The magnet recognition program is a program run by the American Nurses Credentialing Centre (ANCC) to enable the nurse to recognize the work of other nurses (Westendorf, 2007). The council considers it as a way of recognizing nurses' excellence. Also, the program is used as a platform to disseminate the required practices and strategies in nursing. According to ANCC, having a high number of magnet hospitals translates to desire medical outcomes, a rise in the number of satisfied workers and the patient's as well.
The program dates back in 1990 when the board of directors for American Nurses Association approved its formation for the recognition of excellence in the nursing practice (Westendorf, 2007).The basis of the program was a study carried out by the American Academy of Nursing which came up with a total of fourteen characteristics that would lead to excellent recruitment and the retention of the registered nurses. The study was followed by a pilot study in 1994 conducted in five hospitals, and the University of Washington Medical Centre emerged the first to be awarded the first magnet recognition (Westendorf, 2007). In 1997, ANCC decided to change the program's official name to the Magnet Nursing Services Recognition Program. During the following year, ANCC expanded the program so that the long-term care facilities could be recognized in the program. By 2000, there were numerous requests to the ANCC to broaden the program to cover health services outside the United States of America (Westendorf, 2007). The program started to recognize institutions abroad, and in 2002, it again changed its official name to the one used up to date; Magnet recognition program (Westendorf, 2007).
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Goals of the Magnet Program
The primary purpose of the Magnet Recognition Program was to improve nurses' service delivery to the patients according to the stipulated code of conduct (Schwartz, Spencer, Wilson, & Wood 2011). To achieve the primary purpose, the program is founded on three main goals within the health facilities. First, the program aims to promote quality in the health care organizations setting that encourages professional practice (Schwartz, Spencer, Wilson, & Wood 2011). In a hospital setting, professionalism is required when providing the services to ensure that the rights of both the nurses and the patients are respected. The second aim is to help the health care facilities to identify excellence when nurses deliver their services to the patients or the residents (Schwartz, Spencer, Wilson, & Wood 2011). It is crucial for the organizations to be able to determine excellence in the services provided by the nurses. The determination will assist in pointing out those not working according to the expectations and act accordingly. The final goal is to use the program as a platform for disseminating nursing best practices (Schwartz, Spencer, Wilson, & Wood 2011). Nurses are regularly trained on the practices required in the nursing practice, and this makes them more efficient in the service delivery.
Characteristics of a magnet organization
There are fourteen characteristics of the magnet recognized organizations. The first characteristic is the quality of leadership where the nurses are expected to operate to be guided by the knowledge learnt and articulated philosophy in their daily activities (Wolf, Triolo, & Ponte, 2008). The second is the organizational structure that requires them to operate as an all-inclusive system with integrated parts. Thirdly, the management style needs to be that encourages participation and value feedback from all the staffs (Wolf, Triolo, & Ponte, 2008). Fourth, personal policies and programs are formulated by all the staffs and backed up with evidence based facts. The fifth characteristic is about the professional model of care where the nurses in the organizations take up the full responsibility of taking care of the patients, and they should be accountable for their actions (Wolf, Triolo, & Ponte, 2008).Providing quality care to the patients is the sixth characteristic of the magnet facilities. The seventh is a quality improvement which involves continued improvements in the way services are provided through regular reviews and evaluations.
The availability of adequate resources and consultation services is considered the eighth characteristic of the magnet recognized organizations. The seventh feature is the use of autonomous judgment in different disciplines in the patient care (Wolf, Triolo, & Ponte, 2008). Development of helpful collaborations between the organizations and the community such as screening and teaching is the tenth characteristic. The eleventh expected the nurse to consider her/himself as a teacher in all aspects teaching the patients and their families (Wolf, Triolo, & Ponte, 2008). The twelfth characteristic is the nurses' awareness of the importance of feeling good about themselves and portraying a real picture to the patients. The real interdisciplinary relationship between the various departments in the organizations is the thirteenth characteristic while the focus on professional development is the final feature of the magnet recognized organizations (Wolf, Triolo, & Ponte, 2008).
