Magnetism Designation and Benchmarking

Question: Show the relationship between the qualities specified by the magnetism designation and benchmarking strategies within evidence-based practice models. Answer: There are 14 forces of the magnetism were originally recognized first. They remained constant and pertinent throughout the years. In the year 2007, the American Nurses Credentialing Center had generated a new magnetism form that line up the fourteen forces of magnetism with five components of magnetic. This newly developed model shows a new viewpoint on the sources of evidence and their interaction to generate a working atmosphere that supports very much in the service of the nurses. Five components of magnetism: The five components of the magnetic operation are transformational leadership, structural empowerment, exemplary professional practice, new knowledge, innovations and improvements, and empirical quality result or outcome (Ellis, 2011). Description of each components:The leadership is transformational is the first component that sets a mission, vision and goals and very important in the organizations. This component is observable, accessible, apparent, and helpful. As per to this component the mentors are the future leaders. Leadership creates uncompetitive interdisciplinary association (Crozerkeystone.org, 2015). The components of the structure comprise bedside nurses in decision-making, support professional association movement and include their support based principles into perform. These five components expect the staff or nurses to grow professionally with the continuation of education, qualifications and progressing rationally. This component expands nurses as teacher, mentor, preceptors, and role models. This component helps in the identification of the involvement of nurses. Professional performance is exemplary implements the patient and his family centered nurture care plan or module and employs nursing staff in the progress of their surroundings and concern for the patient. This encourages continuous, reliable, competent and accountable release of nursing concern. This appoints nurses in the recruitment, development and budget progression and develops mutually respectful interdisciplinary relations to optimum the care for the patient and his or her family. This supports nursing self-sufficiency while expect accountability and responsibility in return. It always develops, supports, and measures proficiency the law for the nurses is a standard for practicing privacy, security and confidentiality. The healthcare requirements for varied patients are addressed here. To promote program that maintain the work atmosphere healthy and safe for employees. organization actions to maintain patients safety, like facts based medication and the other projects measures includes nurses in improving core HCAHP actions to develop the pain quality supervision. The new knowledge, improvement, and innovation involve the progress of nursing explore and circulate. These components include the achievement of proof based performance and calculate and employ novice or innovative way of care release. Outcomes are measurable components, Here the magnet acknowledgment plan centered on formation and progression.In this novice magnetism structure, having a sturdy method and process are introductory. The focal point has move to the result of these formation and progresses and analyze their goals.Outputs are classified into terms of clinical results that are related to the nursing. The workers results, customer and patient outputs, and magnetic organizational conclusion,quantitative goals are achieved. The magnetism forces and its associated components: The magnetism forces for the components of the transformational leadership are the leadership nursing quality and the managing approach. The magnetism forces for the empowerment are structure of the organization, healthcare and community organization, image of nursing and personal policy and program. The magnetism forces for the exemplary professional practice are the professional models of care, quality for care, improve of quality, Resources and consultation, autonomy, nurses as teaching staff, and interdisciplinary relationship. The forces of magnetism for the new knowledge, innovation and improvement are the quality care for research based practice, improvement of quality. The magnetism force for the empirical quality outcomes is quality of care. Each force and its components its associated forces influence evidence-based leadership in an organization: 1.The forces of magnetism and quality of nursing leadership and management style are associated with the components of transformational leadership. Well experienced and educated nursing leaders follow a well constructed plan and a visionary philosophy in the operation of the nursing services. Together the nursing leaders and the health care centers formed a surroundings supporting contribution. The nursing leadership and the management are the two interconnected magnetic forces for the leadership transformation. The chief nursing officer and the other senior reader are working together in team the nurse manager supports the empowerment of the staff and to provide assistance and to generate new opportunity for the staff nurse to grow their work efficiency (Woodworth, 2015). So the transformed leadership and its associated forces are influencing the evidence based leadership in a hospital. 2. Nurses all over magnet renowned organizations are associated with the shared governance and decision creating configuration and the ways to maintain values of practice and attend to opportunity for development. The image of nursing is improved when the CNO exerts influence on calculated scheduling and executive at the uppermost level. Nursing leaders serve up on judgment making bodies that serve for the betterment in care for the patient their safe, proficient, and successful process and function of the association. The data flows and making decision is a multidimensional between the professional nursing staffs at the leadership, bedside, inter trained staffs, and the CNO (Patricia et al., 2015). This develops a positive effect of nursing labor management. There is teamwork between the community originations with good outcomes that resulted from the networking with the nurses. The structural empowerment and its associated forces support the evidence based leadership. 