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The Makings of a Magnet® Manager

The Makings of a Magnet® Manager

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The Makings of a Magnet® Manager

Significant Data

The data that seemed significant was the reasons behind Magnet recognition to healthcare organizations. This information was very important as it illustrated the economical and developmental reasons as to why organizations are striving to get Magnet Recognition. It also provides detailed analyses and outcomes of initiating the Magnet model for the best results.

Benefits of the Magnet Model to a Nurse Manager

Communication

Communication is a key factor in the running of any business. Nurse Managers, through the Magnet Update, are able to share significant information and development. It gives them an opportunity to participate in the development and implementation of goals and appreciate the successes of progress of these goals. It is also important for every nurse manager to have tenure and liability for every action to communicate effectively to the lower staff levels. This ensures firm foundations on which to build. Communication can be done through staff meetings, newsletters, email, etc. Grad S. (2011) adds “as important as it is for managers to be on the same page, there needs to be tools available and venues appropriate for them to distribute and disseminate the information”.

Leadership Development

The Magnet Recognition Program affirms that nurse managers need to be educated and have team-building skills in order to develop professionally and succeed. For this to be achieved, it is vital that nurse leaders have mentors to help them develop confidence and competence in their line of work. It is the responsibility of hospitals to support nurse managers by providing the required strategies to empower and encourage them.

Balance

Nurse Managers are responsible for the overall running of healthcare facilities. They ensure that patients are treated safely and that the other staff members offer quality services to the public (Roussel, 2006). The Magnet designation provides for the best level of professionalism in nurse managers and that they handle their responsibilities the best way possible.

Benefits of the Magnet Journey

The launch of the magnet journey can help benefit an organization in various ways. For example, organizations are able to improve their quality provision standards in patient care delivery and their environment. This is made possible through the collection of data and active participation in quality improvement projects. Communication lines are also opened between the leaders and the staff of the organization. This encourages teamwork and excellence in service provision.

The organization develops nurse leaders of the highest quality and best education. This will encourage policies that include competitive remunerations, nurses’ benefits and promotion opportunities for nurses. This promotes extraordinary patient care services and good returns for the healthcare facility. The Magnet journey encourages the use of specialized practice models that give nurses the power and sovereignty to match their liability and allow them to be creative. It also promotes admirable relationships between nurses and doctors (Mason et. Al 2011). The Magnet model is a great investment in ongoing education, career advancement and orientation of nurses.

Organizations develop rock-solid structures that provide an inventive atmosphere where steady, professional practice thrives and where the objectives, goals and values are born to accomplish the important outcomes of the organization. Magnet recognition contributes to patient care, fresh knowledge, originalities and enhancement.

Reference

Grad S. (2011). The Makings of a Magnet Manager. Nursing Management, 28-30. Retrieved from www.nursingmanagement.com

Mason, D. J., Isaacs, S. L., Colby, D. C., & Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing, at the Institute of Medicine. (2011). The nursing profession: Development, challenges, and opportunities. San Francisco, CA: Jossey-Bass.

Roussel, L., Swansburg, R. J., & Swansburg, R. C. (2006). Management and leadership for nurse administrators. Sudbury, Mass: Jones and Bartlett Publishers.

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