How Magnet Hospitals are destroying Nursing - page 3

1. 80 to 20 ratio of BSN to ADN a. Approximately 40% of RN's are BSN, therefore, not enough domestic BSN's available. b. BSN's are being imported from foreign nursing mills. c. Foreign nurses will work for far less... Read More

  1. 5
    Quote from Esme12
    The OP posted legitamite sources and the sources were trashed. I am a firm believer that data can be investigated and manipulated to project whatever the writer wishes it to convey.....
    That's pretty much the bottom line. I'm just such a nerd I think it's actually fun to see where things come from and to what degree (if at all) they obfuscate a political agenda with a truckload of verbiage. My issue wasn't so much the Magnet vs non- Magnet as what seemed to me to be ascribing personal characteristics to BSNs (foreign, new grads etc) that were unfair and unsubstantiated.

    Wording like "nursing mills" and suggesting foreign nurses as a whole are willing to endure substandard working conditions, knowingly take on assignments they are unqualified to handle and as a whole will not speak up because they are "desperate" to pay off loans is a different issue altogether for me.
    kaydensmom01, Smiley06, tewdles, and 2 others like this.

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  2. 1
    I work for a magnet hospital. I think its great. Magnet to me seems mostly focused on our patient outcomes and how good of a job we NURSES do. And of course I would like to work at a hospital where the nursing care given to patients is proven to be great! I think magnet also looks at staffing and if its too bad the hospital can't be awarded magnet status. I also have not researched what I'm about to say but I really feel like more people are graduating with their BSN at least in my area anyway. My hospital is encouraging ADN to go back to school but its not mandated. However, I think by 2015 they say they will no longer hire ADN but I feel like that is plenty of time to encourage new ADN students to go for their BSN. Hospitals in my area that are not magnet are aiming to hire only BSN, so it is not just magnet hospitals.
    lindarn likes this.
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    My facility got Magnet status about 3 years ago, right before I started as a PCA. A lot of the nurses on my floor said they were dissatisfied with conditions once it happened. Granted, this coincided with the economy tanking so it might be the Magnet related changes and budget crunching initiatives combined.

    Personally, I find all the "extras" to be....tedious. I have to do a new grad residency research project - and get my shifts covered if there's a scheduling conflict with the mandatory meetings - over my first year and I think it's pointless. I'd rather get the clinical time in my first year, but that's just me. You feel pressured to join committees and give extra time beyond your FTE every week. I shouldn't be made to feel bad because I only want to give 36ish hours a week.
  4. 4
    Quote from trinitymaster
    I agree that BSN should be the entry level degree for Nursing. I am an ADN and will be going back for my BSN. However, ADN's pass the same NCLEX as BSN's and are equals as far as being a floor nurse.
    Experience and certifications should have more weight than degrees. "Magnet Status" and "Nursing Shortage" are nothing more than buzz words to lower the pay and benefits of RN's by saturating the market.
    My magnet hospital employs about 15% of myADN graduating class and does a fantastic job of training, supporting, and furthering the career development of all the nurses employed there.
    luckycharmSVN, tewdles, Altra, and 1 other like this.
  5. 1
    Nurses have been wanting to get more respect as a profession. Most of the other professions that I can think of require a bachelor's or master's. Think Physical Therapy, Occupational Therapy, Engineering, Accounting, Social Work, Teaching. I would argue that Nursing is much more vigorous than all of these fields in terms of stress and the high standards.

    And I agree that "nursing shortage" is a just a buzz phrase, but magnet status hospitals are serious. They are all over my area, and the competition to work for one is hot.

    Quote from trinitymaster
    I agree that BSN should be the entry level degree for Nursing. I am an ADN and will be going back for my BSN. However, ADN's pass the same NCLEX as BSN's and are equals as far as being a floor nurse.
    Experience and certifications should have more weight than degrees. "Magnet Status" and "Nursing Shortage" are nothing more than buzz words to lower the pay and benefits of RN's by saturating the market.
    lindarn likes this.
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    Thomas Jefferson University Magnet video

    See their Magnet Journey
    • An Environment of Nursing Excellence
    • The MAGNET Recognition ProgramŪ acknowledges that when nurses are empowered, patient outcomes improve. Why? Because nurses at MAGNET hospitals place an emphasis on evidence-based practice, research, and innovations in care. The program also provides a vehicle for disseminating successful nursing strategies and practices throughout an organization.
    • A Model that Supports Discovery and Innovation
      In late 2008, ANCC announced major changes to the organization of the MAGNET Model. These revisions represent the first major changes to the model since the program’s inception which was organized under 14 forces.

      The new standards organize the prior 14 Forces under five Model Components: Transformational Leadership; Structural Empowerment; Exemplary Professional Practice; New Knowledge, Innovations, & Improvement, and Empirical Outcomes.
      The new components focus much more on patient outcomes, reflecting the reality of how nursing practice impacts and influences care and safety. Empirical outcomes are required to be demonstrated in each of the other four categories.
    • MAGNETŪ Status Contributes to High Quality Care
      Quality of Care
      According to the ANCC, the MAGNETŪ program provides consumers with the “ultimate benchmark” to measure the quality of care they can expect to receive. When U.S. News & World Report publishes its annual listing of “America’s Best Hospitals,” designation as a MAGNETŪ facility contributes to the total score for quality of inpatient care.