3. The practice for exemplary professional is supported by successful and well-organized services for care, inter professional association, and better results. Here the nurses be friendly with patients and his families, support systems, and inter professional teams that result in the betterment of the patient. Friendly working relations inside and amongst the control are appreciated and supported by the magnetic associations nursing headship and their workers (Nursecredentialing.org, 2015). The goal of practice for the exemplary expert is based in a safety standard, quality analyzing, and development in quality of service. The nursing staffs work in partnership with other authorities to make sure that the given care is complete, coordinated, and supervised for efficiency throughout the development of quality of model (Cosgrove, 2011). The staff or the nurses first analyze information and use nationwide standards to get a relative viewpoint regarding their presentation and the patients care. Magnet organization information demonstrates result output measures that usually do better than the yardstick value of the nationwide record that use in the patient and the nurse relationship (Morle, 2011). The consultation and the sources (both inside and outside) like medical library are the example of this component. Both professional nursing associations and community associations participation is encouraged (Clark, 2011).The exemplary professional practice and its associated components also facilitate the evidence based leadership in an organization. 4. Knowledge, improvements, and innovations as the magnetic components integrate quality based practice and research practice into the operation of the hospital and patients. Staffs are experienced relating quality based practice, allowing to properly discovering the effective and best services for patients. Innovations are related to the patients care, services from the nurse, and the practice surroundings is the characteristic of associations getting the magnet acknowledgment. Establishment of novice methods for getting high quality, best care is the result of the components transformable leadership, empowering structure and process, and excellent qualified practice in nursing service, Research staff, professionals collaborate together to perform the function (Thomas Herrin, 2011). The knowledge, improvement, and innovations and its associate forces persuade the proof based leadership. 5. The empirical measurement of the quality results connected to leadership in nursing and experimental practice in the forces of magnet. The results are classified in conditions of experimental result relating nurse service, workers outputs, patient and customer outcomes, and institutional outcomes. This shows the outcome for a magnet supported organization. The result is the patient nurse outcome, the patient and costumer relation and care outcomes. The empirical measurement and quality and its associated force influence the evidence based nursing leadership. 2 examples of each component and its associated forces and how they influence patient care in a health care organization: Transformational leadership: The associated components are quality of nursing leadership and management style. In magnet organization staff nurse monthly roundtables with the chief nursing officer presents a good and quality nursing leadership and management style.This affect the quality of nusricg service and care towards the patients. In a magnet organization staff nurse participation in strategic planning and performance improvement initiatives is also a good example of nursing leadership and management style. This improves the quality of service towards the patients. Structural empowerment: In an organization the establishment of a just culture in the hospital supports professional accountability and error reporting in an effort to improve patient safety rather than punish or ostracize people for their mistakes. This establishment of just culture satisfies the decision-making, support professional association movement and include their support based principles into perform. The establishment of a just culture in the magnet hospitals improves the patients care. In a magnet organization creation of a peer-review council in the hospital allows those in the know to conduct performance evaluation, not those far removed from the work. The creation of a peer review improves the nursing care towards the patient. Exemplary Professional Practice: In an organization a staff nurse leadership group focused exclusively on the quality, safety, and outcomes of nursing care, and several committed to improvements in patient outcomes around nursing-specific indicators; the quality and safety affect the patient care in appositive way. Development of a care delivery model in a magnet organization often helps the nursing staff getting evidence based knowledge that help in the proper patient care. The care delivery module can help the nurse to serve better. New Knowledge, Innovations and Improvements A new information technology nurse resource group in a magnet hospital dedicated to advancing the science of nursing through direct care nursing involvement in the technology that shapes the care for the patients in the hospital environment. The new information technology in the magnet organization improves the quality of nursing service. Development of fall prevention strategies in a magnet organization and a department dedicated to nursing research and empowering nurses at all levels to actively participate in research and evidence-based practice activities. The prevention methods in a hospital definitely improve the quality of patient care. Empirical Quality Outcomes: Nurses improve patient care through the evidence-based practice in a magnet organization. The practical knowledge of patient care helps the nurse to provide the best care to the patients. So the quality and experience is very much important in the patient care. The evidence practice improves the quality of the patient care. Serving practice become more perfect is the main principles of a magnet organization. Its one thing to observe a problem, but it takes thought and initiative to seek the best solution and put it into action. Nurses provide the highest quality of care to their patients by observing, evaluating and improving current procedures as needed, using evidence-based practice. References list: Clark, C. (2011). Student perspectives on faculty incivility in nursing education: An application of the concept of rankism.Nursing Outlook, 56(1), 4-8. doi:10.1016/j.outlook.2011.08.003 Cosgrove, J. (2011). Five Keys to Successful Nursing Management Five Keys to Successful Nursing Management.Nursing Standard, 17(37), 29-29. doi:10.7748/ns2011.05.17.37.29.b11 Crozerkeystone.org,. (2015). The New Magnet Model: 5 Magnet Components - Crozer-Keystone Health System - PA. Retrieved 31 August 2015, from https://www.crozerkeystone.org/healthcare-professionals/nursing/crozer-keystone-nurses-in-the-news/eNewsletters/2010/special-magnet/the-new-magnet-model-5-magnet-components/ Morle, K. (2011). Current issues in nursing. Nurse Education Today, 6(4), 189. doi:10.1016/0260-6917(86)90018-3 Nursecredentialing.org,. (2015). Forces of Magnetism. Retrieved 31 August 2015, from https://www.nursecredentialing.org/ForcesofMagnetism.aspx Patricia R. Messmer and Marian C. Turkel, (2015) Magnetism and the Nursing Workforce. (2015), 234 to 245. Retrieved from https://file:///C:/Users/lap55/Downloads/490618_1349576191_Magnetism.pdf Thomas, J., Herrin, D. (2011). Executive Master of Science in Nursing Program. JONA: The Journal Of Nursing Administration, 38(2), 64-67. doi:10.1097/01.nna.0000310717.53591.09 Woodworth, J. (2015). Promotion of Nursing Student Civility in Nursing Education: A Concept Analysis. Nursing Forum, n/a-n/a. doi:10.1111/nuf.12138