Professional Practice Model and Magnet Status
Nursing is ever-evolving. Healthcare in general is becoming more sophisticated, which requires an increase in knowledge and education, as well as the need for nursing staff to be able to think critically. As medical advances are at an all-time high, reimbursement from state and private insurance has decreased. These factors lead to a greater need of autonomy and evidence-based research by RN’s (Huston, 2014)
Professional Practice Models are a way to guide professional growth within a specific setting. Some of the critical aspects of PPMs are autonomy, education, professional development, and a greater rapport between doctors and nurses (Laureate Education, 2009). Nurses are required to develop
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research skills in order to present the best plan of care in the most efficient way possible. Being able to communicate with physicians on an academic, professional level is imperative, as is the need to back suggestions with evident material (Huston, 2014). Magnet status certified hospitals recruit nurses from the most elite education institutions. The retention rates in Magnet hospitals is much higher than in other settings. Lower levels of turnover decreases the need for mandatory overtime, elevates rapport between nurses, management, and physicians (Mason, Leavitt, & Chaffee, 2014). Recognition, appreciation, and support from administration play a key role in nurse workplace satisfaction, oftentimes more so than monetary rewards. Professional development encouraged by Magnet hospitals raises the bar in patient care. Educational growth gives nurses a sense of accomplishment (Huston, 2014). Nurses who are involved in decision-making are more satisfied with their profession.
Acknowledgement and appreciation are key to nursing retention. Hospitals who are Magnet certified enable nurses to be a key component of healthcare, which increases patient satisfaction and lowers mortality rates. Therefore, it isn’t a matter of only nurse retention rates, but also an increase of patient care, and a decrease in burnout within the profession (Laureate Education, 2009). Ideally, the Magnet status components of care will spread throughout the profession. This will lead to an increase in comradery and accountability of nurses everywhere (Tinham, 2013).
References
Huston, C. J., (2014) Professional issues in Nursing: Challenges and Opportunities. Wolters Kluwer, Lippincott, Williams and Wilkins: Baltimore MD,
Mason, D. J., Leavitt, J. K., & Chaffee, M. W., (2014). Policy and Politics in Nursing and Healthcare. Elsevier Saunders: St. Louis, MO.
Tinham, M. R., (2013). Pursuing Magnet designation: The role of structural empowerment. AORN Journal. 97(2). pp. 253-256. doi: http://dx.doi.org.ezp.waldenulibrary.org/10.1016/j.aorn.2012.11011.
Laureate Education (Executive Producer). (2009). Issues and trends in nursing: Professional practice models. Laureate Education
Inc.
Aiken, K. (2011). Nurse Outcomes in Magnet and Non Magnet Hospitals. Journal of Nursing Administration, 41(10), 428-433. doi:10.1097/NNA.Ob013e31822eddbc
There are many organizations pursing the accreditation by the American Nurses Credentialing Center (ANCC) Magnet Recognition Program (Pinkerton, 2008). It is a great achievement when an organization receives Magnet recognition. However, “several factors must be considered by those organizations making the decision, and these factors can be grouped and reviewed using the recently released empirical model for the Magnet Recognition Program” (Pinkerton, 2008, p. 323).
Polit, D. F. & Beck, C. T. (2012). Nursing research: Generating and assessing evidence for nursing practice (9th ed.). Philadelphia: Lippincott.
The object of this essay is to discuss the role of the Assistant Practitioner. How it has emerged; how it fits into the structure and skill mix of the NHS workforce and the effect it has had on that structure. It will also outline the principles of accountability and statutory regulations that govern the day to day practice of the role.
Turkel, M. C. (2004). Magnet status: Assessing, pursuing, and achieving nursing excellence. Marblehead, MA: HCPro.
...S. L. (2012). Workplace Issues. In (Ed.), Nursing Today Transition and Trends (7th ed., pp. 546-565). St. Louis, Missouri: Elsevier Saunders.
The magnet recognition program began in the early 1980s as a stride towards promoting nurse retention in the United States. Administrators, directors, staff nurses, and hospital administration gathered together to discuss the essentials of hospital designation. The original research, gathered in 1983, was targeted to identify successful nurse retention. In 1993, the ANCC approved the standards set forth in previous research to become standardized utilizing the forces of magnetism. The 14 characteristics described by the ANCC as “forces of magnetism” define the structure of excellence within the healthcare environment. McClure & Hinshaw (2002), describe the following 14 characteristics that attract and retain nurses to magnet hospitals: “Quality nursing leadership, organizational structure, management style, personal policies and programs, professional models of care, quality of care, quality improvement, consultation and resources, autonomy, community and health organization, nurses as teachers, image of nursing, interdisciplinary relationships, and professional development”.
Blais, K. K., & Hayes, J. S. (2011). Professional nursing practice: Concepts and perspectives (6th “Rev.” ed.). Upper Saddle River, NJ: Pearson PLC.
Hood, J. (2010). Conceptual bases of professional nursing. (7th ed. ed.). Philadelphia: Lippincott Williams & Wilkins.
The American Nurses Association (ANA) developed a foundation for which all nurses are expected to perform their basic duties in order to meet the needs of the society we serve. The ANA “has long been instrumental in the development of three foundational documents for professional nursing; its code of ethics, its scope and standards of practice, ands statement of social policy.” (ANA, 2010, p. 87) The ANA defined nursing as “the protection, promotion, and optimization of health and abilities, prevention of illness and injury, alleviation of suffering through the diagnosis and treatment of human response, and advocacy in the care of individuals, families, communities, and populations” and used to create the scope and standards of nursing practice. (ANA, 2010, p. 1) These “outline the steps that nurses must take to meet client healthcare needs.” () The nursing process, for example, is one of the things I use daily. Other examples include communicating and collaborating with my patient, their families, and my peers, and being a lifelong learner. I continually research new diagnoses, medications, and treatments for my patients. As a nurse of ...
Healthcare is a continuous emerging industry across the world. With our ever changing life styles and the increased levels of pollution across the world more and more people are suffering from various health issues. Nursing is an extremely diverse profession and among the highest educated with several levels ranging from a licensed practical nurse (LPN) to a registered nurse (RN) on up to a Doctorate in Nursing. Diane Viens (2003) states that ‘The NP is a critical member of the workforce to assume the leadership roles within practice, education, research, health systems, and health policy’.
.... Professional nursing: Concepts and challenges (6th ed.). Philadelphia, PA: Elsevier Science Health Science div.
For nursing, research has played a major role in the way clinical practice is done. Research has allowed nurses to provide appropriate care to patients. It allows them to perform their job by providing them the tools and information they need in order to make the decisions on the concerns for caring the patient (Polit & Beck, 2006). Moreover, research can also take focus on the workers themselves in order to improve the practice both on a professional and personal level. An example of a study conducted by King, Vidourek, and Schweibert of University of Cincinnati created a study to determine if there is a correlation between ...
Burton, A. (2000) Reflection: nursing’s practice and education panacea? Journal of Advanced Nursing; 31: 5, 1009–1017.
Cherry, B., & Jacob, S. R. (2011). Nursing: Issues, Trends & Management (5th ed., ). St. Louis, Mo.: Mosby/Elsevier.