      Elevated Standards and Reputation
      MAGNETŪ designation elevates both the reputation and standards of Jefferson nurses, Thomas Jefferson University Hospitals, and the entire nursing profession.
      Higher Recruitment and Retention Rates
      Independent research shows that MAGNETŪ-recognized facilities consistently outperform their peers in recruiting and retaining nurses (JONA, January 1999).
      Catalyst for Change
      The MAGNETŪ accreditation process identifies systems that need improvement and enhances system-wide practices overall.
      Strengthens Collegial Interdisciplinary Relationships
      A basic premise of the MAGNETŪ recognition is a climate that reinforces collaborative working relationships.
      Creates a “MAGNET Culture” throughout the Institution
      The “MAGNET Culture” supports core values such as empowerment, pride, mentoring, respect, integrity, and teamwork. In this way, this nurse-initiated process helps to elevate standards across disciplines and among every member of the healthcare team.
      Attracts High-Quality Physicians and Specialists
      Research shows that high-quality nurses are one of the most important factors in attracting high-quality physicians. Achieving MAGNETŪ instills a positive “halo” effect beyond nursing excellence that permeates the hospital.
      Improves Patient Outcomes
      The MAGNETŪ Recognition Program establishes standards of excellence, which healthcare organizations must attain.

    Many nurses and facilities in my area "are feeling the Force"

    Abington Memorial Hospital

    Children's Hospital of Philadelphia

    Fox Chase Cancer Center -3x Magnet recipient

    Lancaster General Hospital

    Lehigh Valley Hospital and Health Network 2x Magnet Recepient

    Main Line Hospitals - Bryn Mawr, Lankenau and Paoli Hospitals
    Hospital of University of Pennsylvania

    They have all been considered the premier places to work in my 35yr career.
    tewdles and lindarn like this.
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    Just from my own experience, I have yet to see any tangible benefit to nurses derived from our Magnet certification. Shared governance is viewed as little more tha sop thrown to employees by the administraiton to secure Magnet status while administration continues peremptorily hand down decrees on staffing ratios, sick-days, floats, pay, and benefits with no input from staff. Critical care beds get filled with "overflow" from telemetry and gen med...we are forced to flex up, sometimes with disastrous consequences. But hey...gotta pay the CEO's 7 figure salary...and we're a non-profit. Until ANCC, The Joint Commission and other regulatory bodies who claim to be advancing the profession of nursimg, actually do so nothing's going ot change.
    SunDazed, IowaKaren, lindarn, and 1 other like this.
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    Magnet hospitals are based on data that on the surface seems to validate the patient mortality rate is improved when a hospital increase the ration of BSNto at least 80 percent of the nursing workforce (Aiken, L et. al.). The effects of this data is less convincing when you look at the market this is applied too, as (Aiken, L, et. al) further writes“While the positive effect of increasing percentages of BSN nurses is consistent across all hospitals, lowering the patient-to-nurse ratios markedly improves patient outcomes in hospitals with good work environments, slightly improves them in hospitals with average environments, and has no effect in hospitals with poor environments.”

    What this tells us basically, is experiences may vary, and that the theory of Magnet hospitals could easily produce the same results by improving the patient to RN ratio and improving working conditions.
    The seperation from what we see is BSNs typically move into superviosry roles as they gain experience and the Assoiciate RNs remain on the floor. (where I am ) (40 credits until my BSN). Some of us do not care to be in supervisory roles and prefer to remain on the floor with patients. If we all suddenly have to hold BSNs then the delineating factor is anyone who wants to hold a supervisory role will require a Masters! Seriously!
    It is this old chesnut again, since the 1965 they have been pushing for this BSN minimum requirement, all for the Professional Status!
    Nurse accreditation authorizes need to realize that even as an associate degreed RN we are professionals. Nurses have specialized educationand training validated by "professional licensure" in each state. We have a code of ethics and established practice standards we are bound to adhereto, a violation of which can result in our license being revoked or sanctioned.We have our own body of ongoing research that shapes and governs our practice. Nurses work autonomously within our scope of practice. We formulate and carry out our own plan of care for clients (when applicable); we apply judgment, use critical thinking skills, and make nursing diagnoses ergo we are professionals.Seemingly the motivations of accreditation authorities are to elevate nurses as a whole to the level of physicians. There are so many reasons that this is a bad idea, let me recap a few, student cost, faculty shortage, and cost to the consumer. I will ask another rhetorical question, if all RNs hold BSNs do you believe that they would then require more pay? Yes!
    Who is going to pay forthese higher wages? The consumer, this can mean higher insurance rates for everyone to cover this bill. The adverous never ends~

    Aiken, L., & cimiotti, J. (2011). effects of nurse staffing and nurse education on patient deaths inhospitals with different nurse work environments. . (2 ed., Vol. 43, pp.1047-1053). Nation Institute or Nursing. Retrieved from;jsessionid=t7t9AQPQ8EwpbbMMWOij.6
    original study done in 2003
    Last edit by Gafortin on May 20, '13
    tewdles and MunoRN like this.
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    The Hospitals in my area that aspired to Magnet Status were not successful. Now the push is toward "Team Nursing". Basically, RNs are replaced by LPNS so that you have an RN, LPN, and CNA for a certain number of patients. The RNs do all assessments and wound care, LPNs pass the meds, and CNAs assist with the menial tasks.

    RN jobs have been lost and replaced by LPNs, many of whom are new graduates from non-competitive programs. The ADN to BSN ratio could not be realized, therefore the hospitals switched their focus to saving as much money as possible. The evil of "Magnet" has been replaced by the evil of "Team-Nursing".
    Esme12 likes this.
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    and the cycle begins again.

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