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Essays on magnet recognition
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Magnet status is an award given by the American Nurses’ Credentialing Center (ANCC) an affiliate of the American Nurses Association (ANA) to hospitals that meet Magnet status criteria. Upon analysis of the history, concepts and theories which drive Magnet status, and reactions to Magnet status by various professionals, one will see that the Magnet Recognition Program awards an extremely positive accreditation that improves nursing, hospitals, and community image.
Magnet status started in 1983 when the American Academy of Nursing's (AAN) Task Force on Nursing Practice in Hospitals conducted a study of 163 hospitals to identify and describe variables that created an environment that attracted and retained well-qualified nurses who promoted quality patient/resident/client care. Forty-one (41) of the 163 institutions were described as "Magnet" hospitals because of their ability to attract and retain professional nurses. The characteristics that seem to distinguish "Magnet" organizations from others became known as the "Forces of Magnetism". In June of 1990 based on a recommendation of the American Nurses Association (ANA), the American Nurses Credentialing Center (ANCC) was established as a separately incorporated nonprofit organization through which ANA offers credentialing programs and services. In December the initial proposal for the Magnet Hospital Recognition Program for Excellence in Nursing Services was approved by the ANA Board of Directors. The proposal indicated that the program would build upon the 1983 Magnet hospital study conducted by the AAN. In 1994 after completing a pilot project that included five facilities, the University of Washington Medical Center in Seattle became the first ANCC-designated Magnet organizatio...
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...ws, 23(7), 19-20. Retrieved from Advanced Placement Source database.
The Myth of the Magnet Hospital. (n.d.). Retrieved from http://thenurseunchained.com/?p=16
Russell, J. (2010, September/October). Journey to magnet: Cost vs. benefits. Nursing Economic$, 28(5), 340-342. Retrieved from Advanced Placement Source database.
Smith, A. P. (2006, May/June). Paving and resurfacing the road to magnet: Part II. Nursing Economic$, 24(3), 156-159. Retrieved from Advanced Placement Source database.
Summers, S. (2008, October 20). http://nursingadvocacy.org/faq/magnet.html. Retrieved from http://nursingadvocacy.org/faq/magnet.html
Wood, D. (2010, September 10). Working Conditions for Nurses: Does Magnet Status Make a Difference? Retrieved from http://www.nursezone.com/Nursing-News-Events/more-news/Working-Conditions-for-Nurses-Does-Magnet-Status-Make-a-Difference_35132.aspx
Aiken, K. (2011). Nurse Outcomes in Magnet and Non Magnet Hospitals. Journal of Nursing Administration, 41(10), 428-433. doi:10.1097/NNA.Ob013e31822eddbc
The history of Magnet Status began in 1992. The American Nurse Credentialing Center first developed of the idea of Magnet Status after extensive research studies were perform during the nursing shortage of the 1980’s. The goal was to find out why some hospitals were able to retain and even recruit nurses during the shortage. It was found that of the 165 hospitals that participated, 41 shared seven core attributes. (Chaffee, Leavitt, & Mason, 2007) These seven attributes were the beginning of what have become the fourteen forces of Magnetism. The attributes or forces are based on nursing standards of care. That is the ability of the hospitals, working with the nursing staff to provide the excellent nursing care. That is care for the patient as well as the nursing staff and the hospital as a whole. The programs first awarded Magnet status in 1994. Since then several hundred have reached Magnet Status with several hundred more in the application process. In 2001 the first international hospital was awarded Magnet status. As with the medical field and even nursing all things must change, this includes the Magnet Program. In 1996 the standards and requirements along with the name evolved and changed. The program became known as the Magnet Recognition program for excellence in Nursing Service with requirements moving from internal review to pu...
The national shortage of Registered Nurses (RNs) has helped generate formidable interest in the nursing profession among people entering the workforce and those pursuing a career change. According to a report issued by the U.S. Department of Health and Human Service in 2002, the national population is continuing to grow and age and medical services continue to advance, so the need for nurses will continue to increase. They report from 2000 to 2020 the predicted shortage of nurses is expected to grow to 29 percent, compared to a 6 percent shortage in 2000. With the projected supply, demand, and shortage of registered nurses and nursing salaries ever-increasing, the nursing profession can offer countless opportunities. But first one must determine which educational path to pursue, Bachelor of Science in Nursing (BSN) or Associate Degree in nursing (ADN). Most will initially be educated at the associate degree level, even though the American Organization of Nursing Executives (AONE) has recommended a baccalaureate level as a minimal for entry-level nurses. With the expanding number of RN to BSN programs available there is always the option to further one’s education at a later date. The benefits for acquiring a BSN over an ADN include a better knowledge for evidence-based practice, an increased advantage for promotion, and the necessary gateway for higher education.