Benefits of being a magnet organization
There are quite some advantages accrued to being a Magnet recognized organization. First, it is an important way of recognizing a nurses’ worth (Kelly, McHugh, & Aiken 2011). When one realizes that their hard work has been acknowledged, they get motivated to work, and this leads to the success of the whole organization. Secondly, it is a major factor in ensuring nurses recruitment and retention (Kelly, McHugh, & Aiken 2011). Magnet accredited organizations outdo their peers when it comes to recruiting and retaining their nurses, and this results in better patient care across the organization. Thirdly, organizations that have acquired Magnet recognition attract highly specialized physicians and specialist (Kelly, McHugh, & Aiken 2011). Most physicians and specialists love to work where nurses exhibit effectiveness and professionalism. Finally, Magnet recognition in a health facility ensures improved the quality of patients outcomes (Kelly, McHugh, & Aiken 2011). The magnet recognition program establishes excellence practices that must be followed within an organization to ensure patients are served in a way that their needs are well taken care of.
Process of becoming a magnet organization
Hospitals have to go through a careful, coordinated and lengthy process to become Magnet recognized. First, the organization writes an application letter that is accompanied by a written document to demonstrate quantitative and qualitative evidence on the quality of the care they give to the patients and the outcomes (Schwartz, Spencer, Wilson, & Wood 2011). If what is written on the document does not fall in the Excellence range, then an on-site visit is done to carry out a thorough assessment of the organization (Schwartz, Spencer, Wilson, & Wood 2011). After the on-site review is done, a magnet commission considers the complete report and decides whether the organization will receive magnet recognition or not.
The role of a nurse manager in promoting the magnet status of his/her organization
A nurse manager in an institution has particular responsibilities to promote the magnet status of his/her organization. The first role is the coordination of communication about governance and operations (Kelly, McHugh, & Aiken 2011). The nurse manager coordinates the way information is shared between various departments and ensures it gets the relevant recipient. He/she also gets feedback from the nurses on different issues on nursing care and takes the necessary actions (Kelly, McHugh, & Aiken 2011). Thirdly, the manager develops measures to ensure resources are used effectively and efficiently for best nursing practice (Kelly, McHugh, & Aiken 2011). The nurse manager also has the responsibility of reporting management issues to the administration and suggesting the necessary recommendations. Finally, he/she addresses recommendations on management for various stakeholders and uses them to ensure effective recruitment and retention of nurses (Kelly, McHugh, & Aiken 2011).
Discussion
Most definitely the Magnet recognition is quite a benefit to an organization. The benefits are not only to the nurses but also to the patients and the facility as a whole. The nurses are motivated by the realization that their work has been acknowledged. Also, when their feedback is valued, they feel appreciated and thus work wholeheartedly to the service of the community they serve. Patients also benefit a great deal when dedicated nurses serve them. Quality care also increases the chances of quick recovery. The facility gains credit for the magnet recognition, and thus most people are willing to be associated with it. More workers are ready to join the organization and thus there always plenty of expertise. The patients and the residents served also have greater confidence in the quality of care provided.
References
Kelly, L. A., McHugh, M. D., & Aiken, L. H. (2011). Nurse outcomes in Magnet® and non-Magnet hospitals. The Journal of nursing administration , 41 (10), 428.
Westendorf, J. J. (2007). Magnet recognition program. Plastic Surgical Nursing , 27 (2), 102-104.
Schwartz, D. B., Spencer, T., Wilson, B., & Wood, K. (2011). Transformational leadership: Implications for nursing leaders in facilities seeking Magnet designation. AORN Journal , 93 (6), 737-748.
Wolf, G., Triolo, P., & Ponte, P. R. (2008). Magnet recognition program: the next generation. Journal of nursing administration , 38 (4), 200-204
