Magnet Model

Transformational Leadership

The Magnet model consists of guidelines that specialists employ to examine nursing institutions and decide if they are Magnet-qualified. Magnet status is a certification that designates an institution as offering exceptional, high-quality nursing services. Understanding the Magnet model and how it works could help the workers in the healthcare professionals assess the amount of competence that a particular hospital may provide. The American Nurses Credentialing Center (ANCC) employs the Magnet concept to encourage efficiency, creativity, and excellence in the health sector (Moss et al., 2017). ANCC professionals may use the Magnet model by comparing it to a collection of particular components or requirements and assessing whether they are available at the institution being evaluated.

The Magnet Identification Program of the ANCC is founded on subjective and statistical results that may be applied to some parts of the nursing field, such as the patients, the institution, and the nurses. The medical businesses that use the Magnet approach often serve as an inspiration for other institutions by demonstrating competence, quality care, and an excellent environment. Based on crucial Magnet concepts, the nurses will be adaptable and relentless in pursuing research and invention. Professionals will be at the forefront of health transformation, professionalism, and patients, family, and societal care. The model requires a thorough grasp of the function of nursing, the multidisciplinary group, and the execution of emerging information and findings (Anderson et al., 2018). To achieve Magnet designation, healthcare facilities should exhibit a considerable level of performance in five sectors: Transformational leadership entails standing up for and advocating for staff and patients and developing positive nursing leadership at all levels(Anderson et al., 2018). Transformational leadership in the Magnet model is a critical factor in transforming the quality performance of the nurses.

            Today’s health industry is undergoing tremendous, aggressive transformation. New leaders must modify their institution’s principles, values, and habits instead of yesterday’s management need of steadiness and development. It is relatively simple to guide individuals towards where they prefer to go; the transformative leader needs to guide others to wherever they ought to go to fulfil prospective needs (Moss et al., 2017). Professionalism in leadership necessitates ambition, charisma, clinical competence, and a solid understanding of competent nursing conduct. It also understands that transition may cause instability and necessitate unconventional problem-solving methods. The top leadership staff of the company develops the institution’s long term goal, as well as the processes and atmosphere required to realize this goal.

The leaders need to educate the institution about why transformation is essential and describe every department’s role in bringing about that transformation. Leaders should listen, engage, inspire, and reinforce as the organization grows ahead. This revolutionary method of understanding should progressively acquire a foothold in the corporation and develop greater as other people respond to it (Moss et al., 2017). This Model Element aims to change health institutions to embrace the future, not merely cure issues, mend faulty processes, and motivate employees. Today’s Magnet-recognized companies aspire for stability; nevertheless, nursing care transformation necessitates a sort of managed instability that gives rise to creative thoughts and developments.

Working in a nursing care institution, nurses would help these organizations in helping them maintain the Magnet designation in many ways. As a nurse executive with power and accountability for the nursing profession and nursing service, I could offer direction. Magnets cannot exist without solid nursing leadership. Nurses have the power to inspire individuals and obtain means for effective patient care; thus, they can revolutionize health care organizations and solid procedures that enable nurse engagement in policy choices. As nursing has been identified as a viable channel for alerting customers on the effectiveness of institutional nursing service, it is in an excellent position to create a good rapport between the institution and its client. In this position, I can maintain the Magnet designation in my organization.

References

Anderson, V. L., Johnston, A. N., Massey, D., & Bamford-Wade, A. (2018). Impact of MAGNET hospital designation on nursing culture: An integrative review. Contemporary Nurse, 54(4–5), 483–510.

Moss, S., Mitchell, M., & Casey, V. (2017). Creating a culture of success: Using the magnet recognition program® as a framework to engage nurses in an Australian healthcare facility. JONA: The Journal of Nursing Administration, 47(2), 116–122.