Magnet Recognition 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 book tells us the story of the Egyptian Pharaoh, Thutmose III. It tells us about his childhood, accession to the throne, and also his military conquests. His childhood was not that of other children’s at the time, the book describes how children got more freedom and had more leisure time up to a certain age. In Thutmose’s case, he was sent to train as a priest of Amun. Something in which he embraced over the years. However, he didn't just practice in religion he also at a young age was put through harsh military training. It taught him skills in commanding men, and it also taught him tactics. The reason for these actions is because at the time he was born, Thutmose II had died and Thutmose III was too young to rule Egypt. So the queen Hatshepsut took control of Egypt and declared herself pharaoh.

This educational needs assessment will cover the hospital I serve in. It is a full service, 139 bed community hospital located on a scenic campus in. The hospital staff pride ourselves on providing the highest quality care in all service areas. Our intense focus on customer service and patient safety has created a unique healing environment. In addition to our personalized care, we offer state-of-the-art technology and a medical staff consisting of the finest physicians in the area. All of the patient rooms are private and we provide free, convenient parking in a safe neighborhood. We have also achieved top scores from the Joint Commission and the State Department of Health and are accredited Chest Pain Center. The hospital is partially owned by physicians. Needs Assessment The nursing services provided at my hospital include a number of clinical services in areas such as bariatric care, cardiology, robotic surgery, the day hospital, pediatrics and a number of other areas. As mentioned above, the hospital is a full service institution that is well awarded and provides a lot of services. However, even in great institutions, things can be improved for the approximately 200 nurses employed on staff. From the research that this author has doen, the geatest gap in our hospital's educational needs (and possibly the most expensive is the lack of knowledge of HIPAA (Health Insurance Portability and Accountability Act) amongst hospital staff nurses. To test fellow

The Institute of Medicine’s 2010 report on The Future of Nursing: Leading Change, Advancing Health acknowledges the changing healthcare sector in the US and describes future vision of healthcare and the role of nurses to fulfill that vision. The United States always strives to provide affordable and quality healthcare to the entire population of the country. In order to achieve this goal an overall restructuring of the healthcare system was necessitated. Nurses are considered to be the central part of the healthcare system to provide high quality and safe patient care. Nursing in the US is the single largest segment of the healthcare workforce with almost 3 million nurses working in different areas across the county. The changing

Nursing satisfaction has criteria for change; as documented in the Future of Nursing’s report, by the Institute of Medicine in cooperation with the Robert Wood Johnson Foundations’, Campaign for Action. (IOM, 2010) (RWFF, 2010) Both reports lay the groundwork that influences NC current nursing shortage. At the same time; to make health care more affordable, the Affordable Care Act was entered into law (ACA, 2010). Additionally, hospitals and other health care facilities are applying for, and meeting criteria for accreditation and is very clear about implementing a mandatory, entry level, BSN

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,

Nursing care involves a wide range of interventions which are then draw diverse evidence base of knowledge and research of nurses. When providing evidence in practice it is very important that the records are accurately maintained in order for the evidence to be considered. The main reason for research to be evaluated and critiqued is due to evidence based practice. When carrying out Evidence Based Practice it is important to start off with a clear precisely aimed outcome that needs to be achieved. Evidenced based nursing is also the approach that nurses take to provide their patients with the best care that they can. This doesn’t just begin with the patient but stems to the families. The magnet hospital model upholds this to an exceptional level. They make it their goal to provide absolutely best care for their patients and they are awarded for it. Archiebald Cochran was a pioneer in evidenced based nursing. He published “Effectiveness and Efficiency” in 1971 where he criticized the lack of reliability in EBN. He argued the need for evidence in nursing. Being the founder of evidence based nursing his influence and dedication were said to be the key in making well-formed decisions about healthcare. EBN consists of formulating a question, gathering evidence to answer clinical questions, deciding which would be best, assessment of the patient, and evaluation. EBN paved the way for nursing

The American Nurses’ Credentialing Center (ANCC), a branch of the American Nurses Association (ANA), which evaluates the hospitals, nurses and the quality of patient care, introduced the Magnet Recognition Program. The Magnet Program has evolved from sole focus on hospital nurses to now offering recognition to long – term and other patient care organizations in the Unites States as well as internationally. Since the program was established in the 1980’s, there are now well over three hundred and fifty organizations with Magnet Recognition (Cox, Carroll, & Sexton, 2005). The qualifications for the Magnet Recognition Program are as followed; “1. the delivery of nursing care to patients, 2.the development

In order for Evidenced based practice (EBP) to be successfully adopted and maintained, nurses and other healthcare professionals realize that it has to be adopted by individual providers, microsystems and system leaders, as well as policy makers. Federal, state, local, and other regulatory bodies are necessary for EBP adoption. An example of this is the mark of excellence in nursing used by the Magnet Recognition Program (Stevens, 2013). The development of evidenced based practice is fueled by the increasing public and professional demand for accountability in safety and quality improvement in healthcare (Stevens, 2013). An example of federal program that has emerged because of EBP is Congress funding the Patient –Centered Outcomes Research Institute (PCORI) with the following mission: “The PCORI helps people make informed healthcare decisions, and improves healthcare delivery and outcomes, by producing and promoting high integrity, evidence-based information that comes from research guided by patients, caregivers and the broader healthcare community”(PCORI, 2013).

