I acknowledge, as a new graduate, that I will launch my administration career as an RN. Maragh (2011) suggests that this position will offer me the chance to learn the daily tasks and challenges that make the nursing practice. Indeed, my educational background will most likely include business and health care administration. These courses have an important part to play in helping improve my skills around quality care for reduced length of stay/excuse days (Maragh, 2011).
At two years’ experience, I will have the desired motivation, leadership, and analytical skills to attract all those individuals interested in organizational change. Stefancyk et al. (2013) note that my intermediate role as an administrator will imply that I can provide leadership to a small team of nurses. I will also have the ability to ensure that these individuals work best at the departmental level for the ultimate achievement of organizational goals. I feel that this is the time I start thinking about enrolling for higher education to become an MSN (Stefancyk et al., 2013).
After five years’ of experience, I will be responsible offering leadership to large teams of nurses. Similarly, I will employ my leadership skills in ensuring my nurses offer the best patient care to reduce the length of stay/excuse days. I am aware that I am not in the career for the financial benefits. Instead, I will work towards the fulfillment of a change-oriented mission (Stefancyk et al., 2013).
Finally, I would have earned my Ph.D. after ten years of experience. When this time comes, I will be able to create budgets and approve the expenditure of an aggregate role. NACNS (2013) suggests that my role could also include making decisions on policies aimed at reducing the length of stay/excuse days. I will serve as a leader that motivates all RNs into supervisory and director positions. As time passes by, I might choose a new career direction as either a writer or consultant. Here, I will offer my advice and literary skills to schools and professional institutions (NACNS, 2013).
References
Maragh, K. (2011). The Nurse Leader as Change Agent and Role Model: Thoughts of a New Nurse Manager. Nurse Leader, 9 (3), 39-42.
NACNS. (2013, December). Impact of the Clinical Nurse Specialist Role on the Costs and Quality of Health Care. Retrieved from National Association of Clinical Nurse Specialists: http://www.nacns.org/docs/CNSOutcomes131204.pdf
Stefancyk, A., Hancock, B., & Meadows, M. (2013). The nurse manager: change agent, change coach? Nursing Administration Quarterly, 37 (1), 13-17.
