NRSG 495 5 model components and forces of magnetism

Magnet recognition is a status that many hospitals look towards achieving. The Magnet is often achieved by adopting standards to recognize nursing excellence in the organization (Melnyk et al.,2020). The five model components and forces of magnetism, as recognized by the American Nurses Credentialing Center, include empirical quality results, new knowledge innovation and improvements, exemplary professional practice, structural empowerment, and transformational leadership (Abuzied et al.,2022). The forces of magnetism also correlate with IOM and QSEN competencies. Three of the forces of magnetism that are most important and optimize system effectiveness in my organization and individual performance within the organization include quality of care, interdisciplinary relationships, and quality of nursing leadership.

Quality of care is one of the fourteen properties that optimize the system’s effectiveness, as the organization has long held quality care in high regard (Cho et al.,2020). As such, the organization has been undertaking various strategies to improve the quality of care as appropriate. For example, the organization has been supporting and encouraging the nursing staff to be proactive in creating environments that foster quality care delivery. The implication is that the nursing staff has focused on providing high-quality care. These aspects have made quality improvement a central pillar in optimizing the system’s effectiveness and individual performance.

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The interdisciplinary relationship is another important property. The organization has valued mutual respect among disciplines as an enabler in the normal functions of the organization. Therefore, the leaders have tried to create a culture that recognizes and appreciates every level of practice and care, from the practitioner level to the expert level. A good nurse-physician relationship is particularly important as the coalition and collaboration between them foster better patient outcomes (Curry et al.,2018). As part of enhancing the relationships, activities such as interdisciplinary education and accurate and open communication are revered. The quality of nursing leadership is another important aspect. In the presence of quality leadership, nurses are able to enjoy various things, such as an enabling and positive work environment. The implication is that the organization focuses on having a healthy workforce for high performance, hence improving system effectiveness and individual performance.

References

Abuzied, Y., Al-Amer, R., Abuzaid, M., & Somduth, S. (2022). The Magnet Recognition Program and Quality Improvement in Nursing. Global Journal on Quality and Safety in Healthcare, 5(4), 106-108. https://doi.org/10.36401/JQSH-22-12

Cho, S. H., Lee, J. Y., You, S. J., Song, K. J., & Hong, K. J. (2020). Nurse staffing, nurses prioritization, missed care, quality of nursing care, and nurse outcomes. International Journal of Nursing Practice, 26(1), e12803. https://doi.org/10.1111/ijn.12803

Curry, L. A., Brault, M. A., Linnander, E. L., McNatt, Z., Brewster, A. L., Cherlin, E., … & Bradley, E. H. (2018). Influencing organisational culture to improve hospital performance in care of patients with acute myocardial infarction: a mixed-methods intervention study. BMJ Quality & Safety, 27(3), 207–217. http://dx.doi.org/10.1136/bmjqs-2017-006989

Melnyk, B. M., Zellefrow, C., Tan, A., & Hsieh, A. P. (2020). Differences between Magnet and non‐Magnet‐designated hospitals in nurses’ evidence‐based practice knowledge, competencies, mentoring, and culture. Worldviews on Evidence‐Based Nursing, 17(5), 337-347. https://doi.org/10.1111/wvn.12467

NRSG 495 5 model components and forces of magnetism