Magnet Compliance Report

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

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

According to literature Magnet Recognition can function as a type of organizational intervention to produce improved patient outcomes. In addition, achieving Magnet recognition acts as an indicator of the hospitals investment in nursing. This information is an accessible indicator that is often taken into account by the likes of U.S News and World Report Best Hospitals when creating high profile quality ratings (Tubbs-Cooley et al., 2017). Due to this information being published in major media reports and readily accessible to the public it can potentate an increase in clients seeking treatment at Magnet hospitals. Moreover, this makes the hospital a desirable place of employment for highly skilled competent nurses which can improve the delivery of care and patient outcomes. Specific patient outcomes that are addressed in the next sections confirm these claims and make achieving Magnet status that much more

195). As stated by Birk (2007) American Nurses Credentialing Center (ANCC) standards for magnet classification speaks of applied theoretical framework and articulated philosophy in day to day operations. Landmark and Hickey (2007) states that the components of a magnet environment that will likely contribute to high consensus within the organization are the magnet programs attention on sequences between nursing mission, vision, values, philosophy and strategic priorities and those organizations.

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 asks healthcare organizations to define their philosophy because it is the leading resource for establishing effective and efficient nursing practices. (Magnet Monday, n.d.). This magnet is a landmark behind the success of certain hospitals with low turnover rates, better quality of care, decreased length of stay, and improved outcomes. (Magnet Monday, n.d.). American Nurses Credentialing Center for Magnet status is a prestigious award that not all hospitals attain. Those who are Magnet status have higher nurse retention and satisfaction, improved quality of care, less nurse burnout, and lower mortality rates

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

I had the opportunity of working at a healthcare setting transitioning to Magnet status recently. The transition was a slow process and changes effecting the patient’s care weren’t the first to be addressed. For instance, the hospital started remodeling the nurse’s desks before purchasing much needed intravenous pumps, suction set ups, blood pressure cuffs, and cardiopulmonary resuscitation masks for each room. The most immediate change we noticed was the input requested from nurses. A doctor complained we weren’t pulling the sheaths correctly because we had a high complication rate. The nurses on the floor were given the task of investigating the complications and seeking out ways to resolve them. After investigating all sheath pulls for six

Healthcare systems and the way safe, quality health care is delivered are continually changing to better serve patients and communities. Professional nursing practice is a large component in the healthcare system today. Back in the 1960s, professional nursing leaders tried to adopt the bachelor degree programs as the only educational track to become a registered nurse (Creasia & Friberg, 2011). Due to nursing shortages and demands this motive did not hold fast. Individuals entering the nursing profession today must first decide which educational pathway to take to become a Registered Nurse (RN).

Increasing acuity and rising complexity of acute-care patient populations, lack of a standard national nurse residency program, low job satisfaction scores of graduate nurses, and a high turnover rate of graduate nurses are a few of the important factors that led to the creation of the University HealthSystem Consortium (UHC) and the American Association of Colleges of Nursing (AACN) national nurse residency program (NRP).

­It all started when we went shopping for a magnet for a demonstration on liquid body armor. We wanted to show that a magnetic field could cause certain liquids to behave as solids. Along with the petri dishes and iron filings we needed, the Steve Spangler Science catalog had a neodymium magnet it described as "super strong. " We ordered our supplies, hoping that the magnet would be powerful enough to create an effect we could capture on film.

The American Nurses Credentialing Center (ACNN) sponsors the Magnet Recognition Program, which focuses on the development of nursing practices and evaluates the environment where nursing is practiced. This program is well recognized by organizations throughout the country, as the Magnet Journey and is considered to be one of the highest achievements that organizations can obtain (Broom, & Tilbury, 2007). Organizations that strive to achieve the Magnet designation, acknowledge the link between a healthy work environment and the development of an organization of nursing excellence. Hospitals utilizing the Magnet concept demonstrate the following characteristics; (a) authentic leadership, (b) skilled communication, (c) effective decision making, (d) quality patient care processes, (e) collaboration and teamwork among all healthcare workers, (f) professional growth and accountability, (g) clinically competent staff and (h) adequate staffing levels (Shirey, 2006). All the above components

In 2008, The Robert Wood Johnson Foundation (RWJF) and the Institute of Medicine (IOM) launched an initiative to assess and reform the nursing profession to address the complex unique nursing needs for the current world. The IOM report published in 2010 calls on nurses to take greater role in the healthcare system by taking leadership roles and obtaining high level education. The report envisions nurses to use their full potential and attain academic progression to redesign the healthcare profession in United States.

Magnet hospitals are named for their potential to attract and retain qualified nurses. Magnet hospitals are facilities that have been certified by the American Nurses Credentialing Center for promoting positive patient outcomes through best practices in nursing (Upenieks, 2003). The Magnet environment fosters autonomy and professional nursing practice. Research shows that Magnet hospitals have better work environments, a more highly educated nursing workforce, superior nurse-to-patient staffing ratios, and higher nurse satisfaction than non-Magnet hospitals (Aiken, Kelly, & McHugh, 2011). Implementation of that environment requires the ability to create trust, accountability, and open communication in changing times.

Being a registered nurse affords one the option of working in many diverse healthcare settings. In any practice setting the climate of health care change is evident. There are diverse entities involved in the implementation and recommendation of these practice changes. These are led by the Robert Wood Johnson Foundation (RWJF), the Institute of Medicine (IOM), nursing campaign for action initiatives, as well as individual state-based action coalitions. Nurses need to be prepared and cognizant of the transformations occurring in health care settings as well as the plans that put them at the forefront of the future.