The magnet designation commonly referred to as the magnet status is an award that is usually given to American health care centers in order to appreciate and recognize their defined excellence in nursing. This award is given through the American Credentialing Center (ANCC). To be awarded the magnet, health centers must satisfy a drawn set of criteria that is fashioned to quantify the quality and strength of their nursing excellence. A magnet hospital is that which delivers excellent nursing services, has a high level of job satisfaction for nurses as well as sufficient grievance resolution and low nurse turnover (Tinkham, 2013).
The magnet program impacts the quality of life of patients by ensuring that all magnet hospitals offer good quality care, excellent patient results within safer environments. Nurses in Magnet organizations tend to be more engaged in their work which directly correlates to increased confidence from the public and reasonable outcomes.
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In order to demonstrate professional standards in magnet designation, the magnet status is maintained through ensuring all magnet health centers bring out excellent patient outcomes, high job satisfaction, low staff turnover, necessary grievance resolution, and mature decision-making in patient care and delivery as well as practicing advanced nursing education. The magnet designated organizations report high competitive advantages through professionalism such as increased confidence from the public domain, empowerment culture, integrity and respect, reinforced collaborative work relationships, good market share, and attraction of high-quality staff. With these practices in Magnet centers, these centers demonstrate high levels of professional conduct.
In Magnet status, nursing leaders and managers assume different roles although both must be positively influencing motivators, excellent decision-makers as well as a commitment to the organization. However, the specific roles of a nursing leader in magnet include; setting organizational standards, inspiration, and influencing teams and spearheading transformation. They are delegated to fulfill the organizational objective through mission, vision, as well as strategic planning. Nursing leaders set policies, oversee quality, check on regulatory compliance, etc. On the other hand, nursing managers execute the following roles in magnet organizations; they ensure the concurrent smooth running of all nursing activities in their unit, service line or division. They execute roles such as planning for patient care, budgeting, goal setting and continuous quality improvement (Tinkham, 2013). They also oversee staff schedules and assignments, performance, and professional establishment.
Both nursing managers and leaders in magnet hospitals display defined leadership approaches which help to promote patient safety as well as quality care. This is achieved in several approaches such as portraying a leadership that involves co-working with others as full partners in a context of collaboration and mutual respect. This has been highly rated to improve patient outcomes, less staff turnover, reduced medical errors, reduced workplace bullying as well as reduced disruptive activities in workplaces. Additionally, leaders and managers in magnetic organizations display leadership that is superfluous and flows in all directions at every given level (Vila, 2016). This means that there is an integrated engagement of all quarters such as colleagues, subordinates, and executives in order to achieve the common goal altogether. Further nurses at different levels exhibit strong leadership skills which highly contribute to the quality of care and patient safety.
In the perspective of leadership versus management, the rationale is hereby supported by a review of the skills needed in both cases. Leadership is the action of leading a team or group towards a common goal whereby the main attributes of leaders are inspiring, motivating and encouraging. Some important leadership skills include motivation, positivity, creativity, and flexibility, etc. On the other hand, management deals with controlling things or people. In this case, managers plan, organize and coordinate. Managers are procedural and always assess their processes to make sure there is progress. Some important managerial skills include; interpersonal skills, communication, delegation, forwards planning, and strategic thinking, etc. This thus justifies why magnet health care centers are always flourishing with great public confidence.
In magnet designated hospitals, there are still additional aspects which managers and leaders can explore in order to initiate and integrate professionalism throughout diverse health care settings. Such skills include emotional intelligence so that they can train practicing nurses on how to cope with different clinical stressors. Secondly is a dedication to excellence which should be exemplified through perseverance in caregiving (Vila, 2016). Professional socialization, as well as mentorship, is also necessary to ensure continuity through replication of the best qualities in others.
The best leadership style in magnet designation is the one emphasized in the magnet model known as the transformational leadership style where the leaders in magnet will be required to work with the teams to identify the change that is needed, then create a particular vision to guide the change via inspiration, while executing this change in tandem with the members who show commitment. This leadership style would obviously be highly successful in magnet organizations because magnet accreditation and transformational leadership style make all the difference for hospital nurses in the sense of improved patient outcomes, staff satisfaction, low staff turnovers and higher educational standards for professional certifications and degree requirements at the college level (Alloubani & Akhu-Zaheya, 2018).
In conclusion, the magnet designation is very important with a purpose of recognizing health care organizations that give excellent services in nursing, growth, and development of the nursing staff and a good environment that is highly comfortable for nursing practice. The magnet designation fosters positivity in working environments as well as a sense of pride among the nurses.
References
Alloubani, A., & Akhu-Zaheya, L. (2018). Leadership Styles and Theories. Leadership Styles and Nursing Care Management , 1-23. doi:10.2174/9781681087450118010003
Tinkham, M. R. (2013). Pursuing Magnet Designation: The Role of Structural Empowerment. AORN Journal , 97 (2), 253-256. doi:10.1016/j.aorn.2012.11.011
Vila, L. L. (2016). Physician Perceptions of Magnet Nurses and Magnet Designation. Journal of Nursing Care Quality , 31 (4), 380-386. doi:10.1097/ncq.0000000000000195
