Leadership And Management Of Magnet Hospitals

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From the beginning of nursing school and throughout most of one’s career, nurses are taught to look at what is wrong. Nursing diagnoses are made based on a problem or potential problem with an intervention to achieve an outcome for which the nurse is accountable. While this method is effective in designing a nursing care plan for a patient, it is not the most effective way of diagnosing the problems within a facility that is suffering from poor nurse satisfaction, nurse retention, and nursing shortages. Rather than focusing on what is wrong, the Magnet hospital program that we know today came about by focusing on what is right in successful hospitals. It is a program that has become the gold standard in recognizing positive work…show more content…
Although leadership and management are present in every component, Transformational Leadership and Structural Empowerment are specifically aimed at leaders and managers. For one to appreciate the unique roles of the nursing leader and the nursing manager in the quest for magnet designation, one must first understand their differences. In an overly simplistic explanation, one can differentiate leader and manager roles based on their focus. A leader focuses on human relationships and a manager focuses on task accomplishment (Huber, 2010). There are times when the foci of the outcome may overlap, and processes and strategies are intertwined, but the ultimate goal of the leader and the manager are different. In regard to maintaining magnet designation, leaders will focus on influencing people and group goals. In contrast, managers will focus on organizational objectives and goals. As a result of the different foci, nursing leaders and managers have different skill sets. At the forefront of leadership, there are three clinical skills that are essential for leaders to both lead and influence people. A leader must be able to understand and diagnose problems. This is known as cognitive competency. Leaders must be able to adapt to behaviors and resources particular to the situation. This is behavioral competency. Lastly, leaders must be able to communicate in a way that is understood.
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