners work and providing feedback to learners on progress throughout the course. * Complete assessment results forms that has to be submitted to awarding bodies within the stated deadline. Complete course reports that have to be submitted to awarding body within the specified deadline. * Maintain learners’ attendance records. * Handing out certificates at the end of course and submitting evaluation to the awarding body at the required time. * Carrying out duties including collection of enrolment forms that are forwarded to central administration by specified times. * A trainer / assessor is expected to monitor the behaviour of learners and advise management where incidents which causes concern to staff or learners.Such matters may include discrimination, bullying, equity issues, language and literacy problems that are affecting student performance. * Monitor classroom safety and OH&S issues (Duty of Care) and advices of matters that need to be reported for follow up in premises that have been provided by clients. * Must always source out ways of providing help and support for learners. * Must have an understanding of the Equality Act with the ability to set boundaries. * Excellent Time management skill Plan for first 30 days at work|Week 1| Date| Topics| Details| Time| Notes| MondayTuesdayWednesdayThursdayFridaySaturday| Getting to know the ethos of the organisation, | * Understand the rules and regulations * Who are my learners / my client group * My duties and work structure * Get to know my boss / verifier and colleagues * Work materials and resources available to me * Start building folders for learner / clients * Go through the list of learners / Clients * Booking one to one sessions * Sending out letters where needed. 9:00am to —–pm| (1) It is important for me to understand the rules and regulations of the organisation in order for me to know the boundaries set for learners and me. | | | | | (2) Important to understand how my workload and duties has been structured, set targets, deadlines etc. | | | | | (3) Meeting the team, seeing and understanding how they work is useful and will guide me. A meeting with the verifier is important. | | | | | (4) Imperative to see what work materials that I need to use and what resources that are available for my learners and I. | | | | (5) If there is a list of clients already, seeing the list of learners and their files will be useful. | | | | | (6) Booking learners to meet with me for a one to one session to complete individual learning plans and getting to know each other and their needs. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Week 2| Date| Topic| Details| Time| Notes| MondayTuesdayWednesdayThursdayFridaySaturday| Initial assessments and planning| * Getting to know my learners / clients. Understanding their needs * Agreeing mile stones with learners * Planning and sourcing various training materials and resources for my learners / clients * Planning training sessions / assessments * Booking training sessions / assessments * Consulting with management / verifier to give and gain feedbacks| 9:00am to —–pm| (1) The plan is to see approximately 7 learners per day booked at 30 minutes intervals. | | | | | (2) Using the one to one information to source out what resources and support needed for each learner / client. | | | | (3) A design for the training session to commence, it needs to include various methods to include all learners, i. e, visual, audio, handouts and games. | | | | | (4) Booki ng in house training sessions, group and individual sessions, source out the needs and work materials for each learner. | | | | | (5) Consulting with verifier and management to ensure that I am on the right track. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |Week 3| Date| Topics| Details| Time| Notes| MondayTuesdayWednesdayThursdayFridaySaturday| Start of training / assessments. | * Start first training session * Hand learners feedback form to rate session * Next session with learner * Agree on review dates * Updating of learners data base * Send management feedbacks * Liaise with management / verifier. * Prepare for the next day. | 9:00am to —–pm| (1) The amount of clients seen in a week for training will depend on the amount of clients in group sessions or a one to one sessions and locations. | | | | (2) Review dates will be on a fortnightly plan or as designed by the orga nisation. | | | | | (3) At the end of each session / day learners data base must be updated. | | | | | (4) Ensure feedbacks are handed in and liaise with line manager. | | | | | (5) Make calls to learners to be visited the next day to ensure they remember the appointment, liaise with their managers to ensure that the session is still ok to go on. | | | | | (6) Ensure that all learning materials and resources for the next day sessions are ready. | | | | (7) Liaise with management / verifier for feedback and support where needed. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Week 4| Date| Topics| Details| Time| Notes| MondayTuesdayWednesdayThursdayFridaySaturday| | Training sessions| * Continue training sessions * Making appointments for new sessions and booking review dates. * Liaising with management / verifier. * Ensuring resources and work materials available. * Complete all documents. * Assess learner’s work * Update learner’s database. Confirming next day’s appointments. | 9:00am to —- pm| | | | | | | (1) Continue training sessions and re-capping on previous session, confirming the next session. | | | | | | (2) Ensure reviews are booked with learners, send out emails to notify / remind learners. | | | | | | (3) Review learners work handed in. | | | | | | (4) Ensure that all documents are completed on a daily basis to avoid back log and loss. All learners database must be updated each time new information comes in and after each review, assessment or test. | | | | | (5) Always ensure that there are work materials and resources available for learners. | | | | | | (6) Ensure that all appoints for the next day are confirmed, a re-booking should be made on the same day of receiving a cancellation. | | | | | | (7) Ensure communication with verifier / management, complete feedbacks, submit feedbacks etc. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Week 5| Date| Topics| Details| Time| Notes| MondayTuesdayWednesdayThursdayFridaySaturday| Training and Review sessions. * Conduct training sessions * Start first review session using individual learning plan. * Provide feedbacks and set new mile stones. * Complete learners database * Liaise with management / verifier. * Book sessions and confirm next day’s sessions / meetings * Complete all needed documents. | 9:00am to —- pm| (1) Ensure that there is a feedback from learners after each session. | | | | | (2) Ensure all reviews are carried out promptly, fairly, with positive and encouraging notes to it. Set new goals after a review of previous goals set in the individual learning plan.Adopt the PSP Mode. | | | | | (3) Ensure learner’s database is completed and booked next review session and one to one tutoring if need be. | | | | | (4) Ensure all documents are completed promptly and correctly. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Week 6| Date| Topics| details| Time| Notes| MondayTuesdayWednesdayThursdayFriday| Training, Reviews and Tests| * Continue training sessions. * Continue reviews, setting new mile stones and providing feedbacks. Set Tests where needed depending on awarding body. * Liaise with management / verifier. * Book new appointments and confirm next day’s appointments. * Update Learners database * Complete various documents needed. | 9:00am to —-pm| (1) Set tests when required to do so by verifier and management. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |

Sharing Economy - 10348 Words

Sharing corps: Should company build competitive advantage by embracing the sharing economy? SHARING CORPS SHOULD COMPANIES build a new competitive advantage BY embracing the SHARING ECONOMY? ECOVALA - December 2013 1 Sharing corps: Should company build competitive advantage by embracing the sharing economy? Ecovala  © 2013 This report was produced by the Ecovala in December 2013. If no other source is specified, the contents of this report are under a Creative Commons Attribution – Non-Commercial - Share Alike 3.0 Unported License. You can find the full text of the license in this website. Ecovala Ecovala provides innovative solutions to private and public organisations to accelerate their transition towards†¦show more content†¦7 Economical benefits.......................................................................................................................................................... 7 Social benefits ................................................................................................................................................................... 7 A MULTI-LEVEL PERSPECTIVE ON THE SHARING ECONOMY ...................................................................................................... 8 A Transition Management Framework .................................................................................................................................. 8 The macro level (Landscape) ............................................................................................................................................ 8 Meso Level (regime) ......................................................................................................................................................... 8 Micro level (niches) .......................................................................................................................................................... 9 A multi-level perspective on the sharing economyShow MoreRelatedCase Study : The Sharing Economy1821 Words   |  8 Pages2015 Case Study: The Sharing Economy This reflective case study is about the Sharing Economy and how businesses have since evolved from the Machine Age era to now communicating in the Information Age. 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