The Influence of Professional Practice and Magnet Designation in Healthcare Institutions

After looking through the different websites, and considering what qualities I am seeking in my future profession as a nurse, I found they all hold values I want to experience in my practice. However, the one that caught my attention foremost is the ANCC’s magnet status. According the ANCC’s website, “Magnet Recognition is an organizational credential awarded to exceptional health care organizations that meet ANCC standards for quality patient care, nursing excellence, and innovations in professional nursing practice” (Magnet Model, 2015). Receiving Magnet recognition is not an easy task seeing as only 82 hospitals are recognized. The “magnet model”, a guideline for achieving status as a magnet hospital, includes the components of transformational

Forces of magnetism, nurse-sensitive quality indicators, which reflect elements of patient care that, are directly affected by nursing practice (Schmidt and McFarlane 2015). These indicators are said to reflect three aspects of nursing care: structure, process, and outcomes. The establishment of Forces of Magnetism (14) by the American Nurses Credentialing Center (ANCC) 2013 was created to provide the conceptual framework for the Magnet appraisal process. Must of the original design was to differentiated organizations best able to recruit and retain nurses during the nursing shortages of the 1970s and 1980s (Schmidt and McFarlane 2016 and Forces of Magnetism 2018).

The American Nurses Credentialing Center (ANCC), through the Magnet Recognition Program aims to raise quality of patient care while utilizing evidence based nursing practice (Jayawardhana, Welton, & Lindroth, 2014). An article published in the Journal of Nursing Administration reports that “application fees, appraiser fees, site visit costs, and document preparation” can range from $46,000 to $251,000 depending on the institution. While there can be some drawbacks to the financial implications of obtaining a Magnet status, it is important to understand why such recognition exists in the first place (Drenkard, 2010). The Magnet certification of the ANCC, encourages nurses to utilize research and evidence base practice to improve the delivery

A clinical ladder program is designed to recognize staff nurses advancement of skill and knowledge without having the nurse leave direct patient

The Magnet Status refers to “a status given to a hospital that meets a set of criteria aimed at measuring its strength and quality of nursing (Nurses, 2015).” Some of the reasons why hospitals want that Magnet status were to create the quality of care back to nurses, making their services important, and investing in them. The Magnet philosophy is about the right staff acuity, nursing skills, and clinical environment. Continuing to strive for excellence is one of the main goals. According to an article, to be a magnet status hospital, you must have nursing resources such as higher education for nurses (Nurses, 2015). This concept benefits nursing positions, the hospital, and patient care.

I am a member of a hospital with a magnet status. Being a part of such a prestige status holds a high standard. This magnet recognition focuses on providing excellence in quality patient care. This has impacted the work I do by inspiring others while giving my patients quality

Currently, 6% of hospitals in the United States hold Magnet status (Lowell General Hospital, n.d.). Being a Magnet hospital is an accreditation awarded by the American Nurses Credentialing Center (Lowell General Hospital, n.d.). Such recognition is given to hospitals that aim to focus on quality-patient care provided by nurses (Lowell General Hospital, n.d.). This status is earned and achieved after extensive review, and is good for four years before they are required to meet 35 different areas of focus again (Lowell General Hospital, n.d.). Trinkoff et al. (2010) review the working conditions of hospitals to determine whether Magnet status improves nursing working conditions. The authors of this article come from different areas of expertise as they hold nursing degrees, PhD degrees, ScD degrees, and many others with an educational background in statistics, epidemiology, and nursing. However, the authors fail to study the patient outcomes between Magnet and non-Magnet hospitals and to see if Magnet status has an impact on patient outcomes. They fail to look at the entire picture, as their primary focus is on the working conditions of nurses, and not the patients.

