Magnet Status Improves Nursing Working Conditions

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

Stanton, M. R. (2004, March). Hospital Nurse Staffing and Quality of Care. Research in Action. Rockville, MD, USA: Agency for Healthcare Research and Quality.

The sample size was large enough since it brought together 2,545 nurses, from different nursing units. In addition, the selection of four different hospitals ensured that there was no bias and that any similarity in research findings could be considered as part of the study’s objectives (Brewer, 2006, p. 650).

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).

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,

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,

The application process for Magnet recognition can take several years and involves the hospital as a whole. The application and appraisal process is evolved, lengthy and voluntary. It takes dedication from all involved with the institute, from the bedside nurse to the highest level of management. A facility begins the process years prior to the actual application time. During this year all in the hospital begin to implement and practice the fourteen forces of Magnetism. These forces center on nursing, from quality to leadership to monument to autonomy and even interdisciplinary relationships and professional development. (Association) Once a facility as met all of the application requirements, paid the fees, a site visit is arraigned. If all goes well, a hospital is awarded Magnet Recognition.

In today’s world, healthcare is under a microscope. Surveys are done, standards are set, and patients have the option to choose where they receive their care. Research is conducted on physicians, quality of care, and cost of care are becoming the main thoughts when choosing a hospital. When you hear “Magnet Status Hospital” (MSH) it immediately grabs your attention. What exactly sets an MSH on a higher level than one that’s not? More importantly, how does this affect the nurses? The purpose of this paper is to explain the increasing rise of MSH ‘s, why healthcare, specifically nursing, is trending in this way, how it affects nurses, and the benefits of attaining magnet status.

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

As the United States health care system continues to undergo rapid changes a sought-after paradigm is making its way to the forefront of the United States hospitals setting new standards of excellence. The Magnet Recognition Program formally initiated a few decades ago continues to expand to many different health care organizations, widely associated with hospitals. The foundation of this program is based on differentiating specific hospitals by their leadership and organizational structures that support the highest quality of nursing (Tubbs-Cooley et al., 2017). After a thorough assessment, of the current acute care Immersion setting at Thomas Jefferson University Hospital it is evident that Magnet status does affect patient outcomes. To support this claim, this paper will focus on the underlying reasons for hospitals to pursue Magnet accreditation, the benefits of being a patient at such a hospital, and the benefits for nurses.

The Magnet Recognition Program symbolizes the highest level of nursing excellence, quality patient care, and innovations in professional nursing practice. Magnet Recognition has become the “gold standard” for nursing excellence, making more hospitals aspiring to achieve this status. A Magnet hospital is said to be one where nurses deliver excellent patient outcomes, there is a low nurse turn over rate, and a high level of job satisfaction in nurses. Healthcare organizations have been able to gain ample opportunity and reflection through the process. Yet, Magnet Recognitions has its own limitations and benefits. The Magnet Recognition Program strengthens the institution in which it represents their opportunities for advancement, team building, and quality improvement.

Also, to attain magnet status hospitals must follow a set of steps. They must first perform a gap analysis to prove that each of the fourteen forces of magnetism are present within the hospital (Turkel, 2004). Next, they must educate the organization, develop a work plan to fix the gaps identified in the gap analysis, and submit the application (Flores, 2007). After they submit their application, they must prepare a written document for submission to the American Nurses Credentialing Center, prepare for the ANCC site survey, and prepare

Evidence-based practice, outcomes that promote education, and communication between interdisciplinary groups such as physicians and staff are the very core of the magnet movement. Patient focused outcomes have been a main focus of various scholarly articles and investigations. In a recent article Michelle Barrella, (2007), explains how nurse

Barry Hill (2017) performed studies related to the quality of care that patients receive and what factors are associated with those perceptions. One area that was noted to be of importance and directly related to quality of care provided to patients is staff dissatisfaction and burnout. This study also found that longer shifts contributed to increased amounts of emotional exhaustion leading to decreased quality of care for patients. Addressing staffing needs early and intervening can decrease the amount of nurse burnout and dissatisfaction that is often seen. This study has shown that hiring additional competent nurses reduces medication errors, falls, infections, wounds, and decreases hospital litigation costs, while improving staff morale, patient experience and care, and cost-effectiveness for the hospital.

Hospitals nationwide are experiencing nurse shortage and increased workloads because of shorter hospital stays, fewer support resources and higher acuity in patients (Vahey, D. C., Aiken, L. H., Sloane, D. M., Clarke, S. P., & Vargas, D., 2004). Higher nurse workloads are directly associated with job burnout and job dissatisfaction which in turn causes more voluntary nurse turnover and relates to the increased nursing shortage. According to the Missouri Hospital Association the turnover rate of nurses has increased by fourteen percent in the last five years (Browning M., 2012). Nursing shortage is a real threat to the patient population. According to the Quality Health Outcomes Model by the American Academy of Nursing by Donabedian, effects of the healthcare interventions are characterized by the environment the staff works in (Vahey et al., 2004). Donabedian describes that quality metrics can be divided into three broad categories, structural, process, and clinical.