Magnet status of hospitals attracts nurses who are looking for an institution that provides quality patient care, nursing excellence, and innovations in professional nursing practice. The Magnet Recognition from the American Nurses Credentialing Center (ANCC), a subsidiary of the American Nurses Association (ANA), is the most prestigious merit recognition that a healthcare organization can receive for nursing excellence and quality patient care (American Nurses Credentialing Center [ANCC], 2015). Achieving this prestige distinction is the result of a commitment to nursing and patient care through quality and interdisciplinary collaboration. The idea of Magnet Recognition was first developed by ANCC after a research conducted in 1981 that explored the issue of recruitment and retention of nurses during the 1970s and 1980s nursing shortage crisis (Finkelman & Kenner, 2013). The results of the study identified 14 characteristics that enabled hospitals to recruit and retain nurses during the shortage; thus, making these 14 characteristics to be the basis for Forces of Magnetism. The 14 Forces of Magnetism include:

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).

Seventeen. Seventeen men and boys who never got the opportunity to have a future. Seventeen families who grieved and lost hours of sleep, waiting on their son, brother, or friend to come home but never would. Seventeen young lives taken by one of the most infamous serial killers in the history of the United States; Jeffrey Lionel Dahmer. Jeffrey Dahmer was much more than a murderer; he raped, ate, and sometimes preserved certain body parts of his victims. But, why? What drove this man to commit such gory and violent crimes? As a child, Dahmer experienced severe negligence by his parents. His mother was a stay-at-home mom (and psychologically ill) and his father was a student at Marquette University. Jeffery’s father traveled for his studies and was never in the household. This engendered his mother’s desire for her husband’s affection but never received it due to his absence. The problems that existed between them provoked a lack of the childhood care that young Jeffery needed. He was often lonely and excluded himself from people. As a child, Dahmer had an extreme and odd fascination in the dismemberment of animals. His parents never gave it much attention and thought this interest was very normal. This was only the beginning of Jeffery’s anatomic study of dead beings. Dahmer may seem like a complete psychopath and indeed he was, but he is only one of thousands of serial

In the early 1980s it came to light that while the supply of nurses had reached a record high, only 80% of hospitals nationwide had adequate nurse staffing levels (American Nurse Credentialing Center, 2011, p. 8). To address this issue a taskforce was formed within the American Academy of Nursing (AAN). Through an initial study of 165 hospitals, the AAN determined the characteristics of healthcare organizations that were magnetically attracting and retaining nurses as employees (American Nurse Credentialing Center, p. 9). In this study the AAN found “Forces of Magnetism” that contributed to the high level of job satisfaction amongst nurses, superior quality of care, low job turnover, and high level of nurse involvement in leadership, decision-making, and research. In the early 1990s, catapulted by the findings of this initial study, the American Nurses Credentialing Center (ANCC) developed the Magnet Recognition Program. The intention of the ANCC’s Magnet Recognition Program was threefold: To reward hospitals that demonstrated “excellence in the delivery of nursing services to patients;” to encourage quality in the nursing work environment to support practicing professional nurses; and to guide navigation for the dissemination of evidenced-based clinical nursing practice (American Nurse Credentialing Center, 2011, p. 14).

In the early 1980s there was a significant nursing shortage and high turnover at hospitals. Research by the American Academy of Nursing recognized forty-one hospitals that attracted nurses to work at their location because of their more collaborative and supportive work environments. These hospitals were more effective with filling nursing job vacancies compared with similar hospitals. The American Nurse’s Credentialing Center (ANCC), an organization of American Nurses Association developed a voluntary recognition program to formally credential Magnet hospitals, and the first Magnet hospital was credentialed in 1994 (Kelly, 2011). ANCC review certain criteria that are design to measure the quality and strength of nursing practice at the hospital. Nurses who work at these Magnet hospitals have higher job satisfaction and reports that they have better communication between the nurses and other healthcare team. Most importantly, Magnet hospitals have high quality nursing care, better patient outcomes, and high patient satisfaction.

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.