Magnet Nursing Education

According to L.H. Aiken et al., there is strong evidence that supports a connection between better nurse staffing and better patient outcomes. Scientists argue that a higher amount of nurses on staff allows for a lower rate of overall patient mortality. The reasoning behind this point is the fact that higher nurse rates correlate with “better nurse care environments.” Patient to nurse ratio, highly educated nurses, and increased nurses on staff during a single period of time effects the environment that allows for proper patient care. If there are too many patients assigned to a single nurse it will lead to increased patient complications (medical care/ medication errors, mortality rates, etc.) increased nurse fatigue, and decreased nurse retention/job satisfaction. Scientists argue that these issues must be looked at immediately because there are “numbers of lives that would be saved through improved care environments.” Scientists also argue that the way to improve care environment is by having hospitals become “magnet

In addition to the content taught in ADN programs, the humanistic BSN education encompasses more of the physical and social sciences (Impact of Education, 2011). The BSN nurse is better prepared to work more independently, therefore is well qualified to practice in healthcare systems outside of the hospital. Bachelor programs “prepare professional nurse generalists for acute care settings, community-based practice, and beginning leadership /management positions” (Creasia & Friberg, 2011, p. 32). This course of study is crucial to the delivery of good, safe, quality patient care. There have been several research studies completed to see if there is a correlation between higher RN education level and better patient outcomes. Several studies concluded there is decrease in mortality rates within hospitals that employee a greater percentage of bachelor prepared nurses (Creating a More, 2011).

With an ever-increasing body of knowledge in the field of nursing, more education is being required to enter the field of nursing. Many healthcare institutions are raising the educational requirements in order to become employed or maintain employment in their facilities. Healthcare organizations are transitioning to hiring registered nurses (RN) who have a higher level of education, such as, a graduate from a Baccalaureate Degree Nursing (BSN) program. The goal of these institutions is to have nurses with a broader array of skills that can meet the growing demands of our patient population. BSN prepared nurses are recognized for their well-rounded skills in critical thinking, management, case management and health promotion versus Associate Degree nurses (ADN)/Diploma nurses that focus on direct patient care.

There is no one definition for philosophy of nursing, there are many that can help illustrate its meaning. According to Cherry and Jacob (2010) philosophy is the set of values and beliefs that guide the actions of the organization and serves as the basis of all planning (p. 344). All nurses should be mindful of the mission and philosophy of their employing organization as well as recognizing the connection between their own intimate values and the organizations. Schrock (1981a) “points out that philosophy of nursing is often mistakenly construed to refer to an ideology of nursing” (p. 1089). Schrock also states some examples like nurses are born, not made and nursing is an art based on common sense (Schrock, 1981a, p. 11). As nurses, understanding our profession helps us to focus more on the care of the patient and improving how we approach different situations.

There are numerous studies depicting the correlation between the four-year degree nursing education and improved patient outcomes. In the August 2008 edition of Health Services Research, Dr. Christopher Friese and associates identified a link between patient outcomes and nursing education level. They determined that moving to a nursing practice environment with a higher proportion of baccalaureate prepared nurses led to a significant decrease in the mortality of hospitalized cancer patients who underwent surgery. In addition to lowered mortality rates, patients also experienced lower failure to rescue rates. In a separate study published by the Journal of Advanced Nursing, researchers at the University of Toronto resolved that facilities with a greater number of BSN prepared nurses had lower 30-day mortality rates. For every 1,000 patients discharged, a 10% increase in the number of baccalaureate degree nurses resulted in 9 fewer deaths (Rosster,

As one might predict from the articles reviewed not one eluded that the bedside nurse disagreed with an improved RN to patient ratio. At this point you may be reading this saying; so hospitals need more nurses, why don’t they hire them. The answer is hospitals do, but because of the growing number of patients in the hospitals, nurse burnout, and nurses moving from one department to another or quitting all together, there is a nursing shortage. The problem becomes how hospitals can retain nurses when there are so many opportunities elsewhere. The upper nursing management, often known as the VP of nursing, collaborate with the accountants and CEO’s of the hospitals and have pressure to save money

To answer the question posed: Is the nursing education level a contributing issue in the deliverance of quality care and patient safety? "The American Association of Colleges of Nursing believes that baccalaureate prepared nurses like other health care providers, practice at a higher level. Nurses processing a Bachelor's Degree are molded to adapt to the changing health care environment and its demands. This can be accomplished by leadership development, as well as critical thinking emphasizing health promotion and disease prevention across all environments of care". (American Association of Colleges of Nursing [AACN], 2012, p. 1)

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

Nurses working for Magnet hospitals are encouraged to increase their professional knowledge. Nurses are encouraged to grow as a clinician by participating in clinical ladder programs, obtaining certifications, and pursuing advanced degrees. Magnet status is a designation for hospitals that wish to provide excellent patient care and promote nursing leadership. Many hospitals offer tuition reimbursement to encourage nurses to continue their education to pursue an advanced degree. Clinical ladders offer professional and monetary gains. A local Magnet hospital in Richmond, Virginia offers reimbursement for the cost of certification exams to help their nurses have an opportunity for certification in their specialty. McClure explains that magnet hospitals develop a culture of excellence by demonstrating best practices and involving nurses in decision making and policy development. There is a correlation between the nurse with a higher level of education and certifications in their area of expertise and positive patient outcomes. (McClure, 2005).

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 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

Despite the benefits of working for a Magnet hospital, not every graduate nurse seeks employment in a facility with Magnet designation. Further,

The broad research problem leading to this study is the belief that nursing shortage in facilities leads to patient safety issues. The review of available literature on this topic shows strong evidence that lower nurse staffing levels in hospitals are associated with worse patient outcomes. Some of these outcomes include very high patient to nurse ratio, fatigue for nurses leading to costly medical mistakes, social environment, nursing staff attrition from the most affected facilities. The study specifically attempts to find a way to understand how nurse

Leadership traits associated with nurse executives are honesty, credibility, supportiveness, visibility, and flexibility. Nurse executives analyze nursing functions and empower nurses through participatory decision making, shared governance, and employee involvement. Nurse executives share the vision and goals of the hospital and promote application of a nursing theory into the nursing care delivery system. They anticipate the future of health care and nursing and serve as monitor, role model, and preceptor to lower level management (Upeniecks, 2003). Nurse executives in the Magnet program are required to have advance practice degrees with certification in their specialty (ANCC). Understanding evidence-based management and enabling the use of evidence-based knowledge provides the nurse executive with the tools to improve patient outcomes. The transformational leader will remove barriers to improvement and encourage outcome based thinking. While nurse leaders are charged with questioning the status quo, nurse managers in the transformational approach to leadership are charged with maintaining the status quo.

“Throughout the last decade, policymakers and practice leaders have recognized that education makes a difference” (Impact of Education, n.d.). Hospitals are also trending towards preferred hiring of bachelors prepared nurses for their workforce. Even national organizations are jumping on the bandwagon requiring “all nurse managers and nurse leaders to hold a baccalaureate or graduate degree in nursing by 2013” (Impact of Education, n.d.), likewise the Institute of Medicine has also recommended that all hospitals have at least 80% of their nursing staff with a BSN or higher by the year 2020 (Impact of Education, n.d.).