Philippine's Top Hospitals Should Strive to Have A Magnet Designation

Why did a number of big US hospitals need Magnet recognition?

The answer is clear: These hospitals recognize that positive patient outcomes are a result of team effort, and Magnet is a way to recognize and maintain those efforts. Magnet honors the strong nursing and interdisciplinary team practice and each individual’s commitment to quality patient care.

What is Magnet?

The Magnet Recognition Program is administered through the American Nurses Credentialing Center. It was established in 1990 and provides a method of recognizing hospitals that create and maintain a professional practice environment that ensures quality patient outcomes.

Magnet is the highest national or international recognition for excellence in the delivery of nursing services that are provided in a professional practice environment, promote quality and evidence-based practice, and result in positive patient outcomes.

Characteristics of Magnet Hospitals

Research has identified the following characteristics that are present in Magnet organizations:

Nursing

Flatter organizational structure
Higher nurse-to-patient ratios
Collaborative relationships with physicians
Broad-based participation in decision-making related to clinical care
Limited use of agency personnel
Nursing research which enhances clinical practice
Flexible patient care delivery systems
Higher percentage of B.S.N.-prepared nurses
Influential nurse executives
Investments in education and expertise of nurses
Decreased turnover rates for registered nurses
Nurses perceive that they have adequate support services

Patient Outcomes

Shorter patient length of stay
Lower utilization of ICU days
Lower mortality rates for Medicare patients
Increased patient satisfaction


14 Forces of Magnetism

Quality of Nursing Leadership: Knowledgeable, strong nurse leaders willing to take risks, a strong sense of advocacy and support on behalf of nursing.
Organizational Structure: Nursing departments are decentralized, with unit-based decision-making and strong nurse representation in committees throughout the organization. The nursing leader serves at the executive level of the organization.
Management Style: Managers involve staff at all levels of the organization. The nurse leaders communicate with staff. Feedback is encouraged and valued.
Personnel Policies and Programs: Salaries and benefits are competitive. Creative and flexible staffing, with staff involvement. Opportunities for promotion, both in clinical and administrative areas.
Professional Models of Care: Nurses have responsibility, accountability and authority in the provision of patient care. Nurses are accountable for their own practice and are coordinators of patient care.
Quality of Care: Nurses believe that they are giving high-quality care to their patients and that their organization sees high-quality care as a priority.
Quality Improvement: Staff nurses participate in the quality improvement process—see it as educational—and believe that it helps improve patient care within the organization.
Consultation and Resources: Knowledgeable experts, particularly advanced practice nurses, are available and utilized. Peer support is available and utilized.
Autonomy: Nurses are allowed and expected to work autonomously, consistent with professional standards, as members of the multidisciplinary team.
Community and Hospital: Hospitals maintain a strong community presence that includes a variety of long-term outreach programs.
Nurses as Teachers: Nurses are permitted and expected to incorporate teaching in all aspects of practice. Nurses feel teaching gives a great deal of professional satisfaction.
Image of Nursing: Nurses are seen as essential to the hospital’s delivery of patient care by nursing and other members of the health care team.
Interdisciplinary Relationships: Nurses, physicians, pharmacists, therapists and other members of the health care disciplines treat each other with mutual respect and have positive relationships.
Professional Development: Organizations emphasize orientation, inservice education, continuing education, formal education and career development. Personal and professional growth and development are values.