Healthcare Change in Institutions


The field of nursing has undergone a series of transformations due to the changes that have been experienced in healthcare. According to Youngberg (2013), the need for change in this field is unavoidable because of the emerging issues in healthcare that require improved skills and high levels of motivation in order to achieve success. The stakeholders in the field of nursing have been forced to use different professional practice models, awards, or designations in order to ensure that nurses remain positive to change effects in the environment, and that they remain motivated in order to deliver high quality services to the patients.

One of the designations that have gained popularity in the recent past is Magnet. Developed in the United States in the 1980s, Magnet has gained global popularity as a model that is instrumental in bringing transformations in the field of nursing. In this study, the focus will be to determine how Magnet drives healthcare change in institutions (Houser & Oman, 2011).


Need for Change in Healthcare Institutions

According to Cleary and Rice (2005), change is one of the external environmental forces that cannot be avoided. As the world experience changes in various fields such as technology, the need for change becomes unavoidable. There are cases of new infectious diseases that may also demand a change in the approach that medical practitioners take to handle their patients. For instance, Ebola is currently one of the deadliest diseases in the world.

It is so contagious that some doctors and nurses have contracted it and died in their attempt to help the victims of this disease. Another dangerous disease that emerged recently is the H1N1 that has been put in control. These diseases come with many complexities that it requires the nurses and doctors to formulate new approaches of dealing with them (Cherry & Jacob, 2014). This means that the medical practitioners must embrace change in the manner they deliver their services.

Change is also necessary in this field as a way of improving the service delivery of the nurses. The approach that was taken by nurses to care for Cancer patients a decade ago may not be an appropriate method to use today. For this reason, it is necessary to embrace transformation in order to ensure that necessary changes are implemented to maintain the quality of services delivered to the patients.

How Magnet Drives Change in Healthcare Institutions

Magnet has been considered as one of the most important models in driving change in healthcare institutions. According to Jeffreys (2010), in order to understand the importance of Magnet in promoting a positive change in healthcare institutions, it is necessary to analyze its five main areas of focus. Magnet’s first area of focus is on the need to transform leadership within healthcare institutions. Positive change can only be achieved if the leadership of the organization embraces the positive change. This model seeks to find a way in which leaders can be made to appreciate the need for change, and the best approach that can be used to achieve the desired change.

As Hill and Prevost (2011) say, this model favors the use of transformational leadership approach in healthcare institutions. The management of these institutions must maintain a team of highly motivated employees who can work with minimal or no supervision at all. This can only be achieved if transformational leadership is maintained within the institution. Magnet’s second focus is on structural empowerment within healthcare institutions.

The ability to achieve a positive change and improve the quality of service delivery within healthcare institutions largely depends on the structural aspects of the organization. The nurses need advanced equipment within these facilities in order to deliver quality services. They need to be provided with the modern healthcare equipment that will boost the quality of their services. This will also help in improving their motivation at workplace.

The third focus is on the need for the medical practitioners to advance their education as a way of enhancing their capacity to handle more complex tasks. According to McCaffrey (2012), the field of medicine has seen massive transformation, especially as the practitioners struggle to find a medical solution to some of the chronic diseases such as cancer and diabetes. The need to find an appropriate approach in handling such delicate cases makes it necessary for these practitioners to seek advancement in their career. Through this career advancement, the nurses will be in a better position to handle their patients in a better way. This model proposes that the employers should sponsor such educational advancements as a way of promoting their staff to advance their careers.

Magnet gives a lot of emphasis on the need to maintain regular research in order to gather information on the emerging trends in this field. Some of the changes which take place in the field of medicine may be completely strange to the medical practitioners (Byers & White, 2004). However, the public expects solutions from the healthcare institutions. This makes it important for the practitioners to conduct regular researches so that they can understand these emerging threats and how they can be dealt with successfully. The final area of focus that Magnet embraces is the need for empirical outcomes. The aim is to maintain satisfaction of both the patient and the nurses. As the stakeholders struggle to maintain high levels of satisfaction of the clients, the needs of the nurses should not be ignored.


Magnet model is one of the professional models that have been used in the medical practice to improve service delivery of the patents. This model seeks to bring positive changes within the healthcare institutions. The emerging issues that take place in the field of healthcare demand regular changes in the approach taken to offer healthcare services. The model seeks to ensure that the medical practitioners’ skills are aligned with some of the modern equipment to ensure that the services delivered to the patients are of the best quality. The best way of enhancing the skills of the practitioners is through the advancement of education and research. The management also needs to ensure that the practitioners remain motivated in order to maintain a positive environment in the workplace.


Byers, J. & White, S. (2004). Patient safety: Principles and practice. New York: Springer.

Cleary, B. & Rice, R. (2005). Nursing workforce development: Strategic state initiatives. New York: Springer Publishers.

Hill, K. & Prevost, S. (2011). Magnet environments: Supporting the retention and satisfaction of nurses. Philadelphia: Elsevier.

Houser, J. & Oman, K. (2011). Evidence-based practice: An implementation guide for healthcare organizations. Sudbury: Jones and Bartlett Learning.

Cherry, B. & Jacob, S. (2014). Contemporary nursing: Issues, trends, & management. New York: Cengage.

Jeffreys, M. R. (2010). Teaching cultural competence in nursing and health care: Inquiry, action, and innovation. New York: Springer Publishers.

McCaffrey, R. (2012). Doctor of nursing practice: Enhancing professional development. Philadelphia: Davis Company.

Youngberg, B. (2013). Patient safety handbook. Burlington: Jones & Bartlett Learning.

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