I also agree based onmy research as well the difference between Magnet hospitals vs Non-Magnet hospitals. There is a great deal of differences including higher numbers of autonomy and job satisfaction. AS stated in my post,

Magnet recognition is a performance recognition that was started by the American Nurses Credentialing Center (Drenkard, 2010). The recognition is awarded to facilities who have applied and met the requirements (Magnet Recognition and Pathway to Excellence, 2018). The goals of the Magnet recognition are to improve positive patient outcomes while also providing an environment which promotes growth and safety for the nurses (Magnet Recognition and Pathway to Excellence, 2018). The opportunities for nurses that are provided by the Magnet recognition are continued education, promotion of growth by certifications and licenses, recognition of individual nurses, and staff satisfaction (Magnet Recognition and Pathway to Excellence,

The magnet hospital model is an international design to provide optimal framework for nursing care and future research. The model is composed of transformational leadership, empirical outcomes, exemplary professional practice, structural empowerment, and new knowledge combined with innovations and improvements. Hospitals that participate in the model and were awarded the title are constantly looking to improve and expand. They strive to provide expert care globally. Scheduling and staffing are done in a way to keep nurses from burning out. The lower the burnout rate the higher the rate of satisfaction and overall health of patients. When nurses are not burnt out they work optimally and want to work with their patients and that creates

There are many ways that a facility changes when implementing and maintaining Magnet Recognition. Here we will discuss 3 ways Magnet Recognitions has influenced such change. First, we need to look at the change that occurs at the management level. Next is a way staff can improve themselves as well as the facility. Last is the participation from the physicians. All of these must be achieved together to reach excellent nursing care and Magnet Recognition.

Patients want and expect to receive high quality care. Nurses want to provide the best care possible to their patients and like everybody else; want a pleasing job environment. Hospitals, on the other hand, are expected to provide a safe environment to patients, have enough nursing staff and remain profitable (Keller, Dulle, Kwiecinski, Altimier & Owens, 2013). The ultimate goal is to improve quality of care and patient safety across the United States; therefore, all the different interests of these major stakeholders should be taken into

Many healthcare organizations worldwide are striving to achieve magnet designation. Having the magnet title is essential because it recognizes healthcare organizations that act as a “magnet” for excellence by establishing a work environment that identifies, rewards, and promotes professional nursing (ANCC Magnet Designation, 2012). A magnet hospital is considered to be one where nursing provides excellent patient care, where nurses have a high level of job satisfaction, and where there is a low staff

The researchers surveyed 3186 nurses on staff at 56 hospitals; 52 academic hospitals and 4 non-academic hospitals. The researchers compared the results of the nurses’ surveys with information about the location of the hospital (rural or urban), the hospital environment (managerial support, good relationships among team members, the nurses’ involvement in decision-making), the nurses’ educational levels, and the staffing (nurse:patient ratio). The researchers also interviewed nurse managers and leaders to evaluate their input on nurse retention and nursing shortages in a qualitative portion of the study. In the article “Effective strategies for nurse retention in acute hospitals: A mixed method study”, the researchers state “the results show that nurse staffing and the quality of the nurse practice environment (i.e. managerial support of nursing care, good relations between doctors and nurses, nurse participation in decision-making and organizational priorities on quality of care) are significantly associated with intention-to-leave the hospital” (Van den Heede et al., 2013, p. 192). This association is related with increase nurse satisfaction with environment and staffing is related to decreased intention to leave the hospital, or an inverse relationship. These researchers also shed light on the fact that Magnet hospitals have far better nurse retention and nurse satisfaction. Thus, focusing on and achieving a Magnet status can be an effective

There is a shortage of all health care professions throughout the United States. One shortage in particular that society should be very concerned about is the shortage of Registered Nurses. Registered Nurses make up the single largest healthcare profession in the United States. A registered nurse is a vital healthcare professional that has earned a two or four year degree and has the upper-most responsibility in providing direct patient care and staff management in a hospital or other treatment facilities (Registered Nurse (RN) Degree and Career Overview., 2009). This shortage issue is imperative because RN's affect everyone sometime in their lifetime. Nurses serve groups, families and individuals to foster