Nevidjon, B., & Erickson, J. (31 January, 2001). The Nursing Shortage: Solutions for the Short
Turkel, M. C. (2004). Magnet status: Assessing, pursuing, and achieving nursing excellence. Marblehead, MA: HCPro.
McClure, M.L., & Hinshaw, A.S. (2002). Magnet hospitals revisited: attraction and retention of professional nurses. Washington, DC: American Nurses Association
The Robert Wood Johnson Foundation has been in operation for more than 40 years and has been instrumental in working to improve the status of health and the health care for all individuals within the United States of America. They hold a vision “as a nation, to strive together to create a culture of health enabling all in our diverse society to lead healthy lives, now and for generations to come” ("Robert Wood Johnson Foundation," 2014). The Foundations nursing programs has early initiatives that would improve the profession with the advancement of nurse practitioners, programs improving nursing academics, improved hospital nursing. Currently the foundation is developing leadership skills in advanced level nurses and transforming working conditions of nurses within the hospital setting. In support of nursing and in light of the nation’s severe nursing short...
Is Nurse Executive/Nurse Management Practice a Profession? Nursing Economics, 30(1), 38-39. Munoz-Price, L. S. (2009). "The 'Price' of the 'Price'. " Long-Term Acute Care Hospitals.
... & Abrahamson, K. (2009). A critical examination of the U.S. nursing shortage: contributing factors, public policy implications. Nursing Forum, 44(4), 235-244. doi:10.1111/j.1744-6198.2009.00149.x
Spetz, Joanne, and Sara Adams. "How Can Employment-Based Benefits Help the Nurse Shortage?" Health Affairs 25 (Jan.-Feb. 2006): 212-218. ProQuest . Ithaca Coll. Lib., Ithaca, NY. 10 Dec. 2012. .
Nursing Economics. (2004). The effect of case management on US hospitals. Retrieved from Medscape News Today: http://www.medscape.com/viewarticle/473679
There has been great debate in the nursing community for years regarding what should be the educational requirements for a practicing nurse. There are currently many options for men and women to enter the field through LPN, ADN, and BSN programs. More recently, programs have been popping up allowing accelerated BSN obtainment through second degree programs. The debate stems from the conflicting ideas of whether nursing as a whole is a trade, requiring an associate’s degree, or should be considered a profession, often requiring a Baccalaureate degree. In this paper this author will use past nursing history, current medical demands and advancements, and clinical patient outcomes to argue that the minimum education for a nurse should be a Baccalaureate degree.
“In 2010, the US Department of Labor Statistics (DLS) projected a 22 percent increase in the demand for RNs or 581,500 new jobs by 2018, to total a projected 1,039,000 jobs needed to be filled by 2018” (Cottingham, DiBartolo, Battistoni, and Brown, 2011, p. 250). It is imperative that strategies be implemented to improve the recruitment of nurses to meet the needs. Without improvements in the recruiting of new grads or seasoned nurses, organizations will need to rely on expensive agencies and traveling nurses; therefore, causing a financial burden on organizations (Cottingham et al., 2011).
The requirement for excellent nursing skills is added as well as well-formed skills in different aspects. Because of the high demand for excellent nursing care, the IOM has declared the recommendations for the future of nursing. It is very fascinating the most of the universities are having online courses for nurses to get their higher education, while nurses are struggling between the work and home. Currently, most of the hospitals in the United States are moving towards magnet status, which requires higher educated nurses. In this situation, it is a blessing for nurses to attain their higher education through online courses even for associate RNs to become BSN.
Being a registered nurse affords one the option of working in many diverse healthcare settings. In any practice setting the climate of health care change is evident. There are diverse entities involved in the implementation and recommendation of these practice changes. These are led by the Robert Wood Johnson Foundation (RWJF), the Institute of Medicine (IOM), nursing campaign for action initiatives, as well as individual state-based action coalitions. Nurses need to be prepared and cognizant of the transformations occurring in health care settings as well as the plans that put them at the forefront of the future.