Analyzes the organization at Sanford USD Medical Center (SMC) based on the 14 Forces of Magnetism as developed by the American Nurses Credentialing Center (ANCC).
Written in 2009; 2,895 words; 9 sources; APA; $ 85.95
Paper Summary:
This paper explains that Sanford USD Medical Center (SMC) has an infrastructure, including extensive nursing leadership in upper management, which supports a professional nursing practice. One of the mechanisms in place to identify nurses' needs, the author relates, is SMC's shared governance model of decision making, which supports all nursing roles. The paper describes the Nursing Senate, which has staff nurse representatives from all nursing units, strategic improvement and case management, including nursing staff from non-traditional nursing care units.
Table of Contents:
Organization Overview
Forces of Magnetism Consistencies and Inconsistencies
Quality of Nursing Leadership
Organizational Structure
Management Style
Personnel Policies and Programs
Professional Models of Care
Quality of Care
Quality Improvement
Consultation and Resources
Autonomy
Community and the Healthcare Organization
Nurses as Teachers
Image of Nursing
Interdisciplinary Relations
Professional Development
Identified Strengths and Weaknesses
Analysis Support
Conclusion
From the Paper:
"Force 4: Personnel Policies and Programs looks at competitive salaries and benefits, flexible staffing models, direct care nurse involvement, and opportunities for professional growth. SMC conducts market surveys for wage comparison and gives employees cost of living raises based on these findings. Wage adjustments are also made with yearly performance appraisals. In addition, SMC supports lifelong learning and provides financial support for continued education that will develop or increase our employee's competence in their current positions or enhance their employability within the organization."
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